2023 EES EMPLOYEE HANDBOOK
TABLE OF CONTENTS
SECTION 1 - INTRODUCTION
1.1 Changes in Policy
1.2 Employment Applications
1.3 Employment Relationship
SECTION 2 - DEFINITIONS OF EMPLOYEE STATUS
SECTION 3 - EMPLOYMENT POLICIES
3.3 New Employee Orientation
3.4 Probationary Period for New Employees
3.5 Break Periods
3.6 Personnel Files
3.7 Personnel Data Changes
3.8 Inclement Weather/Emergency Closings
3.9 Corrective Action
3.10 Employment Termination
3.12 Health-Related Issues
3.13 Employee Requiring Medical Attention
3.14 Supplies; Expenditures; Obligating the Company
3.15 Expense Reimbursement
3.17 Visitors in the Workplace
3.18 Immigration Law Compliance
SECTION 4 - STANDARDS OF CONDUCT
4.2 Absence Without Notice
4.3 Harassment, including Sexual Harassment
4.4 Telephone Use
4.5 Public Image
4.6 Substance Abuse
4.7 Tobacco Products
4.8 Internet Use
SECTION 5 - WAGE AND SALARY POLICIES
5.1 Wage or Salary Increases
5.4 Sick Leave
SECTION 6 - EMPLOYEE COMMUNICATIONS
6.1 Procedure for Handling Complaints
This Manual is designed to acquaint you with Executive Event Services and provide information about working conditions, benefits, and policies affecting your employment.
The information in this Manual applies to all employees of Executive Event Services. Following the policies described in this Manual is considered a condition of continued employment. However, nothing in this Manual alters an employee’s status. The contents of this Manual shall not constitute nor be construed as a promise of jobs or as a contract between the Company and any of its employees. The Manual is a summary of our policies, which are presented here only as a matter of information.
You are responsible for reading, understanding, and complying with the provisions of this Manual. Our objective is to provide you with a work environment that is constructive to personal and professional growth.
1.1 CHANGES IN POLICY
This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual.
However, since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time. We will notify all employees of these changes. Changes will be effective on the dates determined by the Company; after those dates, all superseded policies will be null.
No individual supervisor or manager can change policies at any time. If you are uncertain about any policy or procedure, speak with your direct supervisor.
1.2 EMPLOYMENT APPLICATIONS
We rely upon the accuracy of the information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for work or, if the person has been hired, termination of employment.
1.3 EMPLOYMENT RELATIONSHIP
You enter into employment voluntarily and are free to resign at any time for any reason or no reason. Similarly, Executive Event Services is free to conclude its relationship with any employee at any time for any reason or no reason. Following the probationary period, employees are required to follow the Employment Termination Policy.
DEFINITIONS OF EMPLOYEE'S STATUS
“Employees” may include exempt, non-exempt, regular full-time, regular part-time, and temporary persons, and others employed with the Company who are subject to the control and direction of Executive Event Services in performing their duties.
Employees whose positions meet specific criteria established by the Fair Labor Standards Act (FLSA) and who are exempt from overtime pay requirements.
Employees are considered part-time status, and all work is per contract only.
PROBATIONARY PERIOD FOR NEW EMPLOYEES
A new employee whose performance is being evaluated to determine whether further employment in a specific position or with Executive Event Services is appropriate.
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Executive Event Services will be based on merit, qualifications, and abilities. Executive Event Services does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age, or disability.
Executive Event Services will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.
The protection of confidential business information and trade secrets is vital to the interests and success of Executive Event Services. Such personal information includes, but is not limited to, the following examples:
Pending projects and proposals,
Proprietary production processes,
Personnel/Payroll records, and
Conversations between any persons associated with the company.
All employees must sign a non-disclosure agreement as a condition of employment.
Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not benefit from the disclosed information.
3.3 NEW EMPLOYEE ORIENTATION
New employee orientation is conducted by a Human Resources representative and includes an overview of the company history, an explanation of the company's core values, vision, and mission, and company goals and objectives. In addition, the new employee will be given an overview of benefits, tax, and legal issues and complete any necessary paperwork.
Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job description and scope of position, explains the company’s evaluation procedures, and helps the new employee get started on specific functions.
3.4 PROBATIONARY PERIOD FOR NEW EMPLOYEES
The probationary period for regular full-time and part-time employees lasts up to 90-days from the date of hire AND 400 hours worked. During this time, employees have the opportunity to evaluate our Company as a workplace, and management has its first opportunity to assess the employee. During this introductory period, the employee and the Company have the right to terminate employment without advance notice.
Upon satisfactory completion of the probationary period, a 90-day review will be given, and benefits will begin as appropriate. All employees, regardless of classification or length of service, are expected to meet and maintain Company standards for job performance and behavior (See Section 4, Standards of Conduct).
3.5 BREAK PERIODS
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.
Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.
Employees will be provided with no less than a thirty-minute meal when the work period is more than five hours. The employee is relieved of all duty during the entire thirty-minute meal period and is free to leave the employer's premises. In some instances, the meal period shall be considered "on duty," counted as hours worked, and paid for at the employee's regular rate of pay. An "on duty" meal period will be permitted only when the nature of the work prevents the employee from being relieved of all duty and when by written agreement between the employer and employee, an on-the-job meal period is agreed to. The situation in which an employee will be offered an “on duty” meal period in lieu of a regular meal period depends on certain circumstances, such as remote job location and positions in which a security guard is stationed alone at a remote site. Employees must notify PAYROLL within 24 hours of missing a lunch break.
3.6 PERSONNEL FILES
Employee personnel files include W4 or I9 tax forms, code of conduct, and emergency contact forms.
Personnel files are the property of Executive Event Services, and access to the information is restricted. Management personnel of Executive Event Services who have a legitimate reason to review the file is allowed to do so.
Employees who wish to review their own files should contact their supervisor. With reasonable advance notice, the employee may check his/her personnel file in the Company's office and in the presence of their supervisor.
3.7 PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify their supervisor, in writing (via e-mail or US mail), of any changes in personnel data such as:
Name and number of dependents, and
Individuals are to be contacted in the event of an emergency.
An employee’s personnel data should be accurate and current at all times.
3.8 INCLEMENT WEATHER/EMERGENCY CLOSINGS
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the workplace will be made by Executive Event Services.
When the decision is made to close the workplace, employees will receive official notification from their supervisors.
Time off from scheduled work due to emergency closings will be unpaid for all non-exempt employees.
3.9 CORRECTIVE ACTION
Executive Event Services holds each of its employees to specific work rules and standards of conduct (see Section 4). When an employee deviates from these rules and standards, Executive Event Services expects the employee’s supervisor to take corrective action.
Corrective action at Executive Event Services is progressive. The action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the crime or offense is corrected.
The usual sequence of corrective actions includes an oral warning, probation, and termination of employment. In deciding which initial disciplinary action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.
Though committed to a progressive approach to corrective action, Executive Event Services considers certain rule infractions and standards violations as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Executive Event Services, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of Executive Event Services to a customer, a prospective customer, the general public, or an employee.
3.10 EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any organization, and many reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
Resignation – voluntary employment termination initiated by an employee.
Termination – involuntary employment termination initiated by Executive Event Services.
Layoff – involuntary employment termination initiated by Executive Event Services for non-disciplinary reasons.
Since employment with Executive Event Services is based on mutual consent, the employee and Executive Event Services have the right to terminate employment at will, with or without cause, during the Introductory/Probationary Period for New Employees.
Any employee who terminates employment with Executive Event Services shall return all files, records, keys, and any other materials that are property of Executive Event Services. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition. Replacing non-returned items will be deducted from the employee’s last paycheck. Furthermore, any outstanding financial obligations owed to Executive Event Services will also be deducted from the employee’s final check.
Executive Event Services provides information to employees about workplace safety and health issues through regular internal communication such as:
Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. Employees must immediately report any unsafe conditions to their supervisor. Employees who violate safety standards, cause hazardous or dangerous situations, fail to register, or, where appropriate, remedy such cases may be subject to disciplinary action, including termination of employment.
In the case of an accident that results in injury, regardless of how insignificant the damage may appear, employees should notify their supervisor.
3.12 HEALTH-RELATED ISSUES
Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor of their health status. This policy has been instituted strictly to protect the employee.
A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. Employees should notify their supervisor if the need arises for a leave of absence.
3.13 EMPLOYEE REQUIRING MEDICAL ATTENTION
If an employee requires medical attention, whether injured or becoming ill while at work, the employee’s physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency requires Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, Executive Event Services employees will not be liable for the transportation of another employee due to liabilities that may occur.
A physician’s “return to work” notice may be required.
3.14 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY
Only authorized persons may purchase supplies in the name of Executive Event Services. No employee whose regular duties do not include purchasing shall incur any expense on behalf of Executive Event Services or bind Executive Event Services by any promise or representation without written approval.
3.15 EXPENSE REIMBURSEMENT
Expenses incurred by an employee must have prior approval from a supervisor. All completed reimbursement request forms should be turned in to the Payroll Department.
Employees must park their cars in areas indicated and provided by Executive Event Services.
Executive Event Services is not responsible for employees who receive parking tickets or other expenses incurred while parking at EES events.
3.17 VISITORS IN THE WORKPLACE EMPLOYMENT POLICIES
Only authorized visitors are allowed in the workplace to provide for the safety and security of employees, visitors, and the facilities at Executive Event Services. Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances. Any visitors authorized by Executive Event Services will be escorted to their destination and must be accompanied by an employee at all times.
3.18 IMMIGRATION LAW COMPLIANCE
Executive Event Services employs only United States citizens and those non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986.
As a condition of employment, each new employee must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former rehired employees must also complete the form if they have not completed an I9 with Executive Event Services within the past three years or if their previous I-9 is no longer retained or valid.
STANDARDS OF CONDUCT
4.1 ATTENDANCE AND PUNCTUALITY
The work rules and standards of conduct for Executive Event Services are essential, and the Company regards them seriously. All employees are urged to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the Company’s business. Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment (see Section 3, Corrective Action).
While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment.
Theft or inappropriate removal or possession of the property;
Falsification of timekeeping records;
Working under the influence of alcohol or illegal drugs;
Possession, distribution, sale, transfer, or use of alcohol or illicit drugs in the workplace;
Fighting or threatening violence in the workplace;
Boisterous or disruptive activity in the workplace;
Negligence or improper conduct leading to damage of company-owned or customer-owned property;
Insubordination or other disrespectful behavior;
Violation of safety or health rules;
Smoking in the workplace;
Sexual or other unlawful or unwelcome harassment;
Excessive absenteeism or any absence without notice;
Unauthorized use of telephones or other company-owned equipment;
Using company equipment for purposes other than business (i.e., playing games on computers or personal Internet usage);
Unauthorized disclosure of business “secrets” or confidential information;
Violation of personnel policies; and
Unsatisfactory performance or conduct.
The Company expects that every employee will be regular and punctual in attendance. This means being at the event, ready to work, at their starting time each day. Absenteeism and tardiness place a burden on other employees and on the Company.
If you cannot report for work, notify your supervisor 24 hours before the starting time. You are responsible for speaking directly with your supervisor about your absence. It is unacceptable to leave a message on a supervisor’s voicemail, except in extreme emergencies. When leaving a voice-mail message, a follow-up call must be made on the same day.
Should undue tardiness become apparent, disciplinary action may be required.
4.2 ABSENCE WITHOUT NOTICE
When you cannot work owing to illness or an accident, please notify your supervisor a preferred 24 hours, a minimum of 4 hours, before your shift start time. This will allow the Company to arrange for temporary coverage of your duties and helps other employees to continue work in your absence. If you do not report for work and the Company is not notified of your status, it will be assumed after two consecutive days of lack that you have resigned, and you will be removed from the payroll.
If you become ill at work or must leave the office for another reason before the end of the workday, be sure to inform your supervisor of the situation.
4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT
Executive Event Services is committed to providing a work environment free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.
If you believe you have been the victim of harassment or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor aware of possible harassment should promptly advise their supervisor, who will handle the matter in a timely and confidential manner.
4.4 TELEPHONE USE
Personal usage during business hours is strongly discouraged except for extreme emergencies. All personal telephone calls should be kept brief during authorized breaks.
If an employee deviates from this policy, he/she will be subject to disciplinary action (See Section 3, Corrective Action).
4.5 PUBLIC IMAGE
A professional appearance is essential anytime you contact customers or potential customers. Employees should be well groomed and dressed appropriately for our business and their position.
Consult your supervisor if you have questions about appropriate Executive Event Services attire.
4.6 SUBSTANCE ABUSE
The Company is committed to providing its employees with a safe and productive workplace. In keeping with this commitment, the following rules regarding alcohol and drug abuse have been established for all staff members, regardless of rank or position, including both regular and temporary employees. The restrictions apply during working hours to all Company employees while on Company premises or elsewhere on Company business.
The manufacture, distribution, possession, sale, or purchase of controlled substances of abuse on Company property is prohibited.
Being under the influence of illegal drugs, alcohol, or substance abuse on Company property is prohibited.
Working while under the influence of prescription drugs that impair performance is prohibited.
So that there is no question about what these rules signify, please note the following definitions:
Company property: All Company owned or leased property used by employees.
The controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act, as amended.
Drug: Any chemical substance that produces a physical, mental, emotional, or behavioral change in the user.
Drug paraphernalia: Equipment, a product, or material used or intended for use in concealing an illegal drug or otherwise introducing an illegal drug or controlled substance into the human body.
a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal or regulated under any federal, state, or local law or regulation.
b. Any drug, including – but not limited to – a prescription drug, used for any reason other than that prescribed by a physician.
c. Inhalants used illegally.
Under the influence: A state of not having the regular use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug, or substance of abuse.
Consistent with the rules listed above, any of the following actions constitute a violation of the Company’s policy on drugs and may subject an employee to disciplinary action, up to and including immediate termination.
Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting to or assisting another to do so while in the course of employment.
Working or reporting to work, conducting Company business, or being on Company property while under the influence of an illegal drug or alcohol or in an impaired condition.
4.7 TOBACCO PRODUCTS
The use of tobacco products is not permitted anywhere on the Company’s premises except during authorized breaks in designated locations. Employees must follow all rules posted in designated smoking areas and adhere to all policies associated with this policy.
4.8 INTERNET USE
The use of the Internet must not interfere with an employee's productivity. Employees are responsible for using the Internet in a manner that is ethical and lawful.
All employees must return all uniforms and equipment within 48 hours of leaving employment for any reason. If an employee does not replace the uniform and equipment within 48 hours, Executive Event Services may seek legal action against the employee for the retail price of the uniform and/or equipment.
WAGE AND SALARY POLICIES
5.1 WAGE OR SALARY INCREASES AND OVERTIME
If you have a guard card, you are on-boarded at the guard base rate of $17.50. If you do not have a guard card, you are onboarded at our event staff base rate of $16.04. Base rate means you will not be paid lower than that rate.
In 2022 we have changed how we pay employees. Each Event/Patrol site has a guard and event staff rate that you will be paid. This information is available on the available shifts tab when you choose an event. This allows you to know how much you will make before each event.
Increases will be determined on the basis of performance, adherence to company policies and procedures, and ability to exceed duties per job.
Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis, Executive Event Services does not grant “cost of living” increases. Performance is the key to wage increases in the Company.
In California, the general overtime provisions are that a nonexempt employee 18 years of age or older or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek (or double time as specified below). Eight hours of labor constitutes a day's work, and employment beyond eight hours in any workday or more than six days in any workweek requires the employee to be compensated for the overtime at not less than:
One and one-half times the employee's regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday and for the first eight hours worked on the seventh consecutive day of work in a workweek, and Double the employee's regular rate of pay for all hours worked in excess of 12 hours in any workday and for all hours worked in a lot of eight on the seventh consecutive day of work in a workweek.
There are, however, a number of exemptions from the overtime law. An "exemption" means that the overtime law does not apply to a particular classification of employees. There are also a number of exceptions to the general overtime law stated above. An "exception" means that overtime is paid to a particular classification of employees, which differs from that stated above. In other words, an exception is a special rule.
Accurately recording time worked is the responsibility of every non-exempt employee. Time worked is the time spent on a job(s) performing assigned duties. It is the employee's responsibility to keep track of all hours, dates, and events worked.
Executive Event Services does not pay for extended breaks or time spent on personal matters.
Altering, falsifying, tampering with time records, or recording time on another team member’s time record will result in disciplinary action, including termination of employment.
Only those hours recorded and verified by the employee's initials on the record sheet at the end of each shift will be considered valid for payment to be received. Authorized personnel will review time records each pay period. Any changes to an employee’s time record must be approved by his/her supervisor. Questions regarding the timekeeping system should be directed to the Human Resource Manager.
Refer to the California State Labor Code Section 200-243 for specific information regarding the hourly rate of pay.
Employees will be provided with no less than a thirty-minute meal when the work period is more than five hours. The employee is relieved of all duty during the entire thirty-minute meal period and is free to leave the employer's premises. In some instances, the meal period shall be considered "on duty," counted as hours worked, and paid for at the employee's regular rate of pay. An "on duty" meal period will be permitted only when the nature of the work prevents the employee from being relieved of all duty and when by written agreement between the employer and employee, an on-the-job meal period is agreed to. The situation in which an employee will be offered an “on duty” meal period in lieu of a regular meal period depends on certain circumstances, such as remote job location and positions in which a security guard is stationed alone at a remote site. This thirty-minute meal period is deducted from the total time worked. If an employee does not receive a thirty-minute meal period, it is the employee's responsibility to notify the Human Resource Manager within 24 hours of the shift.
I understand that I, the employee, may be positioned at a remote site location or stationed at a remote site alone. If this circumstance applies, the Employee agrees that he/she will take an “on duty” meal period which will be paid at my average rate.
All employees are paid bi-weekly. In the event that a regularly scheduled payday falls on a weekend or holiday, the distribution of paychecks will be on the prior business day of operation.
Newly hired staff should expect a delay of an additional pay period for processing before receiving their first check.
Paychecks will not, under any circumstances, be given to anyone other than the employee without written authorization.
Paychecks will be mailed to the employee’s address, and direct deposit is not offered.
5.4.1 PAYCHECK DISTRIBUTION
All paychecks are processed and distributed by Executive Event Services, LLC.
**If a check needs to be re-issued due to fault by the employee, a $25 stop payment fee will be deducted from the reissued check.
Direct Deposit is unavailable; all paychecks are mailed on Pay Date and can take 2-8 days for delivery from USPS.
5.4.2 WORK DAY/WEEK
The "work day" is any hour worked within a 24-hour period of 12:00 am to 11:59 pm as outlined in the CA Labor Code.
The "work week" is Thursday through Wednesday unless otherwise noted by a supervisor/specific job site.
5.5 SICK LEAVE
Unless exempt, the employee is entitled to minimum requirements for paid sick leave under state law which provides that an employee:
The following applies to the employee:
1. Accrues paid sick leave only pursuant to the minimum requirements stated in Labor Code §245 et seq. with no other employer policy providing additional or different terms for accrual and use of paid sick leave.
2. Accrues paid sick leave pursuant to the employer’s policy which satisfies or exceeds the accrual, carryover, and use requirements of Labor Code §246.
3. Employees accrue 1 hour of sick leave for every 30 hours worked.
4. The employee is exempt from paid sick leave protection by Labor Code §245.5. (State exemption and specific subsection for exemption)
5. Employees will start accruing sick leave pay adequately on the first day of work.
6. Employees cannot use sick leave pay until after the 90-day probationary period.
7. Employees will not accrue more than 24 hours of sick leave pay except those in Oakland and San Francisco.
8. Employees cannot use sick leave pay until at least 400 hours are worked in a 12-month period.
9. Employees must give the reasonable advance notice required for foreseeable leave; otherwise, as soon as practicable and no less than 4 hours before shift start time, and the employee must provide a doctor’s note or excused letter within 48 hours.
10. Employees cannot use partial sick pay; sick pay will only be paid out for an entire 8-hour shift.
6.1 PROCEDURE FOR HANDLING COMPLAINTS
Under normal working conditions, employees with a job-related problem, question, or complaint should discuss it with their immediate supervisor. Employees usually reach the most straightforward, quickest, and most satisfactory solution at this level. If the employee and supervisor do not solve the problem, Executive Event Services encourages employees to contact the Human Resource Manager.