Employee Handbook
Please Download & Save Employee Handbook using the link below:
| mr._mtel_employee_handbook.pdf |
At-Will Employment
Although we may try to follow our discipline policy as outlined below, all employees work at-will, and can be terminated at any time, for any reason.
Progressive Discipline
Failure to adhere to the company policies & workplace rules will result in points based on our point system & disciplinary action. Here are the following steps management will take when a rule or policy has been broken, or not followed due to negligence.
Step 1: Verbal Warning(s)
A verbal warning is just that. A warning to follow all rules, company policies, & procedures. No points will be administered.
Step 2: Written Disciplinary Action Form and/or 2nd Verbal Warning
After a verbal warning has already been administered, if a rule, company policy, or procedure is violated, points will be accumulated & a written disciplinary action form may need be to signed. If a written disciplinary action form is not presented, a 2nd verbal warning may be given.
A written warning provides notice regarding continued work performance issues and/or inappropriate workplace behavior that have not been resolved after giving a verbal warning.
Failure or refusal to sign said disciplinary action form will result in immediate termination.
Step 3: Termination of Employment
Termination of employment is the last step of progressive discipline after an employee has continued to break company rules, policies, procedures, or a serious incident occurred.
Termination of employment can also occur when an employee is involved in a serious offense that warrants immediate termination
Step 1: Verbal Warning(s)
A verbal warning is just that. A warning to follow all rules, company policies, & procedures. No points will be administered.
Step 2: Written Disciplinary Action Form and/or 2nd Verbal Warning
After a verbal warning has already been administered, if a rule, company policy, or procedure is violated, points will be accumulated & a written disciplinary action form may need be to signed. If a written disciplinary action form is not presented, a 2nd verbal warning may be given.
A written warning provides notice regarding continued work performance issues and/or inappropriate workplace behavior that have not been resolved after giving a verbal warning.
Failure or refusal to sign said disciplinary action form will result in immediate termination.
Step 3: Termination of Employment
Termination of employment is the last step of progressive discipline after an employee has continued to break company rules, policies, procedures, or a serious incident occurred.
Termination of employment can also occur when an employee is involved in a serious offense that warrants immediate termination
Dress Code
Click the link below to view what clothing is acceptable for the dress code policy.
Whenever working a shift, all employees must visibly wear a company approved name tag.
Violating the dress code policy will result in points based on our Point System and/or disciplinary action.
Whenever working a shift, all employees must visibly wear a company approved name tag.
Violating the dress code policy will result in points based on our Point System and/or disciplinary action.
| dealer_retail_dress_code__6_.pdf |
Code of Conduct
The Standards
Examples of behavior that contributes to creating a positive environment include:
Examples of unacceptable behavior by sales reps include:
Enforcement
Violations of the Code of Conduct may be reported by sending an email to [email protected] or contacting management.
All reports will be reviewed and investigated and will result in a response that is deemed necessary and appropriate to the circumstances. Further details of specific enforcement policies may be posted separately.
We hold the right and responsibility to take disciplinary action against behavior that is not aligned to this Code of Conduct, or to terminate temporarily or permanently any sales reps for other behaviors that we deem inappropriate, threatening, offensive, or harmful.
Examples of behavior that contributes to creating a positive environment include:
- Using welcoming and inclusive language
- Being respectful of differing viewpoints and experiences
- Gracefully accepting constructive criticism
- Referring to people by their preferred pronouns and using gender-neutral pronouns when uncertain
Examples of unacceptable behavior by sales reps include:
- Trolling, insulting/derogatory comments, public or private harassment
- Publishing others' private information, such as a physical or electronic address, without explicit permission
- Not being respectful to reasonable communication boundaries, such as 'leave me alone,' 'go away,' or 'I’m not discussing this with you.'
- The usage of sexual language or imagery and unwelcome sexual attention or advances
- Swearing, usage of strong or disturbing language
- Demonstrating the graphics or any other content you know may be considered disturbing
- Starting and/or participating in arguments related to politics
- Assuming or promoting any kind of inequality including but not limited to: age, body size, disability, ethnicity, gender identity and expression, nationality and race, personal appearance, religion, or sexual identity and orientation
- Drug promotion of any kind
- Attacking personal tastes
- Other conduct which you know could reasonably be considered inappropriate in a professional setting.
Enforcement
Violations of the Code of Conduct may be reported by sending an email to [email protected] or contacting management.
All reports will be reviewed and investigated and will result in a response that is deemed necessary and appropriate to the circumstances. Further details of specific enforcement policies may be posted separately.
We hold the right and responsibility to take disciplinary action against behavior that is not aligned to this Code of Conduct, or to terminate temporarily or permanently any sales reps for other behaviors that we deem inappropriate, threatening, offensive, or harmful.
Register Discrepancies
At the beginning & end of every shift (full or partial) your register should be at $100. Failure to do so barring any special circumstances will result in points based on our Point System and/or disciplinary action.
If you start a shift & your register is not at $100, contact management immediately. Failure to do so is considered negligence & if there are any discrepancies the responsibility will fall on you.
One of the many benefits of the POS System is to ensure you are charging the correct prices & giving the customer correct change. This is an industry that deals with cash & credit card transactions.
If there are any discrepancies with your cash register and/or your credit/debit card totals, this is considered negligence. It is your responsibility to ensure you are collecting payment properly & giving correct change when necessary.
Failure to do so will result in points based on our Point System, the discrepancy being taken out of your check the following pay period, and/or charges being filed against you.
If there is a register discrepancy due to negligence or error, we have the right & responsibility to deduct the discrepancy out of your check on one of the following pay periods. No further notice is required.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
If you start a shift & your register is not at $100, contact management immediately. Failure to do so is considered negligence & if there are any discrepancies the responsibility will fall on you.
One of the many benefits of the POS System is to ensure you are charging the correct prices & giving the customer correct change. This is an industry that deals with cash & credit card transactions.
If there are any discrepancies with your cash register and/or your credit/debit card totals, this is considered negligence. It is your responsibility to ensure you are collecting payment properly & giving correct change when necessary.
Failure to do so will result in points based on our Point System, the discrepancy being taken out of your check the following pay period, and/or charges being filed against you.
If there is a register discrepancy due to negligence or error, we have the right & responsibility to deduct the discrepancy out of your check on one of the following pay periods. No further notice is required.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Mistakes Due To Negligence
Mistakes due to negligence that result in a loss for the company are unacceptable.
Mistakes of this nature can 100% of the time have easily been avoided, but were not due to negligence. The consequences of these actions is the loss being deducted from your check one of the following pay periods.
Mistakes due to negligence may result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Mistakes of this nature can 100% of the time have easily been avoided, but were not due to negligence. The consequences of these actions is the loss being deducted from your check one of the following pay periods.
Mistakes due to negligence may result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
DM Tasklist
The DM Tasklist is to be completed 2 times per day. Once before your shift begins & once as your shift is ending.
This is to ensure that your store cleanliness, inventory, & register meet the standards set by Mr. MTEL & Metro by T-Mobile.
Failure to do so is considered negligence & will result in points based on our Point System and/or disciplinary action.
If you begin your shift & you find that there were any tasks not completed, please report the violation to management, or send an email to [email protected]
Failure to do so may result in points for a violation that you did not commit.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
This is to ensure that your store cleanliness, inventory, & register meet the standards set by Mr. MTEL & Metro by T-Mobile.
Failure to do so is considered negligence & will result in points based on our Point System and/or disciplinary action.
If you begin your shift & you find that there were any tasks not completed, please report the violation to management, or send an email to [email protected]
Failure to do so may result in points for a violation that you did not commit.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Closing Procedures & Etiquette
The DM Tasklist encompasses all of the tasks that need to be completed when ending your shift & closing the store.
You should start counting down your drawer no earlier than 15 minutes before your shift ends.
You are required to keep all lights on & shutters open until 7:59 pm Mondays Through Saturdays & 4:59 pm Sundays. You are required to accept every customer until your scheduled shifts ends.
You may lock the doors no earlier than 8:00 pm Mondays Through Saturdays & 4:59 pm Sundays.
As a part of the DM Tasklist & closing procedure, you are required to sweep & mop the stores every night.
Failure to follow these rules & procedures is considered negligence & may result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
You should start counting down your drawer no earlier than 15 minutes before your shift ends.
You are required to keep all lights on & shutters open until 7:59 pm Mondays Through Saturdays & 4:59 pm Sundays. You are required to accept every customer until your scheduled shifts ends.
You may lock the doors no earlier than 8:00 pm Mondays Through Saturdays & 4:59 pm Sundays.
As a part of the DM Tasklist & closing procedure, you are required to sweep & mop the stores every night.
Failure to follow these rules & procedures is considered negligence & may result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Company Computer & Internet Usage
- Company sales reps are expected to use the internet responsibly and productively. Internet access on company computers is limited to job-related activities only and personal use is not permitted.
- Job-related activities include research and educational tasks that may be found via the Internet that would help in servicing a customer.
- All sites and downloads may be monitored and/or blocked by Mr. MTEL if they are deemed to be harmful and/or not productive to business.
- Accessing any content on company computers that is not required to service the customer such as streaming movies, playing games, etc, is strictly forbidden.
You may use your own personal computer or phone at your leisure.
Failure to follow these rules & procedures is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Attendance Policy
Punctual and regular attendance is an essential responsibility of each employee at Mr. MTEL. Employees are expected to report to work as scheduled, on time and prepared to start working. Employees also are expected to remain at work for their entire work schedule. Late arrival, early departure or other absences from scheduled hours are disruptive and must be avoided.
Absence
"Absence" is defined as the failure of an employee to report for work when he or she is scheduled to work. The two types of absences are defined below:
Employees with three or more consecutive days of excused absences because of illness or injury must give a supervisor of Mr. MTEL documentation from a healthcare provider with proof of care & an approved return date prior to returning to work.
Time off requests that have not accrued enough days will be taken from employees' Vacation days.
Tardiness and Early Departures
Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled, they must notify their supervisor no later than 2 hours before their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a supervisor immediately.
Under no circumstances are you to leave any location or shift without the request being approved &/or having a replacement for said shift.
Leaving any shift early or arriving late beyond 30 minutes counts as an unexcused absence.
Excessive Absenteeism
Excessive absenteeism is defined as:
Job Abandonment / No Call No Show
Any employee who fails to report to work for a period of 1 day or more without notifying his or her supervisor will be considered to have abandoned the job and voluntarily terminated the employment relationship.
Failure to follow these rules & procedures is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Absence
"Absence" is defined as the failure of an employee to report for work when he or she is scheduled to work. The two types of absences are defined below:
- Excused absences occur when all the following conditions are met:
- The employee provides to his or her supervisor sufficient notice at least 48 hours in advance of the absence.
- The absence request is approved in advance by the employee's supervisor.
- The employee has sufficiently accrued the proper time off to cover the absence
- Unexcused absences & Sick Day absences occur when any of the above conditions are not met. If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify his or her supervisor no later than 2 hours before the employee's scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call.
Employees with three or more consecutive days of excused absences because of illness or injury must give a supervisor of Mr. MTEL documentation from a healthcare provider with proof of care & an approved return date prior to returning to work.
Time off requests that have not accrued enough days will be taken from employees' Vacation days.
Tardiness and Early Departures
Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled, they must notify their supervisor no later than 2 hours before their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a supervisor immediately.
Under no circumstances are you to leave any location or shift without the request being approved &/or having a replacement for said shift.
Leaving any shift early or arriving late beyond 30 minutes counts as an unexcused absence.
Excessive Absenteeism
Excessive absenteeism is defined as:
- 3 or more occurrences of absence in a 30-day period.
- 5 or more occurrences of absence in any 6-month period.
- 8 or more occurrences of absence in a 12-month period.
Job Abandonment / No Call No Show
Any employee who fails to report to work for a period of 1 day or more without notifying his or her supervisor will be considered to have abandoned the job and voluntarily terminated the employment relationship.
Failure to follow these rules & procedures is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Time Off Request
How To Request Time Off:
Step 1.) Check Bamboo HR App To See Time Off Balance
Step 2.) Request Time Off In The Deputy Scheduling App
Step 3.) Contact Management About The Time Off Request
Step 4.) Wait For Request To Be Approved
Step 1.) Check Bamboo HR App To See Time Off Balance
Step 2.) Request Time Off In The Deputy Scheduling App
Step 3.) Contact Management About The Time Off Request
Step 4.) Wait For Request To Be Approved
*Failure to follow steps 1-3 will result in the time off request being denied.*
*A text message in an attempt to request time off is prohibited. No exceptions.*
The guidelines for requesting time off using the Deputy Scheduling App are listed below:
This is to ensure that we always have reps to cover your shifts.
*Requesting time off does not ensure that the request will be accepted.*
If we deny or do not approve a request & you do not show up for your shift, it will result in points based on our point system or voluntary termination for a no call no show.
If an emergency happens and it is not possible to request the time off in a timely manner, you must contact management verbally with a phone call or a face to face visit at least two hours before your assigned shift.
If there is an overlapping of time off requests, & we do not have enough reps to cover the locations, we will approve the request on a first come first served basis. Meaning the sales rep who requested the time off 1st will get their request approved.
If two or more request are submitted on the same day & we don't have enough reps to cover the locations, management will approve either request at their discretion.
In the event of an emergency, serious illness, or injury where it is not possible to give 2 weeks notice, please contact management immediately & provide documentation from a health care provider for the time off.
Failure to follow these rules & procedures is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
*A text message in an attempt to request time off is prohibited. No exceptions.*
The guidelines for requesting time off using the Deputy Scheduling App are listed below:
- When requesting time off you must select the option "leave" then pick a category for your leave request.
- Never touch or select the option that says "unavailable" or your request will not get approved.
- When selecting the category "Appointment/Other" you must give at least 14 days notice & accrued enough days for the request to be approved.
- When requesting time off, if you have not accrued the necessary days in a specified category &/or didn't give proper 14 days notice, the time off may be taken from your accrued vacation days.
- If you need 1-2 days off, it's required that you give at least 14 days advance notice.
- If you need 3+ days off, it's required that you give at least 30 days advance notice.
This is to ensure that we always have reps to cover your shifts.
*Requesting time off does not ensure that the request will be accepted.*
If we deny or do not approve a request & you do not show up for your shift, it will result in points based on our point system or voluntary termination for a no call no show.
If an emergency happens and it is not possible to request the time off in a timely manner, you must contact management verbally with a phone call or a face to face visit at least two hours before your assigned shift.
If there is an overlapping of time off requests, & we do not have enough reps to cover the locations, we will approve the request on a first come first served basis. Meaning the sales rep who requested the time off 1st will get their request approved.
If two or more request are submitted on the same day & we don't have enough reps to cover the locations, management will approve either request at their discretion.
In the event of an emergency, serious illness, or injury where it is not possible to give 2 weeks notice, please contact management immediately & provide documentation from a health care provider for the time off.
Failure to follow these rules & procedures is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Visitors On Store Premises
Visitors are allowed on or around store premises for a maximum of 10 minutes per visit & are allowed a maximum of 2 visits per month.
Visitors are not permitted behind the counter.
Visitors excessively visiting the store premises, loitering for longer than the time permitted, etc. is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Visitors are not permitted behind the counter.
Visitors excessively visiting the store premises, loitering for longer than the time permitted, etc. is considered negligence & will result in points based on our Point System.
We hold the right and responsibility to take disciplinary action against behavior/actions considered negligent.
Pay Period
The pay period is on a semimonthly basis. You get paid twice per month.
The first pay period of the month is from the 1st to the 15th. You get paid on the 20th.
The second pay period of the month is from the 16th until the end of the month. You get paid on the 5th along with any commissions you earned the previous month.
If a payday falls on a Saturday, you get paid the day before which would be Friday, as long as that Friday is not a bank holiday.
If a payday falls on a Sunday, you get paid the following business day which would be Monday, as long as that Monday is not a bank holiday.
The first pay period of the month is from the 1st to the 15th. You get paid on the 20th.
The second pay period of the month is from the 16th until the end of the month. You get paid on the 5th along with any commissions you earned the previous month.
If a payday falls on a Saturday, you get paid the day before which would be Friday, as long as that Friday is not a bank holiday.
If a payday falls on a Sunday, you get paid the following business day which would be Monday, as long as that Monday is not a bank holiday.
Commission & Bonus Pay Period
Commission & Bonuses made from the 1st to the last day of the month will be paid the following month on your 20th of the month check.
As an example, any commission or bonuses made for the month of July, would be paid the following month in August on the 20th.
All requirements listed in the commission structure must be met before qualifying for payment.
As an example, any commission or bonuses made for the month of July, would be paid the following month in August on the 20th.
All requirements listed in the commission structure must be met before qualifying for payment.