Employee Handbook ere to Find it All ere to Find it All ...................................................................................................................................
Where to Find it All Who We Are .................................................................................................................................... 4 Welcome to Bradley Smoker! ............................................................................................................. 4 Culture & Community.......................................................................................................................... 5 What, How & Why We Do It ....................................
Family Responsibility Leave - Delta ................................................................................................ 32 Compassionate Care Leave - Delta................................................................................................. 32 Jury Duty Leave ................................................................................................................................ 33 Maternity and Parental Leave - Delta ..........................................................
Bradley Smoker Belongings ............................................................................................................ 65 References ....................................................................................................................................... 65 Office & Admin Stuff.................................................................................................................... 64 Maintaining our Space...............................................................
Who We Are Who We Are Welcome to Bradley Smoker! At Bradley Smoker, it’s all about flavour! We don’t just produce smokers to smoke food… we produce smokers to create “big adventure in every bite.” That’s also how we like to think about what it’s like to work at Bradley Smoker. We want you to love what you do, look forward to coming here every day, and not just focus on the next pay-day or weekend.
Culture & Community We have a positive culture here at Bradley Smoker that we describe in the following ways: All about teamwork Working hard but having fun Driven but humble Exciting, even through the rocky times Although these are the terms that we feel define who we are, our employees also describe our culture as being friendly; open; accepting and supportive of work/life balance; family environment and laid-back.
How this value should be demonstrated Value Honesty Attention to Detail Get Along or Get Along Good Work Ethic Enthusiasm & Passion telling the truth integrity (doing the right thing) owning up to your mistakes (being accountable) asking for help when you need it saying what’s on your mind (professionally; respectfully) acting in a way that builds and maintains trust with your co-workers and our customers checking work to ensure its accurate and complete following policies, procedur
Our why Our ‘why’ outlines why the company was created, what the owners fundamentally believe and what we want to create for our customers. At Bradley Smoker, it’s about making a difference in the lives of our customers. We provide smokers that stand above the rest and equally importantly, the way we go about serving our customers should always leave them with a positive, well-taken-care of feeling. Our mission We make smoke the right way.
The Bradley Smoker Story (by Wade Bradley) “Bradley Smoker really got started when my Dad did a deal with a master food smoker back in the seventies. The story goes that this master smoker knew nothing about catching salmon and asked my Dad for some advice. Dad said if he wanted to learn how to catch fish, he was going to have to teach my Dad how to smoke salmon. It was a hell of a lot easier to catch salmon back then. If this agreement happened today, I doubt Bradley Smoker would have gotten very far.
smoke was cube cut, not too fine, and not from a planing saw. But how do you control sawdust? Good luck with that one. The Bradley Smoking Bisquette was developed first. The size, shape, and density is critical, and it worked. It created the smoke cleanly, did not burn down to an ash, and needed very little heat energy to smoke. Most importantly, could be easily extinguished. You could say that they invented the first food smoker that stops the smoking process. That would be half true.
Dean Wilson, Sales & Marketing Manager Having joined the company in 2012 as the Sales Manager, Dean is still one of the Newbies. Although he did own his Bradley long before he started working here so he’s glad to represent a brand that he’s passionate about! In his role, he spends most of his time working with customers and the sales team on ways to grow the business, while also removing obstacles. Outside of work, it’s family time with his wife and 3 kids.
2016 and brings a wealth of experience to the role: an extensive Canadian payroll and benefits background (25+ years); US payroll and benefits experience; 4 years of international payroll and benefits (Australia, France, Germany, South Korea, India and China). Caterina has her PCP (Payroll Compliance Practitioner with the Canadian Payroll Association. On the personal side, she is married with two children and two cats who take up all of her time away from the office.
Staying Informed – Communications & Meetings It’s important to us that you know what’s happening throughout the company – both at a high level and day-to-day. Part of how we do that is by sharing information that gets addressed and raised in regular meetings.
Day to Day Details Day to Day Details Getting Started The more quickly you’re able to be successful at Bradley Smoker, the more we all benefit. For that reason, we’ll be sure to provide you with all the necessary information and resources during your orientation. On your first day, your manager will meet with you to review components of this handbook, your duties and all of the things you need to know right away.
Office employees Monday through Thursday, neat and tidy business casual dress is appropriate. While “dressy” jeans are acceptable, clothing such as yoga/gym wear or ripped jeans are not. On Fridays, more casual dress is permitted; however, continue to use good judgment as to what is appropriate in the workplace. When getting ready for work each day, we ask that you consider balancing professionalism with the appropriateness for your role – and we expect you to use good judgment in doing so.
Delta Production 3:00pm to 11:00pm with a half-hour paid lunch break (in recognition of the evening shift), in addition to two paid 15 minute breaks Security 11:00pm to 7:00am with a half-hour paid lunch break and two paid 15 minute breaks Mud Bay Store 9:30am to 5:30pm, with a half-hour paid lunch break and two paid 15 minute breaks; the store is open Monday through Saturday.
Galesburg & Phoenix After working 40 hours in a week, you will be paid time-and-a-half. All locations Employees in management positions at all locations are not eligible for compensation on account of overtime. Your salaries and benefits package are intended to compensate you fully for both regular hours and occasional extra hours as required from time to time. Banked Time Banked overtime must be used within the fiscal year that it’s earned.
If you do intend to work from home, you must: be logged in to the Bradley network via VPN (Virtual Private Network) be logged in to SoftrosLAN messenger (our instant messaging software) and email have provided your co-workers with a phone at which you may be reached work your normal expected hours have the necessary tools and resources at home to do the work required ensure your computer has sufficient virus and security protocol in place If you unexpectedly have to work from home due to extre
Company Truck In Galesburg, we have a company truck that can be used, with prior approval from the General Manager, for company business and/or if you need to run errands on behalf of the company. Health & Safety Regardless of how careful we are, accidents and injuries can still happen. With that in mind, it’s important to always practice safe working habits for yourself and to create a safe work environment for those around you.
Removing jewelry and other loose fitting objects that could become caught in machinery or equipment Wearing steel toed boots or shoes (and any additional personal protective equipment as needed) at all times when working in the warehouse Refusing to do work that would create a danger to the safety/health of yourself or others If something looks unsafe, it probably is.
Complete a WorkSafe Application for Compensation and Report of Injury or Occupational Disease (Form 6) with your manager within 48 hours; if you don’t do so, this could result in the loss of WorkSafe BC compensation benefits In order for a claim to be established, your manager must send a completed WorkSafe Employer’s Report of Injury or Occupational Disease (Form 7) and an Accident Investigation Report to WorkSafe BC within 3 days of your injury or illness Once a claim has been established, cont
o o o o o cancer chronic irreversible disease fractured or cracked bone punctured ear drum a diagnosis from a physician or licenced health care professional Medical emergencies In the event of a medical emergency, please ensure your own safety first, call 911 and contact the first aid attendant immediately. Fire safety & emergency management We are all responsible for recognizing potential fire hazards and reporting them as part of taking an active role in preventing fires.
Where to find important health and safety information Delta Galesburg Phoenix Warehouse Lunchroom & warehouse Warehouse Purchasing office & warehouse Lunchroom & warehouse Lunchroom & warehouse Emergency Meeting Area River Road & Alexander Road (NW corner of parking lot) Lightpole at entrance of parking lot SW Corner of parking lot Fire Extinguishers Clearly marked, around office & warehouse Lunchroom & warehouse Warehouse, office & lunchroom Related Info Bulletin board in warehouse Bulle
Company Cell Phones & Allowances Cell phones or a cell phone allowance are provided to those who require them for legitimate business reasons (e.g. sales). If you’re unsure if you qualify for a company-paid phone or allowance, please speak with your manager.
Unless you are using the company credit card or your own credit card/car insurance plan clearly covers collision insurance for rental cars, you must obtain collision insurance when you rent a vehicle for Bradley Smoker business. Air Travel Wherever possible, airline tickets should be booked in advance in order to take advantage of any discounts. In doing so, keep in mind that discount fares rarely allow changes.
In the event that you choose to extend your trip for personal reasons (either going early or staying longer), the additional days accommodation (in addition to associated meals and other expenses) are your own responsibility and won’t be reimbursed by the company. Meals and Beverages While traveling out of town for business, we’ll reimburse you for meals, beverages, snacks, taxes and gratuities, as applicable. Where meal choices and alcohol is concerned, we ask that you use your best judgement (e.g.
Vacation, Leaves & Time Away Vacation Leaves & Time Away Statutory & Public Holidays Bradley Smoker observes the following paid general holidays each year; below indicates the actual day that the office will be closed (if, for example, the holiday falls on a weekend) in 2016 and 2017.
Public holidays in Galesburg & Phoenix (plus a few extra!) Holiday 2016 2017 New Year’s Day Friday January 1 Sunday January 1 (taken on Monday Jan 2) President’s Day Monday February 15 Monday February 20 Good Friday Friday March 25 Friday April 14 Memorial Day Monday May 30 Monday May 29 Independence Day Monday July 4 Tuesday July 4 Labor Day Monday September 5 Monday September 4 Thanksgiving Day Thursday November 24 Thursday November 23 Day After Thanksgiving Friday November 25 Fr
Holiday season Our offices traditionally close early on December 24 and December 31. Whether we close each year and the time of the closure will depend upon business needs. If you choose to take a vacation day on either of these dates, it will be counted as a full vacation day. Occasionally, we also close the offices and provide a bonus holiday on an additional day during the holiday season (e.g. if Christmas/Boxing Day falls on a Wednesday/Thursday, we may choose to close on the Friday).
Vacation scheduling Vacation scheduling should balance the needs of the company with the needs of all employees. While we will try to accommodate your requests, it might not be possible in all cases. As there are different requirements for staffing in each department at various times of the year (e.g. busy holiday season in Galesburg; fiscal year end for Finance; etc.), in some cases it may be difficult to approve your requests (i.e.
Vacation pay at termination of employment If your employment ends (either voluntarily or involuntarily) and you’ve taken more vacation days than you’ve earned (after your vacation has been pro-rated to your final date of employment), the vacation you’ve taken but didn’t earn, will be deducted from your final pay. Any vacation that was accrued up to your end date, and not used, will be paid out on your final cheque.
Our Collective Wellness Although we all have a lot on our plates and appreciate your commitment to your work, it’s also important that you take the time you need to rest and recover when you’re sick, rather than coming in to the office or warehouse. This is important not only so that you get well sooner but also to prevent the spread of illness, particularly during the winter flu/cold season.
Whether there are any limitations/restrictions related to ongoing treatment *Please note that is your responsibility to obtain and pay for the completion of medical certificates. Bereavement Leave Bereavement leave allows you to take the necessary time off work to grieve and pay respects in the unfortunate event of a death of a loved one. If that should occur, Bradley Smoker will give you up to 3 days of paid Bereavement Leave.
take an unpaid leave or use earned vacation time. When you return from leave, you must provide your manager with two weeks written notice. Jury Duty Leave Delta & Phoenix If you receive a letter to perform jury duty, we ask that you let your manager know as soon as possible. If you are required to attend court as a juror, you will be considered to be on unpaid leave for the period of the jury duty.
Birth fathers and/or adopting parents are entitled to up to 37 consecutive weeks of unpaid jobprotected parental leave. The maximum amount of time allowed for maternity and parental leave combined is 52 weeks. For instance, if a birth mother takes 17 weeks of maternity leave and the father takes 10 weeks of parental leave, the birth mother is only entitled to 27 weeks of additional parental leave.
In all locations, you will be paid for your time away from work to vote at an election. Other Leaves If an unexpected situation occurs that affects your ability to either get to or stay at work (e.g. weather conditions or severe traffic problems), contact your manager to determine the appropriate arrangements. Should situations arise that affect the entire office and warehouse (e.g. severe weather conditions, power outages), we’ll contact you to let you know the appropriate details.
JLM Web-Based System JLM Web-Based System Scheduling Your Time Off During your orientation process, you will be provided with training and login information for our electronic leave management system called Jouta Leave Manager (JLM). JLM is a secure, web-based system that tracks all types of leaves including, but not limited to, your vacation, “in-lieu”, and care days. Please use the following steps when requesting time off: Open a web browser and to http://www.joutaleavemanager.com/login or www.jouta.
Benefits & Perks Benefits & Perks Our Benefits Plan – Delta We provide a comprehensive benefits plan for employees who work 37.5 hours or more per week. Temporary and seasonal employees, in addition to part-time employees who work less than 37.5 hours per week are not eligible to join this plan. All eligible employees must participate in the Bradley Smoker benefits plan. While you may choose to waive coverage for extended health and dental (i.e.
In the case of Life, AD&D and LTD, employees pay the premiums so that actual payments will be tax-free. In the event that we paid the premiums on your behalf, your payments would be subject to tax thus significantly impacting the amount of money paid to you if/when needed. Entitlement waiting period Following three months of continuous service, you will be eligible to take part in all benefit components. Making claims Claim information will be provided to you along with your benefit package.
Dedication & Loyalty Your dedication & loyalty to Bradley Smoker means more than just coming in every day to work your hours - it’s what you bring to the job over and above that. Whether it’s the specific skills you bring to your team, your positive attitude, your drive to do better, or anything else that helps us succeed, they’re all benefits to Bradley Smoker. That’s why we offer benefits and perks to employees: it’s important to us that you also get something “over and above”.
Employee assistance plan (EAP) As part of benefits offerings, we provide an EAP to employees under the Unum plan. An EAP is a comprehensive and confidential source of information, education, and consultation on a wide range of issues that you may need assistance with (including but not limited to child care, education, parenting, family and work issues, addiction problems, financial and legal concerns). For further information and to access assistance, go to www.lifebalance.
Benefits coverage and vacation during long term disability leave Upon approval from our benefits provider, you may continue to participate in the group extended health and dental plans while you are away from work and in receipt of Long Term Disability benefits provided that you continue to pay your share of the premiums. Please note that some insurance premiums may be waived by the benefit provider during receipt of LTD benefits.
Product markdowns may only be done/authorized by the Store Manager or designate; you may not set aside or mark down merchandise for yourself, colleagues, family or friends Discount purchases are only extended to eligible employees, and are intended only for your use and benefit; you may not use your discount to purchase merchandise for resale purposes, regardless of whether or not you would personally profit or benefit from the resale You must keep your purchase receipts and show them if requested
your manager. Through discussion and mutual agreement, you and your manager can chart your professional development activities at Bradley Smoker. Professional development requests In order to request Bradley Smoker support for professional development, send an email or note to your manager for approval, which includes detailed outline of the course, costs and a brief explanation as to how it relates to/benefits current position. Once approved, we ask that you register and pay for the course up front.
Performance & Compensation 2 Performance & Compensation Gets It, Wants It, Has the Capacity to Do It, Owns It At Bradley Smoker, our mantra for performance is “gets it, wants it, has the capacity to do it, owns it.
talk about the examples given, your goals from last year (whether you’ve met them or not) and what you’re thinking of for your goals for the coming year. Your manager will also go over with you whether they feel you “get it, want it, are capable of doing it, and own it” as defined above – and whether your performance during the last year merits an increase over and above the cost of living.
Good Work Ethic Like all of our values, having a good work ethic is something we take seriously at Bradley Smoker – for all of us, at all levels, in all positions. What this means is that we expect you to be: reliable (do what you say you’re going to do), dedicated to your job, productive (have fun but don’t slack off), cooperative (teamwork!) and responsible. Our Philosophy on $$ At Bradley Smoker, we have a skills-based compensation system.
Performance/Incident Plan Agreements (PIPA) Our Performance/Incident Plan Agreement (PIPA) is a values-driven process designed to facilitate a fair, respectful and constructive discussion and coaching between you and your manager and to clarify work performance requiring improvement. The PIPA process is initiated when an employee’s performance is not meeting expectations. Examples include such things as making ongoing attention-to-detail errors or repeatedly providing incorrect information to customers.
Expectation & Guidance to confirm what’s been discussed. Both you and your manager sign the document indicating your agreement and commitment to terms and dates. You’ll keep one copy and the other will go into your employee file. As part of your action plan, you’ll be expected to set up check-in meetings with your manager. Regular communication during the time the PIPA is in progress is very important.
Our Respectful Workplace Our Respectful Workplace It’s important that all employees maintain a high standard of respect and professionalism in all contacts with co-workers, customers, and everyone you interact with while at work. This means not only understanding and following our policies and practices regarding respect but also conducting ourselves in a professional manner. We expect everyone to participate and contribute to an overall respectful workplace and to act appropriately as necessary.
lost in emails, including being respectfully human to one another. If you can’t get up and walk over to someone, just pick up the phone. We invite and accept differences We expect you to be accepting and open about differences in others and will do so ourselves.
We encourage individual empowerment & expect accountability While we’ve outlined our expectations for behaving and showing respect for one another, we also appreciate that each of you have your own expectations for doing so as well. So long as they’re in line with our expectations for respect, we encourage you to be open and clear with them. We know that how you communicate, share, joke and work with one another will differ from team to team.
We’re not afraid of facing or dealing with conflict A fundamental part of dealing with conflict is having positive, healthy and honest dialogue about difficult and/or sensitive issues. Whether it’s challenging an “unwritten rule” or following up with someone who made you feel uncomfortable, we all need to say the things we have to say about important matters provided we do so in a professional and respectful manner. Let’s face it.
Sexual harassment is defined as any unwelcome conduct of a sexual nature that detrimentally affects the work environment. It generally leads to other adverse job-related consequences or a poisoned work environment. Sexual harassment generally falls into one of the following categories and may include (but is not limited to) the associated examples: Threatening – threatening or offering rewards (i.e. promotions, raises, etc.
Discounting or denying work related accomplishments and/or taking credit for the work done by someone else Excluding or isolating someone socially, intimidating or humiliating a person – through the use of body language (e.g.
o o o o o o o Job duties or the work to be performed Workloads and deadlines Work instructions, supervision or feedback Work evaluation Performance management Layoffs, transfers, promotions and reorganizations Discipline, suspensions or terminations When it’s provided in a respectful manner, appropriate feedback to help employees improve performance or behavior is not bullying and harassment.
harassment, discrimination and/or general harassment may have occurred as outlined here. Please keep a written account of incidents and submit with your complaint. Any bullying and harassment, discrimination and/or general harassment complaint made by or with respect to a customer or supplier must be immediately and confidentially forwarded to your immediate manager, another manager, or the President. Investigations Most investigations will be conducted externally by our HR partners.
Workplace Conduct Workplace Conduct Use of Electronic Communication Systems, Internet & Social Media Electronic communication systems and services provided by Bradley Smoker are the property of the company and their purpose is to facilitate and support our business. If you use any electronic communication systems and services in the course of your work, you are responsible to do so in a professional, ethical, and lawful manner.
Distributing or storing images, text or materials that might be considered indecent, pornographic, obscene or illegal Distributing or storing images, text or materials that might be considered discriminatory, offensive or abusive, in that the context is a personal attack, sexist or racist, or might be considered as harassment Accessing copyrighted information in a way that The most common way violates the copyright Breaking into Bradley Smoker’s or another hackers gain organization's sy
Use of mobile devices for company business If you use your mobile device (including smartphones and tablet computers, whether your own or provided by Bradley Smoker) to access Bradley Smoker networks, data and systems, you are responsible for ensuring the confidentiality and security of all Bradley Smoker information and must observe the following requirements and guidelines. This refers also to applications on your own personal devices such as cloud storage or email applications.
Currently, we maintain a Facebook page, a Twitter account, and a company LinkedIn page and we encourage you to follow these if you’re interested. Whether or not you are an official Bradley Smoker social media poster, you are viewed by the company, the social media community and the public, as a representative of Bradley Smoker.
result in the termination of your employment and/or the institution of legal proceedings against you. Finally, should your employment with Bradley Smoker end for any reason, you must return all Confidential Information in your possession or control immediately.
Use or disclosure to the prejudice of the company or for personal gain any inside information, corporate ‘trade’ secrets or other confidential company information except as authorized or required by law during and after employment with Bradley Smoker Being employed by an organization that is a direct competitor Alcohol & Drugs For the purpose of this section, the following definitions apply: Substance - Alcohol or other drug product, legal or illegal (including prescription and over-the-count
The drug use does not impact the comfort, safety and/or efficiency of co-workers or customers If you’re using a prescribed drug (e.g. muscle relaxants, pain medication, anti-depressants) and have been informed or have reason to believe that the use of this drug may limit your ability to perform your work duties safely and efficiently – and/or impact the comfort, safety and/or efficiency of co-workers or customers - you are required to advise your manager.
Coming & Going Coming & Going Our Hiring Process Our hiring process is in place to ensure we continue hiring talented people who are aligned with our values and fit with our culture. One of the ways we do this is by encouraging internal applicants to apply for open positions and promoting from within when possible. When that’s not possible, we hire new people who will make a positive contribution to our team. In either case, we start with a values-aligned and consistent recruiting process.
Once interviews are completed, the hiring manager will contact references for qualified applicants. An offer will then be extended to the successful candidate by the hiring manager; once an offer is accepted, all interviewed candidates will be informed of the hiring decision. Our Notice Period If you decide that it’s time for you to move on from Bradley Smoker, we ask that you provide us with at least two weeks of notice.
Office & Admin Stuff Office & Admin Maintaining our Space While we have a cleaning service, it’s our shared responsibility to keep the office and warehouse tidy and organized. In the spirit of our team-oriented culture, we all participate in the basic maintenance and cleanliness of the office.
Answering & Transferring Calls While most of our incoming calls are managed by Customer Service, if those individuals are busy or not in the office, please answer the phone with “Good Morning/Afternoon Bradley Smoker, how may I help you?” If they wish to speak to someone in particular, ask who is calling and observe the following procedures: As we want to prevent the need for a customer having to make more than one call, whenever possible, forward your phone to your cell or to another individual who can
Petty cash For small or inexpensive purchases, you may request petty cash from Purchasing in BC. For US employees, see the General Manager for use of the debit card (no cash is kept in the building). Office Templates The following commonly used templates and resources may be accessed on the shared drive or hard copies by the printer (Canada) / in your manager’s office (US).
Mud Bay Supply Policy Credit card & returns procedures Consumers and retailers may pay their invoice by credit card; however, we do not accept credit card payments from any of our distributors. Distributors are set up with specific credit terms and we expect them to pay by cheque/check or money transfer. A consumer’s credit card should never be billed until the shipment is fully picked and ready to ship.
Famous Last Words Famous Last Words We’re glad you’re now part of the Bradley Smoker community! Our team is stronger and better because you’re a part of it and we wouldn’t be able to do what we do without your awesome contributions and hard work.
Employee Acknowledgement Employee Acknowledgement For the years 2016/2017, and until such time as an amended version of this handbook is distributed, I am responsible for my knowledge of the information in the Bradley Smoker Employee Handbook. If I have questions about the contents of this handbook, I will ask my manager for clarification. As an employee of Bradley Smoker, I understand that the contents of the handbook as amended from time to time, form part of the terms and conditions of my employment.
Employee handbook acknowledgement (employee file copy) For the years 2016/2017, and until such time as an amended version of this handbook is distributed, I am responsible for my knowledge of the information in the Bradley Smoker Employee Handbook. If I have questions about the contents of this handbook, I will ask my manager for clarification.
