Professional Documents
Culture Documents
Handbook Layout
Handbook Layout
Handbook Layout
As an employee of Big Chief, you are our most important resource. Our
goal is to provide the highest level of Customer Satisfaction, which is greatly
impacted by you. By satisfying our customers they will continue to do business
with us and recommend us to other customers. This will benefit Big Chief
Trucking and you by continued growth and availability of freight.
Success always comes from effort and hard work. But this is not a one-
minute process. It takes a lot of time to achieve that success. Furthermore,
reaching that goal requires team work and we need your cooperation to
achieve that. To the employees, our reputation depends on your actions and
the way you represent our company. Please be courteous and professional, as
you directly affect the customer’s perception of Big Chief Trucking.
We are glad you have decided to join the company and hope you will
find it both challenging and rewarding!
Mission
To provide trucking service to our valued customers effectively,
efficiently and of quality at a competitive cost by utilizing all of its available
resources.
Vision
To become one of the dependable trucking services and be
recognized as the premier provider of truck load transportation services in
General Santos City by 2020.
Company Values
Best People
Integrity- working with highest level of honesty, responsibility and trust
Goal-oriented- focuses on the Vision, Mission, Goals and Objective of the
Company
Big Chief Trucking and Allied Services was founded in 2011 by Mr. Joel
and Mrs. Johna Laureto. It started with an ambitious dream for the both of
them- to become one of the most sought-after trucking services in General
Santos City and neighboring municipalities.
On its first year, we began to operate with only one truck, the RFH-165.
Our company mainly provides and caters the needs of handful companies in
hauling and transporting goods from the port to the different areas in the city.
It was a modest start for a simple entrepreneur like us.
Over the years, we continued to chase that dream. We grew from one
simple trucking service to an expanded trucking service that caters immense
number of companies. Currently, we are proud and honor to say that from one
truck in the start of the company’s operations, we flourish to 14 trucks, 2 forklifts
and 2 multi cabs used in day-to-day operation.
In the coming years, we will continue to chase our dream. With the
newly built functional company office, experienced and skilled drivers and
trained and highly motivated employee, we will surely provide the highest and
of quality service to our customers. With that, we will reach and achieve the
success that we always wanted for.
REVISIONS TO MANUAL
Section 1. The Company shall be known as Big Chief Trucking and Allied
Services.
Section 3. Its domicile shall be at B14 L17 Guijo St. Rosario Village, Lagao 9500
General Santos City
The Labor Code (P.D. No. 442, as amended) is a set of substantive and
procedural laws that prescribe the principal rights and responsibilities of
employers, employees and other industrial participants, as well as the role of
Government, in employment and related activities, so as to institute social
justice. The labor code lays down the fundamental rights and corrective
obligations of employers and employees to each other, such as those about
work days and work hours, wage and wage protection. (C.A. Azucena, Jr.,
2013)
The company hereby adheres and follows the policies of the labor
code of the Philippines to protect the employees and the employers.
Moreover, the company believes the importance of three actors in industrial
relations system; the employees, employers and government agencies. Good
relationship among these three actors will create a positive impact to the
society.
The Big Chief Trucking and Allied Services uses contract of employment
to attribute rights and responsibilities of the employee and the employer. That
means employees have the right to a minimum wage, holiday pay, sick leave,
fair dismissal, a written statement of the contract, the right to organize in a
union, and so on.
i. Terms and conditions relating to paid leave (other than paid sick
leave)
j. Any terms or conditions relating to incapacity for work due to
sickness or injury
k. Any terms or conditions relating to pensions and pension shemes
l. Periods of notice or method for determining periods of notice
m. A reference to any collective agreements which affect the terms of
employment
4. Comply with all Big Chief Trucking safety standards including submitting
all documents as requested.
5. Ensure all overages, shortages, and damages are reported on time and
properly to your manager
6. Complete the following as needed according to our standards: o
Standard forms
An open door policy means that every manager's door is open to every
employee if you have suggestions for improvement, questions or concerns, or
any work-related problem or issue. The purpose of an open door policy is to
encourage open communication, feedback, and discussion about any matter
of importance to an employee. With this policy that Big Chief Trucking has,
employees are free to talk with any manager at any time as long as the
manager is available.
Drivers shall comply with all federal, state, and local laws and
regulations regarding the use of mobile technology devices including cell
phones. Incoming or outgoing cellular phone calls are not allowed while
driving. Sending or reading text messages, emails, dialing cellular phones,
viewing television, videos, or DVD’s and inputting data into laptop computers,
personal digital assistants or navigation systems are prohibited while driving.
A driver that will be caught by the LTO of using cellular phones while
driving will pay the penalty ranging from P5, 000 - P20, 000.
Company meetings will be held monthly and are mandatory for all
employees to attend. There will be an open forum to discuss every concern of
the employees and the management. Employees will be informed a week or a
day prior the meeting. They will be given memo which includes the date,
place and agenda of the meeting.
In order to meet its organizational needs, Big Chief Trucking and Allied
Services employs variety of types of employees as follows:
Full time- any employee regularly scheduled to work (40) days or more hours
per work week.
Part time- any employee regularly scheduled to work less than forty (40) hours
per week
Evidence of Employment
Big Chief Trucking gives the employees not less than sixty (60) minutes
time-off for their regular meals. However, meal time is not compensable
except in cases where the lunch period or meal time is predominantly spent for
the employer’s benefit or where it is less than 60 minutes.
Big Chief Trucking and Allied Services expects regular and timely
attendance from all employees, including those on restricted duty due to an
on-the-job injury. The company recognizes there may be justifiable causes for
absence on occasion and, therefore, adopts a system of progressive
discipline. Absenteeism will result in a series of warnings, and ultimately
discharge from employment, if there is no improvement.
If you are going to be late or absent for any valid reason, you must:
1. Call or text the HR Officer of any person in the management two (2)
hours prior to your scheduled time.
2. Explain why you are going to be late or absent and when you expect to
be available.
3. It is your responsibility to insure that proper timely notification is given.
I. Absent
An employee is deemed absent when he/she is unavailable for work as
assigned/scheduled and such time off was not scheduled/approved in
advance as required by department notification procedure.
II. Tardy
An employee is deemed to be tardy when he/she:
5 to 9 minutes 15 minutes
10 to 15 minutes 30 minutes
16 to 30 minutes 1 hour
SCOPE:
This policy shall apply to all employees who are required to report for work
regularly.
This policy outlines the process that will be undertaken in the event that an
employee is absent from work without authorized leave.
The purpose of the policy is to ensure that there is a fair and consistent
approach to unauthorized absence across the council and that managers
discharge their duty of care to their employees.
If an employee is absent from work without good cause and/or fails to properly
and effectively notify the manager of his/her absence, this may be treated as
a serious disciplinary offence, potentially constituting gross misconduct.
Procedure
Working Day 1 • The Manager will try to make telephone contact with
the
employee, and keep notes (the date; time; duration;
message left and response received (if any) and retain
them).
• If the Manager has been unable to contact the
employee
The Table of Disciplinary Actions for the offense of AWOL shall be implemented within a
period of one (1) year:
Note: The “ONE (1) YEAR PERIOD” of penalty implementation shall commence
from day of the commission of the first offense of AWOL up to its anniversary
date.
3. In case of continued absence for eight (8) calendar days or more without proper
notice like telephone calls or satisfactory reply to a maximum of two (2)
telegrams, the following implications shall be considered:
FOR EXAMPLE:
In Other words for the above case the employee gets a total of TWENTY (20)
DAYS SUSPENSION.
4. Any employee requested to work on rest day and/or holidays but absents
himself on said dates will be considered AWOL.
Responsibility:
1. Each Department/Section Head shall conduct the day to day monitoring and
reporting of employee absence to determine appropriate action on violation of
policy.
3. HRD regularly checks and monitors employee’s time cards for counter checking
and correcting possible errors. Likewise makes reminder to respective Section
Head for any un-acted violation related to AWOL for appropriate action.
JOB ABANDONMENT
If an employee fails to show up for work or call in with an acceptable reason for
their absence for a period of three consecutive days, they will be considered to have
abandoned their job and voluntarily terminated their employment
The normal hours of work of any employee shall not exceed eight (8) hours a
day.
1. The eight-hour labor law was enacted not only to safeguard the health and
welfare of the laborer or employee, but in a way to minimize unemployment by
forcing employers, in case where more than 8-hour operation is necessary, to
utilize different shifts of laborers or employees working only for 8 hours each.
2. Through a contract freely entered into, the work shift may exceed eight hours,
with corresponding overtime pay.
3. Regular working hours. A normal workday shall consist of not more than eight (8)
hours. The regular working hours for the Big Chief Trucking shall be from 8:00 AM
to 5:00 PM for office employee. For truck drivers and helpers, working time is
based on the availability of the contracted ship at Makar Port be it day shift or
night shift. The schedule of shift work shall be maintained; however, Big Chief
Trucking may change the prevailing work time at its discretion, should such
change be necessary in the operations of the company. All employees shall
observe such rules as have been laid down by the company for the purpose of
effecting control over working.
4. Working While Eating. The employee must be completely relieved from duty for
the purpose of eating regular meals. The meal time is not compensable if he is
completely freed from duties during his meal period even though he remains in
the workplace. But the employee is not relieved if he is required to perform his
duties, whether active or inactive, while eating.
5. Lectures Meeting, and Training Programs. Attendance at lectures, meetings,
training programs, and similar activities need not be counted as working time if
the following three criteria are met:
a. Attendance is outside of the employees regular working hours;
b. Attendance is in fact voluntary; and
c. The employee does not perform any productive work during such
attendance.
Overtime Work
Work may be performed beyond eight (8) hours a day provided that the
employee is paid for the overtime work an additional compensation equivalent to his
regular wage plus at least twenty-five (25%) percent thereof. Work performed beyond
eight hours on a holiday or rest day shall be paid an additional compensation
equivalent to the rate of the first eight hours on a holiday or rest day plus at least
thirty(30%) percent thereof.
Guidelines:
2. Only rank and file employees are qualified for overtime pay. Manager,
Superintendents and Supervisors are not entitled to receive any overtime pay.
4. No overtime shall be allowed in excess of 12 hours per regular working day unless
extremely necessary such that it may result to temporary impairment of the
operation or may have serious and adverse effect on our normal flow of
business.
5. Work rendered on an employee’s rest day shall not be paid at an overtime rate
unless a full 48-hour work within the week has not been rendered. However, an
employee can be allowed overtime work if his department head approves the
request.
6. Should an employee work beyond the regular work period and is authorized and
required to do so by his supervisor due to exigencies of the service, he is entitled
to overtime payments for every hour that he renders overtime work.
7. During holidays, at last a day before the day of overtime work, the employee
should file for a request for overtime using the standard Request for Overtime Slip
for,. It should indicate the number of hours rendered duly approved by his
immediate superior and department head.
To facilitate the processing of payment for Overtime work, everyone should to strictly
follow and observe the following guidelines:
3. In case deadlines fall on Sunday or Holidays, Request for overtime Slip must
be submitted to Finance Department in the morning of the following regular
working day.
4. Late submission of Request of Overtime Slip for particular period will no longer
be entertained for processing, and will be processed to the next scheduled
processing of Overtime.
1. Every employee has the responsibility to complete the eight (8) hours work to
effectively and efficiently perform him/her work.
2. the act of going home earlier than the scheduled time unless with the permission
of the superior due to justifiable reasons constitutes the offense of abandonment
of place of work and is subjected to the following disciplinary actions:
5. Likewise, the above policy shall be strictly imposed on all employees reported
bythe Security Guards queuing/lined up in front of the Bundy clock earlier than
the official time-off.
6. HRD Clerk shall conduct the day to day monitoring and reporting of employees’
Tardiness to determine any violation and appropriate action.
7. HRD Clerk shall prepare a bi-monthly report of employees’ unedrtime, which will
serve as the basis of Department Heads to impose appropriate disciplinary
actions.
The Big Chief Trucking provides weekly rest periods to its employees of not less
than twenty-four (24) consecutive hours after every six (6) normal work days.
Employee working on his/her scheduled rest day shall be paid an additional
compensation of at least thirty percent (30%) of his regular wage.
When the nature of the work of the employee is such that he has no regular
workdays and no regular rest days can be scheduled, he shall be paid an additional
compensation of at least thirty percent (30%) of the regular wage for work performed
on Sundays and holidays.
Every employee who has rendered at least one year of service shall be entitled
to a yearly service incentive leave of five days with pay.
Vacation is accrued and earned based on the length of full-time service the
employees had rendered.
Employees may not take vacation time without the approval of the manager of
the human resource officer. Vacation not used within one year of the date on which it
is earned cannot be carried forward and will result in forfeiture, unless state law requires
otherwise.
R.A. No. 8187, grants paternity leave of seven days with full pay to all married
male employees in the private and public sectors. Paternity leave is available only for
the first four deliveries of the legitimate spouse with whom the husband is living.
“Delivery” includes childbirth, miscarriage or abortion. The purpose of paternity leave is
to enable the husband to lend support to his wife during the period of recovery and/or
in the nursing of the newly born child.
BUSINESS EXPENSES
This policy defines approved employee business expenses and the authority for
incurring and approving such expenses.
Approved business expenses are the reasonable and necessary expenses incurred by
employees to achieve legitimate business purposes that are not covered by normal
company procurement processes.
most senior company employee present pays and reports all expenses. The company
will strive to have a master account set up for company-wide and large group events.
However, if you are at a small meeting or staying by yourself at a hotel, pay individually
and submit for reimbursement accordingly.
Entertainment
The company pays for entertainment expenses only when they benefit the
company and include customers and are promotional in nature. The most senior
company employee present pays and reports all expenses.
Other Expenses
The company will pay for postage and telephone expenses that are for business.
Travel
For most employees and travel assignments, the company pays amounts
incurred for approved expenses (refer to Travel Expense Policy). Employee
Reporting
Employees report their approved expenses on the standard Expense Report Form
and must describe the expense, its business purpose, date, place, and the participants.
Service Charges
Service Awards
Big Chief Trucking and Allied Services values its employees and strives to
recognize those who achieve established milestones. As an example, milestones in
years of service are recognized.
-Approachable
-Can easily be contact & communicate during operations
-No Memorandum and Penalty received within a month
-Most Punctual
-Has the best customer service
-On-time service
-Has good fuel performance and management
-Communicate Delays and Availability
-Has no negligence and chargeable accidents made
PROMOTIONS
It is the company's policy to promote from within the company only when the
most qualified candidate is available. Promotions are made on an equal opportunity
basis according to the results of performance assessment, and an analysis of the
education, experience, knowledge, personality and skills required for the available
position.
Uniform Policy
Our dress code company policy outlines how we expect our employees to dress at
work. Employees should note that their appearance matters when representing our
company in front of clients, visitors or other parties. An employee’s appearance can
create a positive or negative impression that reflects on our company and culture.
Policy elements
All employees must be clean and well-groomed. Grooming styles dictated by religion
and ethnicity aren’t restricted.
All clothes must be work-appropriate. Clothes that are typical in workouts and outdoor
activities aren’t allowed.
All clothes must project professionalism. Clothes that are too revealing or inappropriate
aren’t allowed.
All clothes must be clean and in good shape. Discernible rips, tears or holes aren’t
allowed.
Employees must avoid clothes with stamps that are offensive or inappropriate.
1. All employees shall wear the uniforms provided by the Company. The Company
shall prescribe the kind of uniforms to be worn from Monday to Friday.
2. Entitled to Company uniforms are regular employees, both monthly and daily
paid employees
3. Allocation of uniform is as follows:
5. A written request for exemption shall be submitted to HRD at least a day before
the requested day.
6. Violations which maybe committed in connection with the wearing of uniforms
are as follows:
Not wearing the official uniform on the designated day.
Wearing incomplete uniform.
Altering the uniform’s design or color
Wearing slippers or walking barefoot in the place of work.
Disciplinary Consequences
When an employee disregards our dress code, manager or HR officer should reprimand
them. The employee should start respecting our dress code immediately. In some cases,
supervisors may ask employees to returning home to change. If not, dress code
violation will have a penalty of P50.00 and together with a memorandum.
General
The goal of Big Chief Trucking and Allied Services’ compensation policy is to pay
wages that are competitive with those in the community and the industry, recognizing
individual effort and contribution to the company’s overall success.
All hourly employees must keep accurate records of their work time by securing
their time ins and outs in their personal Daily Time Record (DTR). Your time in and out
provides the basis for your compensation. Employees must never enter the time in or
out for another employee. Any employee who falsifies his or her own time or who
punches in or out for another employee, will be subject to disciplinary action.
Normal payday for all BCT employees is on every 15 th and 30th of the month. The
cut-off for the payroll is on every 10th for the 15th day payroll and 25th day for the 30th
payroll the month.
BCT will deduct amounts authorized in the contract such as deductions for SSS,
PhilHealth, Pag-Ibig, cash advancements and other pertinent charges.
If you do not believe your salary is accurate, please immediately contact Human
Resources or the accounting department. Any questions about your payroll should be
directed to your supervisor or Human Resources.
All drivers must submit their WAY BILLS on the scheduled cutoff date of the
payroll- on the 10th and 25th of the month. If unfavorable circumstances might happen
that the driver will not be able to submit his way bill, he will be given an extension of
TWO (2) days to submit his way bill- on the 12th and 27th of the month. Failure of
submission will not be anymore included in the computation of your salary in the payroll.
Thus, it will fall on the next payroll.
Cash Advancements
Employees of BCT are entitled to advance their salaries provided that it will not
exceed their salaries. Cash Advancements will fall on the 10th and 20th of the month.
BCT employees must notify the accounting department prior to cash advancement
33 B14 L17 Guijo St. Rosario Village, Lagao General Santos
City Tel. No. (083) 301-5120 |TIN No. 183-562-667
Doc. Title : BCTAS POLICIES AND PROCEDURES
Doc. No : REF.
Effectivity :
Revision :
Revision Date :
day so that she can prepare all the total cash advances. Cash advances must be
approved by the general manager before releasing it.
Wage Garnishments
Overtime pay rates for driver depends on the Truck he is driving (Prime Mover,
Ten-Wheelers, Dumptruck), location of delivery and employment status (regular or
reliever). Overtime pay rates only include work hours beyond 12:00 am. The standard
overtime pay rates are as follows:
Take note that standards overtime pay may change without prior notice. It is the
discretion of management to change the overtime pay rates.
The COLA shall not be included in the computation of overtime pay. The
minimum overtime pay rates vary according to the day the overtime work is performed,
as follows:
1. For work in excess of eight (8) hours performed on ordinary working days: Plus
25% of the hourly rate
2. For work in excess of eight (8) hours performed on a scheduled rest day or a
special holiday: Plus 30% of the hourly rate on the said days
3. For work in excess of eight (8) hours performed on a regular holiday: Plus 30% of
the hourly rate on the said days
4. For work in excess of eight (8) hours performed on a regular holiday which falls on
a scheduled rest day: Plus 30% of the hourly rate on the said days
a. Every worker shall be paid his regular daily wage during regular holidays
b. The employer may require an employee to work on any holiday but such
employee shall be paid a compensation equivalent to twice his regular rate
c. Regular Holiday includes: New Year’s Day, Maundy Thursday, Good Friday,
the ninth of April, the first of May, the twelfth of June The fourth of July, the
thirtieth of November, the twenty-fifth of December and the day designated
by law for holding a general election.
b. Where the holiday falls on the scheduled rest day of the employee, work
performed on said day merits at least an additional 30% of the employee’s
regular holiday rate of 200% or a total of at least 260%.
c. When a regular holiday falls on a Sunday, the following Monday shall not be
a holiday, unless a proclamation is issued declaring it a special day.
d. Formulas to compute wages on Holidays
Unworked 100%
Worked 200%
Excess Hours Plus 30% of hourly rate
Unworked 100%
Worked 230%
Excess Hours Plus 30% of hourly rate
Unworked No pay
Worked Plus 30 %
Excess Hours Plus 30% of hourly rate
Unworked No pay
Worked Plus 50 %
Excess Hours Plus 30% of hourly rate
Allowances are given to any regular or non-regular truck drivers. It will be given
at any day and any time provided that they shall gather the required number of
waybills. Corresponding trips are as follows:
BCT wishes to create a work environment that promotes job satisfaction, respect,
responsibility, integrity and value for all of our employees, clients, customers and other
stakeholders. Every employee has a shared responsibility toward improving the quality
of our work environment.
By working at this company, you agree to follow the company’s rules. The
prohibited conduct listed below is not an all-inclusive list. This policy is not intended to
limit the company’s right to discipline or discharge employees for any reason permitted
by law. While we value our employees, the company retains the right to terminate an
employee on an “at-will” basis.
• Failure to provide timely medical authorizations for medical absences longer than two
days.
• Inappropriate horseplay that is distracting to fellow employees or creates a danger to
others.
• Criminal activity at or outside of the work place.
• Outside employment which interferes with your ability to perform your job at this
company.
• Gambling on company premises.
• Taking unauthorized gratuities for company business.
• Lending keys to company property to unauthorized persons or allowing duplicate
keys to be made without prior authorization.
• Being absent from the work area without prior authorization.
• Harassment of, or discrimination against, an employee, customer or visitor because of
that person’s race, religion, color, sex, age, sexual preference, disability or national
origin.
• Bad-mouthing or spreading rumors about others.
Nothing in this policy is intended to negate the employee’s rights under the National
Labor Relations Act.
Employees are expected to be on the job, ready to work, when scheduled. Inability to
report to work as scheduled because of an arrest may lead to disciplinary action, up to
and including termination, for violation of the attendance policy or job abandonment.
Any disciplinary action taken will be based on information reasonably available. This
information may come from witnesses, police, or any other source if management has
reason to view the source as credible.
The company will not condone or tolerate the use of company equipment or
property for any illegal activity or personal use or hire.
THEFT
UNAUTHORIZED PASSENGERS
MAJOR VIOLATIONS
FIRST SECOND THIRD FOURTH
OFFENSE OFFENSE OFFENSE OFFENSE
Possessing, using, distributing, Dismissal
selling, negotiating the sale of,
drugs or other controlled
substances or being under the
influence of alcohol, during
working hours, on company
property (including company
vehicles), in company uniform, or
on company business.
Providing inaccurate, incomplete Dismissal
or misleading information in
interviews or preparing any
employment related document
including, but not limited to, job
applications, personnel files,
employment review documents,
intra-company communication,
communications with those outside
the company, or expense records.
Taking or destroying of company Dismissal
property or that of visitors, clients or
fellow employees.
Possession or custody of potentially Dismissal
hazardous or dangerous property,
where not permitted such as
absence or expiration of
disciplinary action; or reporting for
work without previously securing
“fit to work” clearance from
Company physician.
Loitering, or unauthorized Dismissal
presence of a worker in an area
not included and related to his job
responsibility or sphere of
assignment
It is the purpose of this problem solving procedure to help maintain a work environment
with respect and responsibility towards each other.
Outside employment which creates a conflict of interest or which affects the quality or
value of your work performance or availability at the company is prohibited. All
employees who have outside employment must inform their supervisor as to the name
of the company, hours of employment and job description. Failure to make this
disclosure at the time of your application for employment, or thereafter, no matter
when discovered, may result in disciplinary action by the company, including
termination.
WAIVER OF BREACH
45 B14 L17 Guijo St. Rosario Village, Lagao General Santos
City Tel. No. (083) 301-5120 |TIN No. 183-562-667
Doc. Title : BCTAS POLICIES AND PROCEDURES
Doc. No : REF.
Effectivity :
Revision :
Revision Date :
The waiver by the company of any violation of any term or condition set forth in this
employee handbook shall not operate as a waiver of any subsequent violation. No
waiver shall excuse compliance with the provisions of the employee handbook unless
placed in writing and signed by an officer of the company.
EXIT INTERVIEW
You may be asked to participate in an exit interview when you leave the company. The
exit interview provides management with greater insight into employee relations and to
avoid unnecessary employee claims. Your cooperation in the exit interview process will
be greatly appreciated.
for keeping the driver accident history record current and up to date by recording all
accidents and incidents described below.
Accidents
All record of accident entries should include the following minimum information:
Rush Trucking Corporation expects all of its drivers to consistently complete and submit
accurate, true, neat, and legible daily logs. Drivers who submit logs with excessive
To address this issue, the company has established a Log Policy which provides
preventive counseling and remedial training opportunities to improve hours of service
performance. The policy also provides a corrective action schedule for drivers who fail
to correct their hours of service performance deficits. This corrective action program
includes Verbal and Written Warnings to be given to drivers who do not comply with
company standards and federal regulations.
In addition, the driver's file will include a record of any hours of service counseling,
remedial training, or other corrective action taken by the company. All records of
corrective action entries shall include the following:
Conveying the image that Rush Trucking Corporation is a safe and responsible
organization to our customers and to the general motoring public is critically important.
Drivers have the most direct influence on this image, since they are the company's most
visible public representatives.
In order to maintain and enhance our company's image, drivers for Rush Trucking
Corporation are expected to drive in a defensive manner and exercise road courtesy
at all times. Reported road observations that are either phoned in or written, are taken
seriously.
Drivers involved in repeated motorist complaints over a span of time are demonstrating
a pattern of poor driving behavior contrary to company policy. Such drivers will be
subject to the following schedule:
• Third reported motorist complaint within 3 months of the second: Final Written Warning
and disciplinary action including suspension up to, and including, termination.
A record of all reported motorist complaints shall be entered in the driver's personnel
file. All motorist complaints shall include the following information:
Rush Trucking Corporation expects its drivers to operate in a safe, legal, and
professional manner at all times. Drivers convicted of moving traffic violations
jeopardize their livelihood and the company's safety standards. All drivers for Rush
Trucking Corporation are expected to maintain an acceptable driving record. Moving
traffic violations include speeding, improper lane changes, driving too fast for
conditions, following too close, failure to yield, etc. They do not include parking or
equipment violations.