TEAM MEMBER HANDBOOK
ATW TOC 02 GENERAL EMPLOYEE GUIDANCE
20 TEAM MEMBER DEVELOPMENT
03 Open Door Policy
20 Training
03 Equal Employment Opportunity
20 Performance Feedback
04 Policy Against Sexual Harassment and
Other Workplace Harassment
05 Conflicts of Interest
23 Team Member Classifications 23 Exempt and Non-Exempt Status
23 Regular Full-time Team Members 23 Regular Part-time Team Members
05 Political Contributions
05 Confidential and Proprietary
21 Overtime
22 Work Week, Pay Days and Pay Periods
22 Meal and Rest Breaks
Information and Trade Secrets
06 WORKPLACE CONDUCT
23 Meeting, Training, and Travel Time
23 Weekends and Holidays
23 Expense Reimbursement
06 Standards of Conduct
08 What We Expect of You
10 Corrective Action
10 Attendance and Punctuality
11 Timekeeping
24 Time Off Policy
11 Personal Data Changes
25 Health and Welfare
12 Dress and Personal Appearance
25 401(k) Savings Plan
24 BENEFITS
12 Drugs and Alcohol
25 Workers’ Compensation
14 No Smoking
26 Leaves of Absence
14 Non-Solicitation and Distribution of Literature
27 Family Medical Leave Act Leave (FMLA)
14 Bulletin Boards and E-Signs
27 Eligibility
14 Electronic Communications
27 Types of Leave Covered
14 Social Media Postings and Press Inquiries
28 Amount of Leave
14 Use, Search and Return of Company Property
28 Procedure for Requesting FMLA Leave
16 Operation of Vehicles
28 Medical Certification
16 Cellular Phone Usage When Driving
29 Intermittent Leave
18 HEALTH, SECURITY AND SAFETY
18 Work Practices
19 Workplace Violence
29 Benefits
29 Return From Leave
29 Legal Compliance
30 State Family and Medical Leaves
30 Voting Leave
30 Bereavement Leave
30 Jury Duty Leave
31 Military Leave
31 Other Disability Leaves
31 Other Legally Required Leaves Of Absence
32 GENERAL HANDBOOK ACKNOWLEDGMENT
OUR EMPLOYMENT RELATIONSHIP At ATW we believe engaged team members represent a competitive advantage and we strive to be the employer of choice in our communities. The purpose of this handbook is to communicate policies and practices that enable a healthy and productive team member experience. This handbook applies to all team members of ATW and its affiliated companies, which include: ATW Distributors, Inc.; Big Tex Holding, Inc.; Big Tex Trailer Manufacturing, Inc.; Big Tex Transportation, Inc.; Contract Manufacturer, LLC; Nuera Transport, Inc.; Carry-On Trailer, Inc.; Motion Holdings, Inc.; PJ Trailers Manufacturing, Inc.; ATW Ohio, LLC; RC Trailers, Inc.; Big Tex Trailers World, Inc.; BWise Manufacturing, LLC; and TexTrail, Inc. This handbook supersedes all previously issued handbooks and any inconsistent policies or practices. If any provision of this handbook conflicts with a legal requirement, the law governs. There may be an additional handbook supplement for some states or jurisdictions. No oral statements or representations can change or alter the provisions of this handbook. No team member handbook can anticipate every circumstance or question about policy. The Company reserves the right to revise, supplement, or rescind any benefit programs, policies or portion of the handbook, with the exception of its policy of at will employment, from time to time as it deems appropriate, in its sole and absolute discretion, with or without notice. Your employment at ATW is AT-WILL. Nothing in this handbook creates a contract, express or implied, nor does it guarantee employment for a specific length of time. As an at-will team member, your employment is terminable by either you or the Company, with or without cause or notice, at any time. At will employment also means that the Company may make decisions regarding other terms of employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work at any time, with or without cause or advance notice. Nothing in this or any other document shall be deemed to create an exception to our at-will employment relationship. Please read and keep this handbook as a reference for your questions regarding working at ATW. ATW team members in California will also be provided a California supplement, which is incorporated herein by reference. Of course, if you have further questions, please do not hesitate to ask your manager or Human Resources. Welcome to the ATW team!
GENERAL EMPLOYEE GUIDANCE
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Open Door Policy We believe that all of our team members are vital to our Company’s success. We strive to provide a productive and safe work environment that supports our team members. During your employment you may have an occasional problem, suggestion, question or idea in relation to your job or work environment – don’t be shy about it! We want you to ask any question, make any suggestion or call attention to any problem. That helps make us a great company. Start with your manager when you need to talk. If your problem isn’t resolved or if for any reason you feel uncomfortable discussing your concern with your manager, feel free to contact the next level of management. Please also know that at any time you can and should contact the Human Resources department if you feel more comfortable and/or if your concerns are not being resolved by management. Concerns can also be directed to our Ethics Point hotline at 844-981-1073 or through the website at atw.ethicspoint.com. Equal Employment Opportunity ATW, an equal opportunity employer, recruits, hires, trains, promotes, pays, and administers all personnel actions without regard to race, religion, sex (including pregnancy, childbirth, and related medical conditions), gender, national origin, age, disability, military or veteran status, citizenship status, sexual orientation, or any other status protected by applicable law. The Company also makes reasonable accommodations for qualified applicants and team members with disabilities unless doing so creates an undue hardship, in accordance with all legal requirements. Any applicant or team member who requires an accommodation to perform the essential functions of the job should contact the Human Resources Department to request that accommodation. The Company will work with that individual to attempt to identify a reasonable accommodation that will not impose an undue hardship on the Company. All team members must follow this policy. Any team member who violates this policy will be subject to disciplinary action, up to and including termination of employment. The Company will not tolerate intimidation or retaliation against team members or applicants because they have engaged in or may engage in filing a complaint of discrimination or retaliation; assisting or participating in an investigation; opposing any act or practice made unlawful by any local, state, or federal law; or for exercising any other legally protected right. If you have questions or feel that you have been or witnessed conduct in violation of this policy, then you must follow the reporting procedures outlined in the Policy Against Sexual Harassment and Other Workplace Harassment below. Please see the Company’s Policy Against Sexual Harassment and Other Workplace Harassment for information about the Company’s policy regarding investigation and resolution of complaints.
Policy Against Sexual Harassment and Other Workplace Harassment The Company expects every team member to show respect for all of our colleagues, clients, team members, and vendors. Accordingly, this policy forbids any unwelcome conduct, whether it be verbal, physical or non-verbal, that is based on an the legally any other protected status of an individual or that individual’s associates or relatives, as described in the Equal Employment Opportunity policy. The Company is thus committed to providing a work environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. ATW will not tolerate any form of harassment that violates this policy even if it does not rise to a violation of law, as explained below. Among the types of unwelcome conduct prohibited by this policy are epithets, slurs, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of their protected status. ATW prohibits that conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment. Sexual harassment deserves special mention. According to the U.S. Equal Employment Opportunity Commission (“EEOC”), unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct based on sex constitute unlawful sexual harassment when (1) submission to such conduct becomes an implicit or explicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for any employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. This policy forbids sexually harassing conduct and harassment based on gender regardless of whether it rises to the level of a legal violation. Examples of gender-based harassment forbidden by this policy include (1) offensive sex-oriented verbal kidding, teasing or jokes, (2) repeated unwanted sexual flirtations, advances or propositions, (3) verbal abuse of a sexual nature, (4) graphic or degrading comments about an individual’s appearance or sexual activity, (5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters, (6) unwelcome pressure for sexual activity, (7) offensively suggestive or obscene letters, notes or invitations, (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body, and (9) sexual favoritism. Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited harassment; no team members, not even the highest ranking individuals in the Company, are exempt from the requirements of this policy. All incidents of alleged discrimination, harassment, retaliation, or other conduct inconsistent with this policy must be reported immediately to any manager or supervisor, or your Human Resources Representative, or our Ethics Point hotline at 844-981-1073 or through the website at atw.ethicspoint.com. Any manager or supervisor who is aware of conduct inconsistent with this policy or who receives a report of conduct inconsistent with this policy must report it immediately to the Company’s Chief Human Resources Officer in Richardson, TX. 4
All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively. If an investigation reveals a violation of this policy or other inappropriate conduct has occurred, then ATW will take corrective action, including discipline up to and including dismissal or other measures the Company deems appropriate under the circumstances. The Company may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. In investigating and in imposing any corrective action, the Company will attempt to preserve confidentiality to the extent that the needs of the situation permit. ATW forbids that any team member treat any other team member or former team member or applicant adversely for reporting harassment, discrimination, or retaliation, for assisting another team member or applicant in making a report, for cooperating in an investigation into such alleged conduct, or for filing an administrative claim with the EEOC or a state governmental agency. All team members who experience or witness any conduct they believe to be retaliatory are to immediately follow the reporting procedures stated above. Conflicts of Interest For detailed information, see the ATW Code of Business Conduct and Ethics. Political Contributions Both federal and state laws impose significant restrictions on the Company’s ability to make political contributions. Team Members may not give monies, products or services belonging to the Company to any political campaign, party or candidate. Team Members may not devote time during working hours to any campaign for a candidate or political party nor may they permit any campaign or candidate to use any of the Company’s facilities or property. Confidential and Proprietary Information and Trade Secrets For detailed information, see the ATW Code of Business Conduct and Ethics.
Workplace Conduct
Standards of Conduct ATW has high standards of ethical and professional conduct. As a market leader, our organization’s reputation is essential to our continued success. Each of us has a stake in that success: common sense, good judgment, accountability and acceptable personal behavior are expected from you and every member of the ATW team. To ensure orderly operations and provide the best possible work environment, the Company expects team members to follow rules of conduct that will protect the interests and safety of all team members and the Company. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The performance standards listed below, and others which may be established from time to time obviously are not all-inclusive, but merely indicate some of the types of actions that are unacceptable in the workplace. If you need clarification of a specific issue related to these standards, you should seek clarification from your supervisor or Human Resources Representative. Team members should understand that discipline is directed at the specific act, not the individual.
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We expect you to use good judgment and act in a manner consistent with these guidelines.
What We Expect of You The following general standards of conduct are provided to guide your behavior: • Adhere to the Company’s Code of Business Conduct and Ethics • Follow all Company policies and guidelines. • Follow all safety rules and conduct all work activities in a safe manner. • Perform all job tasks assigned in a consistently acceptable manner. • Be honest in all of your dealings with customers, fellow team members, and vendors. • Treat fellow team members, customers, clients and vendors with courtesy and respect
and resolve any differences in a professional, non-abusive and non-threatening manner.
• Maintain team member, customer and company confidentiality. • Use Company equipment and assets for authorized ATW business only. • Follow Human Resources’ practices in recruiting, hiring, training, discipline, career
development, compensation, promotion and termination.
• Avoid conflicts of interest or the appearance of a conflict of interest. • Accurately record all time worked using established Company systems. • Follow all applicable laws and regulations.
While it is not possible to list all the forms of behavior that are considered unacceptable on Company property or during work hours, the following items are generally unacceptable: • Violation of the Company’s Code of Business Conduct and Ethics. • Dishonesty in any form, including but not limited to, misuse of Company property, theft,
fraud, forgery, falsification of Company documents, and knowingly directing or making
an inaccurate entry in a time record.
• Insubordination. • Failure to cooperate fully or provide truthful information in an internal investigation. • Conduct leading to a loss of trust and confidence. • Subject to state laws, the possession, sale or use of any kind of dangerous or unauthorized
materials, such as explosives or firearms or other weapons, on Company property or while on duty.
• Fighting or threatening violence or bodily injury to another in the workplace.
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• Negligence or improper conduct leading to damage or loss of Company property or the
property of other team members.
• Violation of the Company’s Policy Against Sexual and Other Workplace Harassment. • The use of abusive, disruptive or threatening language or conduct toward another
team member, customer or third party.
• Excessive absenteeism or tardiness (excluding legally-protected absences or tardiness)
or any absence without appropriate notice, subject to legally-required exceptions.
• Giving, selling, publishing or assisting in the giving, selling or publishing, or otherwise
disclosing any confidential, proprietary or trade secret information of the Company.
• Reckless or dangerous use of equipment or machinery. • The sale, offering, distribution, transfer, possession or use of alcohol or illegal or controlled
substances on Company property or during working hours; or being under the influence of
alcohol or illegal drugs or controlled substances on Company property or during working hours.
• Violation of the Company’s cash handling procedures. • Loitering or loafing during work time, or leaving a work area without the permission
of management, subject to legally-protected exceptions.
• Stopping work prior to the end of any shift without management’s permission,
subject to legally-protected exceptions.
• The theft of Company property or the property of another person. • Unsatisfactory job performance or conduct. • Wasting work materials. • Performing an unreasonable amount or level personal work or activity on Company time. • Unauthorized or excessive absences, subject to legally-protected exceptions. • Failure to report any accidents occurring on Company premises to management immediately. • Job abandonment. • Other violations of Company policies. Nothing in this policy should be construed to limit team members’ rights to discuss their wages, hours or working conditions, or otherwise engage in protected concerted activity.
Corrective Action When a team member’s work performance or behavior falls below Company standards, ATW may take corrective action to address the issue as it deems appropriate under the circumstances. Corrective action may include, but is not limited to, verbal counseling, written warnings, or termination of employment, without prior notice, depending on the situation. Management retains the right to apply whatever corrective action procedure it deems appropriate under the circumstances, including immediate termination.
ATW is committed to promoting a healthy and safe workplace.
Attendance and Punctuality Team members are vital to creating and delivering products and services to our customers, so your attendance is essential. You are expected to be at your workstation on time, according to your work schedule. Regular attendance and punctuality are essential functions of every job at ATW. You should provide as much advance notice as reasonably possible for planned absences or changes in start times. If you will be absent more than one day, you will need to call in daily to provide updates unless you have appropriate documentation or other arrangements have been made with your supervisor or manager. If you are unable to report to work because of illness or injury, you should contact your manager directly prior to the beginning of your shift. If you are unable to reach your manager, you should contact another member of your management team within a minimum of two (2) hours before your scheduled starting time. If you do not follow these procedures, ATW may treat the day(s) as an unexcused absence without pay, subject to legally-protected exceptions. If the team member fails to report for work without any notification to the team member’s supervisor and the team member’s absence continues for a period of three (3) days, the Company may consider that the team member has abandoned his or her employment and has voluntarily resigned, subject to legally-protected exceptions.
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Timekeeping Accurately recording time worked is the responsibility of every non-exempt team member. Time worked is all the time actually spent on the job performing assigned duties. Each non-exempt team member is required to record accurately the time they begin and end their work, as well as the beginning and ending time of each meal period, and the beginning and ending time of any split shift or departure from work for personal reasons. For this purpose, every non-exempt team member is required to punch/swipe in and out on the Company time clock, including the beginning of the day, the beginning and end of meal periods, and the end of the workday. All non-exempt team members must record their work time exactly as that time is worked - without exception. If a team member forgets to record his/her time, the team member’s supervisor must make the correction and the change must be initialed by both the team member and the supervisor. If requested, it is the team member’s responsibility to sign his or her time record to certify the accuracy of all time recorded. The supervisor will review and then approve the time sheets. Altering, falsifying or tampering with timekeeping records, recording on your time card hours not worked, working hours not recorded on your time sheet (i.e., working “off the clock”), having someone else record your time or recording another team member’s time, and performing overtime work not specifically authorized in advance are all serious violations of Company policy which may result in disciplinary action, up to and including termination. Personal Data Changes It is essential that personnel records contain current information so that we can communicate important information to you. Please notify your manager immediately of name, address, phone number or emergency contact changes. Should you decide to leave the Company, we ask that you provide your supervisor with at least two (2) weeks advance notice of your departure. All Company property including, but not limited to, keys, phone, security cards, parking passes, laptop computers, fax machines, uniforms, etc. must be promptly returned at separation. Team members also must promptly return all of the Company’s confidential information upon separation. To the extent permitted by law, team members will be required to repay the Company (through payroll deduction, if legally permitted) for any lost or damaged company property.
Dress and Personal Appearance You are expected to report to work presentable, clean, and dressed according to the requirements of your position. Some team members may be required to wear uniforms or safety equipment/ clothing. Please contact your supervisor for specific information regarding acceptable attire for your position. If you report to work dressed inappropriately or unpresentable, you may be prevented from working until you return to work appropriately presented and wearing the proper attire. Drugs and Alcohol ATW is committed to promoting a healthy and safe workplace. To promote this goal, you are required to report to work in the appropriate mental and physical condition to perform your job in a satisfactory manner. ATW does not tolerate any team member under the influence of, using, possessing, distributing, buying, manufacturing, dispensing, transferring, or selling alcohol or any illegal drugs or substances on Company property. Any team member who appears to be under the influence of drugs and/or alcohol or otherwise unfit for work while on the job may be temporarily relieved of work responsibilities where health, safety or other considerations warrant such action.
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The use of prescription drugs or other medications in the manner, quantity or combination prescribed by a licensed physician or medical practitioner is not prohibited by this policy. When prescription or over-the-counter drugs may affect behavior and/or performance, team members should advise their manager that they are taking such drugs for medical reasons, and reasonable accommodations will be made if required by applicable law. As part of the Company’s commitment to provide a drug-free workplace, job applicants and team members are subject to screening, testing, inspections, searches or other necessary actions for the presence of illegal substances or unauthorized alcohol, in accordance with applicable law. Failure to cooperate is grounds for disciplinary action, up to and including termination. The Company generally encourages team members with chemical dependencies (e.g., alcohol or drugs) to seek treatment or rehabilitation through our team member assistance program or other benefit providers. Team members who desire such assistance may be eligible for a leave of absence. The Company’s support for treatment and rehabilitation does not obligate the Company to employ any person who violates the Company’s drug and alcohol abuse policy or whose job performance is impaired because of substance abuse. The Company is also not obligated to re-employ any person who has participated in treatment or rehabilitation if that person’s job performance remains impaired as a result of dependency. Team members will not be disciplined by the Company because they request assistance. Team members may not, however, escape discipline by requesting assistance after they violate the Company’s policies. In addition, team members who request assistance will not be excused from complying with the Company’s policies, including its standards for team member performance and conduct. The Company does not allow the unauthorized use of alcoholic beverages on Company premises. Use of alcoholic beverages on Company premises may be approved by the appropriate level of senior management only for special business-related events. At all such times, however, team members are expected to act responsibly and to drink moderately (not to the point that they are under the influence). The Company may withdraw these privileges if they are abused by a team member or if a team member violates this policy. Anyone who observes any sales or use of unauthorized alcohol or illegal substances on ATW’s premises is to report such an instance immediately to their manager. The Company reserves the right to inspect all parts and aspects of its premises for illegal drugs, alcohol or other contraband. Subject to state law, all team members and visitors may be asked to cooperate in inspections of their persons, work areas and property (such as purses, tool boxes, lunch boxes, briefcases, desks, lockers or cars) that might conceal illegal drugs, alcohol or other contraband.
No Smoking In order to promote ATW’s values and safety, smoking is allowed only in designated areas. Smoking is not allowed in any Company vehicle. “Smoking” includes the use of any electronic smoking devices and e-cigarettes. Non-Solicitation and Distribution of Literature Your time at ATW is valuable to us. To avoid disruption to ATW’s operations, solicitation or distribution of literature by persons not employed by the Company is prohibited at all times on Company property. You may not solicit your co-workers or distribute literature for any purpose during working time. Working time includes the working time of the co worker doing the soliciting or distributing and the co worker to whom the soliciting or distributing is being directed, but does not include meal periods, scheduled breaks, times before or after a shift, sending of email while not on duty, or other times when co workers are properly not performing their job duties. Distribution of hard copy literature in work areas is prohibited at all times. Bulletin Boards and E-Signs Communication of key information is important so you will see certain Company policies and procedures, legal notices and information of special interest posted on bulletin boards. Make sure to check the boards regularly to review any updates. Team members may not post or remove any material on those boards without management authorization. Electronic Communications For detailed information, see the Code of Business Conduct and Ethics. Social Media Postings and Press Inquiries For detailed information, see the Code of Business Conduct and Ethics. Use, Search and Return of Company Property The Company provides its team members with the use of various property and facilities which are necessary in the performance of their work. The Company, at all times, retains full title and control, including the right of inspection, over such property or facilities. We are committed to a safe and secure environment for our team members and customers. To that end, it is important that desks, storage areas, work areas, lockers, computer systems, office equipment and all other Company-provided property is maintained with care. You should keep all items clean and use them only for work purposes. The Company is not responsible for any personal belongings brought on the premises.
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Subject to all applicable state laws, the Company reserves the right, at all times, and without prior notice, to inspect and search any and all Company property. These inspections may be conducted during or after business hours, in your presence or absence. The Company also reserves the right to question and reasonably inspect or search any team member or other individual entering onto or leaving Company property or premises with or without notice. This may include any packages or items that the individual may be carrying, including briefcases, handbags, backpacks, shopping bags, coats, etc. The Company also may require you while on the job, or on Company premises, to agree to reasonable inspection of your personal property or person by displaying the contents of any packages, or pockets, etc. in the presence of a Company representative. All Company property and confidential and proprietary information must be promptly returned at the conclusion of your employment. Prior authorization must be obtained before any Company property may be removed from the premises.
Operation of Vehicles All team members authorized to drive or operate Company-owned or leased or rented vehicles, equipment or personal vehicles while conducting Company business must possess a current, valid driver’s or operator’s license and an acceptable driving record. All team members driving Commercial Motor Vehicles as defined by federal or state law must possess a current, valid Commercial Driver’s License (CDL) or any other license as may be required by applicable law to drive or operate any vehicle or equipment as required by law. Any change in license status or driving record must be reported to management immediately. A valid driver’s license must be in your possession while operating a vehicle off or on Company property. It is the responsibility of every team member to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Company-owned, leased or rented vehicles may be used only as authorized by management. Further, team members are advised that any vehicle citations they may receive for violating any driving laws are the team members’ responsibility. The Company will not pay for any such tickets or citations. It is each team member’s responsibility to operate their vehicle in a safe and legal manner. Cellular Phone Usage When Driving ATW believes that safety comes before all other considerations, especially when driving vehicles or operating equipment. The Company prohibits team members from using any personal electronic device while driving unless the device permits hands-free listening, talking or texting, and is so used while driving (this is also a legal requirement in many states). Violation of this policy may lead to disciplinary action up to and including termination of employment. Team members who do not drive company vehicles but use a cell phone for business use also must abide by the above rules. Under no circumstances should team members feel that they need to place themselves at risk to fulfill business needs. Since this policy does not require any team member to use a cell phone while driving, team members who are charged with traffic violations resulting from the use of their phones while driving will be solely responsible for all liabilities that result from such actions and may be subject to disciplinary actions up to and including termination.
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Health, Security and Safety
Work Practices To assist in providing a safe work environment for team members, customers and visitors, ATW has established a workplace safety program. This program depends on the alertness and personal commitment of all ATW team members. ATW provides information to you about workplace safety through regular internal communication channels such as manager, team member meetings, bulletin board postings, memos and other written and verbal communications. If you have a concern about safety, or suggestions for improved safety, you are encouraged to raise them with your manager or with any other member of management. In the case of unsafe conditions or accidents that result in injury, loss or damage to persons or property regardless of how insignificant the incident may appear, you must immediately notify your manager. ATW will not knowingly permit unsafe conditions to exist, nor will it permit team members to engage in unsafe acts. • You must watch out for your own safety and the safety of others. • Understand and follow safe work practices for your position. If you are unfamiliar,
or do not understand how to safely accomplish any job task, seek the assistance of
your supervisor or manager before performing the task.
• No horseplay of any kind. • Follow all “good housekeeping policies.”
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• Walk; do not run while on company property. • Do not lift excessive weight, or handle bulky or awkward loads alone – get help. • Do not obstruct, tamper with or remove fire extinguishers, fire protection, fire or smoke alarms,
or safety equipment from proper locations. Notify your supervisor if any of the above
has taken place.
• Immediately eliminate all spilled materials or liquids that may pose a slip-and-fall hazard. • Do not misuse Company tools, equipment or supplies. • Equipment and machinery are to be maintained in a clean, orderly and safe manner.
Report any defects or unsafe conditions to your supervisor.
• Do not operate any equipment without the proper safety guards in place. • Always wear proper safety attire and equipment. • Never repair or adjust any machine or equipment unless you are specifically trained
and authorized to do so by your supervisor.
• Always make sure the equipment is turned off and unplugged before proceeding with
repairs or adjustments. All lockout/tagout policies must be followed and enforced.
• Report any unsafe electrical equipment, especially loose or broken wires. Workplace Violence As a Company, we are firmly committed to providing a workplace that is free from acts of violence or threats of violence. In keeping with this commitment, we have established a strict policy that prohibits any team member from threatening or committing any act of violence in the workplace, while on duty, while on Company-related business, or while operating any vehicle or equipment owned or leased by the Company. This policy applies to all team members, including managers, supervisors, and non-supervisory team members. As part of this policy, the Company seeks to prevent workplace violence before it begins and reserves the right to deal with behavior that suggests a propensity towards violence, even prior to any violent behavior occurring. In order to achieve our goal of providing a workplace that is secure and free from violence, we must enlist the support of all team members. Compliance with this policy and the Company’s commitment to a “zero tolerance” policy with respect to workplace violence is every team member’s responsibility. Team members are required to report any incident involving a threat of violence or act of violence or security hazards immediately to their supervisor, Human Resources Representative or, if they prefer, to the team member Ethics Point hotline at 844-981-1073 or through the website at atw.ethicspoint.com. Management personnel will investigate the matter and take appropriate corrective action. The Company will not tolerate retaliation against any team member who reports workplace violence.
Team Member Development
Training At ATW, we offer various training classes and programs to help improve your ability to perform your job. Please see your manager for more specific training required or recommended as part of your position. Performance Feedback We value individual performance and the potential contributions team members can make to the Company. Managers and team members are strongly encouraged to discuss job performance and goals on an informal, ongoing day-to-day basis. Regular feedback provides both managers and team members the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. It is important to note that a performance discussion will not always result in a pay increase, because pay increases may not occur every year, nor is a good performance discussion or a pay raise (or any other compensation or incentive) a promise of continued employment.
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• Team Member Classifications • Exempt and Non-Exempt Status Each position and job is designated as either non exempt or exempt. Team members in non exempt positions are entitled to overtime pay under federal and state wage and hour laws. Exempt team members are not entitled to overtime pay. The Company intends to maintain the salary basis of all of its salaried exempt team members. Notwithstanding any other provision of this handbook, the Company’s policies, including but not limited to discipline and benefits policies, are to be interpreted in accordance with the salary basis requirements of the Fair Labor Standards Act and state law. Please refer to the Salary Basis / Safe Harbor Policy attached to the Handbook for more information. A team member’s exempt or non exempt status may be changed only upon written notification from management. • Regular Full-time Team Members A regular full-time team member is a team member who is normally scheduled to work and does work a schedule of 40 hours or more per week. • Regular Part-time Team Members A regular part-time team member is a team member who is normally scheduled to work and does work a schedule of less than 40 hours per week. Overtime As necessary, team members may be required to work overtime. All overtime must be approved by management prior to being worked. Non-exempt team members who are required or permitted to work overtime will receive overtime pay in accordance with all legal requirements. Generally, non-exempt team members will be paid one and one-half times their regular rate of pay for hours worked in excess forty (40) hours in a workweek. In states that have additional overtime requirements, ATW will pay overtime in accordance with those laws as well. ATW does not allow compensatory time off in lieu of payment for overtime. Paid time off, including but not limited to holidays, sick time and vacation, does not count as “hours worked” for overtime purposes. Non-exempt team members are not to work before, beyond or outside their normal working hours without such prior approval. Team members who fail to work scheduled overtime or who work overtime without prior authorization from a supervisor may be subject to disciplinary action, up to and including termination of employment.
Work Week, Pay Days and Pay Periods The work week is defined as 12:01 AM Sunday through 12:00 AM Saturday and a workday begins at 12:01 AM and ends at midnight. Team members are paid on a weekly, bi-weekly, or semi-monthly basis based on position, business unit and location. Meal and Rest Breaks Team Members are entitled to meal and rest breaks pursuant to applicable state law. Unless state law requires otherwise, ATW will provide an unpaid meal break of at least a 30-minute duration for every five hours worked in a day. If a nonexempt team member is required to work through a meal break, he or she will be paid for the meal period. Unless state law requires otherwise, team members are also entitled to a 10-minute on-the-clock rest period for every four hours of work (Team Members do not clock in and out for rest periods). Meal and rest breaks will be scheduled by the department supervisor or manager. To the extent a state law provides more generous or contradicting break requirements, ATW will abide by those laws.
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Meeting, Training, and Travel Time During your employment, you may be asked to participate in training or certain Company meetings. Time spent in approved mandatory meetings, training, lectures and similar activities provided by ATW will be paid as time worked, as required by law. Voluntarily attending these types of non-mandatory events during unscheduled work hours will not be paid, unless required by law. With the exception of commuting from home to your normal place of work and back, all travel relating to your job during your normally scheduled workday will also be paid as time worked. In states where additional compensation is required for travel time outside the team member’s normal working hours, the Company will abide by those laws. Please see your manager or Human Resources for additional information. Weekends and Holidays Work performed on weekends and holidays is not paid at a premium rate of pay unless hours worked qualify as overtime, or otherwise required by law. Expense Reimbursement There will be times when you incur expenses related to business. You will be reimbursed by ATW for all reasonable, incurred expenses incurred in connection with the performance of your duties. All expenses must be appropriately documented and your manager before reimbursement will be made and comply with all other guidelines provided by the Accounting Department. Unauthorized expenses will not be reimbursed, except as required by law. Please see your manager or Human Resources for additional details.
Benefits
Time Off Policy ATW provides time off benefits that balance the needs of the business and the personal needs of our team members. We offer the following time off benefits, subject to applicable state laws. • Vacation pay. Policies are provided at a business unit level to those employees eligible for this benefit. • Holiday pay. ATW provides time off for the following holidays:
• New Year’s Day
• Day after Thanksgiving Day
• Memorial Day
• Christmas Eve
• Independence Day
• Christmas Day
• Labor Day
• Floating holiday to be scheduled by management
• Thanksgiving Day
If you miss more than one consecutive day of work due to illness or injury, ATW may request a note from your medical provider, as permitted by applicable law. When requested, this verification may be a condition to returning to work. Unless required by the applicable state law, accrued paid time off is not paid to team members at the time of separation from the Company.
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Health and Welfare ATW provides benefits in accordance with the terms of each of its health and welfare benefit plans. We currently offer the following benefits for the team members who meet the eligibility requirements of each plan. The terms of the applicable plan documents govern each plan. We also reserve the right to modify, replace or revoke any and all health benefits at our discretion and at any time. • Medical
• Life insurance
• Prescriptions
• Team member assistance program
• Dental
• Health savings accounts (dependent upon your choice of medical plan)
• Vision
• Short-term and long-term disability
For additional information, please refer to our benefits landing website at: atw.mybenefitslibrary.com 401(k) Savings Plan ATW offers a 401(k) savings plan to help you build a strong financial future. The Company’s 401(k) plan is available to all team members who meet the eligibility requirements of the plan. The terms of the applicable plan documents govern any and all matters concerning your 401(k). Workers’ Compensation The company abides by all applicable state workers’ compensation laws and regulations. If a team member sustains a job-related injury or illness, it is important to notify the team member’s supervisor immediately. In cases of true medical emergencies, report to the nearest emergency room or urgent care facility. Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA and equivalent state leaves, if applicable, where permitted by state and federal law. In addition, team members will not be paid vacation or sick leave for approved absences covered by the Company’s workers’ compensation program, except to supplement the workers’ compensation benefits in accordance with applicable law. It is extremely important that any injury or illness occurring during or arising out of a team member’s employment with the Company be reported as soon as reasonably possible after the team member becomes aware of the injury or illness, regardless of how minor it may appear. Failure to timely report any accident, illness or injury may affect a team member’s eligibility for any workers’ compensation benefits to which he or she may be entitled. Team members who file fraudulent claims will be subject to termination. The Company or its insurance carrier will not be liable for the payment of worker’s compensation benefits for any injury which arises out of your voluntary participation in any off-duty, recreational, social or athletic activity which is not part of your work-related duties. For team members located in the state of Texas, the state’s non-subscriber policy may apply. Please see Human Resources for additional information.
Leaves of Absence From time to time team members may have a need to spend time away from work. Depending upon the state in which you work, your length of service with the Company and other requirements, you may be entitled to one or more type of leaves of absence, including, but not limited to: • Family and Medical Leave Act (FMLA)
• Jury Duty Leave
• Military Leave
• Bereavement Leave
• Military Caregiver Leave
• Voting Leave
Leaves may have varying length and maximums may apply to the amount of time that you can be away from work. Some leaves may be intermittent leaves. Each of these leaves require the team member to request a leave from the Company in writing and with as much advance notice as possible and many have requirements regarding proof of eligibility or qualification. If you are approved for and take a leave of absence, you will be required to notify the Company of your intention to return to work with a specific return date and you may be required to provide additional documentation. If you have a need or believe that you have a need for a leave of absence, please contact your Human Resources representative to start a conversation. During any leave of absence, you must continue to pay any insurance coverage premium in order for coverage not to lapse.
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Family Medical Leave Act Leave (FMLA) The Company will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a 12-month period to eligible team members. Team members are required to use all available paid time off during an FMLA leave. Once all paid time off has been exhausted, the remainder of the FMLA leave will be unpaid. Eligibility To qualify to take family or medical leave under this policy, the team member must meet all of the following conditions: • The team member must have worked for the Company for 12 months or 52 weeks.
The 12 months or 52 weeks need not have been consecutive.
• The team member must have worked at least 1,250 hours during the 12-month period
immediately before the date when the leave is requested to commence.
• The team member must work at a location with at least 50 team members within
75 miles of your worksite.
Types of Leave Covered To qualify for FMLA leave under this policy, the team member must request leave for one of the following reasons: 1. The birth of a child and in order to care for that child, and you must conclude the
leave within one year following the child’s birth.
2. The placement of a child for adoption or foster care and to care for the newly placed child,
and you must conclude the leave within one year following the child’s placement.
3. To care for a spouse, child or parent with a serious health condition. 4. The serious health condition of the team member that makes the team member
unable to perform the functions of the team member’s position.
5. Because of any qualifying exigency as defined in the FMLA final regulations, arising out of
the fact that your spouse, parent, or child is on covered active duty or has been notified of
an impending call or order to covered active duty in the Armed Forces in a foreign country.
Qualifying exigencies may include attending certain military events, arranging for alternative
childcare, addressing certain financial and legal arrangements, attending certain counseling
sessions, attending post-deployment reintegration briefings, and other activities associated
with the family member’s call or order to service. Contact the Human Resources Department
for additional information regarding what constitutes a qualifying exigency.
6. Military caregiver leave to care for a covered servicemember or covered veteran with a
serious illness or injury (incurred or aggravated in the line of active duty in the Armed Forces)
and who is your parent, child, spouse, or for whom you are next of kin. Such leave may be
taken for up to 26 weeks in a single 12-month period, which period begins on the first day
you take leave for this purpose and ends 12 months after that date. An eligible employee
who takes Military Caregiver Leave may not take more than a combined total of 26 weeks
of FMLA Leave in a single 12-month period, including any leave taken for other FMLA-covered
reasons. Under such circumstances, only a total of 12 weeks of FMLA Leave in a 12-month
period may be taken for reasons other than Military Caregiver Leave.
Amount of Leave An eligible team member may take up to 12 weeks for the FMLA circumstances (1) through (5) above during any 12-month period. The Company will measure the 12-month period as a rolling 12-month period measured backward from the date a team member uses any leave under this policy. An eligible team member may take up to 26 weeks for the FMLA circumstance (6) above (military caregiver leave) during a single 12-month period. For this military caregiver leave, the Company will measure the 12-month period as a rolling 12-month period measured forward. FMLA leave already taken for other FMLA circumstances will be deducted from the total 26 weeks available. Procedure for Requesting FMLA Leave All team members requesting FMLA leave must contact Human Resources or the team member’s supervisors. When the need for leave is foreseeable, the team member must provide the Company with at least 30 days’ notice. When a team member becomes aware of a need for FMLA leave less than 30 days in advance, leave must be requested as soon as practicable after the need arises. Medical Certification In the event that the leave is taken as the result of the team member’s serious medical condition, the eligible team member must submit medical certification to support a request for leave. Team members returning from such a leave will be required to present medical certification of fitness for duty. Failure to provide a medical certificate of fitness for duty may result in a denial of job
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reinstatement until a medical certificate release is provided. All medical information provided by a team member will be treated confidentially and maintained in accordance with applicable law. The Company may also require you to provide medical certification supporting the need for leave due to a serious health condition affecting an immediate family member; second or third medical opinions (at the Company’s expense) and periodic recertification; and periodic reports during FMLA leave regarding your status and intent to return to work. Intermittent Leave Under some circumstances described by the FMLA policy, you may take FMLA leave intermittently — which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule. Requests for intermittent leave or reduced hour schedules must be made in writing and with proper documentation and be approved by your supervisor and Human Resources prior to commencement of the leave. In such cases, the Company may temporarily transfer the team member to another job with equivalent pay and benefits that better accommodates an intermittent leave, to the extent permitted by law. When intermittent leave is needed to care for an immediate family member or for your own illness, and is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt the Company’s operation. Benefits During FMLA leaves of absence, the team member must continue to pay their portion of any coverage premium. Should the team member fail to pay the obligated premium amount for coverage, coverage, including dependent coverage, may lapse. Return From Leave Generally, upon return from FMLA leave you will be reinstated to the same position or to an equivalent position with equivalent pay, benefits, and other employment terms, subject to any applicable exceptions. In addition, you have no greater rights to reinstatement or to other benefits and conditions of employment than if you had not taken the leave. As a condition of returning to work following medical leave for your own serious health condition, you will be required to provide a health care provider certification verifying your ability to return to work. Team members failing to provide a release to return to work when required to do so will not be permitted to resume work until it is provided. Legal Compliance This policy will be interpreted and applied in accordance with applicable federal, state and local laws, and to the extent that this policy may conflict with those laws, they are controlling over this policy. Further, the Company retains all available rights and defenses under applicable law, whether or not specifically set forth in this policy.
State Family and Medical Leaves Many states have additional laws regarding family and medical leaves. To the extent those provide different or inconsistent benefits as the policy outlined above, the Company will provide team members who are eligible for those leaves their entitlements as provided by applicable law. To the extent those leaves run concurrent with FMLA leave, the Company will require them to do so. Voting Leave In accordance with applicable state law, team members may take paid leave in an amount that permits a sufficient time to vote in an election, unless the team member is scheduled to start work more than two hours after the polls open or leave work more than two hours prior to the closing of the polls, subject to legally-protected exceptions. Team members requiring time off to vote shall provide reasonable notice to the Company.
ATW is committed to supporting leave policies that protect the well-being of our employees Bereavement Leave Bereavement Leave in accordance with applicable state law, in the event of the death of a family member, full-time regularly scheduled team members will be allowed for a maximum of five (5) days off with pay (not to exceed 40 hours) to attend the funeral and handle related matters. The five (5) days must be taken between the date of the death and the day after the funeral. Family members are defined as a spouse, child (natural, adopted, foster, in-law or step), parent (including in-law or step), grandparent (including in-law or step), brother/sister (including in-law or step), or grandson/granddaughter (including in-law or step). To request bereavement, please contact Human Resources. Proper documentation may be requested. Jury Duty Leave ATW recognizes that jury duty is a civic responsibility of our team members. ATW provides unpaid leave for the duration of time a team member is required to serve on jury duty. You must provide a copy of your jury duty summons to Human Resources and your manager within a reasonable amount of time from receiving your summons. If the applicable state law requires team members to be paid for time served on jury duty or allowed to use accrued paid time off, state law applies. The salary of exempt team members will not be reduced for any week in which they perform any work and also serve on a jury.
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Military Leave The Company will comply with the Uniform Services Employment and Reemployment Rights Act of 1994 (USERRA) and all applicable state laws regulating absence from work for military service. USERRA protects job rights and benefits for veterans and members of the reserves. USERRA prohibits discrimination against employees, and provides reemployment protection and other benefits for veterans and team members who perform military service. Different issues may arise concerning team member rights during military leave. As military leave situations arise, team members should consult with the Human Resources Manager for current and complete details regarding their military leave rights. Other Disability Leaves In addition to the leaves described above, team members may take a temporary disability leave of absence if necessary to reasonably accommodate a workplace injury or a disability within the meaning of federal and/or state law. The duration of a leave under this section shall be consistent with applicable law, but in no event shall the leave extend past the date on which a team member becomes capable of performing the essential functions of his or her position, with or without reasonable accommodation. For a full explanation of leave duration and reinstatement rights, team members should contact HR. Other Legally Required Leaves Of Absence Team members will be granted other leaves of absence as required by law, or for the purpose of fulfilling any required legal or military obligation. Team members are required to provide reasonable advance notice of any need for such leave.
General Handbook Acknowledgment
I have received the ATW Team Member Handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it. The handbook describes some important information about the Company, and I understand that this handbook replaces any previous manual and handbook, and to the extent inconsistent, any previous understanding, practice, policy, or representation concerning the subject matters addressed in this handbook. With the exception of the Company’s policy of employment at will, the guidelines, benefits, and procedures outlined in this handbook may be changed or eliminated at any time, at the Company’s sole discretion. I also understand that it is my responsibility to return to the Company at the end of my employment all property of the Company that may be in my possession or within my control, including but not limited to Company keys and equipment. I understand that this Team Member Handbook applies to employment by ATW and its affiliated companies which include., ATW Distributors, Inc.; Big Tex Holding, Inc.; Big Tex Trailer Manufacturing, Inc.; Big Tex Transportation, Inc.; Contract Manufacturer, LLC; Nuera Transport, Inc.; Carry-On Trailer, Inc.; Motion Holdings, Inc.; PJ Trailers Manufacturing, Inc.; ATW Ohio, LLC; RC Trailers, Inc.; Big Tex Trailer World, Inc.; BWise Manufacturing, LLC; and TexTrail, Inc.
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I have entered into my employment relationship with the Company voluntarily and acknowledge that there is no specified length of employment. I understand that my employment is at will, meaning that I may terminate my employment with the Company with or without cause or notice, and that the Company may terminate or change the terms of my employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work, with or without cause or notice. I understand that only the President of the Company has the authority to enter into an agreement for employment for a specified term or to make any agreement contrary to the policy of at-will employment, and that any such agreement must be explicit, in writing, and must be signed by the President of the Company. I understand that the handbook is not intended to express or imply any contractual obligation by the Company to continue my employment or to follow any stated policy or procedure with respect to my employment, except that I know that this handbook contains our entire agreement concerning each party’s right to terminate the employment relationship at will, with or without cause, at any time. I also understand that nothing in this handbook shall restrict my right or the right of the Company to terminate the employment relationship at will, with or without cause or notice, at any time.
Team Member’s Name in Print
Signature of Team Member
Date Signed by Team Member
TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE