Alpena Oil Company
Being a great place to shop is inseparable from being a great place
to work. It is AOC's goal to provide our customers with a higher level
of customer care than any of our competitors, always promoting quality
products and image. In achieving those goals, we endeavor to develop long
term relationships with employees that compensate them
AOC will strive to grow. Our growth will be built upon a foundation
of mutual trust and mutual respect between all employees with everyone
enjoying the opportunity to gain by being a part of AOC.
1. EQUAL EMPLOYMENT OPPORTUNITY
AOC subscribes to a policy of equal employment
opportunity and will maintain and conduct all practices related to
recruitment, hiring, discipline and other terms and conditions of
employment in a manner which does not discriminate on a basis of race,
color, religion, national origin, age, sex, handicap, marital status,
height or weight.
2. THIS MANUAL IS NOT A
You should realize that nothing in this manual is
intended to create an employment contract with any employee. You should
understand that your employment is for no definite period of time and
may be terminated, with or without cause, and with or without notice, at
the option of either the employer or the employee. In other words, all
employees are "At-Will" employees. It is further acknowledged
that no representative of the employer has any authority to enter into
any agreement, written or verbal, for employment for any specified
period of time, or to make any agreement contrary to the foregoing,
except by specific written agreement executed by Jere D. Johnston,
President of the employer.
3. MICHIGAN HANDICAPPERS'
CIVIL RIGHTS ACT
Under Michigan law, you cannot be discriminated
against in employment because of handicap. Employers must accommodate
handicap employees even if the handicap is related to the employee's
ability to perform job duties, unless the accommodation imposes an undue
hardship on the employer. Handicapped employees who feel accommodation
is needed to perform their job must notify the company president in
writing of the need for accommodation within 182 days after the date the
employee knew or reasonably should have known that an accommodation was
THE COMPANIES MAY, AT ANY TIME, ADD, CHANGE OR
DELETE THE CONTENTS OF THIS MANUAL, INCLUDING BUT NOT LIMITED TO THE
ADDITION, CHANGE OR DELETION OF ANY BENEFIT AND OF ANY BENEFIT PLAN SUCH
AS 401(K) PLAN OR HEALTH INSURANCE.
To be eligible for paid vacation, employees must
have: (1) average 30.0 or more hours per week since joining the company,
(2) been continuously employed by the company for at least 12 months,
and (3) after being deemed to have completed one year, averaged at least
1,560.0 hours per calendar year thereafter.
If an employee commenced employment between January
1st and June 30th and met the above criteria, on July 1 of the next year
the employee would be eligible to take 50% of the applicable single
vacation benefit, prior to the end of that calendar year (benefits will
be rounded to the nearest 1/2 day). At the end of that calendar year,
the employee for the purposes of determining future vacation benefits,
will be deemed to have completed one year.
If an employee commenced employment between July 1st
and December 31st and met the criteria in the first paragraph, the
employee would not be eligible for a vacation benefit until the first
January following completion of the employees first 12 months of
employment. At that time, for the purposes of determining the vacation
benefit, the employee will be deemed to have completed one year.
Earned vacation is based upon the following average
hours per week worked by an employee during the immediately prior
30-39 1/2 hours = 3 days
39 1/2 + hours = 5 days
Vacation periods run from January 1 to December 31 after
an employee is deemed to have completed one year, and the benefits are
Completed one year = Single vacation benefit
Completed three years = Double vacation benefit
Completed ten years = Triple vacation benefit
Our vacation policy requires the single vacation
benefit to be taken altogether. Multiple vacation benefits (two or more
earned weeks of vacation) are limited to a maximum of two weeks at any
one time, with a minimum of 4 weeks between succeeding scheduled
Vacations for the year should be scheduled by March
31st, and vacations between June 30th and September 5th are strongly
discouraged. Vacations will be scheduled on a first come, first approved
basis. All vacations are subject to management approval, based on
business and staffing requirements.
Vacations must be taken during the applicable periods
(January 1st to December 31st). If not taken within that year, the
vacation time will be forfeited.
Vacation will not be considered overtime hours and
will be paid at straight time.
5. HOLIDAY PAY
The company recognizes seven (7) holidays. They are New Year's Day,
Easter, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day and
Christmas Day. In instances when, due to business requirements, an
employee, excluding transport drivers, must work on the holiday, he/she
will be paid at a rate of 1 1/2 times the employee's regular rate. All
transport drivers will be paid eight hours straight pay for the holiday
plus their regular hourly rate for any hours worked, (e.g., maximum pay
to a transport driver who works eight hours on a holiday is sixteen
hours of straight pay).
6. HEALTH INSURANCE
Full Time Employees
AOC currently offers a health insurance plan through Blue Cross/Blue
Shield to full time employees who are either Office Staff, Drivers,
Supervisors, Maintenance Personal, Managers or Assistant Managers (See Notes to Benefits for
definition of full time employees.) subject to such co-payments and
coverages as may be determined from time to time by AOC. To view a Summary of Benefits and Coverage for the
Simply Blue Plan please click on the following: Summary
of Benefits Simply Blue
Other Employees (part-time employees)
Part-time hourly employees meeting the criteria set
forth immediately hereafter, may participate in AOC's High
Deductible Catastrophic Plan
subject to the co-payments set forth herein. This coverage is
being offered to the employee and their children only. AOC will not cover
an employee's spouse or any other
family member or dependent. Other than the coverage's mandated by Obamacare
this policy has a deductible of $2,000(individual)/$4,000(individual
plus child) on all medical expenses including
but not limited to doctors visits and Rx and a 20% or 40% coinsurance
thereafter. To view a Summary of Benefits and Coverage for the
High Deductible Catastrophic Plan please click on the
of Benefits High Deductible Catastrophic AOC will
establish from time to time the co-pay for this coverage and if elected by
the employee the cost will be deducted from employee's bi-weekly
To be eligible to participate in the High Deductible Catastrophic
Plan, a part-time hourly employee must
meet all of the following conditions:
a. Been employed for at least 90
b. An employee may only enter on the 90th day of
employment and thereafter on January 1, April 1, July 1or
after meeting the 90 day requirement.
c. An Employee must have averaged over the immediate
prior 90 days and thereafter at least 30 hours or more of work
d. Coverage will start the first Monday, two weeks
after submitting all required paper work to AOC and after the
first deduction of the premium from the employee's payroll.
e. 180 days after employment all
participating part-time employees will be subject to review of their
average hours per week worked over the immediate prior 90 days.
These reviews shall occur on January 1, April 1, July 1 and
October 1. If the participating employee shall failed to
have worked an average of 30 hours per week for those immediate
prior 90 days then coverage shall cease at the end of the month.
f. If an employee's take home payroll does not equal
the amount of required premium and the employee has not sent the
payment for the short fall to the office with in 5 days of the
applicable payroll date coverage shall cease at the end of that
Notes to Health
1) With the exception of part-time hourly employees, health insurance will be available to eligible employees on the
first day of the month following the later of 60 days of employment or
eligibility, thereafter only on January 1 or proof of loss of other
2) To qualify for health
insurance coverage in accordance with the above terms, you
must be a full time employee, an Assistant Manager or a part-time
hourly employee meeting the criteria set forth above. "Full
Time Employees" includes Managers, Assistant Managers, Supervisors,
and all other full time salaried employees and all hourly employees who
average 40 hours per week during the first calendar year, excluding
any hourly employees working at the C-stores or the grocery stores with
the exception of Assistant Managers.
3) It is the responsibility of the eligible employee to notify Personnel
as to whether or not they would like to enroll on the health insurance
4) In the event of resignation, discharge, lay-off or reduction of
hours, group health insurance coverage will terminate on the last day of
the month in which the event occurs. Covered employees and their covered
dependents will be offered the opportunity for a temporary extension of health
coverage at group rates in certain instances where
coverage under the plan would otherwise end. As required by the Combined
Omnibus Reconciliation Act (COBRA), Personnel will notify the employee
of their options for continuation coverage.
5) Health insurance for employees off work for more than 30 days, due to
a work-related injury or illness will terminate on the last day of the
month following 30 days of absence from work. The employee will be
notified of their continuation benefits under COBRA. Our workers'
carrier will adjust the employee's compensation benefit
6) Children of employee's who are between the ages of 19 and
26 may be
eligible to remain on the employee's contract at the employee's expense.
7) All terms and
conditions, including but not limited to coverage, co-pays and even the
offering of insurance may be changed and/or eliminated from time to time
7. SICK PAY
Sick pay will be available to full time employees (See Notes to
Benefits for definition of full-time employees) after one (1) year
of employment. Sick time will be accumulated on the basis of 1/2 day per
month from the first day of the month following the anniversary date of
employment. Sick days will be paid at 8 hours per day. Unused sick days
may not be carried to the next year.
Sick time is not to be considered additional vacation. Its intent is to
continue wages through short term illness. Accumulated sick days may not
be cashed out. Used sick time that exceeds 3 consecutive days requires a
doctors written notice of employee's inability to perform their duties.
8 RETIREMENT SAVINGS PLAN 401(k)
AOC offers a 401(k) savings plan. The plan will provide you with a
unique opportunity to shelter part of your income from current taxes and
accumulate savings in a most convenient and effective way, through
Following are some frequently asked questions and answers regarding this
type of retirement and savings plan. We urge you to read and review them
WHAT IS THE PLAN?
This savings plan, better known as a 401(k) plan, is qualified as a type
of profit sharing plan under Section 401(k) of the Internal Revenue
Code. Section 401(k) allows employees to make contributions on a pre-tax
basis. It offers an ideal way to accumulate additional funds to satisfy
longer term savings or retirement needs while receiving significant up
front tax advantages.
WHAT BENEFITS CAN I DERIVE FROM THE 401(k) PLAN?
-Contribution Limits - You may elect to contribute not less than 1% or
more than 15% of your total compensation, up to a maximum per year set
by the federal government.
-Company Match - As a supplement to your savings, the company currently
will match 30% of the first 12% of your salary that you put into your
account. The company match percentage is subject to change or
elimination at the Companies' discretion.
-Pre-Retirement Death Benefit - Your account value will be paid to your
beneficiary should you die before retirement.
-Immediate Tax Reduction - Since you are contributing with pre-tax
dollars, you do not pay state and federal taxes on your contributions
other than social security taxes.
-Tax Deferred Investment Income - All investment income will accumulate
on a tax deferred basis, thus growing more quickly.
-Hardship Withdrawals Not Allowed - The Plan does not allow for Hardship
WHO WILL ADMINISTER THE PLAN?
The plan will be administered by National City or its successor.
WHEN AM I ELIGIBLE TO PARTICIPATE?
All employees who work a minimum of 1,000 hours per year will be
eligible to participate, provided the employee attained age 21 and has
completed at least 1 year of service. Upon meeting these requirements an
employee may become a participant on the first day of the calendar
quarter (January 1, April 1, July 1, or October 1) coinciding with, or
following the date the employee met the requirements.
HOW ARE CONTRIBUTIONS INVESTED?
All contributions may be directed at your option to any of the
investment vehicles offered under the plan.
MAY I TEMPORARILY SUSPEND MY CONTRIBUTIONS?
Contributions may be suspended at any time, at the beginning of any pay
period, upon written notice, prior to the commencement of the pay
period. Contributions may be resumed at any time, at the beginning of
any pay period, upon written notice, prior to the commencement of the
HOW OFTEN MAY I CHANGE MY INVESTMENT ELECTION FOR CURRENT DEPOSITS?
A participant may change his/her investment election at any time.
MAY I CHANGE MY CONTRIBUTION PERCENTAGE?
An employee may change his/her contribution percentage at any time, at
the beginning of any pay period, upon written notice, prior to the
commencement of the pay period.
WHAT PERCENTAGE OF THE COMPANY CONTRIBUTIONS ARE MINE?
Ownership or VESTING refers to the amount in a participants account
which you are entitled to receive upon leaving the company. A
participant is always 100% vested in his/her pre-tax contributions. The
companies' matching contributions are vested in accordance with the
Less than 1 year 0%
1 year 25%
2 years 50%
3 years 75%
4 years 100%
WHEN DO I QUALIFY FOR A PLAN PAYOUT?
Plan benefits are payable in the event of termination, retirement, death
or total disability. Payment can be in the form of lump sum cash,
monthly income, or combination of the two. Any distribution of $3,500 or
less must be taken as a lump sum.
CAN I WITHDRAW MONEY WHILE I'M STILL EMPLOYED?
WHAT IF I DIE PRIOR TO RETIREMENT?
Should a participant die prior to retirement, a
participant's beneficiary will receive 100% of your account value.
MAY I BORROW FROM MY ACCOUNT?
With approval, a participant may borrow from his/her
account. The minimum amount is $1,000. Among other restrictions, a loan
cannot exceed the lesser of $50,000 or 50% of a participant's vested
account balance. Only one loan may be outstanding at a time and it must
be repaid over a period of time not to exceed 5 years, unless the
proceeds are being used to purchase a primary residence. In that
situation, the loan must be repaid in a reasonable length of time, not
to exceed the length of your primary mortgage. All loans will bear an
interest rate and be subject to such other terms and conditions as a
similar loan from a lending institution would require. Loan repayments
and interest repayments will be deposited directly back into your own
account. Interest repayments on loans from your 401 (k) account are no
longer deductible from your personal income taxes, unless the loan was
used to purchase a participant's primary residence.
HOW WILL I KNOW HOW MUCH I SAVED AND WHAT THE
INVESTMENT GAINS ARE?
A participant will receive periodic participant
statements, summarizing all the activity, and the status of a
participant's account. In addition, a participant will have 24 hour
access to National City which will provide a current summary of your
A FINAL NOTE
This summary has reviewed the highlights of our plan.
Every effort has been made to accurately describe plan provisions which
are contained in the Plan's legal documents. If there is a difference
between this summary and the Plan's legal documents, the legal documents
will govern. If you are interested in the 401(k) Plan, and meet
the eligibility requirements, notify your Manager, the General Manager
or the President.
NOTES TO BENEFITS
1. "Full Time Employees" includes Managers,
Assistant Managers, Supervisors, and all other full time salaried
employees and all hourly employees who average 40 hours per week during
the first calendar year, excluding any hourly employees working at
2. Credit hours are those hours worked or earned which are used in
calculations to 3. Benefits are paid on average hours. Average
hours are determined by adding average hours worked in previous year,
plus all sick pay taken from the previous year, plus vacation taken from
the previous year, divided by 52. Formula: Actual hours + Sick pay taken
+ Vacation taken 52 = Average hours.
4. No minimum hours are guaranteed to any AOC employees.
5. To receive credit for a years service, you must have a minimum of
1664.0 hours in that calendar year except in the year of hire.
Terminated persons who are rehired at a later date, start as a new
6. For those benefits utilizing years of service calculation, the
second year of eligibility begins the first day of January
following the date of hire, except as otherwise provided.
7. Length of service for determining benefit eligibility begins on the
date of hire.
The company insures employees against work-related injuries
and illness under the State Workers' Compensation Act. Medical expenses
and wages will be paid in accordance with the Act.
Regardless of the nature or severity, all injuries and sudden illness
sustained on the job must be reported to your immediate
supervisor during the shift on which they occur and the
supervisor/manager must prepare an Accident Reporting Form and
immediately deliver it to the main office (See attached). An
employee who fails to report an injury promptly may be subject to loss
of benefits under the Worker's Compensation Act.
In case of serious injury, the company may refer the employee to an
appropriate medical care provider. Employees sent for medical treatment
must report back to unit manager immediately after the medical visit.
An employee sent home or referred for medical treatment for a work-related
injury or illness will be paid for the remainder of the scheduled
Any unsafe conditions must be reported to your manager or supervisor.
10. JURY DUTY
When a full-time employee requires leave time for Jury Duty, he/she
shall be excused from work for the hours actually served. If an employee
works a portion of their work day and provides the Company with proof of
time spent as juror, he/she shall be paid the difference between his/her
regular pay for that scheduled work day and the payment he/she received
for Jury Duty. If an employee chooses not to work at all, he/she will
not be paid.
In case of a death in the immediate family a
full-time employee will be excused, with pay, for any two (2) normally
scheduled work days, within the first seven days after the date of
death. In case of the death of other family members a full-time employee
will be excused, with pay, for any one (1) of the first three (3)
normally scheduled work days immediately following the date of death.
Members of the immediate family are considered to be spouse, child or
stepchild, parent or stepparent. Other family members are considered to
be brother or stepbrother, sister or stepsister, grandchild or step
grandchild, grandparent or step grandparent and parents-in-law.
12. LEAVE UNDER THE FAMILY AND MEDICAL LEAVE
The Family and Medical Leave Act (FMLA) provides eligible
employees with up to 12 workweeks of unpaid leave for certain
family and medical reasons during a 12 month period.
During this leave, an eligible employee is entitled to
continued group health plan coverage as if the employee had
continued to work. At
the conclusion of the leave, subject to some exceptions, an
employee generally has a right to return to the same or to an
Employee Eligibility Criteria
To be eligible for FMLA leave, an employee must have been
employed by AOC (a)for at least 12 months (which need not be
consecutive); (b) for at least 1,250 hours during the 12
month period immediately preceding the commencement of the
leave; and (c) at a worksite (i) with 50 or more
employees; or (ii) where 50 or more employees are located within
75 miles of the worksite.
Events Which May Entitle An Employee to
FMLA leave may be taken for any one, or for a combination
of, the following reasons: (a) the birth of the employee's child
or to care for the newborn child; (b) the placement of a child
with the employee for adoption or foster care or to care for the
newly placed child; (c) to care for the employee's spouse, child
or parent (but not in-law) with a serious health condition;
and/or (d) the employee's own serious health condition that
makes the employee unable to perform one or more of the
essential functions of his or her job.
A "serious health condition" is an injury,
illness, impairment, or physical or mental condition that
involves inpatient care or continuing treatment by a health care
A more detailed definition of "serious health
condition" can be found in the Department of Labor's
Certification of Health Care Provider Form (Form WH-380-December
How Much FMLA Leave May Be Taken
The 12 Month Period
An eligible employee is entitled to up to 12 workweeks of
unpaid leave during a 12 month period for any FMLA qualifying
reason(s). The 12
month period is the calendar.
Limitations on FMLA Leave
Leave to care for a newborn or for a newly placed child
must conclude within 12 months after the birth or placement of
When both spouses are employed by AOC, they are together
entitled to a combined total of 12 workweeks of FMLA leave
within the designated 12 month period for the birth, adoption or
foster care placement of a child with the employees, for
aftercare of the newborn or newly placed child, and to care for
a parent (but not in-law) with a serious health condition.
Each spouse may be entitled to additional FMLA leave for
other FMLA qualifying reasons (i.e., the difference between the
leave taken individually for any of the above reasons and 12
workweeks, but not more than a total of 12 workweeks per
For example, if each spouse took 6 weeks of leave to care
for a newborn child, each could later use an additional 6 weeks
due to his/her own serious health condition or to care for a
child with a serious health condition.
Intermittent Or Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of
time. A reduced
work schedule leave is a leave schedule that reduces an
employee's usual number of hours per workweek or hours per
Leave to care for a newborn or for a newly placed child
must be taken all at once and may not be taken intermittently or
on a reduced work schedule.
If an employee takes leave intermittently or on a reduced
work schedule basis, the employee must, when requested, attempt
to schedule the leave so as not to unduly disrupt the AOC's
operations. When an
employee takes intermittent or reduced work schedule leave for
foreseeable planned medical treatment, AOC may temporarily
transfer the employee to an alternative position with equivalent
pay and benefits for which the employee is qualified and which
better accommodates recurring periods of leave.
Requests for FMLA Leave
An employee should request FMLA leave by completing the
Employer's Request for Leave form and submitting it to their
immediate supervisor and the payroll department at the main
When leave is foreseeable for childbirth, placement of a
child or planned medical treatment for the employee's or family
member's serious health condition, the employee must provide AOC
with at least 30 days advance notice, or such shorter notice as
is practicable (i.e., within 1 or 2 business days of learning of
the need for the leave). When
the timing of the leave is not foreseeable, the employee must
provide AOC with notice of the need for leave as soon as
practicable (i.e., within 1 or 2 business days of learning of
the need for the leave).
When leave is taken to care for a family member, AOC may
require the employee to provide documentation or statement of
family relationship (e.g., birth certificate or court document).
An employee may be required to submit medical
certification from a health care provider to support a request
for FMLA leave for the employee's or a family member's serious
health condition. Medical
certification forms are available from payroll department at the
If AOC has reason to doubt the employee's initial
certification, AOC may: (i)
with the employee's permission, have a designated health care
provider contact the employee's health care provider in an
effort to clarify or authenticate the initial certification;
and/or (ii) require the employee to obtain a second opinion by
an independent AOC-designated provider at AOC's expense.
If the initial and second certifications differ, AOC may,
at its expense, require the employee to obtain a third, final
and binding certification from a jointly selected health care
During FMLA leave, AOC may request that the employee
provide recertification of a serious health condition at
intervals in accordance with the FMLA.
In addition, during FMLA leave, the employee must provide
AOC with periodic reports regarding the employee's status and
intent to return to work. If
the employee's anticipated return to work date changes and it
becomes necessary for the employee to take more or less leave
than originally anticipated, the employee must provide AOC with
reasonable notice (i.e., within 2 business days) of the
employee's changed circumstances and new return to work date.
If the employee gives AOC notice of the employee's intent
not to return to work, the employee will be considered to have
Before the employee returns to work from FMLA leave for
the employee's own serious health condition, the employee may be
required to submit a fitness for duty certification from the
employee's health care provider, with respect to the condition
for which the leave was taken, stating that the employee is able
to resume work.
FMLA leave or return to work may be delayed or denied if
the appropriate documentation is not provided in a timely
manner. Also, a
failure to provide requested documentation of the reason for an
absence from work may lead to termination of employment.
Use of Paid and Unpaid Leave
FMLA provides eligible employees with up to 12 workweeks
of unpaid leave. If
an employee has accrued paid leave (e.g., vacation, sick leave,
personal leave), however, the employee may use any qualifying
paid leave first. "Qualifying
paid leave" is leave that would otherwise be available to
the employee for the purpose for which the FMLA leave is taken.
The remainder of the 12 workweeks of leave, if any, will
be unpaid FMLA leave. Any
paid leave used for an FMLA qualifying reason will be charged
against an employee's entitlement to FMLA leave.
This includes leave for disability or workers'
compensation injury/illness, provided that the leave meets FMLA
substitution of paid leave for unpaid leave does not extend the
12 workweek leave period.
Designation of Leave
AOC will notify the employee in writing that leave has
been designated as FMLA leave.
AOC may provisionally designate the employee's leave as
FMLA leave if AOC has not received medical certification or has
not otherwise been able to confirm that the employee's leave
qualifies as FMLA leave. If
the employee has not notified AOC of the reason for the leave,
and the employee desires that leave be counted as FMLA leave,
the employee must notify the payroll department at the main
office within 2 business days of the employee's return to work
that the leave was for an FMLA reason.
Maintenance of Health Benefits
During FMLA leave an employee is entitled to continued
group health plan coverage under the same conditions as if the
employee had continued to work.
To the extent that an employee's FMLA leave is paid, the
employee's portion of health insurance premiums will be deducted
from the employee's salary.
For the portion of FMLA leave that is unpaid, the
employee's portion of health insurance premiums may be paid at
the same time as if made by payroll deduction.
If the employee's payment of health insurance premiums is
more than 30 days late, AOC may discontinue health insurance
coverage upon 15 days notice to the employee.
Return from FMLA Leave
Upon return from FMLA leave, AOC will place the employee
in the same position the employee held before the leave or an
equivalent position with equivalent pay, benefits and other
Limitations on Reinstatement
An employee is entitled to reinstatement only if he/she
would have continued to be employed had FMLA leave not been
taken. Thus, an
employee is not entitled to reinstatement if, because of a
layoff, reduction in force or other reason, the employee would
not be employed at the time job restoration is sought.
AOC reserves the right to deny reinstatement to salaried,
eligible employees who are among the highest paid 10 percent of
AOC's employees employed within 75 miles of the worksite
("key employees") if such denial is necessary to
prevent substantial and grievous economic injury to AOC's
Failure To Return To Work Following FMLA Leave
If the employee does not return to work following the
conclusion of FMLA leave, the employee will be considered to
have voluntarily resigned.
AOC may recover health insurance premiums that AOC paid
on behalf of the employee during any unpaid FMLA leave except
that AOC's share of such premiums may not be recovered if the
employee fails to return to work because of the employee's or a
family member's serious health condition or because of other
circumstances beyond the employee's control.
In such cases, AOC may require the employee to provide
medical certification of the employee's or the family member's
serious health condition.
For further information or
clarification about FMLA leave, please contact the payroll
department at the main office.
Alpena Oil Company along with other Michigan Shell
Distributors (Jobbers) have created an annual scholarship program for
your use; the following will give a brief explanation:
The scholarship is titled Michigan Shell Jobbers
Scholarship Program. It is administered by Citizens' Scholarship
Foundation of America, Inc. (CSFA), a completely independent, nonprofit
organization, without regard to race, color, creed, sex, religion, or
Applicants can be both an employee who averages 30
hours/week or more or dependent children up to age 23 of such an
Employee applicants must be students who are enrolled
or planning to enroll in a part-time course of study at an accredited
two or four year college, university, or vocational-technical school.
Dependent applicants must be students who are
enrolled or planning to enroll in a full-time course at an accredited
two or four year college, university, or vocational technical school.
The foundation will issue two awards of $1,000.00
each. The awards are for undergraduate study only. The award must be
used for educational costs only.
Brochures explaining the program in detail, and
requests for applications are distributed each fall, should you have any
questions contact the President at the main office.
TIME CARD ADMINISTRATION
The purpose of the time card is to insure an accurate record of all
hours worked and to insure proper payment of wages.
You are to be at your work stations ready and dressed
for work at your scheduled starting time and are to remain at your work
station until your scheduled quitting time. All time worked outside of
your posted schedule and grace period must be approved by the unit
manager in order to be paid.
If a non-salaried employee is asked to attend a meeting,
seminar, or other function, he/she will be paid for the actual time of
PURPOSE: To ensure that the organization's wage and salary rates are
fair and competitive, comply with all legal requirements, and are
designed to encourage and reward high levels of performance.
a. The primary goals of the
organization's pay plan are to attract and retain good workers and
motivate employees to perform at above-average levels. The plan also is
designed to ensure that the organization's pay policies and practices
comply with all applicable federal and state laws and regulations and
that employees' pay rates reflect their performance.
b. Employees' pay rates will
be based on several factors, including the duties and responsibilities
listed in job descriptions, job evaluation results and the performance
of individual workers. The organization will strive to keep its pay
rates equitable and competitive and to administer its pay program in a
fair and consistent manner.
c. Pay increases are designed
primarily to reward an employee's above-average performance. The
employer reserves the right, however, to adjust pay rates for reasons
other than merit. Such reasons may include a desire to compensate for
the adverse effects of inflation on the organization's pay rates, or to
remedy inequities in individual or group rates.
d. Employees should bring
their pay-related questions or complaints to the attention of their
manager, who will investigate the matter and try to answer or resolve
problems quickly and fairly.
Employees will be paid overtime at time and a half their regular hourly
rate, only for hours worked in excess of 40 hours per week.
New employees will be on a probationary period until they have completed
90 day's service with the company.
A new employee probationary period is designed to
provide a consistent and equitable method of handling new employees'
performance and other job related problems. Additionally, it is designed
to provide a formal mechanism for a review of a new employee's
At the conclusion of the probationary period, the
employee will receive a non-wage related performance evaluation. If
performance is unsatisfactory or there are other job-related problems,
they will be documented and discussed during this evaluation. At this
time, the supervisor may at his/her discretion, submit a recommendation
for a merit wage increase.
All wage and salary increases are based solely on
merit, not time in service.
NOTWITHSTANDING THIS PROBATIONARY PERIOD, ALL
EMPLOYEES ARE "AT WILL" EMPLOYEES AND EITHER THE
EMPLOYEE OR THE EMPLOYER MAY TERMINATE THE EMPLOYEE'S EMPLOYMENT AT ANY
TIME DURING THE PROBATIONARY PERIOD OR AFTER THE PROBATIONARY PERIOD
WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE.
At the end of a 90-day probationary period and at regular intervals
thereafter, the employee will receive a performance review. The reviews
are designed to communicate to the employee how his/her performance
compares to expected standards and to help the supervisors in discussing
job performance with the employee. The review also serves as an
objective basis for recommendations for salary and wage increases or
other personnel action.
SALARY AND WAGE INCREASES
Salary and wage increases will be given solely on the basis of merit as
determined by completion of a scheduled performance review. All
recommendations for increases must be submitted to the Corporate Office
It is the employees' responsibility to work their scheduled shifts.
If an employee finds it necessary to be absent, that person must notify
his/her unit manager as soon as possible and at least 4 hours prior to
his/her scheduled shift. In emergencies, as much prior notice as
possible is required. The employee must speak with a manager or
supervisor and explain the reasons for the request for an excused
Grounds for an excused absence may include personal
illness, family emergencies, jury duty, bereavement, or for other
reasons that the unit manager would deem as acceptable to require the
employee to be absent from work. Such absences will be recorded as
excused absences if approval has been granted.
Any employee who fails to give such notification or
fails to receive approval will be charged with an unexcused absence. If
an employee is absent for three consecutive days without notifying the
unit manager, he/she will be considered a voluntary quit. If notice is
given and the unit manager does not think it justifies the absence, it
will be considered unexcused.
Violation of this attendance policy may result in
disciplinary measures up to and including discharge.
Repeated tardiness will also subject an employee to discipline,
including suspension and discharge.
17. SEXUAL HARASSMENT
1. Sexual harassment affecting an employee will not be tolerated.
Sexual harassment in the work place is a form of misconduct, interferes
with work productivity, and is against the law. It deprives employees of
the opportunity to work in an environment free from unsolicited and
unwelcome sexual overtones. Sexual harassment includes all unwelcome
sexual advances, requests for sexual favors and other such verbal,
visual or physical conduct of a sexual nature.
2. Sexual harassment may take many forms, including but not limited to:
a. Verbal and visual; off-color jokes, language,
cartoons, pictures, names, suggestive comments, insults, sexual
propositions, innuendo or repeated and unwanted social invitations;
b. Non-verbal; suggestive or insulting sounds,
leering, whistling, obscene or crude gestures;
c. Inappropriate touching of an individual; for
example, patting, pinching, hugging or repeatedly brushing against
another employee's body;
d. Requesting or demanding sexual favors
accompanied by an implied or overt threat concerning an individual's
terms or conditions of employment, and/or
e. Requesting or demanding sexual favors
accompanied by an implied or overt promise of preferential treatment
with regard to an individual's terms or conditions of employment.
3. An employee who believes he or she has been
subjected to sexual harassment on the job should report the matter
promptly to any one of the following (on the basis of whom the person
feels most comfortable with): his or her immediate supervisor, the Store
Manager, the Retail Operations Manager, or any of the Companies'
4. Allegations of sexual harassment will be fully investigated and corrective
or disciplinary actions, up to and including dismissal from employment,
will be taken as warranted. Anonymous complaints in writing may be filed
and will be investigated to the extent practicable.
5. Retaliation or intimidation as a result of an employee making an
allegation of sexual harassment will not be tolerated. Reporting sexual
harassment will not in any way influence any decision by the company
regarding the terms or conditions of employment of the person making the
18. MILEAGE REIMBURSEMENT
Employees using their own vehicles for company business will be
reimbursed for their mileage at a rate per mile determined by the
Internal Revenue Service (IRS). As of January l, 2000, that rate is .32
cents per mile. Record your mileage and report it to your Supervisor.
After Management approval, reimbursement will be made monthly.
19. COMPANY REQUIRED MEETINGS
If an employee is required to attend a meeting, orientation or other
function, certain guidelines must be followed to receive mileage
a. Employees are required to car pool whenever
possible. An employee should contact his/her immediate supervisor to
co-ordinate car pooling arrangements.
b. If an employee chooses to drive separately, no mileage reimbursement
will be paid.
c. Only the driver of the assigned vehicle will receive mileage
d. Mileage will not be paid for attending functions at the employees
20. WORK SCHEDULES/SCHEDULE CHANGES
All retail units have posted weekly work schedules. All changes to
the work schedule must be approved by the manager or manager designate.
21. SHIFT WORK
Specific shifts and/or days off cannot be guaranteed. Special
requests must be authorized by your supervisor.
22. JOB ASSIGNMENT
AOC reserves the right to assign any employee to different jobs or
locations as deemed necessary by management.
23. AFTER HOURS/AFTER WORK
Employees are not allowed in the non-public areas of the work place
when not on duty unless on company business, assigned by management.
Off-duty employees are not allowed to take up the time of on-duty
employees. Off-duty employees are not to telephone on-duty employees
except in the case of an emergency.
24. PERSONAL PHONE CALLS AND VISITORS
Friends and/or relatives are not allowed to congregate in or around
the store. Personal phone calls are prohibited and can be used only in
25. DRESS CODE/PERSONAL APPEARANCE
Your supervisor will cover the dress requirements during employee
orientation. A Uniform Deposit Agreement will be completed and signed
whenever an employee is assigned uniforms owned (or rented) by the
company. A Uniform Purchase Agreement will be completed and signed
whenever an employee purchases uniforms from the company. Uniforms will
be kept clean and in good condition by the employee. To promote the best
possible image of the employee and AOC, the Companies require good
personal hygiene and appropriate general grooming of all employees.
26. BREAK TIME/MEAL TIME
Breaks are not mandated by law for adult employees (18 years or
older). Meal time policies differ from unit to unit and will be covered
by your supervisor.
27. PARKING FACILITIES
In certain instances, the company provides and maintains parking
facilities for the use of employees. In such circumstances, Employees
are to park in designated areas only. The company assumes no
responsibility for damage to vehicles or theft of articles from vehicles
while on Company property. There is a 5 mile per hour speed limit on
28. COMPANY VEHICLES
Company vehicles may only be operated by authorized personnel.
Personnel usage of a Company vehicle must be approved by an officer of
29. EXPENSE REIMBURSEMENT
Employees authorized by virtue of their positions to entertain with
meals will be reimbursed for reasonable expenses, providing the meal is
business related, the employee is present, and the employee submits
vouchers showing the date(s), miles traveled, and business purpose(s) of
each meal. Receipts must also be submitted. Similar rules apply
to travel, and to employee meals and entertaining while traveling.
Any out-of-pocket expenses incurred by an employee will be reimbursed if
they can be substantiated as work-related and approved by management. Receipts
along with the appropriate form must also be Submitted.
30. EMPLOYEE CONDUCT
Employees must always conduct themselves in a manner which is not
offensive to customers, co-workers, management or subordinates.
Any communication, whether verbal or written, which may be construed as
sexual, obscene, vulgar, ethnic or otherwise discriminatory in nature is
Written jokes, pictures, articles, cartoons or other forms of printed
material which serve to demean on the basis of sex, race, color,
religion, national origin or handicap may not be distributed or posted
on company property.
Sexual, vulgar, obscene, insulting or embarrassing words, jokes, phrases
or gestures may not be used on company property or while working.
31. CHECK ACCEPTANCE
Each Manager must determine whether he/she wishes to take checks. If
a Manager decides to accept checks, the following are some suggested
a. Customer must be on approved check list.
b. Only local checks will be accepted.
c. Check number must be 500 or above.
d. Check must be written for the amount of purchase only.
e. No two party checks will be accepted.
f. Customers drivers license number must be recorded on the check.
For checks that have a pre-printed drivers license number, the number
should be verified by comparing the actual license to the check.
g. The customer's phone number must be recorded on the check.
h. The employee accepting the check must initial the check on the
front upper right hand corner
Employees will be authorized to cash one personal
check per pay period. The amount of the check must not exceed
twenty-five ($25.00) dollars. This transaction must be handled through
the store manager only.
32. SELLING TOBACCO AND OTHER NICOTINE PRODUCTS
It is against the law and to sell any tobacco or other products
containing nicotine to persons under
the age of 18. Violation of this law by an employee could result in
either a fine to the company or the loss of our license or both. The
employee can be convicted of a misdemeanor, fined or imprisoned.
ANY EMPLOYEE WHO KNOWINGLY SELLS TOBACCO OR OTHER PRODUCTS CONTAINING
NICOTINE TO SOMEONE WHO IS NOT
OF LEGAL AGE WILL BE IMMEDIATELY TERMINATED.
The law states that the seller must make a diligent effort to find the
age of anyone purchasing tobacco or other nicotine products through proper identification.
33. DETECTING IMPROPER IDENTIFICATION
It's not as hard as you may think to detect false identification.
You just have to realize that the false ID customer is nervous, and you
have to know what to look for,
a. PHOTO: Be sure it matches the person using the ID. Watch for fuzzy or
dark photo's (possible substitutes).
b. FEEL: Hold the ID so the user can't feel it. Feel for bumps, or
splits in the lamination (signs of tampering or alteration).
c. LOOK: Watch for erasure marks, type that does not line up straight,
type that does not match the rest, damaged paper surface - usually
involving date of birth. Also, look for information pasted on to cover
original date. Watch for signs of altered signature.
Keep holding ID, so user can't read it.
ii) Have customer sign name, compare with ID.
iii) Ask for backup ID to verify facts.
iv) Ask questions to check address, etc.
v) Listen for nervous responses
vi) Ask if user will let you phone his/her home to verify age and ID
REMEMBER, CUSTOMER MUST PROVE TO YOU THEY ARE OF LEGAL AGE TO BUY
CIGARETTES. REMEMBER, TOO, CUSTOMERS CAN BE GUILTY OF A CRIME FOR
ILLEGAL THEFT, ALTERATION, ETC., OF CERTAIN ID'S.
34. RETAIL FRAUD
Retail fraud is described in general, but not limited to, cases
such as shoplifting, theft, price tag switching, "drive-offs",
fraudulent refunding, etc.
Retail fraud encompasses employee theft, as well as customer
Michigan Penal Code, Michigan Compiled Laws 750.356C and
750.356D covers items valued (under Retail Fraud) at $100.00 or more as
a felony and $100.00 or less as a misdemeanor, respectively.
Section 356C - RETAIL FRAUD IN THE FIRST DEGREE
A person who does any of the following is guilty of Retail Fraud in
the First Degree.
While a store is open to the public, alters, transfers, and replaces,
conceals, or otherwise misrepresents the price at which property is
offered for sale, with intent not to pay for the
property, or to pay less than the price at which the property is offered
for sale, if the resulting difference is more than $100.00.
Steals property that is offered for sale that is valued at more than
With intent to defraud, obtains or attempts to obtain money or property
from the store as a refund or exchange for property, that was not paid
for and belongs to the store if the value is more than $100.00.
THE PENALTY IN EACH OF THESE IS A TWO YEAR FELONY OR A FINE OF NOT
MORE THAN $1,000.00, OR BOTH,
Section 356D - RETAIL FRAUD IN THE SECOND DEGREE
A person who does any of the following is guilty of Retail Fraud in
the Second Degree.
While a store is open to the public, alters, transfers, removes and
replaces, conceals or otherwise misrepresents the price at which
property is offered for sale, with intent not to pay for the property or
to pay less than the price at which the property is offered for sale.
While a store is open to the public, steals property of the store that
is offered for sale. THIS INCLUDES EMPLOYEES CONSUMING UNPAID FOOD
STUFF WHILE ON DUTY.
With the intent to defraud, obtains or attempts to obtain money or
property from the store as a refund or exchange for property that was
not paid for and belongs to the store.
The penalty for any of these is a misdemeanor, punishable by 93 days
in jail or a fine of not more than $1,000.00, or both.
35. RETAIL FRAUD - RIGHTS/REMEDIES
It is AOC's policy, in case of Retail Fraud, to affect a Civil
AOC WILL VIGOROUSLY PROSECUTE ALL CASES OF RETAIL FRAUD.
36. VENDOR CHECK IN
All vendor deliveries must be checked in at the time of delivery.
A) Merchandise to be returned or credited must be done
The vendor and an employee must touch count (physically touch each item)
items to be credited.
The vendor will complete a credit invoice and give it to the employee.
employee has receipt of the credit invoice, it must remain in his/her
until deposited in the register or in the office.
The vendor will then remove the credited merchandise from the building.
B) The vendor must bring new merchandise into a neutral area
where the employee will check in the product.
Get the invoice from the vendor.
Touch count each item and check off the appropriate items on the
When all items have been checked in, the employee must sign, date and
record the time of day on the invoice.
Retain the company's copy of the invoice and give the rest back to the
C) The vendor may place the product in the appropriate area
of the unit, and the product will be priced at retail.
Only one vendor may be bringing product into the unit at any one time.
Delivery time for all vendors will be between the hours of 6 a.m. and 3
p.m. unless authorized by station manager.
Vendors are not allowed behind the sales counter area.
Paid outs will be done by store manager or their delegate only.
Vendors will park in designated areas only.
37. POLICY/WORK RULE VIOLATIONS
Below is a list of policy/work rule violations which may result
in disciplinary action up to and including discharge. This
list is not to be considered a complete list of violations which may
result in disciplinary action. Management, at it's discretion, may
determine that other employee actions not listed here constitute
violations of company policy/work rules. Employee actions deemed by
management to be contrary to the best interest of the company will be
considered violations of policy regardless of whether or not the
specific action is covered in this manual.
a. Any willful damage to or unauthorized removal of property
belonging to the Company or another employee, including but not limited
to, resale merchandise.
b. Deliberately falsifying "hours worked" on a time
c. Falsification of employment application, bonding forms or any
other official company records.
d. Deliberately communicating confidential information to
e. Committing any improper, immoral or violent act on Company
premises, or off duty.
f. The possessing or use of alcoholic beverages or other
controlled substances on Company property or during working hours or
reporting to work under the influence of either.
g. Smoking in undesignated areas or at undesignated times.
h. Eating or drinking in undesignated areas or at undesignated
i Possession of firearms or weapons on Company premises.
j. Conduct outside of work of a criminal, or dishonest nature
which reflects unfavorably upon the Company.
k. Violations of known Company policies.
l. Disobedience, deliberate refusal to follow reasonable
m. Sleeping on the job.
n. Gross misconduct on the job or in the presence of customers.
o. Refusal to allow personal parcels to be inspected by
p. Consumption of Company foodstuff or beverages without approval
or without having purchased the item.
q. Punching in/out prior to or later that scheduled times without
r. Doing personal work while on duty.
s. Being absent from one's work area without proper reason or
t. Lateness (tardiness) without direct notification of management
or without reasonable cause.
u. Deliberate delay or failure to carry out assigned work
instructions in a reasonable period of time.
v. Careless workmanship or negligence (different that poor or
w. Making unauthorized solicitations for any purpose during working
x. Distributing or posting unauthorized literature at any time in
any work or public area of the premises.
y. Handling your own purchases of merchandise. Not retaining
your sales receipt to show proof of purchase.
z. Cashing your own personal check.
aa. Failure to follow vendor check-in policy.
bb. Rudeness to customers.
cc. Failure to report any misconduct, in relation to work, on the
part of another employee.
dd. The occurrence of significant cash and/or inventory shortages while
THE EXISTENCE OF THESE WORK RULES SHALL NOT BE DEEMED TO CONSTITUTE
AN EMPLOYMENT CONTRACT. NOTHING HEREIN SHALL SUPERSEDE THE COMPANY'S
AT WILL EMPLOYMENT POLICY. ALL EMPLOYEES ARE "AT
WILL" EMPLOYEES AND EITHER AN EMPLOYEE OR THE EMPLOYER CAN
TERMINATE AN EMPLOYEE'S EMPLOYMENT AT ANY TIME WITH OR WITHOUT CAUSE AND
WITH OR WITHOUT NOTICE.
All employees should recognize the importance of safety principles
in performing his/her job. The following items specify some of the
a. Each employee is responsible for safely planning his/her work.
b. Each employee shall maintain his/her work area free from
c. Each employee shall follow safe procedures for the work being
performed, conduct operations safely and report any unsafe conditions or
practices immediately to his/her supervisor.
d. Employees are expected to assist each other, especially new
employees, in safely performing their work.
e. Each employee shall report any accident or injury to his/her
supervisor as soon as possible.
All posted signs at employee's work station or place
of operation will be strictly adhered to. They are placed for your
SAFETY WORK PROCEDURES
Webster's defines horseplay as loud, boisterous play. Indulgence in
practical jokes, shoving and wrestling along with horseplay on AOC
properties is prohibited.
b. FIRE PREVENTION
1. Smoking is prohibited within the confines
of any AOC structures. Smoking will be permitted only in
designated outside areas.
2. When handling flammable products, smoking, open flames and
electric arcs are not permitted in that area.
3. All trucks should be grounded when handling fuel. Static
electricity is most prevalent when conditions are dry. They
provide the arc that could ignite a fire of volatile materials.
c. OPERATING EQUIPMENT
1. Equipment with safety guards built in must
be kept in place at all times. Make sure equipment being used is
properly grounded and in good working condition.
2. All ladders used in the performance of his/her job shall be
of the non-conducting type.
3. All electrical circuits shall be marked to prevent wrongful
4. Proper tools should be used for each job. If they are not
available, notify your supervisor.
d. WAREHOUSE SAFETY
Webster's defines a warehouse as a storehouse for goods. A warehouse
could be a shed, attached storeroom or large adjacent building.
Warehouse safety shall consist of the handling and disposition of goods.
Care should be taken to wear proper clothing for the task. Use safe
handling devices available and never stack goods higher than
PERSONAL PROTECTIVE EQUIPMENT
A. HAND TRUCKS
This safety equipment will be used to move heavy objects from one
location to another. By using hand carts properly, head, neck, arm and
back problems can be prevented.
B. HEAD PROTECTION
Hard hats are a must at all times at required terminals and as otherwise
required by 0.S.H.A.
C. EYE PROTECTION
1. Protective eye wear shall by worn at
required terminals or as required by O.S.H.A.
2. Goggles, as well as face shields where
required, shall be worn when handling chemicals, welding,
chipping, scraping, cutting, buffing, and/or any other
operations where flying particles or chemicals are likely to be
D. CONTACT LENS
Contact lenses shall not be worn in a hazardous environment where
exposure to chemical splash or flying particles is present, unless
correction cannot be obtained by any other means and then only with
appropriate safety glasses or goggles.
E. HEARING PROTECTION
Hearing protection shall be worn by employees in high noise level areas
that would exceed O.S.H.A. standard of 85 decibels.
F. HAND PROTECTION
Some type of short, tight-fitting gloves shall be worn for construction
and heavy maintenance work. Rubber or plastic gloves and a rubber apron
shall be worn when handling chemicals, when specified by the chemical's
Required personal protective equipment is either paid for by the company
or partially subsidized.
A. AOC will not be responsible for lost or stolen articles.
B. Theft will be dealt with severely.
C. Employees shall observe AOC requirements for
A. The job site shall be kept clean, orderly and free of junk
and trash at all times.
B. Access to fire fighting and life saving
equipment and posted material shall not be blocked by stored material.
C. Tools should never by left where they can
D. Machinery, tools, and other equipment shall
be maintained in a clean condition. An approved cleaning solvent should
be used if required. Note, however, that detergents and water or steam
are preferable over hydrocarbon solvents. Under no circumstances will
gasoline be used for cleaning.
E. When the job is complete, or at the end of
each work day, the location shall be left in a clean condition.
F. All employees will report any safety or
environmental hazards to their immediate supervisor.
41. MOTOR VEHICLE
A. Safety restraints must be worn at all times when driving or
riding as a passenger in any company vehicle. Violation of this policy
is a violation of the law. Any broken or otherwise inoperable safety
restraint must be immediately reported and scheduled for repair.
B. Employees will drive at a safe and
reasonable speed and obey all signs.
C. Pre and post trip inspections shall be done
on all transports and other fleet vehicles.
D. Driving under the influence of alcohol or
other drugs (including prescription drugs which prohibits the operation
of motor vehicles) is a violation of company policy.
E. When leaving a vehicle it should be secure,
i.e., the brake set, in park, doors closed and engine off.
F. Service, transport trucks shall carry fire
G. Smoking is prohibited in all company
42. ACCIDENTAL PRODUCT MIX/PRODUCT SPILL
A. It is imperative that an employee who has knowledge of a
mix of gasoline products, or is aware of a spill at any and all
locations, notify this office or any responsible person in management
B. If the problem is a spill (any size), you
must first try to contain the spill and then notify the main office.
This includes driver spills, either loading or unloading.
C. If the problem is a customer product spill,
you must first apply the proper material (floor dry) until the spill is
soaked in and then continue to clean up the spill and dispose of it.
Notify your unit manager or any responsible person in management
D. The problems mentioned above are very
serious ones and require your full disclosure to us so we can handle the
problem in accordance to the law and company policy. We are subject to
substantial fines ($10,000) for failure to handle contaminations.
E. We consider lack of notification to be a
major violation of this company's policies and will result in a written
warning for the first offense and either suspension or dismissal for any
43. ACCIDENT REPORTING
A. Regardless of the nature or severity, all injuries or
sudden illness sustained on the job MUST be reported to the supervisor
at once, during the same shift in which the injury occurred.
B. Following an injury, an Incident Report
shall be done by the unit manager.
C. If an accident occurs at a customer's
location, they shall be notified of the nature and severity of the
D. All hazardous materials handling drivers
(transports) if involved in a D.O.T. reportable accident and if he or
she receives a citation for a traffic violation relating to the
accident, he/she must be drug tested immediately.
44. Internet and Electronic Mail
As a part of our communication system, we utilize
faxes, electronic mail (e-mail) and the Internet. This system
enhances our ability to communicate and conduct business efficiently.
We use the system to communicate with employees, customers, potential
customers, suppliers, vendors, and to conduct research. As with
all our electronic and communication systems, all computer hardware and
software is Company property. All messages composed, created,
transmitted (uploaded), or received (downloaded) on e-mail or otherwise
are and remain the property of AOC. No employee has a proprietary
interest in any messages, and no messages are confidential. Even
when messages are deleted or erased, it may be possible to retrieve and
read them. Faxes, e-mail and access to the internet are provided
for business purposes only. Employees are authorized to retrieve
and read only e-mail messages specifically addressed or directed to
them. Employees shall not use the Fax Machine, Interned or e-mail
to conduct their personal business affairs. Facsimile, Internet or
e-mail solicitation, advertising or proselytizing that is not directly
for the benefit of AOC is prohibited. Employees are prohibited
from sending objectionable faxes or e-mail messages or viewing
objectionable Web sites Creating, transmitting, copying, viewing
or receiving messages or materials of an offensive, derogatory,
objectionable or disruptive nature is a violation of Company policy.
In particular, messages or material containing obscenity, profanity,
vulgarity, violence, sexual content or innuendo, racial or ethnic slurs,
gender-specific comments, or any deprecatory statements concerning age,
sexual orientation, religious or political beliefs, national origin,
physical characteristics, disabilities or other protected groups are
prohibited. Transmitting, copying or receiving copyrighted or
trademarked materials, trade secrets, pr proprietary information,
including, but not limited to customer lists, business and marketing
plans, and confidential financial information with our prior
authorization is prohibited. AOC reserves and intends to exercise
the right to review, audit, intercept, monitor, inspect, access and
disclose with or without notice, permission or consent all faxes, e-mail
messages and material accessed on the Internet with employees create,
transmit, view, copy or receive. Such action may occur during or
after working hours. The content of any and all faxes, e-mail
messages and material within the system may be disclosed within the
Company, and to third parties, without the employee's permission.
An employee's use of a Company password or access code does not restrict
or limit AOC's right to access electronic communications. Only
Company passwords or access codes provided by the Company may be used on
AOC's system(s). Any employee violating this policy will be
subject to discipline up to and including discharge.
45. Cashier Job Description
A. Must be at least 18 years old to sell
alcohol and tobacco products.
B. Successfully complete a
pre-employment drug screen and/or background investigation.
C. Must be able to lift 25 pounds,
bend, climb, stretch to load, unload, sell, stock merchandise
including cooler and freezer and to perform cleaning and
D. Listen attentively and communicate
E. Interact effectively with your co-workers
and our customers to provide top-notch service.
F. Be honest, energetic, enthusiastic
and exhibit a positive attitude to customers.
G. Take pride in a job well-done.
H. Have an excellent attendance track
I. Itemizes and totals purchases by
recording prices, departments, taxable and nontaxable items;
operating a cash register.
J. Enters price changes by referring to
price sheets and special bulletins.
K. Collects and verifies payments by
accepting cash, check, debit or charge payments from customers;
making change for cash customers.
L. Verifies check and credit payments
including reviewing and recording identities, driver's license
number; operating credit card authorization system and following
company verification policies.
M. Balances cash drawer by counting
cash, cigarettes, lottery tickets or other items required to be
counted at beginning and end of work shift.
N. Provides accurate pricing information
by answering questions.
O. Maintains checkout operations by
following policies and procedures; reporting needed changes.
P. Maintains safe and clean working environment
by complying with procedures, rules and regulations.
Q. Contributes to team effort by
accomplishing related results as needed.
R. Attendance on site is an important
essential job function.
46. TRANSPORT DRIVER SECTION
ALCOHOL/CONTROLLED SUBSTANCE ABUSE
Any employee with a problem relating to either alcohol or drug abuse
is encouraged to contact their supervisor to secure counseling or
referrals for other treatment.
Possessing, dispensing or using a controlled substance without medical
prescription is strictly prohibited. Any employee found violating this
policy may be subject to immediate dismissal.
Reporting to work or working under the influence of alcohol or
controlled substance without a medical prescription is strictly
prohibited. Any on-duty employee exhibiting the "classic"
(legal) behaviors indicating intoxication may be required to submit to
testing under the same procedures and conditions set forth under
"Driver Drug and Alcohol Testing" and may be subject to
disciplinary measures up to and including dismissal. These behaviors
include, but are not limited to:
1. Slurred speech (difficult to understand).
2. Staggering (bumping, weaving, unsteady).
3. Loss of sound judgment (words and actions showing
4. Bloodshot eyes (red, irritated looking).
5. Vomiting (or signs of this on breath or clothing).
6. Flushed face (red, puffy).
DRIVER DRUG AND ALCOHOL TESTING
In accordance with the Motor Carrier Safety Act, as amended,
("Act") and applicable regulations, the Companies have adopted
the following policies on employee drug use and alcohol misuse, and will
be enforcing the policies, as of the effective date of the Act:
A. The provisions of the Act as amended, relating to application
for employment, investigations and inquiries, road tests, written
examinations, medical qualifications or examination/certification and
maintenance of files and/or records applicable to qualification shall be
adhered to by employees of the company.
i. Supervisory personnel shall meet with all employees holding a
Commercial Drivers License (CDL) at least once every year for the
reviewing the employee's driving record, health and current licensing
At the meeting, each affected employee is to submit a list of all
for non-parking violations that he/she has incurred during the previous
12-month period. The statement is to be signed and dated. If the
received no citations, he/she is to submit a statement to that effect;
Employees are to report all moving violations received while on duty, on
the following business day of the citation, in writing, to their
Employees who lose their license (temporarily or permanently) or
become disqualified to drive our vehicles are required to advise
in writing, at the beginning of the next business day, following
employee's receipt of notice of suspension or loss of qualification.
An affected employee who fails to comply fully with ii., iii. and iv.
above, shall be subject to discipline up to and including discharge.
B. Qualifications files, as required by the Act, will be
maintained as to any and all employees who hold a Commercial Driver
License (CDL). Failure of the employee to submit any information
required by the Act and/or submission of false or inaccurate
documentations, is cause for immediate disciplinary action, up to and
C. Employees are prohibited from drinking any
alcoholic beverage while subject to duty or during on-duty time, as
defined in the Act, which includes within four hours before going on
D. Employees are deemed unfit to work if they
report to work under the influence of alcohol, drugs, or
illegal/controlled substances, as referred to in the Act.
E. All employees are advised that the
provisions of 49 CFR 382, 653 and 654; and 49 CFR 40 as incorporated
into or modified by the Act as amended and/or any applicable rules
promulgated by the Department of State Police, are applicable to all
employees covered by the Act as amended and that its/their requirements
shall be strictly adhered to. (These provisions of the Act relate to the
procedures used for drug and alcohol testing, who is to be tested and
the substances for which testing is conducted, among other matters.)
Any refusal by any employee to be drug and/or alcohol
tested, when requested by supervisory personnel in conformity with the
provisions of the Act, rules promulgated by the State Department of
Police or under applicable incorporated Federal regulations, will result
in immediate discipline, up to and including discharge.
"Refusal", as used in this policy shall
include, but not be limited to, any one or more of the following:
i. An employee declining to submit to or cooperate in drug and/or
alcohol testing procedures.
ii. An employee failing to provide an adequate test sample-urine or
breath-for which no legitimate medical explanation is determined,
medical evaluation of the employee by a physician selected by the
iii. An employee providing an adulterated sample and/or
exhibiting any other obstructive behavior.
iv. An employee failing to make him/her self available for testing
prescribed time limits following an accident involving a death or
employee receiving a moving traffic violation citation.
F. Affected employees shall be subject to testing for
controlled substances (drugs) and alcohol, on the following basis:
i. Pre-employment - The employee shall
be tested as a part of the pre-employment physical examination and
prior to the first time he/she performs driving duties.
ii. Random - All affected employees are subject to testing on a
randomly selected basis. During each calendar year, at least 50% of
the affected employees will be tested for drugs and at least 25% of
the affected employees will be tested for alcohol. Since all
affected employees must have an equal chance for testing at each
selection time, it is possible for a particular employee to be
tested more than once during a given year. All selections will be
unannounced and spaced throughout the year. Once selected for
testing, an employee must proceed immediately to the test site.
iii. Reasonable Suspicion - An affected employee who exhibits as
observed by a supervisor, behavior, appearance, speech and/or body
odor typical of alcohol and/or drug use, shall be subject to
testing. Once identified as being subject to testing, an employee
must proceed immediately to the test site.
iv. Post Accident - An affected employee
who is involved in an accident that results in the loss of human
life or in the affected employee receiving a citation for a moving
traffic violation will be tested. Testing for alcohol will be
conducted within two hours following the accident, if possible.
Testing for drugs will be conducted within 32 hours following the
accident, if possible. In the event an employee is so seriously
injured that he/she cannot provide a urine specimen at the time of
the accident, the employee must provide the Company with written
authorization allowing the Company to obtain hospital reports or
other documents that would indicate whether there were controlled
substance in the employee's system.
v. Return-to-Duty - If an affected
employee is disqualified from duty for using controlled substances
(drugs) or for misuse of alcohol, and the employee is later returned
to duty, the employee shall be subject to testing.
vi. Follow-up-Testing - After having
completed a program of assistance in resolving problems associated
with alcohol misuse and/or use of controlled substance (drugs), an
affected employee shall be subject to unannounced follow-up alcohol
and/or controlled substance testing at the employee's expense,
consisting of at least six tests during the first twelve months
following the affected employee's return to availability for driving
G. All urine specimens collected under this
policy will be submitted to a National Institute on Drug Abuse-approved
laboratory for testing. The laboratory will report its test results to a
medical review officer (MRO) designated by the Company. The MRO will
report the results to the Company. Before reporting a positive result to
the Company, the MRO will attempt to contact the employee and discuss
the test result. If the MRO is unable to contact the employee, the MRO
will contact a Company management official designated in advance by the
Company, who will in turn contact the employee and direct him to call
the MRO. Upon receiving this direction, the employee will contact the
MRO immediately. If it is after the MRO's business hours and the MRO is
unavailable, the call must be made at the start of business the next
Note: Employees who are notified of a positive drug test are
hereby advised of their right to request and receive another test from
the split sample taken at the time of the urine collection. Such request
must be made within 72 hours following notification to the employee that
the original test was positive. An employee who requests a split sample
test must bear the cost of the test.
H. The Company may request any employee, whether or not said
employee is specifically covered by the Act, to submit to substance
and/or alcohol testing with reasonable suspicion, as that term is
defined in the Act. Such testing, if required by the Company, shall be
conducted pursuant to the same procedures and with the same safeguards
as those provided under the Act for covered employees.
I. Any employee who tests positive for illegal
and/or controlled substance within the meaning of the Act or who
produces an alcohol breath test in excess of acceptable levels (.02 or
higher BAC) will be subject to discipline up to and including immediate
J. All employees are advised that the Driving
of Motor Vehicles regulations of 49 CFR 392 as incorporated in the Act
as amended, as well as any rules promulgated by the State Department of
Police shall be adhered to at all times by all employees driving any
company vehicle subject to the Act.
K. Loss of driver's license or disqualification
to drive company vehicles is grounds for immediate discipline, up to and
including discharge. Rejection of an employee for insurability by the
Company's auto insurance carrier will result in the disqualification of
the employee from driving. The Company does not have a policy of
providing alternative employment for disqualified employees.
K. The Company has established an employee
assistance program (EAP) for drivers, and supervisors. The program
consists of education and training on the effects of illegal drug use
and how to recognize signs of drug abuse. All drivers and supervisors
are required to attend at least one hour of training under the program.
L. Any employee may request an unpaid leave of
absence for the purpose of undergoing alcohol or drug rehabilitation
treatment so long as the employee is not already, as of the date of such
request, disqualified as a driver under the Act.
i. Such requests shall be granted on a one-time
basis only for a maximum of sixty (60) days without pay, but without
loss of other benefits. Any request to have such one-time leave
extended will be subject to the sole discretion of the Company and
will be expressly contingent upon the employee being responsible to
maintain his/her health insurance at his/her own expense to the
extent permitted by State or Federal Law.
ii. Any employee who requests and is granted a leave of absence for
purposes of alcohol/drug rehabilitation shall be subject to
after-care monitoring, consistent with applicable provisions of the
Act, without regard to whether such employee is himself/herself
subject to the provisions of the Act.
M. Prior to being disciplined, the employee
will be advised of the reason for the discipline and be given the
opportunity to present his/her position, including any denials or
contrary information. Such pre-disciplinary meeting shall not be
construed to limit the Company's right to impose appropriate discipline
consistent with its rights/responsibilities under the Act.
N. Be advised that some of the provisions of
this policy and the consequences of violating certain provisions of this
policy and the Act go beyond the requirements of the Act and are based
on the Company's authority, independent of the Act.
COLLECTION SITE INFORMATION:
Alpena General Hospital
1501 West Chisholm
Alpena, Michigan 49707
MEDICAL REVIEW OFFICER:
Dr. John Budnick
Drug Screen Plus
3637 Clyde Park
Grand Rapids, Michigan 49509
Fax (616) 8361
SUBSTANCE ABUSE PROFESSIONAL:
Birchwood Center for Chemical Dependency
1501 W. Chisholm Street
Alpena, MI 49707
Contact: Pam Coleman
TRANSPORT DRIVER PRODUCT LOADING/UNLOADING POLICY
a. Prior to unloading product, gauge the tank to be sure the
product will fit into the tank. Tanks are also to be gauged after
product is dispensed. Over-filling is not allowed.
b. While loading or unloading product, drivers will NOT
leave the transport unattended. If a transport driver is observed
leaving the transport unattended, the driver will be subject to
dismissal. Sitting in the cab while loading or unloading product is also
unacceptable. Drivers are to watch carefully for possible over-fill or
If the policies outlined above, or other responsible
precautions are not adhered to, disciplinary action, up to and including
dismissal, will be taken.
TRANSPORT DRIVER PRODUCT MIX
It is unlawful, as well as a violation of company policy to dilute
the octane of a gasoline by putting a lower rated octane in a designated
tank (i.e., 87 Regular into a 93 Premium marked tank).
THE COMPANIES MAY, AT ANY TIME, ADD, CHANGE OR DELETE THE CONTENTS OF
THIS MANUAL, INCLUDING BUT NOT LIMITED TO THE ADDITION, CHANGE OR
DELETION OF ANY BENEFIT AND OF ANY BENEFIT PLAN SUCH AS 401 (K) PLAN AND
Thank you for taking the time to read the
Employee Manual. Understanding its contents is a must for every Alpena
Oil Company employee. Why? To help you understand the Company, to better
communicate with all employees, and most of all, to help you enjoy your
work more by knowing what is expected of you.
We ask that you sign this page to make sure that you have read the
Employee Manual and understand its contents. If you have any questions,
be sure to get them answered before signing. After reading the
acknowledgment below, sign where indicated. Then give this page to your
I understand that this Employee
Manual does not constitute an employment contract between any employee
and Alpena Oil Company. I acknowledge that nothing within this manual
shall be deemed to give any employee the right to be retained in the
employ of Alpena Oil Company, Inc. or to interfere with the right of the
company to discharge the employee, with or without cause and with or
without notice, at any time.
I understand that I may leave
the Company, with or without cause, at any time.
I have read and thoroughly
understand the contents of the Employee Manual.
EMPLOYEE CONDUCT REPORT
DESCRIPTION OF CONDUCT/WORK