REAL HIT MEDIA EMPLOYEE HANDBOOK


  • FOREWORD
  • DIVERSITY
    • Equal Employment Opportunity Statement
    • Anti-harassment Policy and Complaint Procedure
  • EMPLOYMENT
    • Installer Classifications and Promotions
    • Incentives
    • Discipline
    • Non-Solicitation
    • Separation of Employment
  • WORKPLACE SAFETY
    • Drug-Free Workplace
    • Drug Testing
    • Workplace Bullying
    • Safety
  • COMPENSATION
    • Performance and Salary Reviews
    • Payment of Wages
    • Time Reporting
    • Meal/Rest Periods
    • Overtime Pay
    • Employee Travel and Reimbursement
  • TIME OFF/LEAVES OF ABSENCE
    • Holiday Pay
    • Vacation and Sick Leave
    • Personal Leave of Absence
    • Bereavement Leave
    • Jury Duty
    • Voting Leave
    • Military Leave of Absence
  • BENEFITS
    • Medical and Dental Insurance
    • Workers’ Compensation Benefits

FOREWORD

Real Hit Media (the “Company”) specializes in large format graphic installations and is based out of White Plains, NY. We provide our clients with installations of wall murals, window graphics, vehicle wraps, commercial signage, and retail displays installations.

Whether you have just joined our staff or have been at Real Hit Media for a while, we are confident that you will find our Company a dynamic and rewarding place in which to work, and we look forward to a productive and successful association. We consider the employees of Real Hit Media to be one of its most valuable resources. This handbook has been written to serve as the guide for the employer/employee relationship.

There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to Shad Interligi, CEO. Neither this handbook nor any other Company document confers any contractual right, either express or implied, to remain in the Company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the Company, or you may resign for any reason at any time. No supervisor or other representative of the Company (except the president/CEO) has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above.

The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur.

The most current version of our employee handbook can be found online at www.realhitmedia.com/handbook.

This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except Real Hit Media employees and others affiliated with Real Hit Media whose knowledge of the information is required in the normal course of business.


Employee Handbook Acknowledgment and Receipt

I have received my copy of the Employee Handbook.

The employee handbook describes important information about Real Hit Media (the ”Company”), and I understand that I should consult my manager or Shad Interligi, CEO, regarding any questions not answered in the handbook. I have entered into my employment relationship with Real Hit Media voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Real Hit Media can terminate the relationship at will, with or without cause, at any time, so long as there is not violation of applicable federal or state law.

I understand and agree that, other than the president/CEO of the Company, no manager, supervisor or representative of Real Hit Media has any authority to enter into any agreement for employment other than at will; only the president/CEO of the Company has the authority to make any such agreement and then only in writing signed by the president/CEO of Real Hit Media.

This handbook and the policies and procedures contained herein supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of my employment with Real Hit Media. By distributing this handbook, the Company expressly revokes any and all previous policies and procedures that are inconsistent with those contained herein.

I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by the Company, and the Company reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify or eliminate existing policies. Only the president/CEO of Real Hit Media has the ability to adopt any revisions to the policies in this handbook.

I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at Real Hit Media is employment at will, which may be terminated at the will of either Real Hit Media or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I understand and agree that employment and compensation may be terminated with or without cause and with or without notice at any time by Real Hit Media or myself.

I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

________________________________________

Employee's Signature

________________________________________

Employee's Name (Print)

____________________

Date

TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE


DIVERSITY

Equal Employment Opportunity Statement

Real Hit Media provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran, or as otherwise required, all in accordance with applicable federal, state and local laws. Real Hit Media complies with applicable state and local laws governing nondiscrimination in employment in every location in which the Company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Real Hit Media expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status, or as otherwise required, all in accordance with applicable federal, state and local laws. Improper interference with the ability of Real Hit Media employees to perform their expected job duties is absolutely not tolerated.

Real Hit Media’s Anti-harassment Policy and Complaint Procedure

Real Hit Media is committed to a work environment in which all individuals are treated with respect and dignity.

It is the policy of Real Hit Media to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran, or as otherwise required, all in accordance with applicable federal, state and local laws. Real Hit Media prohibits any such discrimination or harassment.

Real Hit Media encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Real Hit Media to promptly and thoroughly investigate such reports. Real Hit Media prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.

Complaint Process

Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor or any member of management.

When possible, Real Hit Media encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Real Hit Media recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Real Hit Media encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become Page 5 of 14 irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.

Reporting of complaints will be done by using an online form located at: www.realhitmedia.com/complaints


EMPLOYMENT

Installer Classifications and Promotions

Real Hit Media has established the following professional levels for installers:

  • Apprentice:

    • Assisting with most applications and independently capable of handling removals.
  • Beginner:
    • Capable of Apprentice duties.
    • Capable of applying cut vinyl lettering, wall murals, and window graphics (first surface).
    • Capable of independently conducting site surveys.
  • Novice:
    • Capable of Apprentice and Beginner duties.
    • Capable of partial to full vehicle wraps with another installer.
    • Capable of handling wet applications and dimensional lettering.
    • Capable of assistance with installations at great heights (i.e. scissor and boom lifts)
  • Pro:
    • Capable of Apprentice, Beginner and Novice duties.
    • Capable of independently completing a full vehicle wrap in one day.
    • Capable of independently handling installations at great heights (i.e. scissor and boom lifts).
  • Expert:
    • Capable of Apprentice, Beginner, Novice and Pro duties.
    • Assumes the role of manager while on job sites.

An installer is expected to rise from one level to the next within a nine (9) month time period. The journey from Apprentice to Expert should take no more than three (3) years if the installer is dedicated, shows signs of improvement and a desire to advance.

To be considered for a promotion, installers must have held their current position for at least one (1) month, have a satisfactory performance record, have no disciplinary actions during the last three (3) months and, in the company’s discretion, have the attributes required for promotion. Management retains the discretion to make exceptions to the policy.

Incentives

Real Hit Media understands that many employees travel significant distances to job sites that may be small or quick jobs. Therefore, Real Hit Media offers a thirty (30) hour minimum guarantee per week for installers that arrive at their job site in a timely manner, perform adequately, and act professionally. This thirty (30) hour per week guarantee will begin after successful completion of a ninety (90) day probationary period from hire date.

Real Hit Media also understands the importance of rewarding exemplary professionalism. Therefore, Real Hit Media offers an “On Time” bonus to installers that incur zero (0) instances of tardiness within three (3) consecutive months. Said bonus is in the amount of $250.00. An installer can earn up to $1,000.00 in “On Time” bonuses within a twelve (12) month period.

Discipline

Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies, and by accepted norms of behavior. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established.

Installer timeliness, quality performance, and professional conduct are of the utmost important at Real Hit Media. As such, Real Hit Media will be documenting any instances of tardiness, installer error, misconduct or other acts that are not appropriate under the circumstances.

The following is a non-exhaustive list of instances wherein an employee is subject to discipline:

  • Installer is tardy three (3) or more times in a thirty (30) day period.
  • Installer error creates an expense for Real Hit Media, i.e. reprinted panel or if Real Hit Media needs to credit a client due to an installer’s tardiness.

The following is a non-exhaustive list of instances wherein an employee is subject to immediate termination:

  • Installer is tardy five (5) or more times in a thirty (30) day period.
  • Installer is a no-show for a job without calling his/her supervisor in advance.
  • Installer fails to act professionally on a job site.
  • Installer solicits a client or on-site contact for work, either individually or on behalf of Real Hit Media.
  • Installer fails to qualify for a promotion in over a nine (9) month period. 

[See above re: professional levels]

The following outlines Real Hit Media’s discipline process:

  • Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a written record of the discussion is placed in the employee's file for future reference.
  • Written warning: Written warnings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an employee’s personnel file. Employees should recognize the grave nature of the written warning.

Real Hit Media reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge. Employees may not receive any verbal or written warnings prior to discharge should the Company elect not to do so.

Non-Solicitation

In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, employees may not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during working time. Employees who are not on working time (e.g. those on lunch hour or breaks) may not solicit employees who are on working time for any cause or distribute literature of any kind to them. This policy also prohibits solicitations via the Company’s emails, instant messaging, text messaging, and other telephonic communication systems. Furthermore, employees may not distribute literature or printed material of any kind in working areas at any time. Non-employees are prohibited from distributing material or soliciting employees on Company premises at any time. 

Separation of Employment

Separation of employment within an organization can occur for several different reasons.

Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. Management reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs warrant such action. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given. Written resignation can be electronically sent by filing out the form located at www.realhitmedia.com/resignation.

Retirement: Employees who wish to retire are required to notify their Page 8 of 14 supervisor and Shad Interligi in writing at least one (1) month before the planned retirement date.

Job abandonment: Employees who fail to report to work or contact their supervisor for three (3) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. The supervisor shall notify the Human Resource department at the expiration of the third workday and initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire.

Termination: Employees of Real Hit Media are employed on an at-will basis, and the Company retains the right to terminate an employee at any time with or without cause or notice. 

Return of Company Propert 

The separating employee must return all Company property at the time of separation, including uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck.

Wages owed to a separating employee will be paid in accordance with state law.

Health insurance terminates the last day of the month in which employment is terminated, unless an employee requests immediate termination of benefits. Employees may be required to pay their share of the dependent health and dental premiums through the end of the month. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided. 


WORKPLACE SAFETY

Drug-Free Workplace

Work Rules

The following work rules apply to all employees:

  • Whenever employees are working, are operating any Company vehicle, are present on Company premises, or are conducting related work off-site, they are prohibited from:
    • Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
    • Being under the influence of alcohol or an illegal drug as defined in this policy.
  • The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing Company business or while in a Company facility is prohibited.
  • Real Hit Media will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to Page 9 of 14 safely and effectively perform their job duties.
  • Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.

Drug Testing

Real Hit Media may randomly test employees for compliance with its drug-free workplace policy. As used in this Policy, "random testing" means a method of selection of employees for testing, performed by an outside third party. The selection will result in an equal probability that any employee from a group of employees will be tested. Furthermore, the Company has no discretion to waive the selection of an employee selected by this random selection method.

Employees who refuse to submit to a test are subject to immediate discharge.

If an employee tests positive on an initial screening test, the employee may be temporarily suspended while the confirmation test is being conducted. On receipt of the confirmation test, the employee may be subject to disciplinary action, up to and including discharge. Discipline selected by the Company will depend upon a variety of factors, including the prior work record of the employee; the length of prior employment; the prior accident and attendance record of the employee; the circumstances which led to the testing; and the proposals by the employee to address the problem.

Workplace Bullying

All employees of Real Hit Media shall be treated with dignity and respect. Real Hit Media defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” It is necessary to communicate to all employees, including supervisors, managers and executives, that Real Hit Media will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination. 

Safety

It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client.

Each employee has the responsibility to identify and familiarize her/himself with the emergency plan for his/her working area.

It is the responsibility of the employee to complete an On-The-Job Accident and Injury Report for each safety and health infraction that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee disciplinary action, including termination.

Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow Company safety and health guidelines or engaging in conduct that places the employee, client or Company property at risk can lead to employee disciplinary action and/or termination.

Please see Real Hit Media’s Employee Safety Manual for additional information, as well as the On-The-Job Accident and Injury Report form. The manual and form can be found at: