Robinette’s Apple Haus & Winery
August 27, 2020
Welcome to Robinette’s!
The Robinette family is very happy to welcome you to our team. Thank you for joining us! We want you to feel that your association with us will be a mutually beneficial and pleasant one.
You have joined an organization that has established an outstanding reputation for quality products and services. Credit for this goes to every one of our employees. We hope you, too, will find satisfaction and take pride in your work here.
This Manual provides answers to most of the questions you may have about Robinette’s, as well as the company policies and procedures we abide by — our responsibilities to you and your responsibilities to Robinette’s. If anything is unclear, please discuss the matter with your manager. You are responsible for reading and understanding this Employee Manual, and any performance evaluations will reflect your adherence to Robinette’s policies. In addition to clarifying responsibilities, we hope this Employee Manual also gives you an indication of Robinette’s interest in the welfare of all who work here.
From time to time, the information included in our Employee Manual may change. Every effort will be made to keep you informed through suitable lines of communication, including postings on the company bulletin boards and/or notices sent directly to you in-house.
Compensation and personal satisfaction gained from doing a job well are only some of the reasons most people work. Most likely, many other factors count among your reasons for working — pleasant relationships and working conditions. Robinette’s is committed to doing its part to assure you of a satisfying work experience.
We extend to you our personal best wishes for your success and happiness at Robinette’s Apple Haus & Winery.
The Robinette Family
You’re Part of Our Team…
As a member of Robinette’s team, you will be expected to contribute your talents and energies to improve the environment and quality of the company, as well as the company’s products/services. In return, you will be given opportunities to grow and advance in your job.
Robinette’s is dedicated to two standards:
- To provide our customers with the best quality products/services at the best prices with the best service.
- To provide you with wages and benefits comparable to others doing similar work within the industry and within the region.
The only things we require for employment, compensation, advancement, and benefits are performance and a good team attitude; however, all employment at Robinette’s is “at will.” No one will be denied opportunities or benefits on the basis of age, sex, color, race, creed, national origin, religious persuasion, marital status, political belief, or disability that does not prohibit performance of essential job functions.
Various Benefits With Robinette’s
You may not have thought about it, but the value of your benefits amounts to a considerable sum each year in addition to the wages you earn.
Robinette’s provides for eligible employees each year:
Employee Purchases (Discounts on Company Merchandise)
Unemployment Compensation Insurance
Workers’ Compensation Insurance
The policies in this Manual are to be considered as guidelines. Robinette’s, at its option, may change, delete, suspend or discontinue any part or parts of the policies in this Manual at any time without prior notice. Any such action shall apply to existing as well as future employees with continued employment being the consideration between the employer and employee. Employees may not accrue eligibility for monetary benefits that they have not earned through actual time spent at work. Employees shall not accrue eligibility for
any benefits, rights, or privileges beyond the last day worked. No one other than an officer of Robinette’s may alter or modify any of the policies in this Manual. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee.
Should any provision in this Employee Manual be found to be unenforceable and invalid, such finding does not invalidate the entire Employee Manual, but only the subject provision.
This manual replaces (supersedes) all other previous manuals.
In 1911, Barzilla Robinette purchased this farm. The Apple Haus became a retail operation in 1971. The barn was cleaned out and became the Gift Barn in 1985. Robinette’s was incorporated in 1994. Robinette Cellars (the winery) sold its first bottle in January of 2006. Our corn maze was added in 2009.
In the Apple Haus, some of the products and services are:
Fresh apples, peaches, cherries, apricots, some vegetables Cross-country skiing
Apple gift boxes and baskets Mountain bike and running trails
Horse-drawn hayrides Jumping Pillow
Gift boxes shipped countrywide
Homemade fudge and caramel apples
Baked goods and fresh donuts
Light lunches and lunch boxes
Jams, jellies, salad dressings, popcorn, candy, coffee and other consumables
In the Winery, some of the products and services are:
Hard cider and fruit wines made at Robinette’s with Robinette apples.
Michigan-made wines made with Michigan-grown fruit
Cinnamon sugar roasted nuts
Homemade caramel corn and cheesy corn
Shipping of gifts worldwide
Civic service to our community is important. Every year Robinette’s selects a few non-profit organizations that will receive donated goods or services. We are unable to donate to every cause. If inquiries are made about donations, please have them email: email@example.com
Our mission is:
To provide our customers with quality products and services
To provide a wholesome atmosphere for families
To make a living
Robinette’s Apple Haus is working in close cooperation with the State Dept. of Agriculture to reinforce and develop good management practices regarding cider manufacturing. We maintain our cider mill in the cleanest possible condition. Our cider is also processed with UV lighting to kill any bacteria that the brushing may have missed. It is similar to pasteurizing; however the taste is not altered. Robinette Orchards is one of the founders of the Michigan Cider Makers’ Guild. The US Government is going to use the Michigan
Cider Makers’ Guild as a model for the US apple industry standards.
The ability to run a working farm and provide its wholesome atmosphere so close to a city the size of Grand Rapids is a capability unique to Robinette’s.
Our strategy for remaining competitive is the quality of our fruit versus the quality of fruit you purchase at most grocery stores.
What You Can Expect From Robinette’s
Robinette’s established employee relations policy is to:
- Operate an economically successful business so that a consistent level of steady work is available.
- Select people on the basis of skill, training, ability, attitude, and character without discrimination with regard to age, sex, color, race, creed, national origin, religious persuasion, marital status, political belief, or disability that does not prohibit performance of essential job functions.
- Pay all employees according to their effort and contribution to the success of our business.
- Review wages, employee benefits and working conditions with the objective of providing maximum benefits in these areas, consistent with sound business practices.
- Dedicate ourselves to excellent quality, service and improvement.
- Develop competent people who understand and meet our objectives, and who accept with open minds the ideas, suggestions and constructive criticisms of fellow employees.
- Assure employees, after talking with their manager, an opportunity to discuss any problem with the Robinette family.
- Make prompt and fair adjustment of any complaints that may arise in the everyday conduct of our business, to the extent that is practicable.
- Maintain mutual respect in our working relationship.
- Provide buildings and offices that are attractive, comfortable, orderly and safe.
- Promote employees on the basis of their ability and merit.
- Keep all employees informed of the progress of Robinette’s, as well as the company’s overall aims and objectives.
Do all these things in a spirit of friendliness and cooperation so that Robinette’s will continue to be known as “a great place to work!”
What Robinette’s Expects From You
*Know your duties
*Show up on time
You are encouraged to grasp opportunities for personal development that are offered to you. We strongly believe you should have the right to make your own choices in matters that concern and control your life. We believe in direct access to management. We are dedicated to making Robinette’s a company where you can approach your manager, or any member of management, to discuss any problem or question. We expect you to voice your opinions and contribute your suggestions to improve the quality of Robinette’s. (Please take a look at the section describing the submission of Suggestions.) We’re all human, so please communicate with each other and with management.
Robinette’s needs your help in making each working day enjoyable and rewarding.
Questions regarding wages and interpretation of policies may be directed to your manager.
Your Personnel File
Keeping your personnel file up-to-date can be important to you with regard to pay, deductions, benefits and other matters. If you have a change in any of the following items, please be sure to notify your manager as soon as possible:
Home or cell phone number
Person to call in case of emergency
Military or draft status
Exemptions on your W-4 tax form
Coverage or benefits that you and your family may receive at Robinette’s could be negatively affected if the information in your personnel file is incorrect.
Since Robinette’s refers to your personnel file when we need to make decisions in connection with promotions, transfers, layoffs and recalls, it’s to your benefit to be sure your personnel file includes information about completion of educational or training courses, outside civic activities, and areas of interest and skills that may not be part of your current position here.
You may see information that is kept in your own personnel file if you wish, and you may request and receive copies of all documents you have signed. These files are kept confidential to the extent possible.
At the time you are hired, you are classified as full-time, part-time or temporary. If you are unsure of which job classification your position fits into, please ask your manager.
An employee who works at least forty (40) hours per week on a regular basis is considered a full-time employee.
An employee who works less than a regular forty (40) hour workweek is considered a part-time employee. If you are a part-time employee, please understand that you are not eligible for benefits described in this Manual, except as granted on occasion, or to the extent required by provision of state and federal laws.
Robinette’s hires employees for specific periods of time or for the completion of a specific project. An employee hired under these conditions will be considered a seasonal employee. The job assignment, work schedule and duration of the position will be determined on an individual basis.
Whether you are a new hire or a former employee returning to Robinette’s, you may feel a little strange in your new surroundings. This is a normal feeling and is expected. Your fellow employees, especially your manager, want to help you get off to a good start. Feel free to ask them for help concerning anything you don’t understand.
One of the first things you should do is carefully read this Manual. It is designed to answer many of your questions about the practices and policies of Robinette’s, what you can expect from Robinette’s, and what Robinette’s expects from you.
Aptitude & Ability Tests
If you have a disability that will affect your ability to take such a test, it is important that you advise a Company representative of this so that a reasonable accommodation can be arranged. Requested accommodations may include accessible testing sites, modified testing conditions, and accessible testing formats. Robinette’s reserves the right to require medical documentation concerning the need for the accommodation.
At Will Employment
All employment and compensation with Robinette’s is “at will” which means that your employment can be terminated with or without cause, and with or without notice, at any time, at the option of either Robinette’s or yourself, except as otherwise provided by law.
The Apple Haus and Winery have seasonal hours. During September and October, we are open Monday-Saturday, 7:30a-6p and Sundays, 12-6:00p. These hours will vary occasionally and are dependent upon the time of year.
Your particular hours of work and the scheduling of your lunch period will be determined and assigned by your manager. Please check with your manager and fellow employees before leaving for lunch or a break. Also, please check with a manager before leaving early or arriving late in special circumstances. The sales floors are not to be left unattended. If you leave the premises for any reason (i.e. doctor appointments, fast food runs, short errands), you MUST punch out if you are an hourly employee. Your lunch break cannot exceed 20 minutes. It is best to eat either in the Apple Haus or outside if possible. Please do not eat behind any sales counters in view of the customers.
Our customers and suppliers entrust Robinette’s with important information relating to their businesses. The nature of this relationship requires maintenance of confidentiality. In safeguarding the information received, Robinette’s earns the respect and further trust of our customers and suppliers.
Your employment with Robinette’s assumes an obligation to maintain confidentiality, even after you leave our employ.
Any violation of confidentiality seriously injures Robinette’s reputation and effectiveness. Therefore, please do not discuss Robinette’s business with anyone who does not work for us, and never discuss business transactions with anyone who does not have a direct association with the transaction. Even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain confidentiality. If you hear, see or become aware of anyone else breaking this trust, consider what he or she might do with information they get from you.
If you are questioned by someone outside the company or your department and you are concerned about the appropriateness of giving them certain information, remember that you are not required to answer, and that we do not wish you to do so. Instead, as politely as possible, refer the request to your manager or to anyone in the Robinette family.
No one is permitted to remove or make copies of any Robinette’s records, reports or documents without prior management approval.
Because of its seriousness, disclosure of confidential information could lead to dismissal.
You may be required to sign a Confidential Information Agreement to this effect.
The success of Robinette’s depends upon the quality of the relationships between Robinette’s, our employees, our customers, our suppliers and the general public. Our customers’ impression of Robinette’s and their interest and willingness to purchase from us is greatly formed by the people who serve them. In a sense, regardless of your position, you are Robinette’s ambassador. The more goodwill you promote, the more our customers will respect and appreciate you, Robinette’s and Robinette’s products and services.
Here are several things you can do to help give customers a good impression of Robinette’s:
- Act competently and deal with customers in a courteous and respectful manner.
- Communicate pleasantly and respectfully with other employees at all times.
- Follow up on orders and questions promptly, provide businesslike replies to inquiries and requests, and perform all duties in an orderly manner.
- Take great pride in your work and enjoy doing your very best.
- These are the building blocks for your and Robinette’s continued success. Thank you for adding your support.
Equal Employment Opportunity
Robinette’s has a long standing record of nondiscrimination in employment and opportunity because of race, color, religion, creed, national origin, ancestry, disability, sex or age. The President has issued the following policy stating the Company’s views in this matter:
It is the policy of Robinette’s to:
- strictly follow personnel procedures that will ensure equal opportunity for all people without regard to race, color, religion, creed, national origin, sex, age, ancestry, marital status, disability, veteran or draft status;
- comply with all the relevant and applicable provisions of the Americans with Disabilities Act (“ADA”). Robinette’s will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability.
- make reasonable accommodations wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not require significant difficulty or expense.
- achieve understanding and acceptance of Robinette’s policy on Equal Employment Opportunity by all employees and by the communities in which the company operates;
- thoroughly investigate instances of alleged discrimination and take corrective action if warranted;
- be continually alert to identify and correct any practices by individuals that are at variance with the intent of the Equal Employment Opportunity Policy.
At this time, Robinette’s would like to reaffirm this policy and call upon all personnel to effectively pursue the policy as stated. Please check the employee information bulletin board for all related equal opportunity and job announcements.
Note: Throughout this Employee Manual, masculine pronouns such as he, his, or him shall be construed so as to include both sexes.
Knowledge of Robinette’s
After having learned to competently perform your own duties, your next step is to familiarize yourself with other Robinette’s activities. This can prove valuable to you, our customers and Robinette’s as well. Robinette’s may provide additional “cross-training.”
Robinette’s Social Media – subscribe to our social media pages for the latest info.
Knowledge of the services and products of Robinette’s will help you avoid the “I don’t know” syndrome. Our customers’ confidence in you increases as you are able to answer their basic questions. However, please don’t pretend you know the answer or try to guess the answer when you are uncertain. If you are unsure of the correct information, refer the inquiry to your manager, or to a person more qualified to respond.
Certain employees may be required to sign a Non-Compete Agreement prepared by our attorneys as a condition of employment.
What you do on your free time is your own business. However, if you are employed by Robinette’s in a full-time position, Robinette’s will expect that your position here is your primary employment. Any outside activity must not interfere with your ability to properly perform your job duties at Robinette’s.
If you are thinking of taking on a second job, it would be wise to notify your manager immediately. He or she will thoroughly discuss this opportunity with you to make sure that it will not interfere with your job at Robinette’s nor pose a conflict of interest.
Proof of U.S. Citizenship and/or Right to Work
Federal regulations require that 1) before becoming employed, all applicants must complete and sign Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired need to present documents of identity and eligibility to work in the U.S.
Robinette’s may exercise its right to inspect all packages and parcels entering and leaving our premises.
We Need Your Ideas
Ask any of our employees who have worked with us for a long time and they will probably tell you of the many changes and improvements that have come about in their departments since they first joined us. We believe the person doing a job is in the best position to think of ways of doing it more easily, more efficiently, and more effectively. If you think of a better way of doing your job or the job of a fellow employee, discuss it with your manager, who will welcome your suggestions and ideas.
Remember, there may be areas in Robinette’s operation that can be improved. These could be in service, production methods, equipment, communications, safety, ways to reduce costs, losses, and/or waste, or other improvements you may see a need for. Please give us the benefit of your unique experience and thoughts. Also, make sure to document your innovations and money-saving efforts and have them placed in your personnel file (include dates, detailed descriptions of your contributions, estimates from the accounting department regarding cost savings or profits generated, etc.) — these may favorably affect your wage, salary or promotion reviews.
Standards of Conduct
Whenever people gather together to achieve goals, some rules of conduct are needed to help everyone work together efficiently, effectively, and harmoniously. Some people have problems with “rules” and “authority figures,” and past experience may have justified these thoughts and feelings; however, at Robinette’s, we hold ourselves to a high standard of quality where the rules and authority figures simply assure that quality is maintained.
By accepting employment with us, you have a responsibility to Robinette’s and to your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that he or she can fully depend upon fellow workers to follow the rules of conduct, then our organization will be a better place to work for everyone. This company expects its employees to adhere to a standard of professional conduct and integrity.
An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and position. (See Dress Code.) See your manager if you have questions.
We understand that social media can be a fun and rewarding way to communicate with family, friends and co-workers. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist employees in making responsible decisions about the use of social media, the company has established these guidelines for appropriate use of social media. This policy applies to all employees.
Social Media includes all means of communication or posting information or contact of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or chat room, whether or not associated or affiliated with the company, as well as any other form of electronic communication. Examples are Facebook, Twitter, Instagram, LinkedIn, Pinterest, FourSquare, and SnapChat. The same principles and guidelines found in the company’s policies apply to employees’ activities on-line. Ultimately, you are solely responsible for what you post on-line. Before creating on-line content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of the company or the company’s legitimate business interests may result in disciplinary action up to and including termination.
Postings that may include maliciously defamatory remarks, unlawful harassment, and threats of violence or similar unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
Use your best judgment and exercise personal responsibility. Take your responsibility as stewards of personal information to heart. Integrity, accountability, and respect are core values. We trust and expect you to exercise personal responsibility whenever you participate in social media or other on-line activities. Remember that there can be consequences to your actions in the social media world – both internally, if your comments violate company policies, and with outside individuals and/or entities. If you are about to publish, respond or engage in something that makes you the slightest bit uncomfortable, don’t’ do it.
Avoid using statements, photographs, video or audio that are maliciously defamatory, that are obscene, that disparage customers, that attack Robinette’s products, or that might constitute unlawful harassment. Never post any information or rumors that you know to be false about the company, employees, customers or competitors. Refrain from using social medial while on work time, unless it is work-related as authorized by a manager.
If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed, please see your manager for an explanation. Occurrences of any of the following violations, because of their seriousness, may result in immediate dismissal without warning:
* Being intoxicated or under the influence of controlled substance drugs while at work; use or possession or sale of controlled substance drugs in any quantity while on company premises except medications prescribed by a physician which do not impair work performance.
* Willful violation of any company rule; any deliberate action that is extreme in nature and is obviously detrimental to Robinette’s efforts to operate profitably.
* Willful violation of security or safety rules or failure to observe safety rules or Robinette’s safety practices; failure to wear required safety equipment; tampering with Robinette’s equipment or safety equipment.
* Negligence or any careless action that endangers the life or safety of another person.
* Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company property or while on duty.
* Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on company premises or when representing Robinette’s; fighting, or horseplay or provoking a fight on company property, or negligent damage of property.
* Insubordination or refusing to obey instructions properly issued by your manager pertaining to your work; refusal to help out on a special assignment.
* Threatening, intimidating or coercing fellow employees on or off the premises — at any time, for any purpose.
* Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of company property, or the property of fellow employees, customers, suppliers, or visitors in any manner.
* Theft of company property or the property of fellow employees; unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; using company equipment for profit. Theft includes giving away our products or services or using unauthorized discounts.
* Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by Robinette’s; alteration of company records or other company documents.
* Violating the non-disclosure agreement; giving confidential or proprietary Robinette’s information to competitors or other organizations or to unauthorized Robinette’s employees; working for a competing business while a Robinette’s employee; breach of confidentiality of personnel information.
* Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.
* Immoral conduct or indecency on company property.
* Conducting a lottery or gambling on company premises.
Occurrences of any of the following activities, as well as violations of any Robinette’s rules or policies, may be subject to disciplinary action, including possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all employees remain employed “at will.”
- Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your manager; mistakes due to carelessness or failure to get necessary instructions.
- Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs.
- Leaving work before the end of a workday or not being ready to work at the start of a workday without approval of your manager; stopping work before time specified for such purposes.
- Sleeping on the job; loitering or loafing during working hours.
- Excessive use of company telephone for personal calls and excessive use of your cell phone.
- Leaving your work station during your work hours without the permission of your manager, except to use the rest room.
- Smoking in restricted areas or at non-designated times, as specified by department rules.
- Creating or contributing to unsanitary conditions.
- Posting, removing or altering notices on any bulletin board on company property without permission of an officer of Robinette’s.
- Failure to report an absence or late arrival; excessive absence or lateness.
- Filling your own order or invoicing or ringing up your own order.
- Buying company merchandise for resale.
- Obscene or abusive language toward any manager, employee or customer; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on company premises.
- Speeding or careless driving of a forklift or any other company vehicles.
- Failure to immediately report damage to, or an accident involving company equipment.
- Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on company premises.
- Failure to maintain a neat and clean appearance in terms of the standards established by your manager; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing.
- Employees must login and logout upon arrival and before departure. If you forget to login or logout, YOU MUST see a manager before login or logout again. Logging another employee in or out may result in termination.
Wage & Salary Policies
It is Robinette’s desire to pay wages and salaries that are competitive with other employers in the marketplace in a way that will be motivational, fair and equitable, variable with individual and company performance and in compliance with all applicable statutory requirements.
You are employed by Robinette’s and will be carried directly on our payroll. No person may be paid directly out of petty cash or any other such fund for work performed. The only exception to this policy is where a contract relationship exists with a bona fide contractor.
Robinette’s applies the same principles of fairness and external comparability to all employees, regardless of organizational level, sex, religion, national origin, age or race.
Basis for Determining Pay
Your pay is influenced by three factors:
- The nature and scope of the job
- What other employers pay their employees for comparable jobs
- Individual performance
Sharing your individual pay information with other employees may be grounds for dismissal.
Error In Pay
Every effort is made to avoid errors in your paycheck. If you believe an error has been made, tell your manager immediately. He or she will take the necessary steps to research the problem and to assure that any necessary correction is made properly and promptly.
From time to time, it may be necessary for you to perform overtime work in order to complete a job on time. Your manager must approve all overtime in advance. When it is necessary to work overtime, you are expected to cooperate as a condition of your employment at a rate of 1.5 times your normal hourly rate.
Pay Period & Hours
Our payroll workweek begins on every other Tuesday at 12:01 a.m. and ends on the second Monday at 12:00 midnight.
Fiscal Pay Period/Bi-weekly:
(26 pay periods per year) Payday is normally on every other Friday for services performed for the two (2) week period ending the previous Monday at 12:00 midnight.
Direct deposit is mandatory. Your pay will be directly put in your bank account(s) and will be available on payday early in the day.
Work Time Records
By law, we are obligated to keep accurate records of the time worked by hourly employees.
This is done by logging in when you arrive and logging out before you leave on iPads in the Apple Haus or Winery.
This system is the only way the payroll department knows how many hours you worked and how much to pay you. You are to log in and out for brief absences like a doctor or dentist appointment. All employees are required to keep the office advised of their departures from and returns to the premises during the workday. If you forget to login or logout, DO NOT try to fix it. Please text Alicia at 616-821-1051 about your error or email Alicia at firstname.lastname@example.org. Logging in or out for another employee may result in immediate termination.
You are not permitted to login more than 15 minutes before your scheduled starting time nor more than 15 minutes after your scheduled quitting time without your manager’s approval.
Wage Assignments (Garnishments)
We hope you will manage your financial affairs so that we will not be obligated to execute any court-ordered wage assignment or garnishment against your wages. However, whenever court-ordered deductions are to be taken from your paycheck, you will be notified.
According to the Federal Wage Garnishment Act, three (3) or more garnishments may be cause for dismissal.
You will be notified promptly whenever a work schedule change is necessary. Should you have any questions concerning your work schedule, please ask your manager.
Absence or Lateness
From time to time, it may be necessary for you to be absent from work. Robinette’s is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise. Sick days and personal days have been provided for this purpose.
If you are unable to report to work, or if you will arrive late, please contact your manager immediately. Give him or her as much time as possible to arrange for someone else to cover your position until you arrive. If you know in advance that you will need to be absent, you are required to request this time off directly from your manager. He or she will determine when will be the most suitable time for you to be absent from your work.
When you call in to inform Robinette’s of an unexpected absence or late arrival, ask for your manager directly. For late arrivals, please indicate when you expect to arrive for work. Notifying a fellow-employee is not sufficient. If you are unable to call in yourself because of an illness, emergency or for some other reason, be sure to have someone call on your behalf. If your manager is not available when you call, you may leave the information with another manager.
Absence from work for two (2) consecutive days without notifying your manager or the personnel administrator will be considered a voluntary resignation.
You are expected to be at your work station and ready to work at the beginning of your assigned daily work hours, and you are expected to remain at your work station until the end of your assigned work hours, except for approved breaks and lunch. When your work takes you away from your workstation, please let both your manager and other employees know where you are going and how long you expect to be gone.
Be aware that excessive time off could lead to disciplinary action.
Excessive Absenteeism or Lateness
In general, five (5) absences in a 90-day period, or a consistent pattern of absence, will be considered excessive, and the reasons for the absences may come under question. Tardiness or leaving early is as detrimental to Robinette’s as an absence. Three (3) such incidents in a 90-day period will be considered a “tardiness pattern” and will carry the same weight as an absence. Other factors, like the degree of lateness, may be considered.
Be aware that excessive absenteeism, lateness or leaving early may lead to disciplinary action, including possible dismissal.
Lunch Period and Break Periods
The time when lunch periods are scheduled varies among departments, depending on the needs of each department. Your manager will determine your lunch period.
You are requested not to perform any work during your regularly scheduled lunch period, unless specifically requested to do so by your manager.
You may leave the premises during your lunch period; however, you must punch out. It is important to return to work on time at the end of your lunch period.
If you need to leave the premises or extend your lunch longer than 20 minutes, you must punch out.
Record of Absence or Lateness
If you are absent because of illness for three (3) or more successive days, your manager may request that you submit written documentation from your doctor. If you are absent five (5) or more days because of illness, you may be required to provide written documentation from a doctor that you are able to resume normal work duties before you will be allowed to return to work. You will be responsible for any charges made by your doctor for this documentation.
Your manager will make a note of any absence or lateness, and the reason, in your personnel file. Your attendance record will be considered when evaluating requests for promotions, transfers, leaves of absence, and approved time off, as well as scheduling layoffs, etc.
You are not permitted to shop for merchandise on company time.
Government Required Coverage
The Workers’ Compensation Law is a no-fault insurance plan which is supervised by the state and one hundred percent (100%) paid for by Robinette’s. This law was designed to provide you with benefits for any injury, which you may suffer in connection with your employment. Under the provisions of the law, if you are injured while at work, you are eligible to apply for Workers’ Compensation.
Who Is Covered?
Every Robinette’s employee is protected by Workers’ Compensation with the exception of the owners.
Robinette’s pays a percentage of its payroll to the Unemployment Compensation Fund according to Robinette’s employment history. If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time. Unemployment compensation provides temporary income for workers who have lost their jobs. To be eligible you must have earned a certain amount and be willing and able to work. You should apply for benefits through your local State Unemployment Office as soon as possible.
Robinette’s pays the entire cost of this insurance.
The United States Government operates a system of contributory insurance known as Social Security. As a wage earner, you are required by law to contribute a set amount of your weekly wages to the trust fund from which benefits are paid. As your employer, Robinette’s is required to deduct this amount from each paycheck you receive. In addition, Robinette’s matches your contribution dollar for dollar, thereby paying one-half of the cost of your Social Security benefits.
Education/Training (Attending Seminars/Training Sessions)
From time to time, Robinette’s may arrange to have both formal and informal training programs to enable you to progress in your technical knowledge of our business. At times, employees are selected to attend factory schools, workshops, or training programs. You will receive a normal paycheck while attending these schools or workshops. For trips longer than 8 hours in one day, a flat rate of 8 hours will be paid. Check with your manager for details on what expenses will be paid by Robinette’s.
Also, during any slow periods of work you should use the time to learn more about Robinette’s, its services and products. You may progress as you become more knowledgeable about your job and the jobs of the people around you. You are encouraged to ask questions about any aspect of Robinette’s that is of interest or unclear.
Employee Purchases and Discounts
As an employee of Robinette’s, you are entitled to purchase merchandise at a 20% discount off regularly priced food, 40% off regularly priced merchandise, 30% off regularly priced alcohol, OR the sale price, BUT NOT BOTH. This is subject to change and may have exceptions. What you buy must be for your own personal use or that of your immediate family and not for resale or use by others. Bottled or canned drinks must be purchased. Food and drink you consume while you are working can be purchased at 50% off. This does not include food you plan to take home or food for anyone but yourself. While you are on the schedule, you may take advantage of the employee discounts. If you are not on any schedule, you may not use the employee discount. This discount is not for friends or relatives; it is for the employees only.
Someone other than yourself must ring merchandise through the register, and you must have an invoice or sales receipt for all packages before leaving the building. Non-stock items must be paid for in advance and are not returnable or exchangeable.
Employees giving discounts to friends are one of the most common abuses any company can face — we understand that it can be tempting to give friends a “good deal.” Yet, for every free or reduced-price item that a customer receives, there’s yet another dent in the company’s profitability. Remember, the smaller that this profitability becomes…
* the less merchandise we can afford to buy;
* the higher the prices we will have to charge;
* the less likely we can afford to increase your pay;
* the fewer employees we can afford to keep; and
* the lower the chances that we can hire some much needed help.
This is our company’s policy concerning employee discounting:
The discount privilege is offered for the use of employees and the members of their immediate family. Under no circumstances should company products be removed from the premises unless accompanied by a receipt from Robinette’s. Employees are permitted to buy company products at a discount for personal use or to give as gifts, but it is an abuse of the discount privilege to buy items from Robinette’s on behalf of people outside your immediate family. Robinette’s considers such behavior a form of theft and violators will be treated accordingly.
When faced with the temptation to give discounts to friends, please decide against it. If you’re being pressured, explain that you could lose your job over it (you would!).
If you become aware of a fellow employee about to give a friend (or customer) an unauthorized discount, drop a hint — tell him or her something like “I don’t think that’s a good idea,” or “Remember, that discount’s are for employee use.” If you know of someone who has discounted or given away items, please discuss the matter with your manager.
We must continually work together to remove the threats posed by unauthorized discounting. This is a Robinette’s priority.
Successful working conditions and relationships depend upon successful communication. Not only do you need to stay aware of changes in procedures, policies and general information, you also need to communicate your ideas, suggestions, personal goals or problems as they affect your work.
In addition to the exchanges of information and expressions of ideas and attitudes which occur daily, make certain you are aware of and utilize all Robinette’s methods of communication, including this Employee Manual, bulletin boards, discussions with your manager, memoranda, staff meetings, newsletters, training sessions, etc.
In addition, you may receive emails or letters from Robinette’s. There is no regular schedule for distribution of this information. The function of each email or letter is to provide you and your family with interesting news and helpful information, which will keep you up-to-date on the events here at Robinette’s.
Karey Robinette 616-293-5941
John Robinette 616-293-3632
Allan Robinette 616-304-9068
Bill Robinette 616-862-5848
Alicia Robinette 616-821-1051
Ed Robinette 616-293-9175
Mailing Address: 3142 4 Mile Rd NE, Grand Rapids MI 49525
Apple Haus Phone 616-361-5567
Gift Barn & Winery Phone 616-361-7180
General Email Box email@example.com
On occasion, we may request that you attend a company-sponsored meeting. You will be paid for time spent at employee meetings. Meetings may happen via Zoom or another internet meeting site.
Computer Software (Unauthorized Copying)
Robinette’s does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. Title 17 of the U.S. Code states that “it is illegal to make or distribute copies of copyrighted material without authorization” (Section 106). The only exception is the users’ right to make a backup copy for archival purposes (Section 117).
Robinette’s makes donations to worthwhile charities in its own name. In the event you receive a call or request for a contribution, please have the requestor email their request to firstname.lastname@example.org.
Dress Code/Personal Appearance
Please understand that you are expected to dress and groom yourself in accordance with accepted social and business standards, particularly if your job involves dealing with customers or visitors in person. Each manager or department head is responsible for establishing a reasonable dress code appropriate to the job you perform. Open-toed shoes (for safety reasons), holes in clothing and bare midriffs are not acceptable.
A neat, tasteful appearance contributes to the positive impression you make on our customers. You are expected to be suitably attired and groomed during working hours or when representing Robinette’s. A good clean appearance bolsters your own poise and self-confidence and greatly enhances our company image. When working at a customer’s site, please observe what the customer is wearing and dress appropriately.
Personal appearance should be a matter of concern for each employee. If your manager feels your attire is out of place, you may be asked to leave your workplace until you are properly attired. You will not be paid for the time you are off the job for this purpose. Your manager has the sole authorization to determine an appropriate dress code, and anyone who violates this standard will be subject to appropriate disciplinary action.
Entering & Leaving the Premises
At the time you are hired, you will be advised about the proper entrances and exits for our employees. You are expected to abide by these rules at all times. Failure to do so will lead to disciplinary action. Please be aware that Robinette’s does have an alarm system. In 2020, you will be required to record if your temperature is above or below 100.4 degrees F. If it is ABOVE that temperature, do not clock in. Go home and immediately contact your supervisor.
Entry Before- or After-Hours
You are not allowed to enter Robinette’s property before or after normal working hours for any reason without the express approval of your manager or the manager on duty.
You must have your manager’s written authorization prior to incurring an expense on behalf of Robinette’s. To be reimbursed for all authorized expenses, you must submit an expense report/voucher accompanied by receipts and approved by your manager. Please submit your expense report/voucher each week, as you incur authorized reimbursable expenses.
If you are asked to conduct company business using your personal vehicle, you will be reimbursed at the rate allowed by the federal government. Please submit this expense in writing.
Please learn where all of the fire extinguishers are located in your work building.
Federal law (“OSHA”) requires that we keep records of all illnesses and accidents that occur during the workday. The Michigan state Workers’ Compensation Act also requires that you report any illness or injury on the job, no matter how slight. If you hurt yourself or become ill, please contact your manager for assistance. If you fail to report an injury, you may jeopardize your right to collect workers’ compensation payments as well as health benefits. OSHA also provides for your right to know about any health hazards that might be present on the job. Should you have any questions or concerns, contact your manager for more information.
Housekeeping – “TIME TO LEAN, TIME TO CLEAN”
Neatness and good housekeeping are signs of efficiency. You are expected to keep your work area neat and orderly at all times — it is a required safety precaution. All employees are responsible for cleaning the bathrooms as needed.
Easily accessible trash receptacles are located throughout the buildings. Please put all litter and cardboard materials in the appropriate receptacles and containers. Always be aware of good health and safety standards, including fire and loss prevention.
Please report anything that needs repairing or replacing to your manager immediately.
Internet use while punched in is prohibited unless requested by a manager.
Layoff & Recall
Robinette’s is officially recognized as a Seasonal Business. Our busiest months are September and October. Typically, there is a reduction in our staff during all other months. Unless otherwise notified, you are considered a Seasonal Worker. Unemployment cannot be collected during the months you are not employed at Robinette’s. You have reasonable assurance that we will have work for you next fall, but this is not a guarantee of work (MI UIA 1160).
Robinette’s recognizes that employees with a life-threatening illness, including, but not limited to, cancer, heart disease, and AIDS, may wish to continue to engage in as many of their normal pursuits as their condition allows, including work. These employees must be able to meet acceptable performance standards. Performing normal job functions must not exacerbate their condition. Medical evidence must indicate that their condition is not a threat to other workers. If you must be off work for three days or more, your manager will require a note from your doctor.
No employee may take an outside job, either for pay or as a donation of his or her personal time, with a customer or competitor of Robinette’s; nor may they do work on their own if it competes in any way with the sales of products or services we provide our customers. If your financial situation requires you to hold a second job, part-time or full-time, or if you intend to engage in a business enterprise of your own, we would like to know about it. Before accepting any outside employment it would be a good idea to discuss the matter with your manager.
Employees must use the west parking lot. Please keep in mind that the parking spaces adjacent to or in front of our building(s) are for customers and visitors only. Remember to lock your car every day and park within the specified areas.
Courtesy and common sense in parking will avoid accidents, personal injuries, damage to your vehicle and to the vehicles of other employees. If you should damage another car while parking or leaving, immediately report the incident, along with the license plate
numbers of both vehicles and any other pertinent information you may have, to your manager. If damage occurs to your vehicle or you are involved in a motor vehicle accident on Robinette’s property, please contact the local police to make a formal police incident report.
We strongly advise you to lock your vehicle during work hours. Robinette’s does not assume any liability for any loss or damages you may sustain.
Personal Phone Calls & Cell Phones
Please keep personal phone calls to a minimum—they must not interfere with your work. You are permitted to make limited local area calls on company telephones for essential personal business during lunch or “break” periods only. Please do not abuse this privilege. Emergency calls regarding illness or injury to family members, changed family plans, or calls for similar reasons may be made at any time. Incoming urgent calls will be directed to you.
Please keep cell phone use limited while on duty. Do not talk on your cell phone while waiting on customers.
Due to the strict liability guidelines of our insurance carrier, under no circumstances are you allowed to keep personal equipment or vehicles on Robinette’s property where damage or fire could result.
Please understand that Robinette’s cannot assume any responsibility for loss or damage to personal property of any employee.
Personal Use of Company Property
In some instances, employees may be allowed to borrow certain Robinette’s tools or equipment for their own personal use while on our premises. In no instance may this be done off our premises, or without prior management approval. You understand and agree that Robinette’s is not liable for personal injury incurred during the use of company property for personal projects. As a Robinette’s employee, you accept full responsibility for any and all liabilities for injuries or losses that occur, or for the malfunction of equipment. You are responsible for returning the equipment or tools in good condition, and you agree that you are required to pay for any damages that occur while using the equipment or tools for personal projects.
When taking a phone order, you must use an Order Invoice Form, and collect all of the information requested on the phone. After the order is filled, you must give this form to a manager for appropriate filing and blacking out of credit card numbers. Credit card numbers are prohibited from being lying around in the open due to privacy laws. For phone orders, we need prepayment.
Property & Equipment Care
It is your responsibility to understand the machines you need to use to perform your duties. Good care of any machine that you use during the course of your employment, as well as the conservative use of supplies, will benefit you and Robinette’s. If you find that a machine is not working properly or in any way appears unsafe, please notify your manager immediately so that repairs or adjustments may be made. Under no circumstances should you start or operate a machine you deem unsafe, nor should you adjust or modify the safeguards provided.
Recycling, Waste Prevention & Conservation
Packing peanuts (Put in peanut dispenser.)
Cardboard boxes. They must be broken down to lay flat. (Place in cardboard dumpster.)
As an employee, do not under any circumstances respond to any requests for information regarding another employee unless it is part of your assigned job responsibilities. If it is not, and you receive a request for a reference, you should forward the request to your manager.
Return of Company Property
Any Robinette’s property issued to you, such as product samples, tools or uniforms, must be returned to Robinette’s at the time of your dismissal or resignation, or whenever your manager or a member of management requests it. You are responsible to pay for any lost or damaged items. The value of any property issued and not returned may be deducted from your paycheck, and you may be required to sign a wage deduction authorization for this purpose.
Safety is everybody’s business. Safety is to be given primary importance in every aspect of planning and performing all Robinette’s
activities. We want to protect you against industrial injury and illness, as well as minimize the potential loss of production.
Please report all injuries or illnesses (no matter how slight) to your manager immediately, as well as anything that needs repair or is a safety hazard. Below are some general safety rules. Your manager or department head may post other safety procedures in your department or work area:
- Avoid overloading electrical outlets with too many appliances or machines.
- Use flammable items, such as cleaning fluids, with caution.
- Walk — don’t run.
- Use stairs one at a time.
- Report to your manager if you or a co-worker becomes ill or is injured.
- Ask for assistance when lifting heavy objects or moving heavy furniture.
- Keep cabinet doors and file and desk drawers closed when not in use.
- Never empty fireplace ashes into a wastebasket or open receptacle.
- Sit firmly and squarely in chairs that roll or tilt.
- Wear or use appropriate safety equipment as required in your work.
- Avoid “horseplay” or practical jokes.
- Start work on any machine only after safety procedures and requirements have been explained (and you understand them).
- Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, spats, hearing protectors, etc., in designated areas or when working on an operation which requires their use.
- Keep your work area clean and orderly, and the aisles clear.
- Stack materials only to safe heights.
- Watch out for the safety of fellow employees.
- Employees who serve food in the Apple Haus must wear a hat or hair net required by the Health Department.
- Use the right tool for the job, and use it correctly.
- Wear gloves whenever handling castings, scrap, barrels, etc.
- Operate motorized equipment only if authorized by your immediate manager.
- Remember, failure to adhere to these rules will be considered serious infractions of safety rules and will result in disciplinary actions.
We will continue to provide a clean, safe and healthy place to work and we will provide the best equipment possible. You are expected to work safely, to observe all safety rules and to keep the premises clean and neat. Remember that carelessly endangering yourself or others may lead to disciplinary action, including possible dismissal.
Maintaining the security of Robinette’s buildings and vehicles is every employee’s responsibility. Develop habits that insure security as a matter of course. For example:
- Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the person responsible.
- Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.
- When you leave Robinette’s premises make sure that all entrances are properly locked and secured.
Employee Smoking Policy
Smoking is not allowed in any of the buildings, as many of them are over 100 years old. Smoking is permitted only outdoors. Please dispose of all butts in a proper receptacle. Butts must be completely extinguished before being placed in receptacle. Please refer to Robinette’s policy for breaks and lunches as to when smoke breaks are allowed.
Leaving the sales floor to smoke a cigarette is not allowed unless it is either your scheduled break time or lunch.
Solicitations & Distributions
Solicitation for any cause or products during working time and in working areas is not permitted. You are not permitted to distribute non-company literature, services or products in work areas at any time during working time. Working time is defined as the time assigned for the performance of your job and does not apply to break periods and meal times. Working areas do not include the lunchroom or the parking areas. Solicitation during authorized meal and break periods is permitted so long as it is not conducted in working areas.
However, employees are not permitted to sell chances, merchandise or otherwise solicit money or contributions without management approval.
Persons not employed by Robinette’s are prohibited from soliciting or distributing literature on company property. Sales reps wanting
to speak to a manager must call to schedule an appointment. Don’t be afraid to ask who they are and what their business is. Ask if they have an appointment. If they don’t, please tell them to call to make one.
Robinette’s is committed to providing its employees with a safe workplace and an atmosphere that allows them to protect inventory and other assets placed in their care; Robinette’s employees should not be subject to any safety threats from fellow workers. You are expected to be in suitable mental and physical condition while at work, allowing you to perform your job effectively and safely.
Whenever use or abuse of any mood altering substance (such as alcohol or other drugs) interferes with a safe workplace, appropriate action must be taken. Robinette’s has no desire to intrude into its employees’ personal lives. However, both on-the-job and off-the-job involvement with any mood altering substances can have an impact on our workplace and on Robinette’s ability to achieve its objectives of safety and security. Therefore, you are expected to report to the workplace with no mood altering substances in your body. While you may make your own lifestyle choices, Robinette’s cannot accept the risk in the workplace which substance use or abuse may create. The possession, sale or use of mood altering substances at the workplace, or coming to work under the influence of such substances shall be a violation of safe work practices and will be subject to disciplinary action, including possible dismissal.
Robinette’s has a vital interest in maintaining safe, healthful, and efficient working conditions for its employees. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user, but to all those who work with the user, as well as our customers.
Robinette’s also recognizes that its own health and future are dependent upon the physical and psychological health of its employees. Accordingly, Robinette’s has established the following guidelines with regard to use, possession or sale of alcohol or drugs:
- The manufacture, possession, use, distribution, sale, purchase, or transfer of, or being under the influence of, alcohol or illegal drugs is strictly prohibited while on Robinette’s premises or while performing company business. Holiday gifts of alcohol, which are given or received by employees, but are not opened or consumed on company premises, although not encouraged, would not be considered a violation of this policy.
- Employees will not be permitted to work while under the influence of drugs or alcohol. Individuals who appear to be unfit for duty may be subject to a medical evaluation that may include drug or alcohol screening. Refusal to comply with a fitness-for-duty evaluation may result in disciplinary action up to and including discharge.
- Off-the-job illegal drug use which could adversely affect an employee’s job performance or which could jeopardize the safety of other employees, the public or company facilities, or where such usage could jeopardize the security of company finances or business records, or where such usage adversely affects customers’ or the public’s trust in the ability of the company to carry out its responsibilities, will not be tolerated. Employees who are involved in or suspected of involvement in off-the-job drug activity will be considered in violation of this policy.
- Employees undergoing prescribed medical treatment with a controlled substance that may affect the safe performance of their duties are required to report this treatment to their manager through their personal physician.
Nothing in this policy is construed to prohibit the corporation from its responsibility to maintain a safe and secure work environment for its employees or from invoking such disciplinary actions as may be deemed appropriate for actions of misconduct by virtue of their having arisen out of the use or abuse of alcohol or drugs or both.
Robinette’s has security. If you suspect a customer of theft, keep an eye on them and call a manager immediately. If a manager is not available fast enough, casually try to follow the suspect into the parking lot to get their license plate number and report it to a manager or the Sheriff’s department.
Internal theft is a serious problem for many small businesses. Although taking small items of Robinette’s property many seem inconsequential, the cumulative effect can be very large. Stealing from the company is like stealing from you. Losses from theft immediately affect our ability to increase salaries and can jeopardize the profitability of the company.
Robinette’s will not tolerate property theft of any type. Robinette’s will prosecute anyone (employee or customer) caught stealing. We consider property theft to be the unauthorized use of company services or facilities or the taking of any company property for personal use. The following list of examples is not all-inclusive, but provides illustrations of several activities that are unacceptable.
- Use of company copy machines and fax machines for personal use. The office copiers and fax machines are not provided as a free service to employees. If you wish to use a company copier for personal use, you must deposit 25 cents per page into the cash register. Failure to do so is a form of property theft. For long-distance fax numbers, please deposit 25 cents per minute into the cash register.
- Purchase of company products (manufacturing and distribution companies). Robinette’s offers employees a wide selection of the products manufactured or distributed by Robinette’s at a discount. The discount privilege is offered for the use of employees. Under no circumstances should company products be removed from the premises unless accompanied by a receipt from Robinette’s. Employees are permitted to buy company products at a discount for personal use or to give as gifts, but it is an abuse of the discount privilege to buy items from Robinette’s on behalf of people outside your immediate family. Robinette’s considers such behavior a form of theft and violators will be treated accordingly.
- Taking of company property. No item purchased or supplied by Robinette’s should ever be removed from company premises without express authorization of your immediate manager and the proper paper work associated with the situation. This rule applies to all company property including raw materials used in manufacturing plants, mechanics’ tools, computers, and even pens and paper. All employees may be subject to random searches as they leave company facilities. Your manager has been given detailed instructions on the circumstances in which he or she can authorize you to borrow company equipment or to take samples of your work home. A checkout procedure will be used, and if you fail to return any item removed on schedule, the value of the items will be charged against your paycheck and you may be subject to disciplinary action for theft.
The penalty for any incidence of unauthorized possession or removal of company property is immediate dismissal. All examples of unauthorized possession or removal of company property, regardless of the employee’s past record, seniority, or the dollar value of the item, will be treated equally. If you are dismissed because of unauthorized possession or removal of company property, the reason for your dismissal will be provided to any future employer that contacts Robinette’s. In addition, you may be subject to prosecution.
If you are authorized to operate a company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines or traffic violations incurred. Your manager will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident.
Transfer from one position to another may be required or requested from time to time. Such transfers (up, down, or laterally) will be made with a possible adjustment in pay. Transfers for more than thirty (30) days will be considered permanent transfers.
In the unlikely event that you are permanently transferred for Robinette’s benefit to a lower position, your wage may need to be adjusted to suit the new position. If you are permanently transferred to a lower position because there is no work in your department, your wage must be reduced to suit the job to which you are transferred.
Use of Company Vehicle
If you are authorized to use a Robinette’s vehicle for company business, you must adhere to the following rules:
- You must be a licensed driver.
- You must maintain mileage reports.
- You are responsible for following all the manufacturer’s recommended maintenance schedules to maintain valid warranties, and for following the manufacturer’s recommended oil change schedule.
- You are responsible for paying any moving violation tickets. Also, please park appropriately — Robinette’s will not pay parking violations.
- You must keep the vehicle clean at all times, and washed and vacuumed as often as necessary. You will be reimbursed for your reasonable expense of keeping the vehicle clean. Please retain receipt for reimbursement.
- You must not allow persons not authorized or employed by Robinette’s to operate or ride in a company vehicle.
- Prior to operation of any company vehicle, your manager will train you on the appropriate steps to take if you are involved in an accident — filling out the accident report, getting names of witnesses, etc.
- All Michigan drivers are prohibited from texting while driving. Under Michigan’s anti-texting law (sec. 257.602b) a driver shall not “read, manually type, or send a text message on a wireless 2-way communication device that is located in the person’s hand or in the person’s lap, including a wireless telephone used in cellular telephone service or personal communication service, while operating a motor vehicle that is moving on a highway or street in this state.” The exceptions include drivers who
* Report a traffic accident, medical emergency, or serious road hazard.
* Report a situation in which the person believes his or her personal safety is in jeopardy.
* Report or avert the perpetration or potential perpetration of a criminal act against the individual or another person.
* Carry out official duties as a police officer, law enforcement official, member of a paid or volunteer fire department, or Operator of an emergency vehicle.
- Robinette’s recommends no cell phone use while on Company time, in your own vehicle or Company vehicle while driving. Michigan law requires a Bluetooth or hands-free communication device while using a cell phone. It is Robinettes position, cell phone use is to pull over to a safe area, place vehicle in park to make or receive phone calls while on company time. Using cell phones either making or receiving calls (without Bluetooth capabilities), or communicating using cell phone, tablet, laptop including sending emails, using Apps, social media (Facebook, Twitter, Snapshat, Instagram, and other types of sites) while driving is prohibited.
Visitors are not permitted behind any sales counters or in office areas on Robinette’s property without prior permission from your manager; no visitors are permitted in working areas. If you are expecting visitors, please request permission from your manager and ask your visitors to see your manager when they arrive.
Violations of Policies
You are expected to abide by the policies in this Manual. Failure to do so will lead to appropriate disciplinary action. A written record of all policy violations is maintained in each individual’s personnel file.
Thank You! Thank you for taking time to read and follow this manual. Your use of the policies and guidelines will make your place of employment more fun and safe for everyone. Thank you for choosing Robinette’s as a place of employment and thank you for your hard work!
Robinette’s Employee Manual Appendix 1
Procedure: Guest is injured on Robinette property
- Call 911 if necessary
- Find a manager
- Fill out an incident report and get their signature if possible. Get all the facts and any witness accounts if possible.
- See if we can do anything to make them more comfortable
- Do not admit to any responsibility or liability on the part of Robinette’s. That is for the insurance company to decide if they end up getting a report.
Procedure: Employee is injured on Robinette property while on duty
Procedure is same as above. A Robinette manager will contact OSHA and our Workers Compensation company.