2018 Employee Handbook: New Employee Benefits

With a new year comes a new employee handbook and new employee benefits. The most notable new benefit helps our important working mothers! Beginning January 1, 2018, we’re offering six weeks of fully paid maternity leave, beginning on the date of the child’s birth, to full-time mothers with one or more years of service (at time of delivery). It’s a policy that was created to provide additional support for our working mothers with growing families by allowing for more paid time off for recovery upon the arrival of their newest additions.

Building on a culture of recruiting and retaining the most talented individuals in the market, the company’s new paid maternity leave policy is a reflection of our focus on providing employees with a family-friendly atmosphere and one that makes life a bit easier for our working mothers.  To apply for the new maternity leave program, please contact Human Resources.

The new handbook also addresses:

  • Non-owned vehicle policy
    • A separate policy in place to ensure employees meet certain company standards if they are frequently driving for company business. All company employees who operate non-owned vehicles must review and acknowledge receipt of this policy prior to operating a non-owned vehicle on behalf of the business.
  • Workplace accommodations
    • In accordance with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA), if you feel that you need an accommodation in your position, please contact Human Resources.
  • Not using personal email addresses to conduct business
    • To ensure cyber security for both the company and our clients, American Structurepoint employees are prohibited from using their personal email accounts to conduct any sort of business matters or use for correspondence with clients.
  • Modifications to the authorized time off (ATO) policy
    • Maternity leave will no longer be covered under ATO, but ATO can be used to cover other employee extended illnesses. See page 16 in the Employee Handbook for more information.
  • Modifications to the harassment prevention section
    • Providing an environment free of sexual and other forms of harassment applies to the workplace as well as company-sponsored social events. These prohibitions apply not only to spoken or written words but also to email, text messages and social media posts that are about or may be seen by employees, clients, etc.

To access the entire Handbook, click here.

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