THE HISTORY OF HOMESTEAD GARDENS
Upon his return from military service, Brian Riddle's father, Don E Riddle, Jr , entered college set on a career in Horticulture His studies and a long-standing family tradition of truck gardening were to become the inspiration for Homestead Gardens
With support from his parents, the business was founded in the backyard of the Riddle home in Hyattsville, Maryland. The level of activity during those formative years set the pace for the Company’s rapid development The 1970’s saw the construction of the first greenhouse, an 8’ X 11’ structure, adjacent to the family home, and the introduction of azaleas to customers in the Washington, D C suburbs of Hyattsville, University Park, College Park and Adelphi
The business expanded rapidly, and a search soon was underway for a more suitable location. Primary attention was focused on several of the major arteries of the Washington beltway. In 1973, Homestead Gardens was incorporated and opened a new facility on Central Avenue (Route 214) in pastoral Davidsonville, Maryland, a short distance southwest of Annapolis
The first of several expansions occurred in 1975 through the acquisition of an additional 15 acres of land adjacent to the current location on Central Avenue This investment more than doubled the Company’s acreage.
Retail greenhouses were built during the late 1970’s, and over the years, the advent of new pavilions boosted Homestead Gardens’ covered selling space to 40,000 square feet
The housing boom in and around Davidsonville led to the establishment of Homestead Gardens’ Landscape Services Division in 1980 The landscape operation has claimed its fair share of an increasingly competitive market in recent years.
The Severna Park location, opened in 2010, has afforded Homestead Gardens the opportunity to provide customers from the northern part of the county a little extra convenience in shopping for perennials, annuals and other plants, flowers and products
As a result of the expansion of the Wholesale Production Division, a production facility was established at Homestead Gardens' 100-acre property on Governor Bridge Road in Davidsonville. Homestead Gardens entered into a strategic partnership with Tidal Creek Growers, who will supply us top-quality locally grown plants This relationship will allow us to continue to provide the most fresh and highest-quality plants to all our customers
From its rather modest beginnings in the early 1970’s, Homestead Gardens has evolved into one of the largest, most prominent and prestigious garden centers in the United States. The Company’s outstanding staff, *expansive inventory, and efficient physical plant form a strong foundation on which it can base its continued growth
MISSION STATEMENT
Homestead Gardens, recognized as one of the most progressive green industry businesses in the United States, is committed to excellence in every phase of its operation The Company will continue to improve through the application of principled and financially sound business practices.
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HOMESTEAD GARDENS WILL:
● Cater to its clientele’s exceptional tastes by offering a wide range of exceptional products and services
● Maintain a highly professional staff that understands and responds to customers’ needs in a friendly, personal manner.
● Create a “Sense of Place” – an environment in which people may celebrate the seasons
● Present educational, recreational, and social programs that will enhance the quality of life in the larger community
● Develop and maintain an environment that encourages trust, self-motivation, initiative and continuous improvement and teamwork
● Provide opportunity for education, growth and use the newest technology
● Provide a place where we recognize good performance
● Maintain a relationship and preserve the relationship’s integrity with our suppliers.
"Because Life Should Be Beautiful
OUR VALUES
CUSTOMERS
● The customer is ALWAYS #1
● We provide world-class customer service
● We listen to our customers and respond quickly to their needs
ASSOCIATES
● We endeavor to communicate openly and listen to our staff members
● Our success depends on high quality staff who are involved in our business, and who are empowered to act in the Company’s best interest
● We endeavor to provide our staff with the opportunity to grow and learn
ACCOUNTABILITY
● We expect high levels of performance and our associates are accountable for their actions and results
● We manage our resources well and provide competitive returns
QUALITY
● We provide quality products
● We continually strive to improve the quality of our work and services to our customers
● Our standard is excellence
CITIZENSHIP
● We hold ourselves to the highest standard of ethical conduct
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● We insist on safe work practices at all times.
● We care about the environment and act to protect and improve it
EMPLOYMENT AT HOMESTEAD GARDENS
1 Introductory Statement
This is the Associate Handbook (“Handbook”) for Homestead Gardens ("Company" or “Homestead Gardens”). It outlines Company policies and benefits (collectively “policies”) but does not create an employment contract
As business needs require, we may change or eliminate policies, sometimes without prior notice Prior handbooks and policies are replaced by this Handbook If any policy conflicts with federal, state, or local laws, the Company will abide by applicable law.
Your agreement to our Company policies is a condition of employment As a result, your employment or continued employment with us constitutes your consent to such policies
2 Employment with the Company is “At Will”
All employment at the Company is "at will." This means that you, or the Company, may end your employment, with or without notice, at any time and for any reason. Nothing in this Handbook creates, or is intended to create, a limitation of any kind of employment at-will The only thing that could create employment other than “at will” employment is a written employment contract for a specific term that is signed by Brian Riddle and the Human Resources Manager
3 Equal Employment Opportunity
Homestead Gardens wants to have the best available person in every job We fill every position without regard to race, color, religion, sex, creed, gender, transgender, marital status, age, mental or physical disability, national origin or ancestry, sexual orientation, genetic information, pregnancy, status as a veteran, familial status, any protected concerted or union activity, or any other consideration made unlawful by federal, state, or local laws (collectively, any “Protected Class”) Homestead Gardens is an equal opportunity employer and selects and evaluates associates on the basis of skills, ability, experience, training, character, ability to work with others, and other relevant factors.
4. Disability Accommodations
Homestead Gardens provides reasonable accommodations to qualified applicants and associates with disabilities If you have a disability and need an accommodation to perform your work, advise Homestead Gardens by writing or telling Homestead Gardens’ Human Resources Manager, or by using the following toll-free number: 1-800-300-5631 (ask for HR); or the following email address: HRConcerns@homesteadgardens.com Please be sure to identify: your disability; the parts of your job impacted by the disability; and the accommodation that you think would allow you to perform those parts of your job If you have a disability caused or contributed to by pregnancy, you may request a reasonable accommodation by sending a written request to Homestead Gardens’ Human Resources Manager at the contact information listed above.
Homestead Gardens may require you to provide a certification from your health care provider concerning the medical advisability of a reasonable accommodation This certification must include the date the reasonable accommodation became medically advisable, the probable duration of the reasonable accommodation, and an explanation as to the medical advisability of the reasonable accommodation
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5. Harassment, Discrimination and Retaliation
Homestead Gardens is committed to providing a work environment free from unlawful harassment, discrimination and retaliation Unlawful harassment and discrimination relates to your membership in a Protected Class (as defined in the previous section) and is prohibited. It may include, but is not limited to:
● Verbal conduct such as epithets, derogatory comments, slurs, threats, or unwanted comments or sexual advances;
● Visual conduct such as derogatory posters, photography, cartoons, drawings, or gestures;
● Physical conduct such as assault, unwanted touching, blocking normal movement, or interfering with your work;
● Treating an associate who is a member of a Protected Class differently (i.e. by terminating or failing to promote, hire, increase pay, etc , due to their Protected Class status);
● Creating a work environment hostile to a Protected Class member; and/or
● Retaliating against an associate for having reported, threatened to report, or cooperating in an investigation regarding, harassment or discrimination
It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females.
6. Reporting Complaints of Harassment, Discrimination or Retaliation
If you believe that you are being harassed or discriminated against, report your complaint to Homestead Gardens, orally or in writing, as soon as possible after any incident that you believe is a violation of this policy. Provide your report to Homestead Gardens’ Human Resources Manager by using the following toll-free number: 1-800-300-5631 (and asking for Human Resources) or by using the following email address: HRConcerns@homesteadgardens.com Your complaint should include the dates and details of the incident(s), the names of the individuals involved, and the names of any witnesses
Homestead Gardens will not retaliate against you for filing (or threatening to file) a complaint or for participating in an investigation, and will not knowingly permit any such retaliation by management or your co-workers. If you believe that retaliation is occurring or has occurred, file a complaint using the procedure outlined above for making a harassment or discrimination complaint
7. Investigating Complaints of Harassment, Discrimination and Retaliation
Homestead Gardens will timely and fully investigate all complaints made under this policy At the end of the investigation, Homestead Gardens will review its findings and its options for addressing any violations of this policy and will take prompt remedial action commensurate with the severity of any violations When appropriate, Homestead Gardens will tell a complainant about some or all of the remedial action taken; however, that may not always be possible
8 Violation of Policy in this Handbook
Policy violations, conduct and performance issues can result in discipline up to, and including, termination of employment
9. Drug and Alcohol Policy
Do not engage in work on behalf of Homestead Gardens while under the influence of alcohol or controlled dangerous substances. Associates may consume alcohol at Company functions where alcohol is served;
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however, in these cases, it is expected that associates will exercise moderation and good judgment. From time to time, Homestead Gardens lends its facilities to outside organizations to host their events Associates who are required to work at this time are not allowed to consume alcohol Associates who are away from the office on Company business continue to be covered by this policy
10 Drug and Alcohol Testing
Homestead Gardens may test you for alcohol and controlled dangerous substances upon suspicion of a violation of this policy or following a workplace accident (vehicular or otherwise) You will be asked to submit a sample of urine, blood or saliva (“Specimen”) for testing immediately (or as soon as possible) after an accident or incident that raises suspicion of a violation of this policy If you test positive or otherwise violate this policy, you will be subject to disciplinary action which may include termination The Company will pay all costs of testing.
Prescription and over-the-counter medications are not prohibited when taken in standard dosage and/or according to a physician's prescription You must consult the prescribing physician and/or pharmacist to determine whether any medication(s) you are taking may interfere with safe performance of your job If the use of a medication could compromise your safety, the safety of fellow associates or the public, use appropriate procedures (e g , call in sick, use leave, request change of duty, notify Homestead Gardens’ Human Resources department) to avoid unsafe workplace practices.
If you have a substance abuse problem, seek help before a violation of our policy takes place Associates who are seeking treatment are not protected from discipline, up to and including discharge, if they violate this policy
You will be subject to the same consequences of a positive test if you refuse the test, dilute the test, or otherwise prevent proper completion of the test. At the time of testing and at your request, Homestead Gardens will inform you of the name and address of the laboratory that will test the Specimen
Notice of Positive Test Results. If your test result is positive, within seven (7) days after the Company receives confirmation of the positive test result, Homestead Gardens will hand-deliver or send you via certified mail:
1. A copy of the laboratory test indicating the test results;
2 A copy of this policy;
3 Instructions on how to request independent testing of the same Specimen (below); and
4 Written notice of any disciplinary action Homestead intends to take as a result of the positive test result
Right to an Independent Test. If your test results are positive, you may request independent testing of the same Specimen for verification of the test results by a laboratory that holds a permit under Section 17-201 et seq of the Maryland Health-General Code, or if located outside of the State, is certified or otherwise approved under Section 17-214(f) of the Maryland Health-General Code To request that an independent test be performed on the same specimen in a confirmation test: notify Homestead Gardens’ Human Resources department and the laboratory that performed the confirmation test of the challenge to that test result; and request that laboratory to submit a sufficient portion of the original specimen to a different laboratory chosen by you and licensed by the Secretary to perform alcohol or controlled dangerous substances testing
You shall employ as an independent testing laboratory one that will perform the independent test using detection levels for alcohol or controlled dangerous substances equal to or lower than those provided by the laboratory that performed the initial confirmation test You shall pay all costs of independent testing including any costs associated with specimen handling and transport.
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Management / DOT Medical Examiner’s Certificate Holders. In addition to this policy, all management staff, and other associates who are required to have a DOT Medical Examiner’s Certificate, are subject to the DOT’s rules regarding alcohol and drug use and screens/testing at random, post-accident, and any other time permitted under the DOT’s rules
11.
Work-Related Driving / Driving Safety
If you drive on Company business, you must be a properly licensed driver, provide proof of an insurable driving record, and comply with all applicable laws Please do not text or email or do other distracting things while driving If you have to take a call while driving on Company business, use a hands-free device and pull over to the side of the road as soon as it is safe to do so to complete the conversation Homestead will provide you with a hands-free device, upon request. If you drive on Company business and have any traffic violations, tickets, license suspensions, license revocations, or other issues with your driving record, or any other matter that would affect your ability to drive, please advise the Human Resources Manager
Drivers and all passengers in Company vehicles must wear a seat belt Any defective or unsafe condition of a Company vehicle must be reported to a manager/supervisor promptly so it can be corrected
Associates involved in an accident with a Company vehicle must notify their manager immediately, complete the necessary paperwork and turn it in promptly to the Payroll Administrator or the Chief Financial Officer at the main office If another vehicle was involved, please obtain the name and address of the other driver, make and year of car, license number, driver’s license number, telephone number and name and telephone number of insurance carrier
Associates are required to pay for any parking tickets or moving violations that occur while they are driving
Only associates authorized and approved by management are allowed to drive Company vehicles
12 Length of Service
Length of Service is accumulated on the basis of continuous service with the Company. Your length of service record is terminated if you leave Homestead Gardens’ employ for any reason (i e resignation, retirement, termination with or without cause, job abandonment, permanent layoff, etc ) Full-time and part-time associates who are on a temporary seasonal layoff, and who are expected to return to work and do return to work within one year, will retain their original hire date
13. Use of Company Technology / Phones
The Company may monitor anything that you do, send, receive, view or store on or through Company technology such as cell or smart phones, servers, cloud space, computers, fax machines, thumb drives, printers, or other storage media, tablets, or any other type of Company-owned hardware, software, or storage mechanism (“Company Technology Use”) Monitoring of Company Technology Use may include monitoring of email, texts, internet use, internet sites visited, downloads, uploads, files, keystrokes, cache, memory, etc. You should have no expectation of privacy in your Company Technology Use. All Company Technology Use should comply with Company policies and applicable laws Personal passwords may be necessary for Company Technology Use (i e for security or access); however, the use of a personal password, or labeling a communication as “personal” or “confidential” or “privileged” does not affect the Company’s right to review your Company Technology Use
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While at work, please focus on performing your work for Homestead Gardens. The use of personal cell phones, radios, iPods, MP3 players, streaming audio or video, and other entertainment sources is prohibited during your working hours DO NOT bring your personal technology into the store; rather, leave it in your car or your locker You may give your family the store’s main phone number (410-798-5000) and they can use that number to reach you in the event of an emergency Associates who work outside of the store may have their personal technology with them during work hours Only use personal technology for personal matters when on an approved break and outside of the view of Homestead Gardens’ customers Managers, supervisors and any other associates who are issued Company cell or smart phones are required to carry them while on duty Do not use Homestead Gardens’ landline phones except for emergencies and never for personal long-distance calls
14 Traditional and Social Media
Do not speak for the Company, or use the Company trademark or logo, in the press or on social media, without first getting written approval from Brian Riddle to do so When using social media, use your best judgment and exercise personal responsibility Take your responsibility to heart Integrity, accountability, and respect are core Company values Remember that there can be consequences to your actions in the social media world Any harassment, bullying, discrimination, or retaliation that would not be permissible in the workplace is not permissible between co-workers online, even if it is done after hours, from home and on home computers.
15. Personnel Files
Homestead Gardens maintains and owns a personnel file on each associate Access is restricted to supervisors and management with legitimate reason to have access to these files, unless other access is required by law. Associates are not permitted to review their personnel records.
If you have a change in any of the following items, it is your responsibility to notify the Payroll Administrator or the Human Resources Manager as soon as possible:
16.
/ Pay Periods / Direct Deposit and Payroll Cards / Pay Errors
Homestead Gardens’ workweek for most divisions begins on Thursdays and runs through the following Wednesday The Landscaping Production Division workweek runs from Monday through Sunday Working hours or days may change according to business needs Your manager will notify you with as much advance notice as possible of any schedule change Paychecks are distributed bi-weekly on Tuesdays after 3:00 p.m. Homestead Gardens offers direct deposit and the form may be obtained at any time through our Payroll Administrator.
Homestead Gardens encourages its associates to opt for their pay to be directly deposited into their bank accounts or onto a SOLE™ Visa® Payroll Card account Electronic transfer offers the most prompt and secure method of distributing pay Forms and assistance for setting up these electronic transfers may be obtained at any time through Human Resources Notify Human Resources at least two weeks before a payday of any account changes that would affect your receipt of pay.
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1 Legal name 2 Home address 3. Home telephone number. 4. Person to call in case of emergency. 5 Change of dependents or beneficiary under insurance
Driving record or status of driver's license, if you operate any Company vehicles
Military or draft status
Exemptions on your W-4 and/or Maryland tax form
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7
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Workweek
Pursuant to the Fair Labor Standards Act, if you believe that your pay has been improperly calculated or that an improper deduction has been made, file a written complaint with Human Resources immediately If Human Resources determines that an error has been made, Homestead Gardens will pay you the amount that should have been paid Similarly, Homestead Gardens reserves the right to recoup any overpayments made to associates in error
17. Time Cards
All associates must maintain an accurate record of their time worked Your manager/supervisor will show you how to record your time worked Hourly associates are required to logout and back in for their lunch breaks, as described below Except for your direct manager/supervisor, it is against Company policy for anyone to make an entry on another associate’s time card. If you forget to login or out, you must notify your manager immediately.
18. Lunch and Breaks
Hourly associates working more than four but less than six hours per day can take one fifteen minute paid break during their shift
Hourly associates working over six hours per day can take a lunch break of 1/2 hour. This break is unpaid and associates must log out before they begin their lunch break and log back in before resuming work Field workers, who do not have access to a time clock to record their lunch break when it occurs, must ensure that their lunch breaks are properly recorded on their timesheets
Hourly associates who work eight hours a day, and in positions that require physical exertion, may be granted a paid break of 10 minutes in the morning and another 10 minutes in the afternoon. These breaks will be granted at a time approved by the department manager, and after ensuring that the work to be done is not affected in any way Homestead Gardens reserves the right to modify or cancel the morning and/or afternoon breaks as required by business conditions
Hourly associates who work 8 consecutive hours in a shift will receive (in addition to the thirty minute unpaid lunch break) at least one 15 minute paid break for every additional 4 consecutive hours the employee works in that shift.
Nursing mothers will be provided with reasonable break time, as needed, to express breast milk for her nursing child for one year after the child’s birth The Company will provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used to express breast milk
19. Housekeeping
Every effort is made to keep all areas of our business clean, tidy and sanitary to provide associates and customers with the best possible environment All associates must play an active role in keeping the entire property clean At Homestead Gardens, nobody walks by a piece of trash without picking it up We are all very proud of the cleanliness in our Company and expect every associate to take part in maintaining it.
20. Conduct and Appearance
Homestead Gardens is committed to maintaining its reputation for excellence and professionalism This includes the way its associates dress and conduct themselves As a Homestead Gardens associate, you are our representative to the public, and your appearance and behavior should reflect the Company’s Page 10
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professional image. Cleanliness, neatness, good personal hygiene and appropriate dress are expected at all times
Associates who are in direct contact with customers are required to wear the Company's uniform to make it easier for customers to recognize the staff The Company pays one-half of the cost of the uniforms Associates are required to pay the other one-half through payroll deductions Uniforms can be obtained from the Inventory Control Manager.
Back belts are issued to all associates who are required to wear them It is mandatory for associates to wear them when lifting Associates who leave the Company must return the belts to their manager When issued a belt, associates will sign a receipt which includes authorization to deduct the cost of the belt from their final paycheck if it is not returned
Associates must purchase three Company shirts when hired. They must also wear an apron and carry the tools needed to perform their jobs All associates (except for office staff) are required to wear the Company uniform Shirts must be tucked in at all times and there should be no visible holes in either shirts or pants Unacceptable clothing includes, but is not limited to, jeans, tank tops, cut off shorts, and shorts that are shorter than 6 inches above the knee, sweat pants, torn, patched, overly revealing, short, or excessively tight clothing Pants and shorts must be khaki-colored, loose and a comfortable fit Sandals and open-toe or heel footwear may be a safety hazard and are not to be worn in the workplace. Under garments must be worn at all times. Body piercing and visible tattoos are inconsistent with our Company's image, and therefore, are not allowed Tattoos must be covered at all times Associates who report to work inappropriately dressed will be sent home and will not be compensated for the time away from work
Office staff should dress in “business casual” clothing. No jeans. Collared shirt or the equivalent.
Associates who regularly work outdoors should follow basic requirements of safety and comfort while adhering to the Company’s dress code as working conditions permit
Name badges must be worn at all times
Eating, drinking and chewing gum are not allowed on the sales floor and should be limited to the break areas. Water is the exception to this rule, if kept out of the customers' view and away from Company Technology
Associates who require a reasonable accommodation for reasons based on religion, disability or grounds protected by law should contact Human Resources, in writing, regarding the accommodation sought and the basis for that accommodation
21. Attendance and Punctuality
Report to your scheduled shift on time and ready to start working If you are scheduled to start working at 8:00 a m , you should arrive with sufficient time to actually start your shift by that time If you are unable to come to work, or if you are going to be late, call your manager/supervisor immediately to notify him/her of your lateness/absence and the time that you intend to arrive.
If you are absent for more than two consecutive shifts, your manager may request a note from your doctor If you do not report to work for two consecutive shifts and do not call your manager/supervisor to explain your absence, your employment will be considered terminated
Repeated instances of tardiness or unexcused absenteeism are not acceptable
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22. General Complaint Procedure
From time to time situations may arise that require the assistance of your manager and/or the Human Resources Manager If you have a work-related issue that needs to be discussed, you should first approach your manager for guidance There may be a time when your manager is unavailable or unable to resolve the problem The Human Resources Manager should be involved in the situation from the beginning in order to try to facilitate its resolution. You may also call our toll free number 1-800-300-5631 to register a complaint, or you may e-mail a complaint directly to HRConcerns@homesteadgardens com
If your complaint relates to harassment, discrimination or retaliation, please see the specific harassment, discrimination and retaliation policy at the beginning of this Handbook
23. Conflict of Interest
While employed at Homestead Gardens, associates may not directly or indirectly engage in (as an associate, consultant, owner, or in any other capacity) a business that competes with Homestead Gardens’ business, without first obtaining the prior written approval of Brian Riddle For example, it would hurt Homestead Gardens’ business if its associates offered to assist Homestead Gardens’ customers in planting what they purchase from Homestead Gardens – because this is a business that Homestead Gardens engages in.
24. Confidentiality
Associates who have access to confidential information during their employment are required to keep that information confidential and not use it on his/her behalf or disclose it to any third party Associates may not make or retain physical or electronic copies of confidential Company material, except in the course of their duties for the Company. Confidential information includes, but is not limited to, any financial information, payroll, personnel and customer data, sales goals, vendor information, marketing plans, business plans, pricing, and any other private and proprietary information that would damage Homestead Gardens by its disclosure, personal use or use by individuals or companies that provide any of the services or products provided by Homestead Gardens
25. Job Duties / Standards of Conduct
We will explain your job responsibilities to you but we aren’t perfect If you have questions about the Company, your job duties or how to do your job, it is up to you to let us know so that we can get you the information you need
Your job duties are not etched in stone We may change or add to your job responsibilities, ask you to work on special projects, or ask you to assist with other work important to the Company.
We cannot list every specific “do” and “don’t” in the workplace -- but we can give you some general guidance: use common sense, be honest, act lawfully, be considerate to your co-workers, and use your best efforts to excel at each task you are given
In addition, below is a list of some (but not all) of the behavior that is unacceptable. Some of these “don’ts” are explained in greater detail in individual policies in this Handbook.
● Theft, dishonesty, or participation in a criminal activity
● Use, possession or sale of illegal drugs, weapons, or explosives at Company premises or off-site while conducting Company business
● Intoxication on the job or reporting to work while intoxicated
● Repeated tardiness or absenteeism.
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● Insubordination or refusal to perform the assigned duties of the position or to follow reasonable instructions of one’s manager/supervisor
● Falsifying records, timecards, expense reports, or other Company documents
● Intimidating or injuring other associates or customers
● Malicious damage to property of the Company or of another associate
● Violations of local, State, or Federal laws or Company policies and procedures
● Harassment or discrimination on the basis of sex or any other protected basis (see harassment and discrimination policy above for more detail)
● Disseminating information concerning the Company’s pricing policies, sources for merchandise, customer lists, or other confidential information of the Company
● Poor work performance
● Carelessness and/or failure to perform work consistent with your job requirements
● Arguing.
● The use of profanity while working.
● Discourtesy or repeated discourteous conduct
● Failure to notify a manager/supervisor when unable to report to work
● Continued failure to meet quality or productivity standards or daily work expectations
● Failure to follow procedure for reporting time in/time out and\or unauthorized overtime
● Failure to be at assigned work place performing assigned job duties during scheduled work shift
● Failure to observe work schedules, including meal and break periods.
● Engaging in an unsafe act.
● Failure to observe guidelines on Personal Protective Equipment (PPE), e g , safety glasses, safety shoes, and hearing protection
● Failure to obtain proper written approval to disclose confidential Company information
● Altering, writing on, or removing Company notices from bulletin board(s) or Company property
● Use of Company phones without authorization or use of personal cellular telephones during scheduled work shift.
● Gambling while at work
● Creating or contributing to unsanitary conditions
● Non-compliance of Smoke-Free Work Environment
● Non-compliance of Appearance and Dress Standard
● Eating or drinking in unauthorized work areas
● Failure to maintain clean work area.
● Ringing your own transaction.
● Operation of equipment without appropriate training and/or authorization
● Failure to report occupational workplace injury to supervisor and/or other management representative immediately
● Failure to clock/punch out when leaving the Company premises during lunch
● Lack of respect to customers, associates, and/or Company property
● Failure to follow verbal or written instructions of manager/supervisor.
● Insubordination; refusal to perform work assignment(s)
● Leaving the Company premises during scheduled work hours without clocking out and notifying your manager/supervisor
● Falsely reporting the reason for absence
● Knowingly reporting another associate’s time in/time out, having another associate record your time in/time out, or altering reported time in/time out data.
● Falsifying, manipulating, or altering Company or associate records, including job-related documents and production data Falsification of information on an employment application
● Endangering personal safety, the safety of other associates and/or the safety of customers
● Engaging in malicious behavior, e g , horseplay or throwing things, and/or engaging in behavior that is disruptive to the work environment
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● Abusive language (including profanity, degradation, etc.), threatening (including verbal and non-verbal threats), intimidating, coercing or interfering with associates or supervision at any time
● Fighting, provoking, instigating, or engaging in a fight on Company premises NOTE: If you are ever verbally or physically assaulted by another associate, you are encouraged to walk away and immediately report the incident to your manager/supervisor
● Engaging in indecent or sexual misconduct or unethical behavior on Company premises at any time
● Deliberately misusing, damaging, destroying, or stealing property of the Company or of another associate
● Reporting to work under the influence of alcohol, illegal drugs, or non-legally prescribed drugs Possession or use of, alcohol and/or illegal drugs on Company premises at any time (Refer to the Company’s Drug/ Alcohol Policy.)
● Possession of weapons, explosives or dangerous materials on Company premises at any time.
● Failure to obtain proper authorization to remove Company property from the premises
● Failure to observe safety/environmental rules or practices, e g , removing or altering machine guarding, etc
● Failure to comply with Company-directed searches, e g , lockers, etc
● Sleeping during scheduled work hours, excluding authorized break periods
● Misappropriation of property and/or funds belonging to other associates or the Company.
● Inappropriate or illegal use or abuse of Company Technology.
● Being absent for three or more days without notification or permission
● Noncompliance with Company Standards of Conduct
● Having backpacks, handbags or any electronic devices (other than Company-issued) on the retail sales floor
● Noncompliance with the Company On-the-Job Training Cards.
26. Smoking
The Company has a no smoking policy Smoking on Company grounds (including the parking lot), inside Company vehicles, or on customer’s job site is strictly forbidden For purposes of this policy, e-Cigarettes, vaping, etc , are treated the same as conventional cigarettes
27. Staff Parking
During busy times of the year, special events and on weekends, Davidsonville retail associates must park in either the parking lot behind the Administrative Office, by the Landscaping Barn or other designated area Your manager will inform you when these restrictions are in force Severna Park retail associates will be informed when parking restrictions are in place
28. Safe Workplace / Workplace Injury / Workers’ Compensation
Homestead Gardens considers safety to be a matter of the highest priority among its staff and strives to maintain a safe work environment in accordance with Federal, State and local laws
Managers have the responsibility and authority to administer the Company’s safety program. All management personnel are instructed to look for, record and correct any unsafe conditions that occur in areas under their supervision and must complete an accident/injury report within 24 hours of any incident This completed report immediately should be turned in to the Payroll Administrator, who will file it with the Company’s Workers’ Compensation insurance carrier Failure to file this report in a timely manner may result in a delay in payment of the claim
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The safety of our associates is very important. We expect all associates to be safety-conscious, follow safety rules, and to immediately alert management to any conditions in the workplace that are believed to be unsafe or unhealthy Accident prevention is important to the well-being of our associates and customers and also a factor in our costs and profits When an accident does occur, ask yourself how it could have been prevented and take the necessary steps to prevent a similar accident in the future
As you go through the training program for your specific job position, additional safety procedures will be explained to you Accidents can happen - but remember, safety is everyone’s responsibility
EACH ASSOCIATE’S RESPONSIBILITY REGARDING SAFETY
Safety can only be achieved through teamwork at our Company Each associate, supervisor and manager must practice safety awareness by thinking defensively, anticipating unsafe situations and reporting unsafe conditions immediately. If your manager is not available to discuss any of the situations outlined below, discuss them with your supervisor instead
1 Notify your manager/supervisor immediately of any emergency situation
2 If you are injured at work, no matter how minor, you must inform your manager/supervisor immediately and complete a written accident report within 24 hours The manager/supervisor must report this information to the Human Resources Manager immediately.
3. If you become sick at work, notify your manager/supervisor immediately.
4 Assume responsibility for safety in your work environment
5 Maintain a clean work environment including returning tools to their proper storage, removing empty pallets from the sales floor, ensuring that hoses are not a tripping hazard, and there is no litter or other obstructions in the workplace
6. Report any unsafe conditions or unsafe equipment to your manager/supervisor immediately.
7. When working above your reach, always use a ladder, making sure that it is properly secured.
8 Drive slowly when entering and leaving any Company area
9 The use and/or possession of alcoholic beverages or illegal drug substances during working hours is forbidden
10 Ask for assistance when lifting or pushing heavy objects In particular, when loading trees and large shrubs (e g arborvitae) into customers' cars, two associates must perform the lift
11. Understand your job fully and follow instructions. If you are not sure of the safety procedure, don’t guess, ask your manager/supervisor.
12 Know the locations of fire extinguishers and how to use them
13 Know the location of the facility's first aid kit
14 Wear personal protective equipment in accordance with the job you are performing
15 Unauthorized possession, use or sale of: weapons, firearms, explosives, or drug paraphernalia on work premises is forbidden
16. Do not engage in horseplay or roughhousing.
A violation of a safety precaution is in itself an unsafe act
SAFETY ON THE JOB SITE
Working on the job site, be it at Homestead Gardens or on a customer’s property, requires the proper use of equipment and the proper equipment for the job. Only associates 18 years or older who are trained on the proper use of a motorized piece of equipment are authorized to use it You and your supervisor and manager must ensure that you are trained to drive or utilize any equipment before you use it to perform your jobs If you haven’t been trained, speak up!
CUSTOMER SAFETY / REPORTING CUSTOMER ACCIDENTS
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Customer safety is everyone’s concern. All associates should pay attention and report any possible safety issues to a manager For example, double-tiered carts should not have children riding on the top tier The surface variation and instability of the cart may cause a child to fall off, potentially causing serious injury If you have a safety concern, it is your responsibility to report it to your manager, your supervisor or a manager on the floor
Accidents involving customers must be reported to the manager on duty. An accident report must be completed immediately Upon request, a copy of the accident report will be given to the customer The completed report with detailed information should be sent to the Payroll Office within 24 hours of the incident
29 Full- and Part-Time Employment and Variable Hour / Seasonal Employment
You are a “full-time” associate if you are normally scheduled to work, and do work, a schedule of thirty (30) hours per week or more and are not a variable hour / seasonal associate
You are a “part-time” associate if you are normally scheduled to work, and do work, less than thirty (30) hours per week and are not a variable hour / seasonal associate If you convert from part-time to full-time status, you will become eligible for full-time benefits after completing any waiting period required for new full-time associates.
“Variable hour / seasonal associates” are associates for whom it cannot be determined at the time of hire whether they will be expected to work full-time or part-time or if their full-time status is reasonably expected to be of limited duration An example of variable hour / seasonal associates are those hired for a specific season due to increased business demands Being hired as a variable hour / seasonal associate does not alter the at-will nature of employment. If you convert from a variable hour / seasonal associate to a full-time associate, you will become eligible for full-time benefits after completing any waiting period required for new full-time associates
All associates (full-time, part-time and variable hour / seasonal associates) are “at will” associates
BENEFITS
The Company currently provides the benefits that are generally described below We have not attempted to outline the specific terms of each benefit in this Handbook. Benefits may change or be eliminated at the Company’s discretion and without revision to this Handbook. To review the full benefit plan documents in effect at any time, please see the Human Resources Manager In any instance of a conflict between this Handbook and the applicable benefit policies and/or plan, the benefit policies and plan documents will govern
The Company and its designated administrators manage the benefit programs and have the exclusive right to determine all issues of eligibility and interpretation of the terms of the Company’s benefit programs. This reservation of rights does not apply to issues which, by law, must be determined by a federal or state agency, such as eligibility for unemployment compensation
Part-time associates or variable hour / seasonal associates who convert to full-time employment must complete any waiting period for benefits that a new full-time associate would have
30. Medical / Dental / Vision Insurance
Homestead Gardens pays a portion of the medical and dental insurance premium for all full-time associates who elect to participate in this benefit and who have completed at least thirty days of employment Eligible employees can elect to obtain vision insurance at their sole cost Once you satisfy
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the eligibility requirements for coverage, the Company must allow you to enroll in coverage no later than 90 days after becoming eligible Additional details of the plan and cost will be explained during orientation
31 Vacation Leave (updated 3/1/2020)
Full-time associates accrue paid vacation leave in accordance with this policy.
Full-time hourly associates are eligible for paid vacation time based on the following:
● Full-time hourly associates begin to accrue immediately, however, they cannot use accrued leave until they have completed 12 consecutive months of work with a total of at least 1560 hours Associates must work at least 1560 hours each subsequent year that they work to remain eligible for vacation leave.
● The vacation benefit for full-time hourly associates is based on the following schedule:
Year 1: 1 week (40 hours) per year worked (based on hire date)
Accrual Rate = 0 0256 per hour worked
● Although vacation is earned on an anniversary year basis, the rollover of accrued, unused vacation occurs on the Company’s fiscal year beginning March 1st.
Year 3 + 2 weeks (80 hours) per year worked (based on hire date)
The associate will continue to accrue leave at the accrual rate shown above for years one and two Associates will roll over accrued hours up to a maximum of 40 at the beginning of each fiscal year (March 1st)
In the transition year when an associate reaches their 3rd year anniversary of their hire date, vacation will be accrued at the new higher rate for 80 hours for the remainder of the fiscal year after the achievement of his/her 3 years of service anniversary. Associates will roll over hours up to a maximum of 40 at the beginning of each fiscal year (March 1st)
Example: Joe reaches his 3 year anniversary of his hire on June 1st and is now eligible for 40 additional vacation hours per year The accrual rate will begin to accrue at the higher rate of .0513 per hour worked beginning the next pay period after June 1st, the anniversary of hire date.
Full-time salaried associates are eligible for paid vacation time based on the following:
● Full-time salaried associates are eligible to use accrued vacation hours without a wait period
● The vacation benefit for full-time salaried associates is based on the following schedule:
Accrual Rate = 0 0513 per hour worked 2 weeks (80 hours) per year worked (based on hire date)
Accrual Rate = 0 0513 per hour worked
● Although vacation is earned on an anniversary year basis, the rollover of accrued, unused vacation occurs on the Company’s fiscal year beginning March 1st.
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The following apply to ALL associates eligible to accrue paid vacation leave:
● Upon leaving the Company (this includes layoffs, resignations, terminations) unused vacation time will not be paid out
● If the Company has paid the associate more vacation than he/she has accrued, and the associate leaves the Company, the associate agrees that a deduction will be made from the associate’s final paycheck in the amount of the value of the unearned used leave.
● Vacation time requests are subject to management approval and must be submitted at least two weeks in advance through the timekeeping system
● Vacation dates will be given on a first come first serve basis
● Unused vacation benefits that accrued prior to December 31, 2014 will be “grandfathered” in and, therefore, retained
● Homestead Gardens' busiest months are approximately March 15th - June 15th and September 15th - December 15th. During these months, time off will be strictly limited and, as always, will be granted at the manager's discretion If a conflict arises among vacation requests made on a timely basis, priority will be given to the associate with the greatest length of service with the Company
32 Sick and Safe Leave
Eligible associates will be entitled to “Sick and Safe Leave” in accordance with this policy. Sick and Safe leave can only be used for the following situations:
● To care for or treat the associate’s mental or physical illness, injury or condition;
● To obtain preventative medical care for the associate or the associate’s family member;
● To care for a family member with a mental or physical illness, injury or condition;
● For maternity or paternity leave; or
● When the absence from work is necessary due to domestic violence, sexual assault or stalking committed against the associate or the associate’s family member and the leave is being used:
(1) to obtain medical or mental health attention; (2) to obtain services from a victim services organization; (3) for legal services or proceedings; or (4) because the associate has temporarily relocated as a result of the domestic violence, sexual assault or stalking
● A family member includes a spouse, child, parent, grandparent, grandchild, sibling or legal guardian. For a complete list of family members included under the law, please see §3-1301(G) of the Labor and Employment Article of the Maryland Annotated Code
Sick and Safe leave is considered on a calendar year basis If an associate has used all their earned and accrued paid Sick and Safe leave within a calendar year, no additional paid Sick and Save leave will be awarded, even if the reason falls under the conditions that are set forth in the Maryland Earned Sick and Safe Leave law.
Associates Eligible for Sick and Safe Leave:
Full-time Associates:
Full-time associates over 18 years of age will be awarded 40 Sick and Safe Leave hours on January 1 of each calendar year. Associates hired after January 1st will, for their first (partial) year of employment, be awarded Sick and Safe leave hours in accordance with the following schedule:
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Since these Sick & Safe leave hours are front loaded, they will not be eligible for carry over from one year to the next
Part-time and variable hour/seasonal Associates: Part-time and variable hour/seasonal associates (“non-full-time associates”) regularly working more than 12 hours per week will accrue 1 Sick and Safe leave hour per 30 hours worked No Sick and Safe leave hours will accrue if, during a two week pay period, an associate works less than 24 hours within that pay period The maximum earned and accrued Sick and Safe leave hours within the calendar year will be 40 Since these Sick and Safe leave hours are not front loaded, but earned as an associate works, an associate may carry over earned but unused Sick and Safe Leave up to 40 hours; however, they may not accrue more than 64 hours of Sick and Safe leave at any one time.
Additional Information for all associates eligible for Sick and Safe leave:
Sick and Safe Leave cannot be used during the first 90 days of employment If the need to use sick and safe leave is foreseeable (for example a scheduled doctor’s appointment), the associate must provide notice 7 days prior to leave use. If the need to use leave is not foreseeable, the associate must provide notice as soon as practicable. Notice must be given to the associate’s manager in writing or via email.
Associates will not be paid for any unused Sick and Safe leave upon termination of employment If an associate leaves employment and is rehired within 37 weeks of leaving, any earned and unused Sick and Safe leave that the associate had at the time of separation will be reinstated
33. Voluntary Disability and Life Insurance / AFLAC
Full-time associates are eligible to purchase, at their own cost, voluntary short- and long-term disability, as well as life insurance and other offerings from AFLAC Additional information regarding these benefits will be provided during orientation
34 Holidays and Holiday Pay
After 30 days of continuous service, full-time salaried associates receive the following paid holidays: Thanksgiving, Christmas, New Year's Day, Memorial Day, Independence Day and Labor Day
After 30 days of continuous service, full-time hourly associates actively working receive the following paid holidays: Thanksgiving, Christmas and New Year's Day
35. Retirement Savings Plan
Full-time associates are eligible to participate in the Company-sponsored 401K retirement savings plan after one year of employment Open enrollment is in March and in September Eligible associates can participate in the next open enrollment period following their one year anniversary with the Company Homestead Gardens will match 25% of the associate’s contributions up to 4% of their base salary
Month of Hire Hours Front Loaded Jan 1 to July 31 40 August 31 September 24 October 18 November 13 December 6
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Questions about this program should be directed to the Payroll Administrator at extension 2216, or the CFO at extension 2215
36. Family and Medical Leave
The Company provides leave according to the Family and Medical Leave Act of 1993 (FMLA), which provides for unpaid, job-protected leave to covered associates in certain circumstances.
Eligibility To qualify for FMLA leave, you must: (1) have worked for the Company for at least 12 months, although it need not be consecutive; (2) worked at least 1,250 hours in the last 12 months; and (3) be employed at a worksite that has 50 or more employees within 75 miles
Leave Policy. If eligible, you may take up to 12 or 26 weeks of family or medical leave, whichever is applicable (as explained below), within the relevant 12-month period defined below. While you are on FMLA leave, The Company will maintain your group health insurance coverage at the same level and under the same circumstances as when you were actively working, as explained more fully under the section titled, “Medical and Other Benefits ” On returning from approved FMLA leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law
Leave Entitlement. You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, the Company uses a “rolling” method that is measured backward from the date you use any FMLA leave for any of the following reasons:
(1) The birth of a son or daughter and in order to care for that son or daughter (leave to be completed within one year of the child’s birth); (2) the placement of a son or daughter with you for adoption or foster care and in order to care for the newly placed son or daughter (leave to be completed within one year of the child’s placement); (3) to care for a spouse, son, daughter, or parent with a serious health condition; to care for your own serious health condition, which renders you unable to perform any of the essential functions of your position; (4) or a qualifying exigency of a spouse, son, daughter, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty)
You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, son, daughter, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by the FMLA’s regulations (known as military caregiver leave)
Both Spouses Employed by the Company Spouses who are both employed by the Company and eligible for FMLA leave may be limited to (1) a combined total of 12 weeks of leave during the 12-month period if leave is requested: for the birth of a son or daughter and in order to care for that son or daughter; for the placement of a son or daughter with the employee for adoption or foster care and in order to care for the newly placed son or daughter; or to care for an employee’s parent with a serious health condition
(2)Combined total of 26 weeks in a single 12-month period if the leave is either for: military caregiver leave; or a combination of military caregiver leave and leave for other FMLA-qualifying reasons
Notice of Leave. If your need for FMLA leave is foreseeable, you must give the Company at least 30 days’ prior written notice If this is not possible, you must at least give notice as soon as practicable (within one to two business days of learning of your need for leave) Failure to provide this notice may be grounds for delaying FMLA-protected leave, depending on the particular facts and circumstances The Company has Family and Medical Leave Act request forms available from your supervisor Please submit a written request, using this form, when requesting leave
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Additionally, if you are planning a medical treatment or a series of treatments or you are taking military caregiver leave, you must consult with the Company first regarding the dates of this treatment to work out a schedule that best suits the needs of the employee or the covered military member, if applicable, and the Company
Certification of Need for Leave If you are requesting leave because of your own or a covered relative’s serious health condition, you and the relevant health care provider must supply appropriate medical certification You may obtain Medical Certification forms from your supervisor When you request leave, the Company will notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave) If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before leave begins Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided
The Company, at its expense, may require an examination by a second health care provider designated by the Company If the second health care provider’s opinion conflicts with the original medical certification, the Company, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion The Company may require subsequent medical recertification Failure to provide requested certification within 15 days, when practicable, may result in delay of further leave until it is provided
Reporting While on Leave. If you take leave because of your own serious health condition or to care for a covered relative, you must contact the Company on a monthly basis regarding your status and your intention to return to work In addition, you must give notice as soon as practicable (within two business days if feasible) if the dates of leave change or are extended or initially were unknown
Leave Is Unpaid. FMLA leave is unpaid. You will be required to substitute any accrued and unused paid leave for unpaid FMLA leave. Any accrued and unused paid leave will first be substituted for unpaid family/medical leave and run concurrently with your FMLA leave The substitution of paid leave time for unpaid FMLA leave time does not extend the 12 or 26 weeks (whichever is applicable) of the FMLA leave period Your FMLA leave runs concurrently with other types of leave, for example, accrued vacation time that is substituted for unpaid FMLA leave and any state family leave laws, to the extent allowed by state law
Medical and Other Benefits. During approved FMLA leave, the Company will maintain your health benefits as if you continued to be actively employed You will be required for any portion of the premium that is apportioned to employees If you elect not to return to work for at least 30 calendar days at the end of the leave period, you will be required to reimburse the Company for the cost of the health benefit premiums paid by the Company for maintaining coverage during your unpaid leave, unless you cannot return to work because of a serious health condition or other circumstances beyond your control
Intermittent and Reduced Leave Schedule If medically necessary, FMLA leave occasioned by a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday) FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service If leave is unpaid, the Company will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave, the Company may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits
Returning from Leave If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work, particularly to resume the essential functions of your position. Otherwise, you will not be permitted to resume work until it is provided.
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Non-retaliation 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
37 Military Leave
The Company will provide you with time off to fulfill military obligations in accordance with applicable requirements of state and federal laws Please provide your manager with a copy of military orders upon receipt so that the Company may properly plan for any required leave
38
Jury Duty
If you are called for jury duty, please immediately provide your manager with a copy of your jury duty notice and request for leave After serving, provide your manager with verification from the court clerk for jury duty served Jury duty leave is unpaid (except that full-time exempt associates will receive pay for any partial-week absence due to jury duty but not for any full week absences for jury duty) Benefits will be continued while on jury duty
39. Associate Discounts
After 30 days of employment, and completion of the Homestead Gardens’ core On-The-Job Training Cards Program, all Homestead Gardens associates receive a discount card good for a 25% discount on regularly priced merchandise sold at the retail store, excluding pet nutrition, grills and landscape services Upon their anniversary date, full-time associates who have been with the Company at least 10 years will receive an additional variable discount. Spouses, children living at home, and parents living in the same household can also take advantage of this discount, provided the associate is present during the purchase All merchandise must be paid for at the time of purchase with cash, check, or credit card Discounts are not applicable on sale items Purchases must be made on the associate’s own time and must be rung/purchased at the Customer Service Desk by a manager or supervisor Under no circumstances may a cashier ring up an associate transaction and under no circumstances may an associate ring up their own transaction. After merchandise purchase is complete, please exit through the front door. Associates who are laid off for no longer than 10 weeks remain eligible for the discount.
40. Business Travel
Homestead Gardens will pay all transportation, meals and lodging expenses for travel directly related to Company business, except alcohol consumption All business travel must be pre-approved, in writing While on Company travel, you are representing the best of Homestead Gardens and you are expected to dress and behave in a professional manner Attire should be business casual at minimum Coat and tie might be appropriate on certain occasions When in doubt, associates should go to the next higher level of dress code Wearing jeans is never appropriate during business travel
Associates who attend a training session, seminar or meeting must provide a written report to their manager upon their return.
If business travel involves a day trip, every effort will be made to provide a Homestead Gardens vehicle If all efforts are exhausted and you must utilize your own vehicle, you will be reimbursed for the mileage at a Corporate-approved rate
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