time away from work section 3 · 2020. 8. 26. · revised february november 2019 time away from...

Revised February November 2019 Time Away from Work Section 3 and Other Benefits

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Associate Benefits Our company has developed a comprehensive set of associate benefit programs to supplement our associates' regular wages. Our benefits represent a hidden value of additional income to our associates. This Associate Handbook describes the current benefit plans maintained by the company. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling. The company reserves the right to modify its benefits at any time. We will keep you informed of any changes.

Holidays Our company normally observes the following holidays during the year; however, Garner Trucking, Inc. (GTI) is a 24/7 operation and so, it is NOT guaranteed that you will have the holiday off. It is only guaranteed that you will be paid for the holiday, if eligible.

1. The following are the days that GTI notes as paid holidays each year:

a. New Year’s Day

b. Memorial Day

c. Fourth of July

d. Labor Day

e. Thanksgiving Day

f. The Friday after Thanksgiving*

g.f. Christmas Day

h.g. Associate’s Birthday: i. Must request day off at a minimum of two (2) weeks in advance, but

request DOES NOT guarantee approval.

1. Over-the-road/Local/Dedicated Drivers

a. Must use within their birth month.

b. Birthday will reset each year, on the first of the

applicable birth month.

c. If not used by the end of the associate’s birth month, the unused birthday will be paid out accordingly.

3.2. 4 on / 4 off Drivers

a. Birthday will only be paid out

b. Birthday will reset each year, on the first of the

applicable birth month.

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(Drivers pay is calculated on your prior year’s wages) ^**

If employed less than a year, pay is based on an average of number of weeks currently worked/paid using the same guidelines above **

4.3. Support Staff (Office & Shop Associates)

a. Must use within the calendar year, as applicable.

b. Birthday will reset the first of each year.

c. If not used by the end of the year, unused birthday will

be paid out accordingly.

2. If one of the above holidays falls on a weekend, it will be scheduled in

accordance with the needs of the company.

3. Full-time associates are eligible for paid holidays after completing their

introductory period (90-day introductory period). Eligibility DOES NOT guarantee

that you will have the day off. Eligibility only guarantees that you will be paid for

the holiday.

a. Exempt associates will receive holiday pay in compliance with state and

federal wage and hour laws.

b. Non-exempt (hourly) associates must work their scheduled workday

before and after the holiday to be paid for the holiday, unless they are

absent with prior permission from their supervisor.

c. Drivers must work their scheduled workday before and after the holiday to

be paid for the holiday, unless they are absent with prior permission from

their supervisor.

d. If an associate calls off work the day before or after a holiday, they are not

eligible for holiday pay.

^ **NOTE: Wages are determined by calculating all your wages for the year, which would include

regular wages, per diem, bonus, vacation, holiday, detention and breakdown pay. Wage calculation will NOT include reimbursements or the company H.S.A. contribution. Your vacation pay amount will be

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provided to you on your last settlement sheet for December, approximately two (2) weeks after December 31, each year, since our payroll is two (2) weeks behind

Example 1: You earned $58,903.47 in 2017, Divide by 52 weeks = $1,132.76 per week pay rate, Divide

the per week rate by 5 days (since a vacation week is 5 days) to get the daily rate of $226.55.

Example 2: You have been employed for 15 weeks and have earned $14,670.00 which will be divided

by 15 weeks = $978.00 per week rate, divide the per week rate by 5 days to get the daily rate of $195.60.

^ NOTE: Wages are determined by calculating all your wages for the year, which would include

regular wages, per diem, bonus, vacation, holiday, detention and breakdown pay. Wage calculation will NOT

include reimbursements or the company H.S.A. contribution. Your vacation pay amount will be provided to

you on your last settlement sheet for December, approximately two (2) weeks after December 31, each year,

since our payroll is two (2) weeks behind

Example: You earned $58903.47 in 2017, Divide by 52 weeks = $1132.76 per week pay rate, Divide

the

per week rate by 5 days (since a vacation week is 5 days) to get the daily rate of $226.55.

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4. Company Closure Days: If GTI elects to close the office/shop, in

conjunction with a holiday or any other day deemed necessary by the company, these

days are non-paid days off, unless otherwise noted.

a.1. Exempt associates will be paid in accordance with state and federal wage and

hours laws.

b.2. For non-exempt (hourly) associates, these days are unpaid, per state and

federal wage and hour laws, unless vacation or paid personal time is used.

i.a. Day After Thanksgiving **

1.i. Company closure day

2.ii. Paid day for hourly Support Staff (Office and Shop Associates)

only.

*Designates non-paid company closure day

*Designates non-paid company closure day for Drivers

Requesting Time Off Associates may request time off on the web site forusing the Paycor website:, www.paycor.com, as follows:

• . Log in to www.paycor.com

• Select the “Me” tab

• Then select “Time and Attendance”

• On the “Request Time Off” Button hit the drop-down arrow and select one of the following:

o Request Full Day o Request Partial Day o Request Consecutive Days

• DATE: o After making the appropriate selection above, under “Date,” enter the

date you wish to request off. o If consecutive days, you will need to enter “Starting” and “Ending”

dates.

• HOURS: o Enter the number of hours you will be taking off. System automatically

populates this box with 8 hours, but you need to ensure that you note the correct number of hours you are requesting.

▪ To be off work for ONE day, you will need to enter 8 hours. ▪ Two Days = 16 hours ▪ Five Days = 40 hours, etc.


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• BENEFIT: o Enter the type of time you will be using as follows:

▪ Personal – Staff & Mechanics ONLY ▪ Unpaid Time ▪ Vacation ▪ Birthday

• NOTES: o Please enter a note as to why you are requesting the time:

▪ I.e. I have a doctor appointment at 0900. I can return to work around 1300 after the appointment, etc.

• Hit the “OK” Button to submit your request. ➢ Once signed into the employee’s personal information page of the web site, go to the tab marked Time & Attendance, select Employee Self Service. On the left-hand side of the screen, you may select Request Full Day, Partial Day or Consecutive Days. Once you make the selection, you will be on the Enter Time Off Screen. In this screen, you need to select date or multiple dates, the amount of time will automatically populate 8 hours, but you need to insure you put the correct number of hours requesting (i.e. two full days off equals 16 hours). Then you need to select the type of time requesting (i.e. vacation, unpaid time off, birthday, etc.). You may also put notes into the time off request (i.e. doctor appointment or need to be off in a.m., but can begin work at noon, etc.). Once finished filling in the boxes, at the bottom of the page, hit Okay. Once you hit Okay, your request will go to your supervisor for them to approve and/or disapprove. NOTE: For requests involving more than one pay week (Saturday through Friday) you must complete additional and separate requests. All requests for time off must be submitted a minimum of two (2) weeks in advance. A request for time off DOES NOT guarantee approval. Operational requirements will be taken into account when granting or denying days off.

➢ Checking Status of Time Off Request and Other Information: In

the same screen as above, you will also see several other tabs that will provide information concerning time off as follows:

o Activity tab notes times you accessed system and the time off requests that you have submitted. It also shows if requests are approved or denied.

• Calendar tab will show dates of time off requests; and whether they were declined and/or approved.

o• Time Card tab is only applicable if you have to clock in and out.

• Leave Requests tab will display a history of requests and whether they are approved or declined.

▪ If pending, in this same tab, you may click on the scissors to cancel the request





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▪ If approved, in this same tab, you may click on the reverse arrow to cancel the request. You MUST check the “Please Confirm” box and then hit “OK” to cancel the request.

o• Schedules tab is only applicable if you are on a specific schedule; and it allows you to see what hours you will be working or not.

o• Personal tab just notes personal information such as hire date and employee number.

o• Benefits tab displays how much available time you have to use (i.e. 40 hours vacation, 8 hours birthday, etc.).

o• Archives tab provides a history of certain information such as when and time logged in, benefit balances, etc.as transactions, benefit balances, etc.

o• Leave RequestActivity tab displays all the leave requests you have submitted and their status.all activity of when you logged into the system and what you did.

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Personal Emergencies and Other Absences In cases of emergency, contact your immediate supervisor or driver manager as soon as possible for advice on how to proceed. In emergencies, time off may be requested without notice and will be reviewed and approved on a case-by-case basis. Remember, lack of planning, does not necessarily constitute an emergency! Sickness/illness: If you become ill and are unable to work as scheduled, you must contact your immediate supervisor or driver manager at least one (1) hour before your scheduled shift is due to begin (i.e. if you are expected to be to work at 8:00 a.m., you must call/contact your immediate supervisor at 7:00 a.m.). If you become ill while at work and need to leave early, contact your supervisor and/or driver manager immediately. Injury: If you are injured while at home and/or off work and are unable to work as scheduled, you need contact your immediate supervisor or driver manager prior to the start of your scheduled shift, but as soon as humanly possible. All work-related injuries MUST be reported to the Human Resources Department immediately (i.e. at the time of the actual incident regardless of whether or not you need to seek medical attention). Reporting Absence(s): Any time you need to call off work for illness, injury, or other personal emergencies, you MUST contact your immediate supervisor or driver manager directly. Calling and/or emailing the office is insufficient. Your direct/immediate line supervisor MUST be informed of your pending absence. In addition, three (3Four (4) unexcused absences, within one year, will result in termination of employment (see Attendance and Punctuality Policy for complete details section 4, page 1, of this book). Human Resources (HR) should also be made aware of your absence(s). Additional paperwork may need to be completed for benefits such as FMLA or short term disability. In addition, a medical return to work notice may need to be submitted to HR prior to you being able/allowed to return to duty (i.e. if absent for three (3) days or if you are ordered off work by a doctor, dentist, etc. or visited an emergency room for treatment).

Unpaid & Paid Time Off Personal time for full-time associates is as follows:

Unpaid Time 1. 4/4 Drivers


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a. Not eligible. b. All appointments, etc., must be scheduled on days off

b.

c. In cases of emergency, such as illness or funeral/bereavement, time off may be requested without notice, and will be reviewed and approved on a case-by-case basis. A request does not guarantee approval. Operational requirements will be taken into consideration.

i. Must contact supervisor/driver manager as soon as emergency occurs ii. Must follow up with Human Resources (HR) immediately. After hours,

must contact HR at the start of the next business day. c.iii. Lack of planning does NOT constitute an emergency.

e.d. A medical slip must be provided:

a. For each day absent, prior to you returning to work. i. If you are off work for three (3) or more consecutive working

days. ii.i. If you call off work; and/or visit a medical doctor, dentist,

emergency room, etc. regardless of the number of days off work.

2. Over-the-road/Local/Dedicated Drivers

a. Receive 24 hours of Unpaid Time as follows: i. 1 day (8 hours) after 30 days of full-time employment ii. 2nd day (8 hours) after 60 days of full-time employment iii. 3rd day (8 hours) after 90 days of full-time employment

b. Max of three (3) days/24 hours c. Balance resets the first of each year d. Unused time cannot be carried over to the following year e. May be used for illness, funeral and bereavement, medical, dental, and vision

appointments, or other personal business, as applicable i. In cases of emergency, such as illness or funeral/bereavement,

Personal Time may be requested without notice, and will be reviewed and approved on a case-by-case basis. A request does not guarantee approval. Operational requirements will be taken into consideration.

1. Must contact supervisor/driver manager as soon as emergency occurs

2. Must follow up with Human Resources (HR) immediately. After hours, must contact HR at the start of the next business day.

i.3. Lack of planning does NOT constitute an emergency. f. May be used in whole day (8 hours) increments or in hour increments g. May not be used in conjunction with a holiday or vacation h. Appointments and other personal business should be scheduled at least two

(2) weeks in advanced, using the Paycor website at www.paycor.com. i. Select day you want off in the date section. ii. Note time that you wish to use in the Amount of Time section

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1. 8 hours equals one (1) full day off 2. Use 1 hour if you need your schedule adjusted for a doctor’s

appointment 3. Under Personal Time, click on the dropdown arrow and select

“Unpaid Time.” 4. In Notes

a. Note reason for time off in box provided a.

b. Note when you need the time and when you can work i. i.e. Doctor appointment is at 0900, I can work

beginning at noon, etc. c. Failure to note reason could result in declination of your

request 5. Your Supervisor must approve or decline all personal time

requests a. Supervisor is the Operations Director

i. A medical slip must be provided: i. For each day absent, after all personal time has been used, prior to

you returning to work. ii. If you are off work for three (3) or more consecutive working days.

iii.i. If you call off work; and visit a medical doctor, dentist, etc. iv.ii. If you are ordered off duty by a medical doctor, dentist, eye doctor,

chiropractor, etc. regardless of the number of days off. iii. If you call off work due to medical emergency.

v.iv. If you leave work early for a medical issue and/or emergency.

Paid Personal Time

Office & Shop Associates 1. Receive 24 hours of Paid Personal Time

a. 1 day (8 hours) after 30 days of full-time employment b. 2nd day (8 hours) after 60 days of full-time employment c. 3rd day (8 hours) after 90 days of full-time employment

2. Max of three (3) days/24 hours 3. Balance resets the first of each year 4. Unused time cannot be carried over to the following year and will not be paid out

if not used 5. May be used for illness, funeral and bereavement, medical, dental, and vision

appointments, or other personal business, as applicable 6. May be used in whole day (8 hours) increments or in hours or, half hours, or 15

minute increments. a. Anything more or less will be rounded accordingly

7. May not be used in conjunction with a holiday or vacation unless the Personal Time will be used for personal business as noted above or if there is a scheduled company closure (i.e. half day on Christmas Eve or New Year’s Eve, etc.)



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8. Appointments and other personal business should be scheduled at least two (2) weeks in advanced, using the Paycor website at www.paycor.com.

a. Select day you want off in the date section. b. Amount of Time note the amount of time you wish to use.

b. c. Under Personal Time, click on the dropdown arrow and select “Personal” d. In Notes

i. Note reason for time off in box provided. ii. Failure to note reason for personal time could result in declination

of your request. ii.

e. Your Supervisor must approve or decline all personal time requests. 9. In cases of emergency, such as illness or funeral/bereavement, Personal Time

may be requested without notice, and will be reviewed and approved on a case-by-case basis.

10. A medical slip must be provided: a. For each day absent, after all personal time has been used, prior to you

returning to work. b. If you are off work for three (3) or more consecutive working days. c.a. If you call off or leave work; and visit a medical doctor, dentist, etc. d.b. If you are ordered off duty by a medical doctor, dentist, eye doctor,

chiropractor, etc. regardless of the number of days off.

f.c. If you call off and/or leave work due to a medical emergency. g.d. If you are injured and/or prescribed a new medication.

Vacation Garner Trucking’sg, Inc.’s vacation policy is as follows and is applicable to all full-time associates. Vacation requests must be submitted, to your supervisor, at least two (2) weeks in advanced, using the Paycor website at www.paycor.com. Vacation requests are granted, taking into consideration operating requirements. Requesting time off DOES NOT guarantee it will be approved. Length of employment and operational requirements may determine priority in scheduling vacation times.s. In cases of emergency, day(s) may be requested without notice, and will be reviewed and approved on a case-by-case basis.

a. Must contact supervisor/driver manager as soon as emergency occurs b. Must follow up with Human Resources (HR) immediately. After hours,

must contact HR at the start of the next business day. c. Lack of planning does NOT constitute an emergency.

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Calling off work because your vacation request was denied is subject to termination of employment. Please see Call Off/Unexcused Absences, Section 4, Page 2, of this book. Full-time associates, without a lapse in employment, are eligible for paid vacation time as follows:


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Over-the-Road (OTR)/Local Drivers & Support Staff: **^

Service Time Vacation Time

6 months - 1 year 3 days/24 hours - will carry over if not used, but must use within the 1st two

years of employment

1 year 1 week/5 days/40 hours

2-5 years 2 weeks/10 days/80 hours

6-9 years 3 weeks/15 days/120 hours

10+ years 4 weeks/20 days/160 hours

(Drivers pay is calculated on your prior year’s wages) **^

1. Vacation is calculated based on your anniversary date. 2. Must use at least one (1) week/five (5) day/40 hours of accrued vacation time.

3. Vacation cannot be carried over to the following year. 4. Any unused vacation time will be paid out at the end of the anniversary year in

which the vacation was earned, except the one (1) week/five (5) days/40 hours required to be used each year.

5. If requests for vacation are over a holiday week, you will be paid for the number of vacation days requested and the holiday, if applicable.

6. Vacations can be taken one day at a time or multiple days at a time.

7. Requests for less than half days will not be granted.

8. Eligible associates who provide at least two (2) weeks-notice of their resignation will be paid for accrued but unused vacation, unless state law dictates otherwise. If employee does not give notice of resignation, the employee will not be paid for accrued but unused vacation time upon termination.

9. If you elect to switch to a 4x4 schedule, you will be required to follow the 4 On / 4 Off vacation schedule noted below. If your seniority dictates that you have additional weeks of vacation, the additional weeks will be paid out on your next anniversary date.

Dedicated Shuttle Drivers ** 1. Earn vacation as noted above; however, should use and/or plan vacation during

shutdown(s). 2. If no vacation is available to use during shut down, dedicated shuttle driver may

choose to go over-the-road for the shutdown or stay at home without pay during the applicable time-period.

**Wages are determined by calculating all your wages for the year or the number of weeks employed, if less than a year, which would include regular wages, per diem, bonus, vacation, holiday, detention and breakdown pay. Wage calculation will NOT include reimbursements or the company H.S.A. contribution. Your vacation pay amount will be provided to you on your last settlement sheet for December.


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4 On / 4 Off Drivers **

Service Time Vacation Time

1 year+ 1 week/5 days/40 hours

(Drivers pay is calculated on your prior year’s wages) **^

1. Earn one (1) week/five (5) days/40 hours of vacation after one (1) year of employment.

2. Regardless of years of service, may only ever earn one (1) week/five (5) days/40 hours of vacation.

3. Any unused vacation time will be paid out at the end of the anniversary year in which the vacation was earned.

4. If requests for vacation are over a holiday week, you will be paid for the number of vacation days requested and the holiday, if applicable.

5. Unused vacation cannot be carried over to the following year.

6. Vacations can be taken one day at a time or multiple days at a time.

7. Requests for less than half days will not be granted. 8. Eligible associates who provide at least two (2) weeks-notice of their

resignation will be paid for accrued but unused vacation, unless state law dictates otherwise. If employee does not give notice of resignation, the employee will not be paid for accrued but unused vacation time upon termination.

9. If you elect to switch to 5x6 OTR, your vacation will be based on seniority as noted in the OTR & Support Staff chart above. Eligibility will be effective on your next anniversary date; and from that date, you need to continue as a 5x6 OTR driver for an additional six (6) months before you may elect the 4x4 schedule again.

a. i.e. Hire date is April 7, 2014. October 1, 2017, you switch to 5/6 OTR. On April 7, 2018, you will earn two (2) weeks/ten (10)/40 hours of vacation because you have been employed with GTI for four (4) years. On October 7, 2018, you would be eligible to switch back to 4x4.

^ NOTE: Wages are determined by calculating all your wages for the year, which would include regular wages, per diem, bonus, vacation, holiday, detention and breakdown pay. Wage calculation will NOT include reimbursements or the company H.S.A. contribution. Your vacation pay amount will be provided to you on your last settlement sheet for December, approximately two (2) weeks after December 31, each year, since our payroll is two (2) weeks behind

Example: You earned $58903.47 in 2017, Divide by 52 weeks = $1132.76 per week pay rate, Divide the per week rate by 5 days (since a vacation week is 5 days) to get the daily rate of $226.55.

Eligible associates who provide at least two (2) weeks advance-notice of their resignation will be paid for accrued but unused vacation, unless state law dictates otherwise. If employee does not give advance-notice of resignation, the employee will not be paid for accrued but unused vacation time upon termination.



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**Wages are determined by calculating all your wages for the year, or the number of weeks employed, if less than a year, which would include regular wages, per diem, bonus, vacation, holiday, detention and breakdown pay. Wage calculation will NOT include reimbursements or the company H.S.A. contribution. Your vacation pay amount will be provided to you on your last settlement sheet for December.

Jury Duty Associates summoned for jury duty are granted an unpaid leave in-order-to serve. Exempt associates may be provided time off with pay when necessary to comply with state and federal wage and hour laws. Make arrangements with Human Resources as soon as you receive your summons. We expect you to return to your job if you are excused from jury duty during your regular working hours.

Voting Leave Our company believes that every associate should have the opportunity to vote in any state or federal election, general primary or special primary. Associates will be granted a reasonable amount of unpaid time off in order to vote. We reserve the right to select the hours you are excused to vote. Exempt and salaried associates will may be provided time off with pay, if applicable and in accordance with as required by federal and state law. Notify Human Resources of the need for voting leave as soon as possible. When you return from voting leave, you must present a voter’s receipt to the Human Resources as soon as possible.

Military Leave Associates who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law. The time off will be unpaid, except where state law dictates otherwise. Exempt associates may be provided time off with pay when necessary to comply with state and federal wage and hour laws.


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Accrued vacation may be used for this leave if the associate chooses. Military orders should be presented to Human Resources and arrangements for leave made as early as possible before departure. Associates are required to give advance notice of their service obligations to the company unless military necessity makes this impossible. You must notify the Human Resources of your intent to return to employment based on requirements of the law. Your benefits may continue to accrue during the period of leave in accordance with state and federal law. Additional information regarding military leaves may be obtained from Human Resources.

Volunteer Firefighter / EMS Leave An associate who serves as a volunteer firefighter or provider of emergency medical services is permitted unpaid leave when they are absent or late to work in order to respond to an emergency prior to their scheduled shift. The associate must provide written notification to the company no later than 30 days after being certified as a volunteer firefighter or volunteer emergency services provider. The associate must make every effort to notify the company that (s)he may be late or absent from work due to being dispatched to an emergency. If notification is not possible, the associate must provide the company with a written explanation of the absence due to emergency from the chief of the volunteer fire department or director of the EMS services. Exempt associates may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Witness Leave Associates are given the necessary time off without pay to attend or participate in a court proceeding in accordance with state law. We ask that you notify Human Resources of the need to take witness leave as far in advance as is possible. Exempt associates may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Bereavement Leave Full-time associates who have completed their introductory period are eligible for three unpaid days for the death of an immediate family member, as applicable. Office staff must use their paid personal time first, if applicable.


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Members of the immediate family include spouses, domestic partners, parents, brothers, sisters, children, children of domestic partners, grandchildren, grandparents, parents-in-law and parents of domestic partners. Requests for bereavement leave should be made to the Human Resources Manager as soon as possible.

Leave of Absence Under special circumstances, full-time associates who have completed their introductory period may be granted a leave of absence without pay. The granting of this type of leave is normally for compelling reasons and is dependent upon the written approval of the Human Resources Director. Associates must apply for this leave with the Human Resources Director. Leaves should not exceed four weeks; however, all requests will be reviewed and granted on a case-by-case basis. All forms of PTO (personal time, vacation, birthday, etc.) must be exhausted before this leave will be granted. We will make reasonable efforts to return you to the same or similar job you held prior to the leave of absence, subject to our staffing and business requirements.

Victims of Crime Leave The company will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime. Affected employees must give the company reasonable notice that leave under this policy is required. Exempt associates may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Medical Insurance ❖ Eligible full-time associates may enroll in a single or a family contract the 1st of the month following thirty (30) days of full-time employment and/or during open enrollment.



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❖ Information and enrollment forms may be obtained from Human Resources (HR) or via the company website at www.garnertrucking.com under the employee login tab. ❖ To assist you with the cost of this insurance, our company pays a portion of a single or a family contract. You are responsible for paying the balance through payroll deduction.

❖ Participating associates are also covered under our medical insurance plan’s prescription drug programs. ❖ A booklet containing the details of the plan and eligibility requirements may be obtained from HR. Refer to the actual plan document and summary plan description if you have specific questions regarding this benefit plan. Those documents are controlling. ❖ ❖ Upon termination coverage ends your last day of employment; however, you may be entitled to continuation or conversion of the group medical insurance plan in accordance with the terms of the policy and/or applicable state and federal law. For more information, contact HR.

Dental and Vision Care Plans Eligible full-time associates may enroll in a single or a family contract the 1st of the month following thirty (30) days of full-time employment and/or during open enrollment.

COBRA You and your covered dependents will have the opportunity to continue medical and/or dental benefits for a period of up to 36 months under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) when group medical and/or dental coverage for you and your covered dependents would otherwise end due to your death or because:

❖1. Your employment terminates, for a reason other than gross misconduct; or

❖2. Your employment status changes due to a reduction in hours; or ❖3. Your child ceases to be a “dependent child” under the terms of the

medical and/or dental plan; or

❖4. You become divorced or legally separated; or












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❖5. You become eligible for Medicare.

In the event of a divorce, legal separation, or a child’s loss of dependent status, you or a family member must notify the plan administrator within 30 days of the occurrence of the event. The plan administrator will notify the individuals eligible for continuation coverage of their right to elect COBRA continuation coverage. For more information regarding COBRA, you may contact Human Resources

Basic Life Eligible full-time associates may enroll in a single or a family contract the 1st of the month following thirty (30) days of employment and/or during open enrollment.

All employees who average twenty (20) hours per week and their dependents are eligible for coverage. You must complete an insurance form and designate your beneficiary. The cost of the basic life insurance is fully paid by the company; and all eligible associates must enroll in the basic life plan. Upon termination of employment, coverage ends the last day of employment

Basic Life

❖ Eligible full-time associates may enroll in a single or a family contract the 1st of

the month following thirty (30) days of employment and/or during open enrollment.

❖ All employees who average twenty (20) hours per week and their dependents are

eligible for coverage.

❖ You must complete an insurance form and designate your beneficiary.

❖ The cost of the basic life insurance is fully paid by the company; and all eligible

associates must enroll in the basic life plan.



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o Upon termination of employment, coverage ends the last day of employment.

Voluntary Life Insurance ❖ Eligible full-time associates may enroll in a single or a family contract the 1st of the month following thirty (30) days of employment and/or during open enrollment.

❖ All employees who average thirty (30) hours per week eligible for coverage and may make elect additional coverage under the voluntary life plan at your expense. o Upon termination of employment, coverage ends the last day of the month in which you were employed. ▪ Payment for the full month of coverage will be deducted from your final settlement. ❖ You must complete an insurance form and designate your beneficiary. ❖ Complete details of these plans may be obtained from Human Resources.

Short Term Disability Insurance

❖ Eligible full-time associates may enroll in a single contract the 1st of the month following thirty (30) days of full-time employment.

❖ You must complete an insurance form and coverage amount is based on annual salary which must be verified by Human Resources (HR) and submitted to the insurance company. ❖ The cost of short- term disability is at your expense and varies depending on elected coverage and age. o Upon termination of employment, coverage ends the last day of the month in which you were employed. ▪ Payment for the full month of coverage will be deducted from your final settlement. ❖ Complete details of this plan may be obtained from HR.

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Additional Benefits Associates have the option of purchasing additional coverage plans from AFLAC and/or investing in a retirement plan of their choice through Modern Woodmen. Elections from either may be payroll deducted. See Human Resources for contact information for AFLAC and Modern Woodmen.


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Section 125 Plans Our company offers a pretax benefits contribution option for associates. This associate benefit is known as a Section 125 plan. A Section 125 plan is a benefit plan that allows you to make contributions toward premiums for medical insurance on a "before tax", rather than an "after tax" basis. Your premium contributions are deducted from your gross pay before income tax and Social Security is calculated. To participate in this plan, complete an election form and return it to Human Resources. You cannot make any changes to your medical insurance coverage until the next open enrollment period, unless your family status changes or you become eligible for a special enrollment period due to a loss of coverage. Family status changes include marriage, divorce, death of a spouse or child, birth or adoption of a child or termination of employment of your spouse. A change in election due to a change in family status is effective the next pay period.

Federal Family and Medical Leave Act The Family and Medical Leave Act (“FMLA”) provides eligible associates the opportunity to take unpaid job-protected leave for certain specific reasons. The maximum amount of leave an associate may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave. Associate Eligibility To be eligible for FMLA leave, you must:

❖1. Have worked at least 12 months for the company in the preceding seven

years (limited exception apply to the seven-year requirement);

Have worked at least 1,250 hours for the company over the preceding 12 months; and

❖2. Currently work at a location where there are at least 50 employees within 75 miles.

Conditions Triggering Leave FMLA leave may be taken for the following reasons:

❖3. Birth of a child, or to care for a newly-born child (up to 12 weeks);

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❖4. Placement of a child with the associate for adoption or foster care (up to 12 weeks);

❖5. To care for an immediate family member (associate’s spouse, biological,

adopted, step, foster child, legal ward, “loco parentis,” or parent) with a serious health condition (up to 12 weeks);

❖6. A serious health condition that makes the associate unable to perform the associate’s job (up to 12 weeks);

❖ To care for a covered service member with a serious injury or illness related to

certain types of military service (up to 26 weeks) (see Military-Related FMLA Leave for more details);

7. Or ❖8. To handle certain qualifying exigencies arising out of the fact that the

associate’s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Armed Forces (e.g., National Guard or Reserves) in support of a contingency operation (up to 12 weeks) (see Military-Related FMLA Leave for more details).

❖ The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks, with one exception. . For leave to care for a

9. For leave to care for a covered service member, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

Definitions A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical facility, or continuing treatment by a health care provider for a condition that either prevents the associate from performing the functions of the associate’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments. Other situations may meet the definition of continuing treatment. A “covered service member” is a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness incurred by the member in the line of duty while on active duty in the








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Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating. “Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling and post-deployment debriefings. Identifying the 12 Month Period The 12-month period in which 12 weeks of leave may be taken is the calendar year. For leave to care for a covered service member, the company calculates the 12-month period beginning on the first day the eligible associate takes FMLA leave to care for a covered service member and ends 12 months after that date. FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement.


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Using Leave Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the associate or immediate family member, or in the case of a covered service member, his or her injury or illness. Eligible associates may also take intermittent or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-born child, or for placement of a child for adoption or foster care. Associates who require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt the company’s operations. Use of Accrued Paid Leave Depending on the purpose of your leave request, you may choose (or the company may require you) to use accrued paid leave (such as sick leave, vacation, personal days, family leave, or PTO), concurrently with some or all of your FMLA leave. In order to substitute paid leave for FMLA leave, an eligible associate must comply with associate normal procedures for the applicable paid-leave policy (i.e., call-in procedures, advance notice, etc.). Maintenance of Health Benefits If you and/or your family participate in our group health plan, the company will maintain coverage during your FMLA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the company may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave. Notice and Medical Certification When seeking FMLA leave, you are required to provide: Sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization, or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the company if the requested leave is for a reason for which FMLA leave was previously taken or certified. If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practical and in compliance


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with the company normal call-in procedures, absent unusual circumstances. Medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of the company request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including discharge. Second or third medical opinions and periodic re-certifications may also be required. Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and Medical certification or fitness for duty before returning to work, if the leave was due to your serious health condition. The company will require this certification to address whether you can perform the essential functions of your position. Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including discharge. Employer Responsibilities To the extent required by law, the company will inform associates whether they are eligible under the FMLA. Should an employee be eligible for FMLA leave, the company will provide them with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If associates are not eligible, the company will provide a reason for the ineligibility. The company will also inform associates if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the associate’s leave entitlement. If the company determines that the leave is not FMLA-protected, the company will notify the associate. Job Restoration Upon returning from FMLA leave, eligible associates will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. Failure to Return After FMLA Leave Any associate who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to associate’s standard leave of absence and attendance policies. This may result in discharge if you have no other company-provided or legally mandated leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, employee’s obligation


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to maintain your group health plan benefits ends (subject to any applicable COBRA rights). Other Employment The company prohibits associates from holding other employment. This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including discharge.


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Fraud Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including discharge. Employer’s Compliance with FMLA and Associate’s Enforcement Rights The FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. While the company encourages associates to bring any concerns or complaints about compliance with FMLA to the attention of the Human Resource Manager, FMLA regulations require employers to advise associates that they may file a complaint with the U.S. Department of Labor to bring a private lawsuit against an employer. Further, FMLA does not affect any Federal or state law prohibiting discrimination or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. Limited nature of This Policy This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The company reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply. Military-Related Federal FMLA Leave FMLA leave may also be available to eligible associates in connection with certain service-related medical and non-medical needs of family members. There are two forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below. Military Caregiver Leave Unpaid Military Caregiver Leave is designed to allow eligible associates to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. The family member must be a “covered service member,” which means: (1) a current member of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy; is otherwise in outpatient status; or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render him or her medically unfit to perform the duties of the member’s office, grade, rank, or rating. Military Caregiver Leave is not available to care for former members of the Armed Forces or the National Guard or Reserves, or for service members on the permanent disability retired list.


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To be “eligible” for Military Caregiver Leave, the associate must be a spouse, son, daughter, parent, or next of kin of the covered service member. “Next of kin” means the nearest blood relative of the service member, other than the service member’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the service member by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave. The associate must also meet all other eligibility standards as set forth within the FMLA Leave policy. An eligible associate may take up to 26 work weeks of Military Caregiver Leave to care for a covered service member in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a covered service member and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12-month period,” the remainder is forfeited. Military Caregiver Leave applies on a per-injury basis for each service member. Consequently, an eligible associate may take separate periods of caregiver leave for each and every covered service member, and/or for each and every serious injury or illness of the same covered service member. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12-month period.” Within the “single 12-month period” described above, an eligible associate may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condit ion of the employee or close family member, or qualifying exigency). For example, during the “single 12-month period,” an eligible associate may take up to 16 weeks of FMLA leave to care for a covered service member when combined with up to 10 weeks of FMLA leave to care for a newborn child. Qualifying Exigency Leave Eligible associates may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered military member” (i.e. the associate’s spouse, son, daughter, or parent). Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the


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FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (with the exception of Military Caregiver Leave as set forth above). The associate must meet all other eligibility standards as set forth within the FMLA policy. Persons who can be ordered to active duty include retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve. Although Qualifying Exigency Leave is available to an eligible associate whose close family member is called up from status as a retired member of the Regular Armed Forces, it is not available for a close family member on active duty or on call to active duty as a member of the Regular Armed Forces. Also, a call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United Sates pursuant to certain laws. Qualifying Exigency Leave is available under the following circumstances:

1. Short-notice deployment:. To address any issue that arises out of a short notice (within seven days or less) of an impending call or order to active duty.

2. Military events and related activities:. To attend any official military ceremony,

program, or event related to active duty or a call active duty status or to attend certain family support or assistance program and informational briefings.

❖3. Childcare and school activities:. To arrange for alternative childcare;

to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility.

4. Financial and legal arrangements:. To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits. ❖

5. Counseling:. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or for a child or








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dependent when necessary as a result of duty under a call or order to active duty.

❖

❖6. Temporary rest and recuperation.: To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible associates may take up to five days of leave for each instance of rest and recuperation.

❖7. Post-deployment activities:. To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the covered military member’s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status.

Mutually agreed leave:. Other events that arise from the close family member’s duty under a call or order to active duty, provided that the company and the associate agree

8. that such leave shall qualify as an exigency and agree to both the timing and duration of such leave.

An associate seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the covered military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the associate’s relationship to the military member, within 15 days. Qualifying Exigency Leave wil l be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be constructed to be inconsistent with those regulations.

Social Security During your employment, you and the company both contribute funds to the federal government to support the Social Security program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

Unemployment Insurance









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Upon separation from employment, you may be entitled to state unemployment insurance benefits. Information about unemployment insurance can be obtained from the Human Resources.

Workers’ Compensation On-the-job injuries are covered by our Workers’ Compensation insurance policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to the Human Resources Director. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition that could lead to or contribute to an employee accident.

Bonuses Associates may receive bonuses from time to time. These are based on individual merit, the company's profitability and any other factor(s) deemed significant by the company. Whether or not bonuses are granted and the amounts granted are within the sole discretion of the company President. Driver Safety and Performance Bonus: Over-the-road/Local/Dedicated & 4/4 Drivers are eligible to receive a $0.02 per mile bonus and hourly drivers are eligible to receive a $0.50 per hour bonus, that will be paid each week, provided the driver does not incur any of the following safety and performance infractions:

2.1. Warnings and or Citations which includes, but is not limited, to the following:

a. Warning/Citations: Loss of Weekly Bonus for 90 Days i. Speeding (less than 15mph over the limit) * ii. Lane Violation (using inappropriate lane) iii. Traffic Control Device iv. Out of Service v. No Stability Control Warnings (above 20 mph) vi. No Hard Brakes (less than 5 within a 90-day period)

vi. . Failure to Follow the Fuel Solution

d.b. Serious Warnings/Citations: Loss of Weekly Bonus for 1

Year/365 Days *** i. Excessive Speeding (15mph & Over) ** ii. Erratic or Improper Lane Changes iii. Reckless Driving





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iv. Following too Close

*If get Citation removed from record, Bonus will be reinstated.

**If get Citation Reduced, Bonus will fall under 90-day category instead of losing for 1 year. ***Two (2) in a Three (3) Year Period will result in Termination of Employment

3.2. Preventable Accidents/Incidents: Loss of weekly bonus is dependent on severity/cost of the incident (up to 365 days). Failure to meet the safety requirement of no preventable accidents or preventable incidents will result in the following at any time a driver has a preventable accident or preventable incident:

b.a. $0 - $500.00: Any accident or incident resulting in damage to

Garner Trucking, Inc. (GTI) equipment, or a claim or claims by another party, including cargo damage, will result in the dollar amount of the accident/incident being deducted from their pay (loss of $0.02 Safety Bonus) until the cost/amount is paid or thirty (30) days whichever is greater.

d.b. $501.00 - $1,500.00 : Any preventable accident or preventable

incident resulting in damage to GTI equipment or a claim or claims by another party, including cargo damage, will result in the driver losing his/her Safety Bonus of $0.02 per mile for ninety (90) days.

f.c. $1,501.00 - $3,000.00 : Any preventable accident or preventable

incident resulting in damage to GTI equipment or a claim or claims by another party, including cargo damage, will result in the driver losing his/her Safety Bonus of $0.02 per mile for 180 days.

d. $3,001.00 - $5,000.00 : Any preventable accident or preventable

incident resulting in damage to GTI equipment or a claim or claims by another party, including cargo damage, will result in the driver losing his/her Safety Bonus of $0.02 per mile for 270 days. h.

j.e. $5,001.00 or more : Any preventable accident or preventable incident

resulting in damage to GTI equipment or a claim or claims by another party, including cargo damage, will result in the driver losing his/her Safety Bonus of $0.02 per mile for 365 days.

5.3. Late Loads (Pick Up or Delivery):

a. One (1) Late Load = Loss of Bonus for 90 Days. b. Two (2) Late Loads = Loss of Bonus for 180 Days. c. Three (3) Late Loads = Loss of Bonus for 270 Days. d. Four (4) Late Loads within One (1) Year = Termination of Employment.








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At no time shall a driver’s safety & performance bonus be suspended for more than one (1) year/365 days per incident. be ineligible for an amount in-excess-of $0.02 per mile or 365 Days per incident. Appeals: A driver may appeal a preventable accident/incident or other infraction above by submitting a rebuttal letter, stating the facts of why you should not incur the write-up and/or loss of bonus, to Human Resources for review by the Garner Management Team within thirty (30) days of the accident/incident. Ineligibility: Drivers will be ineligible for a bonus from the date of determination for the applicable duration as noted above. Annual Bonus Over-the-road/Local/Dedicated/4x4 & Hourly Drivers are eligible to receive a flat rate of $150.00 for completing the following three tasks during the year (i.e. April 1 to March 31).

2.1. Attend Annual Employee Meeting* 3.2. Completion of 1/1 Evaluation with Safety Director 4.3. Attend Annual Drug and Alcohol Training**

*If working/hauling loads for GTI, on day/time of event, will be excused from this requirement. **If miss scheduled meeting, must contact HR to attend another scheduled meeting time or schedule an individual make-up session.

The Annual Bonus will be paid out the last pay period in May or June. Technician Tool Bonus Program

a. Shop Personnel/Mechanics will receive a 25¢ per hour worked tool allowance which will accrue throughout the year

. Effective thirty (30) days from date of hire c.b. Can view accrual amount on associate pay statement on

Paycor.com d.c. Bonus based on actual hours worked

i. Approximately $500.00 per year ii. No allowance accrual while on vacation

. f.d. If purchase a tool

i. Must submit receipt for cost of purchase to Accounting i.

ii. Cost will be reimbursed via paycheck iii. Will not be reimbursed for more than accrued bonus amount

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g.e. May purchase tools and use accrued monies throughout the year h.f. At the end of the year, whatever monies you have accrued for the

purchase of tools will be paid out less any required taxable deductions. i. Tool Bonus Program accrual account will reset each year at zero

(0) after pay out date, approximately end of December timeframe. g. Individual(s) must be actively employed at time bonus accrued amount

payment is dispersed. i.

Driver Referral/Recruiting Bonus

Associate/Employee Referral Criteria An Associate who refers a driver may earn a monetary bonus for their participation in referring a new hire/driver. The requirements and the monetary award for Experienced and Student Drivers are as follows:

1. Experienced Driver Referral Criteria: Total Bonus is $1200.00

a. New Hire Eligibility Requirements:

i. Must possess a valid Class A Commercial Driver’s License (CDL)

ii. Minimum three (3) months recent tractor-trailer driving experience

iii. No training through Garner Trucking, Inc. (GTI) training program

needed

b. Bonus Payout is as follows:

i. If you refer a driver, with at least three (3) months of experience

and they apply to GTI, you will receive $100.00 for the referral.

1. Human Resources (HR) must receive a completed

application either hard copy or online.

ii. If the submitted application leads to the referred being hired, you

will then receive an additional $100.00.

iii. Once the referred completes three (3) months of employment with

GTI, you will receive $500.00

iv. After referred completes six (6) months of employment with GTI,

you will receive a final bonus payment of $500.00.

3.2. Student Driver Referral Criteria: Total Bonus is $1000.00


i. Must possess a valid Class A CDL

ii. No Driving Experience Required

1. Must have satisfactorily completed truck driver training with a

Truck Driving School

iii. Training through GTI training program is required (3 weeks)

.

c.b. Bonus Payout is as follows:


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37

ii.i. If the referred is hired, you will receive $100.00.

iii.ii. Once the referred completes three (3) months of employment with

GTI, you will receive $300.00

iv.iii. After referred completes nine (9) months of employment with GTI,

you will receive a final bonus payment of $600.00.

4.3. Notification: Be sure to notify the Recruiter or HR, during the hiring

process, that you have referred a new driver, to ensure you get credit for the

referral.

4. Individual(s) must be actively employed at time bonus payment is dispersed.

6.

8.5. All employees, except, Recruiting, Retention, and Management are

eligible to participate in the Driver Referral/Recruiting Bonus Program.

10.6. Referred must have not have a break in service. If there is a break in

service, the bonus payout is no longer applicable.

12.7. Policy is subject to change or be eliminated without prior notice; and

supersedes any previous versions. Owner Operator Referral Criteria An Owner Operator (O/O) who refers a driver may earn a $500.00 fuel credit for their

participation in referring a new hire/driver. Fuel must be purchased at the company

terminal only and the credit will be applied to incurred cost of purchase. The

requirements and the fuel credit award for Experienced and Student Drivers are as

follows:

1. Experienced Driver Referral Criteria:


i. Must possess a valid Class A Commercial Driver’s License (CDL)

ii. Minimum three (3) months recent tractor-trailer driving experience

iii. No training through Garner Trucking, Inc. (GTI) training program

needed

b. Fuel Credit

i. If an O/O refers a driver with at least three (3) months experience

and they complete six (6) months of employment with GTI, then the

O/O will be eligible to receive a $500.00 fuel credit.

.

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4.2. Student Driver Referral Criteria:


i. Must possess a valid Class A CDL

ii. No Driving Experience Required

1. Must have satisfactorily completed truck driver training with a

Truck Driving School

iii. Training through GTI training program is required (3 weeks)

b. Fuel Credit

i. Once the referred completes the GTI training program and then

they complete six (6) months of employment with GTI, the O/O will

be eligible to receive a $500.00 fuel credit.

6.3. Notification: Be sure to notify the Recruiter or HR, during the hiring

process, that you have referred a new driver, to ensure you get credit for the

referral.

8.4. O/O must have an active contract and hauling loads for GTI at time fuel

credit it applied.

Referred must have not have a break in service. If there is a break in service, the fuel

credit is no longer applicable.

This policy can be changed and/or revoked without notice.

Technician Referral/Recruiting Bonus

An Associate who refers a maintenance technician may earn a monetary bonus for their participation in referring a new hire/technician. The requirements and the monetary award are as follows:

1. Total Bonus is $750.00

b.a. New Hire Eligibility Requirements:

i. Must be either an auto or diesel technician

c.b. Bonus Payout is as follows:

i. If the referred technician is hired, you will receive $100.00

iii.ii. Once referred technician completes three (3) months of

employment with Garner Trucking, Inc. (GTI), you will receive

$325.00.

v.iii. After referred technician completes six (6) months of employment

with GTI, you will receive a final bonus payment of $325.00

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3.2. Notification: Be sure to notify Human Resources, during the hiring

process, that you have referred a new technician, to ensure you get credit for the

referral.

5.3. Individual(s) must be actively employed at time bonus payment is

dispersed.

7.4. All employees, except, Management are eligible to participate in the

Technician Referral/Recruiting Bonus Program.

9.5. Referred must have not have a break in service. If there is a break in

service, the bonus payout is no longer applicable.

6. Policy is subject to change or be eliminated without prior notice; and supersedes

any previous versions.

Clean DOT Inspection Bonus If you are stopped for a roadside Department of Transportation (DOT) Inspection and you receive a clean inspection, with no listed violations, Garner Trucking, Inc. will reward you with a bonus for the clean inspection. Remember, there can be no noted violations on the inspection report to qualify for the bonus. If violations are noted, a bonus is not applicable as a clean inspection was NOT issued. A copy of the inspection must be submitted to the safety department whether you received a clean inspection or if violations were noted. Please scan and email the inspection sheet to [email protected] within twenty-four (24) hours from the date of inspection. Once a copy of the inspection report is received by the safety department, it will be reviewed and processed for payment, if a bonus is applicable. The payout for a verified clean inspection is as follows:

• DOT Level 1 or 2 Inspection: $75.00

• DOT HAZMAT Inspection: $100.00 This policy maycan be changed and/or revoked without notice.



mailto:[email protected]


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Professional Development Our company believes in supporting the individual growth of its associates. To encourage associate development, our company offers a professional development reimbursement program to eligible associates who attend job-related seminars. To participate in this program, you must be a full-time associate. Approval from the Human Resources Director must be received prior to registration for the seminar. Our company will pay the full cost of approved job-related seminars. In an effort to keep our company informed of new developments, we ask that you share any new information presented at the seminar with the rest of the staff.

Automotive Service Excellence Certification To encourage professional development, our company offers a technician pay rate incentive to technicians who take and successfully complete job-related Automotive Service Excellence (ASE) Certifications. The following rules apply:

1. Prior approval by Human Resources (HR) and immediate supervisor is a must on all testing to be eligible for pay rate increases etc. (see HR for required documentation/ASE Testing Request Formtesting request). 1.

2. ASE Certifications must be taken and successfully passed in the following order:

a. Brakes b. Preventive Maintenance c. Steering & Suspension d. Drive Train e. Electrical f. Heating & Air Conditioning g. Diesel Engines h. Other: _________________ (with prior written approval)



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.

3. A technician who successfully completes an ASE certification will receive a $0.50

per hour pay rate increase for each certification successfully completed, but the following rules and/or guidelines apply: 4.

c.a. May only receive an increase for two (2) certifications per year; and the year is based on date first ASE certification achieved (i.e. Brake certification completed on May 1, 2015, $0.50 pay increase approved May 2, 2015; and electrical certification completed on September 15, 2015, $0.50 pay increase approved September 16, 2015. Next pay increase for ASE certification would be no sooner than May 1, 2016).

e.b. Pay rate increases are capped at eight (8) certifications which is a total of

a $4.00 overall pay rate increase, in a minimum four (4) year period.

g.c. Must provide HR with a copy of the ASE Certificate which shows successful completion of a certification test.

i. Pay rate increase cannot be granted without proof of successful completion.

iii.ii. Certificate should be turned into HR within seven (7) business days from date of successful certification test completion

6.4. Company will pay and/or reimburse technician for testing costs as noted below only:

a. A maximum of eight (8) tests are eligible for reimbursement.

c.b. Only two (2) tests per year allowed.

e.c. If take more than two (2) tests in a given year, technician is responsible for the cost of those additional tests.

ii.i. May bank the additional test(s) taken in a particular-year; and when eligible in subsequent years, may receive a $0.50 per hour pay rate increase per guidelines above.

iii.ii. Not eligible for company reimbursement on cost of additional test(s) taken in excess of two (2) in a single year; and year follows criteria stated in 3a.

g.d. Must successfully pass test and receive certification to be reimbursed

and/or have company pay for testing costs.





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i.e. Failure to successfully pass test, technician assumes full responsibility for all subsequent testing costs and time away from work until passed in the order of above mentioned schedule.

i. Company will not reimburse for second or more attempts to successfully pass a certification test.

i.

iii.ii. If testing was unsuccessful, use of unpaid time off, vacation, etc. will also be required for subsequent time needed to retake the test.

8.5. Eligible for certification testing after one (1) year of employment from date

of hire.

10.6. Policy is subject to change or be eliminated without prior notice; and supersedes any previous versions.



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Commercial Driver’s License To encourage professional development, our company offers a technician and/or staff associate pay rate incentive to technicians associates who acquire their commercial driver’s license (CDL). The following rules apply:

1. Technician will receive a $0.50 per hour pay rate increase if they acquire and maintain a valid Class A CDL*. *.

3.2. A copy of valid Class A CDL must be submitted to Human Resources.

5.3. Technician must meet all other Department of Transportation requirements expected of all CDL holders.

7.4. Failure to maintain valid Class A CDL will result in the loss of $0.50 pay rate increase.

9.5. Policy is subject to change or be eliminated without prior notice; and supersedes any previous versions.

*Those technicians who were receiving additional pay for a Class B license prior to 1 May 2015 will

continue to receive such pay so long as they continue to maintain a valid license. All others must

continue to maintain a Class A CDL to receive the incentive pay.

Tuition Assistance Program To encourage professional development, our company offers a tuition assistance program to drivers who complete job-related training with a certified truck driving school and are employed by Garner Trucking, Inc. within six (6) months of graduation. To participate in this program, you must be a full-time driver who has completed the three week training period. Reimbursement can be up to a total of $7000.00 and is paid up to $100.00 per month. First Payment is the first pay period of the month following thirty (30) days after completion of training. Payments are made directly to the employee only! Employee is responsible for making payments to the loaning institution. Subsequent payments are the first pay period of each month. If a driver misses more than two (2) days of work, for any reason, the time will be recalculated as to when money is issued.


Formatted: No Spacing





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THERE MUST BE NO BREAKS IN SERVICE to continue to receive tuition reimbursement! If there is a break in service, the driver, is no longer eligible to receive tuition reimbursement. In addition, if employment is terminated, for any reason, by either party, the reimbursement ends. Your application for tuition assistance must be made and approval received prior to completion of Garner Trucking, Inc.’s three-week training period. Required Documentation:

❖• Truck Driving School Certificate

❖• Loan Paperwork, if applicable

❖• Invoice/receipt of payment

Policy is subject to change or be eliminated without prior notice; and supersedes any previous versions.

Uniforms Drivers: ❖ Five (5), red, work shirts provided after completing the 90-day introductory period, if desired. These will be given out on a yearly basis. Proper care of these uniforms is required. See the Administrative Assistant for details.Uniforms are not required and/or provided, unless otherwise noted. Safety Vests are provided by Garner Trucking, Inc. (GTI), and are required to be worn whenever you are outside of the company vehicle. All uniforms, accessories or name tags issued by our company must be returned in good condition upon leaving our company.If you lose and/or damage your safety vest, please contact Human Resources for a new one. If your employment with GTI is termed either by you or the company, you are required to return the safety vest to GTI. Failure to return safety vest upon termination will incur a $15.00 charge, for the vest, on your final settlement. Technicians/Shop Personnel: Updated & Effective 4/1/2019 ❖ Technicians are provided eleven (11) uniforms upon hire and will be changed out, as needed. Proper care of these uniforms is required.

❖ Technicians are required to wear steel-toed boots while at work and will receive a shoe allowance to help cover the cost of the required footwear.

▪• $80.00 to be received one (1) time per year.

▪• Must turn in receipt, for shoes, to Human Resources, to receive reimbursement.





Formatted: Bulleted + Level: 1 + Aligned at: 0.25" +Indent at: 0.5"


Formatted: Bulleted + Level: 1 + Aligned at: 0.25" +Indent at: 0.5"


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❖ See the GTI Maintenance Director and/or Ron’s/GCM General Manager (as applicable) for details. All uniforms, accessories or name tags issued by our company must be returned in good condition upon leaving our company. Failure to return uniforms upon termination will result in you being billed/charged for the missing or damaged uniforms on your final settlement.


time away from work section 3 · 2020. 8. 26. · revised february november 2019 time away from...

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