TMT Equal Opportunity Employment Policy
Effective as of May 2022
It is the policy of the Company to provide equal employment opportunities to all qualified individuals and to administer all aspects and conditions of employment without regard to the following:
Race and associated traits, including hairstyle • Color • Age • Sex • Sexual orientation • Gender • Gender identity and gender expression • Religion, including dress and grooming practices • National origin, including language use restrictions • Pregnancy, childbirth, or breastfeeding • Marital status • Genetic information, including family medical history • Physical or mental disability • Military or veteran status • Citizenship and/or immigration status • Child or spousal support withholding • Domestic violence, assault, or stalking victim status • Medical conditions, including cancer and AIDS/HIV • Denial of family or medical care leave • Political activities or affiliations • Lawful conduct occurring during nonworking hours not on Company premises • Credit report or credit information • Prior non-conviction arrest record • Any other protected class, in accordance with applicable federal, state, and local laws
Discriminatory, harassing, or retaliatory behavior is prohibited from coworkers, supervisors, managers, owners, and third parties, including clientele. The Company takes allegations of discrimination, harassment and retaliation very seriously and will promptly conduct an investigation when warranted. Equal employment opportunity includes, but is not limited to, employment, training, promotion, demotion, transfer, leaves of absence and termination.
The employment relationship between the Company and employees is at-will. This means that employees are not hired for any specified period of time and their employment may be terminated at any time, with or without cause, and with or without notice, by either the Company or the employee. Company policy requires that all employees are at-will; any implied, oral, or written agreements or promises to the contrary are void and unenforceable, unless approved by an officer with the power to create an employment contract. There is no implied employment contract created by this Handbook or any other Company document or written or verbal statement or policy.
HOURS OF WORK
Employees are expected to be at their work area and ready to work at their scheduled time. Employees will be given their work hours upon hire and at the time of any change in position. If the normal work hours are changed or if the Company changes its operating hours, employees will be given notice.
Non-exempt employees must accurately record all time worked, regardless of when and where the work is performed. Off-the-clock work (doing work that is not reported in the timekeeping system) is prohibited. No member of management may request, require, or authorize non-exempt employees to perform work without compensation. Any possible violations should be reported promptly to a member of management.