Fortune International Group

To assist in providing a safe and healthful work environment for employees, customers, and visitors, Fortune International Group has established a workplace safety program. This program is a top priority for Fortune International Group the Executive Offices have responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all.

Fortune International Group provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.
Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.

The normal work schedule for all employees is 8 hours a day, 5 days a week. Supervisors will advise employees of the times their schedules will normally begin and end. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

Personal use of the telephone for long-distance and toll calls is not permitted. Employees should practice discretion when making local personal calls and may be required to reimburse Fortune International Group for any charges resulting from their personal use of the telephone.

The use of Fortune International Group paid postage for personal correspondence is not permitted. The mail system is reserved for business purposes only.

To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so.

In keeping with Fortune International Group intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace.

This policy applies equally to all employees, customers, and visitors.

All full-time employees are provided with one meal period each workday. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time.

When operating requirements or other needs cannot be met during regular working hours, employees will be given the opportunity to volunteer for overtime work assignments. All overtime work must receive the supervisor’s prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal, state and local wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on PTO, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.

Employees who work overtime without receiving prior authorization from the supervisor may be subject to disciplinary action, up to and including termination of employment.

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

At times, emergencies such as severe weather, fires, power failures, hurricanes or earthquakes, can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility.

When operations are officially closed due to emergency conditions, the time off from scheduled work will be unpaid. However, with supervisory approval, employees may use available paid time off.

Fortune International Group will reimburse employees for reasonable Fortune International Group expenses incurred while on assignments away from the normal work location. All Fortune International Group must be approved in advance by the President of Fortune International Group.

Employees whose travel plans have been approved are responsible for making their own travel arrangements. Whenever possible, Fortune International Group employees should use the less expensive method of travel.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing Fortune International Group objectives will be reimbursed by Fortune International Group.

Employees are expected to limit expenses to reasonable amounts.

Expenses that generally will be reimbursed include the following:

• Airfare or train fare for travel in coach or economy class or the lowest available fare.

• Car rental fees, only for compact or mid-sized cars.

• Fares for shuttle or airport bus service, where available; costs of public transportation for other ground travel.

• Taxi fares, only when there is no less expensive alternative.

• Mileage costs for use of personal cars, only when less expensive transportation is not available.

• Cost of standard accommodations in low to mid-priced hotels, motels or similar lodgings.

• Cost of meals, no more lavish than would be eaten at the employee’s own expense.

• Tips not exceeding 15% if of the total cost of a meal or 10% of a taxi fare.

• Charges for telephone calls, fax, and similar services required for business purposes.

• Charges for one personal telephone call each day.

• Charges for laundry and valet services, only on trips of five or more days.

(Personal entertainment and personal care items are not reimbursed.)

Employees who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor. Vehicles owned, leased, or rented by Fortune International Group may not be used for personal use without prior approval.

When travel is completed, employees should submit completed travel expense reports within 30 days. Reports should be accompanied by receipts for all individual expenses. Employees should contact their supervisor for guidance and assistance on procedures related to travel arrangements, expense reports, reimbursement for specific expenses, or any other Fortune International Group issues.

Abuse of this Fortune International Group expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.

To provide for the safety and security of employees and the facilities at Fortune International Group only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

Because of safety and security reasons, family and friends of employees are discouraged from visiting. In cases of emergency, employees will be called to meet any visitor outside their work area. All visitors should enter Fortune International Group at the main entrance. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors.

If an unauthorized individual is observed on Fortune International Group premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the main entrance.

Computers, computer files, the email system, and software furnished to employees are Fortune International Group property intended for business use only. Employees should not use a password, access a file, or retrieve any stored communication without authorization. To ensure compliance with this policy, computer and email usage may be monitored. Employees have absolutely no right to privacy for use of the Fortune International Group computers, computer files, the email system or any software furnished to its employees.

Fortune International Group strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, Fortune International Group prohibits the use of computers and the email system in ways that are disruptive, offensive to others, or harmful to morale. For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.

Email may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or other nonbusiness matters. Fortune International Group purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, Fortune International Group does not have the right to reproduce such software for use on more than one computer. Employees may only use software on local area networks or on multiple machines according to the software license agreement. Fortune International Group prohibits the illegal duplication of software and its related documentation.

Employees should notify their immediate supervisor, the Department Manager or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment.

Internet access to global electronic information resources on the World Wide Web is provided by Fortune International Group to assist employees in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive Internet usage. All Internet usage is limited to job-related activities. Personal use of the Internet is not permitted.

All Internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Fortune International Group and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property of Fortune International Group. As such, Fortune International Group reserves the right to monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems. Employees have absolutely no right to privacy for use of the Fortune International Group computers, computer files, the email system, internet search engine or any software furnished to its employees.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender-specific comments, or any other comments or images that could reasonably offend someone on the basis of race, color, sex, religious or political beliefs, national origin, genetic information, disability, sexual orientation, age, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on the Internet. Employees are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights.

Internet users should take the necessary anti-virus precautions before downloading or copying any file from the Internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression. Abuse of the Internet access provided by Fortune International Group in violation of law or Fortune
International Group policies will result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy.

The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action:
• Sending or posting discriminatory, harassing, or threatening messages or images
• Using the organization’s time and resources for personal gain
• Stealing, using, or disclosing someone else’s code or password without authorization
• Copying, pirating, or downloading software and electronic files without permission
• Sending or posting confidential material, trade secrets, or proprietary information outside of the organization
• Violating copyright law
• Failing to observe licensing agreements
• Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted Internet services and transmissions
• Participating in the viewing or exchange of pornography or obscene materials
• Sending or posting messages that defame or slander other individuals
• Attempting to break into the computer system of another organization or person
• Refusing to cooperate with a security investigation
• Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
• Using the Internet for political causes or activities, religious activities, or any sort of gambling
• Jeopardizing the security of the organization’s electronic communications systems
• Sending or posting messages that disparage another organization’s products or services
• Passing off personal views as representing those of the organization
• Sending anonymous email messages
• Engaging in any other illegal activities

Workplace monitoring may be conducted by Fortune International Group to ensure quality control, employee safety, security, and customer satisfaction. While on Fortune International Group’s premises, employees have no expectation of privacy in their belongings or in the non-private workplace areas which include, but are not limited to, offices, cubicles, work locations, Company provided or designated parking areas, desks, computers, lockers, rest or eating areas, or vehicles engaged in Company operations, and any personal belongings on or in any of the above.

Employees who regularly communicate via the telephone may have their conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customers’ image of Fortune International Group as well as their satisfaction with our service. Computers furnished to employees are the property of Fortune International Group. As such, computer usage and files may be monitored or accessed. Because Fortune International Group is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

Offices and employees are permitted to access and use certain personal information, such as Social Security Numbers, only as necessary and appropriate for such persons to carry out their assigned tasks for Fortune International Group and in accordance with Fortune International Group’s policy. The unauthorized access, viewing, use, disclosure, or the intentional public display of such information and the unauthorized removal of documents from Fortune International Group’s premises that contain social security number information is prohibited and can result in discipline up to and including termination of employment.

If you come into contact with Social Security Numbers or other sensitive personal information without authorization from Fortune International Group or under circumstances outside of your assigned tasks, you may not use or disclose the information further, but must contact your supervisor and turn over to him or her all copies of the information in whatever form
When necessary, documents containing social security information will be properly destroyed through shredding or other means prior to disposal to ensure confidential social security information is not disclosed.

For more information about whether and under what circumstances you may have access to this information, review your job description or contact your supervisor.

At Fortune International Group, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Fortune International Group, as well as any other form of electronic communication.

The same principles and guidelines found in Fortune International Group policies and three basic beliefs, detailed below, apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of coworkers or otherwise adversely affects members, customers, suppliers, people who work on behalf of Fortune International Group’s or worksites legitimate business interests may result in disciplinary action up to and including termination of employment.

Know and follow the rules

Carefully read these guidelines, Fortune International Group and your worksite and the Discrimination & Harassment Prevention Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination of employment.

Be respectful

Always be fair and courteous to co-workers, customers, members, suppliers or people who work on behalf of Fortune International Group or your worksite. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, color, genetic information, religion, disability, age or any other status protected by law or company policy.

Be honest and accurate

Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything: therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about Regis HR Group or worksite, co-workers, members, customers, suppliers, people working on behalf of Fortune International Group or worksite or competitors.

Post only appropriate and respectful content

• Maintain the confidentiality of Fortune International Group or worksite trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications.

• Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities.

• Do not create a link from your blog, website or other social networking site to Fortune International Group or worksite website without obtaining Fortune International Group’s or your worksite’s written permission.

• Express only your personal opinions. Never represent yourself as a spokesperson for Fortune International Group or your worksite. If Fortune International Group or worksite is a subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of Fortune International Group or worksite, fellow associates, members, customers, suppliers or people working on behalf of Fortune International Group or worksite. If you do publish a blog or post online related to the work you so or subjects associated with Fortune International Group, make it clear that you are not speaking on behalf of Fortune International Group or worksite. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Fortune International Group or worksite.”

Using social media at work

Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager. Do not use your work email addresses to register on social networks, blogs or other online tools utilized for personal use. Retaliation is prohibited Fortune International Group or worksite prohibits taking negative action against any associate for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another worker for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

For more information

If you have questions or need further guidance, please contact your HR representative.

Fortune International Group is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Fortune International Group has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, color, race, national origin, religion, genetic information, disability, age, or any characteristic protected by federal, state, or local law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening.

Fortune International Group will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Fortune International Group may suspend employees, either with or without pay, pending investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Fortune International Group encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or Human Resources before the situation escalates into potential violence. Fortune International Group is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.