Burr Chemical Company
DBA Burr Pest Control
TEAM MEMBER HANDBOOK
“By Helping Each Other, We
Achieve Together”
Effective
April 2012
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Welcome to Burr Chemical Company DBA Burr Pest Control!
We are glad to present you with this copy of your Team Member Manual. This document has
been designed to help you know Burr Chemical Company DBA Burr Pest Control better.
Whether you have been with us for a short time or for many years we want you to know that
we appreciate the contribution you are making to the continued success of Burr Chemical
Company DBA Burr Pest Control. In return for your loyalty and cooperation, we believe that it is
our responsibility to keep you accurately informed of our policies and procedures. This Team
Member Manual is a summary of the principles for which we stand, the benefits you receive
and the obligations and responsibilities you have as a team member.
As the Company grows, we want you to grow. You and your job are important to our continued
growth and security because we are all working toward a common goal of building a stronger
and better place in which to work together.
We don’t intend for any rule or policy to cause an undue hardship for anyone. We set them
forth in this Team Member Manual simply to let you know what to expect from Burr Chemical
Company DBA Burr Pest Control and what we expect from you. These policies are not
unchangeable but will remain in effect unless changes are considered necessary. Management
reserves the right to make personnel policy changes when, in the opinion of management,
those changes are in the best interest of Burr Chemical Company DBA Burr Pest Control.
Management also reserves the right to interpret policy and make policy decisions.
Please read your Team Member Manual carefully and keep it for future reference. If you have
any questions concerning the policies or benefits outlined in this document, please ask your
manager about them. They will be glad to help you. This Team Member Manual must be
returned if you leave.
It is a pleasure to welcome you and to extend best wishes for continued success to those who
have become a part of the growth and progress of Burr Chemical Company DBA Burr Pest
Control. We are sincerely proud to have you as a member of our team.
Sincerely,
Robert J. Dold
CEO
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Employment At Will
This personnel policy manual is the property of Burr Chemical Company DBA Burr Pest Control
hereafter referred to as simply “Burr” or “Company”. Its contents are confidential and team
members should not reveal them to anyone who is not employed by our company. The
policies, procedures, rules, benefits and other elements of this handbook pertain only to our
team members and have no bearing on persons outside the company.
Burr Chemical Company DBA Burr Pest Control is an equal opportunity employer. In this
personnel policy manual, the personal pronouns “he” and “him” are used for purposes of
convenience and good grammar and may refer to either female or males.
We want our team members to be happy and satisfied while working here at Burr Chemical
Company DBA Burr Pest Control. We strive to provide good pay, good benefits and good
working conditions. We want you to enjoy working here in a warm, friendly, professional and
productive environment.
However, we provide employment on an “at will” basis, which means that Burr Chemical
Company DBA Burr Pest Control does not offer, guarantee, contract or promise employment for
any specific length of time. You have the right to leave our Company at any time and the
Company has the right to terminate the employment relationship at any time with or without
notice and with or without cause. This is our employment “at will” policy and is just good
business practice for everyone.
The employment policies we describe in this handbook are general guidelines and are not
conditions of employment. The language in the handbook does not create a contract between
Burr Chemical Company DBA Burr Pest Control and its team members.
Our Mission
As we make this journey together, let our primary objectives at Burr Chemical Company DBA
Burr Pest Control be:
 To embody the ideas of an industry leader by providing careful, conscientious,
professional pest management solutions
 To conduct business in a manner which demonstrates the highest standards of integrity
and ethics
 To make Customer Satisfaction our top priority
 To promote the professional and personal development of each of our associates
 To achieve corporate growth and profit objectives
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While the above is our mission statement, and we are proud of it, we often use a shortened
version of four simple and powerful words organized in specific order to allow everyone to
understand our mission. Integrity, Service, Growth, Profit.
Our Philosophy
Fair Treatment for all team members
At Burr Chemical Company DBA Burr Pest Control, we recognize the importance of our team
members and regard them as our greatest assets. With that philosophy in mind, we have
developed the following employee relations policy:
We believe in…
 Treating each team member as an individual. Your rights are respected with courtesy,
dignity and consideration
 The value of cooperative, well trained, efficient and loyal people working together for
the benefit of each other and Burr Chemical Company DBA Burr Pest Control
 Providing fair wages, satisfactory employment and good working conditions
 Frank and open discussions of any problems and/or misunderstandings
Our Team
Burr Chemical Company DBA Burr Pest Control conducts its business operations in a
professional, efficient, ethical and resourceful manner. This makes the Company strong and
contributes to the excellent reputation which we enjoy. A progressive, well respected
Company can offer the best working relationship of its team members—good pay, good
benefits, good working conditions and a good opportunity for professional growth and job
satisfaction.
The loyalty and the reliable work performance of the Burr Team has been a huge factor in the
success of the Company. We consider our team members to be our most valuable and
important assets. It is our hope that our association with you will be satisfying and rewarding
and you will strive daily to improve your professionalism with the Burr Team by providing the
highest quality of service to our customers.
Our Customers
The continued growth and professional success of Burr depends on the attitude and effort of
each member of our team—maintaining a reputation for quality, integrity, professionalism and
service to our customers is a primary objective. In your contracts with our customers, you, for
these moments, represent Burr as far as they are concerned.
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Our reputation with the customers is at stake every time we experience a customer transaction.
We have everything to gain by being courteous, neat, friendly and helpful. We expect all team
members to maintain a cheerful, positive and respectful attitude not only to the public, but also
in contact with each other. No matter what work you perform, it is vitally important to our
basic objective of providing quality service to our customers.
Personal Responsibilities
Burr Team Members must conduct their personal affairs in an exemplary fashion which will
reflect well on the Company and not jeopardize their duties and responsibilities to the
Company or create a conflict of interest with respect to their obligations to the Company. In
particular, team members must conduct themselves so that ethical, legal or professional
questions do not arise with respect to their association or work with Burr and/or its customers.
We expect all Company team members to conduct themselves with highest degree of honor,
integrity and character.
Our Policies & Procedures
Equal Employment Opportunity
It is the policy of Burr to grant equal employment opportunities to all qualified persons without
regard to Race, Creed, Color, Sex, Religion, Age, National Origin, Ancestry, Disability, Veteran’s
Status, Marital Status or any other category protected by Federal, State or Local Statute. In
addition, we will provide reasonable accommodations to the needs of Applicants or Team
Members in accordance with the Americans With Disabilities Act, as long as this does not create
an undue hardship for the Company or threaten the health and/or safety of others at work.
To deny a qualified person the chance to contribute to our effort because he or she is a
member of a protected class is unfair to everyone. It is our intent and desire to provide Equal
Opportunities in employment, promotion, wages, benefits and all other privileges, terms and
conditions of employment. This policy has the total support of the Management of the
Company.
Policy Against Harassment
Burr Chemical Company DBA Burr Pest Control is committed to providing a work environment
that is free from discrimination. In keeping with this commitment, we maintain a strict policy
prohibiting any kind of unlawful harassment, including racial, sexual, ethnic or religious
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harassment. This policy prohibits harassment in any form, such as verbal, physical and visual
harassment.
The definition of sexual harassment includes (1) quid pro quo (this for that) sexual harassment
where employment or continuing employment is based on the granting of a sexual favor and (2)
the creation of a hostile work environment, to the extent that a team member feels coerced or
intimidated. A hostile work environment can be created by words and/or actions. Words or
actions are considered unlawful sexual harassment if, among other things, they are (1) Sexual in
nature and (2) unwelcomed. While at work, we expect all team members to act in a
professional, businesslike and friendly manner.
Any team member who believes he or she has been harassed by a co-worker, manager,
member or agent of our Company (or outside vendor or sales person) should promptly report
the facts of the incident(s) and the names of the individuals involved to his/her manager or
Human Resources. Managers who become aware of such incidents or potential incidents
should immediately report them to Human Resources. Management will investigate all such
claims and take appropriate corrective action. If you have questions regarding this policy or
you fill the situation has not been address to your satisfaction, please feel free to contact
Human Resources directly or Robert Dold, CEO.
Policy on Social Relationships at Work
In the course of business operations, we have found that work relationships are usually more
productive and rewarding if these relationships remain professional in nature and business
oriented. If a sound and secure business relationship is impaired by emotional or personal
involvement, all of us can be affected adversely—team members, management and customers.
As an example, a manager dating another team member could be viewed by others as
favoritism or discrimination and could provide a basis for a serious team morale problem.
For these reasons, we have established a policy on social relationships at work, which states
that no manager or member of management is allowed to date or maintain a romantic
relationship with any team member under his/her direct or indirect supervision or whose duties
could create a real or apparent conflict of interest. Should a romantic relationship develop, it is
the manager’s responsibility to notify Human Resources so that appropriate preventative action
may be taken. Violation of this policy may be grounds for disciplinary action up to and including
dismissal from employment.
How and Why You Were Selected
Burr Chemical Company DBA Burr Pest Control’ continued growth and your job satisfaction
depend, to a large degree, upon you and your work performance. This is why we carefully
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select our team members through a detailed application, interview and reference and
background checks (which may have included Former Employers, Personal References,
Academic and Licensing Credentials, Criminal Records, Driving Records, Credit Report and other
Background Checks).
Additionally, Burris committed to hiring only authorized workers. Each new team member will
be asked to provide documents which verify both identity and authorization to work in this
Country and to complete the I-9 form, which will be signed by both the employee and the
employer. You must provide these documents within the first 3 days of your initial employment
date. If you have applied for these documents but they have not yet arrived, you must provide
the Company with a receipt certifying that you have applied and the documents must be
supplied to the company within 21 Business Days. Team members who do not meet this
requirement are not “authorized” in the eyes of the Federal Government and, thus, not eligible
to be employed and will be separated.
The purposes of these comprehensive pre-employment procedures are to find team members
who want to do a good job. We need people who can effectively and cheerfully carry on the
work of Burr and who find themselves comfortable and at home here. After we carefully
considered and evaluated all available information, we selected you to become a member of
the Burr Chemical Company DBA Burr Pest Control Team. We look forward to a satisfying and
rewarding work relationship and will always appreciate your loyalty and good work
performance.
Employment of Relatives
It is in our best interest to hire the best of the best. Although it is our preference not to hire
family members of current employees, under special circumstances and in compliance with
Equal Employment Opportunity Commission (EEOC), consideration may be given to the relative
of the employee with approval from Robert J. Dold.
The First Ninety Days is Your Introductory Period
We consider your first 90 days that you work for Burr as an introductory period. It gives us an
opportunity to find out whether your work, attitude and attendance measure up to our
standards of performance and it gives you the opportunity to see if you will enjoy working here.
At any time during this period, you may decide to resign without stating a reason or you may be
released by Burr on the same basis, without any ill-effect on your employment record. This
policy is fair in that each of us will have 90 days to adapt to our working relationship and the
expectations of Burr with respect to our corporate goals and objectives. Please remember that
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employment at Burris “At Will” and this policy will remain in effect throughout your
employment, even after the 90 day Introductory Period.
Should You Resign
It is our hope that you will find Burr to be an enjoyable and satisfying place to work.
Sometimes, however, team members have personal circumstances and interests that result in
you needing to resign. If you decide to resign, please give your manager at least two (2) weeks
written notice. This courtesy will allow your Branch to adjust working schedules and secure a
replacement. Also, your advance notice represents a professional courtesy, which reflects
positively on your employment record and will be noted favorably in your personnel file.
Team members who leave in “good standings” may receive consideration if they wish to return
to work at a later date. “Good standings” means that you leave with a satisfactory work record
and proper notice. Team members who leave between pay periods will be paid on the next
regularly scheduled payday. Team members who leave will receive accumulated unused
vacation pay. Team members will receive any sales commissions due once the month in which
the resign has been closed out. The company reserves the right to adjust commissions, based
on the status of the customer.
Termination of Employment-Dismissal
If, the opinion of Burr, a team member’s performance is unsatisfactory due to the lack of ability,
failure to fulfill the requirements of the job or other reasons, he/she usually will be notified of
the problem and the immediate manager will work with the team member to correct the
situation.
Sometimes a team member may be dismissed for other reasons such as violating a Company
Policy or engaging in an activity that is detrimental to the best interest of the Company. Under
these unpleasant circumstances, it may be necessary to terminate the employment
relationship. Dismissals are unpleasant and costly so Burr regards them seriously and handles
them with proper attention, concern and consideration of good management principles and fair
treatment.
If you believe you have been treated unfairly, please contact Human Resources immediately.
Typically, advanced notice is not given in dismissal cases to those team members who are
terminated within the introductory period. Team members who are dismissed will receive
accumulated, unused vacation pay. Sick time is not paid out.
Prior to receiving your final paycheck, you must surrender all Burr Chemical Company DBA Burr
Pest Control property including keys, documents and other items and fulfill all financial
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obligations to the Company. Commissioned team members will receive any sales commissions
due once the month in which they leave has been closed out. The Company reserves the right
to adjust commissions, based on the status of the customer.
When You Retire
Burr has no mandatory retirement age. Deciding when to retire is a personal decision. We ask
that when you decide to retire, please give Burr at least three (3) months’ notice or more if
possible. This will give management enough time to process the administrative matters related
to your retirement such as your retirement account, insurance, social security and other related
items. In addition, a member of management would like to meet with you to ensure you
receive any information you will need to have when you retire.
Team Member Problem Solving Procedure
The management of Burr is interested in how you feel about your job. Your work related
complaints or problems, no matter how large or small, are of concern to us because we know
that if you are satisfied with your job and your working conditions, you will work more
effectively and be of more value to the Company, your co-workers and yourself.
We want to provide you with an effective and acceptable means of bringing your problems and
complaints to our attention. Therefore, we have established a Problem Solving Procedure, or
Grievance Procedure, to be used by all of us. If you follow the steps in this procedure, no one
will criticize you or penalize you in any way.
Your first step is to discuss the problem with your immediate supervisor. Every effort should be
made to resolve the problem at this level to the satisfaction of both parties. If the content
involves your immediate supervisor, or you are uncomfortable with going to your immediate
supervisor, Human Resources is available. You can either contact Human Resources directly
through email, work phone or cell, or through our Grievance email address, which is
[email protected]. The complaint should be discussed within two (2) business
days of the incident. Once all the information is obtained, the facts and circumstances will be
reviewed and you will receive answers within five (5) business days.
Please remember that this procedure is to give you and Burr an opportunity to resolve
complaints or problems of any kind. In order for it to work, you must want it to work and use it.
It’s for your benefit. Our door is always open.
Open Door Policy
One of our foremost goals at Burr is to ensure that you have a way to express your complaints,
problems, opinions, suggestions or comments. Our problems solving procedure has that goal in
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mind and we encourage you to utilize it as your normal way of solving problems. You have the
right to talk about work related problems or complaints with any manager or any other
member of management with whom you feel comfortable with. This is our Open Door Policy
and we want you to feel free to use it.
Emergency Closing
Burr Chemical Company DBA Burr Pest Control realizes that emergency conditions such as
storms may develop which for the safety of our team members might require the temporary
closing of the Company’s facilities. Should that situation occur, a representative of the
company will announce that emergency conditions exist and the Company will close its
facilities.
If emergency conditions develop during non-working hours, it is your responsibility to make
every effort to be in contact with your manger during these emergency situations to determine
what the work schedule may be.
Your Job
Your job duties and responsibilities have been developed consistent with the needs of Burr
Chemical Company DBA Burr Pest Control as well as good management principles and
procedures. Our first responsibility is to our customers. We must be ready to meet any need
they may have and we must remain flexible to adapt to changing situations. Most of the time,
your job duties will remain the same; however, the company may occasionally ask you to
perform job duties other than your regular job and to work hours, which are difference from
your regularly assigned hours. When those situations occur, the Company expects you to
cooperate. Management reserves the right to establish work schedules for team members and
make work assignments to team members as necessary to meet the goals and objectives of
Burr Chemical Company DBA Burr Pest Control.
Employee Categories
Team members hired to work forty (40) hours or more each week are classified as regular full
time employees and eligible for all benefits. Any team member who is hired to regularly work
less than thirty-five (35) hours per week is considered a regular part time employee unless
otherwise approved. Regular Part Time Employees are not eligible for employee benefits,
except those mandated by the government. Team members are designated as regular full time
or regular part time at the time of hire.
A regular part time employee may sometimes work varying hours which might exceed thirtyfive hours per week on rare instances, and still retain the designation of regular part time.
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Their status of Part Time or Full Time will only change at the discretion of Management.
Regular part time employees are paid at the rate agreed upon when employed and are not
eligible for employee benefits, except those required by State and Federal regulations, such as
Social Security and Worker’s Compensation.
Exempt and Non-Exempt Employee Status is defined by the Fair Labor Standards Act (FLSA).
Exempt employees do not receive over-time compensation, where Non-Exempt employees are
eligible for overtime compensation if their recorded hours exceed forty (40) per week.
Commissioned employees maintain an accurate record of their hours of work, do not receive
overtime and receive a commission based on production.
Drugs and Alcohol in the Workplace
Burr Chemical Company DBA Burr Pest Control is a drug-free workplace. It is our intent to
provide a safe, healthy and secure environment in which to work. In this regard, Burr Chemical
Company DBA Burr Pest Control has implemented and vigorously enforce our drug free
workplace policy with several provisions and conditions of employment. Team members must
report to work on time, in an appropriate mental and physical condition for work. The misuse
of alcohol and/or the manufacturing, distribution, dispensation or possession and/or use of
alcohol, illegal drugs or any controlled substance on Burr property, in company vehicles, while
on company business, at a company event or that adversely affects the company or job
performance is prohibited and will constitute grounds for corrective measures up to and
including termination as well as possible legal consequences. If you are arrested or convicted of
any drug related offense on or off company premises, it must be reported to your manager or
an officer of the company within 24 hours of the incident, but preferably immediately.
If you suspect any job-related drug or alcohol abuse by any co-worker or manager know of
possession, use, sale, manufacturing, purchase, dispensation and/or distribution of drugs or
alcohol by any co-worker or manager on company premises, in company vehicles, while on
company business or at a company-sponsored event, please notify Human Resources or upper
management immediately. Any illegal substances found will be confiscated and turned over to
the appropriate law enforcement agency and may result in criminal prosecution.
If you use prescription drugs, you are responsible for notifying your manager or Human
Resources immediately of any medication that may affect your judgment, performance or
behavior. Failure to report this may result in disciplinary action. You have an obligation to
report to your manager or an officer of the company, any suspected job-related drug/alcohol
abuse by any co-worker or manager. A team member who violates this policy may be
permitted at the sole discretion of Robert Dold to participate and successfully complete an
appropriate treatment, counseling or rehabilitation program as recommended by a substance
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abuse professional as a condition of continued employment. Any information regarding the
individual’s drug or alcohol use will be kept confidential. Burr reserves the right to require a
drug test of any applicant or team member whenever, in the opinion of the company, this is
necessary. Drug tests will be administered at random throughout your employment and will be
automatically administered if employee is involved in an accident while on company time. .
Refusal to submit to a drug test will result in automatic termination of employment
Accommodation Policy
It is the policy of Burr Chemical Company DBA Burr Pest Control to provide a safe and healthful
workplace for all team members, and to make reasonable accommodations to the work needs
of team members who have a known physical or mental disability so long as it does not create
an undue hardship on the Company or threaten the safety and/or health of others at work.
Under this policy, we define reasonable accommodation as any modification or change to a job,
employment practice or work environment which makes it possible for a qualified team
member to enjoy equal employment opportunities. Burr will attempt to provide reasonable
accommodations unless it would impose an undue hardship on the company or if the team
member would pose a direct, significant and an identifiable threat to the health and safety of
others or themselves. All decisions will be in accordance to the laws assessed under the
Americans with Disabilities Act.
Your Work Week, Pay & Benefits
Your Work Week
Your work schedule will depend upon your job and the department to which you are assigned.
Your manager will explain your work schedule to you. Should you ever have any questions
regarding your schedule, please ask your manager.
The regular work week for Burris considered to be 40 hours, but this can be longer or shorter
depending on the needs of the Company and our customers. The company reserves the right
to offer “flex time” scheduling for certain team members, if this is appropriate and if customer
service or other company needs allow it. Non-exempt (Hourly) team members who work more
than 40 hours in a week shall be paid at time and one-half the regular hourly rate. Each team
members must approve all overtime in advance. Commissioned team members will be paid
their normal commissions. Exempt or Salaried team members receive a guaranteed weekly
salary and are expected to work whatever hours are necessary to perform the job.
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Although a normal work day is 8 hours, sometimes extra hours are needed. Your cooperation is
appreciated. Some service team members may work evenings and weekends in order to meet
the needs of our customers. This will be determined by your manager.
Breaks and Meal Periods
Each team member that works at least 7 ½ hours in a day is required to take a minimum 30
minute lunch break no later than 5 hours into your shift. During this time, you are not to be
working, nor at your desk. This rest time is your time to do what you please. Team members
are not permitted to accumulate meal periods in order to leave work early or to extend daily
meal periods.
Your Performance Review
We believe all Team members want to know how they are progressing in their work, what they
are doing well and what areas they need improvement. Periodically, your manager will sit with
you and discuss your performance review with you. This review will consider job traits such as
the following: Quality of Work, Quantity of Work, Job Knowledge, Cooperation with Coworkers,
Dependability of Performance, Attitude in job performance, Attendance and Initiative on the
job. This will give you the opportunity to discuss your job privately and personally with your
manager. The purpose of these discussions is to help you understand how the Company feels
about your contributions to the team effort and to allow you to express your feelings about
your own job, the people you work with and the department in which you work. Although we
schedule these performance reviews on a periodic basis we encourage you to privately discuss
your ideas, questions or problems with you manager on other occasions as needed. If you feel
that you need to carry your discussion further, you may contract Human Resources anytime.
Our Pay Policy and Your Merit Increases
It is the policy of Burr Chemical Company DBA Burr Pest Control to pay wages, salaries and
commissions which are comparable to those paid for similar jobs and services in our
surrounding area. We maintain our wage and salary structure by periodically conducting
compensation surveys. We adjust our pay ranges in accordance with the business and general
economic conditions of our Company and our industry.
For hourly and salaried team members, the Company bases pay and pay increases upon your
record of performance on the job, your particular job classification, your length of service with
the Company and other economic and job considerations. Technicians will typically being
working for an hourly wage. Commissioned team members receive a commission, based on
productivity. This commission covers all hours worked as well as benefit time, such as
vacations, holidays and sick pay and it also covers training time. The only exception is when the
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Company sends a commissioned team member to Purdue to an authorized class, in which case
a team member receives a day’s pay at his specific hourly rate established by the Company. As
a commissioned team member, you have the ability to increase your income in a variety of
ways such as (1) reduction of call backs, (2) sales of company services, (3) increased
performance and (4) increased productivity. In addition, you receive an increase when the
Company increases prices for its services.
Your individual job classification is determined by the requirements of the job and factors such
as responsibility, skill, training, education and working conditions. The company may change
the pay plan to commission when the technician is able to perform all of the job duties at an
acceptable pace. The time at which a technician goes on commission is determined by the
Company and based on each technician’s individual progress. Some of the characteristics that
the company believes are important are the following: Loyalty; Attitude towards work,
accepting responsibility and independence of action in carrying out duties; Attitude towards
customers and fellow workers; Responsibility; Willingness to help others; Attendance and
Tardiness records; Personal appearance and conduct; Training and Experience; Job skills and
special aptitudes.
Why Time Records Are Important for Non-Exempt Members
For non-exempt team members, the government’s employment requirements and regulations
today are very strict about recording the exact number of hours you work. It is the Company’s
responsibility to set time keeping and payroll policy and it is your responsibility to maintain
your individual time record. A time record is required because the company uses the
information on it for compliance with government regulations, payroll computation and for
giving you an accurate record of your earnings. All designated team members must maintain a
true and accurate time record each day. This includes service technicians paid on a commission
basis.
Please be sure to record the exact time you come to work each morning, take lunch and leave
at the end of the day. Do not record another team member’s time record or have them do the
same for you. When beginning work in the morning, do no record time until you have
completed any and all personal business and are ready to begin working. If you forget to record
your time or if you make an error on your time record, please make the correction and initial it.
A manager must initial the correction, as well. When leaving work on the last day of the week,
please review your time to ensure everything is properly recorded. Advise your manager of any
changes that need to be made. Managers must ensure that time records are recorded
properly.
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For service technicians that go directly to a job, the starting time is when you start the job at
the Customer’s location. If a technician does not return to the office at the end of the day, your
work time ends when you leave the last customer’s location.
Payday
Your payroll is period is biweekly, although each week stands along for compensation purposes.
Pay week should go from Saturday to Friday. You will receive your paycheck on the Friday
following the completion of the two-week period for a total of 26 paydays per year.
If payday falls on an official Company Holiday, you will be paid on the preceding workday. Burr
does not issue paychecks in advance or grant advances in pay.
Meeting Time
Periodically, Burr will schedule a meeting in order to communicate important information to
team members or conduct other Company business. When this occurs, the Company expects
all team members to attend, arrive on time and pay close attention. Meeting time is
considered to be work time and attendance is required. Hourly team members will receive their
regular hourly rate. Salaried team members will receive their regular salary and the normal
commission for commissioned team members will cover this time.
Should You Find An Error in your Pay
We take every precaution to avoid errors in your pay. However, if an error does occur, please
inform your Manager to investigate. If your paycheck does contain an error, you will receive an
adjustment on the next regular payday.
Your Payroll Deductions
Your pay represents the full amount of your earnings each pay period, minus the appropriate
deductions that the U.S. Government requires the Company to make for Federal Income Tax,
Social Security Tax, State Income Tax and sometimes local, county or city taxes. Social Security
is deducted at the rate established by the law and can change based on Congressional action.
Your earnings and the number of your dependents you claim on the W-4 you filled out upon
your hire, determine the amount of your tax deduction. Each year you will receive a W-2 slip
for filing taxes which will show your total earnings and the amount of taxes withheld. In
addition to taxes, any optional Medical, Dental, Short/Long Term Disability payments will also
be deducted.
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Job Duties/Transfers
Burr Chemical Company DBA Burr Pest Control reserves the right to transfer team members to
whatever job or location may be necessary to accomplish the objectives of the company.
Length of Service
Burr Chemical Company DBA Burr Pest Control recognizes your length of continuous service as
an important advantage for both you and the company. Some of the benefits you receive, such
as vacation, are based in part in length of service. Selection of qualified team members for
promotion is based primarily on the successful performance of your job.
Team members who are reinstated or re-employed following separation will have a new date of
seniority effective with the first date of work of you most recent employment.
What we expect from you
Your Responsibilities to Burr Chemical Company DBA Burr Pest Control
Along with the advantages and opportunities offered by your company go certain
responsibilities and obligations that you should meet. Your most important responsibility, of
course, is to do a good job on the work your manager assigns to you. Your manager is
responsible for the work you do so it is important to respect his experience, listen to his
instructions and carry them out promptly and cheerfully.
Always remember that our company is not content with average work—we want you to
achieve a high degree of success by calling forth your best efforts and helping you achieve your
work goals. In addition to following instructions, doing a good job requires you to think for
yourself, ask questions and make constructive suggestions. You will find that your manager is
interested in your ideas and will appreciate your efforts to do an outstanding job and improve
the company.
Doing a good job also implies certain obligations on your part, such as being alert, using good
judgment, being prompt and regular in your attendance, cooperating with your coworkers and
being loyal to Burr Chemical Company DBA Burr Pest Control.
Being Present and On Time
In order for all our jobs to work together satisfactorily, it is important to be present and on time
every day. If, for any reason, you are ill or there’s an emergency or you will be late, please call
your manager no later than 1 hour before your start time so he/she can make schedule
adjustments. The team member must call…not the spouse, child, friend or relative unless the
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team member is incapacitated. You are required to call in daily for each day you are going to be
absent. Excessive absence is a serious problem, regardless of whether the absence is excused or
unexcused.
An Excused Absence is approved prior to the absence and is to be granted for training,
conferences, vacation days, personal reasons and sickness. Unexcused Absences are those that
are not approved prior to the absence or when the reason for the absence is unknown.
Confidential Nature of Our Work
During the course of your employment with Rose, you may have access to information of a
highly sensitive and confidential nature. This information will be contained in Company records,
correspondence with customers and other similar documents. As a team member, you are in a
position of trust and have an obligation to Burr and its customers to strictly maintain and
protect the confidentiality of this information. Unauthorized use or disclosure, even if
inadvertent, compromises both you and Burr Chemical Company DBA Burr Pest Control and
seriously erodes customer confidence.
Information regarding Burr or its customers including the names of these customers or
descriptions of their business with us is considered confidential and proprietary information.
You may not disclose, duplicate or use this information in any other way except as required in
the performance of your duties with Burr Chemical Company DBA Burr Pest Control. This
includes both hard copies and disk copies or other computerized information.
Rumors and The Company “Grapevine”
Rumors have a habit of flying around from time to time and some people seem to delight in
passing them on as the truth. When you hear a rumor, please ask your manager if there is any
truth to it. If they don’t know, they can find out for you. We want to keep lines of
communication clear and uncluttered and we want you to have the answers to all your
questions.
Care of Equipment
Burr has a substantial investment in the equipment that is designed to enable you to do your
work efficiently. Your cooperation in the care and use of this equipment is necessary. If any of
our equipment is working improperly or is inappropriate for your needs, or if it has been lost,
stolen or broken, please notify your manager immediately. We want to reduce or eliminate
accidents, provide healthy and sanitary working conditions, eliminate fire hazards and become
more efficient in our work by continually improving the quality of our service.
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Good Housekeeping
Image is everything. From the condition and appearance of our building, equipment, vehicles,
workspace as well as our team members, it is imperative to portray a favorable image to our
customers. We can all help by placing trash in the containers provided; keep your vehicle and
workspace clean and clutter free; make sure your equipment looks as good as it works and
come to work well groomed and dressed in the proper attire, clean and wrinkle free.
Dress Code, Uniforms and Personal Appearance
Clothes are important and help create the first impression you make on our customers.
Remember… you can only make a first impression once. Team members who meet our
customers or other members of the general public must dress in an appropriate, professional
and businesslike manner.
Burr Chemical Company DBA Burr Pest Control rents or provides uniforms for team members
involved in inspection or in material application. The company pays a portion of the cost of the
uniform and the team member pays the remainder. If you are in this category, you must wear
your uniform at all times during work hours. In addition, you are responsible for bringing in
your uniforms so that it may be laundered. Uniforms should always be clean, pressed and
professional looking.
 Team members who are involved in inspections and material applications must wear the
Company uniform with long sleeved shirt and must wear leather boots or leather shoes
during work times.
 Men’s hair must be combed and neatly cut above the collar. Women’s hair must be
combed, arranged in a professional manner and styled so it is not hazardous to their job.
 Men may wear moustaches, beards and sideburns, providing their kept neat and welltrimmed and does not interfere with respiratory equipment nor present a potential
contaminant for our food processing clients.
 All team members must pay close attention to personal hygiene such a breath and odor.
Men may not wear earrings; Women may wear no more than two earrings per ear,
appropriate for their duties and only on the ear lobe. Pierced eyebrows, nose, lips or
other body parts that are visible by our customers may not be worn.
 Tattoos must be covered or otherwise not visible to the public or coworkers
 Athletic caps, jackets, or sweaters or other similar attire with names and/or logos of
businesses or organizations other than Burr Chemical Company DBA Burr Pest Control
are not acceptable at work.
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 For Company Functions, State Meetings, Conferences or other related events is the Burr
Uniform, slacks or skirt (no denim), shirt, blouse, jacket or sweater. A tie is
recommended. Attire will be advised for the specific event.
Management reserves the right to determine whether a team member is dressed in an
acceptable manner. If management decides a team member’s is inappropriate for business,
you may be required to return home to change, during which time you are off the clock and
not accruing pay.
Outside Work
Burr Chemical Company DBA Burr Pest Control would prefer that team members not obtain
a part time job in addition to working at Rose, although we realize that it may be necessary
in some situations. Please remember that your first obligation is to Burr Pest Solution,
including regular and additional work hours as well as any meetings that require your
attendance. Therefore, should you find it necessary to work a second job, please discuss it
with your manager ahead of time and be sure it will not create a scheduling problem or a
conflict of interest.
Smoking
Smoking is an activity that some may enjoy. However, we do not want it in the workplace.
Burr Chemical Company DBA Burr Pest Control is a smoke free workplace. Team members
must not smoke in a customer’s home or business or anytime while servicing our
customers.
If you do smoke, you must do so outside of the building, at least 15 feet away from a public
entrance in Illinois locations and in designated areas in Wisconsin and Indiana locations.
Smoking should be done only during your schedule break. Team members are not
permitted to smoke in company owned vehicles.
Telephone
The telephone is one of our most important pieces of equipment. The way in which you
answer or use the telephone has a great impact on our customer relationships and the
services we offer the public. When you answer the phone, you should always use a
pleasant tone of voice and exhibit a friendly and willing attitude. Burr does not object to
your making or receiving an occasional personal call in an urgent situation, but it must be
brief and rare and should not be long distance without prior management approval.
Excessive use of the phones for personal use will not be tolerated. Use of a personal
cellular phone during working hours can be disturbing to others and should be limited to
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breaks or emergencies only. This includes texting and “surfing the web” on your cellular
phone during work hours.
E-mail, Internet and Social Media Policy
In order to facilitate communications at Rose, we have installed a computer network system
that includes an e-mail capability and an Internet Connection. The internet is a completely
wide-open forum that is unregulated, which is both its advantage and disadvantage.
Owning to the ease of availability and the potential for good and for harm, we must adopt
certain very specific rules and regulations for internet use. While at work, team members
may use the Internet only for official company business, such as research and
communicating with other business associates. Team members may not use the internet
for personal matters, private business or entertainment. Inappropriate websites which may
be offensive in nature is strictly prohibited. Use caution when using search engines, as some
sites based on verbiage used can bring up offensive sites.
Additionally, team members should remember that e-mail is company property and should
be used for business matters only. Any email sent, regardless if deleted, can be retrieved by
the company. By staying professional in all e-mail correspondence, you can avoid any
potential issues. At any time, the company reserves the right to inspect emails received and
sent, as well as view Web Browser History on Company owned devices.
Team members are not to use a code, access a file or retrieve any stored information unless
specifically authorized. This includes accessing another team member’s email without their
permission. Anyone caught doing so is subjected to disciplinary action up to and including
termination.
With Social Media taking over society, it’s imperative that our team members know that
using any social media like Facebook, Twitter, Linked In and other sites are fine to do in your
personal time but should not be done while at work. Additionally, making false statements
about your employer or coworker on such sites can create animosity in the work place. It is
best to refrain from making such comments on your social sites.
Receiving Business Gifts
Burr Chemical Company DBA Burr Pest Control team members are prohibited from
accepting large or unusual gifts, gratuities or entertainment from individuals or companies
doing business with the company. Receiving gifts or other items places the team member in
a difficult position which could create embarrassment or a conflict of interest for the team
member and the Company. Therefore, all gifts of this nature must be courteously refused.
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Solicitation
Solicitation and distribution of literature by anyone including team members on Company
property during working time, which in any way interferes with housekeeping, work
production or customer service is prohibited.
Personal Letter on Company Stationary
Burr Chemical Company DBA Burr Pest Control’ stationary is to be used for authorized
business only, since any information on it is a reflection of the company. Team members
may not use this stationary for non-company related matters at any time.
Removal of Documents
Removal of official documents or equipment of Burr Chemical Company DBA Burr Pest
Control without the expressed written consent of the Company is prohibited. Failure to
comply with this policy may result in immediate dismissal. This includes hard copies, disk
copies and other computerized information.
Use of Company Vehicles
If a company vehicle is provided to you, please understand that they are for official
company use only and may not be used for personal use. Only the team member supplied
the vehicle has permission to use it and may not permit any family member or other
unauthorized user to operate it. The company does allow the incidental transportation of
our customers, where this is necessary.
Accidents
If an accident occurs, whether to customers, visitors, team members or to company
property, you must immediately refer the matter to your manager regardless of how
insignificant the accident may appear to be. This procedure is necessary in order to provide
immediate medical aid to an injured person and to facilitate a full and prompt report to the
insurance company. If the accident involves customers or visitors, you should not make any
statements to the injured person as to your opinions on the cause of the accident; instead,
report the complete circumstance to management.
In the case of an accident involving a team member in a Burr Vehicle, stay calm and contact
your supervisor immediately. If the vehicle is drivable and it is safe to do so, move it safely
out of traffic. Apply first aid; call the police and ambulance if necessary. Take notes and
inspect for spills and start clean-up procedures. Fill out the accident report form located in
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the vehicle’s glove box. If one is not present, please ask the office to assist you with
information that is required. Never admit liability while at the scene of an accident.
Authorities will determine liability after an investigation of the facts in accordance with
applicable laws and regulations.
If a team member is involved in a chargeable accident while operating a Burr vehicle, the
team member must pay ½ of the current deductible. A chargeable accident shall be when
the team member is demonstrably at fault, receives a traffic citation or when the Burr
insurance carrier pays for the damages. If it is later determined that the team member is
not at fault, the deductible will be reimbursed when it is received from the insurance
company. In the interest of safety, all Burr Team Members and passengers in company
vehicles must wear seat belts and adhere to all driving laws at all times.
Safe Driving Program
Burr Chemical Company DBA Burr Pest Control puts safety as a top priority. Driving
represents the greatest risk to the safety of our team members. All drivers should receive
an orientation of the vehicle that he/she will be driving from the service manager or branch
manager before they are assigned a vehicle. The orientation should include the following:
Location of safety equipment such as first aid kits and flasher; familiarization of all
equipment; vehicle operation; safety considerations; pre-trip inspection procedures; location
of insurance and emergency accident information.
In order to receive authorization to operate a company vehicle, team members must
successfully complete the Burr Chemical Company DBA Burr Pest Control’ Safe Driving
Program. All drivers are expected to safeguard and maintain company vehicles. Improper
attention to vehicle maintenance, appearance, safe operations or violations of company
vehicle policy may result in suspension of driving privileges and/or other appropriate
disciplinary actions including termination. Drivers must also:
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Have a valid driver’s license in the state they reside in
Keep safety and accident prevention as a priority at all times
Comply with all traffic laws
Use of the company vehicle for authorized business only
Not permit any unauthorized person to drive or ride in the vehicle
Assume all responsibility for any and all fines or traffic violations and citations
associated with his/her use of the vehicle
Never be under the influence of drugs or alcohol
Use seat belts or other available restraints
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Never text while driving and always use Hands-Free Devices while operating a motor
vehicle.
Use headlights in inclement weather
Turn off the vehicle, remove keys and lock the doors and any storage portions of the
vehicle as well as secure all materials and equipment when unattended.
Obey all speed limits and traffic laws and pay close attention to road conditions
Do not drive the vehicle “off road”
Immediately report any violations or changes in license status (i.e. your license has
been revoked or suspended) to your supervisor.
Return all vehicles in good clean condition, removing all garbage and food items
Before leaving a parking area or garage, inspect the vehicle for safety concerns,
checking tires, wipers, lights and other safety equipment for observable defects and
report any findings to your manager.
If the vehicle is unsafe to drive, do not attempt to drive the vehicle. Contact the
office and alternative transportation will be arranged.
Burr Chemical Company DBA Burr Pest Control wishes to maintain a safe and secure working
environment for all our team members and customers and requires all team members to
maintain a safe driving record. Prior to hiring, new team members driver’s record has been
check to make sure it meets Company standards. Driving records will be checked on a regular
basis. If any team member’s driving record shows any of the following items, a team member
may be dismissed:
 3 chargeable accidents, 3 moving violations, or a combination of 3 within the previous
12 months; or
 1 conviction of driving while impaired (under the influence of alcohol or drugs) within
the previous 36 months; or
 1 conviction of reckless operation of a motor vehicle within the previous 36 months.
Burr Chemical Company DBA Burr Pest Control maintains an ongoing safe driving program. The
company reserves the right to review each team member’s driving record at any time.
Controlling Costs
The proper control of materials and time helps make us all more successful. On the other hand,
waste of time, materials, equipment and utilities is costly to our Company and to you. We ask
every team member to monitor the amount and quality of work you produce and make an
effort to eliminate the waste of time as well as materials when possible.
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Authority to Enter Contracts
No team member other than a person duly authorized management has the authority to enter
a contract on behalf of Burr Chemical Company DBA Burr Pest Control. Additionally, team
members should incur no unauthorized expense on the part of the company. Otherwise, the
team member may be responsible for this cost.
Public Announcements and the News Media
No team member, other than a person duly authorized by management, may make public
announcements or comments regarding Burr Chemical Company DBA Burr Pest Control or the
environmental industry to the newspaper, radio, television or other outside media or public
relations representative. If you are requested to make a public statement, you should politely
decline and refer the contact to Robert Dold.
Policy on EPA, FDA, USDA and OSHA Inspections
Burr Chemical Company DBA Burr Pest Control cooperates with normal State and Federal
inspections. If someone contacts you and identifies themself as an inspector from one of these
agencies, please respond in a very courteous and pleasant manner and observe the following
procedure:
1. Call your manager to handle this activity and provide them with the following
information:
a. The name and title of the inspector
b. The name of the Agency the inspector represents
c. Other identification which would clarify who the inspector is
d. The purpose of the inspection (such as use or suspected misuse)
2. If you are unable to contact your manager call another Burr office. If you are unable to
contact any authorized company representative, make arrangements for the inspector
to return at another time.
3. Do not answer questions or perform any work unless your manager has authorized you.
4. If you are authorized to answer questions, be professional but only answer the
questions being asked. Be brief and do not volunteer information. Anything you say
voluntarily could be held against you at a later date in potential legal proceedings that
might arise. Do not sign anything. When under inspection, do no work related to
pesticide application unless otherwise directed by your manager.
5. If the inspector accompanies you onto a client’s premises, the inspector has the
responsibility to obtain the consent of the management or property owner of the
premises or must have a warrant.
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These are inspection guidelines and do not apply to inspections by emergency or police related
activities.
Political Activity
Although you are encouraged to be good citizens and become involved in civil and political
matters, we ask that you do not conduct political affairs while on duty and should not identify
themselves as Burr team members with respect to politics. Additionally, team members may
not wear political buttons or similar paraphernalia while at work or on company uniforms at
any time.
Weapons at Work
Team members are not allowed to have weapons such as knives, guns or rifles in their
possession on Company or customer property while at work unless necessary to perform the
job; in this case it must be approved in advance in writing from management. A small
pocketknife is permissible, but larger knives such as hunting knives are not allowed.
“Possession” is defined to mean in a private vehicle parked on Company property, in lockers,
toolboxes or anywhere else on Company or customer property. Team members who violate
this policy will be subject to immediate dismissal.
Staff Search and Security Policy
Burr Chemical Company DBA Burr Pest Control reserves the right to conduct an investigation of
missing property or other suspected rule or policy violations. When that occurs, it may become
necessary to conduct a search of a team member’s working area, possessions and belongings.
Offices, desks, lockers and file cabinets are the property of Burr and are subject to search by the
company at any time. In addition, packages, lunch boxes, bags and cars are subject to search at
any time while they are on the company or customer’s property. Team members who do not
cooperate will be subject to disciplinary action. All searches are to protect the rights of all of us
and make the workplace a more safe and comfortable environment. We appreciate your
cooperation in complying with this program.
Team Member Suggestions
Comments and suggestions of any nature are always encouraged and welcomed. You may
make them during a meeting or give to a management representative.
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Your Personal Information
Please notify your manager in writing of any changes to the following: Legal Name; Address;
Telephone number; Marital Status (for insurance and updating W-4 tax information);
Beneficiary or dependents listed in your insurance policy, In Case of Emergency Contact
information. Additionally if you complete any training or educational courses, please let us
know so we can add this to your personnel file.
Bulletin Boards
Periodically, we post information of general interest to you on our Company bulletin boards
located at each branch. Please form the habit of checking these bulletin boards frequently so
that you will be familiar with the information that is located there. This includes all Federally
Required Employment Postings.
Open Door Policy
Please remember, should you have any questions concerning your working conditions or about
any of these procedures or policies, our doors are always open. Speak with your manager,
Human Resources, or anyone of the Management Team. We are here to help you. Our door is
always open!
Team Member Benefits
As a team member, you will receive good benefits, which, while not paid in cash, is still an asset
to you. These benefits include vacation pay, sick time, paid holidays, access to a 401K Plan as
well as insurance. Please contact your manager or Human Resources with any questions you
may have. Benefits are available to regular full time team members who have completed 90
days of employment. Team members classified as a regular part time team member are not
eligible for benefits.
Vacation Pay
Vacation time begins after your 90 day trial period has been completed. You accrue 1 day of
vacation for every 2 completed calendar months of employment during your first year up to a
maximum of 5 days. Your vacation is awarded on an anniversary year basis according to the
following schedule:
Length of Service
1 Year
2 Years
10 Years
Amount of Paid Vacation Time
1 Week (5 Days)
2 Weeks (10 Days)
3 Weeks (15 Days)
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It’s recommended to use your vacation time as it’s accrued your first year since vacation time
cannot be carried over into the next year and upon your 1st anniversary, you will receive 1 week
of vacation to be used throughout your 2nd year of employment. If your anniversary date falls
during our busy season (April 1st-September 30th), you will be allowed to extend the time you
are to take your vacation until December 31st of that year in order to better service our
customers.
For example, if your start date is August 1st, 2011 you will have until December 31st, 2012 to use
your accrued vacation time. However, as of August 1st, 2012, you will be given 5 more days of
vacation to be used by July 31st, 2013. Essentially, after your first anniversary, there may be an
overlap of dates which you may have 2 weeks of vacation to use (as in this example, your
overlap time would be August 1, 2012-December 31st, 2012) but if you don’t use the first week
you accrued by December 31st, 2012, you will lose those days.
Should you leave the company, you will receive pay for any vacation you have earned but not
used. If a designated holiday falls within your vacation period, you will not be charged a
vacation day, but will receive holiday pay instead.
Holidays
We observe the following official holidays each year. Hourly and Salaried team members
receive a normal day’s pay; commissioned team members receive their normal commission
because Holiday pay has been built into the commission plan. For hourly team members,
holiday hours do not count toward hours worked when calculating hours with relation to
Overtime. The following is a list of our normal holiday schedule:
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New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Holidays falling on weekends will be observed on designated days which will be decided based
on business needs. To be eligible for holiday pay, you must be employed with us for at least 90
days and must work the last regularly scheduled day before the holiday and after, unless you
are using approved vacation time. If you are unexpectedly ill before or after a holiday, you
must produce a doctor’s note indicating you were under their care to be eligible for the holiday
pay. Should you be required to work on a holiday, you will either be credited with holiday pay
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in addition to your regular pay (paid using “double time”) or receive another day off with pay.
The company reserves the right to change this holiday schedule if necessary and prudent to the
operation of the company. Team members observing other religious holidays will be granted
time off without pay if requested in advance and if it does not create an undue hardship on the
company.
Family and Medical Leave of Absence (FMLA)
The Family and Medical Leave Act of 1993 (known as FMLA) entitles eligible employees to take
up to 12 work weeks of unpaid, job-protected leave in a 12 month period for specified family
and medical reasons, for any “qualifying exigency” arising out of the fact that a covered military
member is on active duty or has been notified of an impending call or order to active duty I
support of a contingency operation. The FMLA also allows eligible employees to take up to 26
work weeks of job-protected leave in a “single 12-month period” to care for a covered service
member with a serious injury or illness.
To be eligible for FMLA benefits, an employee must:
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Work for a covered employer, which Burr does fall under
Have worked for the employer for a minimum of 12 months
Worked at least 1250 hours over the previous 12 months
A covered employer must grant an eligible employee up to a total of 12 work weeks of unpaid
leave during any 12 month period for one or more of the following reasons:
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For the birth and care of a newborn child of the employee;
For placement with the employee of a son or daughter through adoption or foster care;
To care for a spouse, son, daughter or parent with a serious health condition;
To take medical leave when the employee is unable to work because of a serious health
condition; or
For qualifying exigencies arising out of the fact that the employee’s spouse, son,
daughter or parent is on active duty or call to active duty status as a member of the
National Guard or Reserves in support or a contingency operation.
Under some circumstances, employees may take FMLA leave intermittently-taking leave in
separate blocks of time for a single qualifying reason, or on a reduced leave schedule, reducing
the employee’s usual weekly or daily work schedule. When leave is needed for planned
medical treatment, the employee must make a reasonable effort to schedule treatment so as
not to unduly disrupt the employer’s operation. If FMLA leave is for birth and care, or
placement for adoption or foster care, use of intermittent leave is subject to the employer’s
approval.
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Under certain conditions, employees or employers may choose to substitute (run concurrently)
accrued paid leave such as sick or vacation leave to cover some or all of the FMLA leave. An
employee’s ability to substitute accrued paid leave is determined by the terms and conditions
of the employer’s normal leave policy.
During this time, Burr will continue to provide its portion of any health insurance benefits the
team member was receiving prior to the leave, throughout the duration of the leave. Team
members must make arrangements to pay for any benefits normally payroll deducted while on
leave. Paid holidays are not earned while on FMLA, nor are benefits accrued.
Should you return to work at the conclusion of your leave, you will be restored to your previous
position or an equivalent position with no loss of benefits which had accrued at the
commencement of the leave. When you return to work, if your leave was due to your own
serious condition, you must provide a medical release verifying your ability to return to work
and stating any limitations, if applicable.
Team members whose leave lasts longer than 12 weeks, and who fail to return to work
promptly at the end of the approved leave period will be presumed to have voluntarily
resigned.
Ordinary Leave of Absence
If you are not covered under FMLA, but need extended time away from the company because
of illness, disability, pregnancy and related conditions, please discuss with your manager. If you
have completed the 90 day introductory period, you may be granted a leave up to 90 days. This
leave is without pay and must be approved by your manager in writing.
During this absence, you must provide your manager with a letter from your physician stating
when you must stop working as well as one when you return to work stating that you are able
to perform the full duties of the position for which you were hired.
If you return from leave within the 12 weeks, you will be considered for the next available
opening for which you are qualified, which may be a different job at a different pay rate. Team
members whose leave lasts longer than 12 weeks may be separated, and team members who
fail to return from leave will be presumed to have resigned. Team members, who refuse a job
offer, even if it is a different job at a lower rate, will be separated.
Paid holidays are not provided to team members who are on leave. You must make
arrangements to pay your insurance premiums while you are on leave. Vacation and sick leave
do not accrue during leave of absences. Team members on leave do not receive holiday pay for
holidays which occur during the leave.
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Sick Pay
In the event you are unable to come in to work on your scheduled day due to an illness, you are
required to call and personally speak with your supervisor no later than 1 hour before your
start time. In order to protect your income in the time of an illness by you or someone in your
family, Burr provides you with 6 days of paid sick leave per calendar year. For the first year of
employment, you accrue 1 paid sick day for each 2 completed calendar months, up to a
maximum of 6 days through December 31st of your first year. On following January 1st, and for
each calendar year thereafter, you will have 6 sick days to use for that calendar year.
For example, if your start date is August 1st, 2011, you will earn 1 sick day as of October 1st,
2011, and a 2nd sick day as of December 1st, 2011. As of January 1st, 2012, you would have 6
days to use for that calendar year.
You may use your sick leave for illness, disability, pregnancy or related conditions, or for the
illness of a family member. Hourly and salaried team members received their regular pay;
commissioned team members have sick pay built into their commission plan.
If you do not use any of your sick days during the year, you will receive a bonus pay on your first
full paycheck of the following year equal to 3 days’ worth of salary. Commissioned team
members who qualify for this benefit will be paid by their hourly rate. Sick time is not paid out
upon separation of employment nor is it carried over to the following year.
Personal Leave
In addition to vacation time and sick time, you are entitled to take 2 unpaid personal days each
year. Please arrange this time in advance with your manager.
Catastrophic Leave
In the event that you are the subject of a serious medical condition, and have been a full time
team member with Burr for 15 years or longer, you will receive a special payment of $500 per
week from Burr Chemical Company DBA Burr Pest Control, for the period of time you are on
FMLA for this condition, not to exceed 12 weeks. If eligible, you may utilize this benefit one
time, during the period that you are employed with Rose.
Catastrophic Leave policy applies to the team member only, and not to family members or
others. The kinds of situations for which this leave may be used including debilitating, life
threatening, serious medical conditions such as cancer, heart disease and similar conditions but
does not apply for less serious conditions such as broken limbs. The purpose of this benefit is
to offer a source of help during the unusually difficult period of time that accompanies
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catastrophic situations. The company retains the right to decide in which situations
Catastrophic Leave applies.
Service Leave for Active Military Duty
If you are inducted into the United States Armed Forces, please show your orders to your
manager as soon as you receive them. All regular team members are eligible for re-employment
after completing military service under the following conditions:
 You must receive an honorable discharge
 Your military service was not in excess of four (4) years after August 1, 1969 unless
involuntarily retained in the service
 You apply for reinstatement (a) within 90 days after release from active duty or (b)
within 31 days after release from initial active duty for training of not less than three (3)
months or (c) on the next regularly scheduled work period following other types of
training duty, absence for induction or examination , or after rejection.
If you are an honorably discharged veteran, you will be reinstated in the same position you left
(or similar one in terms of status, pay and seniority) and will receive full credit for time spent in
the Armed Forces, provided you meet the above requirements.
If you are a member of the Reserves or National Guard and you are called upon to serve tour of
active duty (usually two weeks but sometimes longer), you will be granted an unpaid military
leave of absence for the time required.
You should give your manager as much advance notice as possible of your intent to be away. If
you wish, you may take your normal vacation during this time, but this is not required.
Insurance Protection for You and Your Family
After 90 days of employment, full time team members become eligible for comprehensive
health insurance. Team members will be asked to pay a portion of the premium, which will be
deducted from each paycheck; the company pays about 75% of the employees’ monthly costs.
Team members, who choose additional coverage like spouse or family, would pay for that
addition coverage fully with no additional amount paid by the company.
All the benefits are set forth in the insurance booklet and we suggest that you review it
thoroughly so that you can understand the type and amount of benefit which you receive. If
you have any questions regarding these benefits, talk with your manager or Human Resources.
The company will supply you with the necessary forms which are to be used to make claims
under the insurance program.
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Team members who do not choose individual health coverage will be reimbursed ½ of the
premium paid by the company, at the end of each completed calendar quarter. This applies
only to individual coverage, not family coverage, and you must be employed on the active
payroll on the last working day of that calendar quarter, in order to receive this benefit.
For example, if the insurance’s monthly cost is $800 and the employee portion is $200/month
that means $600/month is being paid by Burr Chemical Company DBA Burr Pest Control. If you
elected to waive your insurance benefits, you would receive $900/quarter (which is
$300/month) as a bonus providing you meet all the requirements stated above.
Should your employment terminate with Rose, insurance for you and your dependents if
applicable will terminate at the end of the month the termination is effective. However, you
and your covered dependents may be eligible to continue coverage and remain a member of
the plan after you leave the company, for a period of 18-36 months, under the provisions of
COBRA. Information will be sent to you after you leave. Should you not receive your COBRA
information within the first two weeks of your unemployment, please contact the corporate
office at 847-441-8300.
Your Social Security Insurance Benefits and Payments
The Federal Social Security Program provides you with a variety of benefits including retirement
payment, death benefits, disability insurance, and monthly income payments to certain
dependent survivors of covered team members. According to the Federal regulations, both you
and the company contribute to your Social Security Account.
Normally, you will be eligible to receive monthly income from Social Security when you retire or
become totally or permanently disabled. If you have questions about your Social Security
benefits, please contact the Social Security Administration office.
Worker’s Compensation
If you become injured while you are at work, you will receive certain benefits under the
Worker’s Compensation policy which Burr Chemical Company DBA Burr Pest Control caries on
each team member. These benefits normally include the cost of your medical attention as well
as certain percentage of your weekly income for a specified number of weeks.
If you become injured on the job, please report it immediately to your manager or branch
manager so that we can provide you with the proper medical attention and ensure that your
Worker’s Compensation claim is filed properly. Please understand that anyone injured while at
work will be subjected to a mandatory drug screening.
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Insurance Against Unemployment
Unemployment Compensation Insurance provides you with a certain amount of income, should
you become unemployed through no fault of your own. Burr Chemical Company DBA Burr Pest
Control pays for the entire cost of this insurance. When eligible, you receive weekly income
benefits to be determined by the amount of wages you have received.
Jury Duty or Serving as a Witness
If you are summoned for jury duty, or if you appear in court as a witness, please tell your
manager as soon as possible. As good citizens, any of us is subject to being called for civic duty
at any time and you will receive unpaid time off during the time you are required to serve on a
jury, with no detrimental effect on your job.
If you are called for jury duty but are not selected, you must report to work as soon as you are
released. If you are a witness, you must return to work as soon as you have completed your
testimony. When you receive a summons to serve on a jury or as a witness, please tell your
manager so that we can arrange for another team member to take over in your absence.
Funeral Leave
If you are scheduled to work and receive news of a death in your immediate family, you may
arrange for a funeral leave in order to make necessary arrangements, attend the funeral, or
handle other affairs immediately associated with the funeral.
Regular full-time team members will be granted up to three days paid leave. Immediate family
is defined as including your spouse, spouse’s parents, children, parents or legal guardians,
brother or sister (or in-laws), grandparents or special situations such as step relationship or
close relative living in the same household. Commissioned team members receive Funeral
Leave time at their hourly rate. Authorized leave longer than three days or leave for funerals of
someone other than the above will be charged accrued vacation time or will be unpaid.
Voting Time
We encourage Burr Pest Team Members to vote in all municipal, state and national elections.
You should try to arrange your voting time either before or after work or during lunch. If
necessary, due to unforeseen situations, the company may grant unpaid time off to vote, if
there is no other alternative and if your job can withstand your absence during that time.
Team Member Conduct
The purpose of these rules is to define the rights of everyone, not to restrict these rights. By
keeping you informed of your rights, you will be more satisfied and the company can operate in
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an orderly and efficient manner. We have found that most team members have a keen sense
of appropriate behavior and strive to exhibit the best and highest professional conduct at all
times.
Our rules here are very simple—if any team member engages in activity detrimental to the best
interest of Burr Chemical Company DBA Burr Pest Control, our customers or our team
members, then he/she will receive appropriate discipline. Discipline may include a verbal or
written correction notice, suspension or possibly discharge.
Activity detrimental to the Company includes habitual lateness and/or absenteeism,
destruction of property, fighting, reporting to work under the influence of drugs or alcohol,
stealing, insubordination, refusing to perform an assignment and any violation of any policy set
forth in this handbook.
Improper Conduct
Below is not an all-inclusive list but provides examples of what is improper and unacceptable
behavior:
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Inefficiency, unsatisfactory performance, or lake of application or effort on the job.
Committing actions which affect the safety of equipment or personnel.
Violating a safety rule or safety practice.
Knowingly recording the work time of another team member, or having one’s work time
recorded by another team member or unauthorized altering of a work time record.
Being late without proper notice.
Being absent without property notice or excuse.
Spending unnecessary time away from the job.
Leaving your job or your regular working area during working hours without
management approval except for lunch, breaks and using the restroom.
Leaving work before the end of the regular workday or not ready to work at starting
time.
Reporting to work intoxicated or under the influence of drugs or alcohol, or possession
or manufacturing of illegal drugs on company property or customer property or
consuming alcohol or illegal drugs on company property or customer property at any
time.
Disorderly conduct, immoral conduct or indecency reflecting on the company.
Harboring a communicable disease that will endanger customers or co-workers in
Violation of the Company’s policy on Medical Conditions and Disabilities at Work.
Misrepresentation of facts in seeking employment.
Removal of money or property from another team member, customer or company.
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 Willful destruction of company’s property.
 Insubordination (refusal to perform service connected with a team member’s job as
required by the team member’s manager or by management)
 Possession of firearms, fireworks, or explosives on Company/Customer property
without permission from management.
 Contribution to unsanitary conditions.
 Engaging in unprofessional behavior.
 Not completing required paperwork timely or falsifying paperwork or company records.
 Bringing children or other visitors to work during normal work hours without permission
from management except in an emergency.
Violations of Burr Chemical Company DBA Burr Pest Control policies will be dealt with by
written correction to dismissal, depending upon frequency and nature of offense.
Management reserves the right to make all disciplinary decisions.
In Closing…
This booklet is a summary of the principles for which we stand, the benefits that you receive
and the obligations you assume as a team member. We hope that you have read your
handbook carefully and will keep it for future reference. If you have any questions concerning
the policies or benefits outlined, please ask your manager about them.
We may occasionally revise some of these policies that are outlines in this handbook or add
new policies and new benefits that we feel will make Burr Chemical Company DBA Burr Pest
Control a better place in which to work. The dynamic nature of our business, our steady growth
and ever-changing business conditions will undoubtedly require changes in our policies and
procedures. Be sure to keep any notification of policy changes that come to you.
You are now a part of the team and we hope your association with us will be happy and
rewarding. The company has made considerable progress since its beginning and the credit
goes to each individual team member. Your job is important to our continued growth and
success. With all of us working together in a spirit of cooperation and team work, Integrity,
Service, Growth and Profit will not only help in the success of Burr Chemical Company DBA Burr
Pest Control, but our Company will be unsurpassed because of it.
Welcome to Burr Chemical Company DBA Burr
Pest Control!
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ACKNOWLEDGEMENT
Please review the following pages and sign the
acknowledgment forms in the appropriate
places. These should be signed and returned
to your Manager within 48 hours of your start
date. Please ask any and all questions prior to
signing these acknowledgement forms.
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Team Member Handbook
Acknowledgement
I, _________________________ have read the Team Member
handbook dated April 2012 and agree to the policies established. I
understand that employment with Burr Chemical Company DBA Burr
Pest Control is “at-will” and can be terminated by either party, at any
time.
Subjects covered in this Handbook including the following:
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Employment At Will
Our Mission
Our Philosophy
Our Policies and Procedures
What We Expect Of You
Your Work Week, Pay & Benefits
Time Off
Improper Conduct
Drug and Alcohol Policy
By signing this acknowledgement, you agree to follow the procedures
and policies established in this handbook.
______________________________ __________________
Signature of Employee
Date
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Health Insurance
Please acknowledge one option below by signing on the appropriate line and date it.
I hereby elect to waive my right to insurance coverage through Burr
Chemical Company DBA Burr Pest Control and am not interested in
signing up for coverage at this time
______________________________________________________
Employee Signature
Date
I hereby authorize Burr Chemical Company DBA Burr Pest Control to
deduct insurance costs from my payroll check. I understand that Burr
will pay a portion of the Employee Health Insurance coverage and I
must pay the remainder. If I choose to cover my spouse or other
dependents, I understand that I am to pay those additional insurance
costs and Burr Chemical Company DBA Burr Pest Control will not
cover any portion. **Eligible after 90-Day Introduction Period**
______________________________________________________
Employee Signature
Date
Part Time Employees Only
As a Part Time Employee, I am aware that I do not qualify for Health
Insurance Benefits.
______________________________________________________
Employee Signature
Date
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In Case of Emergency
Please provide us with the following information. In the event
of an emergency, we want to be able to contact a friend or
family member. Should any of this information change,
please be sure to email or call Human Resources.
Immediate Family Member:
Name: ________________________________________
Address: ______________________________________
City: _________________________ State: ___________
Phone: ________________________________________
______________________________________________________________
Nearest Relative (Not Living With You):
Name: ________________________________________
Address: ______________________________________
City: _________________________ State: ___________
Phone: ________________________________________
_______________________________________________________________
Additional Name:
Name: ________________________________________
Address: ______________________________________
City: _________________________ State: ___________
Phone: ________________________________________
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Burr Chemical Company DBA Burr Pest Control
At Will Employment Agreement
This At-Will Employment agreement made and entered into on HDATE in the state of Illinois, in the County of
Winnebago, Jo Davies, Stephenson, Boone, McHenry, Carroll, Ogle, DeKalb, Kane, DuPage, Cook, Whiteside, Lee
and Bureau and in the State of Wisconsin in the County of Iowa, Dane, Lafayette, Green, Rock and Walworth
between Burr Exterminating Company, DBA Burr Pest Control, “the Company”, and ENAME, “the Employee”.
Witnesseth:
Whereas, “the Company” is engaged in the pest control, exterminating, fumigating and termite control business,
which business requires secrecy in connection with the methods and systems employed; and whereas, for the
proper protection of the “the Company”, it is absolutely necessary and essential (which necessity “the Employee”
expressly recognizes) that all matters connected with , arising out of, or pertaining to the business of “the
Company”, its methods and systems and the names of its customers be kept secret and confidential as good will
belonging to “the Company”; and whereas, the territory hereinafter set forth in Paragraph 8 has been solicited by
“the Company” through its sales representatives and advertising media, and a valuable and extensive trade had
been established thereby at great expense to “the Company”; and where as “the Employee” desires to be
employed by “the Company”, and by virtue of such employment, “the Company” will impart to “the Employee”
and “the Employee” will become possessed of the knowledge of the names and lists of customers of “the
Company” within the said territory and the methods and systems employed by “the Company”; and
Whereas, “the Company” will sustain great loss and damage if, during the term of this agreement, or for a period
of two (2) years immediately following its termination for any reason whatsoever, “the Employee” should, for him
or herself, or on behalf of any other persons, company, partnership or corporation, person, call upon the trade,
customers or clientele of “the Company” for the purpose of soliciting or selling any pest control, exterminating,
fumigating or termite control services in the territory as set forth herein.
Now, therefore, “the Company” and “the Employee”, in consideration of the covenants and agreements herein
contained and in further consideration of the benefits and advantages flowing from each to the other, covenant
and agree as follows:

“The Company” hereby employs “the Employee” as POSITION for its office located at: 1649
Charles St. Rockford, IL 61104
Compensation Increase or Decrease
2. The compensation of “the Employee” may be increased or decreased at the sole and exclusive option of “the
Company”, based upon value to “the Company.
Employee Declaration of Devotion
3. “The Employee” agrees that (s)he will at all times faithfully and industriously perform all the duties which “the
Company” may require of him/her and that (s)he will devote his/her entire time and attention to the furtherance
of the business of “the Company”. “The Employee” will faithfully adhere to and fulfill policies established by “the
Company” in the operation of its business and in its relations with its employees and customers. “The Employee”
shall forward reports to “the Company” at such times and on such forms as requires. “The Employee” shall have
no right whatsoever to make any contracts binding on “the Company”, except contracts for service with customers
of “the Company” at the prevailing rates established by “the Company”.
This page has been read and accepted by “the Employee”: _____________________________
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At Will Employment Agreement Page 2
Employee Responsibility for Company Possessions
4. “The Employee” does explicitly understand and agree that all funds received by him or herself on behalf of “the
Company” shall be held in trust, and (s)he shall keep a just and true account of the collections received by him or
herself from customers of “the Company”. (S)he shall turn in and account for any and all collections or demands,
and shall be responsible for any and all technical data, books, equipment, chemicals or other property of “the
Company” which may come into his/her possession by reason of this employment. In the event this employment
is terminated for any reason whatsoever, “the Employee” shall immediately turn in to “the Company” and account
for all such equipment and property and shall be entitled at such termination, only to such sums of money as may
be due him/her under provisions herein.
Company’s Right To Withhold Earnings
5. “The Company” shall and does have the right and authority to withhold any sums of money due to “the
Employee” and to apply the same to any indebtedness of “the Employee” owing to “the Company”, such as:
money, advances of pay or loans, or equipment not returned.
Employee’s Non-Compete Agreement
6. “The Company” and “the Employee” agree that “the Company” is engaged in pest control, exterminating,
fumigating and termite control business, and has built up and established a valuable and extensive trade in the
following described territories: State of Illinois, in the County of Winnebago, Jo Davies, Stephenson, Boone,
McHenry, Carroll, Ogle, DeKalb, Kane, DuPage, Cook, Whiteside, Lee and Bureau and in the State of Wisconsin in
the County of Iowa, Dane, Lafayette, Green, Rock and Walworth.
The business connections, clientele and customers of “the Company” have been established and maintained at a
great expense to “the Company”. By virtue of this employment, “the Employee” will become familiar with and be
possessed with the knowledge of the names and lists of the customers and clientele of “the Company”. “The
Employee”, through his/her representation of “the Company”, will become personally acquainted with the
customers and trade of “the Company”. “The Company” will sustain great loss and damage if, during the term of
this agreement, or for a period of two(2) years immediately following its termination for any reason whatsoever,
“the Employee” should, for him/herself, or on behalf of any other person, persons, company, partnership or
corporation call upon the trade, customers or clientele of “the Company” for the purpose of soliciting or selling any
pest control, extermination, fumigating or termite control service in the territory as set forth herein.
“The Employee” hereby expressly covenants and agrees, which covenants and agreements are of the essence of
this contract, that (s)he will not, during the term of this agreement and for a period of two(2) years immediately
following the termination of this agreement, for any reason whatsoever, directly or indirectly, for themselves or on
behalf of, or in conjunction any other person, persons, company, partnership or corporation:
(6a) call upon any customer or customers of “the Company” solicited or contacted by “the Employee” or whose
account was serviced by “the Employee”, pursuant to his/her employment hereunder, for the purpose of soliciting
or selling any pest control, exterminating, fumigation or termite control service for the eradication or control of
rats, mice, roaches, bugs, vermin, termites, beetles or other insects within the territory stated in Paragraph 6(E);
(6b) nor will (s)he divert, solicit or take away any such customer or customers of “the Company” or the business or
patronage of any such customers of “the Company” for the purpose of selling a service for eradication or control of
rats, mice, roaches, bugs, vermin, termites, beetles, or other insects within the territory stated in Paragraph 6(E);
This page has been read and accepted by “the Employee”: _____________________________
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At Will Employment Agreement Page 3
(6c) nor will (s)he call upon, divert or solicit any person, persons, company, partnership or corporation for the
purpose of selling any service for the eradication of rats, mice, roaches, bugs, vermin, termites, beetles or other
insects within the territory stated in Paragraph 6(E);
(6d) nor will (s)he service any contracts or accounts for other employers, or for him/herself, anywhere within the
territory stated in Paragraph 6(E);
(6e) nor will (s)he be engaged in the lawn or ornamental pest control service, pest control, exterminating,
fumigating or termite control business anywhere within fifty(50) miles from “the Company’s” service.
Employers Right to Change Service Territory
7. “The Employee” recognizes and agrees with “the Company” that in this At-Will Employment Agreement
between “the company” and “the Employee”, “the Company” has the right, at any time and for reasons sufficient
to “the Company” to change the territory assigned to “the Employee”, resulting in “the Employee” being changed
from the assigned territory to an entirely different territory, and in the event of such change, that the conditions,
terms and provisions of this agreement shall pertain and apply in every particular to any territory in which “the
Employee” is assigned and has worked for “the Company” during any part of the twelve(12) month period next
preceding the termination of this agreement for any reason whatsoever. “The Employee” does expressly
understand and agree that in the event of a change of territory to which (s)he may be assigned by “the Company”,
his or her responsibilities and obligations as to each and every covenant as set forth in Paragraph 6 above shall
pertain and apply in every particular (in addition to the territory stated in Paragraph 6 above) to any territory to
which “the Employee” is assigned and has worked for “the Company” during any part of the twelve(12) month
period next preceding the termination of this agreement for any reason whatsoever.
Severable and Separate Restrictive Covenants of Paragraphs *(and its subparagraphs) and 9
8(a). “The Company” and “the Employee” agree that the restrictive covenants contained in Paragraph 6 or any of
its subparagraphs and Paragraph 7 are severable and separate and the unenforceability of any specific covenant
therein shall not affect the validity of any other covenant set forth therein. These covenants on the part of “the
Employee” shall be construed as an agreement independent of any other provision in this agreement, and the
existence of any claim or cause of action of “the Employee” against “the Company”, whether predicted on this
agreement or otherwise, shall not constitute a defense to the enforcement by “the Company” of said covenants.
8(b). “The Employee” acknowledges that, in any action at law or in equity for breach of the covenants set forth in
Paragraphs 6 & 7 herein above, damages would be difficult, if not impossible, to predict in advance with certainty.
Accordingly, “the Employee” acknowledges and agrees that any violation by him/her of the covenants set forth in
said Paragraph 6 & 7 would cause irreparable damage to “the Company”. Therefore, “the Employee” covenants
that, upon finding by a court of competent jurisdiction that any or all portions of Paragraphs 6 & 7 have been
violated by “the Employee”, a judgment in the amount of $15,000.00 shall be entered without delay or defense
against “the Employee”, in favor of “the Company”; in addition to which “the Company” shall be entitled to
injunctive relief against “the Employee” for the purpose of preventing future and additional violations of those
provisions. In addition, “the Employee” shall indemnify, defend and hold harmless “the Company” for any and all
reasonable attorney’s fees, costs and other expenses, in connection with the enforcement of any of the terms and
provisions of this At Will Employment Agreement.
This page has been read and accepted by “the Employee”: _____________________________
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At Will Employment Agreement Page 4
9. “The Employee” distinctly understands and agrees that the nature of “the Company’s” business, the customer
list of “the Company”, the information with respect to the methods and systems used by “the Company” in its
business, the training received by “the Employee”, and the information which “the Employee” receives in the form
of Technical Bulletins, are all of confidential nature and agrees further that the restrictions set forth and contained
in Paragraphs 6 & 7 above are reasonable, both with respect to the length of their duration and with respect to the
territory included therein. “The Employee” further agrees that these restrictions are reasonably necessary for the
protection of the business and good will of “the Company”. It is specifically understood and agreed by the parties
hereto, however, that the obligations of “the Employee” pursuant to the provisions of Paragraph 6 will terminate
and cease if, during the time stated, or in the area described therein, “the Company” shall cease to carry on all
phases of its business.
Explanation of Termination
10. This is an “At-Will” employment relationship.
Succession of Agreement
11. The provisions of this agreement shall extend to the successors, surviving corporations and assigns of “the
Company” and any purchaser of substantially all of the assets and business of “the Company”. The term
“Company” shall be deemed to include any corporation, a majority of the stock of which is owned by “the
Company”.
Mutual Party Agreement
12. This contract includes the entire agreement of the parties and set forth the entirety of the consideration to
which “the Employee” shall be entitled hereunder, and all of the inducements made to “the Employee” in order to
induce him/her to sign and execute this agreement. No alteration, modification or change of this agreement
whatsoever, including any alleged inducement made to “the Employee” to enter into this agreement shall be
claimed unless in writing and executed on behalf of “the Company” by the President and approved by Robert J.
Dold and by “the Employee”.
Cumulative Rights
13. All of the rights of “the Company” and “the Employee” hereunder shall be cumulative and not alternative, but
a waiver or indulgence on the part of the “the Company” or “the Employee” of any rights or entitlement hereunder
shall not be construed as a waiver of any other rights or entitlement hereunder by either “the Company” or “the
Employee”. No notice shall be required by “the Company” or “the Employee” to enforce strict adherence to all the
terms of this agreement.
14. This agreement shall not fail through any part nor clause hereof shall be held indefinite or invalid.
15. “The Employee” certifies that (s)he is over 18 years of age, AND HEREBY ACKNOWLEDGES HAVING READ THE
ENTIRE CONTENTS OF THIS “AT-WILL” EMPLOYMENT AGREEEMNT BEFORE SIGNING HIS/HER NAME BELOW.
In witness whereof, “the Company” and “the Employee” have affixed their hands and seals on this, the day and
year first above written, “the Company” acting through its authorized officers. I have signed this “At-Will”
Employment Agreement consisting of 4 pages and affix my signature below.
_________________________________________
Signature of Employee
Date
__________________________________________
Signature of Manager
Date
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