You’ll probably need to buy some things in the course of your job. We have a fairly simple process below to handle expenses. We make an effort to hire trustworthy, responsible people, so to a large extent you’re expected to use good judgment on what is a business expense and what isn’t. Of course, there are some guidelines here to keep in mind, just in case.
All policy specifics are found in The Library. Expense information can be found in the links below:
The Family and Medical Leave Act (FMLA) is a federal law that was established to assist employees in balancing their work and family life. It is intended and designed to give workers assurance that they will not lose their jobs in order to meet their personal and family obligations or to tend to vital medical needs at home. Please see the FMLA details here. Employees are required to provide timely notice for leave and correct and completed medical certification(s).
Confidentiality: Medical information received for FMLA leave is considered confidential and shall be disclosed only to those involved in the FMLA leave determination.
InterWorks Responsibility: Required to provide 12 weeks of unpaid leave, job protection and continued health care benefits.
Employee Responsibility: Required to provide timely notice for leave and correct and completed medical certification(s).
Employee Notice: Requests should be made 30 days in advance of the need for leave. In the event of an emergency leave, notice to the company should be given as soon as possible.
Notice to the company is accomplished by completing a FMLA Request Form. A Certification of Health Care Provider form must be completed by your physician and returned to the company within 15 calendar days of the request for leave. Employees may be required to provide periodic medical certification updates.
In the event of an emergency leave, notice to the company should be given as soon as possible. Notice to the company is accomplished by completing an FMLA Request Form. A Certification of Health Care Provider form must be completed by your physician and returned to the company within 15 calendar days of the request for leave. Employees may be required to provide periodic medical certification updates.
FMLA leaves are unpaid. Health insurance premiums must be paid during FMLA leave. A premium payment plan must be set up through Human Resources before the FMLA leave begins.
Employees should notify the company of any medically necessary changes in the date of return and provide the appropriate certification. Any failure to abide by this policy could result in absences counting against the employee, the employee’s insurance coverage being discontinued, and/or disciplinary action up to and including termination.
The Family and Medical Leave Act (FMLA) is a federal law that was established to assist employees in balancing their work and family life. It is intended and designed to give employees assurance that they will not lose their jobs in order to meet their family obligations due to members in the armed services.
Employer Responsibility: Required to provide 12 weeks of unpaid leave for a “qualifying exigency” and 26 weeks of unpaid leave for an employee to care for a “covered service member” injured while on active duty. Employer will continue health care benefits and provide job protection.
Employee Responsibility: Required to provide timely notice for leave and certification.
Qualifying Event: “Qualifying Exigency” arising out of the fact that the spouse, son, daughter or parent of the employee is an active duty service member or member in the National Guard and Reserves, or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation.
An eligible employee who is the spouse, son, daughter, parent or next of kin of a Service member or Veteran may be entitled to up to 26 weeks of leave during a single 12-month period to care for the Service member or Veteran who has a serious injury or illness that may render him or her medically unfit to perform the duties of the Service member’s office, grade, rank or ration (The caregiver leave provision includes veterans who are undergoing medical treatment, recuperation or therapy of serious injury or illness that occurred any time during the five years preceding the date of treatment).
Employee Notice: When an employee requests leave based on the “qualifying exigency,” and the leave is foreseeable, the employee must provide the employer with “reasonable and practicable” notice. An employer may require the employee to provide certification that the Service member is on active duty or has been called to active duty.
When an employee requests leave to care for an injured Service member, when leave is foreseeable based upon planned medical treatment, the employee must provide 30 days’ notice of the leave, if the date of the treatment requires leave to begin in fewer than 30 days, the employee shall provide such notice as is practicable.
Employer may require health care provider and/or next-of-kin certification for injured Service member leave.
FMLA leaves are unpaid. Health insurance premiums must be paid during FMLA leave. A premium payment plan must be set up through Human Resources before the FMLA leave begins. Any failure to abide by this policy could result in absences counting against the employee, the employee’s insurance coverage being discontinued, and/or disciplinary action up to and including termination.
No person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under this policy. If any employee believes that he or she has been subjected to discrimination in violation of this policy, the employee should immediately notify his or her supervisor or management.
Return to work from military leave or reemployment after military leave will be granted according to the requirements of state and federal regulations. The employee will provide InterWorks with military discharge documents that establish the timeliness of the application for reemployment and length and character of the employee’s military service, as soon as the documentation is available.
All employees are entitled to workers’ compensation benefits. This coverage is automatic and immediate and protects you from an on-the-job injury. An on-the-job injury is defined as an accidental injury suffered in the course of your work, or an illness which is directly related to performing your assigned job duties. This job-injury insurance is paid for by InterWorks. If you cannot work due to a job-related injury or illness, workers’ compensation insurance pays your medical bills and provides a portion of your income until you can return to work.
All injuries or illnesses arising out of the scope of your employment must be reported to your job site superintendent or supervisor immediately. Prompt reporting is the key to prompt benefits. Benefits are automatic, but nothing can happen until InterWorks knows about the injury. Please have your job site superintendent or supervisor inform the accounting department, so they can report the incident to our insurance company.
Depending upon the circumstances, employees may be eligible for unemployment compensation upon termination of employment with InterWorks. Eligibility for unemployment compensation is determined by the Division of Unemployment Insurance of the State Department of Labor.
Unemployment compensation is designed to provide you with a temporary income when you are out of work through no fault of your own. For your claim to be valid, you must have a minimum amount of earnings determined by the state, and you must be willing and able to work. You should apply for benefits through the local State Unemployment Office as soon as you become unemployed.
The United States Government operates a system of mandated 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, InterWorks is required to deduct this amount from each paycheck you receive. In addition, InterWorks matches your contribution dollar for dollar, thereby paying one-half of the cost of your Social Security benefits.
Your Social Security number is used to record your earnings. You are encouraged to protect your Social Security record by ensuring your name and Social Security number on your pay stub and W-2 form are correct. You may also want to make sure your earnings statement is accurate each year by requesting a Personal Earnings and Benefit Estimate Statement from the U.S. Social Security Administration by calling 1-800-772-1213, or you may access them online at www.ssa.gov.
InterWorks strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The environment of the company should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. Employees should be able to work and learn in a safe, yet stimulating atmosphere. The accomplishment of this goal is essential to the mission of the company. For that reason, InterWorks will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, the company will seek to prevent, correct and discipline behavior that violates this policy.
All employees, regardless of their positions, are covered by and expected to comply with this policy and take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension or termination of employment.
InterWorks, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:
It is a violation of InterWorks’ policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person’s race, color, national origin, age, religion, disability status, gender, sexual orientation, gender identity, genetic information or marital status.
Discrimination of this kind may also be strictly prohibited by a variety of federal, state and local laws, including Title VII of the Civil Rights Act 1964, the Age Discrimination Act of 1975 and the Americans with Disabilities Act of 1990. This policy is intended to comply with the prohibitions stated in these anti-discrimination laws.
Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination.
InterWorks prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or coerce an employee, coworker or any person working for or on behalf of InterWorks. Verbal taunting (including racial and ethnic slurs) that, in the employee’s opinion, impairs his or her ability to perform his or her job is included in the definition of harassment.
The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under InterWorks’ anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature . . . when . . . submission to or rejection of such conduct is used as the basis for employment decisions . . . or such conduct has the purpose or effect of . . . creating an intimidating, hostile or offensive working environment.”
There are two types of sexual harassment:
Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:
Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Courteous, mutually respectful, pleasant, noncoercive interactions between employees, including men and women, that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.
No hardship, loss, benefit or penalty may be imposed on an employee in response to:
Retaliation or attempted retaliation in response to lodging a complaint or invoking the complaint process is a violation of this policy. Any person who is found to have violated this aspect of the policy will be subject to sanctions up to and including termination of employment.
InterWorks strongly discourages romantic or sexual relationships between a manager or other supervisory employee and his or her staff (an employee who reports directly or indirectly to that person) because such relationships tend to create compromising conflicts of interest or the appearance of such conflicts.
In addition, such a relationship may give rise to the perception by others that there is favoritism or bias in employment decisions affecting the staff employee. Moreover, given the uneven balance of power within such relationships, consent by the staff member is suspect and may be viewed by others or, at a later date, by the staff member as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment. If there is such a relationship, the parties need to be aware that one or both may be moved to a different department, or other actions may be taken.
If any employee of InterWorks enters in to a consensual relationship that is romantic or sexual in nature with a member of his or her staff (an employee who reports directly or indirectly to him or her), or if one of the parties is in a supervisory capacity in the same department in which the other party works, the parties must notify the HR director or other appropriate corporate officer. Because of potential issues regarding quid pro quo harassment, InterWorks has made reporting mandatory. This requirement does not apply to employees who do not work in the same department or to parties who do not supervise or otherwise manage responsibilities over the other.
Once the relationship is made known to InterWorks, the company will review the situation with HR in light of all the facts (reporting relationship between the parties, effect on coworkers, job titles of the parties, etc.) and will determine whether one or both parties need to be moved to another job or department. If it is determined that one party must be moved, and there are jobs in other departments available for both, the parties may decide who will be the one to apply for a new position. If the parties cannot amicably come to a decision, or the party is not chosen for the position to which he or she applied, the parties will contact Human Resources, which will decide which party should be moved. That decision will be based on which move will be least disruptive to the organization as a whole. If it is determined that one or both parties must be moved, but no other jobs are available for either party, the parties will be given the option of terminating their relationship or resigning.
InterWorks will courteously treat any person who invokes this complaint procedure, and the company will handle all complaints swiftly and confidentially to the extent possible in light of the need to take appropriate corrective action. Lodging a complaint will in no way be used against the employee or have an adverse impact on the individual’s employment status. Because of the damaging nature of harassment to the victims and to the entire workforce, aggrieved employees are strongly urged to use this procedure. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
During the complaint process, the confidentiality of the information received, the privacy of the individuals involved and the wishes of the complaining person will be protected to as great a degree as is possible. The expressed wishes of the complaining person for confidentiality will be considered in the context of the company’s legal obligation to act on the charge and the right of the charged party to obtain information. In most cases, however, confidentiality will be strictly maintained by the company and those involved in the investigation. In addition, any notes or documents written by or received by the person(s) conducting the investigation will be kept confidential to the extent possible and according to any existing state or federal law.
InterWorks has established the following procedure for lodging a complaint of harassment, discrimination or retaliation. The company will treat all aspects of the procedure confidentially to the extent reasonably possible.
Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies or the courts.