Revised: 11/07/06
Welcome to Trinity Forge. We are located on a 40-acre site at 947 Trinity Drive
in Mansfield, Texas. This company grew out of the desire of its founders, Wade
Forman and Harry Withers in 1955, to build a successful closed die forging
plant. Quality, integrity, service, and reliability are just a few factors that
have kept Trinity Forge producing top quality forged and machined products. It is our desire
that we can continue to pursue our productivity and efficiency so that we can
share in the prosperity of long term growth.
To help you as our employee become better informed, we have prepared these
Guidelines to provide general information of our philosophies, policies, rules,
current employee benefits, and safety programs. It is not a contract, and the
policies, procedures, and benefits described in these guidelines are subject to
change. Additions or deletions can be made at any time by Trinity Forge, without
notice. Your continued employment will constitute acceptance of such changes,
additions, or deletions. Changes will be communicated to you verbally, but you
are also encouraged to check the bulletin boards regularly for important notices
and announcements. Should you have any questions which these Guidelines may
leave unanswered, please contact the Human Resource office.
Remember, for final authority, always refer to the "Trinity Forge Operating
Procedures" (TOPS).
Additional work rules and procedures may be contained in other documents
specific for certain jobs or learned through on the job training. In addition to
our work rules, all employees are expected to obey local, state, and federal
laws.
1. Safety
Trinity Forge has an active "Safety First" program. However, real success in
preventing accidents depends primarily upon you as an individual. Experience has
shown that most accidents can be prevented. As a matter of common sense, you
should protect yourself and your family by working as safely as possible. In
order for you to help Trinity Forge achieve an outstanding safety record, there
are a few things you can and should do:
§
Discuss your ideas of unsafe working practices or conditions with
your supervisor.
§ Before attempting to perform any new task,
THINK and be sure you do it the safe way.
§
If you are unsure about a machine or work procedure, do not hesitate
to ask a lead person or supervisor the proper way to perform the task.
§
If you observe a fellow employee starting to do something in an
unsafe manner, especially a new-hire, call it to their attention or report it to
the supervisor.
§
Report IMMEDIATELY to your supervisor all on-the-job injuries
regardless of how minor they may seem to be.
We are interested in preventing accidents whenever possible, but once an
accident has occurred we are concerned with the care of the employee and with
changes in the workplace to prevent similar accidents in the future.
Unfortunately, the underlying cause of accidents sometimes lies with “accident
prone” people who are dangerous to themselves and others, so anyone involved in
frequent accidents will be reviewed for possibly needing remedial action such as
retraining, reassignment or even termination.
2. Safety Shoes
Steel-toed safety shoes shall be worn by all employees. New employees should
purchase steel-toed shoes before starting their new job. Effective Feb. 1, 2004
all Production Forge employees will be required to wear only above the
ankle leather safety boots with laces.
3. Hard Hats
Hard hats are to be worn at all times except where specific departmental rules
specify otherwise. Hard hats are supplied by Trinity Forge, Inc.
4. Safety Glasses
Safety glasses are to be worn at all times except where specific departmental
rules specify otherwise.
Safety glasses are provided by Trinity Forge, Inc.
Safety goggles must be worn when using a wheel grinder. These are also provided
by Trinity Forge.
5. Clothing and Use of Safety Equipment
Long shirt tails are to be worn tucked in. Long sleeved shirts are to be worn
with the cuffs buttoned or rolled up past the elbows around moving equipment.
Shirts are to be worn at all times. Loose or baggy clothing, chains, finger
rings or long hair can create serious hazards that may cause injuries. Control
these hazards at all times. Steel-toed safety shoes are to be worn by all
employees. Hard hats are to be worn at all times except where specific
departmental rules specify otherwise. Safety glasses are to be worn at all times
except where specific departmental rules specify otherwise.
6. Safety Signs and Equipment
Observe and obey all safety signs. Safety equipment shall be used when equipment
or workstation so warrants. If such safety equipment is not available, notify
your supervisor immediately. Maintain all guards and safety devices in place.
Report all used or partially used fire extinguishers to your supervisor. Don't
block access to exits from plant or to fire extinguisher stations. Covers for
all electrical switch boxes will be in a closed position.
7. Non-Employee Solicitation/Distribution
It is Company policy to deny access to Company premises to all non-employees who
seek to solicit or distribute literature for any organization (including
religious, fraternal, union, charitable, or other type of organizations.)
8. Employee Solicitation/Distribution
During working time, no employee shall solicit or distribute literature to
another employee, concerning any organization (including religious, fraternal,
union, charitable, or other types of organizations). The reason for this rule is
that management desires to maintain discipline and promote the efficient use of
time by its employees. In addition, no employee shall distribute literature to
another employee in any work area at any time, concerning any organization
(including religious fraternal, union, charitable, or other types of
organizations). The reason for this rule is that management desires to avoid
littering of its premises. As used in this employee solicitation/distribution
rule, the term "working time" refers to time to be spent in their performance of
actual job duties, and excludes break times, meal times, and other periods
during the work day when employees are properly not engaged in performing their
work tasks.
9. Employment At Will
We work hard to treat employees fairly. Sometimes, employees leave despite our
best efforts or employees leave because they want to leave, they move, find
themselves in different circumstances, or simply want a change. Employment with
the company is therefore entered into voluntarily, and the employee is free to
resign at will at any time, with or without cause. Similarly, the Company may
terminate or change the employment relationship at will at any time, with or
without cause, so long as there is no violation of applicable law.
In the event any employee resigns, the Company would appreciate a two-week
advance notice. When the Company pays an employee compensation for a particular
term (week, month, year) the employee remains employed at will; the compensation
is not intended to create any agreement to employ the individual for a
particular term. No manager, supervisor, or other employee of the Company has
authority to enter into an employee contract varying or waiving the "at will"
status of our Company.
For other policies such as: Equal Employment Policy and Affirmative Action Plan,
Family Leave Act and Sexual Harassment (see
TOPs)
10. Proper Use of Equipment
Do not climb over conveyor belts. There are to be no riders on any material
handling equipment such as lift trucks, pallet jacks, or metal carts. Do not
remove any safety devices/guards to work on equipment, exposed electrical wires
or connections except to work on equipment. Only authorized personnel should
work on equipment and use proper lock-out techniques where applicable. Maintain
proper position when operating moving equipment. Do not step on or off moving
equipment. Maintain a safe distance from moving equipment. When driving a
vehicle into another department, right-of-way goes to vehicle in department you
are entering. Only one operator on equipment unless training of a new operator
is in progress, or safety cage is being used for lifting purposes only.
Forklift/pallet jack operators must lower forks/buckets prior to turning off
engines. Horseplay or use of machinery, equipment, tools, in a hazardous manner
will not be tolerated.
11. Proper Use and Follow-up of Fire Extinguishers
Fire extinguishers should not be tampered with. They are to be used only when
needed. When a fire extinguisher is discharged, the user should take it to
his/her Leadman, Supervisor, or Manager. The discharged fire extinguisher should
then be taken to the maintenance warehouse. The person returning the discharged
fire extinguisher is responsible for picking up a spare and returning it to the
location that it came from.
12. Time Punch-in Policy
We are now using an electronic Time Clock with no time cards. If you feel there
is any discrepancy between the hours you clock in and the actual hours worked,
please take care of this immediately by reporting it to your supervisor. No
employee is to clock in more than 15 minutes before scheduled start time. All
employees must clock in before or on starting time. Anyone clocking in one
minute late will be considered tardy and will be docked 15 minutes. Also, if an
employee is late more than 15 minutes, time will be docked in15 minute intervals
(i.e. 16 minutes - employee will be docked 30 minute, etc. other examples are if
an employee works days and leaves at 3:40. time will end at 3:30.) All employees
will clock in using the new clock: How to use the clock: Punch F1, then code in
Employee #, then hit Blue Return Key. Any employee caught clocking another
employee in or out will be terminated immediately. All employees are to clock
out before leaving the plant for any personal reason. If you leave the plant for
lunch, you must clock out first and clock back in when you return. You must
always clock out before leaving your work shift. Any defects in the time clock
should be reported to your supervisor immediately. Do not tamper with the time
clock. It is a violation of company policy to falsify your time or any other
time records. Any employee who fails to clock in or out must inform his
immediate supervisor. It is a violation of company policy to work over time
which has not been approved in advance by your supervisor or manager. It is a
violation of company policy to perform work while not clocked in (working off
the clock). If you feel anyone has asked you to do this, report this to the
Human Resource Manager immediately.
13. Attendance
It is the employee's responsibility to be at work on time and not clock in more
than 15 minutes prior to the beginning of their shift or no later than 15
minutes after their shift has ended. In the event an employee is unable to be at
work when his or her shift begins, the employee shall notify his supervisor no
later than two hours after the start of his/her shift. Anytime an employee
leaves the company during working hours for anything other than company errands,
he or she will clock out when leaving. Break periods are 15 minutes total time,
which means 15 minutes from the time he/she leave their work area until he/she
returns to their work area and not 15 minute breaks plus, for example 5 minutes
to get to break area and 5 minutes to get to work area. Any employee wishing to
clean up or shower prior to leaving the plant may do so, but only after clocking
out. Observed violations will be reported to the departmental supervisor for
corrective action. See TOP-ABSEN
for more detailed information.
14. On-the-Job-Injuries
Trinity Forge exercises its right under Texas law to be a worker’s compensation
“non-subscriber”. To provide benefits to an employee who is injured on the job
we have a Voluntary Employee Injury Benefits Plan. Click
here
for the Summary Plan Description. For more information on your rights as an
employee please see all posted notices at the various bulletin boards. You may
also contact anyone in the Human Resources office in person or call (817)
473-1515.
15. Housekeeping
It is a known fact that a clean place to work is usually a safe place. It is
important that you as an employee of Trinity Forge, Inc. help us maintain a
clean, neat, and safe plant by maintaining your own work area in a clean
condition and by putting your tools and materials in their proper place.
Bathroom areas must be kept clean and free from graffiti. Make sure that you
remove all your lunch and food from the refrigerator and help maintain not only
the refrigerator but the microwaves cleanliness at all times.
16. Tobacco-Free Policy
Tobacco will not be tolerated on company property or in company vehicles.
Additionally, this applies wherever else someone may be while on the clock.
17. Waste
Each employee must be concerned with the care and proper use of materials,
supplies, and tools. Your wages and benefits are directly related to the
Company's profits. Waste (of any kind) has a definite effect on you. As you go
about your daily duties, always strive to get the most from your time, efforts,
material, and equipment.
18. Pay
We believe that an employee's pay should be based on the value of the job and
your performance and any other legitimate factors management deems appropriate.
Our aim is to attract and continue to employ high quality employees and
encourage high level performance. In adopting pay rates, we strive to maintain
fair and equitable work-to-pay relationships. We also believe in reviewing pay
plans to keep them in line with changing conditions. We pay weekly on Thursday
after 2:00 p.m. with the pay period ending on Wednesday. We do not hold back any
time when newly employed. If you should have questions concerning your
performance, pay or advancement opportunities, set up a meeting with your
supervisor to discuss your situation at Trinity Forge, Inc.
19. Pay Upon Termination of Employment
When an employee is terminated, which is defined as Voluntary Resignation,
Lay-off, or Termination due to any reason, the employee will be paid within
reasonable time, any time that he/she has actually worked up to the termination
date. We will also pay any accrued vacation time that the employee has earned.
However, we will not pay any severance pay, so long as there is no violation of
applicable law.
20. Work Practices
Telephone calls: Company facilities do not permit incoming or outgoing personal
calls. Please do not use company telephones for personal calls. Incoming
emergency calls will be received by the office and delivered to the employee as
quickly as possible. In case of emergency, contact your supervisor and explain
your situation, he/she will be glad to assist you. Also, no cellular phones or
beepers are allowed in the manufacturing areas at any time. Pay phones are
available and can be used only during lunch and break. Cellular phones can be
kept in the locker and can be used only during lunch and breaks.
Mail: Please do not have your personal mail addressed to you in care of Trinity
Forge, Inc. Our company mail service is set up only to handle mail pertaining to
Company business. Trinity Forge Information and Communication Systems Policy.
This is the Company's policy on access to and disclosure of electronic mail
messages sent or received by company employees who use the electronic mail
system and on the proper use of the electronic mail system generally. This
policy may be changed at any time. The electronic mail and other information
systems of the Company are not to be used in a way that may be disruptive,
offensive to others or harmful to morale. There is no display or transmission of
sexually explicit images, messages, or cartoons. Or any transmission or use of
e-mail communications that contain ethnic slurs, racial epithets, or anything
that may be construed as harassment or disparagement of others based on their
race, national origin, sex, sexual orientation, age, disability, or religious or
political beliefs. Violation of this policy will result in appropriate
disciplinary action up to and including termination. In general, employees
should use the information systems for Company business, however, limited
personal use within the bounds of this policy are also allowed. The e-mail
system should not be used to solicit or proselytize other for commercial
ventures, religious or political causes, outside organizations, or other
non-job-related solicitations. All messages are Company records. The Company
reserves the right to access and disclose all messages sent over its electronic
mail system for any purpose. By using e-mail access provided, every employee
agrees that he or she is aware of this policy. Also, for privacy reasons,
employees should not attempt to gain access to another employee's personal file
of e-mail messages without the latter's permission. However, Company management
reserves the rights to enter an employee's e-mail files whenever there is a
business need to do so.
21. Complaint Procedure
Should a problem arise with the Company, your supervisor, or fellow employees,
you are entitled to have it considered as follows: Report your problem to you
supervisor, who will schedule an interview outside the business hours. Report
any problem within two days of the incident. Should the interview with your
supervisor fail to solve the problem to your satisfaction, you may, with your
supervisor's knowledge, schedule an interview with your supervisor and his
supervisor. This should be done within four days of the incident. Should your
problem still not be resolved, you may request a conference with upper
management within ten days of the incident.
22. Privacy Policy
As an employer Trinity Forge has a responsibility to collect personal
information regarding employees in order to meet reporting requirements and to
service benefit programs. This information is protected and is not disclosed to
any third party except as permitted or required by law, or as released by the
employee in writing, even after employment ends. Managers, supervisors and other
people with a "need to know" are required to maintain the confidentiality of all
employee information. Without the employee's written authorization, when a
prospective employer requests information on a former employee. Trinity Forge
only releases hire date, termination date and position. An employee has the
right to schedule an appointment with the Human Resources Manager to jointly
review his/her own Personnel File (except for information regarding future
plans, complaints or security, or any information in the file regarding other
employees). No employee may remove, deface or otherwise make notations on any
document in his/her Personnel File.
23. Change in Personnel Records
It might be necessary to contact you or someone else at your home because of an
emergency. It is, therefore, important that we have up-to-date information
concerning your home address and telephone number. If you should change your
address or telephone number you should report it to your supervisor or to the
Human Resources office as soon as possible.
24. Employee Parking
All employees are required to park in the Company parking lot at all times or
assigned parking. Please park only in "Properly" marked parking spots, otherwise
you might be subject to having your car towed away. Also we are not responsible
for damage, loss of personal items, or theft of any vehicle.
25. Return of Property
Employees are responsible for all property, materials, or written information
issued to them or in their possession or control. Employees must return all
Company property immediately upon termination of employment. Employee must
return all Company property immediately upon request.
26. Security Inspections
The company wishes to maintain a work environment that is free of illegal drugs,
alcohol, firearms, explosives, or other improper materials. To this end, the
Company prohibits the possession, transfer, sale, or use of such materials on
these premises. The Company requires the cooperation of all employees in
administering this policy. (See TOP-DRUGS
)
Desk, lockers, and other storage devices may be provided for the convenience of
employees but remain the sole property of the Company. Accordingly, they, as
well as any articles found within them, can be inspected by any agent or
representative of the Company at any time, either with or without prior notice.
The Company likewise wishes to discourage theft or unauthorized possession of
the property of employees, the company visitors, and customers. To facilitate
enforcement of this policy, the Company or its representatives may inspect not
only desks and lockers but also persons entering and/or leaving the premises,
and any packages or other belongings, and any vehicles parked in the Company
parking lot. Any employee who wishes to avoid inspection of any articles or
materials should not bring such items to the Company's premises.
27. General Employee Conduct and Work Rules
To ensure orderly operations and provide the best possible work environment, the
Company expects employees to follow rules of conduct that will protect the
interests and safety of all employees and the organization. It is not possible
to list all the forms of behavior that are considered unacceptable in the
workplace, but the following are examples of infractions of rules of conduct
that may result in disciplinary action, up to and including termination of
employment.
Running.
Throwing an object.
Using an air hose to blow dust off clothing.
No carrying bottles or glass containers into any part of the plant,
break-rooms included.
Loitering in other departments.
Loitering in the plant during non-working hours.
Theft or inappropriate removal or possession of property.
Falsification of time keeping records.
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs or
inhalants to drugs paraphernalia on Company premises, while on duty, or while
operating Company vehicles or equipment.
Fighting or threatening violence in workplace.
Boisterous or disruptive activity in the workplace.
Negligence or improper conduct.
Insubordination or other disrespectful conduct.
Using offensive speech or derogatory remarks, which include telling off-color
jokes about sex, race, color, religion, national origin, age disability and
other protected characteristics.
Violation of safety or health rules
Smoking in violation of Company policy.
Sexual or other unlawful or unwelcome harassment.
Possession of dangerous or unauthorized materials, such as explosives or
firearms, on Company premises.
Excessive absenteeism or tardiness or any absence without notice.
Unauthorized absence from work station during the workday.
Unauthorized use of telephone, mail system, or other employee-owned equipment.
No cellular phones or beepers allowed in the manufacturing areas at any time.
Unsatisfactory performance or conduct.
Inappropriate attire.
Violation of personnel policies.
Falsification of any reports pertaining to absence from work, claims
pertaining to injuries occurring on Company premises, claims for any benefits
provided by the Company, communications or records including Human Resources and
Production records.
Giving false fire alarms, or causing false fire alarms to be given, or tampering
with protection equipment.
Restricting output, or persuading others to do so, or promoting, encouraging
agitating, engaging in or supporting suspension or work, slowdowns, or any other
interruptions of productions.
Sabotage of subversive activity of any kind.
Misuse or removal from the premises, without authorization, of any Company
property, or possession of any property removed from Company premises without
proper authorization.
Bringing, using, or having in possession any weapon on Company premises at any
time.
Striking or manhandling another person or fighting while on the Company's
premises at any time.
Theft of any Company property or theft of property on Company premises.
Willful abuse, or deliberate destruction on Company property, tools, or
equipment or any other property on Company premises at any time.
Insubordination, including a deliberate refusal to follow an order given by a
member of management.
Committing an immoral or indecent act while on Company property or on Company
business.
Altering any employee time card.
Intentionally punching the time card of another employee or having another
employee punch your time card.
Conviction of any offense which in management's judgment would make that
employee undesirable.
Reporting for work under the influence of or when suffering from a hangover from
alcohol or any illegal drug.
No bringing or having in possession any alcohol on company premises at any time
(See - TOP-DRUGS).
Threatening, intimidating, coercing or interfering with any person on Company
premises at any time.
Sleeping during work.
Altering, defacing or removing governmental or Company notices or bulletins
that are posted on the Company bulletin board.
Gaining unauthorized access to Company records and files whether they are locked
or otherwise.
Handling or operating machines, tools, or equipment which do not come within the
employee's authority.
Careless or negligent use or operation of Company tools or equipment.
Failure to immediately report any on-the-job injury or accident to management.
Performing substandard work in quality or quantity.
Unauthorized leave from work area during work schedule exceeding the time
allowed for scheduled break or lunch period.
Unauthorized manufacture of products for personal use (including sale or gifts).
Distraction of other employees, or causing confusion by unnecessary shouting,
catcalls, whistling or demonstration while on Company property.
Punching in more that 10 minutes prior to start of, or more than 10 minutes
following the conclusion of, the employee's shift without authorization.
Engaging in horseplay, practical jokes, while on Company property. This applies
to non-shift time as well as shift time.
Having non-employees on Company property at any time without authorized
permission.
Using language on Company property which in management's opinion is or could be
offensive to any guest or to any other employee.
Violation of the Company's attendance policy.
Violation of any other Company policy, including any one in these General
Guidelines.
Generally, management tries to handle less serious offenses through a system of
progressive discipline, with a verbal warning, followed by a written warning,
followed by suspension, followed by termination. However, this progressive
discipline procedure for less serious offenses can be disregarded in
management's discretion when permitted by law. (See TOP-ENFRC)
