Page 88 - Foltz Trucking Driver Handbook

To assure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.
Use of Mailing Systems
The use of employer-paid postage for personal correspondence is not permitted.
Video Surveillance
The Company reserves the right to install video surveillance in work areas for specific business reasons, such as security, theft protection, protection of proprietary information, etc. Employees should be aware that the Company may find it necessary to monitor work areas with video surveillance when there is a specificjob-orbusiness-relatedreasontodoso. Employeesshouldnotexpectprivacyinwork-relatedareas as a result of this policy. Employees with questions about this policy should contact their supervisor or the Human Resources Department.
Rest and Meal Periods
All full time non-exempt employees are provided with an unpaid meal period of at least 30 minutes. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all responsibilities and restrictions during meal periods and will not be compensated for that time.
Section 7: Conflicts of Interest and Outside Employment
Conflicts of Interest
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which the Company wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation.
Transactions with outside firms must be conducted within a framework established and controlled by the executive level of the Company. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit either the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive level approval.
No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However, if an employee has any influence on transactions involving purchases, contracts, or leases, it is imperative that he or she disclose to an officer of the Company as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of this Company's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is characterized as that of a "significant other".
Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which this Company does business but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving the Company.
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