A Handbook for Champagne Logistics Employees
THE WAY WE WORK
Our employees are the company and through leadership, creativity, innovation, tenacity, and flexibility, we will provide quality, cost-effective service that our clients expect and deserve.
Champagne Logistics recognizes that your orientation is an integral part of ensuring that you feel welcomed and valued. As a new employee, the objective of your orientation is to help you gain a clear understanding of your role along with the company’s standards, values and practices. Upon joining Champagne Logistics, you are required to read and familiarize yourself with the Employee Handbook.
All employees are hired on a ninety day introductory status during which time your performance and suitability for the job are carefully appraised by your supervisor. Introductory employees will be made aware of any performance issues and reasonable efforts will be made by your supervisor to correct your unsatisfactory conduct or performance. If you fail to correct your conduct of performance in a satisfactory manner, you will be terminated during the ninety calendar day introductory period.
The existence of an introductory period does not in any way alter the company’s at-will employment policy. At-will employment allows the company or you to terminate your employment relationship at any time, with or without notice, and with or without cause, regardless of an introductory period.
Employee personnel files are the property of the company and are maintained in Human Resources. All such files are private and may be reviewed only by authorized individuals and only for official business during normal work hours. It is the employee’s responsibility to keep the company informed of any changes to your name, address, telephone number, marital status, dependants, payroll deductions or emergency contact information so that your personnel file contains current information.
Upon request and under normal circumstances, you may review your personnel file during regular business hours in the presence of your supervisor or Human Resources Manager.
Meal and Break Periods
The company provides meal and rest periods to eligible non-exempt employees as determined by the needs of the business and in compliance with state and federal law.
You must clock or sign out for your meal periods and clock or sign in when returning to work. Automatic deductions for meal periods are not authorized by the company. It is your responsibility to notify your supervisor if you are unable to take a meal break. Your supervisor will indicate on your time card “no meal period” so that you are paid for the time worked in accordance with applicable state and federal law. Your supervisor schedules all break periods, taking into consideration workloads, departmental staffing and business line needs.
Champagne Logistics complies with all state and federal rules and regulations governing the payment of overtime compensation to non-exempt employees. Overtime is paid in accordance with federal and state laws.
Throughout your course of employment there may be times in which you will be required to work overtime so that we may meet the needs of our customers, in accordance with federal and state laws. In these circumstances non-exempt employees will be paid at a rate of one and one half times your regular rate of pay for hours working in excess of forty (40) hours in a workweek, or otherwise required by state law. Overtime hours are recorded on a time sheet or through a time clock.
Overtime hours are calculated on actual hours worked to include on call/pager hours, orientation, training, jury duty, as well as vacation and holiday time. Bereavement and sick time are examples of hours not included in the calculation of overtime.
Your Human Resources Manager will provide guidance in the exempt or non-exempt classification or positions in accordance with the Fair Labor Standards Act. Questions concerning overtime should be directed to your Human Resources Manager.
Multiple Working Locations
You may be employed currently by more than one entity, department, division, region and/or business line. Report total hours worked in all areas to the home location (where the majority of hours are worked). The home location will prevail for purposes of calculating overtime and other employment related benefits. All other divisions, locations and departments will be considered secondary.
You will be paid bi-weekly. Your paycheck will be distributed by your supervisor or payroll processor. However, you may receive a paycheck remittance via the mail if you choose to have your paycheck automatically deposited into your bank account. You will be provided the necessary forms for requesting automatic/direct deposit.
Upon receiving your paycheck please review all information for any errors that may have occurred. If there is an error with your paycheck please report it to your supervisor or Human Resources immediately. Failure to notify your supervisor or Human Resources of errors may be considered as fraud and result in disciplinary action, up to and including immediate termination.
Champagne Logistics is required by state and federal law to implement specific deductions from your paycheck each pay period. Such deductions may include federal and state taxes, SUI and Social Security. Depending on the state in which you are employed and the benefits you have elected, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub for viewing purposes. If you have any questions in regards to any deductions on your pay stub please contact Human Resources.
Champagne Logistics understands the hectic schedules that our employees may have and therefore offers the option of having your paycheck directly deposited into your checking or savings account or a combination of either. If you would like to receive direct deposit please contact your Human Resources representative to obtain the necessary forms.
Performance Appraisals and Merit Increases
Your performance is important to Champagne Logistics, therefore each year you will be provided with a formal review of your performance during the previous year and includes opportunities for performance improvement and goals for professional growth and development. You’re immediate supervisor will formally evaluate your performance at least once a year and at the end of any introductory periods. Any adjustments to compensation as a result of your performance appraisal become effective after the evaluation. All such adjustments are considered merit increases.
Champagne Logistics offers a wide range of benefits to employees and their dependants. Our benefits represent a hidden value of additional income to our employees. Full descriptions of the following benefits are available from your hiring manager or Human Resources representative.
- Medical, dental, and vision coverage
- Short term disability insurance
- Life insurance
- Accidental death and dismemberment insurance
- Group critical illness & group accident insurance
- 401(k) plan
- Direct deposit
If you are classified as full-time (employees who work a minimum of thirty hours), you are eligible to participate in the company’s employee benefit plans after 90 days of full time employment. Part-time and per diem employees may only be eligible to participate in some of these benefits. An employee benefit information packet will be received upon your first day of employment. Employees will be notified as they near their benefits eligibility date and will be given instruction as to the benefits website on line enrollment process. Benefits will be made available to all full time eligible employees and their dependents as described in the carrier Plan Documents. Employees must notify the Company of an change in dependent status within 30 days of the qualifying event.
The company does reserve the right to modify its benefits at any time and will keep you informed of any changes. Employees are eligible to enroll during their initial eligibility period as well as each year during the Company's open enrollment period.
As of Sept. 23, 2012, the Affordable Care Act requires all health plan issuers (i.e., United Healthcare) to provide eligible enrollees with an Summary of Benefits Coverage (SBC). Please view the complete letter explaining this requirement as well as the SBC’s for the medical plans offered by Champagne Logistics below:
- Affordable Care Act SBC Notice
- 2013 SBC UHC Base Plan
- 2013 SBC UHC Buy Up Plan
- 2013 SBC UHC Base Plan With HP Network
- 2013 SBC UHC Buy Up Plan With HP Network
Champagne Logistics has a workers’ compensation benefits program as required by each state. If you are injured on the job you must immediately report the injury to your supervisor. Failure to report the injury in a reasonable amount of time will result in disciplinary action and may jeopardize your claim. Forms required by state law and the workers’ compensation carrier should be completed as required. Your supervisor is responsible for ensuring that you are given assistance in obtaining immediate medical attention. The company reserves the right to select a provider of care, unless preempted by state law.
Your supervisor will notify the Human Resources department of the injury who is responsible for maintaining contact with you and coordinating you return to work. Should you require time away from work as indicated by the company's selected provider of care, you and your provider are also responsible for providing updated and current information on physician appointments and ability to return to work.
You are responsible as an employee for insuring a safe work environment and for making corrections to observed unsafe behavior or conditions. Safety concerns should be immediately reported to your supervisor of Human Resources department.
You are responsible for complying with safety standards and for performing your job and duties in a safe manner. Champagne Logistics is committed to providing a safe work environment and supports you in prompt resolution of identified hazards / risks, the provision of education and training in safe work practices, and the effective management of injuries resulting from accidents. Safety concerns should be immediately reported to your location Manager or Supervisor. The following precautions must be observed:
- Notify your supervisor of any emergency situation. If you are injured or become ill at work, no matter how slightly, you must inform your supervisor immediately.
- The unauthorized use of alcoholic beverages or illegal substance during work hours will not be tolerated. The possession of alcoholic beverages or illegal substances on the Company's property without authorized use is forbidden.
- Use, adjust and repair machines and equipment only if you are trained and qualified.
- Understand your job fully and follow all instructions. If you are not sure of the safe procedure ask your supervisor or location manager.
- Know the locations, contents, and use of first aid and fire fighting equipment.
- Wear personal protective equipment in accordance with the job you are performing.
If you violate any of the safety precautions, or perform any unsafe act, you may receive disciplinary action up to and including immediate termination.
Vacation, Holiday and Sick Time Plans
Champagne Logistics understands the importance of taking time away from work for rest and relaxation; therefore we offer paid vacation, sick and holiday time. All full time employees regularly scheduled to work a minimum of thirty (30) hours a week are eligible to receive vacation, holiday and sick time in accordance with the plan. Part time employees working fewer than thirty (30) hours, or temporary employees are not eligible to receive paid time off.
If you are classified as an eligible employee you will start to accrue vacation and sick time on your 90th day of employment and will continue to accrue vacation and sick time every pay period throughout the continuance of you employment.
In addition you will receive pay for certain holidays (found under Holiday benefits) starting with your date of hire, in accordance with the guidelines described under the Schedule of Benefits. The time off for the holidays does not accrue; rather, you will be paid for applicable holiday time (following your date of hire) during the pay period in which the holiday occurs.
Employees on an inactive status will not accrue their vacation or sick time, nor will they be eligible for Holiday pay.
You will accrue vacation and sick time and receive holiday time based on your Seniority Date.
Beginning with your Seniority Date and each anniversary year from then on, vacation and sick time will accrue according to the length of service as outlined on the schedule of benefits, on a bi-weekly basis.
If you utilize time for the purpose of illness you may be required to provide a physician's medical certification as well as provide authorization to return to work if you were absent three or more days.
Paid Time Off - Exempt Employees
Exempt employees do not accrue a set amount of paid time off. Exempt employees are permitted to take paid time off as needed and should look to the paid time off policy for non-exempt employees as a guide to the amount of paid time that is appropriate for an employee given the employee’s years of service with the Company.
Exempt employees are required to submit written requests for time off to their supervisor in advance of their planned time off. Management reserves the right to designate when some or all paid time off may be taken.
Given the fact that exempt employees do not accrue paid time off, they cannot carry over paid time off from year to year and will not receive compensation in lieu of unused paid time off at the time of their separation from employment with the company.
Vacation, Sick, and Holiday Benefits
|Non-Exempt Schedule of Benefits|
Length of Service
Pay Per Period Accrual Rate
Maximum Award Per Year
Vacation Holiday Sick
|Maximum Total Accrued|
|0-36 months||1.5385 1.5385||40 hrs 64hrs 40hrs||144 hrs|
|37-60 months||3.077 1.5385||80 hrs 64hrs 40hrs||184 hrs|
|61-120 months||4.6154 1.5385||120 hrs 64hrs 40hrs||224 hrs|
|121+ months||6.1539 1.5385||160 hrs 64hrs 40hrs||264 hrs|
If you are classified as an eligible employee you will also receive your regular rate of pay for your regularly scheduled hours (up to a maximum of eight hours) for each of the following eight holidays:
- New Year’s Day ( January 1st)
- President’s Day (MA & NC) Floater (AZ & TX)
- Memorial Day
- Independence Day (July 4th)
- Labor Day
- Thanksgiving Day
- Friday following Thanksgiving Day
- Christmas Day
If the holiday falls on a Saturday, then it may be recognized on the day prior (Friday); if it falls on a Sunday, it may be recognized on the day following (Monday).* If you are scheduled and work one of these holidays you will be paid holiday time plus time worked at your regular rate of pay with a compensation day awarded and to be taken upon management approval. In order to receive holiday pay, you must work the last scheduled day before and the first scheduled day after the holiday, as well as the holiday itself (if scheduled Holiday pay is based upon your regularly scheduled hours. For example if your regularly scheduled shift consists of a 6 hour work day you would be awarded holiday pay equal to 6 holiday hours. Holidays that fall on a weekend day (Saturday or Sunday), may be recognized on a day other than the day prior to or following after if it conflicts with company needs (e.g. quarter end).
Request for Time Off
Vacation must be scheduled and permitted upon management approval with as much advanced notice as possible. It is suggested that requests for vacation be submitted at least one month in advance with a minimum of two weeks prior to the day in which you are requesting off. It is company policy that vacation is approved on a first come, first serve basis. When one or more requests are submitted at the same time, requests may be determined and granted according to an employee’s seniority. In addition supervisors are not required to approve vacation requested in order to meet the needs of the employee, if the supervisor believes that it will have a negative impact on the company's work requirements.
Change of Status
In the event that you change from an ‘eligible’ employee to that of an ‘ineligible’ employee you will be paid all accrued vacation hours at the same time of your change in accordance to state and federal laws. No payment will be made for unused sick time and the sick time account will be eliminated. If you change from ‘ineligible’ to ‘eligible’ status, you will begin accruing vacation and sick time effective immediately and will be eligible to receive holidays starting with the effective date of your status change. In the event that you had such a status change you will not have to satisfy a 90 day waiting period to utilize you accrued time off unless you have not met your 90th day of employment in which you will be obligated to continue with the waiting period as set forth for newly eligible employees.
Vacation and Sick Time Carried Forward
Unused vacation time constitutes as “wage” earned under the Wage Act. In accordance with 149, §148 (“Wage Act”), employers are required to carry over utilized vacation time or pay employees for unused vacation time upon completing an anniversary year or termination of employment. In the event that you are terminated, you will receive one hundred percent (100%) of your unutilized vacation balance to be paid upon termination unless otherwise required by state and federal law.
Family Medical Leave Act (FMLA)
Champagne Logistics grants family and medical leave to eligible employees in accordance with the Family Medical Leave Act (FMLA) of 1993. FMLA leave can be used to care for your newborn or newly adopted child or placement of a foster child; to take care of your spouse, parent, or child with a serious health condition; or if you are unable to work because of a serious health condition. It cannot be used for unmarried partners, in-laws, siblings and other relatives. You are eligible for family or medical leave if you have been employed for at least 12 months and have worked at least 1250 hours of service during the 12 months immediately preceding the commencement of leave.
Family and medical leave provides up to 12 workweeks of unpaid leave during any 12-month period to eligible employees for family and medical reasons. Leave for birth and care, or placement for adoption or foster care must conclude within 12 months of the birth or placement. Spouses working for the company are jointly entitled to a combined total of 12 workweeks of family medical leave for the birth and care of a newborn child, for the placement for adoption or foster care, and to care for a parent who has a serious health condition. For record keeping purposes, the company uses rolling 12 month period, counting backwards from the current leave request to calculate and approve requests for family and medical leave.
Whenever possible, you should make a written request for leave to the supervisor at least 30 days before the date on which the leave is to begin. In the event of emergency leave, you must contact your supervisor as soon as practical of the leave. The company will notify you in writing of the date your FMLA leave will begin. This notice will be documented on the employer's response form to your request for FMLA leave. If you are requesting leave because of a serious health condition, you must provide medical certification of that serious health condition experienced by you or your family member by completing the medical certification form. You will be required to provide periodic updates during your leave regarding your status and intent to return to work.
- “Parent” A Parent includes a biological parent of an employee or an individual who stands or stood in loco parentis to an employee when the employee was a child.
- “Child” A child includes biological, adopted or foster children, stepchildren, legal wards and other persons for whom you act in the capacity of a parent and who are incapable of caring for themselves.
- “Serious Health Condition” A Serious Health Condition means that an illness, injury impairment, or physical or mental condition that involves one of the following:
- Hospital Care: Inpatient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.
- Absence Plus Treatment: A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves:
- Treatment two or more times by health care provider, by nurse of physician’s assistant direct supervision of a health care provider, or by a provider of health care services (e.g. physical therapist) under orders of, or on referral by, a health care provider; or
- Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
- Requires periodic visits for treatment by a health care provider, or by a nurse or physician’s assistant under direct supervision of a health care provider.
- Continues over an extended period of time (including recurring episodes of a single underlying condition).
- May cause episodes rather than a continuing period of incapacity (e.g. asthma, diabetes, epilepsy, etc.)
- Podiatrists, dentists, clinical psychologists optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as confirmed by X-ray) authorized to practice, and performing within the scope of their practice under state law.
- Nurse practitioners, nurse midwives and clinical social workers authorized to practice, and performing within the scope of their practice, as defined under state law.
- Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts.
- Any Healthcare provider recognized by the employer of the employer's group health plan benefits manager.
If you choose continue your group health insurance coverage while on FMLA leave, you will be required to continue to pay your share of the premium. Arrangements may be made with the benefits department for this payment. If you fail to return to work after FMLA leave, the company may recover from you its share of health premiums paid during your leave. Upon returning from FMLA leave within the appropriate time frame, you are entitled to be reinstated to your original job with equivalent pay, benefits, and other terms and conditions of employment. Seniority and other benefits do not accrue during a period of FMLA leave. Any benefits accrued prior to the beginning of such leave will be restored to you upon your return to work. Under specified and limited circumstances where reinstatement will cause substantial and grievous economic injury to its operations, the company may refuse to reinstate certain high level “key” employees after using FMLA leave. Key employees are salaried employees who are amongst the highest paid 10 percent o employees with 75 miles of the work site. In order to do so the company must:
- Notify you of your status as a “key” employee in response to you notice of intent to take FMLA leave.
- Notify you as soon as the company decided it will deny reinstatement and explain the reason for the decision.
- Offer you a responsible opportunity to return to work from FMLA leave after giving this notice.
- Make a final determination as to whether reinstatement will be denied at the end of the leave period if you request reinstatement.
The company administers FMLA concurrent with other types of leaves whenever there is a qualifying event. For further information about FMLA, contact you supervisor or the human resources representative.
Personal Leave of Absence
Champagne Logistics may grant a personal leave of absence (PLOA) from work in the case of a personal medical disability (including pregnancy), personal emergency, personal or educational purposes, workers' compensation, military duty, jury duty, witness duty, bereavement, or family obligations arising from the birth or adoption of a child or a serious illness involving a family member. You are eligible for a personal leave of absence if you have been employed for at least 6 months and have worked at least 480 hours of service during the 6 months immediately preceding the commencement of leave.
A personal leave of absence provides up to 30 days of unpaid leave during any 12-month period to eligible employees. Only one PLOA may be granted every 12-month period which must be taken continuously.
Requests for a PLOA will be considered on the basis of length of service, performance, responsibility level, the reason for the request and staffing requirements. For further information about PLOA contact your supervisor or the human resources representative.
Maternity Medical Leave of Absence/Parental Leave
Our company grants a maternity medical leave of absence (MMLA) or parental leave of absence to eligible employees in accordance with state and federal laws. You are eligible for an MMLA or paternity leave of absence if you have been employed for at least 3 months and have worked at least 360 hours of service as a full time employee during the 3 months immediately preceding the commencement of leave.
An MMLA or parental leave up to 8 weeks of unpaid leave during any 12-month period to eligible employees for the purpose of the birth of a child, adoption of a child under 18 years old or the adoption of a person under 23 years old who is mentally or physically disabled. An MMLA may be taken intermittently and is subject to the employer’s approval. If you are on intermittent leave, you must try to schedule time away from work so as not to disrupt the company’s operation. Because federal and state laws prohibit sex discrimination in employment, male employees may have the right to take the same 8 weeks of leave a female employee is entitled to take at the adoption of a baby, and to take a certain amount of leave at the birth of a child.
Upon returning from an MMLA or parental leave of absence with the appropriate time frame, you are entitled to be instated to your original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. Seniority and other benefits do not accrue during a period of MMLA or parental leave of absence. Any benefits accrued prior to the beginning of such leave will be restored to you upon your return to work.
For further information about MMLA/Parental Leave contact your supervisor or the human resources representative.
Champagne Logistics allows you time off with pay if you experience the loss of an family member. You will be granted up to three normally scheduled consecutive days off with pay (maximum of eight hours per day, not to exceed 24 hours) for immediate family members and one day off with pay (maximum 8 hours) for an extended family member. Bereavement leave becomes a paid benefit after you complete your 90-day introductory period as a full time employee. Your supervisor will indicate on your time record the proper days taken for bereavement leave. Your supervisor may request proof, such as an obituary notice of the death of the family member. Immediate family includes:
Extended Family includes any other relative not listed on the above.
If summoned to appear for jury duty, you must notify your supervisor immediately. If you are required to serve on a jury, you should speak with your location manager regarding the need for a personal leave of absence. If it is determined that a personal leave of absence is necessary, you will need to complete a jury duty leave of absence form and include a copy of the summons to serve.
Non-exempt (hourly) employees are eligible for three jury duty paid days, unless otherwise required by state law. If you serve greater than three days you will be allowed to use your vacation or paid time off benefits for partial or full-day absences due to jury duty. Exempt employees will be paid their regular salary for work missed due to jury duty, unless a full week of work or more is missed. When a full week of work is missed, you will be granted five jury duty paid days unless otherwise required by state law. If you serve greater than five day you will be allowed to use your vacation or paid time off benefits for only full-day absences due to jury duty. You are expected to return to work each day you are released from jury duty in time to perform your assigned duties.
Employee benefits in which you are enrolled will continue while you are on jury duty leave. You will be required to continue payment on any required contributions for your benefits during the leave. You will be reinstated without loss of seniority while on an approved jury duty leave.
If you are required to serve as a witness for longer than five days, you may request an unpaid leave of absence. If the duration of time off is expected to be longer than five days, you should make a written request for an unpaid personal leave of absence together with evidence of the requirements to serve as a witness.
Non-exempt employees are not eligible for witness duty pay; however, you may use your vacation or paid time off. Exempt employees will be paid your regular salary for work missed due to witness duty, unless a full week of work is missed. When a full week of work is missed, you will be granted five witness duty paid days unless otherwise required by state law. If you serve greater than five days you will be allowed to use your vacation or paid time off benefits for only full-day absences due to witness day.*
*A personal leave of absence for the reason of witness duty does not apply if you are subpoenaed to appear as a witness on behalf of the company. In such a case, you will receive your standard compensation for the time spent serving in this capacity.
The company grants military leaves of absence as required by law to eligible employees who are military service members. Military forces include:
- Armed Forces of the U.S., defined to include the Army, Navy, Air Force, Marine Corps, Coast Guard and their reserve components.
- The state National Guard and the State Guard
- The U.S. Public Health Service, U.S. Coast Guard and Geodetic Survey and their reserve components.
The following types of military duty qualify for a leave of absence:
- Annual duty for training
- Local or national emergency
As an employee, you will be required to present official military orders or other evidence to support a request for military leave.
When you return from military leave, your benefits will be restored according to the applicable plans in effect at that time. Your seniority and any rights or benefits based on seniority that you would have attained had you remained continuously employed will be recognized at the time you return to work for the company. Military service will also be considered service with the employer for the purposes of vesting and benefits accrual.
Champagne Logistics believes that every employee should have the opportunity to vote in any state, federal, primary, general or special election. If your work schedule does not provide you with three consecutive hours either between the opening of the polls and the beginning of your shift or between the end of your shift and the close of the polls, you will be allowed to take three paid hours off in order to vote. You must notify your supervisor of your need to vote at least one day previous to Election Day. Upon your return from voting you must present a voter's receipt to your supervisor which is to be submitted with the payroll in which the election was held.
It is very important to the company to solicit and receive feedback from you that will benefit and influence positive changes in the work environment for all employees. We encourage you to bring your questions, suggestions and complaints to our attention. We carefully consider each of these in our continuing effort to improve operations.
If you feel you are having difficulty with a situation, present the issue to your supervisor so that the matter may be settled by examination and discussion of the facts. If you still have questions after meeting with your supervisor or if you would like further clarification on the matter, request a meeting with the general manager. Your issues will be reviewed and discussed to assist in finding a possible solution. Finally, if you still believe that your problem has not been fairly or fully addressed, request a meeting with you Human Resources representative.
Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. If you leave Champagne Logistics, your supervisor, location manager or Human Resources representative may request your cooperation in providing your opinion about your work experience with the company.