Employee Packet


Policies and Procedures

NAME:

DATE:

THE FOLLOWING ARE POLICIES AND SHOULD BE FOLLOWED AT ALL TIMES:

  1. When there is a cash or inventory variation you may be asked to participate in a security interview.

  2. Repeated cash or inventory variations may result in discharge, transfer, or demotion.

  3. No free merchandise is to be requested or received from salesmen.

  4. All sales of merchandise will be paid for and rung up in full on the cash register at the time of purchase. Either unintentionally or intentionally failing to ring an order may be grounds for dismissal.

  5. The cash register drawers will be kept closed except when rigging up a sale, making change, or when taking the required register readings.

  6. Merchandise consumed or taken home should be recorded by some other store personnel whenever possible.

  7. Only authorized employees will be allowed to do any type of work in or around the store.

  8. Employees will be properly dressed and ready for work at the scheduled time.

  9. Failure to notify the proper authority of an absence from work may be grounds for immediate dismissal for absenteeism, and failure to notify the proper authority of absence for three consecutive days will be considered voluntary resignation.

  10. I fully understand that if I violate any of the foregoing company policies and/or procedures, I will be subject to immediate dismissal.

  11. When processing a Western Union transaction I will follow all the policies/procedures outlined by Management, Western Union, and the Anti-Money Laundering Act.

VIOLATION OF ANY OF THE FOLLOWING WILL RESULT IN DISMISSAL:

  1. False statement misrepresentations or fraud in completing the company application form or any other official record.

  2. Consumption or possession of alcoholic beverages or illegal drugs while on company property. Employees who report to work, but cannot perform their assigned duties because of the consumption of alcoholic beverages or illegal drugs.

  3. Embezzlement of or attempted embezzlement of company funds. (The company will prosecute the offending person or persons to regain its losses)

  4. Borrowing money from store funds. (This includes IOU's and personal checks held for future deposit or redemption.)

  5. Criminal, dishonest immoral, or insubordinate conduct while on duty.

  6. Discourtesy to a customer.

  7. Intentionally overcharging or undercharging a customer.

  8. Intentionally overpricing or underpricing merchandise.

  9. Possession on company property of guns or firearms, knives, bats, pipes or any other weapons that could cause bodily harm.

  10. Leaving or closing and locking the store after reporting to work for any unauthorized reason, except at normal closing.

  11. Intentionally selling alcoholic beverages to customers of illegal age, failing to verify age properly, or intentionally selling during illegal hours.

  12. Not following proper money drop and/or deposit procedures.

POLICIES AND PROCEDURES PAGE 2:

    1. No purchasing or playing of Lottery Games while on company time.

    2. No personal cell phone use while on company time.

    3. Personal phone calls on company phones are discouraged and are to be limited to "necessary" calls only (i.e.: a child checking in). The "necessary" calls should be limited to 2 minutes. You should have no more than 3 a day.

    4. No game room playing is allowed while on Company time.

    5. All of your purchases must be rung up by another employee and must be done before being consumed. If you work a shift alone, please ask your manager for specific instructions regarding this item.

    6. No information about another employee is to be released to anyone unless that employee has given permission in writing.

    7. You are to be courteous to customers at all times

NOTE: Written rules cannot cover all conduct, which may be grounds for disciplinary action. Improper conduct or work performance not specifically covered by these rules or policies will be grounds for disciplinary action ranging from a written warning to discharge, depending on the facts of the particular case and the employment history of the employee involved. Unemployment benefits may be denied due to violation of our policy on attendance.

I have carefully read, and I understand fully the foregoing terms of employment. I understand that the first sixty days of my employment is a probationary period. I also understand that any performance or non-performance, on my part, which might otherwise result in some manner of discipline, may result in termination during my first sixty-day with the company.

Safety Equipment Policy

Note that the failure to use safety appliances may result in termination and/or loss of benefits including workers' compensation benefits.

Please note that the Employer provides safety equipment, when applicable, that is appropriate for the use by its employees. It is expected that all employees and management will use the safety equipment at all times. This is done for the safety of all employees.

I understand and acknowledge the following, when applicable:

  1. The employer has provided safety appliances for me to use where appropriate.

  2. I acknowledge that these safety appliances are reasonably accessible.

  3. I acknowledge that I am aware of the availability of these safety appliances.

  4. I have been instructed in the use of these safety appliances.

  5. I know the danger of failing to use the provided safety appliances.

  6. I understand that if I willfully fail or refuse to use a safety appliance (except where prevented by emergency situations) that I may jeopardize my workers' compensation benefits and be subject to discipline, including termination from employment.

I have read the above policies, understand their meaning, and consent to these policies.

Name:   Date:

Sexual Harassment Policy

I understand that sexual harassment is illegal. I understand that no form of discriminatory or disrespectful conduct by or toward any employee will be tolerated. It is against the policies of Geo. H. Green Oil, Inc., Inc. for any employee to sexually harass another employee by:

  • Subjecting such individual to unwelcome sexual advances or requests for sexual favors or other verbal or physical conduct of a sexual nature;
  • Making submission to or rejection of such conduct the basis for employment decisions affecting such individual;
  • Engaging in such conduct which unreasonably interferes with a staff member's work performance;
  • Creating an intimidating, hostile, or offensive working environment.

I understand that anyone who believes he or she has been the subject of sexual harassment should report the alleged offense immediately to his or her immediate supervisor, or to the EEO Officer, or the Company President.

I understand that as far as possible, alleged incidents of sexual harassment will be investigated with due regard to the privacy of everyone involved, understanding that complete confidentiality is not always possible.

I understand that allegations which are substantiated will result in disciplinary action, as appropriate, depending on the circumstances. There will be no retaliation against any person who in good faith reports on possible discrimination or participates in any way in the investigation. The totality of the circumstances, the nature of the alleged conduct and the context in which the alleged incident occurred will be investigated.

I have read the above policies, understand their meaning, and consent to these policies.

Name:   Date:

Social Media Policy

Policy:

This policy provides guidance for employee use of social media, which should be broadly understood for purposes of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous matter.

This policy outlines the standards we require employees to observe when using social media, the circumstances in which we will monitor your use of social media, and the action we will take in respect of breaches of this policy. This policy supplements any of Geo. H. Green Oil, Inc. related policies. This policy does not form part of any contract of employment and it may be amended at any time.

Procedures:

The following principles apply to professional use of social media on behalf of Geo. H. Green Oil, Inc. as well as personal use of social media when referencing Geo. H. Green Oil, Inc. or any other use that might reflect upon Geo. H. Green Oil, Inc.

  1. Employees need to know and adhere to any of the Company's Employee Handbook, and other company policies when using social media in reference to Geo. H. Green Oil, Inc.
  2. Employees should be aware of the effect their actions may have on their images, as well as Geo. H. Green Oil, Inc.'s image. The information that employees post or publish may be public information for a long time.
  3. Employees should be aware that Geo. H. Green Oil, Inc. may observe content and information made available by employees through social media. Employees should use their best judgment in posting material that is neither inappropriate nor harmful to Geo. H. Green Oil, Inc., its employees, or customers.
  4. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment.
  5. Employees are not to publish, post, or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with the Human Resource Department and/or supervisor.
  6. Employees are not to publish, post, or release any information that is considered proprietary or property of Geo. H. Green Oil, Inc. without expressed permission from the Company.
  7. Social media networks, blogs, and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to authorized Geo. H. Green Oil, Inc. spokespersons.
  8. If employees encounter a situation while using social media that threatens to become antagonistic or dangerous employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor.
  9. Employees should get appropriate permission before referring to or posting images of current or former employees, members, vendors, suppliers, Geo. H. Green Oil, Inc. premises, or job sites. Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks, or other intellectual property.
  10. Social media use shall not interfere with employee's responsibilities at Geo. H. Green Oil, Inc. Geo. H. Green Oil, Inc. computer systems are to be used for business purposes only. When using Geo. H. Green Oil, Inc. computer systems or phones, use of social media for business purposes may be allowed with express permission (ex: Facebook, Twitter blogs, and Linkedln), but personal use of social media networks or personal blogging of online content is prohibited and could result in disciplinary actions including reprimand, suspension, and/or termination.
  11. Subject to applicable law, after-hours online activity that violates Geo. H. Green Oil, Inc. company policy may subject an employee to disciplinary action up to and including termination.
  12. Employees may publish content after-hours that involve work or subjects associated with Geo. H. Green Oil, Inc., only with express permission.
  13. It is required that employees keep Geo. H. Green Oil, Inc. related social media accounts separate from personal accounts.
  14. This policy is in effect immediately and covers all employees, supervisors, consultants, contractors, and management.
  15. has overall responsibility for the effective operation and implementation of this policy

I, acknowledge that I have read and understand Geo H. Green Oil, Inc. social media policy and understand that violation of this policy may result in discipline up to and including termination.

Name:   Date:

I have read all of the above policies, understand their meaning, and consent to these policies.

Workers' Compensation Substance Abuse Notice

To:  

From: Geo. H. Green Oil, INC.

It is the policy of this employer to provide a safe work environment for all of its employees. Accordingly, the following procedures are now in place:

  • All applicants for employment will be drug tested. A positive result for illegal substances or refusal to submit to test prohibits the applicant from being employed by this company.
  • All employees involved in an on-the-job accident may be drug tested by a blood test.
  • ln the event of a positive drug test, the employee may face a loss of workers' compensation benefits and/or be terminated.
  • If an employee refuses to submit to a drug test following an on-the-job accident, he or she will face the same possible loss of workers' compensation benefits and/or termination.
  • By his or her signature below, the employee and/or applicant expressly consents to be drug tested as a condition of employment and/or immediately following any job-related accident and further consents to release the results of the drug test to the employer/insurer or any of its representatir¡es.
  • The employee has the right to report injuries and illnesses to the employer free from retaliation.
  • All Geo. H. Green Oil, Inc. employees are subject to random and/or reasonable suspicion drug testing.
  • I acknowledge I have received a copy of Geo. H. Green Oil, Inc. Substance Abuse Policy.

Name:   Date:

Employee Documentation Worksheet

Employee Name:  

Employer:  

It is company policy to provide adequate notification on all employment issues. Please utilize the checklist below for each employee.

Please initial each item:

  Workers' compensation explained to employee.

  Posted Panel of Physicians and Bill of Rights explained to employee.

  Employee knows the location of the Posted Panel of Physicians and Bill of Rights.

  Employee is aware that post-accident drug testing will be conducted.

  Employee is aware that a positive drug test could result in the denial of workers' compensation benefîts and/or could result in termination.

  Employee understands how the selection of doctors will be handled after an accident.

  Employee acknowledges false or misleading responses on his/her application for employment may result in a denial of workers' compensation benefits.

  Employee understands and acknowledges the information contained in the safety equipment checklist, if applicable.

Employer:

Date:

Name:   Date

Acknowledgment of Worker's Compensation Panel of Physicians and Bill of Rights

This is to certify that I have been informed of the WC Panel and that a copy of the reporting procedures and Bill of Rights are posted in observable locations at all office/store locations.

I understand that I must first report any injury to my supervisor. If deemed necessary, I may choose a physician off of the panel.

I understand that when I am injured at work, I must accept the service of a physician that is listed on the panel. The physician selected may arrange for appropriate consultations and other specialized medical services as the nature of the injury requires. If I am dissatisfied with the physician selected, I can make one change to another physician listed on the panel. However, any further changes require the permission of the State Board of Worker's Compensation.

In the case of an emergency, I may be seen in the emergency room or a local clinic. However, all follow-up care must thereafter be rendered by a doctor listed on the panel.

Name:   Date:

Safety Equipment

Note that the failure to use safety appliances may result in termination and/or loss of benefits including workers' compensation benefits.

Please note that the Employer provides safety equipment, when applicable, that is appropriate for the use by its employees. It is expected that all employees and management will use the safety equipment at all times. This is done for the safety of all employees.

I understand and acknowledge the following, when applicable:

  1. The employer has provided safety appliances for me to use where appropriate.

  2. I acknowledge that these safety appliances are reasonably accessible.

  3. I acknowledge that I am aware of the availability of these safety appliances.

  4. I have been instructed in the use of these safety appliances.

  5. I know the danger of failing to use the provided safety appliances.

  6. I understand that if I willfully fail or refuse to use a safety appliance (except where prevented by emergency situations) that I may jeopardize my workers' compensation benefits and be subject to discipline, including termination from employment.

I have read the above policies, understand their meaning, and consent to these policies.

Name:   Date:

Beer and Wine Sales Policy

As an employee of Geo. H. Green Oil, Inc., you are required to comply with state and local laws governing the sale or possession of alcoholic beverages.

The law requires the following:

  1. Any person purchasing or possessing any alcoholic beverage must be twenty- one (21) years of age or older.
  2. No person twenty-one (21) years of age or older may purchase any alcoholic beverages for any person under the age of twenty-one (21).
  3. Alcoholic beverages must not be sold to any person who is in a noticeable state of intoxication.
  4. No person will be allowed to consume alcoholíc beverages on the premises (this includes the parking lot as well as inside the store).

Company Procedures:

  1. Prior to the sale of any alcoholic beverage, you must verify the customer's age to be twenty-one {2q) years of age or older. If it appears the person is under the age of thirty- five {35), years of age, ask for proper identification. Verification must be made by picture identification. For example, a Georgia State driver's license, a military I.D. card, a passport, or a picture I.D. issued by a governmental agency.

You are required to refuse to sell any alcoholic beverage to any person under the age of twenty-one {21) or anyone suspected of purchasing for someone under the age of twenty-one (21).

I have read and understand and promise to comply with the policy as outlined for the sale of alcoholic beverages.

Employee Name:  

Geo H. Green Oil, Inc. Official:  

Dress Code Policy

First and foremost, we reserve the right to send you home if your appearance, in our opinion, does not meet our standards.

Uniform shirts: We took the first step when we furnished uniform shirts for you. Please see that you are always in a clean uniform shirt when you come to work.

Pants: We require black, khaki, or navy slacks. We allow solid color "shorts" (they must be not more than 3" above the knee). We do not allow sweats, leotards, spandex, or other tight or form clinging clothing. No jeans are allowed.

Shoes: No open-toed shoes, sandals, high heels, or high-topped fashion boots. Sneakers, hiking boots, or regular shoes are fine.

Makeup and Jewelry: No '"exotic" make up is allowed. No earrings for male employees, no eye, nose, or tongue studs or rings for anyone while on duty. If you just got pierced and cannot take the ring out for a short time, then you must wear a bandage that entirely covers the area. Loose jewelry is not allowed for safety reasons. No sunglasses are to be worn while working inside.

Hygiene: Always arrive clean and well-groomed. Well kept beards, goatees, or mustaches are allowed, but you must be clean-shaven on the parts of your face where the above is not grown.

Hat: No stocking hats. Baseball caps (having a gas çompany logo) are allowed, however, the bill must always face forward.

I have read the above policies, understand their meaning, and consent to these policies. Please print and save an employee copy for your records.

Name:   Date:

Employee Information Form

Store Name:  

 

Full Name:  

Address:  

City:  

State:  

Zip Code:  

Social Security Number:  

Date of Birth:

Phone number:   Email Address:  

Emergency Contact Name and Phone Number:  

Date Employed:

Marital Status:

 

Pay Rate:   Exemptions: Federal: State:  

Type of Pay:

 

Pay Adjustment:

Increase: From:   to  

 

Effective Date:

Date of Last Increase:

Reason:

 

Post-Job Offer Medical Questionnaire

Applicant's Name:   Job Title:  

Hiring Department- Describe any unusual physical demands of the job:  

Notice to applicants: ln compliance w¡th the Americans with Disabilities Act of 2008 (ADA), you have received a conditional offer of employment. This medical history statement is required of all offerees. The answers to the medical history statement and any medical examination will be kept confidential and in separate files in compliance with the ADA requirements. The job offer which y0u have received is conditioned upon satisfactory c0mpletion snd review 0f this medical statement and any required medical examination or follow up.

Genetic Information Nondiscrimination Act (GINA) of 2008: Title II of the GINA prohibits employers and other entities by GINA Title II from requesting or requiring genetic information of employees or their family members. In order to comply with this law, we are asking that you not provide any genetic information when responding to a request for medical information. "Genetic information," as defined by GINA, includes an individual's family member's genetic tests, the fact that an individual or an individual's family members sought or received genetic services, and genetic information of a fetus carried by an individual's family member, and genetic information of an embryo lawfully held by an individual or family member receiving assistive reproductive services. 

Applicant Affirmation: I herewith affirm that the employer has made me an offer of employment, conditioned on the satisfactory completion of this questionnaire, and any required medical examination or follow-up. The purpose of this inquiry is: to determine whether I currently have the physical qualification necessary to perform the job that has been offered; to determine whether and what accommodations may be necessary; and to determine where I can perform essential functions of the job, without posing a significant direct threat to the health and safety of myself and others. This information will be kept strictly confidential in a separate medical file, apart from my personnel file. I hereby affirm that the questions in the medical questionnaire have not been asked of me by anyone with the employer until after I have signed this statement and been offered a conditional job. 

  1. Do you have any physical or mental disease, disorder, defect, handicap, disability, deformity or abnormality, or any other condition (including alcoholism or any drug use or dependency) which might affect your attendance at work or ability to do this job?
    If yes, please explain fully and state what reasonable accommodation would permit you to perform the job satisfactorily:  
  2. Have you within the last two years had an illness that caused you to be absent from work or school for more than one week? 
    If yes, please explain:  
  3. Do you have or have you ever had reactions to chemicals for which you sought medical attention? 
    If yes, please explain:  
  4. Have you ever had or been treated for any of the following conditions or diseases? 
    1. Herniated Disc
       
    2. Knee injury
    3. Surgical removal of a disc or spinal fusion
    4. Back injury
    5. Hernia or rupture
    6. Neck injury, pain or problems
    7. Chest pain
    8. Shoulder injury
    9. Arthritis or rheumatism
    10. Arm/hand injury
    11. Wrist problems, including Carpal Tunnel Syndrome
    12. Broken bones
    13. Ankylosis (immobility) of ankles, knees, hips
    14. Tendonitis/bursitis
    15. Head injury
    16. Loss of sight or hearing
    17. Amputation
    18. Epilepsy, fainting spells, or dizziness
    19. Heart disease
    20. Numbness, tingling or swelling of hands or feet
    21. Frequent headaches or migraines
    22. Diabetes
    23. High blood pressure
    24. Respiratory problems such as asthma, allergies, or lung disease
    25. Depression, anxiety, or other diagnosed mental health disorders
    26. Surgery
    27. Have you ever refused surgery?
  5. If you answered "Yes" to any of the above, please explain in detail, including dates, body parts, and treating physicians:  
  6. Have you ever been hospitalized for any of the above conditions?
    1. If "Yes," for which conditions?  
  7. Have you ever had an MRI?
    1. If "Yes," please explain:  
  8. Have you ever been forced to give up a job for health reasons?
    1. If so, please explain:  
  9. Have you ever been hurt on the job or filed a workers' compensation claim in the past?
    1. If "Yes," how many times?  
    2. If "Yes," in what years?  
    3. If "Yes," was any claim denied?
    4. If "Yes," how many claims were denied?  
  10. Has a doctor given you an impairment rating? If so, please provide the reason and the percentage of impairment. If you have not been given an impairment rating, state none:  
  11. Have you ever been refused a driver's license due to your health?  
    If yes, please explain:  
  12. How many pounds can you lift comfortably without help?
     
  13. Are you taking any prescribed drugs that would interfere with your job performance?  
    If yes, please list the medications:  

The above statements are true to the best of my knowledge. I understand that any misstatement of fact is grounds for disciplinary action up to and including termination. I further understand that any willful misrepresentation of any medical condition can serve to bar any future claim for workers' compensation benefits. 

Printed Name:   Date:

Georgia New Hire Report

Georgia New Hire Report

Send the completed form to: Georgia New Hire Reporting Program
PO Box 38480, Atlanta, GA 30334-0480.
Fax form to: 1-888-541-0521
For more information: 1-888-541-0469

Employer Information

FEIN: 58-1195611

Employer Name: Geo H. Green Oil, Inc.

Address Line 1: 41 Dodd Street

Address Line 2: PO Box 127

City/State/Zip Code: Fairburn, Georgia 30213

Contact Phone/ Name: Cindy O'Dell 770-964-6125

Medical Insurance Coverage Available: Yes (After 90 days of employment)

Employee Information

Employee Name:  

Social Security Number:  

Employee Address:

City/State/Zip:

Date of birth :  

Date of hire:

State of hire:

I have read all of the above policies, understand their meaning, and consent to these policies.

Leave this empty:

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Document name: Employee Packet
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July 9, 2020 2:34 pm EDTEmployee Packet Uploaded by Trevor Jenkins - tjenkins@greenoilco.com IP 73.137.246.106