Workplace Principles

Purpose of Handbook

This handbook provides guidelines for workplace conduct and performance. The company reserves the right to update or revise policies at any time, with new policies superseding previous ones upon release.

At-Will Employment

This handbook is not an employment contract. Employment is at-will, meaning either party may terminate employment at any time, with or without cause or notice. No employee is authorized to make agreements contrary to this policy.

Non-Discrimination

We are committed to diversity and equal treatment for all, regardless of disability, age, race, religion, gender, sexual orientation, marital status, military status, or any legally protected class. Discrimination complaints should be reported to a manager or the company president and will be investigated.

Equal Opportunities

We base employment decisions on qualifications, experience, and ability. Opportunities for hiring, advancement, and all employment practices comply with applicable laws and ensure equal treatment.

Reasonable Accommodations

The company provides reasonable accommodations for disabilities and religious beliefs unless doing so would cause undue hardship. Employees should request accommodations with supporting documentation as necessary.

Non-Harassment

We maintain a workplace free from harassment, including sexual harassment and bullying, whether physical, verbal, or electronic. Harassment related to any protected class is strictly prohibited. Employees must report harassment to their supervisor immediately. Retaliation against reporters is prohibited and will result in disciplinary action, including termination.

Sexual Harassment

Unwelcome sexual advances, indecent exposure, or any conduct of a sexual nature, including electronic communication, is prohibited. Accessing pornography on company equipment or during work hours is strictly forbidden.

Reporting and Confidentiality

Employees must report harassment or discrimination. Confidentiality will be maintained, and retaliation is prohibited. Reports will prompt an investigation and appropriate action will be taken to address violations and prevent recurrence.

Escalation of Complaints

If a complaint to a supervisor is not being addressed, employees may escalate their concerns directly to the President of Aldridge, Inc., Thomas Aldridge, at (414) 271-5050 or via email at toma@aldridgeinc.com. All complaints will be handled with confidentiality and per company policies.