Policy and Procedures

This policy outlines the procedures and guidelines that all employees of Repairful Appliance, LLC in the appliance business must adhere to in order to ensure a consistent and efficient workflow, maintain a high level of customer service, and comply with applicable laws and regulations.

1. Scope:

I. Applicability:
A. The Code of Conduct, policies, and procedures outlined in this document apply to all employees, contractors, consultants, and representatives of Repairful Appliance, LLC.
B. The scope includes all business activities, operations, and interactions conducted by employees, whether on-site, off-site, online, or offline.
II. Business Relationships:
A. The Code of Conduct extends to relationships with customers, suppliers, partners, competitors, and any other stakeholders the company engages with.
B. It encompasses interactions during business meetings, negotiations, trade shows, conferences, and other professional events.
III. Virtual and Online Conduct:
A. The Code of Conduct applies to online activities, including communication on company platforms, social media, emails, and other digital channels.
B. Employees are expected to maintain professionalism, respect, and compliance with company policies in all virtual interactions.
IV. Ethical Business Conduct:
A. The scope includes adherence to ethical principles in all business dealings, such as fair competition, anti-corruption, and anti-bribery practices.
B. Employees are expected to uphold the company’s values and ethics in decision-making and actions, promoting a culture of integrity.
V. Legal Compliance:
A. The Code of Conduct encompasses compliance with all applicable laws, regulations, and legal requirements relevant to the company’s operations and industry.
B. Employees must stay informed about changes in laws and regulations that impact their roles and responsibilities.
VI. Collaborative Environment:
A. The scope emphasizes fostering a collaborative and inclusive work environment that values diversity, equity, and inclusion.
B. All employees are expected to contribute to a positive workplace culture by treating each other with respect, understanding, and teamwork.
VII. Customer-Centric Approach:
A. The Code of Conduct underscores a customer-centric approach, where employees prioritize meeting customer needs, delivering excellent service, and ensuring customer satisfaction.
B. It encourages employees to act in the best interests of customers, maintaining the company’s reputation and brand integrity.
VIII. Compliance and Consequences:
A. Failure to comply with the Code of Conduct and its outlined scope may result in disciplinary action, including verbal or written warnings, suspension, termination, or legal action, depending on the severity and recurrence of the violation.

This scope section defines the applicability and reach of the Code of Conduct, setting clear expectations for conduct and behavior
across various business interactions and contexts at Repairful Appliance, LLC.

6. Service and Installation Procedures:

I. Safety Precautions:
A. Prioritize safety during installation and service, following safety protocols to prevent accidents or injuries.
B. Use appropriate safety equipment and follow established safety guidelines for handling appliances.
II. Cleaning Area:
A. Clean the installation or service area before and after work to ensure it is tidy, presentable, and free of any debris or hazards.
B. Dispose of waste materials and packaging in designated containers and follow company waste disposal guidelines.
III. Avoiding Damage:
A. Exercise caution to avoid damaging any property, structures, or components while performing installations or services.
B. Handle appliances and equipment carefully, taking necessary precautions to prevent scratches, dents, or other damage during handling.
IV. Documentation of Damage:
A. Take clear photos of any pre-existing damage to the area or appliances before beginning any work.
B. Document the condition of the appliance, surrounding area, and relevant components in detail to maintain an accurate record.
V. Notifying About Potential Damage:
A. If potential damage is noticed during the installation or service, promptly notify the appropriate supervisor or relevant department for further assessment and action.
B. Document the potential damage with clear photos and descriptions to aid in the evaluation and decision-making process.
VI. Water Valve Handling:
A. Do not touch water valves that display signs of wear and tear or are leaking water during the installation or service.
B. Immediately report the condition to the relevant authority and follow established protocols for addressing such issues.
VII. Compliance with Standards:
A. Adhere strictly to manufacturer guidelines and industry standards for installation and service, ensuring product safety and efficiency.
B. Comply with all local building codes, regulations, and safety standards related to appliance installations.
VIII. Customer Communication:
A. Clearly communicate any limitations regarding water valve handling or potential damage to the customer, ensuring transparency and trust in the service provided.
B. Offer recommendations and solutions to address any issues found, keeping the customer informed and involved in the decision-making process.

Employees are expected to strictly adhere to these installation and service procedures to maintain a safe work environment, prevent damage, and provide high-quality services at Repairful Appliance, LLC.

7. Data Privacy and Confidentiality:

I. Data Handling and Protection:
A. Employees must handle all company, customer, and third-party data with the utmost care and respect for privacy and confidentiality.
B. Only access and use data necessary for performing job responsibilities, and ensure proper authorization before accessing sensitive or confidential information.
II. Confidential Information Definition:
A. Define what constitutes confidential information within the organization, including customer data, trade secrets, financial information, business plans, proprietary technology, and any non-public information.
B. Clearly articulate the importance of safeguarding this information to protect the company’s interests and maintain trust with stakeholders.
III. Data Access Controls:
A. Implement access controls and permissions to ensure that only authorized individuals have access to specific types of data.
B. Regularly review and update access rights based on job roles, responsibilities, and changes in personnel.
IV. Data Transmission and Storage:
A. Emphasize secure methods for transmitting and storing data, both within the organization and when dealing with external partners or customers.
B. Encourage the use of encrypted channels for sensitive data transmission and secure storage systems with access controls.
V. Third-Party Data Handling:
A. Provide guidelines on handling third-party data, stressing the importance of complying with data privacy agreements, contracts, and legal obligations when sharing or receiving data from external entities.
B. Verify the credibility and data privacy practices of third parties before sharing any data with them.
VI. Data Breach Reporting:
A. Outline a clear and expedient process for reporting any suspected or confirmed data breaches or security incidents.
B. Employees should know whom to contact and what steps to follow to minimize the impact of a breach and mitigate further risks.
VII. Compliance with Data Privacy Laws:
A. Emphasize adherence to relevant data privacy laws and regulations, such as GDPR, HIPAA, or CCPA, depending on the company’s location and industry.
B. Provide resources or training to ensure employees understand the legal implications and requirements of data privacy laws.
VIII. Data Privacy Training:
A. Conduct regular training sessions on data privacy, including best practices, security measures, and potential risks associated with mishandling data.
B. Ensure that employees are well-informed about their responsibilities regarding data privacy and confidentiality.
IX. Disciplinary Actions for Violations:
A. Clearly state the consequences of violating data privacy and confidentiality policies, which may include isciplinary actions such as warnings, suspension, termination, or legal action, depending on the severity and recurrence of the violation.

Employees must strictly adhere to these data privacy and confidentiality guidelines to protect sensitive information and uphold the
trust and integrity of Repairful Appliance LLC.

8. Compliance with Laws and Regulations:

I. Awareness of Laws and Regulations:
A. Ensure employees are informed about the laws, regulations, and standards relevant to the industry in which the company operates.
B. Provide access to legal resources, guidelines, and training sessions to enhance awareness and understanding of compliance requirements.
II. Adherence to Industry-Specific Regulations:
A. Highlight industry-specific regulations that directly impact the company’s operations and ensure employees understand their responsibilities in complying with these regulations.
B. Establish a system for staying updated on changes to industry-specific laws and promptly communicate updates to relevant departments.
III. Ethical Conduct in Compliance:
A. Reinforce the importance of not only adhering to laws and regulations but also conducting business ethically and with integrity.
B. Encourage employees to seek guidance when faced with ethical dilemmas or situations that may not be covered explicitly by existing laws or policies.
IV. Reporting Compliance Concerns:
A. Establish a mechanism for employees to report suspected violations of laws, regulations, or company policies.
B. Ensure protection against retaliation for reporting in good faith and emphasize the company’s commitment to investigating and addressing reported concerns.
V. Training and Education:
A. Conduct regular training programs focused on compliance with laws, regulations, and company policies.
B. Tailor training to address specific roles within the organization and highlight the importance of compliance in day-to-day operations.
VI. Legal Review and Approval:
A. Emphasize the need for legal review and approval of contracts, agreements, and other legal documents before entering into any commitments on behalf of the company.
B. Make clear that non-compliance with this requirement may lead to legal and financial liabilities for both the employee and the company.
VII. g. Monitoring and Auditing:
A. Conduct periodic internal audits to ensure compliance with laws, regulations, and company policies.
B. Establish mechanisms to monitor ongoing compliance, address identified gaps, and improve processes to mitigate risks.
VIII. h. Consequences of Non-Compliance:
A. Clearly outline the consequences of non-compliance with laws, regulations, or company policies, which may include disciplinary action, legal penalties, fines, suspension, or termination based on the severity and recurrence of the violation.

Employees are expected to uphold a high standard of compliance with laws and regulations, promoting a culture of legality, ethics, and integrity within Repairful Appliance, LLC.

9. Communication and Reporting:

I. Open and Transparent Communication:
A. Encourage open communication at all levels of the organization, promoting a culture of transparency, honesty, and respect.
B. Provide platforms and channels for employees to express their ideas, concerns, and feedback without fear of retaliation.
II. Effective Communication Practices:
A. Educate employees on effective communication practices, including active listening, clarity, conciseness, and appropriate tone, both internally and when engaging with customers or stakeholders.
B. Emphasize the importance of understanding the audience and tailoring communication to suit their needs and preferences.
III. Timely Communication:
A. Stress the significance of timely communication, ensuring that important information is shared promptly to avoid delays or misunderstandings.
B. Set guidelines for responding to emails, messages, and inquiries within a reasonable timeframe, aligning with company standards.
IV. Formal and Informal Reporting Channels:
A. Establish formal reporting channels for reporting concerns related to ethics, compliance, workplace misconduct, discrimination, harassment, or any other violations of policies or laws.
B. Encourage the use of informal channels as well, ensuring that employees feel comfortable reporting issues to supervisors, HR, or higher management.
V. Anonymous Reporting:
A. Offer a mechanism for anonymous reporting of concerns, enabling employees to report sensitive issues without fear of retribution.
B. Assure employees that anonymous reports will be thoroughly investigated and treated with the utmost confidentiality.
VI. Feedback Mechanisms:
A. Implement regular feedback mechanisms, such as surveys, suggestion boxes, or feedback sessions, to gather insights from employees regarding their experiences, concerns, and ideas for improvement.
B. Use collected feedback to make data driven decisions and enhance organizational policies and practices.
VII. Crisis Communication:
A. Develop guidelines for crisis communication, detailing roles, responsibilities, and procedures for effective communication during crisis situations, such as natural disasters, public relations crises, or cybersecurity incidents.
B. Train relevant personnel on crisis communication strategies and ensure preparedness for potential crisis scenarios.
VIII. Handling Confidential Information:
A. Reinforce the importance of handling confidential information responsibly and avoiding unauthorized disclosure or sharing of sensitive company data or employee information.
B. Educate employees on the potential consequences of mishandling or breaching confidentiality.
IX. Consequences of Miscommunication or Non-Reporting:
A. Clearly outline the consequences of miscommunication, withholding information, or failure to report concerns or violations, which may include disciplinary action, legal consequences, or reputational damage based on the severity and recurrence of the violation.

Employees are expected to adhere to these communication and reporting guidelines to promote a culture of open dialogue,
accountability, and responsibility within Repairful Appliance, LLC.

10. Consequences of Non-Compliance:

I. Disciplinary Actions:
A. Non-compliance with company policies, procedures, or ethical standards may result in disciplinary actions, including verbal or written warnings, suspension, demotion, or termination, depending on the nature and severity of the violation.
II. Legal Consequences:
A. Violations of laws, regulations, or industry standards may lead to legal repercussions, fines, penalties, or legal actions against both the individual employee and the company.
B. Employees may be held personally liable for violations committed knowingly or negligently.
III. Financial Impact:
A. Non-compliance can result in financial losses for the company, including fines, legal fees, compensation for damages, or loss of business opportunities.
B. Employees involved in non-compliant activities may bear financial responsibility for their actions, as determined by the severity of the violation and its consequences.
IV. Reputational Damage:
A. Breach of policies, ethical standards, or legal obligations can severely damage the company’s reputation, leading to loss of trust among customers, partners, stakeholders, and the public.
B. Employees found in violation may tarnish their professional reputation and hinder future career prospects.
V. Loss of Privileges:
A. Non-compliance may result in the loss of certain privileges or benefits, such as access to sensitive information, participation in specific projects, or eligibility for promotions or bonuses.
B. The extent of privilege loss will be determined based on the severity and recurrence of the violation.
VI. Training and Education:
A. Employees found in violation may be required to undergo additional training, education, or counseling related to the specific area of non-compliance to enhance understanding and prevent future occurrences.
VII. Termination of Employment:
A. Severe or repeated non-compliance may result in immediate termination of employment, removing the individual from their position within the organization.
B. The decision for termination will be based on a thorough investigation and assessment of the violation’s impact on the company and its stakeholders.
VIII. Record of Violations:
A. Maintain a record of violations and associated consequences to track employee compliance history.
B. Consider past violations when determining appropriate consequences for new instances of non-compliance.

Employees must understand and acknowledge the potential consequences of non-compliance with company policies, laws, and regulations, as outlined in this section, to ensure compliance, ethical conduct, and a commitment to the organization’s values at Repairful Appliance, LLC.

11. Policy Review:

I. Regular Review Cycles:
A. Establish a clear schedule for reviewing company policies, procedures, and the Code of Conduct to ensure they remain up-to-date and aligned with evolving business needs, industry standards, laws, and regulations.
B. Conduct reviews at regular intervals, such as annually or biennially, or more frequently if significant changes in laws or operations occur.
II. Cross-Functional Involvement:
A. Involve representatives from various departments, including legal, human resources, compliance, and relevant business units, in the policy review process.
B. Ensure that diverse perspectives contribute to the review, addressing different operational requirements and potential risks.
III. Soliciting Feedback:
A. Encourage employees to provide feedback, suggestions, or concerns regarding existing policies and procedures through formal channels or feedback sessions.
B. Create an environment where employees feel comfortable offering input to enhance the clarity, relevance, and effectiveness of policies.
IV. Compliance Assessment:
A. Evaluate the effectiveness of existing policies in achieving their intended objectives and assess overall compliance levels within the organization.
B. Identify areas where policies may require clarification, enhancement, or additional guidance to improve compliance.
V. Legal and Regulatory Compliance:
A. Collaborate with legal and compliance teams to ensure policies are updated in compliance with the latest laws, regulations, and industry standards that pertain to the business.
B. Confirm that policies reflect any legal changes that impact the company’s operations or industry.
VI. Communication of Updates:
A. Communicate policy updates, revisions, or changes effectively to all employees, providing clear explanations of the modifications and their implications.
B. Ensure that employees confirm their understanding and acknowledge receipt of policy updates, maintaining an accessible record of such acknowledgements.
VII. Training on Policy Changes:
A. Provide training and educational resources to employees to educate them on policy changes, ensuring they understand the reasons for the updates and any alterations to their roles and responsibilities.
B. Document employee participation in policy training sessions and track their comprehension of policy changes.
VIII. Repository and Access:
A. Maintain a centralized and easily accessible repository for all updated policies, procedures, and the Code of Conduct.
B. Regularly communicate the location and accessibility of the policy repository to employees to encourage awareness and usage.
IX. Documentation of Reviews:
A. Document each policy review cycle, outlining the participants, feedback received, changes made, and the date of implementation for future reference and audit purposes.
B. Track the history of policy changes to maintain transparency and accountability in the review process.

Employees are encouraged to actively participate in the policy review process by providing valuable feedback and insights to ensure that company policies are effective, compliant, and supportive of a positive work environment at Repairful Appliance, LLC.

12. Social Media Guidelines:

I. Professional Conduct:
A. Use social media in a professional manner, both personally and when representing the company.
B. Refrain from making disparaging or defamatory comments about the company, its employees, products, or services.
C. Avoid sharing confidential company information, proprietary data, or any derogatory remarks about colleagues, customers, or competitors.
II. Brand Representation:
A. Follow the company’s branding and messaging guidelines when posting about the company or its products on social media.
B. Clearly state if personal opinions are being shared and are not representative of the company’s official stance.
III. Customer Engagement:
A. Promptly respond to customer inquiries and comments on official company social media accounts with helpful and accurate information.
B. Address negative comments or complaints privately and professionally, encouraging customers to contact customer service for resolution.
IV. Promotions and Advertisements:
A. Ensure compliance with advertising and promotion policies when posting about sales, discounts, or special offers on social media.
B. Clearly state terms and conditions, expiration dates, and any limitations associated with promotions.
V. Respect for Others:
A. Be respectful of the opinions, beliefs, and perspectives of others, refraining from engaging in offensive, discriminatory, or harmful discussions.
B. Avoid sharing content that could be considered offensive or inappropriate, as it may reflect poorly on the company.
VI. Personal Use:
A. Use personal social media accounts responsibly and avoid sharing content that could harm the company’s reputation or violate its policies.
B. Do not engage in online disputes or arguments that could negatively impact relationships with colleagues, customers, or stakeholders.
VII. Educational Initiatives:
A. Encourage employees to share informative and educational content related to the appliance industry, positioning the company as a knowledgeable and helpful resource.
B. Coordinate with the marketing or communications team to align personal efforts with the company’s social media strategy and initiatives.
VIII. Monitoring and Reporting:
A. Regularly monitor and report any misuse of social media related to the company, including inappropriate comments, fake accounts, or unauthorized postings, to the appropriate authority.

Employees are expected to adhere to these guidelines when using social media in both professional and personal capacities to
maintain a positive and consistent brand image for Repairful Appliance, LLC. Violations of these guidelines, including speaking
negatively about the company, may result in disciplinary action in accordance with the company’s policies.

13. Waste Disposal Procedures:

I. Segregation of Waste:
A. Employees must segregate waste into appropriate categories, such as general waste, recyclables (paper, plastics, metals), and hazardous waste, following designated waste disposal bins and guidelines.
II. Proper Waste Disposal Bins:
A. Dispose of waste in the designated bins placed throughout the workplace, ensuring waste is properly sorted and disposed of according to the type of waste.
III. Hazardous Waste Handling:
A. Handle hazardous waste, such as chemicals, batteries, or electronic waste, with caution and in compliance with specific disposal guidelines and regulations.
B. Report any spills, leaks, or accidents involving hazardous waste to the appropriate authority immediately.
IV. Emptying Waste Bins:
A. Empty waste bins regularly to prevent overflow and maintain cleanliness within the workplace.
B. Follow a predetermined schedule for waste collection and disposal to ensure efficiency and hygiene.
V. Reuse and Recycling:
A. Encourage employees to recycle and reuse materials whenever possible to reduce waste and promote sustainability.
B. Promote responsible consumption and the use of reusable items to minimize single-use waste.
VI. Reporting Waste Issues:
A. Report any issues related to waste disposal, overflowing bins, or improper waste segregation to the designated waste management personnel or department.
VII. Compliance and Consequences:
A. Failure to comply with the waste disposal procedures may result in disciplinary action, including verbal or written warnings, suspension, or termination, depending on the severity and recurrence of the violation.

Employees are responsible for following these waste disposal procedures to contribute to a clean, environmentally conscious workplace and ensure compliance with waste management regulations and guidelines.

14. Proper Attire Guidelines:

I. Professional Appearance:
A. Employees must maintain a neat, clean, and professional appearance while on duty.
B. Dress in a manner that reflects the professional image of the company and is appropriate for the job role.
II. Company-Provided Uniforms:
A. Wear company-provided uniforms and apparel in accordance with the provided guidelines and instructions.
B. Ensure uniforms are clean, well maintained, and worn appropriately at all times.
III. Business Casual Standards:
A. For roles where specific uniforms are not provided, adhere to business casual attire unless otherwise specified by the company.
B. Business casual attire may include collared shirts, slacks, skirts, blouses, or appropriate dresses.
IV. Footwear:
A. Wear appropriate footwear suitable for the job role and in compliance with safety guidelines.
B. Avoid wearing open-toe shoes, flip-flops, or sandals in roles that require closed-toe shoes for safety reasons.
V. Personal Hygiene:
A. Maintain good personal hygiene and grooming habits, including regular bathing, proper hair care, and trimmed nails.
B. Avoid excessive use of strong perfumes or colognes that could be disruptive to colleagues or customers.
VI. Special Events or Meetings:
A. Dress appropriately for special events, meetings, or client interactions based on the nature and formality of the occasion.
B. Seek guidance or clarification from supervisors regarding specific attire expectations for special events.
VII. Compliance and Enforcement:
A. Failure to comply with the proper attire guidelines may result in verbal warnings, written warnings, or other appropriate disciplinary actions, as per the company’s policy.
B. Repeated violations may lead to more serious disciplinary actions, up to and including termination of employment.

Employees are expected to adhere to these proper attire guidelines to maintain a professional image and contribute to a positive work environment at Repairful Appliance, LLC.

15. Parking Procedures:

I. Parking Location:
A. Employees are prohibited from parking on customers’ driveways unless explicitly permitted by the customer or circumstances necessitate it for service purposes.
B. Seek alternative parking spots nearby to minimize inconvenience to the customer and avoid blocking their driveway.
II. Reversing In:
A. All employees must park their vehicles by reversing into designated parking spaces whenever possible.
B. Reversing into a parking spot enhances safety and allows for a smoother departure when leaving the premises.
III. Respecting Customer Property:
A. Exercise caution when parking near the customer’s property to avoid any damage to their vehicles, landscape, or structures.
B. Ensure vehicles are parked at a safe distance from driveways, mailboxes, or any other property belonging to the customer.
IV. Clear and Visible Parking:
A. Park in designated parking areas or spots that are clear and visible, ensuring compliance with any parking regulations and guidelines in the area.
V. Professional Image:
A. Maintain a professional image by parking neatly and responsibly, reflecting the company’s commitment to excellence and respect for others.
VI. Emergency and Service Vehicles:
A. Allow ample space for emergency vehicles or other service vehicles to access the premises easily, ensuring the safety and well-being of everyone on-site.
VII. Compliance and Consequences:
A. Failure to comply with the parking procedures may result in verbal warnings, written warnings, or other appropriate disciplinary actions, as per the company’s policy.
B. Repeated violations may lead to more serious disciplinary actions, up to and including termination of employment.

Employees are expected to follow these parking procedures diligently, demonstrating consideration for customers, fellow employees, and the overall professional image of Repairful Appliance, LLC.

16. Driving Procedures:

I. Safe Driving Practices:
A. Adhere to all traffic laws, rules, and regulations while operating a company vehicle or driving for work-related purposes.
B. Exercise caution, drive at safe speeds, and adjust to road conditions to ensure the safety of oneself and others.
II. Maintain a Safe Distance:
A. Maintain a safe following distance from other vehicles to allow for proper reaction time in case of sudden stops or emergencies.
B. Avoid tailgating and ensure sufficient space between vehicles to enhance road safety.
III. Be Alert and Focused:
A. Stay attentive and avoid distractions while driving, such as using mobile devices, eating, or engaging in other activities that may divert attention from the road.
B. Avoid driving when feeling fatigued or under the influence of substances that could impair judgment or reflexes.
IV. Defensive Driving:
A. Practice defensive driving techniques, including anticipating potential hazards, being aware of the surroundings, and being prepared for unexpected actions by other road users.
V. Seat Belt Usage:
A. Always wear a seat belt while driving or riding in a company vehicle, irrespective of the distance travelled.
B. Encourage all passengers to also wear seat belts for their safety.
VI. Vehicle Maintenance:
A. Ensure that company vehicles are maintained regularly and in good working condition, reporting any malfunctions or issues to the appropriate authority.
B. Perform pre-trip inspections to verify the vehicle’s readiness and address any concerns before starting a journey.
VII. Adherence to Routes and Schedules:
A. Follow designated routes and schedules provided for work-related driving tasks, and inform supervisors of any deviations or delays.
B. Plan routes efficiently to minimize travel time and reduce fuel consumption wherever possible.
VIII. Emergency Procedures:
A. Familiarize yourself with emergency procedures and contacts in case of accidents, breakdowns, or other emergencies during work-related travel.
IX. Compliance and Consequences:
A. Failure to comply with the driving procedures may result in verbal warnings, written warnings, or other appropriate disciplinary actions, as per the company’s policy.
B. Repeated violations may lead to more serious disciplinary actions, up to and including termination of employment.

Employees are expected to strictly adhere to these driving procedures to prioritize safety and maintain a responsible image while driving for work purposes at Repairful Appliance, LLC.

17. Company Vehicle Procedures:

I. Usage and Authorization:
A. Company vehicles/work vans are to be used exclusively by employees for work-related activities and purposes only.
B. Employees are prohibited from lending the company vehicle/work van to any unauthorized individuals or using it for personal reasons not related to work.
II. Travel to and from Work:
A. Company vehicles/work vans are permitted for travel between home and the workplace, ensuring employees have reliable transportation for their duties.
B. Employees should use the most direct and efficient route for commuting to and from work.
III. Unauthorized Personal Use:
A. The use of company vehicles/work vans for personal errands or unauthorized activities is strictly prohibited.
B. Employees must not use company vehicles/work vans for personal transportation unless authorized for work-related purposes.
IV. Maintenance and Reporting:
A. Employees are responsible for promptly reporting any vehicle issues, damage, or accidents to the appropriate supervisor or department.
B. Routine maintenance, cleaning, and servicing of the company vehicle/work van must be carried out as instructed by the company.
V. Fueling:
A. Fuel for company vehicles/work vans will be provided by the company or through a specified reimbursement process.
B. Employees are required to use the vehicle fuel card or the approved method for refueling and are expected to record mileage and fuel consumption accurately.
VI. Compliance and Consequences:
A. Non-compliance with the company vehicle procedures may result in disciplinary action, including verbal or written warnings, suspension, or termination, depending on the severity and recurrence of the violation.
B. Any misuse or abuse of company vehicles may result in financial liability for damages or unauthorized expenses.

Employees must adhere to these company vehicle procedures to ensure the safe, efficient, and appropriate use of company-provided transportation at all times.

18. Hours Worked Procedures:

I. Purpose:
A. This policy defines the guidelines for recording and managing employees’ hours worked, including the start time and end time of their workdays.

II. Scope:
A. This policy applies to all employees of Repairful Appliance, LLC.

III. Work Hours and Schedules:
A. Regular Work Hours:
Employees are expected to adhere to the standard work hours as outlined in their employment contract or agreement.
Standard work hours are typically [specify hours, e.g., 8:00 AM to 5:00 PM], with a designated break period.
B. Overtime:
Overtime work may be required based on business needs and should be pre-approved by the employee’s supervisor or department head.

IV. Recording Hours Worked:
A. Clocking In/Out:
Employees must accurately record their start time and end time for each workday using [time tracking system/software/tool provided by the company].
B. Technicians Hourly Start Pay:
Technicians will begin earning their hourly pay from the moment they enter their work/company vehicle and start traveling to their first job of the day or to refuel based on verified driving distance from their home, to their first job. Please note, pay does not commence for personal activities, such as getting breakfast or attending to other personal matters, prior to beginning work-related travel.
C. Technicians Drive Time at the End of the Day:
When clocking out at the end of the day, the initial 35 minutes of the technician driving home, based on verified driving distance from their last job to their home, are not paid. If the technician’s drive time exceeds this 35-minute period to reach their home, their hourly pay will start from the time they exceed the initial 35-minute drive time.
D. Lunch and Breaks:
Employees are required to record the start and end times of any breaks taken during the workday.
Lunch breaks are typically [duration, e.g., 30 minutes to 1 hour] and should be recorded accordingly.
E. Mandatory Break:
Employees are required to take a 30-minute break after working for more than 4 hours. This break is unpaid and intended to provide rest during the workday.
Employees must ensure they adhere to this break requirement for health, safety, and compliance reasons.

V. Start Time and Punctuality:
A. Punctuality:
Employees are expected to report to work on time and ready to begin their duties at the designated start time.
Consistent tardiness or late arrivals may be subject to disciplinary action.
B. Notification of Absence or Lateness:
Employees must provide a minimum of 48 hours’ notice to their supervisor or appropriate department contact in case of planned absence or lateness.

VI. Prohibited Activities While Clocked In:
A. It is not permissible for employees to engage in the following activities while clocked in:

• Leaving the workplace without properly clocking out.
• Going home or to any non-work-related location without notifying the supervisor and failing to report the departure.
• Being at home or any non-work location for more than 5 minutes while clocked in.
• Engaging in personal matters, including driving off for personal errands, while on the clock.

B. Consequences:

• Engaging in any of these activities will result in the immediate cessation of the clock for payment purposes.
• Repeated violations may lead to disciplinary actions, including termination of employment.

VII. Use of Designated Clock-In App:

A. App Usage for Clocking In/Out:

• All employees are required to clock in and out using the designated app provided by Repairful Appliance, LLC.
• The app must be used to record the exact start and end times of the workday, as well as any breaks as per the company’s Hours Worked Procedures.

B. Location Tracking Requirement:

• While clocked in, employees must have their location services enabled on the app at all times.
• The app utilizes GPS technology to track the location of employees during work hours to ensure compliance with work schedule and location policies.
• Employees are expected to carry their device with them during work hours to facilitate accurate location tracking.

C. Prohibited Actions:

• Employees are strictly prohibited from attempting to trick, manipulate, or modify the location tracking features of the app.
• Any form of tampering with the app’s functionality, including disabling or interfering with the GPS location tracking, is not allowed.

D. Consequences of Non-Compliance:

• Any attempts to circumvent the app’s tracking system or unauthorized modifications to the app’s settings will lead to immediate disciplinary action, up to and including termination of employment.
• Compliance with these app usage guidelines is mandatory and crucial for maintaining the integrity of the company’s timekeeping and payroll systems.

E. Privacy Considerations:

• Repairful Appliance, LLC is committed to respecting the privacy of its employees. The location tracking is solely for the purpose of verifying employee locations during work hours and ensuring compliance with work schedules.
• The company assures that location data collected through the app will be used in accordance with applicable privacy laws and company privacy policies.

VIII.Compliance and Monitoring:
A. Supervisory Review:
Supervisors will review and approve employees’ recorded hours to ensure accuracy and compliance with this policy.
B. Auditing:
Repairful Appliance, LLC reserves the right to conduct periodic audits of employee hours worked to ensure compliance with this policy.
C. Policy Review:
This policy will be reviewed periodically and updated as needed to ensure relevance and compliance with regulatory requirements.

19. Termination Procedures:

I. Reasons for Termination:
A. Termination of employment may occur for various reasons, including but not limited to violation of company policies, poor performance, breach of trust, or organizational restructuring.
B. All terminations will be conducted in compliance with applicable employment laws and regulations.
II. Review and Documentation:
A. Prior to termination, relevant supervisors and HR personnel will conduct a thorough review of the employee’s performance, behavior, and any other contributing factors.
B. Proper documentation will be maintained, including performance evaluations, disciplinary records, and any other relevant documentation.
III. Employee Notification:
A. The employee will be informed of the termination decision during a face-to-face meeting or a scheduled video conference, ensuring a clear and compassionate discussion.
B. Details regarding the reasons for termination, relevant policies, and the termination date will be communicated.
IV. Final Pay and Benefits:
A. HR will provide the employee with information about final pay, including accrued wages, unused vacation, or
other entitled benefits.
B. Coordinate the return of company property, if applicable, and discuss the process for collecting personal belongings.
C. Final pay, including accrued wages, unused vacation, or other entitled benefits, will be processed via a paper check, which will be mailed to the employee’s last known address on file.
D. The final paycheck will include any wages owed up to the termination date, calculated based on the employee’s regular pay cycle.
V. Transition and Handover:
A. Plan a smooth transition of responsibilities, projects, and tasks to other team members or employees, ensuring
minimal disruption to ongoing operations.
B. If necessary, set up an exit interview to gather feedback and insights from the departing employee to improve company processes and culture.
VI. Employee Support and Counseling:
A. Offer information about counseling services, career transition support, or assistance in finding new employment opportunities, where appropriate and available.
VII. Return of Company Property:
A. Provide clear instructions for returning any company property, keys, badges, uniforms, or other items in the employee’s possession.
B. The departing employee is required to return all company property, including but not limited to tools, equipment, electronic devices, uniforms, identification badges, and company vehicles (if applicable), on or before the last day of employment.
C. Failure to return company property may result in the company withholding the equivalent value from the employee’s final paycheck or pursuing legal action to recover the value of the property.
VIII. Confidentiality and Non-Disparagement:
A. Remind the departing employee of the company’s expectations regarding confidentiality and non-disparagement, both during and after their employment.
IX. Compliance with Laws:
A. Ensure that the termination process complies with all relevant employment laws and regulations, including the issuance of required notices and severance pay, if applicable.
X. Revoke Access and Privileges:
A. Promptly revoke the departing employee’s access to company systems, facilities, and communication channels to maintain data security and integrity.
XI. Compliance and Documentation:
A. Ensure that all termination procedures are documented accurately, including meeting minutes, termination letters, and necessary paperwork for legal and administrative purposes.

Termination is a serious matter and will be handled with utmost professionalism and compliance with all relevant laws and
regulations at Repairful Appliance, LLC.