 DISABILITY
BENEFITS
Master Pumps has a disability plan
through our group insurance carrier. The Plan is paid for by the
company for each full time employee.
If the employee is receiving benefits from any other insurance or long term disability program, the combined policies will not pay more than 50% of your salary. Booklets describing our long term disability plan are enclosed with each new hire packet or can be obtained from the Human Resource Department. DISABILITY
LEAVE
Disability leave is leave with pay
granted to employees who have disabilities that prevent them from
performing their usual duties and responsibilities or who require
medical treatment. Disability leave does not include disabilities
due to Worker's Compensation cases (See Worker's Compensation), and
is not paid benefit after termination of employment. You must be
employed to derive any disability leave benefits, except in the case
of death or retirement.
Earning of Disability Leave: Disability
leave will be earned by full-time employees. All full time employees
will accrue one week from year or partial calendar year worked
consecutively without a break in service. Employees have to complete
three months of continuous employment before they can start accruing
disability leave.
A maximum of 180 days disability pay
will be accumulated and paid in the event of the following: a lump
sum paid at the time of an employee retiring from Master Pumps at
the age of 65 or older; a lump sum to be paid to the surviving
spouse and/or dependent children living at home in the event of the death of an employee or to be paid at every regular pay period in
the event of a disability.
DISCIPLINE
The basic code of employee conduct outlines
the rules governing employee conduct and responsibilities
that have been established in the best interest of the Company,
employees, clients and customers. Accordingly, a violation of the
code constitutes misconduct on the part of the employee, and
appropriate disciplinary measures, as indicated in the following
sections, must be initiated by the Supervisor. Such disciplinary
measures should be administered in an objective and constructive
manner with the intention of motivating the employee toward proper
conduct in the future or immediate dismissal from employment. Work
performance problems not raising out of misconduct are dealt with in
performance reviews and are not subject to disciplinary
action.
A Supervisor who suspects or becomes
aware of employee misconduct must promptly begin a thorough
investigation of the incident or circumstances; this must include
asking the employee for an explanation of his or her
actions. There are three basic classifications of disciplinary action: |