Employeemanualnuappsfinal v2

NuApps:http://www.nuappsnyc.
com
NuApps HR:http://humansofnuapps.weebly.com/
Table of Contents
History .... 2
Company Overview .................... 2
Corporate Structure .....3
Description of Roles .. 3
Purpose of The Employee Manual ..................... 4
Company Culture ............................... 4
Events/Fundraisers . 5
Business Ethics ...................... 6
Attendance ......... 6
Late Policy ..................... 6
Employee Duties and Responsibilities .......... 7
Conduct.......8
Sexual Harassment Policy ..8
Disciplinary Policy......................9
Disciplinary Procedure .......................9
Grading Policy....10
Dress Code ........................10
Employee Evaluations....11
Employee Benefits ........12
Company Policies ........................ 13
Human Resource Website......................... 14
Complaint/Concerns......................... 15
Acknowledgment Receipt. 16
NuApps:http://www.nuappsnyc.com
History
Napps, an app development firm, was established in October of 2012 by Mr. Isai Serrano, and is
currently coordinated by Mr. Christopher Power, one of the LLC owners. Conveniently located
at Francis Lewis High School in Fresh Meadows, New York, Napps was created to allow
students to design innovative and simple apps, emancipating users from a limited and repetitive
lifestyle. We are the only virtual firm that creates apps for both Android and iOS operating
systems. Since smartphones are incorporated into peoples daily lives, Napps connects
businesses to new clients, making users their lives stress free and organized.
Company Overview
Napps goal this year is to help companies join the mobile revolution by developing
applications and/or providing advertising space for both startup and established companies.
Mobilization allows a business to communicate directly to their consumer, which will entail their
future success. With a diverse and experienced staff, we work towards helping other firms
modernize through exclusive apps. Additionally, we develop high quality applications that will
satisfy the need of our customers. As a mobile app development firm, we can create anything
your company needs through new thinking, and new marketing strategies.
Corporate Structure
2
Description of Roles
Napps has four departments. Each department is managed by the Executive Leadership
Team and it consists of the Chief Executive Officer (CEO), Chief Marketing Officer (CMO),
Chief Finance Officer (CFO), Chief Technical Officer (CTO), and the Director of Human
Resources. Middle management consists of the Director of Sales, Director of Marketing,
Creative Director, Director of Accounting, and Lead Programmers. Although we have different
jobs and goals for each department, department goals allow us to collaborate with each other
with the additional weekly management and department meetings.
The Sales and Marketing Department develops strategies to earn a profit on our newly
developed applications. Our creative department creates our conceptual application designs and
advertisements. Public Relations and sales representatives provide top of the line customer
service, establishing relationships with clients.
The Human Resources Department maintains a healthy working environment in the
company as well as each employees performance. HR is responsible for assessing employee
performance, and sharing daily updates. Human Resources coordinates with all the departments
to ensure that everyone is fulfilling their tasks with a strong work ethic. Additionally, HR is
responsible for resolving workplace issues and creating a positive working environment.
The Technology Department is responsible for all mobile development within Napps.
On a daily basis, they code and program to enhance their ability on the iOS and Android
platform. Furthermore, the Technology department has scheduled for an approved Information
Technologist to work with our developers for two full office sessions each day to guide the
programmers on developing a variety of important skills. We strive to keep all employees
motivated and strive for professional growth.
The Finance and Accounting Department is responsible for budgeting and monitoring
Napps financial health. They also complete economic research to see how real world data
correlates with our company and will make recommendations to management based on the data
they interpret. Furthermore, they are in charge of determining employees salaries, bonuses, and
keeping financial records. They oversee the financial growth within the company and stimulate
Napps future economic status.
Purpose of The Employee Manual

This manual is created for the sole purpose of guiding employees through the policies,
procedures, practices, and benefits available at Napps. Communication is essential between
chief officers, managers, and employees.
Company Culture
The Human Resources Departments mission is to create a healthy work environment in which
our employees are comfortable and confident so they can perform to their best ability. In order
achieve that goal, HR attempts to understand our employees unique personalities using various
methods such as, meetings, and questionnaires. Comprehension of our employees gives HR the
opportunity to improve their work environment, and to ensure that constructive feedback is not
taken personally.
Events/Fundraisers
Napps hosts numerous events and fundraisers throughout the year that Human Resource
Department is in charge of. HR attempts to make our events an enjoyable experience and we
encourage each and everyone of our employees to attend. Previously, a percentage of our
employees have donated materials that Napps used in order to fundraise. The other percentage
dedicated their time to assist in our events for an overtime charge. Participation in out of the
classroom activities leads to a boost in their grade, and bonuses given throughout the year, which
serves a great incentive for the employees.
This year, our fundraisers have been a unique experience for everyone including our coordinator.
We have raised money by hosting a Pie Me in the Face event where students paid to pie three
of the schools beloved teachers. Another event in which we raised money was during our
schools parent teacher conference, where employees successfully gathered to sell freshly made
waffles. During the fundraisers, our employees promote the company by handing out business
cards and educating others about what we do.
One crucial event will be the Business Seminar held at Francis Lewis High School on November
29th, 2016. This is where each company will pitch their business plan and receive constructive
feedback from business professionals such as Office Administrator Laura Chabla, Art Director
Carmelle Kendall, and Diabetes Sales Specialist Tom Coulson. This feedback can be taken under
consideration and applied to future business presentations like the Business Plan Competition.
Additionally, HR organizes events to help bring the company together like, participation in our
schools spirit week, celebrating our coordinators birthday, and holiday parties, which creates a
bonding experience between our employees. All photos are accessible on our website.
Business Ethics
5
All employees must apply a productive work ethic in order for our company to prosper. They
must act in a professional manner. Appropriate language must be used in the workplace, no
cursing or profane language. The work area must be kept clean at all times, all garbage must be
thrown out, and company items must be returned to where they belong. Our actions reflect on
this company as a whole. To obtain a good workplace, Nuapps must have a positive image,
respectable environment, as well as fair pricing.
Attendance
All employees at Napps must be present every day. The Human Resource department must be
notified of all absences and latenesses and must be provided with a valid written excuse. Each
employee is given one personal day per month that will not affect their pay, however it will
affect their grade.
Late Policy
Employees are expected to be at their workplace prepared to work at the scheduled time.
Excessive absences and tardiness are subject to disciplinary actions up to and including
termination. At the first and second instance of unscheduled absence or tardiness, the employee
member receives verbal counseling.
Two lateness will count as an absence which will result in a deduction of your grade and serious
consequences if these actions continue.
When an employee accumulates three unscheduled absences or tardiness in a three-month
period, the employee receives a written warning informing them that any additional occurrences
will result in further disciplinary action.
Any two additional occurrences in the next three months will result in a one-day suspension
without pay.
Any three additional occurrences in the next three months will result in termination.
Employee Duties and Responsibilities

6
Every employee is expected to finish all required tasks by the given deadline. Employees are to
perform work related tasks during work hours. Any unfinished task and homework assignments
are to be completed outside of work hours. Employees are responsible for all tasks that are
assigned to them. Brainstorming new ideas/techniques to complete a task is encouraged.
Upper & Middle management are required to provide purpose, motivation, and direction to all of
their employees. Upper & Middle management have to set goals for their departments to achieve
throughout the year. It is the upper and middle management's responsibility to revise the work
that their employees completes and assure that it is up the standards of the company. As a
member of upper management of Napps, they will be held responsible for the completion of
daily and weekly tasks.
Directing:
The first day of each week, upper management personnel are required to conduct a meeting,
where each department will discuss their agenda and update their departments progress for the
previous week. After discussing, each department will then assign specific daily tasks to each
employee to accomplish the department's weekly goals. In the case of an incomplete task, the
upper management and middle management must reassign it during non-office hours in order to
have it completed by the end of the week. Furthermore, the CEO and all upper management will
communicate daily to ensure the companys goals are reached. Human Resources will make sure
all tasks are completed in a timely manner. This way, we can succeed and progress as a company.
Performance Management:
The managers and employees are evaluated by upper management and they must have it reported
to Human Resource. This can be done through our HR website where an evaluation form is
given. This will provide an incentive for the employees to complete their tasks and motivation
for them to do better.
Conduct
Professionalism: Employees are expected to act in a professional manner and learn skills that can
be an asset to the company.
Disrespectful attitudes will not be tolerated. We pride ourselves on a healthy work atmosphere
for all employees.
Dress for success day will be counted toward their grade.
Participation: Employees must participate in all or most activities, and in class discussions.
Sexual Harassment Policy
This policy is to ensure that all employees recognize the boundaries of the interpersonal
interactions and workplace relationships and provide a protective environment for everyone. If
this policy is violated, the employee should file a complaint form through our website and HR
will handle the issue accordingly. To make sure that the policy is understood, HR will hold a
meeting and present a video on sexual harassment and required each employee to sign a
document stating they agree with and understand the policy. If an employee fails to do so, they
will be terminated.
Disciplinary Policy
The disciplinary policy is enforced in the company so that everyone feels safe and comfortable in
the work environment. The following behaviors are unacceptable in the company and will lead to
disciplinary actions up to and including termination:
Inappropriate language, comments, and gestures (i.e. profanity and/or language of a sexual
nature)
Unprofessional attitude toward other employees such as:
Harassment/discrimination based on race, color, religion, sex, national origin, age, physical or
mental disability, sexual orientation
8
Damage and/or removal of company properties
Disciplinary Procedures
If an employee violates our code of conduct and/or fails to accomplish a task within the given
time period, they will be subjected to a conference with their respective manager. However, if
this still occurs, further actions such as demotion or deduction of pay or grade will be applied.
Employees will also be put on an Employee Improvement Plan (EIP) to track their progress.
The Employee Improvement Plan (EIP) is procedure taken by the Human Resource Department
for any employee that are not efficiently completing their work. HR determines if an employee
should be selected or (EIP) based upon recommendations from their management. If an
employee is not completing their work and/or homework assignments on time, if there is a lack
of motivation, and if an employee has a disrespectful attitude towards others and the company,
then they meet the requirements to be selected for the EIP.
Grading Policy
All employees are graded on the following:
Attendance 10%
Absences
Lateness
Dress for Success 15%
Dressed every Monday in business casual attire
Performance 40%
Work Ethic
Completing company work on time
Human Resource and Management evaluations
Homework 15%
- Economics assignments
9
Purchases 10%
Students must make a purchase on the VE Portal every other Wednesday
Participation 10%
Taking part in class discussions
Toastmasters
Dress Code
Employees are expected to dress for success every Monday, unless told otherwise by Human
Resources. In the event of visitors and guests, employees are expected to dress neat, professional,
and presentable.
The following are ACCEPTED:

Polo shirts
Pants/slacks
Skirts at knee length
Button down collared shirts
The following are NOT ACCEPTED:
Leggings
Sneakers
Jeans/Sweatpants
Employee Evaluations
Upper and Middle management will be required to fill out the weekly evaluation logs, which can
be found on the HR website. Evaluation logs are based on each employees performance,
conduct, and punctuality. Evaluation logs help HR track the employee's progress.
Upper management: Fill out a log to grade each of their middle management personnel.
Middle management: Fill out a log to grade each of the employees working under them.
CEO & Director of HR: Fill out a log to grade upper management
Middle management & employees: Fill out a log to grade their managers and upper management.
10
Employee Benefits
401K:+
Helps employees save for retirement by taking out up to 6% of their paycheck to put into a
savings account.
Money put aside in order to save for retirement will not be subject to payroll taxation.
Social Security Benefits:
Provides retirement income to retired workers and their surviving spouse on a monthly basis.
Provides disability income to disabled/ blind adults and children.
Provides Medicare that pays for inpatient hospital, skilled nursing facility, home health medical
services, and hospice care.
Provides Medicaid, a program for low income individuals or families. It pays for long term
medical and custodial care.
Provides death and survivorship benefits for the spouse and select members of the family.
Benefits while working:
11
All employees are given one day of paid sick leave per month, without docking pay.
Provide presentations on how to save and stay financially stable.
Gain experience/skills that employees can apply in the real world.
Employees are excused for 15 of sick/vacation days with pay.
Employees are given a 15% discount on a fitness class held by our coordinator Mr. Power at the
end of the year.
Company Policies
Email Policy: All employees must check their email on a daily basis.
Cell Phone Policy: Employees must refrain from using their cell phones/electronic devices when
there is work to be done.
Food Policy: Employees are allowed to have food in the office but are responsible for cleaning
up after themselves.
Computer Policy: Employees are required to sign the electronic agreement form that states all
the rules of using the laptops, iPads, and chargers.
Homework Policy: Assignments are required to be turned in on time. Late assignments will
result in deduction of points.
Human Resource Website

http://humansofnuapps.weebly.com
HR website includes:
Announcements
Important dates
Reminders
Internship/scholarship links
About
Mission/Vision
Grading Policy PowerPoint
Purchases PowerPoint
Grading Policy
Grading Policy PowerPoint
12
Purchases PowerPoint
Employees
Info
Forms
Employee Manual
Contact Information
A photo of our website:
Complaints/Concerns
Napps seeks to maintain excellent communication with their employees. Communication is
crucial in maintaining order in any company. Therefore, all employees are expected to act in a
professional manner. They are expected to report any problem or concerns to their department
manager. If they feel uncomfortable talking about it they have the ability fill out a complaint
form. All forms are directly linked to the HR department through their website and depending on
the situation further actions will be taken.
13
Acknowledgement Receipt
I, __________________________________________ hereby have read and understand the
rules and regulations stated in the Employee Manual for the application development company
Napps. I must communicate with the Human Resources representatives with any questions,
complaints, and concerns with the Employee Manual.
I understand that the policies stated within this manual are subjected to change throughout the
year and will be distributed for signature. I must abide by these rules in order to sustain my
employment at the company. However, I understand that this Employee Manual is not a contract
of employment but will ensure success within the company.
______________________________
Employees Name Printed
______________________________
Date Printed
____________________________________
Employees Signature
____________________________________
Human Resources Signature
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NuApps:http://www.nuappsnyc.

Purpose of The Employee Manual

Employee Duties and Responsibilities

The following are ACCEPTED:

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