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Employment at Will

Employment is on an at-will basis. A written contract, signed by the CEO of the company, is needed to change that status.

Equal Opportunity and Commitment to Diversity

BT Green strives to have a workplace which values diversity and allows all employees to perform successfully. The company upholds equal opportunity principles in all terms and stages of employment regarding race, color, national origin, ancestry, gender, gender identity or expression, sexual orientation, religion, age, physical or mental disability, genetic testing data, and military status. Questions should be directed to the company’s designated EEO Administrator. Complaints should be submitted through the Harassment and Complaint procedure.

Harassment and Complaint Procedure

BT Green strives to maintain a working environment that allows all employees to perform successfully, one that is free from sexual and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect to all staff and visitors. Harassment by supervisors, other management personnel, coworkers, or nonemployees who enter the workplace is not tolerated.

Complaint Procedure. If you believe you have experienced illegal discrimination, which includes harassment, or if you observe someone else who does, please notify an appropriate staff member. Your immediate supervisor or the HR Manager/EEO Administrator are available; but, if you feel more comfortable telling another member of management instead, please do. BT Green will take prompt steps to resolve the matter. Corrective actions for violations of company policy may include immediate termination. Confidentiality will be maintained to the extent possible. Retaliation for using this process will not be tolerated.

Employment of Relatives

BT Green values employee referrals of family members. Employees, however, may not report directly to a relative. Staff may not have direct or indirect decision-making authority over a relative’s job assignment, compensation, or authorized leave. Exceptions to this policy must have written permission of the CEO.

Workplace Safety Commitment

BT Green strives to create and maintain a safe working environment. Employees also have a responsibility to support occupational health and safety standards by acting in accordance with company policies and commonsense practices. Employees need to report any health or safety issues to management promptly.

BT Green prohibits all forms of workplace violence, including threats and bullying. Employees who experience such behavior from other employees or nonemployees who have entered the workplace should notify management immediately. Employees who commit such violence will be subject to disciplinary action and risk being terminated immediately. Nonemployees will be removed from the premises and/or reported to the appropriate community authorities.

To report non-emergency problems, contact your immediate supervisor or the HR Manager. If you prefer to notify another member of management, please do. If it is an emergency, seek immediate help by calling 911 to request medical services.

Job Performance

While BT Green expects employees and supervisors to communicate effectively on an ongoing basis, it conducts formal performance reviews twice a year. These reviews are an opportunity for the supervisor and employee to exchange ideas that will strengthen their working relationship, review the past period, and anticipate needs in the coming period.  The review also serves as a means of identifying professional development opportunities for the individual that will contribute to BT Green’s success. Each written review is maintained in the employee’s file.

Social Media Policy

Definition: Social media, sometimes referred to as social networking, are web or mobile based platforms, outside the company, that enable interaction among individuals in a virtual environment. It includes sharing content such as videos, photos, microblogs, blogs, and wikis. Examples of such sites are: Facebook, Linkedin, Twitter, Instagram, YouTube, Storify, Slideshare, Pinterest, and Flickr, among others.

Work time: Unless participating in these social media forums is part of one’s job responsibilities, employees should not use these platforms during working hours. The company monitors employee use of company devices and internet usage, including social media activity.

Personal time: Employees should not use company equipment to access social media sites. Use of their own devices is permitted during non-working hours. When employees use social media tools in a personal capacity, it shouldn't appear to others as though they are speaking for the company. For instance, employees should not use company e-mail addresses to establish personal social media accounts or as an identifier during participation in personal or otherwise unofficial social media activities. They should not use their job titles or company affiliation other than in biographical sections. They should include a prominent disclaimer, such as: “The views and information presented here are mine alone.” *

Proprietary Information: Company sensitive information should not be shared. This includes, but is not limited to, client lists, strategic or operational status, financial status, or legal status.

Courtesy and Respect: Employees are expected to uphold the dignity of the company, including its customers, vendors, employees, and competitors.

Legal. Employees must comply with all applicable laws, including Federal Trade Commission (FTC) guidelines, copyright, trademark, libel, and harassment laws, among others.

Note: Nothing in this policy overrides employee rights under any applicable federal, state, or local laws, including rights under the National Labor Relations Act to engage in protected concerted activities with other employees to improve or discuss terms and conditions of employment, such as wages, working conditions, and benefits.

*Modified from FDA (2015, November) Social Medial Policy, Retrieved from: https://www.fda.gov/downloads/AboutFDA/AboutThisWebsite/WebsitePolicies/UCM472486.pdf

Disciplinary Policy

The Company expects all employees to adhere to company policies, procedures, and standards. The company has the right to discipline employees for any violations of those rules and standards in a legal manner which it views as appropriate. The Company may use a progressive method to enable employees to improve; but, immediate termination is also possible, especially for dangerous infractions. The Company strives to be fair and corrective, but “just cause” per se and multiple corrective opportunities are not needed for termination. The disciplinary policy does not alter in any way the at-will status of employment.

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