Human Resources/Talent Acquisition

Question 1

What is Equal Opportunity Employer?

Answer 1

We do not discriminate based on race/age/creed/religion/sexual orientation/veteran status etc.

Question 2

What is the Fraternization Policy?

Answer 2

Can’t have relationships with someone who directly affects your career over and above you in that area

Supervisors and management employees at all levels must refrain from developing personal relationships with employees who either directly or indirectly report to them.

Question 3

How many PTO days does a full time employee get in the first year?

Answer 3

8

Question 4

How does PTO accrue for part time employees?

Answer 4

Part-time employees begin to earn PTO on their first anniversary or on the date they complete 12 consecutive months of service.
Earn PTO at a rate of .025 hours for every 1-hour worked
May accrue PTO for up to a maximum of 2 consecutive years

Question 5

How does the employee referral program work?

Answer 5

Employee sends in lead to Stephanie Wittler (Talent Acquisition). If lead attains job, the employee who referred the new hire will be given a $1,000 bonus after the new hires 90th day.

Question 6

How do you handle if someone comes into office asking for job?

Answer 6

Make sure they have a degree. If qualified, grab name and 2 phone numbers and send lead to Stephanie Wittler (Talent Acquisition). Also make sure that you get their email address and have them apply online.

Question 7

Business Ethics Committee? Who is on it? What do they do?

Answer 7

Mike Melville, Tina Green, and Kevin Judd
They oversee the region to ensure we uphold ethics.
If anything questionable happens contact either person.
If employee feels uncomfortable there is an anonymous business ethics line on the Internet if you want to report.

Question 8

How do you handle an ethical concern?

Answer 8

Notify one of the business ethics committee and document all events in email so that you have a paper trail

Question 9

Timesheet compliance?

Answer 9

Set expectations and rules

Hold them accountable for punching in and out at the correct time

Question 10

What is the Employee and Family discount program?

Answer 10

myehtrip.com
Mandatory $7.50 DW
Rate Options
1. Percentage Off Retail Plan

a. Employee
i. Daily- Airport 45%, Home City 55%
ii. Weekly-Airport 40%, Home City 50%

b. Family
i. Daily-Airport 30%, Home City 45%
ii. Weekly- Airport 25%, Home City 35%

2. Flat Rate Plan
   a. CDW is not included

Question 11

How do you increase or maintain retention?

Answer 11

• Acknowledge employee accomplishments
• Rewarding employees for hard work (lunch/happy hour)
• Make employee feel like they have a purpose (bigger picture)
• Training/accountability so they feel people depend on them and people are putting effort into their career

Question 12

Benefits? What are they? How do we use them?

Answer 12

1. Medical
   a. We use United and they have 3 plans.
   i. HSA PPO
2. No copay when visit in network provider
3. Yes there is an annual deductible that applies for medical and prescription drugs
4. No you can’t elect a Health Care Spending Account
5. Yes you have access to a Health Saving Account

ii. Traditional PPO
1. Yes there is a copay $25 for primary, $40 for specialty care
2. Yes there is an annual deductible for medical expenses only
3. Yes you can use a Health Care Spending Account to pay for eligible expenses
4. No you do not have access to a Health Saving Account

iii. High Deductible PPO
1. No there is no copay
2. Yes there is an annual deductible
3. Yes you can use a Health Care Spending Account
4. No you don’t have access to a Health Savings Account. You can open one on your own.

2. Dental
   a. Dental Delta of Missouri
   i. Comes out of check bi-weekly and covers up to $1,000 dollars per covered participant per calendar year
   ii. Preventive Care-100% (no deductible)
3. Checkups, x-rays
   iii. Basic Care/Oral Surgery- 80% (subject to deductible)
4. Fillings, extractions
   iv. Major Care-50%(subject to deductible)
5. Bridges, dentures
   v. Orthodontia Care-50% (no deductible)
6. Eye
   a. Eye Med
   i. Comes out of check bi-weekly
   ii. Annual exam- $0 copay
   iii. Frames- 80% of balance over $120 (every other calendar year for adults)
   iv. Plastic Lenses- $10 copay
   v. Conventional Lenses- 85% of balance over $120
   vi. Disposable Lenses- Balance over $120 once every calendar year
7. 41K
   a. Fidelity
8. Basic Life Insurance
   a. One and one-half times annual pay, rounded to the next highest $1,000 for eligible employees
9. Accidental Death and Dismemberment
   a. Maximum benefit is $350,000 over a lifetime
10. Life Insurance Maximum
    a. Maximum is 1.5 million- includes company paid one-one half times pay plus any optional life insurance you choose for purchase
11. Long Term Disability
12. Employee Assistance Program
    a. Confidential consultation 24 hours a day

Question 13

Why do we give reviews?

Answer 13

To let employees know shortcomings and ways to improve and to praise accomplishments. Also to have a paper trail in case employee fails to improve and disciplinary action must be taken

Question 14

What are 5 things we cannot ask in an interview?

Answer 14

Ethnicity
Sexual Preference
Political Affirmation
Religion
Mental stability

Question 15

What is the company’s stance on sexual harassment? How to handle sexual harassment claims?

Answer 15

Any form of sexual harassment of employees, applicants, customers, or vendors is unacceptable.

Any employee who feels that he or she has suffered from sexual harassment by any manager, management official, employee, customer or client should bring the matter to the immediate attention of his or her manager. If an employee feels uncomfortable for any reason with this reporting process-or believes in doing so will not resolve or has not resolved the matter- the employee should report the matter to the next level management, the group or region Human Resources department, or Corporate Human Resources by phone or letter. The company will properly investigate all allegations of sexual harassment in as confidential a manner as possible.

Question 16

What are the Meal Periods?

Answer 16

• If an employee works more than 5 hours in a day= 30 minute off duty lunch
• If employee exceeds 10 hours in a day= second meal will be provided
• If an employee works 6 or less hours in a day= may waive meal period
• If an employee works more than 10 but fewer than 12 may waive second meal period only if taken their first

Question 17

What are the Rest Periods?

Answer 17

• If work more than 3 and one half hours in a say can take 10 minute rest period every 4 hours worked that day
• Should take place as close to the middle of the 4 hour work period as possible
• Count as time worked on your time sheets

Question 18

What is Worker’s Compensation? What happens if an event occurs?

Answer 18

• As required by law, the company pays the premium for workers’ compensation insurance
• This provides partial compensation of lost wages and reimbursement of eligible medical expenses in case of work related illness or injury
• If an event occurs
o Employees must report it to their managers at once
o Managers should arrange for prompt medical attention
o Eligible medical treatment will be covered by workers’ compensation- not by health coverage
o The injured employee is paid for the remainder of the workday
o Any follow-up visits to a medical provider should be arranged on the individual’s own time

Question 19

What is Alternate Work Arrangements (AWA)? How do you go about getting AWA?

Answer 19

• Change in schedule due to a life-changing event ex. Care of sick elderly relative, childcare, etc. that requires a reduction of hours of 10% or more
• Must include a written request from the employee that includes a 10% or more reduction of hours with an appropriate compensation adjustment
• The agreement should include officer approval and a minimum review that cannot exceed every six months
• AWA’s are for employees who are in good standing and have worked a minimum of one year of service

Question 20

What is the Family Medical Leave Act (FMLA)? How do you go about using FMLA?

Answer 20

• Employees with at least one year of service and who have worked at least 1,250 hours during the previous 12-month period may be entitled to up to 12 workweeks of leave (ordinarily unpaid)
• If leave is foreseeable-must provide 30 days of advance notice
• If leave is not foreseeable- must provide as much notice as possible

• Leave is available during a rolling 12-month period and is measured backward from the date the leave first begins, under the following circumstances
o For birth of a child or placement or adoption or foster car of a child
o To care for a spouse, domestic partner, child younger than 18 years old, a child 18 and older if incapable of self-care, or partner with serious health condition
o A serious health condition which renders the employee unable to work
o Any qualifying exigency arising out of the fact that a spouse, domestic partner, child, or parent defined as a covered military member is on active duty (or has been notified of an impending call or order to active duty) in the National Guard or Reserves. This includes retired members of the armed forces or reserves that have been notified of an impending call or order to active duty in support of a contingency operation.

Question 21

What is EAP?

Answer 21

Life Management

Confidential Personnel