Greenleaf Companies

Greenlea f Trucking, I
n
c.
Greenleaf Lime & Excavating
Employee Policy Handbook
320 Badger Drive
Taylor, WI 54659
PO Box 147
Taylor, WI 54659
715 .662.2315 (Phone)
715 .662.4008 (Fax)
www.greenleafoftaylorw i.com

Owners: Eric & Kim Lofgren

SECTION 1-I
NTRODUCTION AND GENERAL STATEMENTS
1.1
1.2
1.3
1.4
1.5
1.6
1.7

1.8
1.9

Welcome to Greenleaf. ......................................................................................................... 4

History .................................................................................................................................... 4
Mission, Vision, and Values................................................................................................... 4
Purpose of this Handbook .................................................................................................... 5
Employment At Will....................................................................................................................... S
Equal Employment Opportunity ....................................................................................... 5
Employment Verification and Reference Checks................................................................ 6
I
mmigration Law Compliance ................................................................................................ 6
Seasonal and Non-Seasonal Employees ............................................................................ 6

SECTION 2 - PROFESSIONAL AND ETHICAL CONDUCT

2.1
2.2
2.3
2.4
2.5

Code of Ethics and Conduct ..................................................................................................... 7

Conflicts ofInterest. .................................................................................................................... 7
Open Door/Complaint Policy ................................................................................................ 8
Customer Complaint Policy .................................................................................................. 8
5 Confidential I
nformation ....................................................................................................... 8
2. SA Confidential I
nformation .............................................................................................. 8
2.SB Personnel Records and Employee Responsibility ..................................................... 8
2.6 Company Property ..................................................................................................................... 8
2.6A Company Property ....................................................................................................... 8
2.68 Use of Greenleaf Computers and Electronic Communication
Systems .................................................................................................................................. 9
2.6C Company Credit Cards and Checkbooks................................................................... 9
2.6 Personal Property ...................................................................................................................... 9
2.7 Smoke Free Policy ..................................................................................................................... 9
2.8 Drug and Alcohol Free Workplace ............................................................................................9
2.9 Workplace Violence .................................................................................................................... 9
2.10 Harassment. ........................................................................................................................... 10
2.lOA Sexual Harassment. ........................................................................................ 10
2.11 Conflict Resolution .............................................................................................................10
2.12 Weapons in the Workplace ............................................................................................... 11
2.13 Dress Code and Personal Appearance ................................................................................. 11
2.14 Public Relations/Media I
nquiries ............................................................................................ 11

SECTION 3 - EMPLOYEE DEVELOPMENT

3.1 I
ntroductory Period .................................................................................................................. 12
3.2 Performance Period ................................................................................................................. 12
3.3 Disciplinary Action .............................................................................................................. 12

SECTION 4 - PAYROLL SCHEDULES, AND ABSENCES

4.1 Payroll lInformation ................................................................................................................... 13
4. A Pay Period and Pay Days .......................................................................................... 13
4.lB Timecards ................................................................................................... 13
4. C Payroll Deductions and Wage Garnishments ...................................................... 13
4.lE Overtime Pay ............................................................................................. 13
4.lD Cell Phone Reimbursement. .............................................................................. 13

4.2 Standard Work Schedule and Attendance ......................................................................... 13

4.3 Meal and Rest Periods ............................................................................................................ 14
4.4 Holidays ..................................................................................................................................... 14
4.4 A Holiday Pay ........................................................................................................... 14
4.5 Vacation and Personal Pay ..................................................................................................14
4.5A Earning Vacation ............................................................................................... 14
4.5B Earning Personal Pay ................................................................................................. 15
4.5C Vacation Time and Personal Time Notification .................................................... 15
4.6 Emergency Leave ..................................................................................................................... 15
4.7 Family Medical Leave .......................................................................................................... 15
4.8 Military Leave ...................................................................................................................... 16
4.9 Time Off To Vote ................................................................................................................. 16
4.10 Religious Observances .......................................................................................................... 16
4.11 Jury Duty ....................................................................................................................... 16

SECTION 5 - SAFETY AND WELLNESS

5.1 Safety ............................................................................................................................. 17
5.1 A I
njury and Illness Reporting ...................................................................................... 17
5.2 Facility Access & Visitors .................................................................................................... 17
5.3 Vehicle Safety ..................................................................................................................... 17
5.4 Emergencies .............................................................................................................................. 17

SECTION 6 - EMPLOYEE BENEFIT PLANS

6.1 Health Insurance ..................................................................................................................... 18
6.2 Health Savings Account. ..................................................................................................... 18
6.3 Dental I
nsurance ...................................................................................................................... 18
6.4 I
ncome Continuation Benefits .................................................................................................. 18
6.5 Worker's Compensation Insurance ........................................................................................ 19
6.6 Group Term Life and Accidental Death & Dismemberment I
nsurance ............................... 19
6.7 Retirement. ................................................................................................................................ 19
6.8 Continuation of Benefits (COBRA) ...................................................................................... 19

SECTION 7 - ENDING EMPLOYMENT

7.1
7.2

Separation from Employment. ............................................................................................ 20

Final Paycheck ......................................................................................................................... 20

EMPLOYEE ACKNOWLEDGEMENT .............................................................................................................. 21

SECTION 1: INTRODUCTION AND GENERAL STATEMENTS

1.1 Welcome to the Greenleaf Family!
For those of you who are commencing employment with Greenleaf, on behalf of
the entire organization, welcome! For those of you who have been with Greenleaf, thank
you for your past and continued service. I hope that you find employment here rewarding
and satisfying. As you go about your daily activities, I hope that you will take great pride
in your role and strive to be the best that you can be.
As a company, we understand that it is our employees who provide the services that
our customers rely upon, and who will grow and enable us to create new opportunities in
the years to come. Our achievements and success are dependent on the dedicated efforts
and innovations of our employees. With the help of our excellent and committed
employees, we will continue to be successful.
Our management team maintains an "open door" policy and wants your ideas.
When you have questions or if you have suggestions on ways to improve things, please
speak with your team leader or any member of the management team.
Thank you,
Eric Lofgren
1.2 History of Greenleaf
Greenleaf, owned by Eric Lofgren and his wife Kim, has been in business since
1985 in the Taylor area. It started with Eric as a single owner-operator dump truck business
and has evolved into an operation including a dump truck fleet, a fleet of long-haul
tractors, and a construction crew. Greenleaf is now engaged in agricultural, residential, and
commercial concrete and building construction, as well as asphalt paving and snow
plowing and salt-sand spreading in the winter. Greenleaf has a list of loyal customers that
we have serviced for over 25 years.
Running locally are a fleet of gravel trucks, several support vehicles, large
equipment trailers, and small equipment trailers. The construction part of the business
owns several pieces of excavation equipment consisting of a bull dozer, backhoe, loaders,
skidsteers with numerous attachments, a telescoping forklift, a paver and rollers, along
with multiple power equipment tools. The transport side of the company owns a fleet of
long-haul semi tractors that travel the United States. We also own several dry van,
refrigerated, flatbed, step-deck, and grain trailers.
In 2001, Greenleaf purchased land in the newly developed Industrial Park in Taylor
and built a facility, complete with multiple offices, a large shop, drivers lounge, and
separate storage shed. In 2012, Greenleaf purchased the NFO Reload Station in Taylor and
converted it into a truck wash bay.
Eric, using a team concept, has made "versatility" a priority in researching the
job markets, thus making a consistent pattern of growth which has created many work
opportunities and support in our small community and rural area.
1.3 Mission, Vision, and Values
Mission: Greenleaf provides dedicated and prompt service to customers seeking the
transport of goods, trucking of materials, lime spreading, construction, snow removal, and
related areas where we can be of service.
Vision: Greenleaf will be a premier trucking, transport, and construction company,
recognized for excellence, dependability, and professional manner.

Values:
Excellence
Dedication
Integrity
Respect
Teamwork
1.4 Purpose of This Handbook
It is the intent of Greenleaf to establish an Employee Policy and Procedure
handbook to provide employees with the rules, regulations, and policies that apply to all
the different positions at Greenleaf, including employees hired as full-time, part-time, and
limited term (seasonal). The provisions also apply to interns, volunteers, and contracted
individuals.
This handbook is intended to familiarize employees with the privileges, benefits, and
responsibilities of being an employee of Greenleaf. It sets forth employment policy
guidelines, rules of conduct, and guidance regarding general expectations of professional
behavior and conduct which Greenleaf employees and those acting on behalf of Greenleaf
are expected to follow. It also serves as a guide to following all professional duties and
responsibilities.
Neither this handbook nor any of the statements or policies outlined are meant to
create any contract of employment. They also are not meant to imply that Greenleaf is
guaranteeing employment for any person or changing the at-will employment
relationship in any manner. This handbook is also not guaranteeing any rights to
employees.
Final interpretation and implementation of any of the policies or rules in this handbook
are vested solely with the owner of Greenleaf. The policies are subject to change at any time
by Greenleaf and will be reviewed and revised periodically. The contents of this handbook
are not to be used as a substitute for any controlling resolution, regulation, state or federal
statute, code or regulation, common law, or other legally binding authority, which are
updated from time to time and are controlling.
1.5 Employment At-Will
The provisions of this handbook do not alter any associate's status as an at-will
associate of the company. The provisions of this handbook are not intended to create or be
construed to constitute a contract of continued employment or future employment. At-will
employment means that either the associate or the company can terminate the employment
relationship at any time, for any lawful reason, with or without prior notice or warning.
No statements contrary to this employment-at -will statement shall have any force
or effect, unless the statement is in writing and signed by the owner or Greenleaf.
1.6 Equal Employment Opportunity
Greenleaf is committed to a policy of equal opportunity for all employees. It is
Greenleafs policy to seek and employ the best qualified personnel in all positions, to
provide equal opportunity for advancement to all employees, including upgrading,
promotion, and training, and to administer these activities in a manner which will not
discriminate against or give preference to any person because of race, color, religion, age,
sex, national origin, handicap, ancestry, sexual orientation, marital status, arrest or
conviction record, or any other discriminatory basis prohibited by federal, state, or local
law.
In selecting persons for employment, members of an employee's immediate family

may be considered for employment on the basis of their qualifications; however, placement
within the company will be considered and determined by management. All conflicts of
interest between family members are to be avoided.
1.7 Employment Verification and Reference Checks
All employment verification and reference checks are to be routed to management.
Generally, only information relating to dates of employment and position(s) held will be
released, with the exception of government agencies. Additional information related to
wage/ rate of pay with Greenleaf will be released to financial institutions for the purpose(s)
of loans or mortgage.
This section is not intended to prohibit employees from serving as a personal
reference.
For purposes of this policy, a personal reference means references that do not speak to
the individual's work performance or specific service with Greenleaf, but rather the
individual's personal characteristics, educational background, and personal dealings
with the referring employee.
1.8 Immigration Law Compliance
Greenleaf complies with the Immigration Reform and Control Act of 1986 and is
committed to employing only United States citizens and others who are authorized to
work in the United States. The Act requires a new employee to complete the Federal
Form 1-9 on the employee's first day of employment and to show documentation proving
his/ her identity and eligibility to work in the United States within three (3) days.
If an employee has worked for Greenleaf previously, s/he need only to provide this
information if it has been more than three (3) years since an I-9 Form has been completed or
if the current 1-9 Form is no longer valid.
The visa status of applicants who are not U.S. residents must be assessed prior to
issuing an offer of employment and prior to the expiration of the initial visa. There are
federal regulations that impose limitations on duration of stay and length of commitment
that may prevent employment.
1.9 Seasonal and Non-seasonal Employees
Seasonal employees are those that work less than 48 weeks of the year and
understand that they could potentially be laid off. Seasonal employees are allowed personal
days, which are detailed in section 4 of this handbook.
Non -seasonal employees work 52 weeks of the year and are allowed vacation time,
which is detailed in section 4 of this handbook.
END OF
SECTION

SECTION 2: PROFESSIONAL AND ETHICAL CONDUCT

2.1 Code of Ethics and Conduct

Greenleaf s reputation for integrity and excellence requires careful observation of

the spirit and letter of all applicable laws and regulations, as well as scrupulous regard
for the highest standards of conduct, trust, and personal integrity. Greenleaf strives to
provide the highest quality service with everyone the business comes in contact with in a
professional, respectful, and courteous manner. Customers include everyone that needs
or requests services, including co-workers, team leaders, and persons in agencies with
whom Greenleaf does business.
Greenleafs business requires openness, honesty, and fairness in everything that
Greenleaf and its employees do. This code does not replace any other rules, policies,
procedures, etc. and applies to all aspects of employment, nor is this list exhaustive.
Employees:
Are respectful, professional, and courteous at all times in all
communication and present a professional image to customers and the
public. All language should be clean and professional.
Have integrity regarding the use of time, property, money, and duties.
Should avoid behavior that places the employee in a conflict of
interest situation.
Should represent Greenleaf in a positive light.
Should avoid any aspect of criminal behavior especially that which impacts the
daily work of Greenleaf, professional licenses needed for work, and behavior
which increases Greenleaf s risk of liability.
Use their authority and position in the most professional way to
foster community respect.
Respect all people as human beings and treat them as they would expect to
be treated. Discrimination, based on race, creed, color, national origin, age,
gender, sexual orientation, economic status, disability, and other legally
protected statuses, is inconsistent with this goal and is prohibited by law.
Are expected to keep all personal interactions limited and at a professional
level to avoid distracting or offending others during work hours and in work
areas.
Should refrain from communication with Greenleaf competitors.
May not disclose or use confidential information of Greenleaf to advance
the financial or other private interest of the employee or others.

2.2 Conflicts of Interest

Although Greenleaf cannot list every activity or relationship that would create either
an actual or potential conflict of interest, examples that violate this policy include the
following:
Working for a competitor, customer, or vendor as a part-time employee, full-time
employee, consultant, independent contractor, or in any other capacity, where any
of the following exists: potential for a direct benefit to the employee as a result of
being employed by Greenleaf, danger of Greenleaf having proprietary information
jeopardized, the employee would be working in direct competition with Greenleaf,
or the interest of the two jobs stand in contrast;
Using the resources of or employment position at Greenleaf for personal gain.
Greenleaf retains the right to declare any activity in which an employee engages as

conflicting with his/ her employment with Greenleaf. Likewise, Greenleaf retains the
discretion to determine if an employee's conduct violates this policy.
2.3 Open Door Policy
Communication is a joint responsibility shared by Greenleaf and all employees. If
you have any questions about the information contained in this handbook or about any
other aspects of your job, please don't hesitate to ask your team leader, any member of
the management team, or Eric. Your opinions, suggestions, and questions are important
to us. Feel free to talk to us about work issues. We will attempt to provide honest,
straightforward responses to all questions and concerns.
2.4 Customer Complaint Policy
If any employee comes in contact with a customer complaint, the employee should
take the complaint to their immediate team leader as soon as possible. Employees should
not try to handle a complaint without talking to their team leader.
2.5 Confidential Information
2.SA Confidential Information
No company information, including but not limited to internal Greenleaf
information, business practices, customer information, personnel information or
records, or other sensitive information may be released without the formal, written
consent of the owner or otherwise required by law. Depending on an employee's
responsibilities at Greenleaf, an employee may have access to such confidential
information. This sensitive information cannot be disclosed to any personnel who
does not have a legitimate reason to know such information or to persons outside
of Greenleaf. All employees are responsible for protecting the confidentiality of all
information.
2.SB Personnel Records and Employee Responsibility
Greenleaf strives to keep accurate and up-to-date personnel records in our
office. Employee files may include, but may not be limited to, the following:
employee demographic information, job application, position description, resume,
training records, salary history, disciplinary action records, and performance
reviews.
To ensure the accuracy of your personnel records, please notify your team
leader or office staff immediately of any of the following changes: name, address,
telephone number, federal/ state tax status, and emergency contact, including
changes that affect benefit elections.
Personnel records are confidential and are not available to anyone outside the
company, unless the employee has personally authorized the release of information.
To obtain your records, please contact the office staff.
2.6 Company Property
2.6A Company Property
It is Greenleaf s intent to provide employees, during the course of their
employment, with access to and the use of various properties for the purpose of
conducting Greenleaf business. Employees should not have any expectation of privacy
in the use of Greenleaf s property when accessing personal accounts. Greenleaf may
access, replace, or utilize its property with or without the prior consent or knowledge

of the employee to the extent permitted by the law that resides on company
equipment.
Greenleaf property is to be used with care by employees at all times and only in
the manner for which Greenleaf and the public intends for the property to be
used.
Employees must immediately report any suspected misuse or abuse of any
Greenleaf property to their team leader or any member of management.
Circumstances warranting a need to access property in the employee's
absence include, but are not limited to, the following:
Greenleaf has a need to search for business items or information that
are needed in a timely manner;
Greenleaf has reasonable suspicion to believe that the employee is
engaging in illegal or improper activities, in conjunction with committing a
violation of policy, rules or general expectations of conduct, or in a way
that may jeopardize the health and well-being of others;
Maintain system(s) security;
For any other lawful reason.
2.6B Use of Greenleaf Computers and Electronic Communication Systems
Greenleaf monitors and maintains electronic communication system to
help conduct business. Personal use should be kept to an absolute minimum and
done only during unpaid work hours. All messages (including email), data, and
documents composed, sent, or received via the electronic communication systems
are and remain the property of Greenleaf. They are not the private property of any
employee.
Employees are required to use Greenleaf computer hardware and software
systems in a responsible and ethical manner. There should be no unauthorized
access of computers or data belonging to other employees or use of unlicensed
software in Greenleaf computers. Employees are not permitted to install software
on Greenleaf equipment without receiving prior approval.
2.6C Company Credit Cards and Checkbooks
Employees are given company fuel credit cards and checkbooks that should
be used only for company fuel or other approved business purchases. Such
purchases need to be approved by the shop supervisor. Credit cards and
checkbooks are not to be used for personal purchases. If an employee uses a check,
they are expected to call the office to report the information. Receipts are expected
from all purchases.

2.6 Personal Property

Employees are encouraged to exercise care and attention in safeguarding
personal property brought to the workplace .Greenleaf does not assume liability for the
loss, theft, or damage of personal property brought to the workplace .Employees may be
required, upon the request of Greenleaf management, to submit to a search of any
personal property brought onto Greenleaf s premises to the extent permitted by law.
2.7 Smoke Free Policy
Greenleaf maintains a smoke free policy in all of their facilities. There shall be
no smoking in the reload/ truck wash, the office, or in the shop during regular work
hours (8:00 am - 5:00 pm).

2.8 Drug and Alcohol Free Workplace

Greenleaf is committed to providing a drug and alcohol free workplace, to
providing a safe work environment for its employees, and to fostering the well-being and
health of Greenleaf employees. That commitment is jeopardized when any employee
illegally uses drugs on the job, comes to work under the influence, or possesses,
distributes, or sells drugs or alcohol in the workplace.
It is a violation of Greenleaf policy for any employee to use, sell, possess, transfer or
purchase illegal drugs, controlled substances, or alcohol on Greenleaf owned or leased
property or while performing Greenleaf business.
Employees must abide by the terms of Greenleafs Drug and Alcohol Free
Workplace policy and must notify the employer in writing of any conviction of a violation
of a criminal drug statute occurring in the workplace no later than five (5) calendar days
after such conviction. Employees who are convicted of any criminal drug statute violation
will be terminated immediately if a relationship can be shown between the drug activity
and workplace responsibilities.
2.9

Workplace Violence

Greenleaf prohibits workplace threats or violence. Acts or threats of violence,

including intimidation, harassment, or coercion, which involve or affect personnel or
property or which occur on Greenleaf property will not be tolerated. Acts or threats of
violence include conduct which is physical, verbal, sufficiently severe, offensive, or
intimidating and that alter the employment conditions or create a hostile, abusive, or
intimidating work environment for one or several employees. Examples of workplace
violence include, but are not limited to, the following:
All threats or acts of violence occurring on Greenleaf premises, regardless
of the relationship between Greenleaf and the parties involved;
All threats or acts of violence occurring off Greenleaf premises involving
someone who is acting in the capacity of a representative of Greenleaf.
Prohibition against threats and acts of violence applies to all persons. Every employee
is required to report incidents of workplace threats or acts of violence or damage of property
to his/ her immediate team leader.
2.10 Harassment
Greenleaf is committed to providing a work environment in which all employees
and external parties are treated with courtesy, respect, and dignity. As part of this
commitment, Greenleaf will not tolerate any form of harassment or bullying, verbal or
physical, with regard to an individual's race, color, religion, sex, national origin, ancestry,
disability, marital status, age, sexual orientation, genetic information, arrest or conviction
record, military services, or any other characteristic protected by law. Therefore, all
employees are encouraged to bring forth any concerns or complaints in this regard to the
attention of their team leader or another member of the management team. All complaints
of harassment of any kind will be investigated promptly and, where necessary, immediate
and appropriate action will be taken to stop and remedy any such conduct. Anybody
employed by Greenleaf found in violation of this policy will be subject to disciplinary
action, including discharge from the company.
Examples of conduct that may be considered threats or acts of violence in
violation of this policy include, but are not limited to, the following:
Hitting, touching, or physically harming an individual;
Threatening an individual or his or her family, friends, associates, or property;

10

Damaging or threatening to harm Greenleaf property or the property of others;

Making harassing or threatening communications;
Harassing surveillance or stalking (following or watching someone);
Possession of firearms or weapons in any building or part of a building
that is owned, leased, operated or controlled by Greenleaf without proper
permit.

2.1lA Sexual Harassment

It is a violation of Greenleaf policy for any person to sexually harass or
engage in other harassing behavior with regard to a variety of protected statuses,
such as race, color, religion, sex, national origin, ancestry, disability, marital status,
age, sexual orientation, genetic information, arrest or conviction record, military
services, or any other characteristic protected by law. Complaints of sexual harassment
should be immediately reported to an employee's team leader or another member of
management. All reports will be promptly investigated.
2.11 Conflict Resolution
Greenleaf encourages employees to promptly address concerns or complaints with
others. Generally, if an employee has a problem with an individual, then the employee is
encouraged to approach that person first and attempt to resolve the conflict. If that does
not resolve the matter, then the employee must address the problem through the
employee's immediate team leader. If an employee believes that his/ her team leader is
not able to give proper consideration to the issue, or if the employee has raised the
concern to his/ her team leader and is not satisfied with the response given, the employee
may raise the concern to the next level of authority. Persons involved in the conflict may
ask others to assist in resolving the issue.
2.12 Weapons in the Workplace
Employees who hold a current and legal conceal and carry permit are allowed to
carry a weapon with them as long as they are responsible with it.
2.13 Dress Code and Personal Appearance
Dress code for all Greenleaf employees should be in accordance with safety laws.
Depending on the work situation, employees may be expected to wear hard hats, vests, etc.
Please see your team leader if unsure of specific attire for a job site.
Greenleaf employees, volunteers, interns, and individuals serving in contracted
positions will maintain a professional, clean, and groomed appearance. Visible piercings and
tattoos should be appropriate and not offensive to others. Piercings and tattoos may be
asked to be covered up or taken out.
2.14 Public Relations, Media Inquiries, and Social Media
Greenleaf and its programs, activities, and plans may be of interest to the public. In
the interest of orderly, consistent management of the information released to the media,
Greenleaf requires all employees to forward inquiries to management. It is important to
represent Greenleaf both accurately and in the best possible light.
Social media (Facebook, Twitter, Snapchat, etc.) should be avoided during work
hours. Employees should refrain from posting Greenleaf related statuses and/ or pictures
including customers/ vendors. Greenleaf does maintain a business Facebook page and
employees are encouraged to post any photos there; however, they should not violate

11

company policy.
END OF
SECTION

12

SECTION 3 - EMPLOYEE DEVELOPMENT

3.1 Introductory Period

Employment begins with an introductory period of ninety (90) days. A former

employee who has been rehired after any separation from Greenleaf employment is
considered a new employee upon rehire. This introductory period is a try-out time for the
employee and Greenleaf. It provides an opportunity for the employee to evaluate and
become orientated with Greenleaf, and for Greenleaf to evaluate the employee's suitability
for employment. Within this period, the employee's supervisor will continually evaluate the
growth and development of the new employee, give feedback to the employee on his/ her
performance, and counsel and assist the new employee in meeting performance
expectations. Because Greenleaf employees are employed at-will, completion of the
introductory period does not guarantee continued employment for any specified period, nor
does it modify or change the employee's at-will status or require an employee be discharged
only for "cause".
3.2 Performance Reviews

Periodic evaluations are an important part of ensuring that Greenleaf is meeting its
standards. Periodic evaluations are an opportunity for Greenleaf to communicate with their
employees as to how each employee is performing and how performance may be improved.
It is also an opportunity for the employees to communicate with management about any
information concerning training, supervision, or any job difficulties that may be occurring.
Greenleaf will routinely evaluate employee performance, including but not limited to:
quality of work, adherence to work rules, adaptability, job knowledge, judgment, initiative,
ability to get along with others, communication, cooperation, customer service, attitude,
and attendance. If the review deems necessary, it is the employee's responsibility to
improve his/ her performance in a timely manner.
3.3 Corrective and Disciplinary Action

Recognizing the behaviors that will result in discipline and taking corrective action
enables Greenleaf management and employees to work together to maintain the standards
that make Greenleaf a high performance organization. The purpose of corrective action is to
alert an employee that failure to correct the unacceptable job behavior or performance
problem may result in discipline or termination of employment. It is intended to be positive in
nature and attempts to correct unacceptable employee actions. Corrective actions include, but
are not limited to: informal or formal job coaching, verbal or written notices, warnings,
reprimands, performance improvement plans, or other personnel actions taken by Greenleaf
for non- disciplinary reasons.
Discipline is an employment action taken by Greenleaf that results in disciplinary
suspension without pay or disciplinary demotion / reduction in rank. The first disciplinary
action may be a verbal warning/ discussion between employee and management. The second
disciplinary action may be written. The third disciplinary action may be a suspension
without pay. The fourth and final disciplinary action may include termination of
employment. The company has a right to bypass one or all actions depending on the
violation, degree of the violation, or all combined.
Unacceptable conduct and performance issues are to be addressed promptly
and appropriately. Corrective action and discipline will be respectfully conducted and
equitably administered.

13

END OF
SECTION

14

SECTION 4: PAYROLL, SCHEDULES, AND ABSENCES

4.1 Payroll Information
4.lA Pay Period and Pay Days
Greenleaf employees are paid on a weekly basis, with the pay period
beginning on a Sunday and ending on the following Saturday. Employees will
receive their checks on the Wednesday following the end of the pay period. If the
payday falls on a holiday, employees will be paid the following business day.
Checks will be put into each employee's personal mailbox.
4.lB Timecards
Employees are required to submit an accurately completed timecard at the
end of each pay period . Timecards must be submitted to the payroll department
or the employee's immediate team leader by noon on the Monday following the
end of the pay period.
4.lC Payroll Deductions & Wage Garnishments
Employees' paystubs will reflect total earnings for the pay period, as well
as any mandatory or voluntary deductions taken during the pay period, including
standard taxes. Employees who have questions about payroll deductions should
contact the Payroll Department .
A wage garnishment is an order from a court or a government agency
directing an employer to withhold a certain amount of money from an employee's
paycheck and send it to a person or agency. Wages can be garnished to pay such
things as child support, spousal support or alimony, tax debts, outstanding student
loans, or money owed as a result of a judgment in a civil lawsuit. If Greenleaf is
instructed by a court or agency to garnish an employee's wages, the employee will
immediately be notified of the garnishment. Greenleaf is legally required to
comply with wage garnishment orders.
Employees wishing to dispute the garnishment should contact the court or agency
issuing the order. Please contact the Payroll Department with any other questions
or concerns.
4. lD Overtime Pay
All hours worked over 40 in a work week will be paid time and a half the
regular rate. Hours paid for time not worked (vacation or holiday pay) do not count
as hours worked for purposes of counting overtime pay.
4. lE Cell Phone Reimbursement
Employees are eligible for a $25 cell phone reimbursement as long as the
office receives the employees' monthly cell phone bill within 30 days of the
bill's stated due date. If management does not receive a bill within 30 days of the
stated due date, the employee will not be eligible for reimbursement that month.
4.2 Standard Work Schedule and Attendance
Greenleafs standard office hours are from 8:00 a.m. to 5:00 p.m., Monday
through Friday. For Fair Labor Standard Act purposes, a work week is defined as 12:01
a.m. Sunday through 11:59 p.m. Saturday.
Greenleaf expects that every employee will be regular and punctual in attendance.

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Absenteeism and tardiness place a burden on both co-workers and the business as a
whole. If you will be late or absent from work for any reason, you must contact your
immediate team leader or the owner as soon as possible.
4.3 Meal and Rest Periods
Office employees working a daily schedule of six (6) or more hours
in length are required to take an unpaid lunch period. The duration of the
lunch period is determined by the schedule under which the employee is
approved to work, but in no case will be less than a 30 minute unpaid
lunch.
Office employees who have at least 8 hours of work time in their
day are allowed a total of 30 minutes of rest period with pay during the
workday, in addition to the employee's unpaid lunch period. Employees
working less than a full 8 hour work day are allowed a prorated rest period:
Hours
Worked 3.5
< 8.0
8 or more

Total Paid Rest Period

15
30

Rest periods do not accumulate if not used, nor can they be used at the beginning
or end of the employee's workday or to extend the employee's unpaid lunch period. Rest
periods are to be used in 15 minute increments.
Dump truck drivers are to follow all DOT state standards. Please contact the safety
supervisor with any further questions.

4.4 Holidays
Greenleaf provides six (6) designated holidays each calendar year to non-seasonal
and seasonal employees after at least six (6) months of employment. These holidays are:
New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and
Christmas Day.
4.4

A Holiday Pay
Employees are eligible to receive holiday pay. Employees must work at least
6 hours on the scheduled day before and the scheduled day after the holiday to
qualify for holiday pay. Employees on leave without pay will not receive holiday
pay. Holiday pay will be paid at eight (8) hours per day. If you refuse to work the
day before or the day after a holiday, you will not receive holiday pay.
4.5 Vacation and Personal Pay
Greenleaf provides paid vacation days to non-seasonal employees and personal
pay to seasonal employees in accordance with the following:
4.SA Earning Vacation Time (Non-seasonal Employees)
Non-seasonal employees are eligible to earn vacation time starting one year
from the date of hire. The maximum earnings amount is in accordance with the
below schedule. Only three days of vacation pay may carry over a year at a time.

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Greenleaf may, at its discretion, place employees at a higher vacation rate upon
recommendation and approval of the owner.

Length of Consecutive Employment

After 1year
After 2 years

Vacation
Time
Allotted
10 days
11 days

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After 3 years
After 4 years
After 5 years
After 6 years
After 10 years

12 days
13 days
14 days
15 days
20 days

4.SB Earning Personal Pay (Seasonal Employees)

Seasonal employees are eligible to earn paid personal days starting one (1)
year from the date of hire. Employees will be given one day (8 hours) of personal
pay for every year of service, up to six (6) days of personal pay. Only three days of
personal pay may carry over a year at a time. Personal pay hours will be granted
on May 1st each year. An employee starting mid-season (i.e. July) will have
personal pay hours pro-rated accordingly and at the discretion of the owner.
Greenleaf may, at its discretion, place employees at a higher personal pay rate
upon recommendation and approval of the owner.
4.

SC Vacation Time and Personal Pay Notification and Use

Employees may use personal pay in increments of 2 (two) hours. Holidays
observed during an employee's personal pay time will not be charged against the
employee's personal pay credits. A request for personal pay time must be placed to
management in writing at least four (4) weeks in advance.
Employees wishing to use vacation time will also place a request to
management in writing four (4) weeks in advance. The required forms for
vacation requests are available in the drivers lounge. Employees unexpectedly
wanting to be absent must provide notification one (1) hour in advance, whenever
possible. If the unexpected need arises while at work, the employee will speak
with his/ her team leader regarding the need.
Vacation and personal pay requests are granted on a first-come, first-serve
basis. Where there is a conflict in vacation/ personal pay requests submitted at the
same time, the employee's length of service with Greenleaf will determine which
request is approved.
4.6 Funeral Leave
Employees will receive all time off needed in the event of a death of an immediate
family member: father, mother, sibling, and spouse (or like relationship), child,
grandparent, mother/father/brother/sister-in-law, or anyone that lives with the employee.
The employee will receive up to two (2) days with regular pay, including the day of the
funeral. Funeral leave pay will not be granted to employees attending a funeral during
periods when they are not at work for other reasons, such as vacation, holiday, or illness.
Employees will receive one (1) day for the death of a grandchild.
4.7 Family Medical Leave
The Federal Family and Medical Leave Act (FMLA) and the Wisconsin Family and
Medical Leave Act (WFMLA) provide qualifying employees with the right to take jobprotected leave with continued medical benefits when they need time off from work to care
for themselves or a family member who is seriously ill, to care for a newborn or newly
adopted child, or to attend to the affairs of a family member who is called to active duty in
the military. Greenleaf is committed to complying with these Acts. To qualify for Federal
Leave, an employee must have worked at least twelve (12) months. To qualify for
Wisconsin Leave, an employee must have worked at least 1,000 hours in the past 52

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weeks.
Leave taken for Family Medical Leave (FML) eligible reasons run concurrently
under FMLA, WFMLA, and other leave provisions available, including workers
compensation. The leave available under the various provisions is exhausted
simultaneously.
4.8 Military Leave
Permanent employees who enlist, are inducted, or are called to serve in the
uniformed services, or civilians requested to perform national defense work during an
officially proclaimed emergency, may take leave for military service and/ or training
unless period of service is extended by law. The returning employee is entitled to
reinstatement to previous position, or to one with the same seniority, benefits, and pay,
unless the employee is no longer qualified or the employer's circumstances have changed
and reemployment is impossible or unreasonable. The employee may not be fired without
cause for one year after returning from service.
4.9 Time Off To Vote
Employees will be given up to three successive hours to vote. Employees must
request this time off at least two days before election day. By law, Greenleaf may set a
specific time for the employee to be absent from work to vote and may deduct pay during
that time.
4.10 Religious Observances
Employees needing time off for religious purposes are required to request the time
off. Greenleaf will work with employees to meet all religious needs, but may require an
employee to use personal or vacation days if days off cause undue hardship for the
company or other employees.
4.11 Jury Duty
Employees will be given the time off needed to attend jury duty. The employee must
notify their immediate team leader or the owner of their absence in advance.
END OF SECTION

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SECTION 5 - SAFETY AND WELLNESS

5.1 Safety in the Workplace

Greenleaf wants to ensure that all employees remain safe and injury free at all
times. We intend to comply with all applicable safety laws. In order to guarantee that
accidents are avoided whenever possible, we expect our employees to refrain from
horseplay, careless behavior, negligent actions, and any other unacceptable behavior or
actions.
Employees are expected to practice good housekeeping skills and clean up their
area of work and to keep floors and walkways clean and free of tools or other equipment.
5. lA Injury and Illness Reporting
All work related injuries or illnesses should be reported immediately,
regardless of how insignificant they may seem. All incidents will be immediately
investigated to find the root cause and to determine the appropriate corrective action
to be taken to prevent reoccurrence.
5.2 Facility Access and Visitors

All doors (with the exception of the front door and overhead garage doors) on
Greenleaf buildings remain locked at all times and only open with a specific code. Codes
will be given to employees on a need to know basis. All visitors to Greenleaf property
should be directed to the office and not allowed in the shop unless approved by
management or the owner. There shall be no non-Greenleaf employees on Greenleaf
property after hours.
5.3 Vehicle Safety

Employees are required to promote safety while using a company vehicle. All
equipment must be inspected before use and all safety devices must be working as designed.
Employees are expected to wear a seat belt at all times while in a moving vehicle being used
for Greenleaf business, whether they are the driver or a passenger. Employees are
responsible for making sure that all passengers are properly restrained and may not allow
anyone to ride in any part of the vehicle not specifically intended for passenger use and/ or
any seat that does not include a working seat belt. If a passenger is not associated with
Greenleaf, the employee must sign a waiver to allow the passenger to be in the vehicle. If this
form is not signed, the driver is in violation of DOT policy. Non-Greenleaf employees may
not operate any Greenleaf owned vehicles or equipment for any purpose or at any time.
Use of handheld cell phones while driving a vehicle for Greenleaf business is not
permitted. Drivers should use a hands free device that meets DOT standards to make and
receive phone calls while driving. Not following this policy could result in a fine to the
driver. To make sure a hands free device meets DOT standards, drivers are encouraged to
check with the safety department. Greenleaf strongly discourages other distracting
activities while driving. Use of alcohol, drugs, or other substances, including certain overthe-counter cold or allergy medications that in any way impair driving ability, is
prohibited. Employees are required to follow all driving laws and safety rules, such as
adherence to posted speed limits and directional signs, use of turn signals, and avoidance
of confrontational or offensive behavior while driving.

5.4 Emergencies

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In the event of an emergency, employees should immediately dial 9-1- 1 to alert

police and rescue workers of the situation.
If employees hear a fire alarm or if there is an emergency that requires evacuation, all
employees should proceed quickly and calmly to the emergency exits or shelter areas.

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Employees should not alter from an emergency exit path or return to the workplace to retrieve
personal belongings or work-related items.
END OF
SECTION

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SECTION 6 - EMPLOYEE BENEF

I
T PLANS
Greenleaf shares in the cost of providing eligible employees with a variety of
benefit plans. This section provides an overview of the various benefits programs. Benefit
plan documents (i.e. summary plan descriptions, certificates of insurance, and any
applicable amendments and updates) are provided to employees and are the primary
source for plan administration and information. If there is a conflict between this
handbook and the benefit plan documents, the benefit plan documents are considered the
accurate source of information. Employees should contact the office manager with
questions on Greenleaf benefit plans and to report any identified discrepancy.
Employees are offered the opportunity to enroll in Greenleaf s benefit plans when
first becoming eligible. Certain benefits are thereafter only made available annually during
open enrollment. With many of the benefit plans, once an employee makes an election the
employee is not allowed to revoke or change his/ her benefit election during the plan year.
The revocation or new election are on account of and consistent with a change in family
status as defined by the Internal Revenue Code (IRC), in which case changes in an
employee's election must be made within thirty (30) days of the date of the qualifying
event (sixty (60) days for birth or adoption).
6.1 Health Insurance

Employees are eligible to enter the health insurance plan on the first of the month
after sixty (60) days of employment. For example: first day of work is May 18th, you
would be eligible for benefits on August 1st.
If an employee wants to enroll, they can apply on May 1st of any given year.
They are also eligible to enroll if they have a qualifying event such as marriage, divorce
or birth of a child.
6.2 Health Savings Account

When eligible for health insurance, you will be offered the opportunity to enroll
in the 'Health Savings Account'. You may contribute up to the designated amount per the
program.
6.3 Dental Insurance

Dental insurance is available through Delta Dental. This plan is paid 100% by the
employee, but available as a group rate offering.
6.4 Income Continuation Benefits Short Term Disability Insurance

Short-term disability benefits may be available to an employee (after sixty (60)

days of employment) when the employee experiences a non-work related accident or
sickness subject to the terms and agreement of the policy. A summary of the disability
benefits are as follows:
Short-term and long-term disability insurance is elected as one benefit and
cannot be elected separately.
6.5 Worker's Compensation Insurance

Worker's compensation insurance is provided to all Greenleaf employees as

required by law. If an employee experiences an illness or injury that is related to his/ her

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work, they must report the incident within 24 hours. The employee may be eligible for
workers' compensation benefits. Workers' compensation insurance may provide payment
for lost wages resulting from job-related illnesses or injuries.

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6.6 Unemployment Insurance

If employment with Greenleaf ends, an employee may be eligible for

unemployment benefits. Unemployment benefits provide payment of a percentage of
wages while the employee is unemployed and is looking for work.
6.7 Retirement

Employees are eligible to enter the SIMPLE IRA group after one (1) full year of
employment. They must receive at least $5 ,000 gross compensation per year to qualify.
Greenleaf will match up to three (3%) percent of their weekly gross wages.
6.8 Continuation of Benefits - COBRA

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives

qualified employees and their qualified beneficiaries the opportunity to continue coverage
under Greenleaf s group health and dental plans when a "qualifying event" results in the
loss of eligibility for the plan(s). Some common qualifying events are: resignation,
termination of employment, death of an employee, a reduction in an employee's hours or a
leave of absence, an employee' s divorce or legal separation, and a dependent child no
longer meeting eligibility requirements.

END OF
SECTION

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0

SECTION 7 - ENDING EMPLOYMENT

7.1 Separation from Employment

Any employee who voluntarily resigns is requested to provide at least fourteen (14)
calendar days advance written notice to his/ her immediate supervisor and is required for
the employee to be considered in good standing at the end of employment. A sixty (60) day
advance notice is desirable whenever possible. The notice should include, at minimum, the
employee's separation date (last day at work), signature, and mailing address.
In order to receive any performance bonuses and/ or vacation pay accrued, the
employee must provide a fourteen (14) day notice and perform their job as before/as
instructed for those fourteen days. When an employee fails to provide a notice of fourteen
(14) days or more, the employee voluntarily relinquishes his/ her right to any performance
bonus and/ or personal pay accrued they may have been entitled to. Employees
terminating their employment for any reason must return all company property, keys,
credit cards, laptop computer, cell phones, pagers, company documents, vehicle, etc. to
their team leader.
In the case of employment termination by Greenleaf, any vacation/ personal time
and personal bonuses will be discussed between the owner and employee at the time of
termination.

7.2 Final Paychecks

Employees who separate from Greenleaf employment will receive their final paycheck
according to the regular payroll schedule. Final paychecks will include all compensation
earned but not paid through the date of termination. Final paychecks will also include any
reconciliation of benefits as stated in other personnel policies.
END OF
SECTION

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1

EMPLOYEE ACKNOWLEDGMENT
I have been provided access to and have read and understand the contents
of the Greenleaf Companies Employee Policies and Procedures Handbook and
recognize that Greenleaf has established these policies and its rules of conduct
in furtherance of the effective operation of Greenleaf and to provide high quality
service to all persons interacting with Greenleaf. I acknowledge that it is my
responsibility to ask questions about anything I do not understand.
I understand that while Greenleaf believes wholeheartedly in its policies and
procedures, many of which are set out in the handbook, they are not guaranteed
conditions of employment.
I understand that as an employee of Greenleaf, I am not being asked or required
to provide anything in return beyond my services. I further understand that the
handbook does not constitute a contract of employment, express or implied, between
Greenleaf and myself and that no oral statements by supervisors or management
can alter this disclaimer or create a contract. Only the owner of Greenleaf has the
authority to create an employment contract, and such contract must be in writing
and signed by the owner to be valid. I understand that my employment with
Greenleaf is "at-will," not for any definite period of time, and may be terminated by
myself or Greenleaf at any time and for any reason not prohibited by law.
I understand that Greenleaf reserves the right to modify, amend, or delete any
provisions of the handbook at any time. I will receive copies of any such
modifications, amendments, or deletions.
I understand that this handbook supersedes all previous personnel handbooks
and personnel policies that I have been advised of by Greenleaf. I also understand
that any subsequent revisions to the provisions of this handbook will supersede
those contained herein.
This handbook is and remains the property of Greenleaf Companies of
Taylor, WI and may not be reproduced, copied, or transmitted in any manner
without the express written consent of the Greenleaf Companies owner.
Greenleaf reserves the right to modify this handbook at any time without prior
notification. Violators will be subject to all applicable Local, State, and Federal Laws,
up to and including criminal prosecution to the fullest extent of the law.
Employee Name (please print):
Employee Signature:
Company Representative:

_
_

Date:
The signed original copy of this acknowledgment form will be filed in your personnel file.

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