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TABLE OF CONTENTS

Welcome …………………………………………………………………………………... pg. 3

Organizational Chart…………………………………………………………………….….pg. 4

Working & Compensation…………………………………………………………………..pg. 5

General Policies…………………………………………………………………………….pg. 8

Classification of Employment………………………………………………………………pg. 9

Maintaining Your Personal Records ………………………………………………………..pg.11

Standards & Expectations for the Workplace………………………………………………pg.12

Operational Policies…………………………………………………………………………pg.19

Acknowledgement…………………………………………………………………………..pg.25

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WELCOME TO

CHANNEL BROADCASTING CABLE

Channel Broadcasting Cable (CBC) has prepared this manual to provide you with an overview of CBC’s poli-cies, benefits, and rules. It is intended to familiarize you with important information about the company, as well as provide you with guidelines for your employment experience with us in an effort to foster a safe and healthy working environment. In addition, circumstances will undoubtedly require that policies, practices, and benefits described in this handbook change from time to time. Accordingly, the company reserves the right to modify, supplement, rescind, or revise any provision of this handbook as it deems necessary. No business is free from habitual problems, but it is believed that the Personnel Policies and Best Practices

contained herein will help to resolve such problems. This manual is one of the tools that CBC is using to create a positive environment that promotes genuine concern and respect for others. Please acquaint yourself with the vision, mission, and motto of CBC as it is the underlining principle that governs all the company’s interactions. CBC’s VISION  

To Provide the highest quality cable signal and internet service that is reliable and consistent along with diverse entertainment options, all built on a progressive technological platform specially developed to en-hance the pleasure and satisfaction of our customers, making CBC the #1 choice with customers.

CBC’s MISSION   

CBC’s vision is to maintain its number one position in the cable industry as the preferred cable and internet provider of choice in Belize.

CBC’s MOTTO 

Doing the Simple Things Well!

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ORGANIZATIONAL CHART

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WORKING AND COMPENSATION  

E M P L O YM E N T   O N   A N   A T ‐W I L L ‐ B A S I S  

All employees of the company, regardless of their classification or position, are employed on an at-will-basis. This means that each employee’s employment is terminable at the will of the employee or the company at any time with notice based on the Labor Laws of Belize. Furthermore, nothing contained in the policies, procedures, handbooks, manuals, job description, applica-tion for employment, or any other document of the company shall in any way create an express or implied contract of employment or an employment relationship on other than an at-will-basis unless specified by management to hire an applicant on a contractual basis.

WO R K D A Y   H O U R S   A N D   S C H E D U L I N G  

The regularly scheduled work day for CBC is Monday through Friday from 8:00 a.m. to 5:00 p.m. with a one hour lunch break. Each employee is assigned a time card sheet that they must punch in on arrival and departure from their station of work. Each employee is expected to report to work before 8:00 a.m. so that

they can be ready to work at the specified start of the work day. The Saturday staff include the technicians who work on a two-crew rotational shift and the Customer Care Officers who deal directly with the paying customers. One employee from the Finance department is required to work on Saturdays on a shift basis. The technicians work from 8:00 a.m. to 5 p.m. and the other staff work from 8:00 a.m. to 1 p.m.

R E C O R D I N G   H O U R S  WO R K E D  

All employees are to punch their time cards when they arrive and leave the office. Whenever an employee leaves the office on personal business they must punch out and punch in when they come back. The em-ployee must also get permission from their supervisor prior to leaving.  

A B S E N T E E I S M    

The Company depends on its employees to be at work at the scheduled time. Excessive absenteeism and/or tardiness will lead to disciplinary action up to and including termination. The determination of excessive absenteeism will be made at the discretion of the company. Absence from work for three consecutive days without properly notifying your supervisor will be considered a voluntary resignation. After one day absence you are required to provide documentation from your physician, to support an injury or illness related absence, and to ensure that you may safely return to work. If an employee is absent for more than one day, the employee must fill out the appropriate Social Security forms and submit it to Belize Social Security Board for compensation under the Social Security Act and also fill out the CBC Employee Leave Form.

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If you expect to be absent from the job for an approved reason (e.g., paid time off or a leave of absence), you should notify your supervisor of your upcoming absence and have it documented on the CBC Employee Leave Form. Further you will be required to prepare appropriate and clear hold-over notes so that the work load does not lag. If unexpectedly you determine that you will be absent or late for work, you must notify your supervisor prior to the start of your scheduled workday and provide the reason for that absence or tardiness. If your

supervisor is not available, you should contact the next person in charge prior to the start of your scheduled workday. It is advisable that you leave your number so that your supervisor can return your call promptly. Failure to prop-erly contact the Company will result in an unexcused absence for disciplinary purposes. Your attendance record is a part of your overall performance rating. Your attendance may be included during your review and may be considered for other disciplinary action up to and including termination.

 

P A Y   P E R I O D   A N D   P A Y D A Y  

The company issues paychecks on a semi-monthly basis. All paychecks will be deposited to the bank no later three (3) days prior to the 15th and the ending of the month. When the 15th and ending fall at the end of the month, paychecks will be deposited no later than the (3) three days before the weekend. The pay period runs from the 1st to the 15th and the 16th to the end of the month. WO R K  WE E K   A N D   O V E R T I M E  

The company’s workweek begins on Monday at 8:00 a.m. and ends on Saturdays at 1:00 p.m. Occasionally it may be necessary for an employee to work beyond his or her normal workday hours. Overtime pay is paid only when work is scheduled, approved and made known in advance by the supervisor and recorded on the overtime sheet. Under no circumstance shall an employee work overtime without the prior approval of his or her supervisor. Hourly employees will receive an overtime pay rate of one-and-one half times their regularly hourly rate for all hours worked in excess of forty two (42) hours in a work week. Overtime will be distributed equally among all employees in the same classification and position, provided that the employees concerned are equally capable of performing the available work. Decisions regarding overtime work will be made by your Supervisor. Any employee asked to work overtime will be expected to rearrange his/her personal schedule to work the requested overtime.

H O L I D A Y S  

The company observes the following holidays: New Year’s Day Baron Bliss Day Good Friday Easter Monday Labor Day Commonwealth Day St. George’s Caye Day Independence Day

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Pan American Day Garifuna Settlement Day Christmas Day Boxing Day

Full time employees will be paid for these holidays as long as the employee was present for work on the workdays immediately before and after that holiday, or had an acceptable excuse for being absent on the day prior to the holiday. If a paid holiday falls within an employee’s vacation period, the holiday will not be counted as a vacation holiday. Part time employees are not eligible for holiday pay.  

R E ‐ E M P L O YM E N T  

Former employees who are rehired and return to work within three month of their termination will not be required to go through another orientation period, unless the company deems it neces-sary. In addition, these employees who are rehired and return to work after being terminated will be considered a new employee and must complete a three months probation period. As a general rule, the Company will not rehire former employees who:

Were dismissed by the Company Resigned without giving two weeks’ notice Were dismissed for inability to perform their job duties Had a poor attendance record Had a below average evaluation Violated work rules or safety rules

MOO N   L I G H T I N G  

The company discourages its employees from taking additional employment elsewhere as it may affect their ability to perform adequately in their place of work. Employees who wish to take outside employment must first obtain permission from the General Manager. Work requirements for the Company, including overtime, must take precedence over any outside employment. The Company will not permit any employee to do an outside job with a company in the same or related business as CBC, or which is in any way a competitor to CBC. If the Company permits an employee to take an outside employment, the employee must report to his or her Supervisor when the outside job has started. If, as a result of his/her moonlighting, the employee is unable to work when requested by the company, including overtime, or is unable to maintain a high work performance level at the company, permission to work at the outside job may be rescinded, or the employee may be subject to dismissal. CBC will not pay medical benefits for injuries or sickness resulting from employment by another employer apart from CBC. Employees are not permitted to work for any client of the Company outside of the regular working hours as described above, without the express approval of the General Manager.

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GENERAL POLICIES

C O N F L I C T   R E S O L U T I O N  

In keeping with the company’s philosophy of open communication, all employees have the right and are encouraged to speak freely with management about their job related concerns. The employee is urged to go directly to your supervisor to discuss your job related ideas, recommendations, concerns and other issues which are important to you. If after talking with your supervisor, you feel the need for additional discussion, you are encouraged to speak with the General Manager.

The most important relationship you will develop at CBC will be between you and your supervisor. How-ever, should you need support from someone other than your supervisor, the entire management team, including the company’s General Manager is committed to resolving your concerns in a timely and appro-priate manner. E Q U A L   E M P L O YM E N T   P O L I C Y  

It is the policy of the company to provide equal employment opportunity to all employees and applicants for employment and not to discriminate on any basis prohibited by law, including race, color, sex, age, religion, national region, disability, marital status or veteran status. H A R A S S M E N T   P O L I C Y  

It is the policy of CBC that any acts of harassment directed against employees by other employees will result in discipline, up to and including discharge.

P H O N E   P A S SW O R D     All employees that use a phone code to carry their work will be assigned a Personal Identification Number (PIN). Each employee will be responsible for their PIN. All calls made from the PIN will the responsibly of the said employee. No employee must give out their PIN to another employee. All calls not associated to business will be charges to the employee whose PIN was in use to access the phone system.

F I N A N C E   P O L I C Y   Channel Broadcasting Cable reserves the right to be exempted from monthly/bi-monthly deductions of personal loans from any commercial banks, credit union or any other loan institution thereafter listed. It is each employees responsibility to commit to their payment as required. Moreover, Social Security, Health Insurance and Income Tax are prioritized deductions that the company upholds.

     

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C O R P O R A T E   E M A I L   A C C O U N T   Each employee is assigned to an individual corporate e-mail account that is mandatory for usage as it pertains to any work related matter going forward. It is required for each employee to check their e-mail account on a daily basis for important notes that will be communicated through this medium.

P U R C H A S E   O R D E R   When an employee receives a purchase order form the Office and make a purchase at any business respec-tively, it is mandatory that you print your name and sign your signature at the bottom of the invoice that you have received which will be turned into the Office.

T A R D I N E S S   P O L I C Y   All general employees are required to punch a time card upon arrival to work and upon leaving work, whatever the reason may be for leaving. Workers are required to sign in and sign out IN PERSON. Any worker who attempts to, or has made an entry made in the punch clock by another person shall be verbally reprimanded first, and if the infraction continues a letter will be placed on your file followed by immediate dismissal if the policy continues to be ignored; the dishonesty for which it has no tolerance. Employees who arrive to work after 8:00 a.m. will be faced with a salary deduction. If the employee wishes to present an excuse, he/she must do so to the EAHR, Ms. Kiran Mossiah, who will determine if she will give a waiver. If the general employee is consistently late, the excuse given will not have any weight.

Workers MUST punch in and punch out when leaving and returning from the lunch break as the Labour Law requires that the records reflect a worker having taken a one hour lunch break during the workday. Only workers authorised to work through the lunch break shall not sign punch in or out. Workers authorised to work overtime will clock out or sign out at the end of the overtime period.

A worker, who fails to punch in and/or out, shall not be paid for unrecorded time without the approval of the General Manager, Mrs. Vanessa Peyrefitte, and such approval will granted strictly at her discretion and only twice after which the worker shall be dismissed upon the third instance of failure to record time.

NOTE: Workers must punch in or out in person.

 E L E C T R I C I T Y    Lights and air conditioners must be turned off when they are not in use. Air conditioners must be kept at a low temperature of 22.

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CLASSIFICATION OF EMPLOYMENT

E M P L O YM E N T  

Upon being hired by the Company, all new employees must serve a ninety (90) day probationary period. It is especially important that you make your supervisor aware of any questions or problems that you may have. At the end of this period your performance will be reviewed and if it has been satisfactory, you will become a Regular Full-Time or Regular Part-Time Employee. Satisfactory completion of the probation period does not entitle you to employment for any specific term, but does entitle your participation in the Company’s insurance group plan. Employees are classified into the following categories as per the insurance scheme:

Regular Full-Time Employees – As an employee who has satisfactorily completed the introductory period and is scheduled to work an average of forty (45) hours per week on a regular and continu-ous basis.

Regular Part –Time Employees – An employee who has satisfactorily completed the introductory

period and is usually scheduled to work less than an average of forty (45) hours per week but not less than ten (10) hours per week on a regular and continuous basis.

Temporary Employees - An employee whose services are anticipated to be limited of duration falls into

this classification. Temporary employees are not eligible for participation in the employee insurance scheme made available for the Company Regular Full-Time and Regular Part-Time Employees.

For payroll purposes, employees will be classified into one of the following categories:

Exempt Employees – Certain employees such as Management, administrative and upper level manage-ment in the Technical Department are paid on a salary basis for all hours worked each week. These employees are expected to work whatever hours are required to accomplish their duties, even if these duties require additional hours beyond the normal work week. No overtime premium pay will be paid to exempt employees in most circumstances.

Non-Exempt Employees – All employees who are not identified as exempt are considered non-exempt

employees. Non-exempt employees are eligible for overtime.

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MAINTAINING YOUR

PERSONAL RECORDS

It is your responsibility to provide current information regarding your address, telephone number, insur-ance beneficiaries, change in dependents, marital status, etc. Please inform management of any changes in your address, phone number and emergency contact information so that the company can have accurate employee files.  

P E R S O N N E L   F I L E S    

Employee personnel files are the property of the company, and do not belong to the employee. However, upon request, the company will provide employees with copies of the perform-ance evaluations and other performance-related documents that the employee has previously received. P E R F O RM A N C E   E V A L U A T I O N  

Employees may have their job performance reviewed on a quarterly to bi-annual basis by their Supervisor. The purpose of the appraisal is to let staff know how they are doing and to give them an opportunity to work on those areas of per-formance that may be lagging. The Scores on the Performance Appraisal influ-ences their Bonus award at the end of the year.

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STANDARDS AND EXPECTATIONS

FOR THE WORKPLACE

 C O M PA N Y A S S E T S

I N S P E C T I O N   O F   P E R S O N A L   A N D   C OM P A N Y   P R O P E R T Y    

The Company’s employees use the property and equipment the Company owns and provides, and may also use the Company’s materials, information, and other supplies. While employees may decorate their workspace with their personal possessions, such as pictures, plants etc. employees must remember that property supplied by the Company remains its property such as computers, desks, lockers, or other storage boxes, during the workday or as employees leave their worksites. Refusal to allow inspection may lead to disciplinary action up to and including termination.  N E T W O R K A N D E L E C T R O N I C R E S O U R C E S P O L I C Y

Network and electronic resources such as computers, other hardware, software, e-mail, landline and cellu-lar telephones, fax machines and internet access, are tools that the company provides its employees to assist them in their work. These resources are proprietary Company property and subject to review and access by the Company at any time. All employees who use the Company’s Network and Electronic Resources must follow the guidelines below:

Use Network and Electronic Resources for Company business purposes only. Messages and communication sent via the Company’s Network and Electronic Resources are

subject to subpoena and access by persons outside the Company and may be used in legal proceedings. Please consider this before sending a confidential message or material via the Net-work and Electronic Resources.

E-Mail is not a substitute for face-to-face communication. If you have conflict with someone or need to discuss an important issue, it should be handled in person or over the telephone if a meeting is not possible. However, emails are important in the documentation process.

Employees must not view or forward sexually explicit, profane or otherwise unprofessional or unlawful material through the Company’s Network and Electronic Resources.

Do not install any software or program unto a Company computer or other hardware without the expressed consent of your Supervisor or the General Manager.

The Company expressly prohibits the unauthorized use, installation, copying or distribution of copyrighted, trademark or patented material.

Employees must not attempt to “hack” into any program installed by the Company to protect the security or limit the use of its Network and Electronic Resources.

Passwords and protecting the use of the Company’s Network and Electronic Resources are the Company’s property and will be assigned to employees as needed. Employees may not change passwords without the consent of the IT Manager. Employees must notify the Company’s IT Manager of all passwords and encryption keys assigned to or used by them and of any changes to such passwords or encryption keys.

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CBC retains the right to review all communications conducted and data saved, reviewed or accessed via the Network and Electronic Resources, including computers, e-mail and internet access. CBC does not permit its employees to access or use the company’s passwords, e-mail or internet access other than what they have been assigned for their own job use. Inappropriate use of Network and Electronic Resources may result in disciplinary action up to and including termination. Employees should be careful to safeguard their passwords, log off their terminals when not in use and not permit others to access company systems. C A R E   O F   V E H I C L E S ,   C Y C L E S ,   E Q U I P M E N T   A N D   S U P P L I E S  

All employees are expected to take care of all vehicles equipment, cycles and supplies provided to them. Further, employees are responsible to maintain company assets in proper working condition and to promptly report any unsafe practices to your Supervisor. Neglect, theft and/or destruction of CBC’s assets are grounds for disciplinary action, up to and including termination. Any technician/driver that gets into two accidents caused by their lack of inattention will be suspended immediately. If he/she gets into a third accident, he/she will be terminated.

S A F E T Y S TA N DA R D S The Company believes in maintaining a safe and healthy working environment for its employees. However, to achieve the goal of providing a safe workplace each employee must be safety conscious. CBC estab-lished the following policies and procedures that each employee is expected follow. R E P O R T I N G   U N S A F E   C O N D I T I O N S   O R   P R A C T I C E S  

Employees are expected to continually be on the lookout for unsafe working conditions or practices. If you observe and unsafe condition, you should warn others and report that condition to your supervisor imme-diately. If you have a question regarding the safety of your workplace and practices, ask your Supervisor for

clarification. If you observe a coworker engaged in unsafe behavior, you are expected to mention this to the coworker and to your Supervisor. Likewise, if a coworker brings to your attention an unsafe behavior, please make the necessary adjustments. Safety at work is a team effort.

 

MA I N T A I N I N G   A   S A F E  WO R K S I T E    

The Company expects employees especially technicians to establish and maintain a safe worksite. This includes but is not limited to the following applications:

Maintain proper ladder positioning & climbing materials. Use safety cones whenever a vehicle is parked and a crew is actively working. Properly lift and lower heavy objects. Inspect tools and equipment for defects before use. Keep work area clear of spectators. Inspect, clean, and properly store tools and equipment after use. Follow established safety rules.

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U S I N G   S A F E T Y   E Q U I P M E N T  

Where needed, CBC provides its employees with appropriate safety equipment and devices. You are required to use the equipment provided in the manner designated as proper and safe by the manufac-turer. Failure to properly use safety equipment may lead to disciplinary action up to and including termina-tion. P E R S O N A L   P R O T E C T I V E   E Q U I P M E N T   ( P P E )  

The Company is responsible for providing, replacing and paying for Personal Protective Equipment (PPE). It is designed to protect the wearer’s body from injury. The purpose of personal protective equipment is to reduce employee exposure to hazards when engineering and administrative controls are not feasible or effective to reduce these risks to acceptable levels. PPE is needed when there are hazards present and has a serious limitation in that it does not eliminate the hazard at its source. This may result in employees being exposed to the hazard if the equipment fails. PPE includes the following:

Hard Hat Shirts - Fire retardant long sleeve shirts Gloves Glasses Cones Vests Utility belts with pole strap

C O M M U N I C AT I O N R E P O R T I N G   A N   I N J U R Y  

Employees are required to report an injury, accident, or safety hazard immediately to their supervisor. Minor cuts or abrasions must be treated on the spot. More serious injuries or accidents will be treated accordingly. Serious injuries must be reported to the office for proper documentation. H A Z A R D   C OMMU N I C A T I O N    

If you believe that you are dealing with a hazardous line and lack the appropriate information and/or safety equipment, contact your supervisor immediately. R E S P O N D I N G   T O   C U S T OM E R S   I N Q U I R I E S   A N D   P R O B L E M S  

Customer satisfaction is a measure of the Company’s success. It is the responsibility of each employee, within reason, to interact with the customer to achieve this goal.

C O D E   O F   E T H I C A L   C O N D U C T  

Employees may accept items of incidental value from customers, supplies, or others as long as the gift is not given in response to solicitation on your part and as long as it implies no exchange for business purposes.

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W O R K P L A C E E X P E C TAT I O N S M O K I N G   A T   T H E  WO R K P L A C E    

The Company’s policy is to provide a smoke-free environment for its employees, customers and the general public. Smoking of any kind is prohibited inside the office and on worksites. D R U G ‐ F R E E  WO R K P L A C E    

The Company does not tolerate the presence of illegal drugs or the illegal use of legal drugs in our work place. The use, possession, distribution, or sale of controlled substances such as drugs or alcohol, or being under the influence of such controlled substances is strictly prohibited while on duty, whether you are on the company’s premises or worksite, or while operating the company’s equipment or vehicles. The use of illegal drugs as well as the illegal use of the legal drugs is a threat to us all because it promotes problems with safety, customer service, productivity, and your ability to perform your duties. Violation of this policy will result in disciplinary action, up to and including termination. Any employee who is convicted of violating criminal drug statutes must notify an appropriate officer or senior official of the company of that conviction within five days of the conviction. Failure to do may lead to disciplinary action. V I O L E N C E   A N D  W E A P O N S  

The Company believes in maintaining a safe and healthy workplace, in part by promoting open, friendly, and supportive working relationship among all employees. Violence or threats of violence have no place in CBC’s business. Violence is not an effective solution to any problem. Employees are strictly prohibited from bringing any weapons including knives, pistols, rifles, stun guns, mace etc., to the worksite or office unless they are authorized to do so by the General Manager. Neither threats of violence nor fighting will be tolerated. Furthermore, if you have a problem that is creating stress or otherwise making you agitated, you are encouraged to discuss it with you Supervisor. You are expected to immediately report to your Supervisor any violation of this policy. Any employee found threatening another employee, fighting, and/or carrying weapons to the worksite will be subject to disciplinary action, up to and including termination.

S O L I C I T A T I O N   A N D   D I S T R I B U T I O N    

For the safety, convenience, and protection of all employees, CBC has adopted the following rules concern-ing solicitation and the distribution of materials: The Company prohibits the solicitation and distribution of non-company materials on Company property or at Company jobsites at all times.  

P E R S O N A L   C A L L S ,   V I S I T S   A N D   B U S I N E S S    

CBC expects the full attention of its employees while they are working. Although employees may occasion-ally have to take care of personal matters during the workday, employees are encouraged to be prompt in the conduct of personal business. In addition when any personal call is made, it should be kept short so their productivity is not adversely affected. If the personal business took longer than anticipated, the employee should be prepared to work beyond 5:00 p.m. to ensure that the company’s work is adequately

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addressed. Employees should also limit incoming personal calls, visit, or personal transactions. The phones should be available to serve the company’s customers, and business related enquiries. A pattern of excessive personal phone calls, personal visits, and/or private business transactions is not acceptable and may lead to disciplinary action.

C O N F I D E N T I A L   A N D   P R O P R I E T A R Y   I N F O RM A T I O N  

The Company considers its information confidential and proprietary and one of its most valuable assets. As a result, employees must carefully protect and must not disclose to any third party any confidential and proprietary information belonging to the Company or matters of a technical nature, such as computer soft-

ware, product sources, product research and designs and matters of a business nature i.e. customers lists, customer contact information, associate information, on-site program and support materials, candidate and recruit lists and information, personnel information, placement information, pricing lists, training programs, contacts, sales reports, financial and marketing data, forms, methods, procedures and analysis, and any other proprietary information, whether communicated orally or in document form,

computerized or other tangible form concerning the company or its customers’ operation and business.

Employees should ensure that any material containing confidential or proprietary information are filed and/or locked up before leaving their work areas each day. During the workday, employees should not leave sensitive information lying about or unguarded.  

R U L E S   O F   C O N D U C T   A N D   P R O G R E S S I V E   D I S C I P L I N A R Y   P R O C E D U R E  

There are reasonable rules of conduct, which must be followed in any organization to help a company operate effectively. CBC expects each employee to present him/herself in a professional manner. If an employee is not considerate of others and does not observe reasonable work rules, disciplinary action will be taken. Depending on the severity or frequency of disciplinary problems, a verbal or written reprimand, suspen-sion without pay, disciplinary probation, or discharge may be necessary. It is within the company’s sole discretion to select the appropriate disciplinary action to be taken. Notwithstanding the availability of the various disciplinary options, the company reserves the right to discharge or terminate an employee at its discretion, with or without notice. The following is not a complete list of offenses for which an employee may be subject to discipline, but it is illustrative of those offenses that may result in immediate discipline, up to and including dismissal:

Excessive absenteeism or tardiness. Dishonesty, including falsification of Company related documents; misrepresentation of any fact. Fighting, disorderly conduct, horse play, or any other behavior, which is dangerous or disruptive. Possession of, consumption of, or being under the influence of alcoholic beverages while on

company premises. Illegal manufacture, distribution, dispensation, sale, possession, or use of illegal drugs or un

-prescribed controlled substances.

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Reporting for work with illegal drugs or un-prescribed controlled substances in your body. Possession of weapons, firearms, ammunition, explosives, or fireworks on company premises

without proper authorization. Failure to promptly report a workplace injury or accident involving any of the company’s employ-

ees, client’s equipment, or property. Willful neglect of safety practices, rules, and policies. Speeding or reckless driving using a company vehicle. Participating in a crime, or engaged in a conduct, which may damage the reputation of the com-

pany. Use of profane language while on company business. Stealing, misappropriate, or intentionally damaging property belonging to the company or its

customers or employees. Unauthorized use of the company’s or its clients’ name logo, funds, equipment, vehicles, or prop-

erty. Insubordination, including failure to comply with any work assignments or instruction given by

any company supervisor within the scope of their authority. Violation of the Company’s Equal Employment Opportunity Policy or its Harassment Policy. Interference with the work performance of other employees. Failure to cooperate with an internal investigations into the, including, but not limited to, investi-

gations into the violation of these rules. Failure to maintain the confidentiality of trade secrets or other confidential information belong-

ing to the company or its customers. Failure to comply with personnel policies and rules of the Company.

B E N E F I T S I N S U R A N C E    

CBC has a group insurance health plan procured through SAGICOR Capital Life Insurance that provides health, dental and vision benefits to staff. The employee is required to pay a deductable before they can realize the financial insurance benefits. Thereafter, apart from the standard monthly deductions, the employee is required to pay only 20% of any medical cost, whereby the latter percent is covered by the insurance provider. There are some cases where the payment percentage is more and the details regard-ing this can be found in the SAGICOR “Group Life and Health Benefits” booklet. P A I D   T I M E   O F F  

CBC provides its full time employees with two (2) weeks paid vacation each year. Full time employees become eligible for two (2) weeks paid vacation per calendar year after twelve (12) months of continuous employment with the Company. Employees must use all vacation in the calendar year in which it is granted. It should be scheduled and approved by CBC at least two weeks in advance. Any unused vacation will be forfeited at the end of each calendar year.

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Part time employees are not eligible for vacation. L E A V E S   O F   A B S E N C E   ( P E R S O N A L   L E A V E )  

The Company may, at its discretion, grant an employee a leave of absence with pay when sufficient personal reasons necessitate such a leave. However, employees are not eligible for a personal leave of absence until they have been permanently employed as a full time employee. It is recommended that each employee is required to provide documen-tation, such as a doctor’s Certification of Illness or Disability, supporting the employee’s need for a leave of absence. Prior to or upon an employee’s return to work from a leave of absence, CBC may also require the employee to provide documentation establishing the employee’s ability to return to work. The Company reserves the right to determine the duration of the leave of absence, but no leave of absence shall exceed three (3) days. If an employee fails to return to work immediately after his or her leave of absence expires, the employee will be considered to have voluntarily resigned his or her position at the Company. Employees may continue their health insurance benefits while on a leave of absence by paying the full cost of the employee portion of their premium to remain covered each month during the leave. Employees who wish to continue their insurance coverage should inform their Supervisor before beginning their leave.

B E R E A V EM E N T   L E A V E  

The Company will provide up to three days of paid bereavement leave for an employee upon the death of an immediate family member. For purposes of this policy, “immediate family” is defined as the employee’s spouse, parents, siblings, children, grandparents, grandchildren, in laws, or any other relative who may reside in the employee’s household. Employees should direct all request for Bereavement Leave to their Supervisors.  

J U R Y   L E A V E    

Employees who are called for jury duty will be granted time off with pay to perform this civic duty. Employ-ees must notify their Supervisor as soon as they learn they have been summoned as a juror so that work arrangements can be made. In order to receive pay for Jury Leave, an employee must provide his or her Supervisor with the jury summons and a note from the Clerk of the Court indicating the times the employee was in court for the jury duty. The Company will pay employees their regularly scheduled hours of work, less compensation they receive from the court for their service as jurors for up to five (5) days of jury service. An employee who is excused from jury duty prior to the end of a regularly scheduled workday must report for the remainder of the day, or otherwise notify his/her Supervisor about his/her availability to work.

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OPERATIONAL POLICIES

T E C H N I C I A N S T E C H N I C I A N   L O G   B O O K    

Each Lead Technician will be responsible for a Log Book to record the cable footage usage. Three fields must be recorded as per each work order that is completed:

1.) Date 2.) Work Order# 3.) Footage# used (beginning and ending sequence) 4.) Total Feet

The real footage number must be right aligned at the top of the page e.g.: 115533 – 114533, when a new roll of cable wire is signed for. Kindly note that when a new roll of cable wire has been issued the process of recording the footage number must start over on a new page. Please note that your log book is subject to review at any point in time.

I D L I N G    

The engine for the work vehicle that you have been assigned must not be in an idle mode when a stop is made. The penalty for non-compliance is $50.00. Staff is asked to be conscientious of the fuel cost and try to conserve as much as possible.

P A R K I N G    

All work vehicles must be parked in CBC’s parking lot during the one hour lunch break. Each Technician must punch out for their lunch break respectively on their time card.

E X C E S S I V E   D R I V I N G     Any Lead Technician caught doing excessive driving i.e. cruising resulting in wastage of fuel and wasting company time will be formally disciplined via Letter of Reprimand and a one day suspension.

S P E E D I N G    

If the Lead Technician is found speeding above fifty miles per hour (50 mph), he will be charged a penalty fee of $25.00 for each infraction recorded.

P A S S E N G E R S    

The Lead Technician must not have any other person seated in the work vehicle other than his assistant or a CBC employee. Passengers who are not affiliated with the company are not permitted to be in the work vehicle. If this infraction occurs, you will get a Letter of Reprimand on your file.

  

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A C C I D E N T     If the Lead Technician is found to be speeding and this has been logged at or around the time of an acci-dent involving his work vehicle, it will be deemed that speeding while driving contributed to the accident in question. Any accident reported must be accompanied by a valid police report. Depending on the magnitude of the accident and damage to property, CBC reserves the right to terminate employment.

T AM P E R I N G    

If there is any kind of tampering with the Fleet Management – Tracking Device, the lead technicians assigned to the work vehicle will be held responsible for the infraction. Hence, it is the Lead Technician’s responsibility to ensure that the device is not tampered with. As a result, if such is discovered the Lead Technician will be terminated immediately.

O V E R T I M E     Any Lead Technician who is caught in the practice of cruising, therefore wasting company time and contributing to inefficiency will not be eligible for overtime if it is shown that the work orders could have been completed within normal working hours.

D R I V I N G   Only the assigned Lead Technician is authorized to drive the Company’s vehicle. At no point must the Assistant Technician drive the Company’s vehicle unless authorized by the Chief Engineer. Failure to com-ply with this policy will result in a warning thereafter a dismissal.

S E A T   B E L T S   It is mandatory that all Technicians while seated in the Company’s vehicle must wear their seat belts at all times. Seats belts are designed to give a high level of protection in the event of a crash. Wearing seat belts can reduce injuries that a person may sustain if a vehicle stops abruptly. By law, you must wear a seat belt in vehicles where one is fitted.

Tips for using the seat belt: Do not twist the seat belt; wear it close to the body. The shoulder belt should lie across the chest and over the shoulder away from the neck. Do not leave any slack in the belt; the belt can only do its job properly in a crash if it is affixed close

to the user’s body. If any Technician is caught by his Superiors not abiding to this policy, a Letter of Warning will be placed on their file.

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C U S T O M E R C A R E P E R S O N N E L

 C A S H   H A N D L I N G   P R O C E D U R E S  

The cashier must confirm the money in their cash pan before beginning their shift. Discrepancies are to be reported immediately; claims will not be accepted after the cashier leaves the Account-ant’s office.

Upon confirmation of the funds at the beginning of your shift, the cashier is responsible for the cash drawer until the Accountant has signed for the collections at the end of the cashier’s shift.

A bank or register may not be left unattended at any time. Cashiers must not exchange funds between drawers nor access another cashier’s drawer. All collections must be placed into the drawer immediately upon each transaction. The drawer must not be open at any time except when a transaction is made and the customer is

making a payment. The cash drawer must be closed after each collection. Cashiers must give a receipt for every collection. At no point may the cashier put money into their pockets while they are in possession of the

company funds. No change may be given from a cashier’s personal money. The cashier is not authorized to borrow the company’s funds and replace at a later date. Each cashier’s cash pan must be locked at the end of the shift and given to the Accountant after

which the $200.00 cash float is verified. After the cashier has printed their session, and all the work is complete, the computer station must be turned off . A cash discrepancy (overage and shortage) must be reported to the Accountant. Deductions will be made applicable when a cashier is short. Each cashier’s deposit must be organized at the end of the shift. Bills should be facing the same

way with the high denominations on top and bundled together with a rubber band; it may be placed in an envelope when necessary.

No cashier or Manager may work out of another cashier’s drawers at any time. Responsibility for a cash drawer must always remain with one person. The cashier must not issue money to another employee unless an authorized voucher is permitted.

A P P L I C A T I O N   P R O C E S S   F O R   C A B L E  &   I N T E R N E T   S E R V I C E  

The customer must provide two copies of identification; one must be a copy of their Social Security Card and either a driver’s license, voter’s ID or passport whereby the picture is visible and details are easily discernible. The identification cards must be enlarged and photocopied in colour.

The customer must provide a copy of a utility bill in their name for the address or a copy of their rent

receipt to verify the address.

The date of application must be written whereby the month is in full, followed by the date and year, example January 1, 2013.

The Application Form must be thoroughly completed. In order words, all the required fields must be

filled out and the customers must sign and initial where indicated.

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  After the application process is complete, a file must be created for the customer. Thereafter, any relevant document that relates to the said customer must be filed respectively.

I B B S   D I S C O N N E C T I O N  All Internet Disconnections that result in terminating a customer’s account in the data base must be sent to the Chief Engineer immediately for the customer information to be terminated in the IBBS system.

“ I know it was a lot to read and digest, but you completed it! Now its time to jump right in

and make yourself at home.”

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ACKNOWLEDGEMENT OF RECEIPT

OF EMPLOYEE MANUAL

I have received the current CBC Employee Manual and have read and understood the material covered. I have had the opportunity to ask questions about the policies in this handbook, and I understand that any future questions that I may have about the handbook or its contents will be answered by the Executive Assistant/HR. I agree to and will comply with the policies, procedures, and other guidelines set forth in the manual. I understand that the Company reserves the right to change, modify, or abolish any or all of the policies, benefits, rules, and regulations contained or described in this manual as it deems appropriate at any time with or without notice. This manual is the Company’s property and must be returned upon termination or dismissal. _______________________________ ________________________________ Signature Date

_______________________________ Employee Name (Printed)