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Employee Handbook Table of Contents

Introduction

Welcome

Purpose of this Employee Handbook

Let's Communicate 

Employee Relations Philosophy

If You Have A Problem

Whenever possible, any concern should first be discussed with David McKnight or Joe Nelson as soon as possible. David and Joe are responsible for what goes on in your immediate work area and may be in the best position to help you.
If Step 1 is not effective, or if at any time you need to speak to someone other than members of the Company’s management team to have an issue of any kind addressed, please contact Helpside.
If you have a complaint of harassment, discrimination or need to request an accommodation, please refer to the Equal Employment Opportunity and Reasonable Accommodation policy or the Policy Against Unlawful Harassment, Discrimination, and Retaliation in this handbook.

What You Can Expect From Us

At-Will Employment

Equal Employment Opportunity and Reasonable Accommodations

Policy Against Unlawful Harassment, Discrimination, and Retaliation

• unwanted sexual advances;
• offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee’s failure to engage in sexual or romantic activity;
• visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive objects or pictures, cartoons or posters;
• verbal sexual advances, propositions, requests or comments;
• sending or posting sexually-related messages, videos or messages via text, instant messaging, orsocial media;
• verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations;
• physical conduct, such as touching, groping, or assault;
• physical or verbal abuse concerning an individual’s gender, gender identity or gender expression;and
• verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body;
• REPEATEDLY AND WILLFULLY NOT RESPECTING THE PERSONAL BUBBLE SPACE OF SOMEONE OF THE OPPOSITE GENDER.Other Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, the Company strictly prohibits harassment concerning any other protected characteristic. By way of illustration only, and not limitation, such prohibited harassment includes:
• racial or ethnic slurs, epithets, and any other offensive remarks;
• jokes, whether written, verbal, or electronic;
• threats, intimidation, and other menacing behavior;
• inappropriate verbal, graphic, or physical conduct;
• sending or posting harassing messages, videos or messages via text, instant messaging, or social media; and
• other harassing conduct based on one or more of the protected categories identified in this policy. If you have any questions about what constitutes harassing behavior, ask David McKnight or Joe Nelson

• Making or filing an internal complaint with the Company regarding alleged unlawful activity;
• Providing notice to the Company regarding alleged unlawful activity;



What You Should Do If You Feel You Are Being or Have Been Harassed, Discriminated Against or Retaliated Against

What We Expect Of You

Healthy Workplace Environment

• perform their job duties (as detailed in Appendix A) with skill and proficiency; 
• mentor other employees so that they can learn and grow and become more productive in their tasks;
• any attempt to Lord over or otherwise dominate another employee can immediately result in a change in responsibilities / job description;
• not deviate outside of one’s responsibilities / job description;
• specifically with attempting to take on managerial / supervisory / owner responsibilities unless specifically asked to do so in writing;  
• not be disruptive with excessive talk or chatter (if you are talking and distracting others, not only are you not getting your work done, but others are not getting their work done either); 
• not dawdle or otherwise shirk and waste time; 
• it is critical that employees have a plan and start working on something productive from the moment one clocks in, and that employees stay productive on worthwhile tasks until one clocks out;  
• not harass or belittle other employees or customers.  

Job Classifications and Compensation

Company Vehicle Policy

• an employee is “on call” for infrastructure, and has a need to respond to after hours emergencies as quickly as possible;
• due to distances involved, it makes economic sense for the Company to allow an installer to take a vehicle home due to proximity to upcoming jobs, or due to the expectation that they can respond to emergency service calls on nights or weekends; 
• installers who live within approximately 5 miles of either the Grangeville Office or the Kamiah Office will generally not be allowed to take a Company vehicle home with them;

• If an infrastructure crew member takes a vehicle home, it is expected that they actively participate in tech / troubleshooting Telegram chats that involve the potential of needing to roll a vehicle on nights and weekends when able  (obviously not everyone can participate in every single chat every single time).  Active participation evidences willingness to roll a vehicle if necessary 
• Again, it is unreasonable to expect that a person will actively participate in every chat or will be able to roll a vehicle every time there is a need.  What is important is that there is a balance with participating / rolling vehicles between those who do take vehicles home.  

• they must clean the vehicle on a regular basis;
• If an install falls through or their is excess time on the schedule (installer, infrastructure crew members, office staff), one can always clean the inside and the outside of a vehicle;
• periodically, David McKnight or Joe Nelson or another designated individual will do an unannounced vehicle inspection.  If a vehicle routinely does not meet expectations, privileges can be withdrawn; 
• they must notify the office staff of upcoming vehicle maintenance so that it can be scheduled with the least amount of work disruption; 

Timekeeping and Payroll Practices

Employee Classification

Your Pay

Timekeeping Procedures

• Clock In
• Office employees - when you arrive at your work location (Grangeville or Kamiah office);
• Field employee - when you arrive at your assigned office location (Grangeville or Kamiah), or when you arrive on the job site;
• All installers will have an assigned office that they work out of;
• All infrastructure crews will have an assigned office location that they work out of (either Grangeville or Kamiah);
• If an infrastructure crew is assigned to the Grangeville office, for example, both crew members will clock in and clock out from this location (and not another office that might be closer to home);
• Clock Out
• Office employees - when you leave your work location (Grangeville or Kamiah office);
• Field employees - when you leave your assigned office location (Grangeville or Kamiah), or when you leave the job site;
• Miscellaneous Scenarios
• All employees who attend to personal business (whether a family matter, doctor’s visit, another job’s demands) will clock out the moment one either leaves the office or the field job site, and will not clock in again until one arrives back at the office or the field job site. 
• David McKnight or Joe Nelson have the ability to make one-time changes to the above to reflect the realities of the distances covered (this will be in response to it being more reasonable to travel from home directly to a certain location, or from a job site directly home);
• All exceptions will be documented via email or Telegram, and they will be considered one-time exceptions;
• In no way is a one-time exception to be interpreted to mean that the same exception should be used in the future.  All exceptions will be documented in order to be valid, and will be considered one-time only.   

Any attempt to “time-shift” hours without written approval from either David McKnight or Joe Nelson will result in a warning;  
Repeated attempts to “time-shift” hours without written approval can result in termination.  

Meal Periods

Rest Periods

Lactation Break

Company Benefits

Paid Time Off (PTO) 

Insurance and Retirement Benefits

Paid Holidays

Memorial Day
Independence Day (July 4th)
Labor Day
Thanksgiving
Christmas Eve
Christmas
New Years Eve
New Years Day

• Both hourly and salaried full time employees will be allocated 8 hours
• Part time employees will be allocated 4 hours

Conferences / Training / Per Diem / Travel - Reimbursement 

Classes or Training as Required by Law: all fees, hotels, travel (either airfare / mileage as determined by the government) and a per diem of $50 per day (added to next paycheck) will be reimbursed.  No hotel, travel, or per diem will be reimbursed if training is conducted within 2 hours of the Grangeville office.  An example of this category would include “tower training” as required by law for tower climbers, etc.  
Certifications that provide additional training and credentials that are not required by law: all fees for tests / classes, hotels, and a per diem of $30 per day (added to next paycheck) will be reimbursed.  In addition, if an employee drives more than 2 hours from the Grangeville office, they may use their Divvy card to pay for gas.   An example of this category would include the “Mikrotik Training Class.”
Conferences such as WISPAPALOOZA: only fees for the conference ticket and hotel costs will be covered / reimbursed.  The employee is responsible for all travel and food costs.  These conferences are optional and not required of an employee.  

1 Year Employment or longer = up to $500 per calendar year
2 Year Employment or longer  = up to $1000 per calendar year
3 Year Employment or longer  = up to $2000 per calendar year
4 Year Employment or longer = up to $2500 per calendar year

What We Expect of You/Employee Conduct 

Overview

Absenteeism and Tardiness

Alcohol and Drug Policy

Fraud, Dishonesty and False Statements

Outside Employment

Sleeping

Smoking

Solicitation - Distribution Policy

Workplace Violence Policy

Procedures and Guidelines

Bulletin Boards & Online Documentation

Company Keys/Entry Cards

Conflicts of Interest

Hazardous and Toxic Materials

Safety

Searches and Inspections

Technology and Information

Cellular Phones, Smart Phones, Tablets, and Other Handheld Electronic Devices

Computers, Databases, E-Mail, Voice Mail and the Internet

• Employees may not transmit, retrieve, download, or store inappropriate messages or images relating to protected categories as defined in the Equal Employment Opportunity Policy, or any other status protected under federal, state, and local laws.
• Employees may not use the Company’s computer systems in any way that violates the Company’s workplace policies against discrimination, retaliation, harassment, or hostility on account of any protected category, class, status, act or characteristic. By way of example, employees may not transmit messages that would constitute sexual harassment; may not use sexually suggestive or explicit screen savers or backgrounds; may not access, browse, receive, transmit or print pornographic, obscene or sexually offensive material or information; and may not access, browse, transmit, retrieve, download, store or print messages or images that are offensive, derogatory, defamatory, off-color, sexual in content, or otherwise inappropriate in a business environment. Employees are also prohibited from making threatening or harassing statements to another employee, or to a vendor, customer/client, or other outside party.
• Employees may not use the Company’s computer systems in any manner that violates the Company’s Employee Conduct Rules.
• Employees may not use the Company’s computer systems in any manner that violates the Company’s Policy on Confidential and Trade-Secret Information.
• Employees may not use or allow another individual to use the Company’s computer systems for any purpose that is competitive with the Company. All such access and use is unauthorized.
• Employees must honor and comply with all laws applicable to trademarks, copyrights, patents and licenses to software and other electronically available information. Employees may not send, receive, download, upload or copy software or other copyrighted or otherwise legally protected information through the Company’s computers, email and Internet systems without prior authorization.
• Employees may not engage in gambling of any kind, stream movies or videos, watch television programs or play electronic games through the Company’s computer systems.
• Employees may not engage in day trading, or otherwise purchase or sell stocks, bonds or other securities or transmit, retrieve, download or store messages or images related to the purchase or sale of stocks, bonds or other securities through the Company’s computer systems.

• Employees may not solicit personal business opportunities or conduct personal advertising through the Company’s computer systems.
• Employees may not access Company computer systems for any purpose which does not advance the employer’s legitimate business interests.
• Employees may not download, transmit, stream or retrieve messages, data, or information from multi-network gateways, real-time data and conversation programs including, but not limited to, instant messaging services, chat rooms and message boards, unless such activity is necessary for business purposes.

• Promoting the Company’s business, goods, products and services without prior authorization.
• Promoting an employee’s own personal business, goods, products and services.
• To the Company’s customers who have elected to “opt-out” of receiving the Company’s electronic advertisements.
• That contains or is accompanied by maliciously false information.In addition, to help the Company eliminate the receipt of unsolicited commercial e-mail from outside parties advertising various websites, products or services and to further prevent the receipt of offensive or undesired outside e-mail, employees should delete unfamiliar or suspicious e-mail from outside the Company without opening it.

Fax Machines, Copiers, and Scanners

Protection of the Company’s Trade Secrets and Confidential Information

Social Media, Social Networking, and Blog Policy

• Using or disclosing the Company’s Trade Secrets/Confidential Information.
• Misusing or disclosing a client’s, vendor’s, partner’s or supplier’s Trade Secrets/Confidential Information related to products, production processes, designs, or using or disclosing documents or information that have been designated or marked as business sensitive, confidential/private, intellectual property or business use only.
• Using social media to post or to display comments about co-workers, supervisors, customers, vendors, suppliers or members of management that are vulgar, obscene, physically threatening or intimidating, harassing, or otherwise constitute a violation of the Company’s workplace policies against discrimination, retaliation, harassment, or hostility on account of any protected category, class, status, act or characteristic.
• Posting or displaying content that is an intentional public attack on the quality of the Company’s products and/or services in a manner that a reasonable person would perceive as calculated to harm the Company’s business and is unrelated to any employee concern involving wages, hours, or other terms and conditions of employment.
• Engaging in activities that involve the use of social media that violate other established Company policies or procedures.
• Using social media while on work time, which is the time employees are engaged in work, unless it is being done for Company business and with the authorization of the Company.  Any time spent on social media outside of Company business will be considered a personal break.  
• Posting a photograph of a co-worker, manager, vendor, supplier, or customer without that individual’s express permission.

Unauthorized Interviews

Change In Status 

Changes in Personnel Records

Outside Inquiries Concerning Employees

Notice of Resignation

To Sum It All Up