Revised 01/2013

Great North Foods believes in keeping our employees fully informed about its policies, procedures, practices, benefits, what employees can expect from the Company and the obligations assumed as an employee. This practice is designed to provide fair treatment of employees. We urge employees to become familiar with the policies, procedures, practices and benefits of Great North Foods. This handbook is intended to provide employees with basic information. The policies and practices described in this handbook reflect a great deal of concern for the people who make it possible for Great North Foods to exist… its employees .
Nothing contained in this handbook is intended to create, nor shall be construed as creating, an expressed or implied contract of employment or guarantee of employment for any term. There is no contract of employment between Great North Foods and any one or all of its employees. Employment security cannot be guaranteed for or by an employee.
At all times during employment with Great North Foods employees shall retain the right to leave employment if they choose. Great North Foods retains the right at all times as well to separate any employee from employment at any time with or without cause and with or without notice.
Policies, procedures, practices and benefits may change with time. They may require clarifying, amending and/or supplementing. The Company maintains the responsibility and the right to make changes at any time and will advise employees when changes occur.
Descriptions of various fringe benefits such as group insurance are summaries only.
Should the descriptions in this handbook differ with any formal agreement or document involved, the formal agreement or document shall be considered correct.
This Employee Information Handbook covers only those employees of Great North
Foods who are not covered by a Collective Bargaining Agreement with the Company. As to those employees, the Collective Bargaining Agreement governs their rights, obligations and benefits.
Questions on any matter pertaining to employment or any information included in this handbook should be directed to management.
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Great North Foods pledges to its employees that as long as the affairs of this Company are in our hands, the following principles will govern our actions with employees.
Great North Foods employees and their welfare are very important to the success of our
Company. Our long-range objective is the continuous development of a growing and prospering business through which both the employees and the Company will benefit. Every employee is considered a member of our Company team. Our success as a Company is built on the recognition of the skills and efforts made by each employee. Our policy is to work with all members of our team in a fair and friendly manner and to treat each team member with dignity and respect.
The management of Great North Foods will work continuously for the benefit of our present and prospective customers as well as our employees to improve the competitive position of our Company. This will enable us to provide superior jobs for our team members.
General conditions such as safety, cleanliness and employee accommodations will be evaluated periodically for improvement and will always compare favorably with good industry practice. We will meet with any employee to discuss suggested improvements in working conditions.
We will honor and abide by the provisions of our Employee Information Handbook.
We will devote our best effort to conducting an expending business within which will prevail an atmosphere of harmony with opportunity for all.
__________________________________
Ronald P. Baxter
President
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All candidates for employment must fully complete, date and sign the standard Great
North Foods employment application form. (A resume will not be accepted in lieu of a completed employment application.) The form should be completed in detail and signed by the applicant to verify the accuracy and completeness of previous employment and personal information. The Company may investigate any portion of the requested information and may deny or later terminate the employment of anyone giving false, misleading or incomplete information.
It is essential that all applicants sign their employment application. The signature provides specific protection for the Company on several important terms and conditions.
The completed application will be made part of the personnel file of those applicants accepted for employment.
Applications from applicants not selected for available openings shall be maintained in an active file in the Accounting Department for a minimum of twelve (12) months and reviewed as suitable openings occur.
Candidates for employment must complete both a personnel test and a temperament test in order to be eligible for employment.
The Company, at its discretion, will request information from a prospective employee’s previous employers relative to the prospective employee’s work record in connection with the application for employment.
4

practice to employ people without discrimination, it is necessary for the Company to compile and maintain detailed information on each formal candidate for employment and those who are hired.
In order for the Company to comply with federal government regulations regarding its
This information will include the candidate’s or employee’s sex, race and veteran status.
The U.S. Immigration and Naturalization Service requires that the Company and candidates for employment provide specific information within three (3) days of commencing employment. Candidates for employment must complete Section 1 of Form I-9 and provide the
Company with specific documents to establish their identity and employment eligibility .
Identity can be established by providing a current state-issued driver’s license, a state-issued identification card or similar photograph, voter’s registration card or military service record.
An employment eligibility document is a Social Security card, a birth certificate or an immigration document.
An employee will not be allowed to continue employment without providing proper identification documents.
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For certain positions and under certain circumstances an employment physical examination may be required after an offer of employment has been made. The employment physical examination will be conducted by a company-appointed physician at the company’s expense.
When an employment physical examination is requested, employment and assignment will be conditional pending the receipt of a satisfactory physician’s report.
For certain positions employees will be required to take a drug test. Candidates who fail the drug screen will not be accepted for employment and may be ineligible for employment consideration for a period of one (1) year.
Prospective employees expected to drive company vehicles will provide the company with current and acceptable motor vehicle driving information. Employment and assignment will be conditional pending the receipt of a satisfactory report from the State Department of
Transportation, Division of Motor Vehicles.
Great North Foods was built upon teamwork and equal opportunity. We will continue to be successful when people are treated fairly, allowed to advance and achieve their full potential.
We are proud of the fact that we extend equal employment opportunities to all qualified employees and applicants for employment without regard to race, color, religion, sex, age, national origin, height, weight, marital status, Vietnam Era Veteran or disability, which if needing accommodation, may be reasonably accommodated as required by law.
We work hard at Great North Foods to promote the fulfillment of human potential and equal employment. We will take action to ensure that all qualified minority group individuals, women, disabled persons, and veterans are given the opportunity to know of openings, are encouraged to seek promotions, are considered for promotion opportunities, and when qualified, are promoted or hired.
All phases of employment including, but not limited to, recruiting, hiring, selection for training, promotion, demotion, discipline, rates of pay, other compensation, transfer, layoff, termination, recall, use of all facilities and participation in all Company-sponsored activities, will be administered so as to further the principle of equal employment opportunity.
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Employee conduct, whether intentional or unintentional that results in harassment of other employees regarding race, sex, age, religion, veteran status, handicap or national origin, will not be tolerated. Disciplinary action will be taken as appropriate in any case involving such harassment up to and including discharge.
Harassment in the work place is an especially offensive form of discrimination (as well as also being illegal). In 1980 the EEOC moved to deal with the particular problem of sexual harassment by publishing guideline stating that unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature will constitute unlawful sexual harassment when:
1.
Submission to the sexual conduct is an explicit or implicit term or condition of an individual’s employment.
2.
The submission to or rejection of sexual conduct by an individual is the basis for any employment decision affecting that individual.
3.
When sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature have the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile or offensive working environment.
If at any time you feel you are being or have been sexually harassed you should immediately report the incident to your supervisor, the President of Great North Foods and/or someone in a management position with whom you feel comfortable discussing the situation.
Any report of knowledge of sexual harassment or an allegation of sexual harassment should be immediately reported to the President of Great North Foods.
Title I of the Americans with Disabilities Act prohibits discrimination in any terms or conditions of employment for qualified individuals with a disability.
The Americans With Disabilities Act requires that employment decisions be based on the ability of a person to perform the essential functions of a job and not the person’s disability or limitations.
Further, it requires management to reasonably accommodate individuals with disabilities when necessary.
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To comply with the employment provisions of the Americans With Disabilities Act,
Great North Foods will:
............identify the essential functions of a job;
............determine whether a person with a disability, with or without accommodation, is qualified to perform the duties; and,
............determine whether a reasonable accommodation can be made for a qualified individual
Employees are divided into the following categories for the purpose of compensation and benefits. Company policies apply to all categories of employees.
Regular Full-Time
Employees hired full time (30 hours or more) on a full work week basis for a continuous and indefinite period of time are considered regular full-time employees for all compensation and benefit purposes.
Regular Part-Time
Employees whose work schedule is less than full time (less than 30 hours) on full work week basis for a continuous and indefinite period are considered regular part-time employees for all compensation and benefit purposes. Regular part-time employees are eligible for some benefits by specific reference only.
Temporary
Employees hired as temporary replacement for regular full-time or regular parttime employees, or for short periods of employment such as summer months, peak periods and vacations are considered temporary employees. Temporary employees are not eligible for benefits regardless of the number of hours or weeks worked.
Nonexempt employees are expected to confine their work to the normal work day and work week unless overtime is authorized in advance by their supervisor. Nonexempt employees will be paid overtime for all authorized hours in excess of forty (40) per week.
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Persons who are employed in an administrative, executive, or professional category are specifically exempted from the Federal Wage and Hour Law. The hours worked by these exempt employees are often irregular and begin and end beyond the normal work day.
Therefore, exempt employees are excluded from the overtime provisions of the Federal Wage and Hour Law and do not receive overtime pay.
The term “eligible employee(s)” used in this handbook refers to regular full-time employee(s) unless otherwise designated. Employees will be advised of the status of their position when they are hired.
............Regular full-time employees are entitled to benefits stated in this handbook provided they qualify for each individual benefit.
............Regular part-time employees are entitled to those employee benefits specifically designated.
............Temporary employees are not eligible for benefits.
Following the acceptance of employment, the supervisor will discuss job duties and areas of responsibility with a new employee. Company’s policies and procedures will be reviewed. A copy of the Employee Information Handbook will be given to each new employee to read and review.
An Acknowledgement of Receipt and Understanding is provided at the end of the handbook which requires the signature of the employee receiving the handbook. This signed/witnessed Acknowledgement of Receipt and Understanding will remain in the employee’s handbook.
A copy of the Acknowledgment of Receipt and Understanding must also be signed by the employee and must be returned to the Accounting Department within seven (7) days of commencement of employment. This signed/witnessed copy will become part of the employee’s personnel file.
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During the first thirty (30) days of employment, Great North Foods and each new employee are given an opportunity to evaluate whether the employment relationship should continue.
Before the end of the thirty (30) day period, the employee’s performance will be evaluated. The employee will be notified of future employment by the Management.
During the evaluation period and at any time thereafter, an employee may voluntarily terminate employment without notice, or if the performance of the employee is not satisfactory as determined by Great North Foods, the employee may be released with or without cause and with or without notice.
Immediately upon accepting employment, each new employee will be given federal and state tax forms (along with insurance forms) to complete. The completed forms, the employment application form, and information regarding starting pay, starting date and any other pay or benefit information will be forwarded to the accounting manager.
In order to have a record of an employee’s benefits, a continuous service date will be maintained for each regular full-time employee. The continuous service date will be the employee’s first day of employment and will continue uninterrupted as long as the employee remains a regular full-time employee of Great North Foods.
Some projects require special identification badges and/or cards for Great North Foods employees. Employees will be provided with identification badges and/or cards when they are necessary.
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The Company discourages the employment of close relatives because it is not sound business practice. However, under certain conditions, management may waive this policy in favor of employing close relatives within the organization.
Close relatives are defined as: spouse, mother, father, son, daughter, brother, sister, grandparent and in-laws.
The following provisions apply with respect to the Company’s employment age requirements:
............The Company will fully comply with the Child Labor provisions of the Fair Labor
Standards Act and applicable state statutes which govern the employment of minors.
............For purposes of insurance risk, it is the Company’s policy to discourage the employment of individuals younger than age 18 in any position with the Company. In any case involving the hire of a person under the age of 18, a written release must be secured from the parents/guardian in advance of the person’s start date.
............Should the Company have any reason to question whether an individual applicant is under age 18, the applicant may be required to furnish proof of birthdate.
Irrespective of any other document or statement contained in this handbook or in any other document or statement issued by Great North Foods, its employees or agents, this handbook is not a contract of employment and nothing in this handbook should be interpreted as providing employment for any definite period of time. Your employment and compensation are at will of Great North Foods and can be terminated, with or without cause, and with or without notice, at any time at the option of either yourself or Great North Foods. These terms can only be modified by the President of the Company in writing, provided that such writing specifically acknowledges that it is a modification of this provision and is signed by the president of the
Company. This supersedes any previous contrary statement, either written or oral. No Company supervisor, Company representative, agent or employee of Great North Foods has now or has had in the past any authority to enter into any agreement for employment for any specified period of time or to make any agreement which is contrary to or a modification of the above terms, nor can any policies or practices of Great North Foods, either written or oral, or any statements in any other Company document, modify the above terms.
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Employees are asked to help keep the Company informed about any major change which may affect their employment status. Important changes to report include:
............Name
............Address
............Home telephone number
............Marital status
............Number of dependents
............Emergency telephone numbers and whom to notify in case of emergency
............Change of beneficiary
............Authorized payroll deductions
............Additional education and special training courses
Great North Foods will maintain a file on each employee. An employee’s personnel file begins with his completed employment application form. From time to time various information will be added to this personnel file regarding an individual’s employment status with the
Company. Personnel files are the property of Great North Foods and will be treated the same as any other confidential Company information.
The following provisions apply with respect to the Company’s standards for establishing, maintaining and handling employee personnel file:
............All official records concerning an employee will be kept up to date insofar as possible, and all employees shall promptly report all pertinent personal information and data changes to the Accounting department.
............Information regarding the medical condition or history of an employee will be kept in a separate file with restricted access.
............The personnel file of an employee terminating employment will be maintained in accordance with applicable state and federal laws.
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All information in employee personnel files is considered confidential. This information will only be available to the Accounting Department, senior management personnel, or supervisors who are responsible for the employee. Any violation of this policy is considered a very serious offense.
One exception will be in a transfer situation where the supervisor of the department to which an employee may be transferred will be allowed to review the employee’s file with the approval of the Accounting Department and the employee’s immediate supervisor.
The Company’s work week begins at different times and ends at different times depending on the department and location of your job.
Office Hours: 8:00 a.m. to 4:30 p.m. or 5:00 p.m.
Each employee is expected to complete a normal work day and work week and work whatever reasonable additional hours required to meet Company needs.
Great North Foods will inform employees of scheduled break and/or lunch periods.
Employees are expected back at their work station ready to start work at the end of each scheduled break and/or lunch period. If overtime is required, employees will be expected to work any additional time necessary.
It is the Company’s policy that all employees take a lunch. We discourage working through your lunch and unless an employee receives permission they will not be paid for working a lunch hour.
Employees may be expected to work overtime in case of emergency or whenever necessary in the best interests of the Company. If determined necessary, overtime work will be authorized by management beyond an employee’s standard work week. Nonexempt hourly-paid employees will be paid one and one-half (1 ½) their regular hourly rate of pay for approved overtime hours worked in excess of forty (40) hours per week.
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The pay period is bi-weekly. Personnel are normally paid on Thursday for work performed Sunday through Saturday of the previous weeks.
Government regulations require that the Company keep an accurate record of hours worked by employees. Employees are required to punch in when they report to work and punch out when they leave. Employees must punch in no earlier than seven (7) minutes prior to their starting time and punch out no later than seven (7) minutes after their scheduled work day has ended unless approved by the Accounting Department.
It is a violation of Company policy for one employee to punch another employee’s time card, or to altar his own time card or that of another employee.
If an employee has a question concerning his time card, he should discuss the matter with the accounting department.
Regular and on-time attendance is essential for efficient operations at Great North Foods.
Excessive absenteeism and tardiness is not only inconvenient but also causes costly problems.
While it is recognized that an occasional illness or extenuating personal reason may cause unavoidable absence from work or tardiness, regular on-time attendance is required for continued employment.
Employees are expected to personally make the effort to notify the Company of any absence or tardiness. Employees should contact their supervisor directly (who in-turn should contact the Accounting Department) to report any absence or lateness prior to their starting time so that arrangements may be made to alter the distribution of work if necessary.
Any employee who fails to maintain an acceptable attendance record may be subject to disciplinary action and/or termination. Unexcused absence or tardiness may affect future promotions and/or raises.
If an employee is absent from work for three (3) consecutive days without informing the
Accounting Department, it will be assumed that the employee resigned and employment will be terminated as of the last day worked by the employee.
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In the event the office receives word of an emergency related to a member of an employee’s family, the employee will be notified as soon as possible. Should the employee be at a location away from his normal workplace, arrangements will be made to contact the employee, and if necessary, arrangement will be made for the employee to return home immediately.
Performance of employees will be evaluated annually by management. The evaluation consists of a personal interview during which an employee’s strengths and weaknesses are discussed and evaluated and recommendations for improvements are made.
These interviews also identify the short and long-term goals of employees and determine how they interrelated with the Company’s purpose and objective. Any recommendation for promotion, a change of duties or an increase in pay must be approved by the Accounting
Department before any change takes effect. A performance evaluation does not necessarily mean a change in pay or duties.
Great North Foods believes in promoting from within the Company. We want employees to have the opportunity for promotion to higher paying positions within the Company. A promotion will be based on such factors as quality and quantity of work, prior job performance, experience, educational background, attendance record, safety record, and the ability to work well with others.
We reserve the right to look outside the organization if we feel that an employee with the qualifications necessary cannot be found within the organization.
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The Company will make arrangements for payroll deductions for the following:
............federal withholding taxes
............state withholding taxes
............social security & medicare taxes
............garnishments (including child support)
............employee’s portion for group insurance premiums
............bank or credit union deductions
............union dues
And deductions (other than statutory deductions) must be authorized by the employee.
No other deduction will be made unless specifically authorized in writing by the employee. All deductions will be itemized on the employee’s pay check stub. Questions regarding payroll deductions should be directed by the Accounting Department.
The Company takes reasonable precautions to ensure that employees are paid correctly; however, if an error does occurs, the employee should notify the Accounting Department. The
Company will make every attempt to adjust the error no later than the employee’s next pay period.
Garnishments are court orders requiring an employer to withhold specified amounts from an employee’s wages for payment of a debt owed by the employee to a third party. State law requires the Company to honor garnishments of employee wages (including child support) as a court or other legal judgment may instruct. The law also provides for an administrative fee to be charged when a garnishment occurs.
The terms of the benefit plans described are subject to change at any time by the insurer or Great North Foods.
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The Company recognized that employees need a scheduled time away from normal work duties for their personal well being. The Company grants annual vacation with pay to regular full-time employees who meet the following service requirements:
Length of Continuous Service Eligible Vacation Per Year
Six (6) Months ....................................................2 days (16 hours)
Nine (9) Months ...................................................4 days (32 hours)
One (1) Year ........................................................5 days (40 hours)
Three (3) Years ....................................................10 days (80 hours)
Eight (8) Years .....................................................15 days (120 hours)
Fifteen (15) Years ................................................20 days (160 hours)
Vacation requests must be made prior to the desired vacation time. Vacation may be taken at any time during the calendar year after eligibility with the following provisions:
............Vacations must be approved in advance by your supervisor and management.
............Unused vacation time may not be carried over into the next calendar year. Any unused vacation time will be paid out.
No more than three (3) weeks will be paid to any employee. Any unused vacation time that is more than three weeks will be forfeited.
If an employee is absent on pay day and instructs someone to pick up his pay check, a note signed by the employee authorizing the person must be provided before the check can be released. The person picking up the pay check must show proper identification and sign for the check. This policy protects the employee and the Company.
Employees separated from employment will be paid for time worked (less deductions) on the next regular pay day according to the applicable federal and state laws.
When an employee leaves Great North Foods the Company will pay the employee for unused vacation that the employee is entitled. No payment will be received for sick and/or personal days that the employee has not used.
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Great North Foods will not advance money to employees against wages nor will the
Company loan money to employees.
The Company provides employees with a well-balanced program of benefits which meets the needs of employees and provides protection from financial hardship. These benefits will be reviewed regularly to assure that they keep pace with area practice.
The information contained in this handbook regarding employee benefits is not a contract to provide these benefits to any employee. The eligibility requirements of these benefits are described in the summary plan documents and/or benefits booklets.
Regular full-time employees are eligible for benefits provided by the Company if they meet specific requirements.
At the present time, Great North Foods pays for most of the cost of the benefits. Be sure to keep information regarding any changes to the handbook. Questions concerning benefits and/or insurance claim information should be directed to the Accounting Department.
............A holiday observed by the Company that falls during the vacation period will be considered as a paid holiday and not vacation time. This day of vacation may be taken at another time as approved.
............Terminated employees will be paid for unused vacation time at the convenience of the Company.
............Job requirements will always have precedence over vacation schedules.
............Length of service will be considered in the event a conflict of vacation schedules arises.
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The Company normally recognizes the following paid holidays; however, the Company may decide to work on a holiday depending on job requirements.
New Year’s Eve, ½ Day
New Year’s Day
Good Friday, 1 p.m. to 3 p.m.
Memorial Day
Independence Day, July 4 th
Labor Day
Thanksgiving Day
Christmas Eve, ½ Day
Christmas Day
Employee’s Birthday
The following provisions apply with regard to holidays observed by the Company:
............If a holiday falls on a Saturday or Sunday, its observance will be at management discretion.
............To be eligible for holiday pay, an employee must first complete their thirty (30) day probationary period.
Group health insurance is available to all regular full-time employees and their dependents. Coverage will become effective on the 1 st
day of the month following thirty (30) days of continuous employment.
This coverage is provided for the employee at Company expense/employee co-pay depending on the plan the employee selects. The Company provides insurance through premiums paid to Blue Cross Blue Shields of Michigan.
An employee becomes eligible for this coverage after reaching the period of thirty (30) days of employment.
As health care costs continue to rise, the Company will attempt to provide suitable health coverage to its employees at an affordable cost. However, when necessary, the Company reserves the right to amend or eliminate the plan including increasing the employees’ share of health insurance premiums, deductible and/or co-pay.
19

If an employee previously covered by the Company’s group health insurance plan is laid off because of temporary lack of work or illness and is rehired within three (3) months of the layoff (to a full-time position), the employee will become eligible to participate in the
Company’s group health insurance plan on the 25 th
day of the month after rehire.
Employees terminating for reasons other than for gross misconduct may continue group health insurance coverage for up to eighteen (18) months [twenty-nine (29) months if disabled at the time of termination] at their own expense to the extent required by the COBRA regulations.
Employees whose work hours are reduced to a point where they are ineligible for coverage may also continue coverage for up to eighteen (18) months [twenty-nine (29) months if disabled at the time of termination] at their own expense.
COBRA notification, costs, application, and procedure information will be mailed to the employee when applicable. option.
Failure to notify the offices or pay premiums is considered notice of cancellation of this
Group life insurance is available to all regular full-time employees. Premiums for group life insurance are paid by the Company. Questions regarding group life insurance should be directed to the Accounting Department.
The Company offers participation in a 401(K) Plan to each eligible employee.
This plan is designed to assist employees in their retirement years. Employees age 21 and over are eligible to participate in the Company’s plan after completing one year of continuous service with the Company.
The Company reserves the right to modify the plan in any manner including increasing or decreasing benefits or eliminate the plan entirely.
Questions regarding this plan should be directed to the management.
20

Great North Foods is happy to provide to its eligible employees the Flexible Spending plan. This plan is to allow the employee to pay for certain health and dependent care expenses with pre-tax dollars.
For a description of the plan in detail please direct your questions to the Accounting
Department.
Great North Foods will allow $150.00 every eighteen (18) months in optical coverage for each family member. This is reimbursed by the Company.
When an employee is required to serve as a juror or is subpoenaed to serve as a witness on Company business time off up to thirty (30) days with pay will be granted. If an employee is dismissed from jury duty and can work two (2) hours or more of their normal schedule, they are expected to return to work. Great North Foods will supplement an employee’s civic duty pay to equal their regular straight-time wages for scheduled hours.
In the event of a death in the immediate family of any regular full-time employee, the employee will be entitled up to maximum of three (3) scheduled working days off with pay.
Immediate family is considered to be: spouse, parents, mother-in-law, father-in-law, children, brother, sister, brother-in-law, sister-in-law, and grandchildren, one day funeral pay will be given for grandparents.
There will be two scheduled coffee breaks each day. They will consist of fifteen minutes only. The scheduled times are 10:00 a.m. and 2:45 p.m. Please try and refrain from extending them past the scheduled fifteen minute time limits.
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The Company provides employees paid sick leave. All eligible full-time employees who have completed one year of continuous employment as of January 1, will be allowed five (5) paid sick days during the following twelve (12) months. An eligible employee who is hired in the current calendar year will earn sick days in accordance with the schedule below:
Anniversary Month
January, February
March, April
May, June
Sick – Personal
5 days
4 days
3 days
July, August, September
October, November, December
2 days
1 day
These earned sick days can only be taken during the following calendar year. After an employee completes one year of continuous service as of January 1, he/she will be eligible for five (5) paid sick/personal days as of January 1, and each January 1, thereafter.
Any sick days not used during the calendar year will be accumulated up to twenty (20) days and one hundred sixty (160) hours. Personal days can be used in place of sick days; however, these days should not conflict with the efficient operation of the Company and are limited to the five (5) sick days per year. Additional sick days may be used provided the employee had them accumulated in a bank and they are excused by a doctor. Employees shall not be compensated for any unused sick days.
Leaves of Absence for personal reasons or for extended illness must be requested in writing and consideration will be given.
An employee granted leave, requesting continued group insurance coverage must pay the total monthly premiums while on leave of absence. Proper arrangements must be made with the management in advance.
This weekly benefit shall be based on sixty percent (60%) of the employee’s straight time hourly rate of pay for forty (40) hours of work to a maximum benefit of four hundred fifty dollars ($450.00) per week.
Leaves of absence will not be granted to seek other employment.
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Absence due to pregnancy, childbirth and related medical conditions will be treated the same as any other non-pregnancy-related illness or disability.
The Company will fully comply with the provisions of “The Family And Medical Leave
Act of 1993” applicable to the Company.
Employees of Great North Foods will be allowed to purchase items through the warehouse. A 5% service fee will be added to these purchases. However, we request that you follow a few rules we have set up for this purpose…and we hope you understand our position…
............No employee may check out his/her own purchases, or those of a fellow employee.
............An order must be submitted to the billing clerk. The day set aside for employee purchases will be on Thursday or Friday.
............Order must be checked with the warehouse manager and delivered by warehouse personnel.
............Payment for purchases must be made on the same day of billing.
............All purchases must be $10.00 or higher
Any employee voluntarily resigning their position with Great North Foods must submit and complete two weeks notice of resignation.
An employee planning to leave the Company may be asked to participate in an exit interview. In addition to discussing his decision to leave the Company with their immediate supervisor, a member of the Accounting Department staff will meet with the employee prior to the termination. Discussions concerning the reasons for leaving will assist the Company in evaluating the effectiveness of its personnel policies and practices. At the time of the exit interview matters relating to final pay and any other applicable considerations will be arranged.
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An adequate parking area is provided for employees. Employees may park in any space that is available. Please cooperate by not blocking any gate, door, driveway, or the dock of the shipping and receiving area. The Company assumes no responsibility for employees’ vehicles or their contents while on Company property.
Every employee of Great North Foods contributes to the Company’s overall public image during working hours. Appropriate attire enhances an employee’s effectiveness in providing superior service. Each employee personally represents the Company and is required to dress in a manner appropriate with prevailing business style.
Friday at Great North Foods is casual day. This is a day where employees can relax and loosen the tie. Employees are encouraged to dress down on Fridays, a day when the comfortable jeans are appropriate. However, let’s not take advantage of this day. We request that certain clothing not be worn on causal day or any other day of business at Great North Foods.
Inappropriate includes no form fitting tops or pants including jeans that are just too tight, no midriff tops or off-the-shoulder shirts, no see-thru blouses or dirty or extremely worn jeans.
We need to keep a business atmosphere even on casual day.
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Acknowledgment of Receipt and Understanding
Read and Sign Immediately
I understand and/or agree that:

The statements contained in the Employee Handbook are intended to serve as general information concerning Great North Foods and its existing policies, procedures, practices of employment and employee benefits.

Nothing contained in the Employee Handbook is intended to create, nor shall be construed as creating, an expressed or implied contract of employment or guarantee of employment for a definite or indefinite term.

From time to time Great North Foods may need to clarify, amend and/or supplement the information contained in the Employee Handbook and the Company will inform me when changes occur.
 I acknowledge receipt of Great North Foods’ Employee Handbook, have read and understand the information therein, have asked any questions I may have concerning its contents and will comply with all policies and procedures to the best of my ability.
Employee’s Signature ___________________________________________________________
Date _________________________________________________________________________
Authorized Witness _____________________________________________________________

Acknowledgment of Receipt and Understanding
Read, Sign and Return to Personnel Within Seven (7) Days
I understand and/or agree that:

The statements contained in the Employee Handbook are intended to serve as general information concerning Great North Foods and its existing policies, procedures, practices of employment and employee benefits.

Nothing contained in the Employee Handbook is intended to create, nor shall be construed as creating, an expressed or implied contract of employment or guarantee of employment for a definite or indefinite term.

From time to time Great North Foods may need to clarify, amend and/or supplement the information contained in the Employee Handbook and the Company will inform me when changes occur.
 I acknowledge receipt of Great North Foods’ Employee Handbook, have read and understand the information therein, have asked any questions I may have concerning its contents and will comply with all policies and procedures to the best of my ability.
Employee’s Signature ___________________________________________________________
Date _________________________________________________________________________
Authorized Witness _____________________________________________________________