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EMPLOYEE HANDBOOK

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To all company Employees:

 

If you are new to the company, I would like to take this opportunity to welcome you aboard.  I would like to introduce you to our employment procedures and guidelines through this handbook so you may have the best possible start.

 

Whether you are part of management or working on the production floor, you are here because the company values your contribution to its business.  You were invited to join us based upon your qualifications and your motivation.

 

Our goal is to build a reputation as producers of the finest instrumentation of its kind.  Service to our customers will be crucial to success for the company and for its employees.

 

That means we must maintain the highest standards of competence and dedication to each of our assigned tasks.  This management will endeavor to select, retain and reward members of its team who will improve the company’s position, profitability, and reputation.

 

We will try to create a working environment of mutual respect and a spirit of cooperation where everyone on board has a sense of future.  It is our sincere desire that you find your work here interesting, meaningful, and rewarding as the company grows.

 

Best Wishes for Success,

Robert L. Cucin, M.D.

 Chief Executive Officer


 

Table of Contents


 

Section                                                                       Page

 

INTRODUCTION............................................................................ 1

     Objective..................................................................................... 1

     History......................................................................................... 1

     Products...................................................................................... 2

     Quality Control............................................................................. 3

     Research & Development............................................................. 3

     Future.......................................................................................... 3

     Organizational Structure................................................................ 3

     Org. Chart................................................................................... 4

     Departmental Procedures & Directives.......................................... 5

     Our Markets................................................................................ 5

     Sales and Distribution.................................................................... 5

     Central Database ......................................................................... 6

 

EMPLOYMENT PRACTICES & POLICIES.................................... 6

     Equal Employment Opportunity...................................................... 7

     Evidence of Good Health.............................................................. 7

     Age Restrictions........................................................................... 8

     Employee Categories.................................................................... 8

     Non-exempt/Exempt Employees.................................................... 8

     Employment of Relatives............................................................... 8

     Your Department Manager........................................................... 9

     Personal Conduct & Appearance.................................................. 9

     Attendance.................................................................................. 9

     Personal Problems...................................................................... 10

     Probation.................................................................................... 10

     The Work Day........................................................................... 10

     Breaks....................................................................................... 10

     Smoking Policy........................................................................... 11

     Personal Mail............................................................................. 11

     Personal Telephone Calls............................................................ 11

     Personal Business....................................................................... 11

     Solicitation.................................................................................. 11

     Posters....................................................................................... 11

     Gifts........................................................................................... 11

     Tools & Equipment..................................................................... 11

     Work Rules & Discipline............................................................. 11

     Privacy Rights............................................................................ 13

     Discrimination Complaints........................................................... 13

     Employee Rights......................................................................... 13

 

EMPLOYEE  BENEFITS................................................................ 14

     Vacation.................................................................................... 15

     Holidays..................................................................................... 15

     Sick Leave................................................................................. 15

     Overtime.................................................................................... 16

     Comp Time................................................................................ 16

     Excused Absence....................................................................... 17

     Jury Duty................................................................................... 17

     Leave of Absence...................................................................... 17

     Military Leave............................................................................ 18

     Maternity Leave......................................................................... 19

     1099 Income............................................................................... 19

     Education  & Training Benefits.................................................... 19

 

GROUP INSURANCE PROGRAM................................................ 20

     Health Insurance........................................................................ 20

     Enrollment.................................................................................. 20

     Accident or Injury on the Job....................................................... 21

     Industrial Insurance..................................................................... 21

     Unemployment Insurance............................................................ 21

     Social Security............................................................................ 21

 

EMPLOYEE RELATIONS............................................................. 22

     New Employee Orientation.......................................................... 22

     Training...................................................................................... 23

     Plant Safety................................................................................ 23

     Case of Emergency.................................................................... 23

     Energy Conservation................................................................... 24

     Premises Security....................................................................... 24

     Non-Compete & Non-Disclosure Agreement............................... 25

     Visitors...................................................................................... 25

     Communications (Bulletin Boards)............................................... 25

     Employee Activities.................................................................... 25

     Anniversary Recognition............................................................. 25

 

WAGE & SALARY ADMINISTRATION...................................... 25

     Time Cards................................................................................ 25

     Time Card Policies...................................................................... 26

     Time Sheets................................................................................ 26

     Hourly & Salaried Employees...................................................... 26

     Payroll Time Recording............................................................... 27

     Performance Review.................................................................. 27

     Your Paycheck........................................................................... 27

     Deductions................................................................................. 27

     Attachment & Garnishment of Wages.......................................... 28

 

CHANGE OF WORK STATUS...................................................... 29

     Promotion................................................................................... 29

     Demotion................................................................................... 29

     Transfer..................................................................................... 29

     Reduction in Work Force............................................................. 29

     Termination (Voluntary & Involuntary)......................................... 29

     Exit Interview............................................................................. 29

     Retirement................................................................................. 31

 

CHANGE OF PERSONAL STATUS.............................................. 31

     W-2 & 1099 Notices................................................................... 31

     Company Contact Information..................................................... 31


 

Introduction

 

Objective

 

For all or us to advance our position as individuals, our common objective must be to produce a profit and to provide a return on investment for our shareholders - these are the people who gave us all the opportunity to realize our career potential and to develop our personal skills.  The best way to achieve that objective is to work as a team to design and build the finest equipment of its kind.  If we do that, market share and our presence in the surgical devicel industry should follow.

 

This handbook has been carefully prepared for you and other employees of the company.  Hopefully it will give you a better understanding of your work, your benefits, and your opportunities as an employee of BST.  This book is intended to serve as a reference for all employees on policy, practices, and an overview of our operations.

 

People like to know about the company they work for, so we have included that type of information as well as information on employment practices.  However, not all information you might want or require can be included.  Therefore, if you have further questions, ask your supervisor.  If they do not have the answer right away, they will get back to you with the information you request.

 

This handbook is intended to serve as a tool to prevent morale problems or grievances before they arise.  It will also assure uniformity of practice for all those within the company.  It is the responsibility of every supervisor or manager to administer these policies in an impartial manner.

 

This handbook will also be reviewed and updated as required.  Suggestions as to its form and content are welcomed.  When changes occur, supplements or revisions will be distributed to all employees affected.   Look on the back cover for the publication number and date of revision to make sure you have the current information.

 

 

History

 

BioSculpture Technology, Inc. (BST) is a spin-off of Rocin Laboratories, Inc. It was created when the overwhelming success of the licensing program of the Lipotome™ Sales Division suggested that an independent company be created to exclusively license the parent company's liposuction portfolio and expedite the development and introduction of more advanced designs into the operating room.

 

We believe that the best way to serve physicians, the patients they treat, and our shareholders is to improve the surgical experience with reliable, safe and affordable instruments which make surgery a more controlled, predictable and less painful experience. We seek to stand behind those instruments and respond to the needs and requests of our customers and to continue to improve and evolve with them.

 

In the words of our President, Robert L. Cucin, M.D., "We seek unleash the artist in the surgeon™ and to maintain a standard of uncompromising quality. We will foster an environment of integrity and respect, and transform every stumbling block to innovation into a building block for progress."       

 

 

Products

 

BST manufacturers a revolutionary power assisted liposuction system based upon its patented IntellimotionTM Technology.  The AirbrushTM Liposculptor is a hand-held surgical instrument ergonomically designed to facilitate one-handed, continuous adjustment of rate and stroke for effortless power assisted liposculpture.  Patented and mechanically efficient and gentle twin-cannula aspiration allows the surgeon to effortlessly adjust the speed and stroke of the instrument to achieve the desired artistic result while sculpting the desired body contours.  It unleashes the artist in the surgeonTM, permits the patient to visualize his or her results sooner and speeds return to active life.  Space Age technology using advanced composite materials, pneumatics, electronics, and motion control allows responsively controlled power to be packed into a minimum of space and weight.

 

The Intellimotion™ Controller is a power console containing advanced digital signal processing, integrated circuitry, and proprietary software which assures the surgeon knows where the cannula is at all times , how fast it is moving, and allows him to continuously vary the rate of stroke and reciprocation to meet his surgical needs.  Panel displays tell the surgeon precisely what the stroke length and rates are as well as graphically depicting both parameters, cannula position, and operating status at all times.  Solid state circuitry and advanced programming allows the feel and functioning of each instrument to be customized to the surgeon's preferences.

 

An Upgrade Option gives the Controller the capacity to enable bipolar hemostasis  when used in conjunction with  cautery-capable cannulas  and the separate advanced RadioSurgeryTM Module (RSM) which is an electrosurgical unit specially designed for use with the IntellimotionTM Controller.  It supplies patented synchronization of hemostatic power with cannula motion using feedback from the controller.  Minimum effective power is only applied to tissue within the cannula, i.e. any small blood vessels in the stalk of the aspirated fat globule that would otherwise have simply been avulsed and left to bleed.  The effect is minimal bruising, rapid healing and excellent cosmetic result.

 

The versatile RSM may also be used as an independent electrocautery unit.  Hand pieces and foot pedals are available for it.  It has an easily adjustable power range to "dial-in" the exact level suitable for any given procedure, an indicator of current being supplied.

 

The Airbrush™ Compressor is a low noise, compact compressor to provide a self-contained compatible and filtered air source for the surgeon desirous of avoiding the necessity and expense of tanked gas in the office setting. 

 

 

 

Quality Control

BST is committed to quality in both its products and its operating methods which it considers to be mutually related.  The company employs the electronic industry’s most recognized inspection standard ANSI/IPC-A-610A for Acceptability of Electronic Assemblies. 

 

BST instruments are designed and built to the U.L.544 standard for the U.S. market, CSA C22.2 Class 125 standard for the Canadian market, and the British standard BS5724 Part 1: 1979 as well as IEC 601-2-2:1982 which is the recognized particular standard for high frequency surgical equipment for Europe and other international markets.  We seek to become certified as an ISO 9001:2000 and ISO 13485:2003 medical device manufacturer in late 2003. 

 

 

Research & Development

 

BST is committed to new product development.  Basic laboratory, animal testing under IACUC supervised protocols, and peer-review clinical studies are being conducted at major university centers to confirm the comparative efficacy of our system against alternatives as well as quantify improvements in surgical results.

 

Studies are being performed to further fine tune our feedback system of our RadioSurgeryTM Module.  Exciting new designs of curved cannulas are being prototyped which facilitate artistic sculpting of the body’s curves in a minimally invasive fashion.  Using patented scroll pump technology, a quiet combined source of compressed air and vacuum is being developed.

 

 

Future

 

BST and its employees have an exciting future ahead.  We are in are in the recession proof health care sector and a rapidly expanding area of the medical device market.  Our technology is not just limited to plastic surgery, but also applicable to general surgery, urology and gynecology.  The market outside of plastic surgeon is even larger.  As developing countries mature there will be an increased need for improved health care and plastic surgery. 

 

Broadening indications of surgical usage will couple with increased overseas sales to foster explosive growth of BST likely to result in its becoming a public company to tap equity sources to fund its worldwide expansion.

 

 

Organizational Structure

 

BST has the advantage of an entrepreneurial, young organization where the chain of command is  somewhat flat with a short pyramid so that everyone’s voice can be heard directly at the top.  This fosters an environment conducive to an individual making a difference and advancing in status within the organization as a result.  It is possible for jobs to be created out of the unique talents of an individual rather than force an individual in a rigid pigeon hole of job description so long as at least one individual retains accountability for any particular task.   An organizational chart appears on the following page.

 

 


ORGANIZATIONAL STRUCTURE OF BST[1]

 

Organization Chart
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


For those of you not on this chart don’t feel left out.  Did you ever try to turn a wall switch “on” when the power goes out?   I’m sure we have all taken electrical power for granted like that at least once in our lives.  You’re all just like that electrical power - the juice that makes its work.  Everyone is important in the organization.  The one thing you can count on is that top management knows you’re there and how important you are to the company.  This is why we have an “open door” policy.  If you need help to perform your task or you have a problem, don’t hesitate to talk to your supervisor.  If he or she can’t help you, keep going up the ladder until you get an answer.

 

 

Departmental Procedures & Directives

 

It will be the responsibility of each department head to draft written procedures for all tasks in his or her department and to issue directives or changes when required.  All such procedures or directives must be understood and signed by all those affected and approved by management. These documents should be on file in each department and included in the company’s operations or quality control manual.

 

Each person asked to perform a task is entitled to a description of that task in writing or if necessary at least further training upon request. Your job performance ratings will be measured by how well and quickly you perform tasks assigned to you.

 

 

Our Markets

 

There are approximately 5,500 board-certified plastic surgeons in the  United States.  There are at last twice that number additional ENT, cosmetic surgeons and dermatologists currently performing liposuction in the U.S. 

 

Approximately 800,000 liposuction surgeries were performed in the U.S. in 2001 and the yearly number of liposuction surgeries is increasing by almost 20% per year.  Liposuction has widespread popularity in South America and expanding popularity in some countries like Japan where one out of every ten women has had plastic surgery. 

 

These multi-specialty surgeons and both their Ambulatory and Hospital Operating Rooms comprise our potential extensive world-wide markets.  Our goal is to penetrate this market deeply and have our instruments in the hand of every surgeon performing the procedure and have our consumable devices improve every patient’s liposuction experience. 

 

 

Sales and Distribution

 

Currently the distribution of our products is broken into the following groups:

 

Domestic:  U.S. distribution is carried out using approximately 35 Franchised Manufacturing Representatives with areas of geographic concentration.  These representatives are supervised by the Vice President of U.S. Sales.  We support our representatives by providing them with customer contacts from tradeshows as well as technical and sale materials.

 

International Sales:  BST markets its products internationally through exclusive franchise agreements with importers who focus on distribution of surgical products to local physicians and hospitals in their respective markets.  We tailor our local marketing strategies in response to feedback from our local distributors in those markets.

 

Direct and Internet Sales:  BST maintains a secure E-commerce center instruments and in particular after sale consumables can be provided to physicians directly and economically.

 

 

Central Database

 

A central tenet of our marketing program is the use of AirbrushTM Cooperative Brand Advertising with physicians who use our devices, providing physicians with educational training to improve the quality of their surgical results, and providing patients with referrals to board-certified plastic surgeons who have completed one of our training modules. 

 

A Central Online Database is maintained of Affiliated AirbrushTM Liposculpture Centers and of these physicians for this purpose and this database is linked to the service history of their instruments so that consumables may be provided on a regular basis and reminders given when it is time for routine servicing of instruments subjected to rigors of surgery and repetitive steam autoclaving.

 

Each factory can tap in to this database to find the latest Quality Control Procedures and Calibration Values for production and the Technical Support and Service Departments can access the Equipment History from its assembly.  This tracks component reliability issues and highlights areas for subsequent design improvement and production control.

 

 

EMPLOYMENT PRACTICES AND POLICIES

 

BST strives for excellence in product development, marketing, and production.  In order to implement that effort in each respective department we fill each position available with the best possible candidate for the position.  It is not uncommon for us to interview candidates several times before we bring them aboard

 

BST has a “Hire from within” policy when and wherever possible.  We will always consider the qualifications of available employees for advanced positions.  If a qualified candidate is not available within the company, outside recruitment will be initiated.

 

The company utilizes temps and contract services personnel in peak times to reduce the need to have its workers experience periodic layoffs and to keep the company’s experience rate as low as possible with the State Unemployment Department.  Based upon sales and profitability the company will continuously analyze its baseline levels for core employees in each department in order to retain those who it has trained or those with vested experience.

 

Many of these persons choose to work as temps to scope out the working environment in a company before committing to employment or to seek other career opportunities.  Due to their diversified work experiences and skills these persons can be a source of valuable information. 

 

Temps and contract services persons may apply for employment directly with our company, but there may be restrictions based on agreements in place with the agency that placed them or based on our need for continued services.

 

When inspectors with local, state, and federal governmental agencies such as the fire marshal or the FDA arrive, they frequently do so without prior notice.  The FDA normally inspects our facilities and records at least once every two years.  Unless unavailable the host for fire marshals would  be our Plant Maintenance Manager and our RA (Regulatory Affairs) officer for FDA GMP (Good Manufacturing Practices) audits.

 

When managers are conducting tours or hosting audits employees should be courteous and try not to disrupt host speakers or guides.  These people are in the plant because they have business with us.  If the FDA is here is may be we are filing for approval to proceed on a new product.  If a customer is taking a tour it may mean we land a sizeable contract - both good for the company and our employees. The way we conduct ourselves when they are with us is a direct reflection on our company and how well we work as a team.  Managers may ask employees to assist them in preparing for a presentation or to gather information.  Your cooperation in such matters is appreciated. 

 

 

Equal Employment Opportunity

 

BST is an equal opportunity employer.  As such it is our policy to maintain a position of nondiscrimination in all matters relating to employment.  It is also our policy to seek qualified minority, female, handicapped, and Vietnam veterans for openings at any level. 

 

There shall be no discrimination against any employee or applicant because of race, creed, national origin, sex, age, or physical handicap except as may be inherent in a bona fide occupational qualification.  Refer to the following sections on Evidence of Good Health and Age Restriction.

 

BST’s policy of nondiscrimination prevails throughout every aspect of the employment relationship, including but not limited to recruitment, selection, placement, training, compensation, promotion, transfer, discipline and termination.

 

The company’s management and supervision are responsible for implementation of this policy with respect to employees or prospective employees within their jurisdiction.  We do not knowingly do business with contractors or suppliers whose policy is contrary to ours in that respect or the law regarding nondiscrimination.

 

 

Evidence of Good Health

 

If there is reason to believe that the health or physical condition of an applicant or employee is questionable to perform the job for which the person is assigned or applying,  BST reserves the right to request either a physical examination or a statement from the person’s physician.  This shall verify that the applicant or employee in question is capable of performing all of the tasks required for the assigned position.

 

 

Age Restriction

 

Persons under the age of 18 are not hired for regular full-time employment, primarily because of certain legal restrictions which may handicap BST’s full utilization of the individual.  The normal retirement age is 65.  However, there is no upper age limit for employment as long as the person performs his or her duties in a satisfactory manner.

 

 

Employment Categories

 

Based upon company growth and/or departmental needs, it is sometimes necessary to ease the excessive workload by hiring part-time or temporary employees.  The following sections define the categories of employees other than regular, along with their benefit eligibility, and reclassification structure.  Employee categories are defined as follows:

 

Regular             Employment in an established job position requiring 30 or more hours per week.

 

Part-Time:        Employment in an established job position requiring less than 30 hours per week.

 

Temporary:       Employment in a job established for a specified period of time or for the duration of a specific project or group of assignments.  The length of a workday may or may not be equivalent to a full day.

 

Contract Services Personnel: These are persons who may perform their work on our premises, but are not employees. Meaning they either works for a temporary service agency or are self employed as specialists, providing a skilled service for the company under contract.  These persons are not entitled to benefits, nor do we withhold from their pay.  Their agency or company must bill us for services either on a periodic basis or when the contract assignment is completed.  Their contract services must qualify as such by the IRS.

 

 

Non-Exempt & Exempt

 

These are categories established by law based on whether or not pay is required for overtime work.  Employees classed as hourly are always non-exempt and will be paid at overtime rate for hours over 40 in a given week.  Salaried employees may be non-exempt or exempt, depending on the nature of their work or position.  In general, non-exempt employees will be paid for overtime whether they are hourly or salaried. 

 

 

Employment of Relatives

 

Among other candidates for position openings, consideration for hire will be given to applicants who are relatives or friends of present employees provided they meet all job requirements.  For the purpose of this policy, relatives shall be defined as either blood relatives or relatives through marriage.  In hiring relatives of current employees, the relative will not be considered for any position which might lead to misunderstanding, conflict or interest, or embarrassment to the company or to either individual.  The present employee will not be assigned to supervise a relative or vice versa.  Following hire, if two employees become relatives through marriage, adjustments in assignment may be required.

 

 

Your Department Manager

 

The managers at BST are persons who have been placed in a position of responsibility and authority based on their prior experience and a demonstrated ability to direct others and solve problems in their area of expertise.

 

If you are a new hire, your department head or manager will provide you with orientation so that you understand your new surroundings, your job, your duties, and your responsibilities as well as any authority that you may have in your new position.  Your manager is knowledgeable about administrative policies and procedures.  He or she will keep you informed on matters of concern such as plant safety, health issues, job assignments, schedules, payroll practices and other pertinent procedures with your department.

 

Your manager will treat you as an individual with an important function in the department you are working.  He or she will be alert at all times to potential sources of friction and will assist you with job related problems.  If you feel that a discussion with your department manager fails to resolve any work problems, you may request a review with the Human Resource manager or successive levels of management until resolved.  This “open door” policy provides all employees with an opportunity to resolve any problem quickly and fairly.

 

 

Personal Conduct & Appearance

 

All our employees are expected to conduct themselves as respectable adults, exhibiting good manners and consideration for the rights, welfare, and safety of others.  Actions such as fighting, profanity, abusive or threatening language or behavior, suggestive conversation or acts, or invasion of privacy of another employee will not be tolerated and can result in immediate discipline or termination.  Both men and women are expected to be neatly dressed and groomed. Extremes in personal appearance and attire will reflect improperly upon the company image.  Further, your wearing apparel, personal grooming and hygiene should be such that they do not distract others or create a safety hazard.

 

 

Attendance

 

In any company, success depends on the regular attendance of all employees. Everyone performs an important function at BST.  When one person is missing, someone else’s job is made more difficult. Regular dependable attendance is an essential element of job performance and as such it is a condition for continued employment.  Thus, excessive lateness in getting to work or unexcused absence can result in discipline or termination.

 

It is recognized that everyone from time to time may be late to work or absent from work because of car trouble, illness, or other personal emergency.  When you are unable to be at work or will be late to work, advise your manager as

 

 

 

Personal Problems

 

The company cannot be responsible for and does not wish to intervene in the personal affairs of its employees.  However, to the extent that they adversely affect employee work performance, personal problems may unavoidably come to the company’s attention.  Your manager will listen to your problem, and may at his or her discretion give time off, temporary reassignment, etc. to assist you in resolving them.  If you cannot resolve your difficulties with the aid of such work-related adjustments, the company strongly advises that you seek professional help.  The fact that unsatisfactory work performance may be due to personal problems does not revoke the company’s right to take appropriate disciplinary action if necessary. 

 

 

Probation

 

Every new regular full-time employee is hired with the expectation that he or she will become a permanent member of the company team.  However, as a condition of employment, each new employee will be on probationary status for 90 calendar days.  This allows the company to further evaluate the employee’s suitability for the job, and allows the employee to “size up” the company and determine whether he or she truly wants to stay on board.  During or at the end of the probationary period, either party may terminate the relationship without prior notice or obligation to the other.  Upon satisfactory completion of 90 days of service the new employee is given permanent status.

 

 

The Work Day

 

The normal work week at BST is Monday through Friday.  Administrative office hours are 9:00 AM to 5:00 PM with one hour for lunch.  Normal plant hours are 8:30 to 4:30.  These hours may be changed from time to time as covered by posted memo.

 

Swing Shift Hours: Swing swift hours are implemented when plant capacity is exceeded during the day swift due to the need for increased or accelerated production requirements.  Swing swift managers are expected to arrive on the job 30 minutes early or by 4:00PM to coordinate work schedules and assignments with the day swift managers.  Managers are allowed one hour lunch break, but are required to remain on plant premises in case of emergency.

 

 

Breaks

 

Two 10-mintue rest breaks are provided each working day, one during the morning and one during the afternoon.  Break times are typically scheduled by department managers.  However, such times will be posted for viewing prior to the work day.  Employees working half time are entitled to one rest break of not more than 10 minutes as part of the paid working day.  Employees working six or more hours per day are entitled to two rest breaks of not more than 10 minutes each, one in the morning and one in the afternoon. 

 

Rest breaks may not be used for making up time nor may employees come late or leave early in lieu of rest breaks.  State law requires properly spaced rest breaks for safety reasons.  No eating or drinking will be permitted at work stations.

 

 

Smoking Policy

 

Absolutely no smoking is permitted anywhere on premises.  All employees must smoke outside or in their cars and only on rest breaks or during their lunch time.  State and federal laws require that our company provide a pollution free environment for all of our employees.

 

 

Personal Mail

 

Since mail of a personal nature tends to interfere with the efficient distribution and dispatch of company mail, it is requested that personal mail not be addressed in care of the company on your behalf.  BST letterheads, envelopes, postage stamps, and/or forms shall not be used for personal purposes. 

 

 

Personal Telephone Calls

 

Making or receiving personal telephone calls should be limited to emergency situations only.  For other than emergencies, your calls should be made during non-working hours.  Personal use of the company telephones may seriously impact the ability of the system to handle business calls in an efficient manner.

 

 

Personal Business

 

We are all being paid to work for the company.  The company does not want you to use company time to do work on your own personal business matters.  Do not bring your house bills or invite persons to the plant to conduct personal business of any kind.  If you have an emergency or need to conduct important business talk to your supervisor or manager and ask for time off.  This time off will be without pay.

 

 

Solicitations

 

Solicitation of funds, the positing of notices, and the distribution of literature, cards, or written announcements on company premises at any time are prohibited unless specifically authorized by management.

 

 

Posters

 

No unauthorized poster, signs, labels, photos, or other material may be applied anywhere on premises without written permission of management.

 

 

Gifts

 

In order to avoid the appearance of impropriety or to avoid claims of unfair trade practices by others, it is the policy of BST that neither the company nor its employees shall be permitted to accept gifts, brides, kickbacks, rebates, or any remuneration whatsoever from suppliers.  Violation of this policy is grounds for immediate termination and prosecution if the company is found to have been damaged in any way.

 

 

Tools & Equipment

 

Company owned tools and equipment are not to be removed from the premises unless authorized by management.   Assigned tools from the tool crib must either be locked in your work draw or returned to the crib or store manager prior to departing.  You will be required to sign for all tool issued to you from the tool crib and for their return.  Items missing without a very good explanation or if a pattern of missing items occurs while entrusted to you, the company reserves the right to terminate your employment.   Theft of company assets or equipment is a violation of law and those who are either found stealing from the company will be prosecuted.

 

 

Work Rules & Discipline

 

Company rules and regulations are essential for the protection and convenience of all employees, and to assure an efficient and successful operation.  In order that there is no misunderstanding about what is expected on the job and on company premises the following is a partial listing of conduct considered unacceptable which may subject you to disciplinary action.  Discipline may take the form of verbal or written reprimand, temporary layoff or discharge, depending on the seriousness and circumstances of the violations, as determined by management.  All violations, other than those resulting in a verbal reprimand only, will be documented and placed in the employee’s personnel folder.  The following are some non-exclusive grounds for insubordination and/or dismissal:

 

  1. Refusal to carry out legitimate work request by managers during working hours.

 

  1. Carelessness affecting the safety of self and others.

 

  1. Falsification of reports, company records, or other information.

 

  1. Disorderly conduct such as horseplay, running, scuffling, throwing things, fighting, threatening, abusing, intimidating, or interfering with other employees.

 

  1. Possession of explosives, weapons, or firearms of any type on or anywhere within sight of company premises.

 

  1. Consumption of any alcoholic beverage on company premises or on company time.  Reporting to work under the influence of alcohol and or drugs.

 

  1. Possession, sale, or consumption of any illegal substance (drugs) on or within sight of company premises.

 

  1. Leaving the plant during work shift without permission.

 

  1. Sleeping during work hours.

 

  1. Immoral or indecent conduct on or within sight of company premises.

 

  1. Unauthorized use of company phones to make personal long distance calls.

 

  1. Unauthorized disclosure or distribution of records, data, security features or any action to undermine assets of the company both tangible and/or intangible (technology rights).

 

  1. Distribution of literature or solicitation by employees on company premises without specific permission.

 

  1. Failure to notify supervisor or manager of absence or tardiness within a reasonable period after starting time or more than one hour into the absence without a compelling reason.

 

  1. Gambling on company premises.

 

  1. Posting, altering, or removing any material on bulletin boards or company premises without authorization.

 

  1. Receipt by the company of a garnishment against employee’s wages more than two times within a calendar year.

 

  1. Failure to observe parking and/or traffic regulations on or around company premises.

 

  1. Creating or contributing to unsanitary conditions.  Eating or drinking at work stations after warning.

 

  1. Obscene, abusive language and/or malicious gossip and/or the spreading of rumors detrimental to the company, or employees.

 

  1. Shirking or loafing during work hours.

 

  1. Bringing unauthorized audio or video equipment on premises and/or playing loud music or creating noise.

 

  1. Conduct away from the company premises which reflects unfavorable on the company, its officers, its customers, or its employees.

 

  1. Punching in on the time clock for others or providing false records of time actually worked by other and/or yourself.

 

  1. Installing any unauthorized programs, applications or files on company computers such as internet messaging or chat programs which compromise or have the potential for compromising network security. 

 

  1. Unauthorized private use of any software purchased or licensed by the company on or off the premises. 

 

 

Privacy Rights

 

For the protection of both the company and its employees, the names, addresses, and telephone numbers of employees are treated as confidential information and are not given to any outside person or organization except as required by law.

 

            From time to time medically confidential information regarding patients may become known by virtue of contact with purchasing physicians or beta testers.  To guard patient’s rights and protect the company from possible liability, this information is to be maintained confidential and may not be disclosed externally. 

 

 

Discrimination Complaints

 

Employees with a complaint regarding discrimination with respect to race, religion, or sex are entitled to a review board hearing as well.  The company will always respect the rights of it employees to fair and impartial treatment and will not tolerate such discrimination or sexual harassment of any kind.

 

 

Employee Rights

 

All employees are entitled to a formal hearing and review conducted by the New York State Unemployment Department.  If any employee feels they have been treated unfairly or is not satisfied with the company’s determination.  Contact this state agency for further details.

 

 

Employee Benefits

 

Employee benefits represent a substantial portion of each employee’s total pay, as well as a major cost to the company.  It is important that everyone realize what you are getting from the company even though it may not show up as dollars in your pay check.  BST provides an employee Fringe Benefit program which should compare favorably with the rest of the medical device industry.  We will continue to seek ways to improve it consistent with cost.

 

 

Vacation

 

All permanent full-time employees accrue vacation time on a monthly basis during the “standard vacation year”.  For the purpose of computation this is defined the months of August through May.  June and July are not included for accruing vacation credit.  Employees with less than five calendar years of continuous service earn one day of vacation credit for each month worked during the “standard vacation year”.  These results in 10 days of paid vacation credit for each full year worked.

 

Vacation may be taken any time after six months of employment with approval from your supervisor, but not for more days than credit has been accumulated at the time it is taken.  After five years of continuous service, an additional progressive increment of one-tenth of one day per month will be computed into the accrued vacation time as earned throughout the 15th year.   This method is equivalent to adding one vacation day for each year of continuous service.  See the chart below:

 

Length of Service          Accrued Vacation Time             Accrual Factor

 

Less than 6 months        None                                        (Per month)

6 months to 1 year         1 day per month                                    1 day

1 to 5 years                   10 days each year                     1 day

6 years                         11 days each year                     1.1 days

7 years                         12 days each year                     1.2 days

8 years                         13 days each year                     1.3 days

9 years                         14 days each year                     1.4 days

10 years                        15 days each year                     1.5 days

11 years                        16 days each year                     1.6 days

12 years                        17 days each year                     1.7 days

13 years                        18 days each year                     1.8 days

14 years                        19 days each year                     1.9 days

15 years or more           20 days each year                     2.0 days

 

The company will try to accommodate employee’s desired scheduling of vacations.  However, this must be coordinated with your supervisor well in advance.  Vacation credit time cannot be accumulated for more than one year and six months or it is forfeited.  The purpose of vacation is for periodic rest and to “recharge your batteries”; it should not be considered as an accumulative financial asset.

 

 

Holidays

 

Each year the company will observe seven paid holidays as follows:

 

            New Year’s Day

            President’s Day

            Memorial Day

            Fourth of July

            Labor Day

            Thanksgiving Day

            Christmas

 

All full-time employees are eligible.  The employee must have worked the scheduled work day before and the day after the holiday to be eligible for a paid holiday.  Approved sick leave or vacation time is counted as days worked for the purpose of calculating holiday pay.  Should one of the company holidays fall during your vacation period, you are entitled to another day off with pay.

 

Holidays that occur on Saturday will normally be observed on the preceding Friday.  Sunday holidays will normally be observed on the following Monday.  The specific arrangements for such holidays will be announced on the company Bulletin Board.

 

Holiday pay for full-time employees shall be at straight time.  Regular part-time or temporary part-time employees will not receive holiday pay.

 

 

Sick Leave

 

BST provides paid sick leave credit to all full-time employees for bona fide personal illness and for medical or dental appointments. 

 

Paid sick leave is not granted automatically.  It must be requested by you and your manager must be satisfied that it is legitimate and proper.  To assure that paid sick leave is being used properly, the company may at its discretion require a statement from your doctor for sick leave of 3 days or longer.

 

Newly hired full-time employees who have completed three full months of employment are eligible for paid sick leave days as follows:

 

Length of Service                      Accrued Sick Leave per Year

 

Less than 6 months                    none

6 months to 1 year                     3 days

2nd year                                    4 days

3rd year                                    4 days

4th year                                     5 days

5th year or more                         5 days

 

Unused sick leave time may be not be accumulated or carried forward from year to year.  No reimbursement will be made for unused sick leave credit upon termination.  Sick leave is intended to be a form of insurance against illness.  Part-time employees will accumulate no sick leave. 

 

 

Overtime

 

From time to time employees are requested to work longer than the regularly scheduled shift or on weekends and holidays.  When overtime work is necessary, you will be notified as far in advance as possible.  Every effort is made to allocate overtime work fairly and in the best interest of everyone.  However, overtime work will be kept at an absolute minimum necessary to accomplish the job.

 

For employees classified as non-exempt, one and one-half times the regular hourly rate of pay will be paid for the time worked in excess of either hours per day and/or in excess of 40 hours per week.  Work performed on company observed holidays will be in addition to holiday pay. 

 

Overtime work is not authorized without prior management approval.

 

 

Comp Time

 

Salaried or “exempt” employees work by the rule “the job must get done”.  If additional time is required to complete the assignment, compensating time off may be taken at a later date when the workload has lessened, by arrangement with the next level of management.  Salaried or “exempt” employees forfeit Comp Time (hours earned) upon termination.  Comp Time is meant only to facilitate project responsibilities and fairly balance normal work hours.

 

 

 

 

 

 

Excused Absence

 

Excused absence may be granted for personal matters that must be taken care of during working hours.  The manager has the discretion to allow time off for legitimate and necessary personal business. This is granted as Leave without Pay at the manager’s discretion.

 

 

Jury Duty

 

Since serving on a jury is an important responsibility of citizenship, employees will be given necessary time off to serve if called for jury duty.  You will also be expected to work during any days  when there are no court responsibilities.

 

 

Leave of Absence

 

Request for Leave:  Leaves of Absence for personal business, maternity, military, occupational and non-occupational accident or illness may be granted for varying lengths of time depending on the employee’s individual case.

 

A Leave of Absence preserves the accumulated employee benefits and the privilege of returning to the same level job, if work is available and the employee is still capable of performing that job upon return.

 

If Workmen’s Compensation is appropriate, it is the responsibility of the employee in question to initiate the applicable paper work.  You may consult with our Human Resource manager.

 

All leaves granted are without pay for the duration of the absence.  Employees desiring Leave of Absence are required to submit a written request to their immediate supervisor, as far as possible (but not less than two weeks) in advance, so the continuity of the affected job assignment will not be disrupted. Request for Leave of Absence must be approved by the employee’s immediate supervisor or manager.

 

Authorized time of one week or less will be treated as Excused Absence.  Except for military duty, Leave of Absence will not be granted for longer than 3 months.

 

Benefits While on Leave of Absence:  Your insurance program may be continued at your option for a maximum of 3 months, provided you continue payment of the employee’s portion of the premium amount required.  Vacation and Sick Leave benefits will not be earned while on Leave of Absence.  However, accrued and unused vacation and Sick Leave time will be maintained in your account.  Continued participation in the profit sharing plan is subject to the plan provisions.

 

Returning from Leave:  Employees wishing to return from leave of absence should notify their department manager at least two weeks before their desired return date to inform the company of their availability.  Refer to Military Leave and Maternity Leave for additional information.

 

An employee returning to work from Leave of Absence will be reinstated in his or her regular job, if it is still available and if the employee is capable of it.  If the employee’s job is no longer available or if he or she is incapable of doing the work performing the assigned job, the company will use its best efforts to place the employee elsewhere.

 

If the company cannot reinstate a returning employee because of a non-existent or inappropriate opening, the employee will be placed in a “layoff” status for up to six months.  If after six months no job exists, the employ will be terminated and all accrued vacation benefits if any will be paid.  Employees returning from a medical leave due to an illness or injury will require a physician’s written statement to verify the individual is physically capable of performing his or her job.

 

Any employee who fails to notify BST of his or her intent to return within 30 days after completion of their Leave of Absence, or accepts other employment, is considered to have voluntarily resigned and forfeited reinstatement rights.

 

 

Military Leave

 

 

Short Term - Reserve Training:  BST recognizes the importance of continued participation in Reserve and National Guard programs.  Any full-time employee having satisfactorily completed his or her 90 day probationary period may request temporary leave to participate in reserve training for a period not to exceed two weeks per year.  The employee must verify this leave by presenting orders to his or her manager.

 

Long Term - Military Service:  A Leave of Absence is granted to all regular full-time employees requesting such who are either drafted or called to active duty in the armed forces of the United States.  However, an employee who leaves the company to enlist will be considered as having voluntarily terminated to seek other employment.

 

When an employee goes on Military Leave of Absence he or she will receive payment for vacation days accrued up to the date the leave begins, and continuous service rights for re-employment will remain in effect during the active duty time.  Upon expiration of a military leave of absence or military duty, each employee will be restored to his or her former job classification or to a position of like seniority status and pay unless circumstances of the company have so changed as to make it impossible or unreasonable to do so; provided:

 

  1. Application for re-employment is made within 30 days after release from active duty.

 

  1. Employee presents certification showing satisfactory completion of service and honorable discharge.

 

 

            Neither vacation nor sick leave time nor credit for years of company service is applied to increased days of vacation or sick leave per year, shall accrue during military leave of absence.  However, any previous years of company service will be carried forward as if a break had not occurred.

 

Upon termination of employment, any unused, unforfeited vacation time will be included in the employee’s final paycheck. Any employee terminating either voluntarily or involuntarily prior to six months service will not receive pay for unused vacation time.

 

Part-time personnel and temporary employees hired for short periods of time are not eligible for paid vacation.

 

 

Maternity Leave

 

BST provides for a Maternity Leave of Absence for regular full-time employees after the 90 day probationary period has been completed.  Employees may take accumulated sick leave for the period of actual physical disability caused by pregnancy, miscarriage, abortion, childbirth and recovery therefrom.

 

A pregnant employee may work as long as her doctor permits, provided that she furnishes written evidence from her physician as to her condition and ability to continue working at her regular job.  The beginning and ending of a maternity leave must be determined by the doctor’s statement concerning the employee’s ability to work.

 

Female employees returning from maternity leave of absence will be reinstated in the same or similar job and at least the same pay if the work is available.  If it is not, she will remain on Leave of Absence in preferential status until the work becomes available or she accepts another job or otherwise gives notice that she no longer desires to return to BST.

 

Application for a maternity leave must be submitted at least two weeks in advance of the anticipated start of the leave. Further, if the employee is granted a maternity leave of absence and desires to return to her same or similar position, she must return to work within 60 calendar days after termination of pregnancy.  The returning employee must also furnish a certificate from her physician.  An employee who does not notify the company in advance of her intent to return or does not return will be considered to have quit her job and will be notified that her employment is terminated.

 

All Maternity Leaves end no later than three months after termination of pregnancy.  Normally return to work would occur 6 weeks or more after childbirth.  If an employee’s job is no longer available or if she is incapable of performing her regular work, the company will use its best efforts to place her elsewhere.

 

 

1099 Income

 

BST has number of incentive plans in place for key employees with special skills such as patent royalties, commissions, bonuses, and profit sharing.   The IRS refers to income other than gross wages or base salary as “unearned” income.  Both “earned” and “unearned” income are computed at the end of each calendar year and reported to the IRS on either a “W-2” statement for earned income and a “1099” statement for unearned income.  These tax income statements will usually be sent to the IRS and to the employee no later than the end of February each year.

 

 

Education and Training Benefits

 

BST also encourages subscriptions to trade publications and membership in professional organizations.  We also encourage department heads and managers to obtain listing of trade meetings so they can alert the company of those dates as early as possible and to sign up for special seminars or training sessions offered at these trade meetings. 

 

If you would like to further improve your skills talk to the Human Resources manager about the company’s policy regarding the possibility of paid educational benefits.  For example many professional organizations offer industry recognized certifications through local private learning centers and a number of local community colleges offer other classes that can improve your skills.

 

Before you can be reimbursed for any course fees for education and/or training as well as be excused for time off from work to attend it must first be approved in writing by BST management.

 

 

Group Insurance Program

 

 

All new regular employees may enroll in the company Group Insurance Program within 90 days of first reporting for work.  If enrolled, the employee will be eligible for benefits on the first day of the 4th month following their date of employment.  Eligible employees may also include their spouse and unmarried children from birth to 19 years of age.  Unmarried children who are 19 to 25 years of age may also be eligible.  Refer to the Group Insurance Plan booklet for additional details.  The voluntary insurance plan is available for enrollment throughout the year.  .

 

Employee’s must provide any required evidence of insurability at their own expense.  The evidence must also be approved by the carrier before the coverage becomes effective.  Current rates and other detailed information may be obtained from the Human Resource department.

 

 

Health Insurance

 

Included in the Health Policy is basic medical and hospital protection for employed personnel.  Dependents as well as individual employee coverage is available if the employee authorizes payroll deductions for the increment relating to additional family members.  More detailed information is available in the Group Insurance Plan booklet.

 

Filing Claims:  Health insurance claim forms are available for employees to initiate processing.  Refer to the Human Resources department.  The statement of claim completed by the employee will be forwarded by the Human Resources.  The department to the insurance carrier for processing.  A copy of the medical invoice should accompany the claim.  The insured employee has the option of either authorized the insurance carrier to pay benefits to the physician or healthcare provider.

 

 

Enrollment

 

One of the most valuable benefits offered to BST employees is the group insurance program.  BST has obtained group health insurance coverage for its employees which provide substantial benefits at little cost to the employee.  Each regular full-time employee is offered the option of participating in this insurance program.  The company pays the major portion of individual premiums for either personal or family plans.

 

            Full-time employees are automatically eligible to participate in this benefit program after 12 successive months of service during which time they worked not less than 1000 hours.  In addition to the company’s contributions to the plan, each eligible employee may also elect to contribute up to a maximum of 10% of his or her salary through a voluntary payroll deduction.  Participating employees become fully vested after six years of continuous service.  The vesting schedule below shows the percentage of each employees allocated share of company contributions to which he or she is entitled as a function of years of service. 

 

Length of Service in Years                    Employee Vested Percentage

1                                                          0%

2                                                          20%

3                                                          40%

4                                                          60%

5                                                          80%

6                                                          100%

 

 

Accident or Injury on the Job

 

All industrial accidents, no matter how minor must be reported to your manager immediately.  He or she will see that the required report forms are completed.

 

 

Industrial Insurance

 

If you experience an injury on the job which requires that you be off the job, your are covered by terms of our Workmen’s Compensation agreement, and you will receive from this coverage a percentage of your normal salary or hourly rate.  BST pays the entire premium for Industrial Insurance.  This required insurance provides a schedule of benefits for the job injury, disability or death.

 

 

Unemployment Insurance

 

State and Federal unemployment insurance costs are paid entirely by the company.

 

 

Social Security

 

Social Security insurance (FICA) requires that a certain percentage of the employee’s earnings be deducted and forwarded to the Federal Government together with an equal amount contributed by the company.  The percentage changes periodically.  If requested the Human Resource department will advise any employee of the current deduction percentage as. early as possible on the same day.  Not only is this a matter of courtesy but a company requirement as well.  Excused absences must be for good and sufficient reasons.  Notification of lateness or absence does not necessarily mean that either is excused.

 

In the absence of your manager report your situation to the Human Resource Officer.    Absence for three or more days without notification or permission is cause for immediate termination of employment.  The company reserves the following rights:

 

  1. To authorized, or to refuse to authorize the advance request of an employee for permission to be absent.

 

  1. To investigate your absence(s) to determine whether it is necessary or justifiable, or for your own welfare to see if you are OK.

 

  1. To deny pay for unauthorized absences.

 

 

Employee Relations

 

New Employee Orientation

 

New employees are welcomed and receive orientation on their first day of work.  At this time both company and departmental related orientation is conducted by first the Human Resource officer and then the immediate supervisor or manager in your assigned department. 

 

Company Orientation assists new workers in the following: 

 

  1. Completion of all necessary forms (W-4, Insurance, etc.)
  2. Explanation of benefits
  3. General information (pay days, rest areas, parking, commuting directions, etc.)
  4. Attendance standards
  5. Time sheet procedures
  6. Distribution of new-hire information

 

Departmental Orientation comprises the following:

 

  1. Welcome and introduction to manager and co-workers

  2. Work hours, breaks, and lunch periods

  3. Familiarization with work area and facilities

  4. Safety rules and location of First-Aid kits

  5. Work procedures and standards

 

Either during or after the orientation period if you have any questions we encourage all employees to refer any questions you may have to your immediate supervisor, department manager, or the company’s Human Resources officer.

 

 

Training

 

There may also be a period of extensive training depending upon the assigned position.  Orientation should not end on the first day of work.  Supervisors are expected to follow-up to insure that new hires have whatever information is needed to support their expected job performance.

 

 

 

 

 

 

Plant Safety

 

In accordance with the Federal Occupational, Safety and Health Act of 1970, BST has provided and will continue to provide a clean, safe, and healthy place in which to work.  The company will also provide necessary personal protective equipment such as gloves, glasses, etc. 

 

If you are injured on the job, you are covered by a state-administered program known as Workmen’s Compensation which provides benefits toward the coverage of medical expenses, short-term loss of income, long-term disability, and/or for death.  You will be assisted by your immediate supervisor in the completion of retired forms.

 

 

Case of Emergency

 

Our company can not instruct anyone on emergency care.  However, those with a position of responsibility for others within the production area are encouraged to take Fire Department approved CPR and other Life saving courses when offered by our local authorities.

 

Call 911: In case of a serious accident or a life threatening injury or illness alert your supervisor or manager immediately to call 911.  Our plant and offices are located in the incorporated area and both fire and police stations are only a few blocks away.  Managers are instructed, after an injury when in doubt as to the employee’s well being call 911.

 

First Aid Kit:  The First-Aid kit is located in the lunch room which is centrally located within the plant.  Please take note of it location during your orientation.  The stainless sink in the lunchroom also includes an eye wash spray  , activated by the button on the side.  Learn how to use it before an emergency.  Cold packs are located in the billing room refrigerator .

 

Machinery Accidents: All machinery in the plant has a RED STOP BUTTON.

If someone is bound by a machine - STOP IT!  Again each case may require different action - stay calm and try to use you best judgment.  For example, look to see that by stopping the machine it will not cause further injury.

 

Bleeding:  If someone is bleeding due to an open wound.  Apply pressure and/or apply a tourniquet to stop the bleeding.

 

Electrocution:  Do not touch the person - use a belt or your shirt or some other insulated apparatus to pull them away from the electrical connection.

 

Keep the Injured Person Warm:  Comfort the injured person and keep them warm - you will find a blanket near the First Aid Kit.

 

When the Aid Car Arrives:  When the authorities arrive clear the area so they can do their work unhampered.   Managers are instructed to pull the employee’s jacket for any medical information it may contain.

 

Injury to Eyes:  When working around chemicals or flying foreign particles all employees are instructed to wear eye protection provided.  However, if injury occurs either from chemicals or foreign matter in the eye(s).  Use the eye washer immediately to wash away such materials.  For all serious eye injuries managers are instructed to call 911.

 

Minor Cuts or Burns:  Most injuries that occur in our type of industry are incidents that involved cuts or burns to fingers.    If the employee injury is only a cut or burn and that employee wishes to seek medical attention without calling 911, we will assist with arrangements for transportation.

 

 

Energy Conversation

 

It is a fact that when a company makes more profit they are better able to be more generous to their employees - better pay, better benefits, etc.  BST has very high power rates and the more money we can save by judicious use of air conditioning on low settings will help in that regard. 

 

 

Premises Security

 

The company has three main concerns regarding plant security - fire, theft, and vandalism.  As a small company, if we have to replace equipment or repair property damaged due to fire, theft, or vandalism - all employees will be directly impacted.  If an incident is bad enough it could potentially result in either permanent or temporary layoffs. 

 

Our Plant Maintenance Manager work special hours.  He starts one-half an hour prior to the first shift for regular employees and is the last person to leave at night.  In addition to equipment maintenance he opens and closes down the office and plant each work day.  

 

To assure an effective program, all employees are expected to observe and abide by the required safety rules and regulations, and to report any potentially hazardous or unsafe condition that may occur.  Any accident, no matter how slight, is to be reported to your immediate supervisor or manager at once.

 

Industrial illnesses and accidents are covered by Workmen’s Compensation Industrial Insurance.  Under state law, no employee is allowed to work in the plant without a supervisor on the premises.

 

FIRE EXITS:  In case of fire or other emergency exit may be by either of the rear doors to the terrace or the front door.

 

EXTINGUISHERS:  BST has fully charged fire extinguishers in the hall closet and the closet in the large examining room.  Please familiarize yourself with their location during orientation in case of spot fires.

 

Potential Hazards:  Please remember to unplug coffee makers when not in use, keep flammables in storage lockers and away from heat or flame, and to turn OFF any space heaters before your shift ends.  Leave only one bank of lights ON in each department and turn OFF all office and plant equipment.

 

Employees are instructed to keep all rear doors locked and widows closed.  Entry from the rear is not allowed.  Absolutely No Sales Reps or Solicitors of any kind are permitted access without prior appointment.  No one is to be admitted to the premises without prior appointment or manager’s approval. 

 

Non-Compete and Non-Disclosure Agreements

 

When you are hired for a position having to do with product development you may be required to sign a Non-Compete & Non-Disclosure Agreement as condition of your employment.   This may be when you first apply for work or after a transfer into another department.   Key employees may also be obligated to respect confidentiality under their employment agreement.

 

 

Visitors

 

Entry into BST facilities is by appointment only.  All visitors are required to sign our Visitors Log Book and are issue a visitors badge.  The log and badges are processed by the front office secretary. 

 

 

Communications (Bulletin Boards)

 

The company Bulletin Board is located in the billing office.  This board is primarily for official notices.  Please keep it free for personal notes or solicitations.  A Safety Bulletin Board is located near the time clock for OSHA, state and federal notices in addition to a summary of industrial accidents or illnesses.  The bulletin boards are to keep you informed.

 

 

Employee Activities

 

BST sponsors an office Christmas party.  Volunteer committees organize and carry out the events while the company defrays the expense.

 

 

Anniversary Recognition

 

As your value to the company increases with continued years of loyal service, the company recognizes and honors this event with the presentation of a service pin and a personal gift after completion of five, ten, and fifteen years of service. 

 

 

Wage and Salary Administration

 

 

Time Cards

 

All employees on an hourly rate in the production department are required to record time worked on a time card.  The payroll time clock is located on the wall near the Production Manager office.  Each card will have your name on it as well as a payroll account number.  Make sure you match your card number with the number on the time card slots.   The Payroll Clerk will place new time cards after the completion of each pay period and prior to a new employee reports for work.

 

Card Review:  The production manager may from time to time pick up time cards during the work day to take note of incremental times spent on an assembly task for example.  He may even place a number on your card which represents the item you are working on.   Another name for this is Work Measurement Studies.  This is how the company does its costing. Direct Material, Freight-In, Direct Labor, and Factory Burden Rates which vary due to plant capacity are how we determine CGS (Cost of Goods Sold).    In addition to this total cost we must also add our incremental administrative, selling, and engineering amortization cost as well as a reasonable profit to arrive at a selling price - hopefully one that will prove competitive in the marketplace.   The cards are usually placed back into the time slots before you need to clock out, but if not see the production manager.

 

 

Time Card Policies

 

All hourly wage earners must use the time clock to record their work time.  If workers leave the plant during work hours or during lunch time they must clock out and back in when they return.  Please notify your manager in such cases.

                                   

Overtime will not be paid unless your manager’s initials are marked on the time card near the time worked line.  In addition to regular hours worked, overtime hours must be shown.  Your supervisor or manager will explain the appropriate procedures and answer any questions you may have.

 

 

Time Sheets

 

All salaried employees are responsible for recording their time worked and related charge numbers on payroll time sheets.  You do not need to turn these time sheets into payroll in order to get paid.  These sheets are for project planning, budgeting, and scheduling purposes.  You may, however be asked to bring them to management meetings.

 

 

Hourly and Salaried Employees

 

The wage and hour laws recognize two distinct categories of employees, to which different compensation rules apply.  These are HOURLY (non-exempt employees) and SALARIED (exempt employees).  The main difference between these categories is that hourly employees must be paid time-and-one-half for overtime, while salaried employees are not subject to this requirement. 

 

Salaried employees at BST include supervisory, administrative, and professional employees whose responsibility is based on getting the job done.

 

There is a third category at BST - that of SALARIED NON-EXEMPT.  These are employees usually in highly skilled semi-professional positions (support staff) which do not meet all of the legal criteria for exempt status and therefore must be paid time and one half for overtime, but work under somewhat more flexible rules than hourly.  Your supervisor can provide you with more details concerning your specific situation.

 

Reclassification issues:

 

  1. Part-Time to Regular Employee’s seniority date for the purpose of benefit programs is the date of reclassification.  There will have been no accumulated credit for vacation or sick leave while on part-time status.
  2. Temporary to Regular Employee’s seniority date for the purpose of benefit programs is the date of reclassification.  No service credit will be given for the period of temporary employment.

 

  1. Regular to Part-Time or Temporary Coverage in all benefit programs ceases or continues in accordance with the provisions of each plan.  Seniority also ceases to accrue while on Part-Time or Temporary status.

 

  1. Part-Time to Temporary or Temporary to Part-Time No change in status other than that spelled out in the Benefit Program Eligibility section.

 

 

Payroll Time Recording

 

The time card or time sheet (by charge number) is a valuable record used not only to determine your pay, but is important cost information for accounting statements as well as to set prices for our products.

 

 

Performance Review

 

It is the policy of BST to pay fair wages in line with job requirements and performance on the job, consistent with those in similar industries.  BST has a formal wage and salary program to help ensure that you are equitably paid for services rendered.  Changes in wage or salary are accomplished by means of periodic reviews and are based on the merit system.

 

Department heads will be required to meet with management on Monday morning to report their performance, offer feedback, and to participate in the planning and scheduling of task assignments.  Following these meetings, all department heads are expected to implement those plans with the managers or staff in their respective departments.  Check for meeting times posted on the Meeting Bulletin Board.

 

If you are a department head or a manager you will be expected to come to these meetings prepared to both report to all those in attendance and take notes.  Management will expect these reports to be brief, concise, and factual.  Minutes will be taken of each meeting to promote continuity and keep everyone focused - first old business than new.

 

Each employee will receive a performance appraisal and salary review by their immediate supervisor or manager at periodic intervals.  Normally, hourly employees are reviewed every six months, and salaried employees are reviewed annually.  Exceptions to this practice may be made in the case of certain trainees, outstanding work performance, promotion or reassignment, etc.

 

Salary reviews are based on performance in relation to the position and internal and external competitive conditions.  These reviews are intended to communicate to the employee an awareness of past and present progress and also ways to increase performance if necessary.

 

 

 

 

Your Paycheck

 

Payday for all hourly and salaried employees is every two weeks on the Friday following the end of each full two-week period, up to the end of the month.  Paychecks are distributed by your supervisor or department managers.  If payday falls on a   holiday, checks will be distributed on the day before.

 

If you detect a discrepancy in your paycheck, you should either refer the matter to your immediate supervisor or manager or to the payroll clerk as soon as possible for clarification or correction.  If you work part-time, your pay is always by the hour.  Your part-time hourly rate per hour is computed by dividing normal monthly salaries by 174 hours.

 

 

Deductions

 

State and federal laws require the company to deduct a portion of payroll taxes and other involuntary deductions from your paycheck.  The IRS also requires employees to complete a W-4 at least once a year with standard or itemized deductions.  Our payroll clerk will keep you informed, but it is your responsibility to comply.  The following are examples of involuntary and voluntary deductions:

 

Involuntary:

 

U.S. Income Tax Withholding:  A federal government requirement based on your wage or salary and the number of dependents you claim.

 

Social Security (FICA):  A federally required deduction used to finance the government’s program of old age, disability and survivor’s benefits.  BST matches your contribution.

 

State Medical Aid Insurance:  A state requirement to help offset industrial accidents and illness expenses.  This minimal expense is shared equally by the company and employee.

 

Voluntary:

 

Health Insurance: Approximately 70% of the premium for the employee is contributed by BST. The remainder (spouse and dependents) is covered by payroll deduction.

 

 

Attachment and Garnishment of Wages

 

Garnishments are usually an indication of financial mismanagement are therefore a reflection on the employee, unless for prior medical expenses.  By state law, any employee who causes more than two garnishments for different debts to be served on the company within a calendar year may be discharged at the company’s option.

 

Once a legal garnishment is issued to the company, BST has no choice but to comply with the Court Order regarding the employee’s paycheck.  The company and its management can sympathize with an employee who has a debt problem, buy strongly urges the affected employee seek professional debt counseling - prior to the point of garnishment.

 

 

Change of Work Status

 

 

The following work status changes are recorded as they occur in the appropriate company and employee files:

 

            Promotion 

            Demotion

            Transfer (reassignment)

            Reduction in Workforce (Layoff)

            Termination (Voluntary & Involuntary)

            Dismissal - Review Board Transcripts

            Retirement

 

 

Promotion

 

It is the policy of BST to give preferential consideration to active employees whenever possible before looking outside the company to fill vacancies or newly created positions.  Every effort is made to select the best qualified person for each available position.  The management of BST continually attempts to recognize the suitability of its employees for promotion to a more responsible assignment.  Our employees are also encouraged to submit any information on continued education or training before or after hire that may enable them to qualify for future promotions.  This information will be retained in their personnel folder.

 

 

Demotion

 

A demotion is a change in employee work status involving a reduction in pay, job duties and responsibility or both.  BST does not demote as a result of disciplinary action.  If things are that bad we will instead terminate employment.  However, if during the probationary period an employee and supervisor together agree that the employee is better suited for a less demanding position; under these conditions BST will accept a demotion in the employee’s status.  All other demotions will be a result of company reorganization or unforeseen economic pressures.  Such cases may be either temporary or permanent depending upon each individual situation.

 

 

Transfer

 

Employees desiring a permanent transfer within or outside their present department are encouraged to make their request known to their immediate supervisor, manager, or to our Human Resource officer.  Transfers will be granted only if they are in the best interest of the company.  Major considerations will be the qualifications of the employee.

 

In addition to employee initiated transfer requests, it may be necessary for the company to require temporary or permanent transfers for business reasons.  These will be discussed with the affected personnel before hand and every effort made to accommodate employee problems and desires in connection with a transfer.

 

Work Shift Transfers:  When employees are hired they are not guaranteed day shift or swing shift status permanently.  The company reserves the right to transfer an employee to an alternate work shift without extra compensation, unless the company elects to offer extra pay incentives.  Formation of swing shifts may come and go with fluctuations in backlogged orders.

 

 

Reduction in Work Force (Layoff)

 

Every effort will be made to retain and/or transfer as many employees as possible in order to avoid a layoff of its core employees.  However, if it is necessary to reduce the company’s work force for any period of time due to lack of work permanent employees laid off will receive a minimum of two weeks advance notice whenever possible.  If it is determined that an employee may be recalled within six months, he or she will be placed in a “layoff” status whereby the affected employee may elect to retain all accumulated benefits such as vacation, sick leave, and profit sharing. In addition, the laid-off employee may elect to continue his or her group insurance coverage for an interim period of 3 months by paying the employee’s portion of premiums, or may exercise the policy’s conversion privilege.

 

If an employee is not recalled within six months or is not expected to be recalled within six months of the layoff, then the employee will be officially terminated.  The major factors that will be considered for laying off or recalling employees are first, job performance, and second, seniority if all other factors are equal.

 

 

Termination (Voluntary & Involuntary)

 

It is the company’s intent to provide continuous employment to all of its employees.  However, conditions may arise which necessitate the involuntary termination of an employee as a result of disciplinary action, lack of work, inability to perform or other justifiable reasons.  Separations are either voluntary or involuntary.  Involuntary separations are initiated by the company for just cause.

 

 

Exit Interview

 

All employees have a right to an Exit Interview.  During the exit interview, each employee will be advised of his or her accrued and applicable benefits and insurance status, and given their final paycheck.  Each employee will receive a copy of this exit interview form for the State Unemployment Agency or their own records.  .

 

Terminating employees will be responsible for returning all company property in their possession such as tools, equipment, samples, files, documentation, keys, badges, or manuals, etc.  A check list will be provided to each terminating employee for his or her completion. 

 

Any draws taken in advance of earned time will be payable within 30 days.  Any draw pay or credit the company has provided with be taken from the employee’s final paycheck. Insurance benefits may be continued for up to 3 months after starting leave, if the employee makes prior arrangements to pre-pay the employee’s portion of the premiums.

 

 

Retirement

 

BST does not have a mandatory retirement policy.  We believe that the only requirement for continuing employment, regardless of age, should be willingness and ability to do the job, measured by performance.

 

However, for the health and safety of all our employees, those desiring to work past age 65 must submit a doctor’s statement as to their fitness for employment and any physical or other limitations, on their 65th birthday and annually thereafter.

 

Resignation and retirement are initiated at the request of the employee.  Employees terminating voluntarily are expected to give the company at least two weeks advance notice so that a replacement can be obtained and phased in without any undue disruption.  Managers may be expected to give additional advance notice as may be provided for in their employment agreements

 

 

Change of Personal Status

 

W-2 & 1099 Notices

 

It is important to keep our records and change in personal status about employees up-to-date.  It is the responsibility of each employee to promptly notify their manager or the company’s payroll clerk about changes in personal status that may affect tax reporting, such as:

 

            Current Address

            Number of Dependents

            Name Change - through marriage or otherwise

            Marital Status

 

The company, according to the IRS is only responsible to send end-of-the-year tax (W-2 & 1099) statements of earnings or other income to the last known address provided by the employee.  Therefore, if you leave employment with our company before the end of the calendar year, please notify BST of any changes until you get your final statements.  Other information or change in personal status is important also, such as:

 

            Telephone Number

            Insurance Beneficiary Changes

            Person to notify in case of accident or illness (name, address, phone)

            Military Status

            Legal notices that could affect your earnings

 

 

Company Contact Information

 

BioSculpture Technology, Inc.

Tel: (212) 977-5400

120 Central Park South

Fax: (212) 586-9529

New York, N.Y.  10019

 

http://www.biosculpturetechnology.com

info@biosculpturetechnology

 

[Rev 1: 9/29/03]



[1] Reflects corporate hierarchical structure as of 9/29/03