WELCOME TO GOLD STAR MORTGAGE
Welcome to the family of Gold Star colleagues, where your value and contributions can’t be overstated. You have become part of a team entrusted with providing exceptional service and the finest-quality mortgage products available - thereby ensuring we continue to enjoy the incredible reputation we’ve worked so hard to earn.
Recognized as one of the nation’s premier mortgage companies, Gold Star has spent decades creating an award- winning culture rich with camaraderie, teamwork, mutual respect and innovation. We’re proud to say we have a passion for serving our customers and one another.
This EMPLOYEE HANDBOOK has been created to help you become acquainted with Gold Star and answer many of your initial questions. We hope you will enjoy building a career with us you’ll find both rewarding and challenging!
Chief Executive Officer
Gold Star endeavors to provide the highest level of home financing guidance to our family of customers throughout their lifetime of changing homeownership needs. Our commitment to industry-leading technology and collaborative innovation shapes our five-start Borrower experience and our culture that rewards high performance and continuous improvement.
Our Core Values
- Customer First Approach
- Integrity-Based Decisions
- Collaborative Innovation
- Continuous Improvement
- Family Culture
Customer First Approach
We are passionate about delivering exceptional service and committed to anticipating and meeting our customers’ needs and expectations. It is our great privilege and responsibility to foster responsible homeownership, and to help our customers leverage this cornerstone of financial security throughout a lifetime of changing home financing needs.
It’s not an oversimplification to say we always do the right thing. Integrity-centric management governs our day-to-day operations and business practices, long term business orientation and the scope and speed of our prudent strategic development. Our stellar reputation is a great source of pride and the foundation of our sustainable growth.
For two decades we’ve been recognized for industry-leading technology and award-winning process automation that result in the superior customer experience e deliver. We continually set ourselves apart in a competitive market by collaborating within and beyond the industry in order to ensure we’re able to employ our visionary innovation.
Entrepreneurship is our heritage, and drives our mindset of continually examining the status quo, whether it be process, technology, or personal performance. We strive for the highest possible standards in all matters, and when we have achieved an outstanding result, we continue to look for ways to create even greater improvement and added value.
Ours is a culture first and foremost of mutual respect that we demonstrate at all times toward one another and to our family of customers. Additionally, we are dedicated to our own and others’ personal and professional development. We reward servant- leadership, personal ownership, generosity of spirit and initiative.
EQUAL EMPLOYMENT OPPORTUNITY
Gold Star is an equal opportunity employer. We do not discriminate against employees or applicants for employment purposes based on any of the following [“protected class”]: veteran status, status as a disabled veteran, sexual orientation or gender identity/transgender status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information, or any other protected class under applicable federal, state, or local law.
If you have equal employment opportunity related questions, please contact Human Resources.
IMMIGRATION REFORM AND CONTROL ACT
In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended, and if applicable any state law requirements, Gold Star is committed to employing only individuals who are authorized to work in the United States of America.
Each newly hired employee must complete the Employment Eligibility Verification Form I-9 and present documentation establishing their identity and employment eligibility.
If an employee is authorized to work in U.S. for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by Gold Star.
Because of the nature of our business, your work schedule may vary depending on your job. Our business hours are 9:00 a.m. to 5:00 p.m., Monday through Friday. Check with your manager if you have questions about your hours of work as we are also open for business on Saturdays.
CATEGORIES OF EMPLOYMENT
INTRODUCTORY PERIOD: Full-time and part-time employees are in an introductory period during their first 90 days of employment.
During this time, you will be able to determine if your new job is suitable for you and your manager will have an opportunity to evaluate your work performance. However, the completion of the introductory period does not guarantee employment for any period of time since you arean at-will employee both during and after your introductory period.
- FULL-TIME EMPLOYEES regularly work at least a 30 hours a
- PART-TIME EMPLOYEES work less than 30 hours a
Employees are also categorized as "exempt" or "non- exempt."
- NON-EXEMPT EMPLOYEES are entitled to overtime
- EXEMPT EMPLOYEES are not entitled to overtime pay and may also be exempt from minimum wage requirements in accordance with applicable federal and state
The HR Department will notify you of your employment classification.
ATTENDANCE AND PUNCTUALITY
Attendance and punctuality are important factors to your success here at Gold Star. We work as a team and this requires that each person be here and on time.
If you are going to be late for work or absent, you must notify your manager as soon as responsibly possible under the circumstances, but prior to the start of your workday.
Personal issues requiring time away from your work, such as doctor’s appointments or other matters, should be scheduled during your non-working hours if possible.
If you are absent for three days without notifying the company, it will be assumed that you have voluntarily abandoned your position and your employment relationship with Gold Star will end.
RECORDING YOUR TIME
Non-exempt employees must record their hours in the time and attendance system. Each employee’s manager is required to approve their time at the end of the payroll period.
Accurately recording all of your time is required in order to be sure that you are paid for all hours worked. You are expected to follow the established procedures in keeping an accurate record of your hours worked.
Exempt employees must record all non-working hours in either half or whole day increments as paid time off (PTO) hours or unpaid time off in the time and attendance system during each pay period.
The workweek starts on Monday and ends on Sunday.
OVERTIME – ALL OTHER EMPLOYEES
There will be times when you will need to work overtime so that we may meet the needs of our clients. Although you will be given advance notice when feasible, this is not always possible. If you are a non-exempt employee, you must have all overtime approved in advance by your manager.
Non-exempt employees will be paid at a rate of time and one-half their regular hourly rate for hours worked in excess of 40 hours in a workweek, unless state law provides a greater benefit in which case, we will comply with the state law.
Only actual hours worked by an employee will count towards computing weekly overtime.
If you have any questions concerning overtime pay, please contact our Accounting Department.
You will be paid semimonthly on the 10th of the month and the 26th of the month. Hourly employees will be paid according to the past cut off periods in arrears.
Your pay will be direct deposited into the bank
account(s) specified by you or by means of a payroll debit card.
The company is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal and state taxes and Social Security (FICA) taxes. Depending on the state in which you are employed and the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are illustrated on your pay stub. These deduction totals are outlined each year for you on your FormW-2, Wage and Tax Statement.
When an employee's wages are garnished by a court order, Gold Star is legally bound to withhold the amount indicated in the garnishment order from the employee's paycheck. Gold Star will, however, honor applicable federal and state guidelines that protect a certain amount of an employee's income from being subject to garnishment.
Gold Star maintains a job description for each position within the company. The job description outlines the essential duties and responsibilities of each position. When the duties and/or responsibilities of a position change, the job description is revised to reflect those changes. If you have any questions or wish to obtain a copy of your position job description, please contact the Human Resources Department.
DRIVER’S LICENSE/DRIVING RECORD
Employees in positions where the operation of a motor vehicle is an essential job duty must present and maintain a valid driver's license and acceptable driving record.
Changes in your driving record must be reported to your direct manager immediately. Violations of this policy may result in disciplinary action up to immediate separation.
The first day you report to work will be designated as your anniversary date. This date is used to calculate many different company benefits. If you have any questions with regards to your anniversary date, please contact your direct manager.
Gold Star normally observes the following holidays during the year:
- New Year’s Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Christmas Day
If one of the above holidays falls on a Saturday, it is normally observed on the preceding Friday. If a holiday falls on a Sunday, it is normally observed on the following Monday.
Full-time employees are eligible for paid holidays as of their hire date.
All eligible employees will receive holiday pay in compliance with state and federal wage and hour laws.
PAID TIME OFF (PTO)
Full-time non-commission-based employees are eligible for Paid Time Off (PTO).
PTO is calculated according to your anniversary date as follows:
- Upon hire through four (4) years of employment, full- time employees will accrue 4 hours of PTO each pay period, up to a maximum of 96 hours of
- At five (5) or more years of employment, full-time employees will accrue 5.67 hours of PTO each pay period, up to a maximum of 136 hours of
Employees are eligible to use accrued or borrow against future PTO hours following 60 days of employment.
Employees should submit PTO requests in writing as soon as possible to their immediate supervisor for approval. An employee’s length of employment may determine priority in scheduling PTO times.
We will allow eligible full-time employees to “borrow” up to 24 hours of PTO that has not yet been accrued with their direct supervisor’s approval and up to a total of 40 hours with the approval of senior leadership. Future accrued PTO will first repay any “borrowed” PTO, and then be added to the employee’s PTO bank thereafter.
PTO can be used as vacation time or to take care of personal matters.
PTO will reset on the employee’s anniversary date. A maximum of 40 hours of unused PTO will automatically rollover to the following year. PTO will be capped at 160 hours. Employees that do not track their PTO use in the timekeeping system and are paid on a salary basis are not eligible for the PTO rollover process.
PTO should be taken in blocks of four (4) hours at a time. At the end of employment, employees will not be paid for accrued but unused vacation, unless state law dictates otherwise.
Here are the links to the other parts of the Handbook
*Attached below is the full PDF document