Fortune International Group

It is the intent of Fortune International Group to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at any time is retained by the employee and Fortune International Group.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal, state and local laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws.

An employee’s NONEXEMPT or EXEMPT classification may be changed only upon written notification by Fortune International Group management.

In addition to the categories, each employee will belong to one other employment category:

REGULAR FULL-TIME employees are those who are regularly scheduled to work a Fortune International Group’s full-time schedule. Full time employees must work thirty two (30) hours per week to establish full-time status with Fortune International Group and to be eligible for the company sponsored benefits (i.e., Personal Time Off, Sick, etc.). In addition, employees are eligible for a benefits package (i.e., medical dental, etc.) subject to terms, conditions, and limitations of each benefit program, as long as they completed their introductory period and have worked thirty (30) or more hours per week.

PART-TIME employees are those who work continuously for a specified number of hours per week which is less than a regular schedule of thirty (30) hours per week. Part-time employees receive all legally mandated benefits (such as Social Security and workers’ compensation insurance).

CASUAL employees are those who have established an employment relationship with Fortune International Group but who are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally mandated benefits (such as worker’s compensation insurance and Social Security), they are ineligible for all of Regis HR Group’s other benefit programs.

Fortune International Group maintains a personnel file on each employee. The personnel file includes such information as the employee’s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.

Personnel files are the property of Fortune International Group, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Fortune International Group who have a legitimate reason to review information in a file are allowed to do so.

With reasonable advance notice, employees may review their own personnel files in Fortune International Group’s offices and in the presence of an individual appointed by Fortune International Group to maintain the files.

To ensure that individuals who join Fortune International Group are well qualified and have a strong potential to be productive and successful, it is the policy of Fortune International Group to check the employment references of all applicants.

Human Resources will respond to all reference check inquiries from other employers. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry.

It is the responsibility of each employee to promptly notify Fortune International Group of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishment, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify REGIS HR GROUP at (786) 272-5305.

The introductory period is intended to give new employees the opportunity to demonstrate their ability to
achieve a satisfactory level of performance and to determine whether the new position meets their
expectations.

Fortune International Group uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Fortune International Group may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice. All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence.

If Fortune International Group determines that the designated introductory period does not allow
sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the “regular” employment classification.

During the introductory period, new employees are eligible for those benefits that are required by law, such as workers’ compensation insurance and Social Security. After becoming regular employees, they may also be eligible for other Fortune International Group provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements.

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of an employee’s initial period of hire, known as the introductory period. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

Performance evaluations may be scheduled approximately every 12 months, coinciding generally with the anniversary of the employee’s original date of hire.