Parker Hughes Management Employee Handbook

Parker Hughes Management Employee Handbook
1833 W March Lane Stockton, CA 95209 | 916-222-1308
Introduction
Welcome to Parker Hughes Management. This Employee Handbook is designed to acquaint you with our company, our policies, and provide you with important information about working conditions, employee benefits, and some of the policies affecting your employment. By accepting employment with us, you have a responsibility to Parker Hughes Management and to your fellow employees to adhere to certain rules of behavior and conduct. The aim of this handbook is to provide you with a general understanding of our basic human resource policies, to acquaint you with what you can expect from the company, and what the company expects from you. We encourage you to read this handbook carefully and to consult it whenever you have questions about your employment with Parker Hughes Management. This handbook is not intended to answer all questions that may arise during your employment, but to provide a framework for understanding the mutual responsibilities between you and the company. This Employee Handbook is not a contract of employment and should not be deemed as such. Any questions or concerns regarding its contents should be addressed to the Human Resources Department. As a California employer, Parker Hughes Management is committed to complying with all applicable state and federal laws and regulations. We expect all employees to perform their job in accordance with the highest standards of business conduct, ethics, and to comply with all applicable laws and regulations.
1
Purpose of Handbook
Provides a general understanding of basic human resource policies
2
Mutual Responsibilities
Outlines what you can expect from the company and what the company expects from you
3
Legal Compliance
Commitment to complying with all applicable state and federal laws and regulations
Mission Statement
Parker Hughes Management ("the Company") is committed to providing high-quality real estate management services that meet the diverse needs of our clients and tenants. Our mission is to enhance property value and facilitate a positive living and working environment through proactive management, ethical practices, and innovative solutions. We are dedicated to professionalism, integrity, and continuous improvement in all aspects of our business operations.
High-Quality Services
Providing real estate management services that meet diverse client and tenant needs
Value Enhancement
Enhancing property value through proactive management approaches
Ethical Practices
Dedicated to professionalism, integrity, and continuous improvement in all operations
Equal Employment Opportunity
Parker Hughes Management is committed to providing an equal employment opportunity (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Parker Hughes Management complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or human resources department. Parker Hughes Management will not allow any form of retaliation against individuals who raise concerns or provide information about discrimination or harassment in the workplace.
Anti-Harassment and Anti-Discrimination Policy
Parker Hughes Management ("the Employer") is committed to creating and maintaining a work environment in which all employees are treated with respect and dignity. The Employer strictly prohibits any form of harassment or discrimination based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, age, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, citizenship status, military and veteran status, or any other characteristic protected by federal, state, or local law (collectively, "Protected Characteristics"). This policy applies to all employees, contractors, and agents of the Employer, and covers conduct that occurs in the workplace, at work-related functions, and through electronic communications.
Harassment or discrimination of any kind, including sexual harassment and bullying, will not be tolerated. Any employee found to have engaged in such conduct will be subject to disciplinary action, up to and including termination of employment.
Employees who believe they have been subjected to harassment or discrimination should report the incident(s) immediately to their supervisor, Human Resources, or any member of management. The Employer will promptly investigate all allegations of harassment and discrimination in a confidential manner and take appropriate corrective action when warranted. Retaliation against any employee for reporting harassment or discrimination or for participating in an investigation of such a report is strictly prohibited and will result in disciplinary action, up to and including termination of employment.
Protected Characteristics
Race, color, religion, sex, national origin, age, disability, genetics, and more
Policy Application
Applies to all terms and conditions of employment including hiring, promotion, termination, etc.
Reporting Process
Employees should report concerns to supervisor or HR with no fear of retaliation
Disability Accommodation
In compliance with applicable laws, Parker Hughes Management is committed to providing reasonable accommodations to employees with disabilities. This policy extends to all aspects of employment, including the application process, job performance, and career advancement.
Accommodation Request Process
Employees who require accommodation to perform the essential functions of their job should submit a written request to the Human Resources department. The request should include:
A description of the disability
A description of the specific accommodation(s) requested
Any relevant medical documentation that supports the request for accommodation
Interactive Process
Parker Hughes Management will engage in a good faith interactive process with the employee to determine the feasibility of the requested accommodation without causing undue hardship to the company. Decisions regarding accommodations will be made on a case-by-case basis, taking into account the specific needs of the employee and the operational requirements of the company.
Confidentiality & Non-Retaliation
Confidentiality of all medical information and accommodation requests will be maintained in accordance with applicable laws. Employees who believe they have been denied a reasonable accommodation unjustly or who have experienced discrimination based on their disability are encouraged to report the matter to the Human Resources department. Parker Hughes Management prohibits retaliation against any employee for requesting an accommodation or for participating in an investigation of discrimination.
Employment Classification
In accordance with California law and company policy, Parker Hughes Management classifies employees based on the nature of their employment relationship and the duties they perform. The classifications are as follows:
Full-Time Employees
Employees who are scheduled to work the company's standard full-time schedule, which consists of at least 40 hours per week.
Part-Time Employees
Employees who are scheduled to work fewer hours than the company's standard full-time schedule.
Temporary Employees
Employees hired for a specific, short-term assignment or project, with an anticipated end date to their employment.
Independent Contractors
Individuals or entities engaged to perform certain services for the company, without being classified as employees. Independent Contractors are not covered by the employee benefits and protections provided to employees.
Employment classification may impact eligibility for certain benefits, protections, and obligations under California law and company policies. Parker Hughes Management is committed to complying with all applicable laws and regulations regarding employment classification, including those pertaining to overtime, minimum wage, and employee benefits.
Employees with questions about their classification or seeking a review of their classification status should contact the Human Resources Department. It is the policy of Parker Hughes Management to provide equal employment opportunities to all employees and applicants for employment without regard to Protected Characteristics, and to make Reasonable Accommodations for qualified individuals with disabilities unless doing so would result in undue hardship to the company.
Work Hours and Overtime Policy
This Work Hours and Overtime Policy applies to all employees of Parker Hughes Management who are classified as non-exempt under the Fair Labor Standards Act (FLSA) and California state law. The policy is designed to comply with applicable federal and state laws governing the payment of overtime.
1
Regular Work Hours
The regular work hours for full-time employees are from 9:00 AM to 5:00 PM, Monday through Friday. Employees are entitled to an unpaid lunch break of one hour each day.
2
Overtime
Employees may be required to work hours beyond their regular work schedule. Overtime is defined as any hours worked over 40 in a workweek or over 8 hours in a workday, in accordance with California state law. All overtime work must be approved in advance by the employee's supervisor.
Overtime pay is compensated at a rate of one and one-half times the employee's regular rate of pay for any hours worked over 40 in a workweek or over 8 hours in a workday. Hours worked in excess of 12 in a workday or 8 on the seventh consecutive day of work in a workweek shall be compensated at double the employee's regular rate of pay.
3
Timekeeping
Employees are required to accurately record all hours worked using the company's designated timekeeping system. It is the responsibility of each employee to ensure that their time records are accurate and complete. Failure to comply with timekeeping requirements may result in disciplinary action, up to and including termination of employment.
Exemptions
Employees classified as exempt under the FLSA are not subject to overtime pay requirements. Exemptions are based on specific job duties and salary levels as defined by federal and state law.
Employees who require a reasonable accommodation for religious observances, disabilities, or other legally protected reasons should request such accommodations in accordance with the company's Reasonable Accommodation Policy.
Meal and Rest Breaks
Meal Breaks
In accordance with California state law, Parker Hughes Management is committed to providing all employees with mandatory meal and rest breaks. Employees who work more than five hours in a day are entitled to a meal break of at least 30 minutes, which should be taken before the end of the fifth hour of work. If an employee's total work day is six hours or less, the meal break may be waived by mutual consent of both the employer and the employee.
Rest Breaks
Furthermore, employees are entitled to 10-minute rest breaks for every four hours worked, or major fraction thereof. These rest breaks should be in the middle of each work period, as far as is practicable. If the nature of the work prevents an employee from being relieved of all duties during a rest break, the employee will be compensated for the time as hours worked.
30
Minutes
Minimum meal break duration for shifts over 5 hours
10
Minutes
Rest break duration for every 4 hours worked
5
Hours
Maximum work time before meal break must be taken
Employees are encouraged to communicate any needs for reasonable accommodation regarding meal and rest breaks to their supervisor or the Human Resources department. Parker Hughes Management will engage in an interactive process to determine if a reasonable accommodation can be provided without undue hardship to the operation of the business.
Pay and Promotions
Parker Hughes Management is committed to providing a workplace where pay and promotion decisions are based on merit, qualifications, and performance. We adhere to all applicable federal, state, and local laws regarding pay practices and promotion criteria. It is our policy to ensure that all employees are treated equitably without regard to Protected Characteristics.
1
2
3
4
1
Merit
2
Qualifications
3
Performance
4
Market Competitiveness
Pay increases and promotions within Parker Hughes Management are determined by a variety of factors, including but not limited to, job performance, qualifications, experience, and market competitiveness. Employees are encouraged to speak with their supervisors or the Human Resources department if they have questions about their pay or career advancement opportunities.
Requests for Reasonable Accommodation will be considered in accordance with applicable laws to ensure that employees with disabilities have equal opportunities for pay and promotions. Employees seeking a Reasonable Accommodation should contact the Human Resources department to initiate the request process.
Performance Review and Management
Parker Hughes Management is committed to fostering a culture of high performance, accountability, and continuous improvement. To support this commitment, the following performance review and management processes are established:
Performance Reviews
Employees will undergo formal performance reviews at least once per calendar year. These reviews are designed to assess performance, set goals for the future, and identify areas for professional development. Additional informal reviews may occur at the discretion of the employer.
Feedback and Coaching
Ongoing feedback and coaching are integral to our performance management process. Employees are encouraged to seek feedback and support from their supervisors and peers to facilitate continuous learning and improvement.
Performance Improvement Plans
Employees whose performance does not meet the established standards may be placed on a Performance Improvement Plan (PIP). The PIP will outline specific areas of improvement, measurable goals, and a timeline for achieving these goals. Support and resources will be provided to assist the employee in meeting the expectations outlined in the PIP.
Non-Discrimination
Performance evaluations and management decisions will be conducted in a manner that is free from discrimination based on Protected Characteristics. All employees are expected to adhere to this principle in their interactions and performance assessments.
Accommodations
In accordance with our commitment to inclusivity and equal employment opportunities, reasonable accommodations will be provided to employees who require them due to Protected Characteristics or for other reasons covered by federal, state, or local law. Requests for reasonable accommodations should be made to the Human Resources department.
This policy applies to all employees of Parker Hughes Management and is designed to be consistent with applicable federal, state, and local laws governing employment and non-discrimination.
Leave Policies
In accordance with California state law and federal regulations, Parker Hughes Management is committed to providing a variety of leave options to its employees, recognizing the importance of balancing work responsibilities with personal obligations. The following leave policies are designed to support our employees in managing health, family, and military commitments:
Sick Leave
Employees are entitled to accrue and use sick leave in accordance with California's Healthy Workplaces, Healthy Families Act. Accrual begins on the first day of employment at a rate of one hour for every 30 hours worked, up to a maximum of 48 hours or 6 days per year. Unused sick leave may be carried over to the following year, subject to the maximum cap.
Family and Medical Leave
Eligible employees may take up to 12 weeks of unpaid, job-protected leave during a 12-month period for certain family and medical reasons, in compliance with the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). Reasons include, but are not limited to, the birth or adoption of a child, the serious health condition of the employee or an immediate family member, or qualifying exigencies arising out of a family member's military service.
Disability Leave
Employees who are unable to work due to a medical condition may be entitled to disability leave, either as a reasonable accommodation under the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA), or through California's state disability insurance program. Parker Hughes Management will engage in an interactive process with the employee to determine appropriate accommodations.
Pregnancy Disability Leave
In addition to the rights under FMLA/CFRA, pregnant employees in California may be entitled to up to four months of disability leave for pregnancy, childbirth, or related medical conditions, under the California Pregnancy Disability Leave Law (PDLL).
Military Leave
Employees who serve in the United States Armed Forces, National Guard, or Reserves are entitled to military leave in accordance with federal and state law. Parker Hughes Management supports our employees' commitments to military service and will provide reemployment rights and benefits as mandated by the Uniformed Services Employment and Reemployment Rights Act (USERRA) and California law.
Employees seeking to utilize any of the above leave options should submit a written request to the Human Resources Department, including the type of leave requested and the expected duration. Parker Hughes Management reserves the right to require documentation to support the leave request as permitted by law. All leave policies are subject to change in response to federal, state, and local law updates.
Health and Safety
Parker Hughes Management is committed to providing a safe and healthy work environment for all employees. In compliance with California law and in furtherance of our commitment to fostering a workplace free of hazards, the following health and safety policies are hereby established:
1
Employees are required to comply with all safety and health guidelines, regulations, and procedures established by Parker Hughes Management and relevant regulatory authorities.
2
All employees are encouraged to report any unsafe conditions, injuries, or illnesses to their supervisor or the designated health and safety officer immediately.
3
Parker Hughes Management will provide necessary training and resources to employees to ensure they are equipped to maintain a safe work environment.
4
Reasonable accommodations will be made for employees with disabilities to ensure their safety and health in the workplace, in accordance with the definition of Reasonable Accommodation provided.
5
In the event of an emergency, employees must follow the emergency procedures and evacuation plans established by Parker Hughes Management.
6
Employees seeking to take leave for health-related reasons, including Sick Leave, Family and Medical Leave, Disability Leave, Pregnancy Disability Leave, or Military Leave, should refer to the respective policies outlined in this handbook.
7
Parker Hughes Management prohibits retaliation against any employee who in good faith reports a health or safety concern or participates in an investigation regarding such concerns.
These policies are designed to ensure the well-being of all employees and to comply with applicable laws and regulations. Employees are encouraged to consult with their supervisor or the human resources department if they have any questions or need further clarification on these policies.
Confidentiality Agreement
This Confidentiality Agreement ("Agreement") is made between Parker Hughes Management ("Employer") and the Employee ("Employee") and is effective as of the date of the Employee's acceptance of employment with the Employer. The purpose of this Agreement is to protect the confidentiality of information and to prevent its unauthorized disclosure.
The Employee agrees not to disclose, divulge, reveal, report, or use, for any purpose, any confidential information which the Employee has obtained or which has been made available to the Employee in the course of their employment with the Employer, except when authorized by the Employer or required by law.
Confidential Information
Includes, but is not limited to, business strategies, customer lists, operations, marketing plans, products, employees' personal information, as well as any other information of a confidential nature.
Ownership
The Employee acknowledges that all confidential information remains the sole property of the Employer and agrees to return all materials containing confidential information upon the termination of their employment or when requested by the Employer.
Consequences
Any breach of this Agreement may result in immediate disciplinary action, up to and including termination of employment, and may also subject the Employee to legal action.
This Agreement shall be governed by and construed in accordance with the laws of the State of California.
Intellectual Property Rights
This Intellectual Property Rights clause applies to all employees of Parker Hughes Management (the "Employer") located within the jurisdiction of California. The purpose of this clause is to protect the intellectual property rights of the Employer, while also respecting the rights of employees.
Definition of Intellectual Property
For the purposes of this clause, "Intellectual Property" includes, but is not limited to, inventions, ideas, discoveries, designs, software, artwork, and writings that are created, developed, or contributed to by employees during their employment with the Employer, whether or not during working hours or using Employer resources.
Ownership
All Intellectual Property created, developed, or contributed to by employees during the course of their employment with the Employer, whether or not during working hours or using Employer resources, shall be the sole and exclusive property of the Employer. Employees agree to perform all actions necessary to perfect and protect such ownership.
Disclosure and Assignment
Employees are required to promptly disclose to the Employer any Intellectual Property as defined above. Employees agree to assign, and hereby assign to the Employer, all right, title, and interest in and to such Intellectual Property, including any and all related intellectual property rights.
Exceptions
This clause does not apply to Intellectual Property that an employee develops entirely on their own time without using the Employer's equipment, supplies, facilities, or trade secret information, and that does not relate directly to the Employer's business or anticipated research and development, or that does not result from any work performed by the employee for the Employer.
Pre-Existing Intellectual Property
Employees must inform the Employer in writing of any Intellectual Property that they have developed prior to their employment, which shall be excluded from the scope of this agreement, provided that such Intellectual Property is identified with reasonable specificity.
Enforcement
The Employer reserves the right to take any appropriate legal action to enforce this clause and protect its intellectual property rights.
Social Media Policy
This Social Media Policy applies to all employees of Parker Hughes Management (the "Employer") and outlines the standards expected when employees use social media platforms, both personally and professionally. The purpose of this policy is to protect the reputation of the Employer, ensure compliance with applicable laws and regulations, and prevent the unauthorized disclosure of Confidential Information and Intellectual Property.
Professional Conduct
Employees are expected to conduct themselves in a professional manner at all times on social media and to avoid posting content that could harm the reputation of the Employer or negatively impact the Employer's business interests.
Prohibited Content
Any content that discriminates against, harasses, or bullies any individual on the basis of any Protected Characteristics is strictly prohibited.
Confidentiality
Employees must not disclose any Confidential Information or Intellectual Property on social media platforms without explicit written permission from the Employer.
Reporting Violations
Employees are encouraged to report any violations of this policy to their supervisor or the human resources department immediately.
Monitoring
The Employer reserves the right to monitor employees' public social media activity related to the Employer's business. However, such monitoring will be conducted in accordance with applicable federal, state, and local laws and regulations concerning privacy.
Consequences
Violations of this Social Media Policy may result in disciplinary action, up to and including termination of employment.
This policy is subject to change at the discretion of the Employer, and employees will be notified of any amendments. It is the responsibility of each employee to be familiar with and adhere to this policy.
Termination of Employment
This Termination of Employment clause applies to all employees of Parker Hughes Management ("Employer") within the jurisdiction of California. Termination of employment with the Employer can occur under several conditions, including but not limited to, resignation, retirement, dismissal for cause, or layoffs due to business needs.
1
Resignation
Employees intending to resign must provide a minimum of two weeks' written notice to the Employer. The Employer reserves the right to waive this notice period at its discretion.
2
Dismissal for Cause
Dismissal for cause may result from, but is not limited to, violation of the Employer's policies, including the Social Media Policy, unauthorized disclosure of Confidential Information or Intellectual Property, failure to meet performance standards as outlined in a Performance Improvement Plan (PIP), or engaging in conduct that violates the Protected Characteristics of any individual. Employees terminated for cause will be provided with a written explanation of the reasons for termination.
3
Layoffs
In cases of layoffs due to business needs, the Employer will provide as much notice as possible and comply with all applicable state and federal laws.
4
Other Terminations
The Employer may also terminate employment in accordance with applicable laws related to Sick Leave, Family and Medical Leave, Disability Leave, Pregnancy Disability Leave, and Military Leave.
Return of Property
Upon termination, employees are required to return all Employer property, including but not limited to, keys, equipment, and documents containing Confidential Information or Intellectual Property. Failure to return Employer property may result in legal action.
Employees terminated for reasons other than cause may be eligible for severance pay, subject to the Employer's discretion and in accordance with applicable laws. All disputes arising under this clause will be resolved through arbitration in California, in accordance with the rules of the American Arbitration Association.
Dispute Resolution
Our organization is committed to fostering a safe, respectful, and inclusive workplace. To support this commitment and ensure impartial handling of workplace concerns, we partner with an independent third-party service specializing in the confidential receipt, investigation, and resolution of workplace issues, including harassment, discrimination, and retaliation.
Commitment to Fair Resolution
Parker Hughes Management is dedicated to addressing all workplace concerns promptly and impartially.
Independent Third-Party Service
We utilize an external service to ensure confidentiality and objectivity in handling sensitive workplace issues.
Comprehensive Issue Handling
The service specializes in addressing harassment, discrimination, retaliation, and other workplace concerns.
Reporting Process
Parker Hughes Management LLC partners with an independent third-party service to provide employees with a safe, confidential, and accessible way to report workplace concerns at any time. Reports may be submitted anonymously, and all matters are investigated impartially. This service supports our dispute resolution process, which includes informal negotiation, mediation, and, if necessary, binding arbitration. Employees are encouraged to use this resource to ensure every concern is addressed promptly, fairly, and in accordance with all applicable laws and company policies.
Safe Reporting
Our third-party service provides a secure channel for reporting workplace concerns without fear of retaliation.
Confidentiality
Reports can be submitted anonymously, and all information is handled with the utmost discretion.
Accessibility
The reporting system is available 24/7, allowing employees to submit concerns at any time that is convenient for them.
Impartiality
All investigations are conducted fairly and objectively by trained professionals who are independent from the company.
Dispute Resolution Procedure
1
Informal Negotiation
Employees are encouraged to resolve disputes informally with their supervisor or Human Resources when possible.
2
Third-Party Reporting and Mediation
If informal negotiation does not resolve the issue, employees may utilize the independent reporting service to submit their concerns. The organization and employee agree to engage in mediation, facilitated either internally or by a neutral third party, at the employer's expense.
3
Arbitration
If mediation does not resolve the dispute, the matter will be submitted to binding arbitration administered by a recognized institution, as outlined in the original policy.
4
Exceptions
Both the employee and employer retain the right to seek injunctive relief in a court of competent jurisdiction to prevent irreparable harm or preserve the status quo pending arbitration.
5
Class Action Waiver
Disputes will be resolved on an individual basis only, not as part of any class or collective action.
Acknowledgment of Receipt and Understanding
This document, the Parker Hughes Management Employee Handbook (the "Handbook"), has been provided to you to familiarize you with the policies, procedures, and practices of Parker Hughes Management (the "Employer"). By signing this acknowledgment, you confirm that you have received, read, and understand the Handbook, including, but not limited to, policies regarding Protected Characteristics, Reasonable Accommodation, Performance Improvement Plan (PIP), Sick Leave, Family and Medical Leave, Disability Leave, Pregnancy Disability Leave, Military Leave, Confidential Information, Intellectual Property, and the Social Media Policy.
You acknowledge that it is your responsibility to comply with the policies and procedures contained within the Handbook and to seek clarification from the Employer on any policy or procedure you do not understand.
This acknowledgment does not alter your at-will employment status with the Employer, meaning either you or the Employer may terminate the employment relationship at any time, with or without cause or notice.
You further understand that the Handbook is not an exhaustive list of all policies, procedures, and standards of the Employer. The Employer reserves the right to amend, supplement, or rescind any policies or portion of the Handbook at any time, at its sole discretion, with or without notice. You agree to accept and abide by any such changes.
Your signature on the Handbook receipt and acknowledgment form indicates that you have received, read, and understand the Handbook and agree to abide by its terms and conditions as a condition of your employment.