Political Science
About the Company
Opello Tyres is a brand name synonym with great comfort and design, which provides great driving maneuvering and experience. Opello is a tyre manufacturer and retailer having market presence in more than 45 countries. Opello has made a strong brand reputation in the tyre industry based on their 35 years of experience in building tyres of cars, trucks, two-wheelers, etc. Opello has approximately 130 corporate offices and 12,000 employees based in different parts of the world. At the end of the 2015-16 financial year Opello’s turnover was $4.88 billion. Opello is traded on the NYSE with the acronym OPL, since 1985.
Welcoming Introduction
Oppelo Tyres Employee Handbook has been written to provide guidelines about Opello’s procedures and policies for employees. The handbook works as a guide for assisting employees to become better aware of the obligations and privileges related to employment, including Opello’s policy of at will employment. None of the guidelines and policies in the employee handbook lead to contractual obligations or rights, or to be understood as an employment guarantee for a specific term, or any specific kind of work. In addition, apart from the policy of voluntary at will employment, the guidelines are subject to modification, revocation or amendment by Opello any time they want, without any advance notice. Opello will provide its employees with a copy of the handbook when an employee joins the organization and employees need to abide by the policies and procedures mentioned.
Employee Status
Terms
Employer: Opello employs all temporary, part‐time and full‐time employees. At Opello an employee gets hired, provided compensation and benefits, and has work assigned, directed and evaluated by Opello.
Full Time Employee: A Full time employees reports 5 days a week and works 40 hours a week.
Part Time Employees: A part time employee works for less than 40 hours, but always more than 20 hours in a week.
Exempt Employee: An exempt employee is paid a salary and qualifies for exemption from overtime according to the FLSA (Fair Labor Standards Act).
Non-Exempt Employee: Non-exempt employees are paid on an hourly basis and do not qualify for exemption from overtime according to the FLSA.
Employment Policies
Non Discrimination
Non-discrimination policy is implemented to provide advanced and equal employment opportunities for all individuals; all employment decisions taken at Opello will depend on qualifications, merit, and abilities. Opello does not discriminate in terms of employment opportunities on the basis of employee’s religion, race, color, national origin, gender, disability, age, or other legally prohibited standard.
Confidentiality
Protecting trade secrets and confidential information of Opello is important for the success and interests the company. Confidential information that needs to be protected includes compensation data; financial information; pending proposals and projects; marketing strategies; and proprietary production processes.
Working Hours
Opello offices remain open 10 am to 6 pm and all employees to work for at least 40 hours a week. Offices remain closed for operation on Saturdays and Sundays.
Personnel Files
All personnel files maintained by the HR department and they are Opello’s property and all employees are not allowed access to company documents. Although, management personnel having a legitimate right to review these files.
Disability
Opello does not discriminate with a person on the basis of their disability, unless the work requires specific use of certain certain sense. Other jobs that can be completed with the disability are open for disabled candidates.
Performance Review
Supervisors can conduct performance planning sessions and reviews with all employees annually, and they can also conduct informal planning sessions and reviews in between the performance year, if the need arises. Wages, promotions and salary increments are based on the performance reviews provided by superiors to the management.
Outside Employment
At any time, regular employees are not allowed to hold outside employment while working for Opello. Employees need to ensure that they are only working for Opello and their focus and drive is towards helping Opello grow and achieve its goals.
Corrective Action
Opello expects all employees to implement sound judgment and common sense at the job performance. For assisting employees, Opello has established minimum standards of conduct and work rules as basic examples of expectation. In case an employee ends up deviating from set standards and rules, the supervisor will need to take corrective action.
Employment Termination
Employee termination is an inevitable aspect of activity within Opello, and there are many causes of termination, some of them are routine. For example: employees when decide to terminate their employment need to provide 3 month notice to their supervisor and HR department. Employees can also be terminated from a job on the basis of continuous poor performance or any other misconduct. In this case, the employee can be terminated instantly or given 1 month pay for leaving the job.
Employee Safety
Every Opello worker is expected to practice common sense and caution in every work activity. Employees need to report unsafe activities and conditions immediately to their supervisor. In case employees who end up violating safety standards, cause dangerous or hazardous situations, or forget to report or, whenever appropriate, remedy the situations, can be subject to disciplinary action, which includes employment termination.
Employment at Will
Unless an employee is provided a written agreement for employment with Opello, which clearly states otherwise, all employment at Opello is ‘at‐will’. This means that all employees can get terminated from their employment with Opello with a cause or without it. Similarly, an employee can leave the job, according to their preference.
EEO Policy
Opello will follow the intent and spirit of all local, federal, and state employment laws and will remain committed towards EEO (equal employment opportunity). Opello will show committed towards providing all employees with equal opportunity without any regard to their religion, race, color, age, national origin, sex, sexual orientation, marital status, political affiliation, disability, family responsibilities, personal appearance, matriculation or other characteristic that are protected under locals, federal, and state law. Each employee is evaluated or reviewed based on their merit and personal skills. Opello’s policy concerning EEO applies to every aspect of employment, which includes recruitment, job assignments, hiring, working conditions, promotions, wage, benefits, scheduling, salary administration, termination, disciplinary action, and educational, social, and recreational programs. Opello’s Executive Director is responsible for ensuring that Equal Employment Opportunity policy remains implemented and practiced.
False and Malicious Acquisitions
When found that false or malicious allegations have been made knowingly, the zero tolerance policy will come into play. The zero tolerance policy is very strict against malicious and false allegations and considers them unethical and dishonest. If proven, employees would be fired from the job without notice and will not be paid their pending salary or future reference. Also, it is also possible that an employee might be reported to the ethics committee and disciplinary action will be taken.
Protection against Retaliation
Opello encourages its employees to report all perceived incidents of harassment or discrimination. It is Opello’s policy to thoroughly and promptly investigate such reports. It is also important to remember that any action of retaliation against anyone reporting harassment or discrimination is strictly prohibited by Opello. People who participate in the harassment or discrimination case are also liable for company’s protection from any form of retaliation.
Alcohol and Drug Free Workplace
Opello has implemented the Drug Free Workplace Act to ensure employees are aware of their no alcohol and drug policy at the workplace. Opello is committed towards protecting all employees and maintaining their well-being, health and safety. It is expected that Opello and our employees need to strive towards achieving efficient, safe, and productive workplace for everyone. By keeping up with this intention, the company will be marinating a policy of banning drugs and alcohol at the workplace. Employees who operate machinery have strict guidelines and checking of drug and alcohol rates in their blood to ensure they are capable of working and preparing material for Opello.
Complaint Procedures
Under standard working conditions, all employees having any job-related troubles, or need to ask a question or make a complaint need to first discuss their issues with their supervisor. The supervisor is responsible for handling the simplest, most satisfactory and quickest solution to the employee. In case the supervisor fails to solve their problem, or in case the supervisor struggles to solve the problem or the employee is uncomfortable with the supervisor; then it becomes essential that the HR head needs to be contacted for overcoming the persistent trouble. Finally, if the HR head fails to solve a problem, the final step that needs to be taken is getting in touch with the President.
Salary Administration
Every position in the organization will have its written job description. In most cases, the job description would comprise of the purpose of the job position, responsibility areas, the immediate supervisor/s, salary range, basic qualifications required, and the working conditions that affect the job, such as use of car, working hours, etc. The Executive Director or the supervisor/s shall be given discretion of modifying the job description for meeting the demands of Opello. Paychecks are released on every 15th and 30th of or equivalent last day of each month. Timesheets are reported to the Executive Director on a daily basis and it is an important part of working hour maintenance and future promotions and increments. Salary deductions of all employees get itemized and delivered to employees on their personal email accounts assigned by Opello. Some of the salary deductions include: state and federal taxes, Medicare, social security, voluntary medical insurance premium, state disability insurance, and other benefits.
Leave Benefits
Every full-time employee is eligible for basic yearly holidays such as New Year’s Day. President’s Day, Independence Day, Columbus Day, Martin Luther King Jr’s Birthday, Labor Day, etc. All employees get vacation benefits after they complete 6 months with the organization. Employees get 3 weeks paid vacation every year that is cashable at the end of the year for employees who worked without any vacation. All full time employees get 1 day of 10 hours of paid sick leave on a monthly basis. Full time employees also get 6 personal leaves every calendar year and maximum 7 days of bereavement leave in case of a family emergency.
Bibliography
National Council of Non-Profit Association. " Sample Employee Handbook." 501Commons. Last modified 2004. http://www.501commons.org/resources/tools-and-best-practices/human-resources/sample-employee-handbook-national-council-of-nonprofits.
Stone Trust Insurance. "Sample Employee Handbook." Stone Trust Insurance. Last modified January 1, 2008. https://www.stonetrustinsurance.com/pdfs/LASampleEmployeeHandbookRev08.pdf.
