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We’re committed to creating an environment where every employee can operate at their best. We’re honored you have chosen to share your talent, expertise, energy, and optimisim with us.
The information in this handbook covers many subjects and is necessarily very general in its nature. The purpose of this handbook is to acquaint you with information about some of Emspace + Lovgren’s current policies, procedures, rules and benefits. This handbook replaces all previous personnel handbooks and policies.
The contents of this handbook are for general information only. It is a guideline, summarizing in general terms our policies and procedures, and it is in no way to be interpreted in a strict legal sense, except that employment is at-will. This handbook is not intended to create a contract of employment for a definite period of time, expressed or implied, between Emspace + Lovgren and its employees. Any questions you may have regarding the contents of this Employee Handbook should be directed to the president.
The policies, procedures, rules and benefits stated in this handbook may change in the future, at Emspace + Lovgren’s discretion. We cannot republish this booklet each time a change occurs; therefore, some material may become obsolete without notice to you. Additionally, Emspace + Lovgren’s policies will be modified when required by applicable state and local laws.
After reading this handbook, please sign the handbook receipt printed at the back and return it to the president. THIS HANDBOOK IS NOT A CONTRACT.
Emspace + Lovgren provides equal employment and promotional opportunity to all qualified employees and applicants without regard to race, religion, color, sex, age, disability, marital status, national origin or any other basis prohibited by law as defined by Title VII of the Civil Rights Act.
Our continued success depends heavily on the full and effective utilization of qualified persons, regardless of the above factors. We will continue to direct our employment and personnel practices toward ensuring equal opportunity for everyone.
We also believe in the principle of Americans with Disabilities Act (ADA). We will provide reasonable accommodation to otherwise qualified disabled employees or applicants on a case-by-case basis.
Emspace + Lovgren is committed to providing a work environment free of unlawful harassment and harassment because of race, religion, color, sex, age, disability, marital status, national origin or any other basis protected by applicable federal, state or local law, ordinance or regulation. All such harassment is prohibited. Emspace + Lovgren’s anti-harassment policy applies to all persons involved in Emspace + Lovgren’s operations and prohibits unlawful harassment by any employee of Emspace + Lovgren, including managers and co-workers.
If you feel you have been discriminated against, contact your manager. Emspace + Lovgren will investigate and attempt to resolve the issue.
Emspace + Lovgren is committed to creating an accessible and supportive environment for all employees, including those with mental and physical disabilities. If you require accommodation to perform the essential functions of your job due to a disability, we encourage you to engage in an interactive process with your manager and/or the President to identify reasonable accommodations that may assist you in fulfilling your job responsibilities. You may initiate the process by submitting a written request or scheduling a meeting with your manager and/or the President. While we are dedicated to maintaining confidentiality, it’s important to note that in certain situations, disclosure may be necessary to implement effective accommodations and ensure a supportive workplace. Any such disclosure will be handled with sensitivity and on a need-to-know basis.
While we hope that your employment at Emspace + Lovgren will be long lasting, employees are free to resign at any time. In turn, Emspace + Lovgren is free to terminate your employment at any time. This may be done with or without cause.
No commitment for employment for any specified duration, including “lifetime” employment, shall be valid or binding upon Emspace + Lovgren unless it is expressly set forth in a written document and signed by you and by the President of Emspace + Lovgren. You cannot rely on any oral or written statements to the contrary.
Any employee who may be required to operate any vehicle in the performance of their job duties may be subject to periodic driving record investigations of your driving records. If an investigation reveals that your driving record is unsatisfactory to either Emspace + Lovgren or any insurance company who provides insurance to Emspace + Lovgren, then you will be terminated.
Emspace + Lovgren relies upon the accuracy of the information contained in your employment application, as well as the accuracy of other data presented by you to Emspace + Lovgren throughout the hiring process and during your employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in your exclusion from further consideration for employment or, if you were hired, termination of your employment.
Emspace + Lovgren complies with the Immigration Reform and Control Act of 1986, as amended, and we are committed to employing only United States’ citizens and aliens who are authorized to work in the United States.
As a condition of employment, each new employee must timely and properly complete, sign, and date the first section of the Immigration and Naturalization Service Form I-9. Before commencing work, newly rehired employees must also complete the form if they have not previously filed an I-9 with Emspace + Lovgren, if their previous I-9 is more than three years old, or if their previous I-9 is no longer valid. If you require assistance or accommodations in completing your I-9 form, please contact the President.
Emspace + Lovgren uses E-Verify, an Internet-based system, that compares information entered by an employer from the employee’s completed Form I-9 to records available to the U.S. Department of Homeland Security and the Social Security Administration to confirm employment eligibility.
Employees may be either orientation, regular or temporary, full-time or part-time.
An orientation employee is a new employee during their first 90 days of employment. The orientation period may be extended at the sole discretion of your manager.
A regular employee is hired for an indefinite period of time. Regular employees can be either full-time or part-time.
Full-time employment normally means at least 40 hours of work each week. Part-time employees work fewer than 40 hours per week.
Temporary employees may work full-time or part-time schedules, and like regular employees are hired for an indefinite, but anticipated shorter, length of time.
An exempt/salaried employee is an employee who is employed in a position which is exempt from overtime requirements by law. Exempt employees are paid a defined salary for each week, without reductions in pay for any absences of less than a full day. Exempt employees work all hours required to fully and properly perform the job, and do not receive overtime pay.
A non-exempt/hourly employee is an employee whose pay is computed on an hourly basis, for all hours actually worked (though the employee’s pay may be called a “salary”). Non-exempt employees are eligible for overtime pay at the rate of time-and-a-half (1-1/2 times regular hourly rate) for all hours actually worked in excess of forty (40) hours during any work week.
Eligibility for Emspace + Lovgren benefits is based on average hours. Part-time employees are not eligible for benefits.
If your status changes from part-time to regular full-time, you will be treated as a new employee to be eligible for benefits. You will be required to complete all the required eligibility periods before you receive full-time benefits.
If your status changes from regular full-time to part-time, you will be paid your unused accrued vacation hours.
Emspace + Lovgren provides an orientation for all new employees by Emspace + Lovgren team members who will discuss your work area, your job duties, time and expense tracking, procedures, technology and also introduce you to some of your fellow employees.
Through orientation, you will also gain an understanding of our unique organizational culture and our eight key elements – Strategy, Focus, Partnership, Results, Innovation, Honesty, Excellence, and Inclusion, Diversity, Equity, and Accountability (IDEA). You’ll see how our ideals of being Candid, Collaborative, and Connected come to life through our daily interactions and form the foundation of our success.
Your orientation will generally last 90 days. It is an adjustment period, during which we will be evaluating your performance and abilities. You, in turn, will be evaluating how well the job fits your needs.
At Emspace + Lovgren, we recognize the crucial role managers play in fostering a positive and inclusive work environment. Your manager is not only responsible for your on-the-job well-being but is also here to support your professional growth and help you thrive in your role. They are committed to creating good working conditions, providing timely responses to your questions, and keeping you informed of important information.
We understand that everyone’s experiences and needs are unique. If you encounter challenges, have concerns, or wish to share suggestions, we encourage open communication with your manager. This collaborative relationship between you and your manager is essential to the smooth operation of your department and contributes to our collective success.
Your manager will explain your job responsibilities and the standards which will be expected. Because flexibility is necessary, your job responsibilities may change at any time during your employment. Always refer to your job description to be sure you are working to — and eventually beyond — it.
In addition to your regularly assigned job responsibilities and duties, from time to time you may be asked to work on special projects or to assist with other work necessary or important to the operation of Emspace + Lovgren. We expect you to cooperate and assist in performing additional work.
We also encourage you to communicate openly with your manager about opportunities to enhance your role and contribute to our success based on your unique strengths and skills.
We value respectful, candid communication and collaborative problem-solving. If you have a problem with any personnel matter, you are encouraged to discuss it with your manager or the person with whom you are in conflict. If this does not resolve the matter for you, please bring it to the attention of the President. Resolution of disagreements between employees should begin with those involved, not other teammates, before involving the President.
These records are held in confidence. Information other than verification of your employment and dates of employment is not considered public information and will not be released without the employee’s prior written consent. If you have a change in your pronouns and/or preferred name, we invite you to share this information with us. We are committed to creating a workplace that respects and values the diverse identities of our employees, and we welcome input to ensure our practices are supportive, considerate, and inclusive.
We expect you to promptly notify Emspace + Lovgren of any changes in personnel data. Personal mailing address, telephone numbers, number and names of dependents, individuals to be contacted in case of emergency, and any other similar information should be accurate and current at all times.
Emspace + Lovgren requests that employees resigning from Emspace + Lovgren to give at least a two-week notice. This practice helps in effective transition planning and supports the continuity of our operations. After giving notice, you will be required to work a normal schedule. Vacation cannot be used in lieu of notice, although Emspace + Lovgren may, in its discretion, ask you to make your resignation effective immediately.
Your compensation is directly and solely related to your work performance and company profitability. We are committed to fairness and equity in our compensation practices. It is our policy to keep all compensation matters confidential. You are expected to adhere to that policy. Please speak with your manager if you have questions about our compensation principles and factors.
Emspace + Lovgren’s workweek is from 12:01 a.m. on Monday through midnight the following Sunday. Employees are paid on the 1st and 15th day of each month. If the 1st or the 15th falls on a weekend or a holiday, payroll deposits are issued on the business day prior.
Payroll Services are managed through QuickBooks/Intuit. ViewMyPaycheck allows you to view your pay stubs and other payroll information along with your W2 at the end of year. Employees will be issued an invite to ViewMyPaycheck by the Finance Director along with instructions on the enrollment process. Please review this information to ensure accuracy.
Employees will receive their pay via automatic deposit. An Employee Direct Deposit Authorization Form will be provided with your New Hire Documents.
If you discover an error on your paycheck, you should immediately report it to the payroll department.
Emspace + Lovgren’s standard office hours are from 8:30 a.m. to 5:00 p.m., Monday through Friday, with employees typically working eight hours a day, totaling 40 hours per week.
Recognizing the dynamic nature of our workload, there may be occasions when additional hours are necessary. You are encouraged to come and go as necessary to complete your work. Should you find yourself at the office outside regular office hours, it is your responsibility to ensure the office is secure upon your departure.
Understanding the importance of worklife balance, we fully support occasional adjustments to your schedule that allow you to work outside of standard hours to meet performance goals and client expectations. If you ever feel that your regular workload has become unmanageable, please communicate with your manager or the President. Your well-being is a priority, and we are here to support you in managing your responsibilities effectively.
Personal funds used to purchase items for Emspace + Lovgren may be submitted for reimbursement. You will be reimbursed on a monthly schedule unless the total amount exceeds $25 or there are special circumstances. Provide a copy of your receipt to the Finance Director, and identify the purchase as an agency expense or client expense, including the job number.
Business mileage reimbursement may be requested for travel incurred beyond normal commute mileage. Your commute “to and from” work is not considered business use. Business mileage is defined as travel to and from destinations for the sole purpose of conducting business on behalf of Emspace + Lovgren. The rate for standard mileage reimbursement is based on Internal Revenue Services (IRS) guidelines. Rates are set annually.
Employees should complete a mileage reimbursement request on Function Point following the instructions provided in the Function Point mileage expense tutorial on the server. Your expense report should be submitted monthly and you will be reimbursed on a monthly basis.
Emspace + Lovgren complies with the salary basis requirements of the Fair Labor Standards Act (“FLSA”) for all exempt employees. Therefore, Emspace + Lovgren prohibits all managers from making any improper deductions from the salaries of exempt employees.
If you believe that an improper deduction has been made to your salary, you should immediately report this information to the President of Emspace + Lovgren. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction.
The following mandatory deductions will be made from your gross wages: federal income tax, social security tax (FICA), state income tax and, where applicable, city income tax.
You must fill out and sign a federal withholding allowance certificate (IRS Form W-4) and INS Form I-9 on or before your first day on the job. This form must be completed in accordance with federal regulations. You may fill out a new W-4 at any time when your circumstances change. You are expected to comply with the instructions on the W-4. Questions regarding the propriety of claimed deductions may be referred to the IRS in certain circumstances.
Other optional deductions include the portion of group health insurance not paid by Emspace + Lovgren, which is deducted from your payroll check.
As a courtesy, your group insurance premiums may be withheld in equal amounts from each paycheck during a month. Should your employment terminate, either voluntarily or involuntarily, a deduction for any amounts due for the month will be taken from the last paycheck. Should employment terminate prior to the 10th of a month, the insurance will be terminated for that month.
You will receive an annual Wage and Tax Statement (IRS Form W-2) for the preceding year on or before January 31. If you believe that your deductions are incorrect for any pay period, or on the W-2, you should check with the payroll department immediately.
At Emspace + Lovgren, we are committed to fostering a work environment where all employees can thrive and contribute to our collective success. When policies and procedures are not being followed, it is the responsibility of management to correct the situation. In alignment with our commitment to employee development and open communication, Emspace + Lovgren may use counseling in an attempt to correct your work performance. When used, the purpose of counseling is to make the employee aware of Emspace + Lovgren’s concerns and give the employee the opportunity to correct the situation. There are situations, of course, when management will decide that counseling is either inappropriate or unwarranted. In those circumstances where management does decide to use counseling, depending on the nature and extent of the problem, counseling may begin at any of the following phases:
a) Your manager may discuss the matter with you in relation to your inappropriate action or not performing to the acceptable standards. In this case, your personnel record will be so noted.
b) If satisfactory improvements do not occur after a verbal discussion or if the circumstances initially warrant, you may receive a written warning for review and action. You will be required to acknowledge the receipt of this warning by signing it. The warning will be made part of your personnel file.
c) If your performance still does not improve to an acceptable level, poor performance continues or another infraction occurs, you may be terminated. Termination may also occur after an initial infraction or after evidence of poor performance if in Emspace + Lovgren’s sole discretion it is warranted.
Nothing in this section or in this handbook is meant to be or should be construed as a waiver of Emspace + Lovgren’s right to counsel or terminate your employment at will or to use other forms of discipline such as probation and suspension without pay.
Counseling or termination could occur for a violation of any of the policies of Emspace + Lovgren set forth in this Employee Handbook. In addition, the following conduct is unacceptable and could result in immediate discharge without warning:
The foregoing list is not meant to be all-inclusive. Other events or behaviors, depending upon the circumstances of each particular case, may, in Emspace + Lovgren’s sole discretion, result in immediate discharge.
Group health insurance is available to eligible full-time employees. Emspace + Lovgren pays a portion of the premium for single coverage for the employee, and the employee pays the balance of the single premium coverage. Family coverage is available for full-time eligible employees at the employee’s sole cost. Contact the Finance Director for further information.
Emspace + Lovgren offers eligible employees a Simple Retirement Plan. The plan matches 3% of your annual salary, beginning after you have earned $5,000 in Emspace + Lovgren salary. Emspace + Lovgren reviews the plan in October of each year, and you will need to designate your contribution at that time. Changes to the Simple Retirement Plan may be made annually. Contact the Finance Director for further information.
The Federal Government provides retirement benefits to you once you reach eligible retirement age. Each pay period you contribute to the Social Security fund (FICA). Emspace + Lovgren matches your contribution.
In addition to the Social Security pension benefits available to you and your survivors, in the event of your death or upon retirement, you are also covered by disability protection under the plan. If you should become disabled, Social Security disability benefits may also be paid to you.
Emspace + Lovgren pays the entire cost of unemployment compensation; there are no deductions from your pay for this purpose. If you become unemployed, or laid off temporarily through no fault of your own, you may be eligible to draw unemployment compensation.
Emspace + Lovgren values and respects the diverse cultural and religious backgrounds of its employees. We welcome and enjoy a variety of cultural celebrations, holidays and observances. If you have traditional cultural or religious practices that you would like us to consider during holiday planning, please communicate with your manager.
Emspace + Lovgren observes the following days as paid holidays for all regular full-time employees unless we are responsible for events happening on these days, at which point you will be compensated for the holiday on another, mutually-agreed upon day:
— Dr. Martin Luther King, Junior Day
— Memorial Day
— Juneteenth
— Independence Day
— Labor Day
— Thanksgiving Day and the next day (Friday)
— Christmas Day thru New Year’s Day (1 week)
Emspace + Lovgren is closed on these holidays and eligible employees receive pay equivalent to the hours worked on a normal workday at their straight time hourly rate. To be eligible for holiday pay, you must have been employed for thirty (30) days and you must work your regularly scheduled work days immediately before and after the holiday. If the holiday falls during your vacation, you will be paid one day’s holiday pay and the remainder of the time will be charged to your vacation.
Emspace + Lovgren believes volunteering programs are an important way to be part of meaningful projects and transformative experiences in our community. Employees can use up to 8 hours of work time each year to volunteer in the community. There are many great places to volunteer. The IDEA Resource Center maintains a list that highlights organizations with diverse leadership.
This policy applies to all employees hired on or after January 1, 2015. Employees hired before January 1, 2015, may accrue based on a January 1 hire date, subject to the applicable policy below.
The personal time off (PTO) benefit includes all sick time and any personal time away from the office. Emspace + Lovgren encourages taking time off for self-care, family time and supporting mental health. PTO must be used in half- or full-day increments only. Hours needed beyond the benefit offered may be made available at the President’s discretion but will not be compensated.
PTO hours earned per month are accrued at the beginning of each month. Employees earn PTO at various rates depending on their status (full or part-time) and their duration of employment. New full time employees accrue PTO at 13.33 hours per month beginning upon completion of their third month of probation, enabling 120 hours to accrue within their first twelve months of employ. New employees may begin using their accrued PTO after three months’ probation. PTO is added at the beginning of each month and accrues at a rate of ten hours per month during the second through fourth year of employment, also totaling 120 hours of PTO per twelve-month period.
After five years of service, employees begin accruing PTO at a rate of 13.33 hours per month for a twelve-month total of 160 hours. And after ten years of service employees begin accruing time at a rate of 16.66 hours per month, for a twelve-month total of 200 hours.
Part-time employees accrue PTO at a rate commensurate with their status as a fraction of the above. Thirty hours per week employees accrue at a ¾ rate of the above. Twenty hour per week employees at a ½ rate of the above.
An employee’s PTO balance is capped by a maximum accrual. Once an employee hits a specific balance, they stop accruing additional PTO. For employees earning 3 weeks of PTO annually, the cap is 240 hours. For employees earning 4 weeks of PTO annually, the cap is 280 hours. For employees earning 5 weeks of PTO annually, the cap is 320 hours. PTO accruals will resume once the employee’s accumulated balance falls below the allowable cap limit.m
Once you reach your maximum accrual, you will not accrue additional PTO hours until the balance of your PTO account falls below your maximum accrual. An employee on paid or unpaid leave will not accrue PTO days until returning to active employment. Any earned but unused PTO will be paid out upon separation.
It is each employee’s responsibility to plan appropriate use of PTO to avoid reaching the cap. PTO is to be scheduled at the mutual convenience of Emspace + Lovgren and the employee with written (email) approval. On occasion Emspace + Lovgren may require employees to use a portion of their PTO during specific times.
Requests for PTO should be in the form of an email to your manager and copy the President and Operations Manager. Please check with the Operations Manager for already approved PTO requests in planning and preparing vacation requests. Once your request is approved, it will be placed on the central calendar and recorded by the Operations Manager in the PTO summary record. If you need to make a change on your approved request, email your manager and copy the President and Operation Manager.
If you become ill or have an urgent personal matter to handle during the day and need to leave work, notify your manager or the President and send a Slack message to the Team indicating you are leaving for the day.
PTO is taken on a rotational basis and must be approved by your manager or the President. Employees should plan well in advance during busy times of the year or popular travel holidays.
When taking PTO, it is your responsibility to work ahead as needed and arrange back-up for in-progress jobs. You should advise clients of your upcoming absence and assure your clients that they will be taken care of while you are away.
Holidays occurring during PTO will not be charged against your PTO. Should a holiday fall during your PTO, you can extend your PTO that same length of time, or if you return on schedule, the PTO hours which were paid as a holiday will still be available to you as PTO not taken.
If you exhaust all of your PTO and need time off from work, talk it over with the President and she may arrange for you to take time off without pay, depending on the business needs.
From time to time Emspace + Lovgren, in its absolute discretion, may grant you a leave of absence. All requests for a leave of absence must be submitted in writing to the President for consideration and approval.
You must be in good standing before the leave of absence. Good standing means performance is satisfactory, meeting or exceeding established performance criteria. Substandard performers may be excluded from consideration.
If you are granted a leave, you must notify your manager of your return to work date. If you fail to return to work following a leave, you will be considered to have resigned your job.
If you work for yourself or elsewhere while on a leave of absence, without Emspace + Lovgren’s prior written consent, you will be considered to have voluntarily quit without notice.
While you are on any leave of absence, you will not accrue any holiday pay, paid time off, or pay raises, and you are not eligible for other Emspace + Lovgren benefits. While you are on a leave of absence, you are responsible for paying the full cost of your insurance benefits in advance to Emspace + Lovgren. Emspace + Lovgren will resume payment of its share of medical insurance when you return to active regular full-time employment.
Emspace + Lovgren has a policy to assist employees during the exciting time of welcoming a new child into their family.
After one (1) year of continuous service at Emspace + Lovgren, employees shall be entitled to a maximum of six (6) consecutive workweeks of paid leave, during any 12-month period, for one or more of the following:
The entitlement to parental leave for a birth or placement of a child shall expire at the end of the six-month period beginning on the date of such birth or placement.
During parental leave, Emspace + Lovgren will maintain the employee’s current health coverage under any group health plan, on the same terms as if the employee had continued work. In order to continue insurance coverage during parental leave, the employee will be required to keep current all payments of those portions of insurance which are due to Emspace + Lovgren. All regular benefits provided by Emspace + Lovgren to employees will continue to be paid by Emspace + Lovgren during all periods of parental leave, except that PTO will not accrue during parental leave.
Every employee who intends to take parental leave should give at least eight (8) weeks’ notice in writing to the President before the leave is to begin. The notice should include the length of leave intended to be taken. During leave, the employee should keep Emspace + Lovgren updated of any changes in length of the leave period. If an employee needs additional leave beyond the leave entitlements of this policy, the employee should discuss the need for additional leave with the President, and Emspace + Lovgren will work with the employee to accommodate such need.
Employees may find that the physical impact of pregnancy necessitates a reduced hour schedule prior to the date of birth of a child. Employees should discuss the need for a reduced hour schedule with the President. In the event of pregnancy-related illness before or after the parental leave period, benefits may be available under Emspace + Lovgren’s PTO policy and are not intended to be covered by this policy.
After you complete one full year of employment, in the event of the death of one of your immediate family members, you will be paid for up to three days of funeral leave. Immediate family consists of your mother, father, grandparent, sister, brother, spouse, partner or child. Please consult the President for special cases that fall outside of this listing.
The Nebraska Family Military Leave Act (“NFMLA”). Pursuant to the Family Military Leave Act (the “Act”), eligible team members in the State of Nebraska may take a leave of absence when they are the spouse or parent of a person called up to military service for a period of 179 days or longer with the state or the United States pursuant to the orders of the Governor or President.
Eligibility. To be eligible for leave under this policy, the team member must have been employed by Emspace + Lovgren for at least 12 months during the employee’s lifetime; and also must have worked at least 1,250 hours for Emspace + Lovgren during the 12 months preceding the commencement of the leave.
Duration. Family Military Leave under this policy may not exceed 15 days during any period of military service lasting 179 days or longer. The military service period will be measured from the date the person in military service is ordered to report until the end of the deployment pursuant to those orders. Extensions of duty will NOT be considered a new period of military service for purposes of this policy. Eligible team members with a spouse or child who is called up to military service lasting more than 179 days on more than one occasion will receive 15 days of leave for each such period of service. Eligible team members with multiple children called up to military service lasting more than 179 days will receive 15 days of leave for each such child. Leave may be taken on an intermittent or reduced schedule basis but in no event shall leave be taken in increments of less than one day.
Unable/Decline to Return. A team member who is unable or declines to fully return to work upon expiration of Family Military Leave, will be considered to have resigned.
Notice of Leave. A team member requesting a leave of absence must notify as far in advance as practicable, and make reasonable efforts to schedule leave so as to not disrupt Emspace + Lovgren operations. Where the period of leave will be five or more consecutive work days, at least 14 days’ notice must be given. The team member must provide sufficient information as to the reason for the leave to enable Emspace + Lovgren to determine whether it is a Family Military Leave, and must provide information as to the expected duration of the leave.
Regular Reporting. While on Family Military Leave, team members must keep Human Resources informed of their plans to return to work. As a general rule, the team member must contact Human Resources at least once every two weeks; other reporting schedules may be agreed on between the team member and Human Resources based on the team member’s individual circumstances. Reasonable notice (at least two business days, and more if possible) is required prior to returning to work on any date other than the originally scheduled return date.
Certification. A team member requesting Family Military Leave must provide a written certification from the proper military authority to verify the team member’s eligibility for the Family Military Leave requested. This requirement may be waived by Human Resources in cases of emergency or where both the need and the timing of the leave are obvious. The certification must be provided prior to commencement of the leave when the need for leave is foreseeable; in any case, it must be provided within 15 days after it is requested.
Failure to Provide Notice/Certification. Failure to provide required notices or certifications may result in a delay in the leave of absence, or loss of the protections provided by the Family Military Leave Act.
Salary/Wages. Family Military Leave is unpaid, except that team members who have accrued but unused PTO leave may use such leave concurrently with their Family Military Leave until such PTO leave is exhausted. If Emspace + Lovgren’s paid time off policies impose lesser notice or certification requirements than this policy, the lesser requirements will apply during the period of paid time off.
Benefits. The team member’s group health, life and disability insurance (if participating) will remain in effect throughout the Family Military Leave period on the same basis as if the team member were not on leave. During any paid portion of the leave, the team member’s premiums will continue to be deducted from payroll. To the extent that payroll does not cover the team member’s share of premiums; payments must be delivered to Human Resources. Failure to make premium payments may cause the team member (and covered dependents) to be uninsured during a portion of the leave period. No seniority, PTO, or other benefits will accrue during the Family Military Leave; however, if the team member is concurrently using PTO, then Emspace + Lovgren’s accrual policy for team members using PTO will apply.
Return to Work. Upon return to work, the team member will be restored to his or her prior job, or an equivalent position with equivalent pay, benefits and other terms and conditions, unless the employment would have ended even if the team member had not been on leave (for example, if the job has been eliminated due to a staff reduction or reorganization).
Definitions. “Spouse” is defined as a husband or wife as recognized under state law.
“Parent” is defined as a biological parent, adoptive parent, step parent or foster parent of the person on military service.
An “equivalent position” is defined as a position which has the same pay, benefits and working conditions; involves the same or substantially similar duties and responsibilities which entail equivalent skill, effort, responsibility and authority; is available at the same or a geographically proximate worksite where the team member had previously been employed; and is on the same or an equivalent work schedule.
Non-Discrimination. Emspace + Lovgren will not discharge, fine, suspend, expel, discipline, or in any other manner discriminate against any team member who exercises any right provided under the Family Military Leave Act and this policy.
When it is necessary for you to be absent from work because of jury or election duty, you will be paid the difference between your jury or election pay and regular pay. If you are summoned for jury or election duty, please see your manager immediately to notify them of your need for time off and how to file for this compensation. If you are released from jury duty during the first four hours of your normal working day, you must report promptly for and work the remainder of your workday.
Stay home if you are sick. Employees who have symptoms of acute respiratory illness are recommended to stay home and not come to the office until they are free of fever (100.4° F [37.8° C] or greater using an oral thermometer), signs of a fever, and any other symptoms for at least 24 hours, without the use of fever-reducing or other symptom-altering medicines (e.g. cough suppressants). You should notify your manager or the President and stay home if you are sick.
If you need to stay home to care for a sick family member, you may work remotely or take PTO, as appropriate to your situation.
Emspace + Lovgren has a Safety Committee as required by law, and is dedicated to maintaining a safe and secure environment. If you have any questions or concerns regarding safety at Emspace + Lovgren, please notify either your manager, any member of the Safety Committee, or the President.
Employees are issued an office key card when hired. Entry into the building/office requires a key card. Employees have entry access during regular office hours as well as weekends. If your key card fails, notify the president. If you are the last person to leave the office, or if you are at the office outside of regular office hours, it is your responsibility to secure the office upon your departure.
Securing the office includes walking through the office turning off all required machinery, computers, lights, fans and space heaters. Blinds should be drawn in the kitchen, large conference room, and entry area. Open flames are not permitted at any time in the office. The two restroom entry doors should be locked. Close the office entry door as you depart. The main entrance door will automatically lock once you exit the building.
If you require adaptations or assistance, including any accommodations for securing the office due to your personal abilities, physical limitations, or mobility challenges, please contact your manager.
Fire Safety. In the event of a fire alarm or actual fire, evacuation plans should take place immediately. Elevators should not be used if a fire alarm sounds. If you have a disability or mobility challenges and require assistance, please notify an onsite co-worker of your needs and preferences. Otherwise, you should close your door, walk to the nearest exit, and proceed to the parking lot or street. Do not reenter the building until the “all clear” is given.
Weather-Related Emergencies. In the event of severe weather conditions, be prepared to take precautionary measures in the instance of inclement conditions like tornadoes, straight-line winds or hail. When there is a threat for severe weather, you can monitor local news channels or websites to stay informed about changing conditions. Tornado watches and warnings are issued by the National Weather Service. In the event of a tornado warning, seek shelter immediately in the stairwell just outside of the women’s restroom access door. All persons should remain in the shelter area until advised the warning has ended.
Active Shooter Situations. In the unlikely event of an active shooter situation, follow the “Run, Hide, Fight” protocol. If it is safe and feasible for you to do so, run to a secure location. If running is not an option, hide in a place that provides cover. If confronted by the shooter, use any available means to fight and protect yourself.
Please familiarize yourself with these emergency procedures and be prepared to act quickly. Emergency exits, designated safe areas, and evacuation routes are part of your orientation tour. Regular drills and training sessions will be conducted to ensure everyone is well-prepared for emergency scenarios. Don’t hesitate to ask if you need a refresher.
Under the provisions of OSHA, Emspace + Lovgren is required to keep a log of all occupational injuries and illnesses. Therefore, it is MANDATORY that you immediately report any injury, however slight, to your manager as soon as possible.
Injuries must be treated by doctor or a consulting specialist designated and authorized by Emspace + Lovgren. Payments will not be made to personal doctors for treatments of occupational injuries unless previously authorized by Emspace + Lovgren.
If you leave the building during working hours because of an injury, you must have the advance permission of management. This applies to personal injuries as well as those that are work-related.
Failure to follow this policy may result in counseling.
Emspace + Lovgren’s ability to serve its clients in a timely manner is critical. When you miss work, your workload falls on the rest of the team and service to the client, as well as the general operations of Emspace + Lovgren, may suffer. Regular and timely attendance is an essential function of each job at Emspace + Lovgren. Unexcused absences, overstaying break and lunch periods, tardiness, and leaving your job without your manager’s permission are all violations of Emspace + Lovgren policies, and may result in counseling, including discharge.
If you experience challenges that may impact your attendance, please communicate with your manager as proactively as possible. Some absence is unavoidable, yet it is important that you notify your manager of your absence before your scheduled work start time.
An employee who is absent from work for two (2) consecutive workdays without personally notifying the employee’s immediate manager shall be considered to have voluntarily abandoned the employee’s position, and the employee will be terminated.
At Emspace + Lovgren, we celebrate the diversity and individuality of our team. Our dress code is a canvas for self-expression. Please dress in a manner that represents your unique style and aligns with our commitment to respect for all. As you dress for your day, choose attire that fits your schedule, environment, and location.
We welcome and accommodate diverse expressions and explicitly prohibit discrimination based on hairstyle or appearance.
During your employment by Emspace + Lovgren, you may be provided with, or otherwise may come into possession of, certain proprietary information. This includes client information, client lists, manuals, price lists, discount information, financial and accounting data, personnel, technical data, and know-how regarding the business of Emspace + Lovgren and its services. All of this information is confidential.
You must treat all confidential information received from or developed for or by Emspace + Lovgren as confidential and secret. You are to use your best efforts to protect the secrecy of such information. You may disclose confidential information only to those persons who are required to have such knowledge in connection with their work for Emspace + Lovgren. You will not directly or indirectly disclose any confidential information to others without the prior written consent of the President. You must not use, directly or indirectly, any confidential information for your or any third party’s benefit.
The issuance of checks by Emspace + Lovgren is solely the responsibility of the President and the Financial Administrator. Please request checks from the Financial Administrator or the President when necessary. No employee is authorized to prepare or sign any Emspace + Lovgren check. If you are given a check without an amount filled in, please be sure to let the Financial Administrator know that amount as soon as possible and submit a receipt.
It is the continuing policy of Emspace + Lovgren that harassment of employees or applicants for employment on the basis of race, religion, gender identity, sexual orientation, national origin, age, marital status, disability or any other characteristic, class, or status protected by law will not be tolerated. This policy applies to all persons involved in the operations of Emspace + Lovgren and prohibits unlawful harassment, including sexual harassment, of any employee by any employee, client or vendor of Emspace + Lovgren, including managers and co-workers.
Unlawful harassment is verbal or physical conduct which disparages or shows hostility or aversion toward an individual or an individual’s relatives, friends, or associates and which (1) creates an intimidating, hostile, or offensive work environment, (2) unreasonably interferes with an individual’s work performance, or (3) otherwise adversely affects an individual’s employment opportunities. Harassment on the basis of race, religion, gender identification, sexual orientation, national origin, age, marital status, disability or any other basis prohibited by law includes, but is not limited to the following:
a) Verbal conduct such as epithets, derogatory comments, slurs, or negative stereotyping.
b) Circulating or posting derogatory written or graphic material such as posters, photographs, cartoons, or drawings.
c) Threats, intimidation and hostile acts, including acts which purport to be “jokes” or “pranks”, but which are hostile or demeaning.
The law also prohibits any form of sexual harassment. Sexual harassment is unwelcome sexual conduct that is a condition of your employment or conduct which unreasonably interferes with your job performance or creates an intimidating, hostile or offensive work environment. It includes, but is not limited to:
a) Verbal conduct such as epithets, derogatory comments, slurs or unwanted sexual advances, invitations or comments.
b) Visual conduct such as derogatory posters, photographs, cartoons, drawings or gestures.
c) Physical conducts such as assault, unwanted touching, blocking normal movement or interfering with work, directed at you because of your sex.
Any employee who feels that they are a victim of harassment, including sexual harassment, by any manager, management official, co-worker, client, vendor, or any other person in connection with their employment should immediately bring the complaint to the attention of their manager. If the complaint is unresolved or if an employee is uncomfortable for any reason in bringing the matter to the attention of their manager, then the employee should immediately report this matter to the Office Manager or to the President.
All complaints of harassment will be promptly investigated in as confidential a manner as possible. The results of Emspace + Lovgren’s investigation regarding the complaint, and what action was taken against the harasser, should the investigation show a violation of this policy occurred, will be made known to the individual who filed the complaint. If Emspace + Lovgren determines that harassment has occurred, appropriate corrective action, up to and including termination, will be taken. Action will also be taken to deter any future harassment.
A manager who is aware of harassment and fails to take corrective action will be subject to counseling, up to and including termination.
Emspace + Lovgren will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management employees or your co-workers.
Emspace + Lovgren prohibits workplace violence, harassment or threats of any nature. Such activities create a negative atmosphere that reduces work productivity and morale, undermines the integrity of the workplace, and destroys professionalism. This policy applies to all employees and applicants. Any violation of this policy will result in counseling, up to and including termination, of any employee who commits such conduct.
Workplace violence is any verbal or physical act intended to assault, intimidate, annoy, threaten or alarm another employee by an employee, acquaintance, family member, intruder, or any other person.
Examples of workplace violence and harassment include the following:
In addition, Emspace + Lovgren strictly prohibits employees from carrying or possessing any weapons while on Emspace + Lovgren’s property (including Emspace + Lovgren’s parking lots) or in any motor vehicles owned by Emspace + Lovgren to safeguard all employees. Weapons include guns, explosives and knives with blades over three and one-half inches long, objects that could be used as a club, such as a baseball bat or nightclub, or any other dangerous instrument capable of inflicting bodily harm. Exceptions to this policy are any person with the authority to possess weapons to perform their job duties in the scope of their official duties, such as peace officers, members of the armed forces and those in the service of the United States while such persons are actually performing within the scope of their official duties on Emspace + Lovgren’s property.
If you experience or witness workplace violence, harassment, or threats of any nature, report it immediately to your manager or the President of Emspace + Lovgren.
1. Introduction
Alcohol or drug abuse by employees of Emspace + Lovgren presents a number of unacceptable risks, including:
Emspace + Lovgren is committed to maintaining a drug-free and alcohol-free workplace in the interest of safety and efficiency for all concerned. Compliance with the Company’s Drug-Free and Alcohol-Free Workplace Policy is a condition of continued employment, and any violation of this policy will be dealt with as outlined herein.
2. Policy Statement
Emspace + Lovgren is a drug-free workplace, and does not permit drug or alcohol abuse by its employees. Violation of any of the rules and regulations, procedures, or requirements of this policy will result in corrective action. Depending on the circumstances, appropriate corrective action may include termination from employment, suspension, warning, probation, or any lesser sanction; reassignment, supervision, or limitation of responsibilities; or other action deemed to be commensurate with the problem.
3. Rules and Regulations
a. Use or Possession at Work. The use or possession of alcoholic beverages or illegal drugs, and the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance, while on Company property, on the job, or performing Company business, is prohibited. This policy is not intended to prohibit the moderate use of alcohol at Company-sponsored events where alcohol is provided.
b. Intoxication/Impairment. Appearing for work or performing any job duties or Emspace + Lovgren business while intoxicated or impaired by alcohol or drugs is prohibited. Employees who are believed to be intoxicated or impaired on the job may, in addition to any other appropriate action, be suspended, sent home or reassigned for safety reasons while the situation is evaluated.
c. Off-Duty Use. The use of alcohol off duty and off premises in any manner which results in intoxication or impairment on the job, which adversely affects attendance or job performance, or which otherwise adversely reflects on Emspace + Lovgren, is prohibited. The use of illegal drugs by employees, whether on or off duty and whether on or off premises, is prohibited under all circumstances.
d. Legal Drugs. The use of legal drugs (over the counter or prescription medications) not in accordance with doctor’s orders and/or manufacturer’s recommendations is prohibited and considered abuse. Abuse of legal drugs shall be considered to be the same as use of illegal drugs under this policy. If use of legal drugs in accordance with doctor’s orders and/or manufacturer’s recommendations may impair the employee’s ability to safely and effectively perform his or her job, the employee must so notify his or her supervisor in advance, so that any necessary arrangements can be made to protect safety and productivity.
Medical marijuana use and personal use is prohibited under this policy and will not qualify as a properly prescribed medication under this program. The Federal Government has concluded that no sound scientific studies support the medical use of marijuana for treatment and bars its use. Emspace + Lovgren follows the Federal Government’s stand on medical marijuana and will not allow its use.
e. Job Applicants. Emspace + Lovgren will not hire a job applicant who is known to be currently abusing alcohol or legal drugs, or currently using illegal drugs.
4. Right of Inspection
Emspace + Lovgren reserves the right to inspect at any time all vehicles, lunch containers, purses, boxes, packages, desks, lockers and other personal property of employees on Company premises or in an employee’s possession on work time for the purpose of enforcing this policy or other safety and security reasons.
5. Drug and Alcohol Testing Policy
Emspace + Lovgren may require any employee to submit to a blood, breath, and/or urine test for drugs or alcohol, in the following circumstances:
a. Reasonable Cause. Emspace + Lovgren may require any employee to be tested for the presence of drugs or alcohol based on reasonable cause. Reasonable cause shall be defined as a reasonable suspicion, by a supervisor or above, concurred in by the senior manager available within the affected facility or department, that an employee’s faculties are impaired on the job or that an employee has used or possessed illegal drugs. This determination of a reasonable suspicion may be based on a variety of factors, including but not limited to:
(1) Direct observation, or reliable reports from coworkers or others.
(2) Possession of drugs or alcohol on the premises, or use of drugs or alcohol at work, prior to work, or on break.
(3) Behavior, speech or other physical signs consistent with impairment.
(4) A pattern of abnormal conduct or erratic behavior, which is not otherwise satisfactorily explained.
(5) Accidents, on the job injuries, or property damage.
(6) A combination of some of the above factors, and/or other factors in the judgment of management.
Management’s determination of whether reasonable cause exists shall be discretionary and shall be final.
b. Follow-up Testing. The company may require a current employee to undergo testing during or following completion of a concern under this policy, without prior notice that such a test will be conducted.
c. Refusal to Submit to Testing. Refusal to submit to or cooperate in the administration of requested testing will result in termination of employment. This includes the use of any adulterant.
6. Testing Process
Emspace + Lovgren may require any employee to submit to a blood, breath, and/or urine test for drugs or alcohol, in the following circumstances:
a. Scope. Drug and alcohol testing of applicants or employees may include a urinalysis, breath analysis and/or blood sample testing as determined by the Company, the testing service provider and state law. Testing may include, but may not be limited to, detecting the presence of marijuana, cocaine, opiates, amphetamines, phencyclidine (PCP), and any adulterants. Emspace + Lovgren may increase or decrease the list of substances for which testing is conducted at any time, with or without notice. In addition, the Company may require separate samples if multiple tests are conducted. Test levels and standards will be established by Emspace + Lovgren and the testing service provider.
b. Confirmation. Initial positive tests shall be confirmed using a second test in accordance with applicable law.
c. Specimen for Testing. Testing shall be conducted at a location designated by Emspace + Lovgren. Employees selected for testing shall appear and provide the necessary sample at the precise time and place specified by the Company. Employees tested based on a suspicion that the employee may be impaired shall be transported to the testing site by a supervisor or another person designated by the Company. The employee must sign any consent requested and provide any other requested information; failure or refusal to do so may result in discharge or denial of employment.
d. Specifying Current Legal Use. Emspace + Lovgren will afford applicants and employees subject to testing the opportunity, prior to testing, to list all prescription and non-prescription drugs and controlled substances they have used and to explain the circumstances surrounding the use of such drugs and controlled substances. Failure of any employee to adequately establish a legal basis for the use of any drug or controlled substance with respect to which the employee tests positive shall constitute a violation of this policy.
e. Approval Form. Employees, prior to testing, must sign an approval form agreeing to the testing, authorizing the release of test results to Emspace + Lovgren, and authorizing the disclosure of the results to the employee’s supervisor, higher management, and/or other persons on a “need-to-know” basis. The Company will obtain the results of the above referenced analyses and communicate or disclose such results to the employee’s supervisor, higher management, or any other person in accordance with the Company’s policies and procedures.
f. Testing an Injured Employee. An employee who is seriously injured and cannot provide a specimen at the time of the accident shall provide the necessary authorization to obtain hospital reports and other documents that may indicate whether there were any controlled substances or alcohol in his/her system.
g. Notification of Results. Employees will receive notification of positive test results and will be given an opportunity to explain such results. Failure to timely respond may result in an uncontested positive verification.
7. Rehabilitation
a. Purpose and Responsibility. Emspace + Lovgren recognizes that drug dependency and alcoholism are health problems, and will attempt to work with and assist an employee who becomes dependent on drugs and/or alcohol. Employees will be assisted in identifying rehabilitation services, referral agencies, or other resources to help the employee in dealing with their problem. It is the employee’s responsibility, however, to see that such problems do not interfere with proper job performance or expose others to the risk of harm. All employees are urged to obtain any necessary help before a personal problem becomes an employment problem.
b. Evaluation and Treatment. An employee may be allowed at the discretion of Emspace + Lovgren, as an alternative to discipline or discharge for violation of this policy, to undergo an evaluation for chemical dependency. This alternative may be offered on a case-by-case basis, in the sole discretion of Emspace + Lovgren management. If recommended by an evaluation, enrollment in and successful completion of an approved program of chemical dependency or alcoholism treatment may, in the sole discretion of Company management, be offered once as an alternative to disciplinary action of an employee (not applicable to job applicants), and as a condition of continuing employment. Eligibility to return to work, and any special conditions on the employee’s work, shall be determined on a case-by-case basis considering all relevant circumstances, including the Company’s interest in safety and operational efficiency.
8. Records
Emspace + Lovgren shall not release the individual test results of any employee or applicant to any person outside the organization, without first obtaining written authorization from the tested employee or applicant, unless otherwise authorized by law. Information will be released only to those employees and agents who have a legitimate need to know the information for business purposes.
All Employees are required to sign and return a physical consent form for drug and alcohol testing. Retain one copy for your records.
Emspace + Lovgren desks, and other storage devices are for the convenience of employees, but such items shall remain the sole property of Emspace + Lovgren. Accordingly, desks, and other storage devices, as well any articles found within them, can be inspected by any agent or representative of Emspace + Lovgren at any time, either with or without prior notice.
Social Media
The term social media can be defined as primarily internet-based methods of networking using web-based tools to communicate widely, quickly and easily for the purpose of sharing information (public or private), searching for information, and communicating with others. Examples include, but are not limited to, Facebook, Instagram, and Twitter. This includes anything published on the internet or the Company intranet. Because new online tools and technology seemingly develop daily, this list is not exhaustive, and therefore this policy is intended to be applicable to a broad range of internet activity.
This policy will assist employees in understanding how Company policies apply to internet and social media technologies and their responsibilities when communicating via these methods. The policy will also define requirements for participation in these media, including those hosted by the Company, clarifying what is appropriate for employees to say, print or portray on social media sites relating to their workplace, co-workers, clients, or work practices.
Where no policy or guideline exists, employees should consult with the President before proceeding further.
Nothing in this policy, whether by language or application, is intended to infringe upon any individual’s right to engage in protected, concerted activity as defined by the National Labor Relations Act or any other employee legal rights.
General Policy
The same basic policies apply when using the internet and social media that apply in other areas of each employee’s work and outside life.
Accessing the Internet (Including Social Media) In-House
While Emspace + Lovgren discourages the use of its computer systems for any personal or non-work-related activities during work hours, brief, occasional use during work hours is permitted. This may include checking personal e-mail, surfing the internet, and even accessing social networking sites, but such activity must never interfere with or impact normal business operations of Emspace + Lovgren, and must conform to all Company policies.
Employees must check with their supervisor for specifics related to internet use, including social media use, within their department during work hours; some supervisors may determine that internet or social media use by their employees is never appropriate during work hours.
Using Business Email
Employees’ business email is to be used for business communication. It is only appropriate for employees to use their Company-issued email account for personal use within reasonable limits. This includes an occasional communication with family or friends, but does not include using a Company-issued email account as a contact for non-work-related websites including, but not limited to social networks, blogs, and other online tools utilized for personal use (such as Facebook, Shutterfly, etc.). Employees should use a personal email address when registering on non-work-related websites.
Employee Business Use of Media
Emspace + Lovgren may choose to authorize specific personnel to use social media for certain Company-led initiatives. These approved activities are conducted on paid time. In those circumstances when authorized personnel are communicating via the public internet or Company intranet about the Company and/or its affiliated entities, employees must:
Monitoring
Emspace + Lovgren reserves the right to manage internet access and may maintain detailed reports of internet usage, including sites visited and date/time visited.
Employees should have no expectation of privacy when using the Company’s internet connection.
Company management reserves the right to monitor and track employees’ internet and email usage using the Company’s internet connection, or any of its computers or equipment, aligning with the Company’s commitment to maintaining a safe and secure online environment.
Emspace + Lovgren supports its employees’ professional growth and values their diverse skills and talents. However, to maintain a transparent and fair working environment, employees of Emspace + Lovgren are prohibited from freelancing. Freelancing, either full or part-time, for another company, or even in your own business, may create a conflict with your employment with Emspace + Lovgren or with Emspace + Lovgren’s best interests and it is strictly prohibited.
While Emspace + Lovgren values employees’ commitment to volunteer and personal projects, you may not donate personal services during your normal scheduled work time with Emspace + Lovgren, nor may you use any of Emspace + Lovgren’s equipment or other property to perform the work.
The use of Emspace + Lovgren equipment for employees’ personal use is prohibited. This includes office equipment and supplies.
Employees are responsible for all property, materials, keys or written information issued to them or in their possession or control. You must return all property of Emspace + Lovgren that is in your possession or control in the event of termination of employment, resignation or layoff, or immediately upon request. The replacement cost of any property you fail to return to Emspace + Lovgren (including the cost to change locks) shall be automatically deducted from your wages.
At Emspace + Lovgren, we are dedicated to fostering a workplace atmosphere where all employees have the opportunity to contribute their best work. This manual serves to build understanding of our policies and clarity around the expectations we have of you as a highly valued member of our team. If you have questions about any aspect of our policies or practices, please direct them to your manager.
Emspace + Lovgren retains the right to change, modify, suspend, interpret or cancel in whole or in part any of the published or unpublished personnel policies or practices of Emspace + Lovgren, without advance notice, in its sole discretion, without having to give cause or justification or consideration to any employee. Emspace + Lovgren also reserves the right to amend any benefit plan, to change or eliminate or substitute benefits, plans or plan administrators; to interpret the plan; and to take the actions set forth above with or without cause, and with or without prior notice.
Employment with Emspace + Lovgren remains At-Will. No statement about future employment or longevity of employment may be made by anyone in Emspace + Lovgren unless in writing signed by the President and the employee. No person may assure or make some other personnel move, either prior to or after commencement of employment, or to assure any benefits or terms and conditions of employment, or make any agreement contrary to the personnel policies and practices of Emspace + Lovgren unless in writing signed by the President and the employee. Any oral or written statements to the contrary should not be relied upon by any prospective or existing employee.
Recognition of these rights and prerogatives of Emspace + Lovgren is a term and condition of employment and of continued employment.
All Emspacers must read and sign the Employee Acknowledgement of Emspace + Lovgren Employee Manual and the Employee Consent to Drug/Alcohol Test within one week of joining the team. Please deliver a hard copy of the signature forms linked below to the President. Retain one copy for your records.
A digital signature is not allowed at this time. You must return a signed, physical copy.
