*Attached below is the full pdf.
This is a continuation of the Employee Handbook
PAID TIME OFF (PTO) DONATIONS
We recognize that – in some cases – the standard PTO allotment may not cover extended medical leave needs. For this reason, we have implemented a policy that will allow employees to donate unused PTO hours from their available PTO accruals to a co-worker in need.
Employees eligible under this policy must have at least six
- months of employment service and experience one of the following medical leave needs:
- An employee’s own medical leave need, due to a serious health condition or illness;
- Birth of a child, adoption, or foster care placement;
- An employee’s need to care for a spouse, parent, or child with a serious health condition or illness;
- An employee’s need to care for a covered service member’s serious injury or illness that is a spouse, parent, child, or next of
Please note: You may not use PTO donations for a vacation or intermittent sick days.
If you have any questions with regards to PTO donations, please contact the Human Resources Department.
Purpose: Gold Star Mortgage Financial Group, Corporation (“the Company” or “Gold Star”) appreciates the importance of family and is sympathetic to the difficulties which may naturally occur following the death of a family member. The Company believes employees should have opportunity to grieve the loss of a loved one, tend to the emotional needs of those affected by the loss, and address legal and financial matters which may consequently result. Because the Company also believes employees should be able to do so without significant disruption to income, it is the Company’s policy – subject to the requirements set forth below – to approve paid time off and/or unpaid time off in the event of the death of certain members of employees’ families. Upon completion of your introductory period, all full-time, active employees are eligible to take time off to grieve the loss of a family member.
Eligibility: The Company provides paid time off and/or unpaid time off in the event of the passing of a family member, as defined in this policy, to all full-time, regular employees. For eligible employees, paid and unpaid time off is available as outlined in this policy. Bereavement time off is a separate category of time off from PTO accrual. The below employees are not eligible for paid bereavement time off:
- Part-Time Employees
- Seasonal Employees
- Commission Only Employees
- Recoverable Draw Based Employees
- Branch Managers
- Spouse: husband, wife or domestic partner
- Child: daughter, son, stepchild or a child whom you are a legal guardian for
- Immediate Family: parent, legal guardian, stepparent, mother-in-law, father-in-law, brother, sister, half or step siblings
- Non-Immediate Family: a relative who is not defined as a spouse, child or immediate family member. Includes: aunts, uncles, grandparents, great grandparents, grandchild, son-in-law, daughter-in-law, brother-in-law and sister-in-law
Time Off Work: The Company’s policy on time off work due to the passing of a family member varies depending on the employee’s relationship to the person. For paid time off, regular pay is calculated based on the base rate of pay at the time of the absence, and it will not include any special forms of compensation such as, incentives, commissions, bonuses, and overtime or shift differentials.
- Spouse or Child: Employees are allowed up to ten (10) inconsecutive days off from regularly scheduled duty with regular pay in the event of the death of the employee’s spouse or child as defined in this
- Immediate Family: Employees are allowed up to five (5) consecutive days off from regularly scheduled duty with regular pay in the event of the death of the employee’s immediate family member as defined in this
- Non-Immediate Family: Employees are allowed three
(3) day off from regularly scheduled duty with regular pay in the event of the death of the employee’s non- immediate family member as defined in this policy.
Gold Star understands an employee may need more time off work than the Company’s policy provides. If this is the case, the Company will assess the situation and will provide reasonable accommodations which may include offering additional time off work on an intermittent or consecutive schedule. Any additional approved time off work will be considered an excused absence but will be unpaid. Additional bereavement time off must be pre- approved by your supervisor and Human Resources.
Notification: An employee who wishes to take time off work due to the passing of a family member should notify their supervisor as soon as possible. The employee will need to provide the requested days off, name and relation to the person who has passed. The employee’s supervisor will then provide this information to human resources. If an employee leaves work early on the day they are notified of the death, that day will not count towards their bereavement time off.
In addition to bereavement time off, an employee may, with their supervisor’s approval, use any available PTO for additional approved time off as necessary.
For employees who are not eligible for paid bereavement time off, please follow the notification process outlined above.
PAID SICK LEAVE
All full-time, non-commission employees are eligible for paid sick leave as described below.
Eligible employees will receive the greater of 24 hours or 3 days of paid sick leave at the beginning of each calendar year of employment. This benefit does not accrue but rather is “frontloaded.” Unused sick time will not be carried over from year to year. At the beginning of each calendar year, employees will be granted the full 24 hours or 3 days of paid sick leave.
Sick leave must be taken in increments of 4 hours.
Eligible employees are eligible to use available paid sick days beginning on the 90th day of employment. The rate of pay shall be the employee’s regular rate of pay.
Paid sick leave may be used for:
- Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member;
- For an employee who is a victim of domestic violence, sexual assault, or
- “Family members” include: spouses, registered domestic partners, grandparents, grandchildren, siblings, children, and parents as defined by state
If the need to use paid sick leave is foreseeable, you must provide your supervisor with reasonable advance notification.
If the need for to use paid sick leave is not foreseeable, please provide notice of your intent to use paid sick leave as soon as practicable.
Unused sick leave will not be paid out at the end of employment. If an employee is separated and rehired by the employer within one year from the date of separation, previously unused paid sick days shall be reinstated and the employee shall be entitled to use those previously unused paid sick days.
Sick leave time may run concurrently with the federal Family Medical Leave Act and/or any other leave where permitted by state and federal law.
For California employees, please refer to the California Sick Leave Policy.
We prohibit harassment of an employee by another employee, supervisor or third party for any reason. Harassment against any “protected class” to include, but not limited to: veteran status, uniform service member 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 is not tolerated.
The purpose of this policy is not to regulate the personal morality of Gold Star employees, but we want to ensure that no employee is harassed or harasses another for any reason or in any manner in the workplace. Conduct prohibited by this policy includes any form of the following but not limited to e-mail, voice mail, chat rooms, Internet use or history, text messages, pictures, images, writings, words or gestures. While it is hard to precisely define harassment, we characterize this act as: slurs, epithets, threats, derogatory comments or visual depictions, unwelcome jokes, and teasing.
Any employee who believes they have been harassed or who witnesses harassment should report the situation immediately to one of the following: Bill Trainor, Chief Legal Officer at (734) 669-3417 and 100 Phoenix Dr., Suite300, Ann Arbor, MI 48108 or the Human Resources Department at (734) 669-3378 and 100 Phoenix Dr., Suite
300, Ann Arbor, MI 48108.
The company will investigate all such reports as confidentially as possible. Adverse action will not be taken against an employee because he or she, in good faith, reports or participates in the investigation of a violation of this policy. Violations of this policy will not be permitted and may result in disciplinary action up to separation.
At Gold Star we strive to create a comfortable, inclusive work environment while continuing to develop and grow employee talent. We believe it is important that we maintain an upbeat and professional image within the corporate office, while allowing employees to remain comfortable. For these reasons, Gold Star has adopted a Casual Dress Code, which means clothing that allows employees to feel comfortable at work, yet still appropriate for a corporate office environment.
All clothing must be in good, clean condition. You will be notified and may be asked to leave in order to change into more acceptable clothing if your attire is not acceptable (see guidelines below). You will not be paid for time spent away from work to change your appearance.
Acceptable Vs. Not Acceptable Casual Dress
Bottoms: Slacks; khakis; corduroys; jeans; capris; women skirts/dresses; and Bermuda length shorts.
Bottoms: Jeans with holes in them; pajamas; scrubs; overalls; shorts that are shorter than 3 inches above the knee; stretch pants; and spandex or other form- fitting pants that are revealing.
Tops: Polo and cotton shirts; sport shirts; golf shirts; turtlenecks; sweaters; and sleeveless shirts.
Tops: Halter tops; crop tops; spaghetti strap shirts or dresses; lace garments without an undergarment; and tank tops.
Shoes: Athletic shoes; sandals; and loafers.
Shoes: Plastic “flip- flops”; and slippers.
Accessories: Hats (bill must be facing forward)
Misc: Beach-wear of any kind; workout attire; attire with sexually related references, offensive slogans or pictures, foul language or that promotes the use of tobacco, alcohol, or drugs; and clothing that reveals undergarments, etc.
When Is Business Casual Attire Required?
When corporate guests are in the office, all employees must dress in Business Casual Attire. Everyone in the corporate office will be notified via email when a Business Casual Attire Day is warranted.
Acceptable Business Attire Items Include:
Bottoms: Dress pants, Dockers, corduroys, women skirts/dresses, women dress shorts, and women dress capris.
Tops: Pullovers, sweater with collared shirt or turtleneck, polo shirt, blazer, women blouses, sweaters, and women dress jackets
Shoes: Loafers, boat/deck shoes, men dress shoes, women dress shoes with or without a heel, women slides, women open- toed shoes, women boots, and women dress sandals.
DRESS CODE GUIDELINES: (All Work Days and Applies To All Employees)
- Clothing should be worn and fit in such manner that it does not expose the abdomen, chest, under- garments or buttocks
- Clothing should be free of sexually related references, offensive slogans or pictures, foul language or suggestion or promotion of the use of tobacco, alcohol or illegal
- Exposed tattoos and piercings must be appropriate in content and consistent with a professional
- Employees are expected to present a clean and professional appearance when representing the company at events outside the corporate office, such as conferences, client meetings,
- If you have any doubts regarding whether certain attire is appropriate, please consult your manager or Human Resources. Be sure to remember that how you dress is a reflection on the
**Reasonable accommodations will be made for employees’ religious beliefs consistent with business necessity to present a conservative, professional appearance to our customers.**
ENFORCEMENT OF DRESS CODE
Gold Star management retains the ultimate right to determine if attire is acceptable and within company policy. Managers and supervisors are responsible for interpreting and enforcing dress code standards in their departments. This includes counseling employees whose appearance is inappropriate.
Questions or complaints that cannot be handled to an employee’s satisfaction by his or her supervisor or manager should be taken to the Human Resources Department.
Any employee whose appearance does not meet these standards will be counseled by his or her supervisor or manager and the employee may be sent home to correct the problem. Repeated disregard for the dress and grooming policy may result in disciplinary action up to and
including termination of employment.
**Each Branch location and Manager has the discretion to move an acceptable casual item over to the not acceptable list based on how often the team interfaces with consumers and clients.**
Part of the impression you make on others depends on your choice of dress, personal hygiene and courteous behavior. A daily regimen of good grooming and hygiene is expected of everyone. Please ensure that you maintain good personal hygiene habits. While at work, you are required to be clean, dressed appropriately and well groomed.
Gold Star is not responsible for loss or damage to an employee’s personal property. Valuable personal items, such as purses and all other valuables should not be left in areas accessible by others.
PERSONAL TELEPHONE CALLS
Although the occasional use of the company's telephones for a personal emergency may be necessary, routine personal calls should be kept to a minimum. Personal use
of cell phones should also be kept to a minimum.
STANDARDS OF CONDUCT
Each employee has an obligation to observe and follow the company's policies while maintaining proper standards of conduct at all times. If an individual's behavior interferes with the orderly and efficient operation of a department, corrective disciplinary action will be taken. Disciplinary action may include a verbal warning, written warning, suspension with or without pay, and/or separation. The appropriate disciplinary action imposed will be determined by Gold Star. The company does not guarantee that one form of action will necessarily precede another.
Also the following may result in disciplinary action, up to and including separation: violation of our policies or safety rules; insubordination; unauthorized or illegal possession, use or sale of alcohol or controlled substances on work premises or during working hours, while engaged in company activities or in company vehicles; unauthorized possession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty; inappropriate physical contact; harassment; discrimination or retaliation; performing outside work or use of company property, equipment or facilities in connection with outside work while on company time; poor attendance or poor performance. These examples are not all inclusive. We emphasize that separation decisions will be based on an assessment of all relevant factors.
Nothing in this policy is designed to limit an employee's rights under Section 7 of the National Labor Relations Act.
Nothing in this policy is designed to modify our employment- at-will policy.
USE OF COMPANY COMMUNICATION & INFORMA- TION SYSTEMS
We recognize your need to be able to communicate efficiently with fellow employees and clients. Communication and information systems or equipment provided to employees to use either in the workplace or to accomplish work tasks during working time, such as telephone; fax; cell phones; computers; e-mail; voice mail; internet; personal digital assistants (to include a Blackberry, iPhone, iPad, tablet, smart phone or similar devices); back- up storage, information on a memory or flash key or card, jump or zip drive or any other type of internal or external removable storage drives; and etc. are Gold Star property and are provided for business purposes only.
Although incidental and occasional personal use of our Systems that does not interfere or conflict with productivity or the company's business or violate policy is permitted, personal communications in our Systems are treated the same as all other Electronic Communications and will be used, accessed, recorded, monitored, and disclosed by the company at any time without further notice. Since all Electronic Communications and Systems can be accessed without advance notice, employees should not use our Systems for communication or information that employees would not want revealed to third parties. Employees should not have any expectation of privacy in this regard.
Communication equipment should be used properly, professionally, and in accordance with Gold Star policy. Improper use of company equipment and systems may subject you to corrective action.
- Email, voicemail, and internet: Email, voicemail
- messages, and other communications must be professional and courteous, and are not to be disruptive during business hours or offensive to fellow
- Solicitation - The use of the company's e-mail and/or voice mail systems to solicit fellow employees or
distribute non job-related information to fellow employees is prohibited during working time.
- Internet Usage - The Internet is intended for business use only. Use of the Internet for any non- business purpose, including but not limited to, personal communication or solicitation, purchasing personal goods or services, gambling and downloading files for personal use, is strictly
- Unauthorized Installation of Computer Programs: You may not install personal or other outside software programs unless approved by the network
- Harassment: Use of telephones, email, voicemail, or the internet to harass fellow employees, clients, vendors, customers, or others is firmly Ethnic slurs, racial epithets, derogatory comments, or any form of discriminatory communication or insult that may be considered harassment based on race, national origin, gender, age, disability, religion, or political beliefs are not be tolerated.
- Sexually Explicit Messages: The communication of sexually explicit images, messages or cartoons is strictly
- Inappropriate Materials: Viewing or downloading any pornographic or other inappropriate material is strictly
- Passwords: While you are not supposed to share passwords, all passwords related to applications necessary to perform your job duties must be disclosed upon request by management and are the property of Gold Employees shall not use unauthorized codes or passwords to gain access to others' files and/or accounts.
You are responsible for protecting information from unauthorized use, disclosure, alteration or destruction, whether intentional or accidental.
Employees learning of any misuse of the Internet shall notify the Human Resources department.
Violations of these policies are not permitted and may result in disciplinary action, up to and including separation.
Gold Star reserves the right to access, intercept, review, monitor, record, and disclose all messages sent or received using its electronic email and voice mail systems without advance notice and consistent with applicable state and federal laws. Messages created, sent, or received through Gold Star systems are not your private property.
This policy does not limit an employee's rights under Section 7 of the National Labor Relations Act. Nothing in this policy is meant to restrict an employee's right to engage in Section 7-protected communications on nonworking time.
If you have questions about the acceptable use of our Systems or the content of Electronic Communications, ask your manager for advance clarification.
CARE OF EQUIPMENT
You are expected to demonstrate proper care when using Gold Star property and equipment. No property may be removed from the premises without the proper authorization of management. If you lose, break or damage any property, report it to your manager immediately.
PROTECTING COMPANY INFORMATION
The company has policies in place that govern the use of its own electronic communication systems, equipment, and resources which employees must follow. We encourage you to use good judgment when communicating via social media.
“Social media” includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the company, as well as any other form of electronic communication.
The same principles and guidelines found in Gold Star’s Employee Handbook apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved.
Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects clients, vendors, suppliers, people who work on behalf of the company or its legitimate business interests may result in disciplinary action up to and including immediate separation.
Gold Star employees are personally responsible for content published on-line whether to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the company, as well as any other form of electronic communication in a blog, social computing site or any other form of user-generated media. We encourage the use of good judgment when communicating via social media and are mindful that what you publish is public for a long time.
You are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects clients, vendors, suppliers, people who work on behalf of the company or its legitimate business interests may result in disciplinary action up to and including immediate separation.
if you publish content online that is relevant to Gold Star in your own personal capacity, then we ask that you use a disclaimer such as: “The postings on this site/post are my own and do not necessarily represent Gold Star positions, policies, or opinions.”
In all online post remember to respect copyright, fair use, and financial disclosure laws.
The following are prohibited when publishing online:
- Do not provide Gold Star’s or a client’s; employee’s; lender’s and vendor’s; confidential or other proprietary
- Never discuss Gold Star’s business performance or other sensitive matters
- Do not cite or reference clients, vendors, lenders, or employees on business-related matters without their approval
- Respect your audience and refrain from using ethnic slurs, discriminatory remarks, insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace.
- Do not misuse Gold Star logos or trademarks and only use them if you have been given the authority to do Remember what you publish may have an impact on the Gold Star brand.
Always be aware of your association with Gold Star in online social networks. If you identify yourself as a Gold Star employee on a web site or post, then ensure that your profile and related content is consistent with how we want you to present yourself to clients, vendors, lenders, and employees.
Lively and passionate discussions and debates are fine, but you should always remain respectful of others and their opinions.
When posting online remember that you can add value through worthwhile information and perspective.
This policy does not limit an employee's rights under Section 7 of the National Labor Relations Act. Nothing in this policy is meant to restrict an employee's right to engage in Section 7-protected communications on nonworking time.
Employees learning of any misuse of online web sites shall notify the Human Resources department.
Violations of these policies are not permitted and may result in disciplinary action, up to and including dis- charge.
Do not misuse Gold Star logos or trademarks and only use them if you have been given the authority to do Remember what you publish may have an impact on the Gold Star brand.