[IMPORTANT -- PLEASE READ CAREFULLY BEFORE SIGNING ACKNOWLEDGMENT]
ALS, LLC may obtain information about you from a consumer reporting agency for employment purposes. Thus, you may be the subject of a “consumer report” and/or “investigative consumer report” which may include information about your character, general reputation, personal characteristics, and/or mode of living, and which can involve personal interviews with sources such as your neighbors, friends, or associates.
These reports may include employment history and reference checks, criminal and civil litigation history information, motor vehicle records (“driving records”), sex offender status, credit reports, education verification, professional licensure, drug testing, Social Security verification, and information concerning workers’ compensation claims (only once a conditional offer of employment has been made). Credit history will only be requested where such information is substantially related to the duties and responsibilities of the position for which you are applying.
You have the right, upon written request made within a reasonable time after receipt of this notice, to request whether a consumer report has been run about you, and the nature and scope of any investigative consumer report, and to request a copy of your report. Please be advised that the nature and scope of the most common form of investigative consumer report obtained with regard to applicants for employment is an investigation into your education and/or employment history conducted by:
Employment Screening Services, 2500 Southlake Park, Birmingham, AL 35244, toll-free 866.859.0143, www.es2.com, or another outside organization.
The scope of this notice and authorization is all-encompassing; however, allowing ALS, LLC to obtain from any outside organization all manner of consumer reports and investigative consumer reports now and, if you are hired, throughout the course of your employment to the extent permitted by law. As a result, you should carefully consider whether to exercise your right to request disclosure of the nature and scope of any investigative consumer report.
I acknowledge receipt of the NOTICE REGARDING BACKGROUND INVESTIGATION and A SUMMARY OF YOUR RIGHTS UNDER THE FAIR CREDIT REPORTING ACT and certify that I have read and understand both of those documents.
I hereby authorize the obtaining of “consumer reports” and/or “investigative consumer reports” at any time after receipt of this authorization and, if I am hired, throughout the terms of my employment. To this end, I hereby authorize, without reservation, any law enforcement agency, administrator, state or federal agency, institution, school or university (public or private), information service bureau, employer, or insurance company to furnish any and all background information requested by:
ESS, 2500 Southlake Park, Birmingham, AL 35244, toll-free 866.859.0143, www.es2.com, or another outside organization acting on behalf of ALS, LLC.
I agree that a facsimile (“fax”), electronic, or photographic copy of this Authorization shall be as valid as the original.
All employees must be in uniform. This is to ensure safety for all our employees, to ensure security and identification of employees and visitors, and to protect the final product.
Approved uniforms will be worn by all production employees in a neat and appropriate manner during their regular business hours. Uniform shirts should be tucked in at all times.
Jeans (blue, black, or any other color) are not considered appropriate at work where the employee works in facilities and are not to be worn during normal working hours.
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image ALS presents to customers and visitors. You are expected to dress and groom in accordance with accepted standards and as directed by management.
Jewelry must be tasteful and limited.
All ALS employees are required to wear safety-toed shoes and safety eye glasses on the production floor at all times.
If any other safety gear is needed, such items will be provided to you.
No food or drink will be allowed on the production floor at any time.
To ensure orderly operations and provide the best possible work environment, ALS expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.
We are here to perform as a team and work together as smoothly, safely, and productively as possible. The following rules are needed in order to clarify expectations and avoid misunderstanding.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION OF EMPLOYMENT.
HR at Office: 334-239-7611
Site Manager at MOBIS Campus: Phillip Burns - Cell 334-318-7287
Office Address:
2747 Office Park Circle, Montgomery, AL 36117
Tel: 334-239-7611 / Fax: 334-356-2274
Safety of every individual associated within Mobis is a top priority at Hyundai Mobis Alabama, LLC. Our company expects ALL Contractors, the employees of contractors, and members provided through the staffing companies to follow the safety guidelines listed below. ALL Contractors, the employees of contractors, and the members provided through the staffing companies who do not follow these guidelines are subject to company action and/or suggestion of termination based on summation of disciplinary points as described in the "Penalty Point System" (Exhibit D of contract) and also attached.
If you feel that you are a witness to such violations, it is your obligation to report it to your supervisor as soon as possible. All safety rules have been implemented to ensure the safety of all individuals while performing any work for or on Hyundai Mobis Alabama, LLC property. Please ensure that you abide by these rules. The disregard or nonperformance of any of the stated safety rules could be subject to suggested termination and/or replacement.
To establish a consistent system of administering acceptable levels of attendance to all employees equally and fairly. This policy will cover and define the several points of the policy and the procedures it contains so that all employees understand what they can do to follow the policy and also what can be done to avoid disciplinary action by the Company.
Team members must notify their on-site supervisor NLT an hour prior to shift. ALS supervisor must be informed of call-in, so that a replacement can be put in place.
Within the first 90 days (Probationary period), team members cannot exceed 2 points. After the probationary period is complete, team members cannot exceed 4 points.
Every 90-day period of consecutive perfect attendance a team member achieves results in 1 point being removed from his/her attendance record.
Any employee who is absent for two successive days without calling in will be assumed to have abandoned his/her employment and will be terminated.
Probationary employees who accumulate three (3) or more points toward their attendance during their first ninety (90) days of employment will be terminated.
By my signature below, I acknowledge that I received and understand the NO FAULT ABSENTEE POLICY and will abide by them at all times.
ALS is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.
Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:
Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the Human Resources Department or any other member of management. You can raise concerns and make reports without fear of reprisal or retaliation.
All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Department or the President of the company so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful behavior will be subject to disciplinary action, up to and including termination of employment.
The use of personal cell phones at work may present a hazard or distraction to the user and/or co-employees and therefore are prohibited on the production floor. Unless otherwise authorized, employees may only use personal cell phones during break periods and lunch periods. Failure to follow the guidance provided may result in disciplinary action up to and including termination or ending of assignment.
An employee's first ninety (90) days of employment are on a trial basis and are considered a continuation of the employment selection process. The ninety (90) day probationary period provides the Company an opportunity to observe and evaluate the capacity of the employee, which includes the employee’s ability to satisfactorily perform the essential functions of his or her job; and to observe and evaluate the employee’s work habits and conduct, including attendance and the employee’s relationship with coworkers and superiors.
During this probationary period, the Company may terminate employment immediately, with or without cause and with or without notice. Likewise, the employee may also terminate his or her employment with the Company at any time, with or without notice and with or without cause. In this case, Hiring Process Costs, such as uniforms given to the employee, Background Check fees, and Drug Test fees will be deducted from the employee's last paycheck. This 90-day probationary period is not a term of employment and is not intended, nor does it, impact the at-will nature of the relationship between the Company and the employee.