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info@misitio.com

914-123-456

Welcome to Vantech Group

Vantech Group combines Specialized Consulting, tailored Outsourcing of Virtual Emily, and cutting-edge Technology Apps to help clients transform their life and business through the Virtual CEO Life Experience.

We want to create a connection between our clients and their virtual assistants that will transform their lives and business all over the world through the Virtual CEO Life.

Vantech was created to provide opportunities for young individuals to work for foreign companies and achieve personal and professional success. By enabling individuals to achieve their dreams so they can reach their highest potential, both personal and professional, we have been able to create a work environment where sustainable happiness in the workplace is our most important asset.

In return, this provides our clients with a happy work force that translates into higher efficiency, reduced all around costs, and a true connection between our talent and our clients’ needs, so that they can work as one, united by a common goal.

Our passion is to be the best we can be and develop our strengths and abilities to the service of others. This has enabled us to provide our clients with a unique high-quality level of service with one common goal: Personal and professional success in a happy way for both our clients and employees.

Introduction

Employee Handbook

This Employee Handbook (“Handbook”) is a compilation of personnel policies, practices, and procedures currently in effect at Vantech Group (“Company”).

The Handbook is designed to introduce you to our Company, familiarize you with Company policies, provide general guidelines on work rules, benefits and other issues related to your employment, and help answer many of the questions that may arise in connection with your employment.

This Employee Handbook is not a contract. The purpose of the Handbook is to provide you with a convenient explanation of present policies and practices at the Company. This Handbook is an overview or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions regarding the applicability of a policy or practice should be addressed to the Human Resources Department.

The Company reserves the right to modify any of our policies and procedures, including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However, such a notice is not required for changes to be effective.

General employment Policies and practices

The Company is an equal opportunity employer.

We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the elimination of all discriminatory practices.

The following terms will be used to describe employment classifications and status:

Full-Time Employee

Full-time employees are those who are regularly scheduled to work at least [40 hours] per week that are not hired on a temporary basis.

Part-Time Employee

Part-time employees are those who are regularly scheduled to work fewer than [40 hours] per week that are not hired on a temporary basis.

General employment Policies and practices

The Company is an equal opportunity employer.

The following terms will be used to describe employment classifications and status:

Full-Time Employee

Full-time employees are those who are regularly scheduled to work at least [40 hours] per week that are not hired on a temporary basis.

Part-Time Employee

Part-time employees are those who are regularly scheduled to work fewer than [40 hours] per week that are not hired on a temporary basis.

Attendance and punctuality

Regular attendance and punctuality by all Vantech Group employees are expected and extremely important to the Group's ability to deliver service excellence to our customers and clients. Being tardy or absent causes extra work for other employees and reduces our service levels to our customers and clients.

This policy was created to recognize and reward employees for outstanding schedule adherence and attendance, linking top performance with top pay and create promotion opportunities.

If you are absent, late, or leave early, you must notify Human Resources either; at least 2 hours before the start of your shift, as soon as you are aware that you will be late, or in person whenever possible. If you do not notify HR before your scheduled start time, the absence will be considered a no call, no show, except for an emergency. If your call is not answered you must leave a voicemail message.

Documentations

Every associate must carry their access card with them and log it at the time of entry if the associate fails to scan on entry, then the first access to the system will be considered for payroll purposes as long as this is reported to HR within 24 hours. It is the associate’s responsibility to scan their entry, and failure to do so will follow the sanctions for an unjustified/partial absence.

Definitions

· Unjustified Occurrence: Any unapproved period an employee is not present during their scheduled workday.

This includes the following:

· Absent: An employee who fails to show for work without notifying HR

· Partial Absent: An employee who fails to show for part of their scheduled workday

· Late: Arriving more than 5 minutes late, but missing no more than one hour of your scheduled shift

· Leave Early: Leaving your shift before the end of your scheduled shift

· No Call/No Show: An employee who fails to show for work or leaves their station early without notifying a coordinator.

Sanctions

Not including Personal Days, Medical Leaves, or Exceptions - Rolling 12-Months.

Punctuality

(Tardy) Measured Weekly

It is expected that your log time matches that of your start time, if it does not, please be aware of the following. A 5-minute grace period is granted automatically to associates if this does not equal or exceed 15 minutes per week. Any additional missing time thereafter will be deducted per minute from your monthly salary.

In addition to the deductions, the following disciplinary actions will follow:

16 – 30 Minutes per week – Setting Expectations session and written warning on file
31 – 45 Minutes per week – Final Written warning
46 – 60 Minutes per week – Suspension 2 Days Unpaid
61 + Minutes – Classed as a partial absence

Unjustified Occurrence

1st unjustified occurrence = Return to work meeting and AP + Verbal Memo on File.
2nd unjustified occurrence = Final Written Warning.
3rd unjustified occurrence = Voluntary Termination.

No call, no show

One no call, no show = Automatic final written warning.
Two no call, no show’s = Voluntary termination.

Exceptions / Forgiven Occurrences

Following is a list of some occurrences that are forgiven and not counted. Other unique situations may qualify to be ‘forgiven’ occurrences. Questions related to this should be directed to the Human Resources team.

Factors relating to terminal illnesses of immediate family members.

Jury Duty.

Medical Leaves.

Qualified Funeral Leave Absences.

Weather that impacts other associates.

Management reserves the right to evaluate each case on an individual basis and to make exceptions as seen fit.

Dress code and Public image

As an employee of the Company, we expect you to present a professional appearance when you represent us, whether you are in or outside of the office. You are, therefore, required to dress in appropriate attire and to behave in a professional, businesslike manner.

The current Company dress code is Business Casual.

Please keep in mind, however, that the Company is a professional business office, where clients and others often visit.

Generally, clean, neat clothing is acceptable. However, torn jeans or other torn clothing and shirts with inappropriate verbiage or pictures are not appropriate attire.

Personnel records

It is important that the Company maintain accurate personnel records at all times. You are responsible for notifying the Human Resources Department of any change in name, home address, telephone number, marital status, number of dependents, immigration status, or any other pertinent information.

Office equipment

Any device or computer including, but not limited to, desk phones, smartphones, tablets, laptops, desktop computers, and iPads that the Company provides for your use, should only be used for Company business.

Keep in mind that the Company owns the devices and the information on these devices.

If you leave the Company for any reason, the Company will require that you return the equipment on your last day of work.

You may use personal electronic devices that are not connected to the Company network to access any appropriate internet site during breaks and lunch.

Employee Owned Equipment System owners must agree that as a condition of connection to Vantech’s network any device or computer including, but not limited to smartphones, tablets, laptops, iPads that are employee-owned may be inspected by management and other authorized staff on request and at any reasonable times.

Internet access

Internet use, on Company time, using company-owned devices that are connected to the Company network, is authorized to conduct Company business only.

Internet use brings the possibility of breaches of the security of confidential Company information.

Internet use also creates the possibility of contamination to our system via viruses or spyware.

Additionally, under no circumstances may Company owned computers or other electronic equipment, including devices owned by the employee, be used on Company time at work to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or non- business-related internet sites. Doing so can lead to disciplinary action up to and including termination of employment.

Management will allow exceptions to this rule when the nature of the work demands it.

Right to monitor

Management and other authorized staff may monitor and analyze network services, systems, data (including file systems), applications, and data communications.

All Web access, with very few specific exceptions, is forced through Vantech’s Web cache service.

At present site blocking and content, filtering is performed, and varying levels of access are allowed depending on the user’s functions.

Cache logs are used primarily to produce statistics on the service. They are also used to investigate any cases of a suspected unauthorized use, or illegal activity that are reported. To support trend analysis, daily logs are aggregated into monthly logs, which in turn are aggregated into annual logs.

The daily raw log file records the following information: IP address and windows username of requestor; timestamp; status code; URL.

Responsibilities and Obligations

Voicemail, email, and internet usage assigned to an employee's computer or telephone extensions are sole to conduct Company business. Some job responsibilities at the Company require access to the internet and the use of software in addition to the Microsoft Office suite of products.

Only people appropriately authorized, for Company purposes, may use the internet to access and download additional software. This authorization is generally exclusive to decisions that the IT department makes in conjunction with Human Resources.

Software needed, in addition to the Microsoft Office suite of products, must be authorized by your manager and downloaded by the IT department.

If you need access to software or websites, not currently on the Company network, talk with your manager, and consult with the IT department to explain what returns you expect to receive from the product.

All reasonable requests that are not considered a network risk will be considered for you and other employees.

Violations of this Policies

In all circumstances, the use of Internet access and email systems must be consistent with the law and Company policies. Violation of this policy is a serious offense and, subject to the requirements of the law, may result in a range of sanctions, from the restriction of access to electronic communication facilities to disciplinary action, up to and including termination.

Work from home policy overview

Our work from home policy outlines our guidelines for employees who work from a location other than our offices, either on a permanent or temporary basis.

The purpose of this policy is to clearly define expectations to ensure that both employees and our company will benefit from this remote work arrangement.

Ultimately, the goal is to minimize risk and ensure business continuity so remote employees are productive and successful while working from home.

This policy also applies to employees whose primary work location is already remote and outside of our offices.

Company policy and eligibility

Scope:

This work from home policy applies to all our employees who are working from home or from a non-office location for more than 2 consecutive days. Working from home for a maximum of 90 days on a recurring basis are situations also covered by this policy.

This work from home policy, considers as “work from home” the address registered on administrative documents, it does not include other location’s scope, if an employee wants to remotely work from other locations, he/she should send a permission request.

Eligibility:

Employees are allowed to work from home only if their job duties permit it; they have an agreement with management; or as mandated by the organization.

Office-based employees (IT Support) may work remotely for a maximum of 1 days per week. Eligible employees are those who have been employed by our company for at least one day, given the COVID-19 circumstances, laws and biosecurity needs.

Employees who are on short-term/long-term disability or are new parents may agree to longer periods of remote work with their manager/ HR. Office-based employees may also transition to a permanent remote working arrangement in the case of relocation. The company will assess eligibility on an individual basis.

Work from home arrangements can fluctuate between permanent (full-time), designated days, or partial scheduling (morning in office; afternoon from home), this will be considered through the following criteria:

Three consecutive days with poor internet or computer problems, will be working at office until tools are properly arranged.
One consecutive month of performance under 95% of adherence or elite scorecard behavior under 95% score.
Formally requested by worker and coordinated with Area Manager, OM and HR.

Reasons that could require a work from home arrangement include but are not limited to: Emergency situations, Parenting needs, Pandemics, Medical, Emotional.

(Work-life balance), Commute, and other miscellaneous circumstances as determined by employee and manager.

Hola

Contacto

Welcome to Vantech Group

Introduction

Employee Handbook

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