Last Modified: 07/26/2018 (changed part in orange)
 
General Work Guidelines:
 
Compensation and Reviews:
 
The Cell Phone Guy is committed to remaining competitive with the compensation it gives its employees.
 
Each employee is given a pay rate based on their previous work experience and also their competency for the job (which can be determined based on their interview and other factors).
 
Performance reviews will take place after:
 
90 days and on a yearly basis based on the employee’s hire date
 
Reviews will be used to set employee expectations, and also review any employee’s compensation. Raises given will be based on hard-work, competency to do one’s job, punctuality, and more. Current rate of pay is also factored in when deciding raises. For example: if an employee is already making $20 an hour, they are already making a much higher pay rate than the average technician or worker. An employee making $20 an hour may get a smaller pay raise or no pay raise at all. An employee making $20 an hour will have much higher expectations than an employee making $12 an hour. You may do a fantastic job at work and still not qualify to a raise due to extreme expectations (due to your high rate of pay) or due to the fact that you are making far above the average person at your position.
 
While management has the ability to give any raise at any time, and for any amount, below is a general guideline for pay raises. The higher the raise listed, the harder that raise is to attain:
1: $1 per hour
2: $0.75 per hour
3: $0.50 per hour
4: $0.25 per hour
5: $0.10 per hour
5: no pay raise
 
It should be noted that getting raises is not something to be expected or guaranteed. A $1 an hour raise is also very hard to achieve, but can be done with great performance, extremely hard work, dedication, and punctuality.
 
Commission Policy:
 
At Cell Phone Guy, all of our employees full-time or part-time are eligible for commission. Commission is paid out one month after it is earned on the first paycheck of that month. For example: If an employee earned $50 of commission in January, that employee will be paid their January commission on the first paycheck in March.
 
Cell Phone Guy Timeclock Policy:
 
1: If you are not clocked in for work, you should not be working, and you are not expected to work. If you are clocked in for work, you are expected to work.
 
2: If you refuse to clock in for work, you should not be working. If you continue to work while refusing to clock in you will be asked to go home since you should not work when you are not clocked in. If you refuse to clock in this will be subject to disciplinary action.
 
3: Employees should clock into work every day when they arrive at work and clock out of work when they leave. In the same way, employees should also clock out when going to lunch and clock in when coming in from lunch. If an employee does not clock in or out we will have no record of when the employee worked. It is very important that everyone clocks in and out each day.
 
4: We understand mistakes happen and we care about our employees at our business. With that said, if any time adjustments need to be made please email zachrohman@gmail.com and make the subject line “time clock edit”. Send that email as soon as possible. Please include the date,  and all of the information possible regarding the incident (clock in times, clock out times, etc.).
 
5: Not clocking in and out will waste more time for management, and for that reason, we take it very seriously. For that reason, we will only make 3 time adjustments per employee per month.
 
If more adjustments are necessary, we will make them, however, disciplinary action may be taken.
 
When more than 3 time adjustments are made for an employee in a month this will be tracked. Disciplinary action for that employee will be as follows:
 
First Offense and Second Offense: Will be a warning. This warning will still be kept in mind regarding future raises, hours given, etc.
 
Third Offense: This will result in the same actions as the first two offenses, as well as the actions listed here in the third offense. Employees will be paid a lower wage for all hours that had to be adjusted (normally minimum wage). Example: If an employee forgot to clock in after lunch, from the time that employee got back from lunch to the end of the day, the employee will get paid minimum wage for that day. If an employee forgot to clock in until 2 hours after his or her shift starts, that employee will get paid minimum wage for those 2 hours.
 
Future offenses: If an employee continues to abuse the time clock system, this may result in the termination of their employment, loss of hours, drop in pay rate, etc. Any abuse of the timeclock system may result in disciplinary action up to and including termination.
 
6: All time-edits will be documented by Zachary Rohman in a google drive document. Again, please send time edits by email with the subject “time clock adjustment”
 
Time Theft:
 
Time theft is a very serious matter. While you are on the clock it is important to be working while clocked in. With that being said, we have policies to help restrict time theft and to ensure that employees are working while they are on the clock. Below are some guidelines that we expect all employees to follow.
 
1: No one is to leave the business while being clocked in. If anyone leaves the business they should clock out. Exceptions to this rule are: Leaving the business in order to accomplish work for the business is perfectly okay. This includes going to Walmart to purchase items for the Cell Phone Guy, or accomplishing work tasks approved by Tyler.
 
2: No one is to take personal calls while on the clock. If there is an emergency or a very important matter that must be attended to, please inform management and get management approval before taking personal calls.
 
3: Actively using Facebook, playing games on your phone, and watching anything through video streaming are just a few examples of things that should not be done while on the clock (assuming what you are watching is not work related, and you are not on a break). When employees are clocked in and not on a break, employees are expected to be working. If an employee can’t find something to do that employee can ask a manager and something to do will be assigned to them.
 
4: If an employee is working on a store errand (using the company vehicle or their own vehicle) that employee is not permitted to make personal “pit stops”. A couple examples of this prohibited behavior is going to a fast food restaurant on your way back from a on-site repair or even stopping at your house on the way back from Walmart (assuming you went to Walmart for company purposes on company time).
 
Punctuality, Call-In Policy, Text-In Policy, No Call No Show Policy:

1: We expect all employees to be clocked in and ready to work before their scheduled shift starts. If you are a sales person and you are opening the store, your drawer is to be counted before 10. If you are a tech or a salesperson your work area is expected to be clean before the start of your shift (It is also expected to clean your work area at the end of your shift).

2: Employees are not to clock in more than 15 minutes before the start of their shift. This means that if you are scheduled to start your shift at 10:00 AM, you cannot clock in before 9:45 AM. If you clock in more than 15 minutes before your shift, your time will be adjusted. This means that if you clock in at 9:30 AM when you are scheduled to work at 10:00 AM your time will be adjusted to 9:45 AM as you clocked in without authorization. The only exception to this rule is if management approval is gained.

3: We expect our employees to be reliable and we expect them to be on time to work. The weekly schedule specifies the exact time we expect you to be at work and clocked in. For example: If it is Tuesday, and the schedule says you are scheduled to work from 9:55 A.M to 7, you are expected to be clocked in by 9:55 A.M and ready to work. If you are not clocked in by the time specified on the schedule you are considered late. Example: On Monday your schedule says you are scheduled to work 9:55 A.M to 7:00 P.M. This means that you are required to be clocked in and ready to work by 9:55. If you clock in at 9:56 A.M or later, you are considered late.

4: If you are late to work three times in a 30 day period, you will be given a warning. If you are late even one more time in the next 30 days, you will be subject to further disciplinary action up to and including termination.

5: If you are running late, it is important to let the store know as soon as possible. We keep a running group text with all of our employees, and we also give the contact information of our employees out typically within your first week. If you are running late, send a group text to all of the other employees and let them know you are running late. This is a requirement. If you do not get a response back of any kind within fifteen minutes, please call an employee that is scheduled to work that day to let them know you are running late (or call the store if they are open). If you expect to be more than ten minutes late, you are also required to call an employee that is scheduled to work that day and either talk to them or leave them a voicemail if you are unable to reach them.

6: If you are sick and you are unable to work on a day you are scheduled, you are required to text all of our employees in our group text at least one hour before the start of your shift. Attempt to ask our other employees if they have the ability to cover your shift, or if they can assist to find someone to cover your shift. You also must call an employee working that day or call our store. If no one answers our store phone, you must find an employee that is scheduled to work and call that employee and either tell them verbally or leave them a voicemail before your shift is scheduled to begin. While we do open our store at 10, if you call our store even at 9:45 or 9:50 typically we will answer. We normally answer the phones and have the doors unlocked as soon as one person arrives for work. Please do not attempt to call-in at our store phone before 9:45 A.M.). Please give us as much notice if at all possible. Again, it is your responsibility to not only send a group text to our employees but also talk to one employee scheduled for the day, or leave a voicemail for an employee that is scheduled. (Please do not call Tyler or Zach). If you do not text our group text when you are sick AT LEAST 30 minutes before your scheduled shift AND call an employee who works that day (either leave a voicemail or successfully reach someone on our work line before your shift) this will be considered a “no call no show”.

7: We are a small business. In order to remain well-staffed and have less management pressure, we are relying on our employees to help “fill the gap” if someone calls in sick. If someone calls in sick, tt is the responsibility of the workers who are working that day to call the workers that are off for the day and ask for help. If someone calls in sick, our employees have the permission of the owner and the manager to call employees who are off for the day and ask them to work. In fact, it is a responsibility of the workers working that day to attempt to find a replacement. If the person who called in sick was scheduled to work 10 to 7, go ahead and invite any employees who are off to work a 10 to 7 shift. If that employee would get overtime by working 10 to 7, it is still okay to ask them to work 10 to 7 (you will not be in trouble or held responsible if the employee you request to work is given overtime).

So practically, here’s how that plays out:

Let’s say one employee texts all the other employees in the group text on Saturday morning at 9 A.M that they are sick. That employee asks the other employees to help find a cover for their shift. That employee would also be required to call another employee working that day and let them know they are calling in sick. The other four employees who work on Saturday will talk amongst themselves and make sure that one person calls employees who are not scheduled to work Saturday. That employee would call employees who are off and ask if they can also work 10 to 6. If any employee who is off accepts the invitation to work on Saturday, they can come in and work on Saturday for the employee who is sick. If overtime is accrued by that employee for that week, it is okay and will not be held against that employee or the employee who called that employee into work.

8: The manager or owner may still work with employees to cut down hours on any given week to avoid overtime. This means that if you were on pace to work 45 hours in a given week, a manager may require you to take 5 hours off of a given shift. Employees are required to listen to management or the owner and go home whenever the owner or manager requests them to do so. They are also required to listen to management if they are told not to come in for a specific shift for any reason.

9: If an employee is late for a scheduled shift more than 60 minutes, and they do not follow proper call-in procedures (if they do not text all of our employees AND call one employee to let them know they are running late) that employee will be considered a “no call no show” and may be subject to disciplinary action.

10: If an employee has even one “no call no show” (which is defined in several of the policies above and below) they are subject to disciplinary action up to and including termination.

11: If you call in sick for three days that you are scheduled in a row, for a medical illness (or for the medical illness of a dependent) you will be required to give a doctor’s note to Tyler or Zach within one week from the start of your illness or the illness of the person dependent on you (such as a child) . Exceptions to this policy will only be made by the owner and the manager on a discretionary basis for very rare cases, and these exceptions should not be expected. Failure to provide a doctor’s note explaining your illness can result in disciplinary action up to and including termination.

12: The manager and/or owner (at their discretion, even outside of the policies listed above and below) may request a doctor’s note to explain why an employee called in on any occasion. This action may be taken by an owner or a manager for any reason at any time. In most cases, this action will only be taken if the manager and/or owner see an abuse of the call-in system (for example, if someone calls in more than six days in a month) or if the manager and/or owner have strong evidence that an employee is lying about their sickness. Failure to provide a doctor’s note explaining your illness can result in disciplinary action up to and including termination.

13: Leaving your scheduled shift early is not permitted. Owner or management approval is required to leave before your shift is over. If the owner and/or manager are not present approval of the two longest-tenured employees working on the same day is required to leave early. If you leave early without approval, this will be considered a “no call no show” and will be subject to disciplinary action up to and including termination.

14: The employees that are working on a day that someone calls in sick or leaves early without authorization are to keep track of each employee that calls in sick on a day they are scheduled. This is called a “Call-In Log” and it will be kept in the same cabinet as our “repair outs” on the right -hand side.

15: If the owner and/or manager notices employees abusing the “call-in policy” by calling in excessively, structuring call-in days (calling in every Saturday for example), or abusing the call-in policy in any way, the owner or manager may give a “coaching” to the employee that is abusing our call-in policy. We need our employees to be reliable. If the employee continues to abuse the call-in policy and the employee does not improve in reliability that employee is subject to disciplinary action up to and including termination.
 
 
Store Keys:
 
1: Employees need to bring their keys to work every day. If you do not bring your keys to work, you may be asked to clock out and get your keys before coming back to work. You may also be asked to go home and stay home for the day as a punishment for not being prepared for work.
 
2: If an employee loses their key to the front door, the employee will be responsible for the cost of replacing the locks and keys of all of the employees at The Cell Phone Guy. This will be taken out of the employee’s paycheck.
 
3: If an employee loses any keys to any drawers inside of the store, the employee will have $30 taken out of their paycheck to cover the cost of replacing any keys that were lost.
 
4: If an employee quits or is terminated they are required to give their keys back immediately. If tough circumstances arise and they are unable to give their keys back immediately, that employee will not receive their paycheck until the keys are received. If the keys are not received within 7 days of termination, $100 will be taken out of the employee’s paycheck to cover any and all cost of rekeying any locks or replacing any keys.
 
5:  Employees are not allowed to make copies of any keys without management approval.
 
Three Person Minimum:
 
Staffing is a crucial part of running a business. We need to ensure we have enough employees working on the floor to service customers at all times. The Cell Phone Guy requires 3 people working on the floor at all times. This means that if someone is already on lunch and there are only three workers on the clock working, any workers would need to wait to take their lunch until there were 4 workers on the clock (and lunches would need to be taken one person at a time). This is subject to management discretion.
 
Lunch, Paid Breaks, and Food:
 
1: One five minute break is allowed per employee for every 4 hours worked in a given day. This is time that can be used for taking care of any personal business. So an employee that works a 3 hour and 59 minute shift will not be given any paid breaks. If an employee works 4 hours they will be given one 5 minute break, and if an employee works 8 hours they will be given two 5 minute breaks.
 
2: Lunch is to be taken in the back room. If you are on lunch you should eat lunch and spend lunchtime in the back room or outside of the work premises.
 
3: We require all employees to take a lunch on each shift 6 hours or longer unless an exception is approved by management.
 
4: All lunches taken are to be a minimum of 50 minutes unless approved by management. This means that if you clock out at 12:00 PM for lunch, you cannot clock back in for work until at least 12:50 PM. If you clock in from lunch prior to your allowed clock in time, you will not be paid for that time. This helps to keep our employee hours under control and helps us to avoid overtime. Some older employees are given the privilege to take 30 minute lunches, and this is done as a reward for employees who have earned that right. (we typically allow them to get off early one day or work one less day as well). This right is given on a case by case basis and only given by management and owner approval.
 
5: All lunch breaks taken are unpaid. We offer one paid break of five minutes per every four hour shift. With that being said, an employee will be allowed two five minute breaks for an eight hour shift. Employees are to clock out for these breaks, but your time will be adjusted and an employee will be paid for their allotted breaks. If you take more than a five minute break, you will only be paid for that five minute break.
 
For example: Let’s say your five hours into your shift. At that point, you would have earned a five minute break. If you clock out to go take a five minute paid break, and you take seven minutes on that break, you will only be paid for five minutes. The other two minutes will not be paid.
 
Eating and Drinking in Work Spaces:
 
Any drinks used in our regular work area (any place outside of the backroom) should have a lid. Plastic bottles with caps are acceptable. This is important because open cups have a risk of being spilled on our electronic devices or other customer devices. Employees are not to eat regular meals in our regular work area. It is acceptable to eat light snacks (such as bananas, cookies, chips, granola bar, etc.).
 
If an employee disregards these rules and has an open container, and spills it on a customer’s property or Cell Phone Guy property, that employee will be responsible to pay for all damages caused to that item. This will be taken out of the employee’s next paycheck.
Dress Code:
 
We like to have a fun environment while keeping things professional. Polos, button up shirts, jeans, slacks, khakis, dresses, and skirts are all acceptable attire for work. Dresses and skirts should not go above the finger length of the employee (if they were to put their hands down) and jeans should not have large holes in them. If something is in question please get management approval. Polos may have small logos as long as they are work appropriate. Women may wear regular shirts with sleeves, as long as they are work appropriate. We believe common sense should rule the day with what you wear. A manager may send you home if you come to work dressed inappropriately. It is also important to be in dress code when you walk into work. This means we want our employees to be dress code compliant before you walk in the door to work. This gives us a more professional image as a business, that we come in the door looking professional and that we also leave our store looking professional. Employees are not given employee uniforms and are expected to come to work looking professional and in dress code every day.
 
Traditional shoes and backed sandals are appropriate to wear to work. We would like our employees to look professional, so seek management approval if anything is in question. You can be sent home if you come to work out of dress code.
 
Proper Hygiene:

Employees should also consider proper hygiene when coming to work. It is important that employees wash their clothes on a regular basis and do not wear the same clothes to work every day without first washing them. It is also important for employees to practice proper hygiene by wearing deodorant, and also employees should keep a professional smell at the workplace. This means that employees should not smell like smoke when they come into work or when they come in from breaks. Employees should regularly bathe to ensure we don’t just look professional but that we also smell professional. Using too much cologne or too much perfume can also be a big distraction, so we would also encourage our employees to keep cologne and perfume to a minimum when coming to work. Please do not leave deodorant at your workstation.
 
Cell Phone Policy:
 
At Cell Phone Guy, we understand that things happen. There are certain circumstances where using your cell phone on company times is acceptable, and there are certain circumstances where using your cell phone on company time is not acceptable. Proper use of your cell phones during work hours will be monitored closely. Below are some general guidelines we expect all employees to follow regarding personal cell phone usage on the clock:
 
Unacceptable Use of Personal Cell Phones:
 
1: Employees are not to speak on their phones within earshot of other co-workers’ working space during working hours.
 
2: Employees are not to play games on the cell phone during working hours (unless on a break or on lunch).
 
3: Employees are not to use their phones for any reason while driving a company vehicle including texting, calling, or playing on your phone in any way.
 
4: Employees are not to use their cell phone’s camera or microphone to record confidential information.
 
5: Employees are not to use their personal cell phone or other company technology to download obscene, inappropriate, or illegal material.
 
Acceptable Use of a Personal Cell Phone at Work:
 
Please use proper etiquette when using your cell phone.
 
If an employee is abusing the use of their cell phone during company time, we may ban that employee from using their cell phone on company time, or that employee may face disciplinary action up to and including termination.
 
Personal Visits:
 
We understand that there are times where an employee may need someone to personally visit them at work. There are some reasons where this could be acceptable such as:
 
1: A friend or relative is dropping off car keys or work keys.
 
2: A friend or relative is dropping off lunch for your lunch break.
 
3: A friend or relative is dropping off your wallet you left at home.
 
Outside of short important matters, it is important to keep personal visits to a minimum. Personal visits can drain company time and it can slow productivity.
 
If a personal visit from a friend or relative will take more than a minute or two we would encourage all employees to use one of their five minute breaks to have that personal visit outside or behind the building.
 
Drugs and Drinking Alcohol:
 
1: Drinking Alcohol is not permitted at any time on the premises of The Cell Phone Guy, as well as taking any illegal drugs.
 
2: Drinking alcohol is not permitted when an employee is driving the company vehicle and is also not permitted when an employee is using their own vehicle for company business.
 
3: It is not acceptable to come into work drunk or high.
 
Use of Company Vehicle:
 
1: If an employee is driving the Cell Phone Guy company vehicle, that employee is responsible for any tickets they get while driving the company vehicle.
 
2: If an employee has an at-fault accident with the company vehicle they are responsible to pay the insurance deductible for the company vehicle to help pay for any damages caused by the accident.
 
3: Employees will be reimbursed in full when an employee spends their own personal money to add gas to the company vehicle. Employees will not be reimbursed for gas when they choose to use their own personal vehicle to do work errands or other things for the company, as they can use the company vehicle for company errands at no cost to the employee.
 
Time Off Requests:
 
1: Time off requests are to be sent to Zachary Rohman at zachrohman@gmail.com. Please send any time off requests as soon as possible. Please use the subject line “time off request” in the email you send so it can be tracked.
 
2: Before sending any time off requests, we would encourage you to first try to switch with any employees that are off on the day that you are trying to get off. This will help make less work for management and would be greatly appreciated.
 
3: Time off requests are approved or denied based off of business needs. We cannot guarantee any days off but we will try our best to accommodate the needs of our employees.
 
4: Please get management approval for any vacations before making plans, booking vacations, or paying for plane tickets for a get-away.
 
Non-Compete Agreement
 
We expect all of our employees to sign a non-compete agreement. The agreement states that we will not use our tech skills outside of work for profit. If your friends and family need a repair done, we would encourage you to spread the word about our business and bring them in to the store where they can get a discount for their repair!
 
Employee Discounts:
 
Employee discounts are handled on a case by case basis. We will only give an employee discount to an employee’s specific phone, or a phone that an employee is purchasing for their own use. This is handled on a case by case basis and each case must be brought to Tyler. Employee discounts are not guaranteed and are given on a discretionary basis.
 
Employee Layaway:
 
We offer employee layaway to all of our Cell Phone Guy employees. As employees we see many nice devices that come into the store. An employee may want to buy a device they see come into the store, but they might not have all the cash right away. An employee can put money down on a device and make payments on the device. The device would stay in the store and in our inventory until it is fully paid off. This device would be reserved meaning no customer would have the ability to buy it while it is on layaway. It takes a minimum of $50 to reserve an item and at least $50 would need to be paid each month to keep the item on layaway. If an employee is unable to make payments for an item on layaway the employee will be given what they have paid for the item thus far in store credit to be used towards other items and that item will go back for sale. That employee will be unable to put items on layaway in the future.
 
In-House Financing:
 
We also give our employees the ability to do in-house financing. Each employee can in-house finance one device or repair under $100 at no interest. This means that they can bring the device with them outside of the store and use it while they are making monthly payments. Payments can be taken out of the employee’s paycheck on a bi-weekly or monthly basis until the device is fully paid off. Device would need to be paid off within 3 months, and the total retail price would be divided up into three monthly payments. No devices can be financed via in house financing for more than three months.
 
Friends and Family Discounts:
 
The Cell Phone Guy offers discounts for friends and family of employees. The Cell Phone Guy will discount repairs for up to 10 friends and family per employee per month.
 
For iPhone repairs, we charge $50 for labor plus the cost of the part (cost on mengtor plus $5 shipping) for all friends and family of employees. We also throw in a free 99 day warranty for all friends and family! An example of that would be with the iPhone 5s. If an OEM screen costs $20 (after mengtor shipping), you are looking at a total cost of $70 for that screen repair (before tax). An iPhone 5S screen repair with UBreakiFix costs $90. So this gives our customers a savings from our prices and also from our competitors. Normally a 99 day warranty would cost $14 for that repair, but we throw it in free of charge for all repairs for friends and family. This is a great deal for all friends and family of employees. If someone gets two repairs to the same phone done and the secondary part in an iPhone needs to be replaced like a battery, home button, etc. we will charge $35 labor plus the part cost (determined by mengtor price+$5 shipping).
 
So for an iPhone 5s, if a customer needed a screen replacement and a home button replacement, we would charge $50 labor for the screen replacement and $35 labor for the home button. The screen replacement would be an estimate of $20 and the home button should only cost $1. The total repair cost would be $106 plus tax for a home button and screen replacement. Typically this repair would cost $170.
 
Samsung Galaxy S6, S6 Edge, S7, S7 Edge, S8, S8 Plus, Galaxy Note 2, Note 4, and Note 5 repairs are much more difficult repairs. For that reason, we charge $80 for labor plus the cost of the part for all friends and family of employees for these repairs. We also throw in a free 99 day warranty for all friends and family! If someone gets two repairs to the same phone done and the secondary part in an iPhone needs to be replaced like a battery, home button, etc. we will charge $40 labor plus the part cost.
 
All other Samsung and LG phones we charge $60 for labor and the part cost (from mengtor) for all friends and family of employees. We also throw in a free 99 day warranty for all friends and family! If someone gets two repairs to the same phone done and the secondary part in an iPhone needs to be replaced like a battery, home button, etc. we will charge $40 labor plus the part cost.
 
Any Microsoft Surface Tablets will be handled in a case by case basis, as well as other tablets.
 
All friends and family will pay any repair fees or device fees that are normally charged for repairs or new devices.
 
Phone Purchases:
 
If friends and family want to purchase a phone, you can give all friends and family a 10% discount on any device they want to purchase. We are also willing to price match our competitors, but we will not price match our competitors and give a 10% discount. Any other discounts should not be expected, and will only be given on a discretionary basis from management. One last note regarding friends and family repairs: Employees are not allowed to take “gifts” from customers or “tips”. This includes customers that are friends and family. This means that if a customer is charged a total of $75 after tax for their repair, it is not okay to give the customer money under the table or get paid “tips” under the table.
 
Vacation Policy:
 
We want to reward employees who stick around with our business, and we believe every employee needs time off. With that being said, we do offer paid vacation for all of our employees who are full-time or part-time (as long as the part-time employee works over 25 hours per week). Vacation time applies to full-time employees as follows:
 
Less than 1   year of service- no vacation time given.
 
1-2 years of service- 1 week of vacation time per year given per year (35 hours of vacation)
 
2+ years of service- 2 weeks of vacation time given per year (70 hours of vacation)
 
Part-time employees who average 25+ hours will receive the following vacation time:
 
0-1   year of service- no vacation time
 
1-2 years of service- a prorated amount. The prorated amount of vacation given is based on average hours worked (determined by Tyler. This would typically be the typical hours worked on our set schedule).
For example, if an employee works 30 hours on average per week, that is 85% of the normal hours of a 35 hour full-time employee. So a part-time employee that works 30 hours per week will get 85% of 40 hours, or 34 hours.
 
2+ years of service- A prorated amount. The prorated amount of vacation given is based on average hours worked (determined by Tyler. This would typically be the typical hours worked on our set schedule).
 
For example, if an employee works 30 hours on average per week, that is 85% of the normal hours of a 35 hours full-time employee. So a part-time employee that works 30 hours per week, and has been employed at the cell phone guy for two years, will get 85% of what a full-time employee would get for vacation time (with two years of service). This means that they will get 85% of 70 hours, which would equal 59.5 hours.
 
Employees that work an average of 25 hours or less per week do not receive any vacation benefits.
 
More Details on Vacation Time:
 
All vacation time is given and usable immediately following each year of service for that employee. For example, A full-time employee who was hired June 1st 2016 will be given one week of vacation to be used at any time starting June 1st 2017. If this same employee wanted to use vacation May 20th of 2017, they would have not yet met their one year of service, and they would not get paid for any vacation they choose to take at that time frame.
 
Unused Vacation Time:
 
Employees can only have a maximum of three weeks vacation time at any given time. This means that if you are about to accrue a fourth or a fifth week of vacation time, you must use your vacation time before that accrual day or you will lose it. For example: If a full-time employee completed one year of service they would be awarded one week of vacation time. If they chose not to use that vacation time, upon their second year of service for The Cell Phone Guy, they would be awarded two more weeks of vacation. After two years of service that employee would have a total of three weeks vacation. This employee in this case has reached the vacation accrual limit. They will not earn any more vacation until they use their vacation. If they are set to earn two more weeks of vacation (and they already have three weeks of vacation earned), they will have to use two weeks of vacation before they can earn their next two weeks of vacation. So it is a good thing to use your vacation once you reach your vacation accrual limit, otherwise you may lose vacation! (and not get paid for it!)
 
Being Paid Out Vacation Time
 
No employees will be paid out any vacation in any way at any time.
 
Vacation Time Upon Termination or Resignation:
 
No employee will be paid out any vacation time upon termination or resignation. If an employee tries to use vacation and then quits right after vacation, their day of termination/resignation will be the last day they worked, and they will not get paid for the vacation days they used for that period:
 
For example:
 
July 1st-14th an employee goes on vacation. That employee quits July 14th. That employee will not get paid for the vacation they used, but their last day of work will be considered their final work day.
 
$50 Store Credit Bonus:
We are no longer offering any store credit bonus for our employees for being on time to work. Being on time to work is expected and not being on time to work could hurt your chances for future raises, promotions, and could lead to disciplinary action up to and including termination.
 
Foul Language:
The Cell Phone Guy wants to stand out as a small business by giving customers a welcoming environment. We do not want to offend our customers. For that reason, foul language is not to be used by any employee with any customer. If a customer is in the store no foul language should be used.
 
Talking Bad About Our Competition:
It is not okay for any of our employees to talk badly about our competition. It is one thing to differentiate ourselves from our competition (for example, saying that we sell oem parts, or that we re-house a phone when our competition doesn’t) but it is not okay to tell our customers that our competition does terrible repairs, or that our competition is incompetent. We do not want to slander our competition. This looks extremely unprofessional and gives us a bad reputation in town.
 
Employee Environment:
 
When customers are not in the store, we still want to promote a family environment in the workplace. This is why it is important to make everyone who is working feel welcome. For this reason, sexual jokes are not to be used in the workplace as they can make people feel uncomfortable. Harassing other employees will also not be tolerated, and this includes downplaying or talking down to another employee based on their gender, ethnicity, or race.
Harassment:
 
We do not accept any type of harassment of any kind. We do not tolerate any harassment based on an employee’s gender, ethnicity, religion, the way they look, or their political beliefs. We also do not accept any type of harassment against customers. We also do not accept any form of harassment based on someone’s gender. We also do not accept any form of sexual harassment. Harassment of any form will be subject to disciplinary action up to and including termination.
 
Physical and Verbal Fighting:
 
Physical or verbal fighting with other employees will not be tolerated in any form. If fighting in any form is done in our store with customers or employees the employees involved may be subject to disciplinary action up to and including termination.
 
Training Material:
 
Cell Phone Guy training material must be kept on The Cell Phone Guy premises at all times. It is not to be copied, taken home, shared, or distributed with any non-employees at any given time.
 
Coaching:
 
At The Cell Phone Guy, we want to give our employees room to grow and thrive. One way we help support our employees is through coaching sessions. These are held at various times throughout the month. Coaching sessions are used to encourage you for all of your hard work, and coaching sessions are also used to give you ways to grow and improve.
 
If you break any Cell Phone Guy policy, show an uncoachable attitude, show a lack of care or disrespect for your co-workers, or if you have any other issues management or the owner identifies, you will be “coached” for these issues and these coachings will typically be documented (based on circumstances). While we do typically coach our employees and given them room to grow, in certain circumstances you may be terminated for breaking any of Cell Phone Guy’s policies without warning. If you are coached for certain issues and you continue to have those issues, you may also be terminated.
Quitting:
If someone quits or resigns from The Cell Phone Guy, we require a letter of resignation to be written and signed by the employee showing that they quit The Cell Phone Guy.
 
Subject to Change:
 
This entire Cell Phone Guy Policy document is subject to change at any time. If the policy changes, our employees are still required to abide by our policy and know our policy at all times. Our policy can be found at https://www.cell-phone-guy.com/cpg/cell-phone-guy-policy/ and any time our policy is updated, we will update our policy on that webpage. These terms can also be found on google chrome on most of our work computers (typically in the “other bookmarks” section on the very top right of google chrome). If your having problems finding the policy, please let us know right away.
 
If an employee is subject to termination based on the breaking of this policy, the manager or owner may make an exception based on many factors, and keeping an employee that has broken policy on staff is within the ability of a manager or owner to do. If an employee has broken policy and earned termination, we may choose to give an employee a second chance based on their work ethic, punctuality, strong work performance, etc. An employee should never “expect” an exception to be made simply because an exception was made for another employee. Several factors play into exceptions made and “second chances given to employees, and The Cell Phone Guy is not required to give second chances to everyone.
 
Last Paycheck:

If an employee quits or is terminated their last paycheck will be mailed to them at the address we have on file. If that employee (or terminated employee) would like their check mailed to them at a new address, they should notify us as soon as possible. If we are not notified of a new address before we mail the check, we will deduct any fees we are charged for stopping the check from that employee’s (terminated employee’s) paycheck. If an employee does not give The Cell Phone Guy two weeks notice upon resignation, or if an employee is terminated with cause (any employee caused issue, determined by the owner), that employee’s last paycheck will be paid out at minimum wage and that employee will forfeit any commission owed at the time of resignation. If an employee is fired with cause (for stealing, not being coachable, etc.) that employee’s last paycheck will be paid out at minimum wage, and they will forfeit any commission that they were owed at the time of firing.
 
I, _________________, have read the Cell Phone Guy policy and I have gone over the policy with a manager. I understand that I as an employee am required to follow this policy and if I do not follow company policy I may be subject to disciplinary action up to and including termination. I understand that this document is subject to change and can be viewed online at https://www.cell-phone-guy.com/cpg/cell-phone-guy-policy/ at any time and I am subject to the terms of this policy even if they change.
 
Employee Signature: ___________________________________________________________
 
Manager Signature: ____________________________________________________________
 
Date Signed: _________________________________________________________________