EMPLOYEE HANDBOOK

Behind the Curtain at Upside Innovations

A WORD FROM OUR
PRESIDENT & FOUNDER

Welcome to Upside Innovations. You have joined an innovative, growth-oriented organization fueled by amazing employees. In this handbook, you will learn about our employment policies, what to expect on the job, what types of benefits we offer, how we conduct ourselves, and much more. That is a piece of Upside, but we are so much more.

We are a winning team. We have been implementing the Run-Improve-Grow Model where all of our employees are tasked with simplifying the “Run” processes of our company. When implemented correctly, we give our employees the chance to run their own corner of the business without constant micromanagement. By doing this we free up resources that are typically focused on oversite to spend time on making improvements to our business. These improvements will help free up other resources to focus on driving growth.

You will find that we want you to “try-storm” solutions instead of just brainstorming them. The key difference is that we want you to try out the improvement yourself and not just talk about it and wait for someone else to execute. We believe that an implemented solution that gets us 60% of the way towards our goal now is much better than waiting to make any improvement until we eventually figure out a 100% solution. We believe that each of you can and do make a difference. We won our largest customer for many years because that customer was so impressed with two of our installers and how professional they were.

I have great hope that you will come in and make a positive impact on our organization. No matter how small, that idea you throw out in a daily huddle or that process you tweak, might spur another idea that might spur another idea that might be critical to the future success of our organization.

ABOUT THIS HANDBOOK

This handbook is your information guide to Upside Innovations. It has been prepared to provide employees with a general overview of our policies, procedures and benefits. It is obviously not possible to anticipate every situation that may arise in the workplace or to provide information that answers every question. This information guide is not intended to create, nor does it create, a contract of employment, either express or implied, between Upside Innovations, LLC, and any of its employees for either employment of any specific term or the providing of benefits.

That said, it is important that all employees read, understand and follow the provisions of this handbook. Circumstances will undoubtedly require that policies, practices and benefits described in this information guide may need to be clarified, modified or revoked. Upside Innovations maintains the responsibility and the right to make these changes at any time and will advise you when this happens. This handbook supersedes and replaces any previous version.

OPEN DOOR POLICY

We encourage everyone to talk openly with management about work-related ideas, questions, problems and concerns so they can be resolved. If there is something about your job or the company that concerns you, or you see something that you think is wrong, we encourage you to communicate it to your supervisor, manager or Human Resources.

EMPLOYMENT AT-WILL

Employment with Upside Innovations is at-will. This means that either you or Upside Innovations may terminate this relationship at any time, for any reason, with or without cause or notice. No representative of Upside Innovations other than the President has the authority to enter into any individual agreement with you for employment or to make any promises or commitments contrary to the foregoing. Further, any employment agreement entered into by the President shall not be enforceable unless it is in writing.

EQUAL EMPLOYMENT OPPORTUNITY

Upside Innovations provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

NO DISCRIMINATION OR HARASSMENT

Upside Innovations is committed to providing a work environment that is free of discrimination and unlawful harassment.  Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic that offend in any way will not be tolerated.  This includes conduct in person, shared electronically, or if it occurs off company property or off-the-clock.  Harassment may include slurs and any other offensive remarks, jokes, and other verbal, non-verbal, sexually-oriented, graphic, written, or electronic comments or physical contact.  Please report any concerns or complaints immediately to your supervisor or Human Resources for a thorough investigation. 

CONFIDENTIAL AND PROPRIETARY INFORMATION

Employees of Upside Innovations will receive and have access to information that is confidential in nature to the organization, its customers and vendors, including confidential, proprietary, privileged or secret information. It can be written or electronic, or it can be information you know or learn that is not formally documented. Business information must not be shared with anyone without a legitimate business or law enforcement reason and in accordance with all applicable laws and regulations. Do not share business information with anyone anywhere outside the company, unless authorized to do so and in accordance with company policies.

ETHICS AND CONFLICTS OF INTEREST

Employees are expected to use good judgment and adhere to high ethical standards. A conflict of interest is a personal activity, interest or relationship that interferes (or may appear to interfere) with an employee’s objectivity on behalf of the company. A conflict of interest can create a situation that makes it difficult to do our work effectively or harms the company’s business. Your own actions, financial interests or relations may create conflicts of interest. Unless disclosed to and authorized by the company, you cannot have and must avoid conflicts of interest.

SOLICITATION/DISTRIBUTION

Solicitation by an Upside Innovations employee of another employee is prohibited during the working time of either person. Working time is defined as time when an employee’s duties require that they be engaged in work tasks. Distribution of printed material or literature of any nature shall be limited to non-work areas at non-work times. No literature shall be posted anywhere on the premises without the authorization of Human Resources or the President. Solicitation and/or distribution of material on company property by persons not employed by Upside Innovations are prohibited at all times.
Business information must not be shared with anyone without a legitimate business or law enforcement reason and in accordance with all applicable laws and regulations. Do not share business information with anyone anywhere outside the company, unless authorized to do so and in accordance with company policies.

COMPUTER, EMAIL, VOICEMAIL AND INTERNET USAGE

Computer, email, voicemail, and internet usage are necessary and valuable business tools for the workplace.  Employees are encouraged and expected to use these systems in an appropriate, ethical, and professional manner.  This policy includes all computer usage, and is not limited to, workplace communication tools, personal websites, blogs, social networks, online forums, virtual worlds, and any other kinds of social media (Facebook, Twitter, Instagram, Linkedin, Snapchat, etc.). 

A good practice is for employees to avoid making posts referring to anything that harms the company’s reputation, is not in the best interest of the company, disparages the company’s products or customers, creates an undesirable work environment, or shares copyrighted, confidential, or proprietary information including financial and marketing strategies or plans and other sensitive business information.

If the employee chooses to identify themselves as an Upside Innovations employee on any social media network, we expect that employee to use common sense and good judgement.  The employee must recognize that the views they express do not necessarily reflect the views of Upside Innovations.  If it is brought to our attention that an individual who identifies as an Upside Innovations employee has shared content or views not inline with our handbook we reserve the right to request the employee to remove the company’s name from the account in question.

Upside Innovations can and will access and read all information contained in computers, computer files, e-mail messages, or voicemail messages. Employees should have no expectation of privacy regarding these communications and will be in violation of the organization’s discrimination and harassment policy if they send, receive, post, or access discriminatory, harassing, or otherwise inappropriate information.

Anything posted on an employee’s website, blog, social media profile or other internet content for which the employee is responsible will be subject to all Upside Innovations, policies, rules, regulations, and guidelines. Under the Right To Search/No Privacy Expectation Policy, Upside Innovations is free to view and monitor an employee’s website or blog at any time without consent or previous approval.

BACKGROUND SCREENING

All offers of employment at Upside Innovations are contingent upon clear results of a thorough background screen. Background checks will be conducted on all final candidates who have accepted our offer for employment and have provided a signed release form to Human Resources. 

The information that may be collected includes, but is not limited to:

  • Criminal background
  • Employment history
  • Education
  • Driving
  • Professional and personal references

Employment is contingent upon a successful background screen and the company has the right to make the final decision about employing an individual after the background check is complete.

ORIENTATION/ONBOARDING

New hired employees will participate in an onboarding process, orientation and safety training. Onboarding, orientation and safety training are a combined responsibility of the new employee’s Supervisor, Human Resources and the Safety Manager. Human Resources will be responsible for providing new employees with an explanation of the operations of the organization and an overview of the organization’s policies, procedures and benefits. The Safety Manager will be responsible for providing new employees with an explanation of the safety policies of the organization along with specific safety training.

All new employees must complete an onboarding process, attend an orientation session and complete safety training. During these processes, the employee will receive electronic access to the Employee Handbook and Safety Manual and will be given an opportunity to ask questions about any information contained in these documents.

ORIENTATION PERIOD

For all employees hired by Upside Innovations, the first 60 days of employment are considered an orientation period. During this time, the employee will undergo training and orientation as directed by the employee’s supervisor. The employee’s supervisor will also monitor the employee’s performance during this time.

During the first 60 days of employment, the employee is encouraged and expected to ask questions concerning his or her job responsibilities, and to determine if he or she is satisfied with the position. If the employee’s job performance is found to be unsatisfactory by his or her supervisor at any time during the first 60 days of employment, the employment will be terminated.

EMPLOYMENT RECORDS

Upside Innovations is required to keep accurate, up-to-date employment records on all employees to ensure compliance with state and federal regulations. All employee information in employment records is confidential.

Employees must inform Upside Innovations of any necessary updates to their personnel file. Information such as change of address, changed telephone numbers, emergency contact, marital status, number of dependents or names of covered beneficiaries.

Upside Innovations will only verify dates of employment and job titles to outside agencies inquiring by telephone about an employee. No other information will be given out without written authorization from the employee except what is required to comply with the law.

EMPLOYEE REHIRES

Upside Innovations will consider a rehire of a former employee who voluntarily left employment and had a satisfactory work record while employed. Former employees who were involuntarily terminated or who had less than satisfactory work record while employed will not be considered for rehire. Rehires will be reviewed on a case-by-case basis.

If a former employee with less than one year’s prior service is rehired, the employee will be considered a new employee and will not be eligible for prior service recognition for seniority or benefit purposes.

If a former employee with more than one year’s service is rehired and the length of service is longer than the period of absence, then the prior service will be recognized for seniority and service recognition purposes. The length of the prior service will be added to the current length of service. This rehire may be eligible for reinstatement of benefits depending on the specific length of absence. If a former employee with more than one year’s service is rehired and the length of absence is longer than the length of service, the employee will not be eligible for prior service recognition for seniority or benefit purposes.

EMPLOYEE CLASSIFICATIONS

Employees are classified as either Exempt or Non-exempt for pay administration purposes, as determined by the federal Fair Labor Standards Act (FLSA).  

Exempt employees are not subject to the minimum wage and overtime requirements of state and federal law. 

Non-exempt employees are subject to the state and/or federal wage and hour laws. They are paid at least minimum wage and a premium for all overtime work.

In addition, each individual’s employment status is defined as one of the following:

Full-time employees are those who work regularly at least thirty (30) hours per week.  

Part-time employees are those who regularly work less than thirty (30) hours per week.

Temporary or Seasonal employees are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled for a limited duration.

HOURS OF WORK

The workweek commences on Sunday at 12:01 a.m. and ends the following Saturday evening at Midnight.

Non-exempt Shop Employees: The standard workweek for non-exempt shop employees is at least forty hours. Shop employees should expect to work mandatory overtime when required to meet customer demand.

An unpaid meal period is provided to any employee who works a minimum of six (6) hours per day. The normal meal period should occur approximately halfway through the workday, however certain departments may require alternate meal periods. The length of the meal period is typically thirty (30) minutes. Non-exempt employees are required to clock out for their lunch periods 

Non-exempt shop employees receive two (2) fifteen-minute paid break periods for each full workday, one break approximately a quarter of the way into the workday, and one approximately three quarters into the workday. Break periods are scheduled paid time unless leaving the premises.  On the occasion that you need to leave the premises on your scheduled break period, you must receive approval from your immediate supervisor and clock out.

Exempt Employees and Non-Exempt Office Employees: Workday lengths for exempt employees are determined by the hours required to accomplish their current workloads. As starting and ending times vary within departments and office locations, the manager of each department will determine the schedule for their department.

FOOD & DRINK

Employees are not permitted to eat on the shop floor. Food is permitted to be consumed only in the cafe during break and lunch periods. Drinks are permitted in the shop area during work hours in an aluminum can, plastic bottle, or closed top container. It is the responsibility of each employee to dispose of and clean up all items from their break periods.

EMPLOYEE EXPENSE REPORTS

Any expenses submitted for reimbursement must be detailed on an Expense Report provided by Upside Innovations with all itemized receipts attached.  Instructions for completing this will be provided separately.

Any expense that does not have a corresponding receipt will not be reimbursed.  Any personal expenses that are not approved by Upside will not be reimbursed.

All expense reports must be approved by your immediate supervisor prior to submission.  Any employee working at a jobsite is required to turn in an expense report for each trip to his supervisor immediately upon returning to the office.  

Falsifying expense reports will result in disciplinary action up to and including termination.

COMPANY CREDIT CARDS

If you are issued a company credit card, it is for business-related purposes only.  Appropriate charges include fuel, hotel, and any meals or supplies needed.  You are not allowed to use the credit card for personal expenses, alcohol, or tobacco products.  Charging unauthorized personal expenses will be grounds for disciplinary action up to and including termination.  You will be responsible for the repayment of any personal charges on the account and any legal fees incurred to collect them.

All charges to a company credit card must be detailed in an Expense Report and itemized receipts must be turned in to your immediate supervisor.  Any charge made on your company credit cards that is not accompanied by a receipt will be charged back to the employee.

PERSONAL PROPERTY

Personal belongings brought onto Upside Innovations premises are the employee’s responsibility. While the organization will do all it can to protect employee’s property, it cannot be held responsible for the loss or theft of personal belongings. If employees find property missing or damaged, they should report it to their supervisor immediately. Never bring valuables or large amounts of money to work.

Shop employees will be provided with a locker that can be used to store any personal belongings during the day.  Refrigerators are provided in the building to store lunches during work hours.  Every few weeks, the refrigerators will be cleaned out and old items will be thrown out at that point. No large duffle bags or backpacks are permitted on the shop floor.

RIGHT TO SEARCH/NO PRIVACY EXPECTATIONS

Access to Upside Innovations premises is conditioned upon its right to inspect or search the person, vehicle, or personal effects of any employee or visitor. This may include but is not limited to an employee’s office, desk, tablets, smart-phones, electronic devices, computer & related equipment, non-password protected data on Upside Innovations’ server, file cabinet, closet, locker, lunchbox, clothing, or similar place. Because even a routine inspection or search might result in the viewing of an employee’s personal possessions, employees are encouraged not to bring any item of personal property to the workplace that they do not want revealed to others in Upside Innovations.

Any prohibited materials (or materials that may be found to be prohibited) that are found in an employee’s possession will be collected and retained by management and placed in a sealed container or envelope. The employee’s name, date, circumstances under which the materials were collected, and by whom they were collected will be recorded and attached to the container or written upon the envelope. If, after further investigation, the collected materials prove not to be prohibited, they will be returned to the employee, and the employee must sign a receipt for the contents. If the prohibited materials prove to be illegal and/or dangerous, they will not be returned to the employee but may be turned over to the appropriate authorities.

From time to time, and without prior announcement, inspections or searches may be made of anyone entering, leaving, or on the premises or property of Upside Innovations (including alcohol and/or drug screens or other testing). Refusal to cooperate in such an inspection or search (including alcohol and/or drug screens) shall be grounds for disciplinary action, up to and including termination.

WORKPLACE HEALTH & SAFETY

Upside Innovations promotes a safe working environment for all employees, customers and visitors. We comply with all applicable workplace safety laws and procedures to protect us from avoidable injury in the workplace. Management has the responsibility for implementing, administering, monitoring and evaluating safety procedures.

Whether you work in the office or in the shop, it is important to:

  • Know the safety and emergency procedures
  • Watch for potential hazards and report any concerns
  • Immediately report any accident or injury, no matter how minor, to your supervisor or manager
  • Report incidents of obscene or threatening phone calls or electronic posts related to work to management

All employees are expected to comply with the safety requirements.  All employees or visitors entering the shop area are required to wear safety glasses and steel toe shoes or boots.  Hearing protection is required in the Machining area.

Please refer to the “Employee Safety Handbook” for more information regarding detailed safety procedures.

WORKERS’ COMPENSATION

Upside Innovations provides a comprehensive workers’ compensation program at no cost to employees. This program covers most injuries or illnesses sustained in the course and zone of employment that require medical, surgical or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

NO WEAPONS OR FIREARMS

Upside Innovations prohibits all employees from possessing or carrying weapons of any kind during the course and scope of performing their job, whether on company property, in company vehicles or while on company time. Only authorized law enforcement officers can carry weapons or firearms on company property.

TOBACCO & SMOKE FREE

Upside Innovations is committed to promoting the health and well-being of our employees. As required by law and also motivated by our desire to provide a healthy work environment for our employees, Upside prohibits smoking/tobacco use except in designated outdoor areas at designated break times.

The designated locations for using tobacco products are outside the shop, in the back of the rear parking lot. Employees are expected to keep these areas clean and free from waste and tobacco by-products.

NO VIOLENCE

The safety and security of all employees is of primary importance at Upside. Threats, threatening and abusive behavior, or acts of violence against employees, visitors, customers or other individuals by any employee will not be tolerated. This includes violent behavior made on-or off the clock, as a “joke” or in the “heat of the moment.” Upside Innovations can and will take any necessary legal action to protect its employees, customers and property.

DRUG AND ALCOHOL FREE

Employees must work entirely free of the effects of alcohol and illegal drugs, as well as the adverse effects of any other legal substance. Employees are prohibited from possessing alcohol or illegal drugs on company premises or reporting to work under the influence of alcohol or drugs.

The policy prohibits the use, sale, manufacture, distribution or possession of alcohol or illegal drugs, drug paraphernalia or any combination thereof, on any company premises or at any location where the employee is performing their job duties. This includes company vehicles on or off company premises.

Upside has the right to require any employee to submit to drug and/or alcohol testing under the following circumstances:

Pre-employment: As part of our pre-hire screening procedures. Applicants being considered for hire must pass a drug test before beginning work.

Post-accident: The employee was involved in an accident that resulted in property damage or physical injury, requiring professional medical treatment beyond first aid, to any person.

Reasonable suspicion: Upon the belief of management that the employee may have alcohol or illegal drugs in their system while at work or while performing their job duties away from the workplace.

Post-leave: As a matter of standard practice when the employee has been absent from the workplace on any form of leave for 60 or more days.

This list is not meant to limit the circumstances under which a drug or alcohol testing may be required. Upside Innovations may test for the presence of alcohol or illegal drugs for other lawful purposes.

This policy is not meant to prohibit the consumption of alcohol when and where it is specifically authorized by management as part of a company function.

DIRECT DEPOSIT

All employees are required to have their payroll checks processed through direct deposit. Employees will be provided information by Human Resources in order to set up direct deposit. Pay stubs are available online through the payroll provider’s portal. Any changes to your direct deposit can be made through the payroll portal.

OVERTIME

When business conditions require, employees may be needed to work overtime. When this occurs, supervisors will make every effort to provide timely advance notice.  There may be times when overtime is mandatory and employees are expected to fulfill overtime as required.  

Non-exempt employees will be paid time and a half for all hours worked exceeding 40 hours in a workweek.  Paid leave, such as holiday, sick, vacation, bereavement, jury duty pay, does not apply toward hours worked for computing overtime payment.

All overtime must be approved in advance by a supervisor.

HEALTH AND WELFARE BENEFITS

Once employees have met the appropriate eligibility requirements, they may be eligible to participate in the many benefits that are offered by Upside.  

Some of these benefits offered are as follows:   

  • Medical, Dental, and Vision Coverage
  • Health Reimbursement Arrangement (HRA)
  • Short and Long Term Disability
  • Life Insurance/AD&D
  • 401K with Company Match 
  • Employee Assistance Program (EAP)
  • Voluntary Legal Benefits
  • Gym Membership Reimbursement
  • Work Shoe Benefit
  • Safety Glasses Program
  • Employee Referral Program

Upside reserves the right to change these benefits at any point. Current benefits information provided by Human Resources supersedes what is found in this Employee Handbook. For detailed information regarding the benefit plans, please refer to the Annual Benefits document or contact Human Resources.

ELIGIBILITY FOR BENEFITS

An employee’s eligibility to participate in Medical, Dental, Vision, HRA, Short and Long Term Disability, EAP, and Life Insurance is determined by the following:

  • Effective 1st of the month following 30 days of employment
  • Full-time employees who are regularly scheduled to work at least thirty (30) hours per week 
  • Part-time employees who are regularly scheduled to work less than thirty (30) hours per week are eligible for a modified benefits package that includes short and long-term disability, EAP, and Life Insurance.
  • Temporary (Seasonal) full-time or part-time employees are not eligible for benefits  

Upside Innovations pays a significant portion of the costs of these benefits for employees. Employee contributions will be deducted from their paychecks on a pre-tax basis as permitted by law and plan rules.

Eligibility to participate in Gym Membership Reimbursement, Work Shoe Reimbursement, Safety Glasses Program, and the Employee Referral Program is the 1st of the month following 60 days of employment. 

401(K) RETIREMENT SAVINGS PLAN

Upside Innovations provides each eligible employee the opportunity to participate in a 401(k) retirement plan administered by a registered third-party administrator. A 401(k) plan allows employees to make contributions to their own retirement account.  Employee contributions are not subject to federal and state taxes and may grow tax-deferred until paid out, when they will be taxable as ordinary income. All employee contributions are 100% vested. Employees can contribute from 1% of their gross pay through payroll deduction up to the annual maximum. The deduction and annual maximum figures are based on federal regulations. Upside Innovations may make discretionary matching contributions to the plan each year.

Enrollment

After a 60 day waiting period, you will automatically be enrolled at a before tax rate of 3%.  You may select a different deferral amount or choose to opt out of the Automatic Enrollment during the 30 day wait period prior to your participation date.

CONTINUATION OF HEALTH PLAN COVERAGE (COBRA)

Under the Consolidated Omnibus Budget Reconciliation Act, or COBRA, an employee who terminates employment with Upside Innovations, or has a reduction in hours (that brings them below the minimum requirement for health insurance) and who has participated in the organization’s group health plan is entitled to continue participating in the group health plan for a prescribed period of time, usually eighteen (18) months. COBRA coverage is not extended to employees terminated for gross misconduct.

If a former employee chooses to continue group benefits under COBRA, they must pay the total applicable premium plus a 2% administrative fee as allowed by law. Coverage will cease if the former employee fails to make the premium payments as scheduled, becomes covered by another group plan that does not exclude pre-existing conditions, or becomes eligible for Medicare.

Employees must notify Human Resources within thirty (30) days of any qualifying event that would trigger COBRA eligibility for a spouse or dependent such as divorce or change in status of a dependent child.

Additional information on how employment separation will affect benefits, including information on COBRA health coverage, is available from Human Resources.

If an employee elects not to participate in the group health plan at Upside Innovations, the employee will not be entitled to COBRA continuation.

VACATION

All regular full and part-time employees are eligible for paid vacation. Vacation will be accrued on a weekly basis beginning with your hire date.

Years of service determine an employee’s eligibility for vacation and service time is based upon the number of years employed with the company.  An anniversary year starts the day you were employed at Upside Innovations and ends one year from that date.

Years of Service Vacation Entitlement Weekly Vacation Accrual Maximum Vacation Balance
From date of hire to 1st anniversary 5 Days 0.7693 Hours 10 Days
From 1st to 5th anniversary 10 Days 1.5385 Hours 15 Days
From 5th to 15th anniversary 15 Days 2.3077 Hours 20 Days
After 15th anniversary 20 Days 3.0769 Hours 25 Days

Employees may take vacation days in full or half day increments. Part-time employees receive pro-rated vacation pay based on actual hours worked.

Vacation is intended to be used for scheduled planned time off. Employees must submit a Time-Off Request through Paycom to be considered for approved time off.  Requests will be reviewed based on a number of factors, including business needs and staffing requirements.  All vacation time must be used before requesting any unpaid time off.

Vacation time is not counted as hours worked toward the computation of overtime.

Upon termination of employment, employees will be paid for all unused vacation time that has been earned through the last day of work, provided the employee leaves on good terms and submits at least two (2) weeks’ notice of their resignation.

HOLIDAYS

Upside Innovations will recognize ten (10) paid holidays per year.  In general, we recognize the following holidays:

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Friday after Thanksgiving 
  • Christmas Eve
  • Christmas Day
  • New Year’s Eve
  • One floating holiday based on the calendar (decided yearly)

To qualify for holiday pay, an employee cannot have an unplanned absence before or after the holiday.  Scheduled absences that are approved by your supervisor do not affect holiday pay.  

Part-time employees receive prorated paid holiday time based on actual hours worked.  These employees do not receive holiday pay if they are not normally scheduled to work on the holiday.

Employees are not eligible to receive holiday pay when on a leave of absence.

If a holiday is worked, non-exempt employees are still paid holiday pay in addition to the hours worked on the holiday.  Holiday pay is not considered hours worked in the calculation of overtime pay.

PAID SICK TIME

Non-exempt, hourly employees are eligible for four (4) paid sick days (32 hours) per year, beginning on January 1st.  Sick time is advanced at the beginning of the year for current employees who have met the eligibility requirements.  

New hire employees are eligible for paid sick days on the first of the month following a 60 day waiting period.  During the first year of service, employees will be eligible for one day per full quarter remaining in the year.  

Month of Hire Sick days for the remainder of the first year
January – March 3 Days (24 hours)
April – June 2 Days (16 hours)
July – September 1 Day (8 hours)
October – December 0

Sick days may be used in full or half day (8 or 4 hour) increments.   Part-time employees receive prorated sick pay based on actual hours worked.   

Sick days can be used for unplanned time off work due to your own illness or to care for a family member.  You may also request sick time in advance for medical appointments for yourself or a family member.   Employees can submit a Time-Off Request through Paycom requesting sick time.

Paid sick time is not counted as hours worked toward the computation of overtime.

Employees will not be charged any points for absences when using available sick time under the Point System Attendance Policy.

Unused sick time will be paid out annually for those employed on December 31st and still employed when the payout occurs the following year.  Payment for the unused sick time will be included in payroll during the first quarter of the following year.

PERSONAL LEAVE TIME

An unpaid personal leave of absence may be granted upon request to an employee with an emergency or special circumstance requiring them to be off work for up to a maximum of 30 days.  To be eligible, you must be a regular employee of Upside Innovations for a minimum of 60 days.

Employees must request the personal leave in writing to their supervisor and Human Resources.  Each request will be evaluated on an individual basis, taking into consideration length of service, job performance, staffing needs and the reason for the leave. 

Employees who are granted personal leaves of absence are expected to exhaust any paid time off they have accrued before beginning their unpaid leave.  Employees are responsible for continuing to pay their portion of any benefits they are currently enrolled in.  

Upside Innovations cannot guarantee employees their original position or an equivalent position will be available when they return.

PAID PARENTAL LEAVE

 

The company is committed to supporting employees during significant life events, including the arrival of a new child.  To assist with this transition, the company provides up to two weeks of paid parental leave to employees who have been employed for at least 12 months, following the birth of a child, or the adoption of a child.  The purpose of this leave is to enable the employee to care for and bond with their newborn, newly adopted, or newly placed child.  This paid parental leave will run concurrently with leave under the Family and Medical Leave Act (FMLA), where applicable.

 

FAMILY MEDICAL LEAVE ACT

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year to care for themselves or family members while maintaining health benefits.  

Leave is generally available when the following three conditions are met: 

  1. The employer employs 50 or more employees for each working day during each of 20 or more calendar work weeks in the current or preceding calendar year.
  2. The employee has been employed for 12 months prior to the requested leave, been employed for at least 1,250 hours of service during the previous 12-month period AND
  3. The employee works at a site with at least 50 employees within 75 miles.

Qualifying events for FMLA are as follows:

  • The arrival of a new child in the family – whether by birth, adoption or foster care
  • The care of a family member with a serious health condition
  • The employee’s own serious health condition that prevents the employee from performing the essential job duties

 For more information about FMLA, contact Human Resources.

MILITARY LEAVE

A military leave of absence will be granted by Upside to employees who are absent from work because of service in the United States services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required unless military necessity prevents such notices or it is otherwise impossible or unreasonable.

Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and subject to the terms, conditions, and limitations of the applicable plans for which the employee is otherwise eligible.

Employees on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with USERRA and all applicable state laws.

Employees returning from military leave will be placed in the position they would have attained had they remained continuously employed or a comparable one depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

Contact the Human Resources Manager for more information or questions about military leave.

BEREAVEMENT LEAVE

Upside Innovations recognizes the need for time away from work for funeral preparation and funeral attendance in instances of deaths in the immediate family. Should a death occur in the immediate family of any regular, full or part-time employee, they will be granted three (3) days off with pay at their regular rate, provided that the employee attends the funeral and/or is involved in funeral preparation. 

Immediate family shall be defined as spouse, father, mother, child, brother, sister, grandparents, or grandchild.

These days are to be taken consecutively within a reasonable time of the day of the death or day of the funeral and may not be split or postponed.

Employees are eligible for one (1) day of funeral leave for spouse’s parents, spouse’s grandparents, spouse’s siblings, or any member of extended family living in the employee’s home.

Time off without pay or vacation days may be granted to attend the funerals of other close relatives, in-laws, or friends upon approval of the employee’s supervisor.

Pay for funeral leave will be made for actual time lost from work.  If the death occurs at a time when work is not scheduled, payment will not be made.  If a holiday or scheduled vacation day occurs on any of the funeral days, you may not receive holiday or vacation pay in addition to paid funeral leave.  You will be permitted to reschedule your vacation days when applicable.

Your regular rate of pay and hours will be used to calculate funeral pay. Time paid for funeral pay will not be counted as hours worked for purposes of computing overtime pay.

Upside Innovations may request all pertinent information for documentation purposes.

JURY DUTY/WITNESS SERVICE

Full-time and part-time employees called to serve on a jury or to testify as a voluntary witness, by subpoena or otherwise, will be paid for up to five (5) days in which the court requires attendance. These hours will be paid at a regular rate and will be excluded from overtime calculations. If employees are subpoenaed to appear in court as witnesses, but not at the request of the organization, they will be excused from work in order to comply with the subpoena but will not be paid for the time.

The jury summons must be presented to your supervisor within 48 hours of receipt. Employees  must present their pay stubs from jury duty to receive any applicable pay from Upside Innovations.  Reimbursement of salary is only for the hours spent on actual jury duty, not the off time.  Employees are expected to work scheduled weekends and holidays during the period of jury duty.

For regular Full-time employees, a full week (Monday through Friday) spent on jury duty is considered 40 hours worked for Upside Innovations for pay purposes.  These 40 hours are not considered as hours worked for Upside Innovations when computing overtime pay if the employee, in addition to serving 40 hours on jury duty, also does work for Upside Innovations in the same work week.

Employees should report to their immediate supervisor when they are excused from jury duty during hours that they would normally be scheduled to work.

ATTENDANCE AND PUNCTUALITY

Keeping our promises to our customers has fueled Upside’s growth.  In order to do that, we need to maintain reliable and repeatable production schedule attainment.  The best way for each employee to help eliminate surprises, is to eliminate unscheduled, unplanned absences.

Punctual and regular attendance is an essential responsibility of each employee at Upside Innovations. Employees are expected to report to work as scheduled and are expected to remain at work for their entire work schedule.  All employees are expected to notify Upside Innovations prior to the start of their shift if they will be absent or tardy unexpectedly.

Failure to notify Upside Innovations of your absence will be considered a no call, no show (NCNS).  Two consecutive NCNS will be considered a voluntary resignation and your employment will be terminated.

Excessive absenteeism and/or tardiness may result in disciplinary action up to and including termination.

ATTENDANCE POLICY

At Upside Innovations, we value the dedication and reliability of our employees in contributing to a productive and efficient workplace. We rely on everyone’s commitment to their scheduled work times to help ensure a smooth operation and a positive team environment.

Communicating Absences or Tardiness
We understand that unforeseen circumstances may arise that could impact attendance or punctuality. In these cases, we encourage employees to notify Upside Innovations as early as possible and preferably before the start of their shift. This helps us adjust schedules effectively and ensure the least disruption to our workflow. Please refer to your department’s specific guidelines for reporting absences.

Our Approach to Attendance
A consistent presence at work strengthens our teamwork, efficiency, and reliability. Timely and regular attendance ensures that everyone is set up for success. Should attendance challenges arise, supervisors will review attendance records and proactively offer support or feedback to address concerns. This collaborative approach provides employees the opportunity to make improvements and feel empowered to succeed.

Support and Next Steps for Attendance Concerns
We’re here to work through any challenges with you. If attendance patterns don’t improve, however, disciplinary actions will be considered. To prevent this, we strongly encourage employees to speak with their supervisors about any difficulties as early as possible. Excessive absenteeism and/tardiness may result in disciplinary action up to and including termination.

Guidelines for New Employees
We aim to set up all new employees for success from the start. During the initial 60-day orientation period, we encourage open communication about any challenges. Please be aware that accumulating three attendance violations within this period will result in disciplinary action up to and including termination of employment.

No Call, No Show (NCNS)
Maintaining open lines of communication is a key part of our partnership. If an absence is not communicated to Upside Innovations, it will be recorded as a No Call, No Show (NCNS). If two consecutive NCNS incidents occur, they will be considered voluntary resignation. 

Approved Time Off
To request approved time off, employees must submit a Time-Off Request through Paycom at least two days in advance. These requests will be reviewed based on factors such as available vacation/sick time, the number of requests already received for the day, and overall business needs. While unpaid time off is discouraged, it may be considered on a limited basis when no paid time is available.

The following types of absences qualify as approved time off, proper notice provided, communication, and documentation are submitted:

  • Required Court Appearances
  • Bereavement (see policy)
  • Military Leave (see policy)
  • Jury Duty (see policy)
  • Work-Related Injury (approved by Workers’ Compensation)
  • Extended Sick Leave
  • Parental Leave (see policy)
  • Approved Family Medical Leave (FMLA)
  • Approved Personal Leave

A Shared Goal for Success
This attendance policy is designed to foster fairness, efficiency, and a positive work environment where everyone can thrive. We greatly appreciate each employee’s dedication to contributing to the success of Upside Innovations. Together, we build a strong foundation for mutual growth and achievement.

CONDUCT

Upside Innovations has established a culture that promotes consistent growth and constant innovation by implementing the Run-Improve-Grow Model.  This model, which takes continual focus, requires us to be excellent at work and requires us to cultivate excited and engaged employees.   

The following are some examples of conduct expected at Upside Innovations: 

  • Constantly looking at work practices and implementing changes that will make those processes more efficient, repeatable, reliable and safe
  • Conducting ourselves with the utmost honesty and integrity in our dealings with ourselves, our co-workers, our vendors and our customers
  • Being reliable in our attendance and punctuality
  • Meeting our commitments to ourselves, our co-workers and our customers on time, every time
  • Being accepting and inclusive of all types of people and calling out harassment or discrimination immediately if we see it
  • Working efficiently and meeting established standards of production time
  • Creating quality products every time
  • Refusing to ship substandard product to our customers
  • Always demonstrating professionalism and respect in our dealings with customers, vendors and co-workers
  • Holding ourselves and others accountable, admitting our mistakes, taking responsibility and moving forward in a positive direction
  • Rejecting violence, threats of violence and intimidation within our community
  • Being active participants in our huddles, safety meetings and other meetings
  • Recognizing that great ideas can have a huge impact on our organization and can be generated from anyone within the organization
  • Maintain a workplace consistent with company policies

This list is intended to provide examples of the type of conduct we value.  Actively working against our standards can lead to corrective action or disciplinary action, up to and including termination.

CORRECTIVE ACTION

The operation of a business requires certain standards of behavior.  They serve to guide us in our work-related performance, conduct, and responsibilities.  Corrective action procedures are necessary measures to address unsatisfactory conduct or performance, or for violations of Company’s policies, procedures and rules and regulations.  

An objective of any corrective action is to formally place an employee on notice of a workplace concern that must be immediately addressed and not reoccur in the future.  

This Handbook includes some examples of misconduct that may result in disciplinary action up to, and including, termination due to the seriousness of the infraction.  Violation of other policies, practices, standards or procedures, whether related to performance or conduct and whether set forth in this Handbook or elsewhere, shall also lead to corrective action but of a more traditional manner with verbal, written and/or final warnings before termination of employment results. It is within Company’s sole discretion to determine the appropriate action, corrective or otherwise, in any given situation.

APPEARANCE & DRESS CODE

Our dress code varies by department; therefore, an employee’s supervisor will advise them of the dress code in their department.  Employees must wear the appropriate safety equipment in designated areas, including, but not limited to safety glasses and protective footwear while in the shop areas.  Clothing and accessories must not constitute a safety hazard. Employees working at a customer location must abide by the customer’s safety policies and dress code and must present a clean, neat, and appropriate appearance.

For all employees, professional appearance also means maintaining proper hygiene and grooming while working. 

Employees must practice common-sense rules of neatness, good taste, and appropriateness. Upside can and will determine the appropriateness of dress at all times and in all circumstances.

LEAVING THE ORGANIZATION

Employees are employed at-will. This means an employee may voluntarily resign their position with or without notice or reason.  This also means that the employee’s employment may end involuntarily based on Upside Innovations’ decision.  

In the event of a voluntary resignation, although not required, as a professional courtesy, the employee is asked to provide a written notice of their intended termination date at least two (2) weeks prior to that intended termination date so that a smooth transition may occur in filling the vacated position. 

An employee who terminates employment voluntarily and has provided at least two (2) weeks written notice will be paid for any accrued but unused vacation.  

Employees leaving Upside Innovations must return any safety equipment, office keys, corporate credit cards, cell phones, or any other company property.