Relative & Cohabitants The Company permits the employment of relatives. One relative may not directly or indi- rectly supervise another relative or work in a situation that is or has the potential to create an actual or potential conflict of interest. If a Team Member has a relative who is hired or working at the location or department where the Team Member is hired or working, it is the responsi- bility of the Team Member to notify the Human Resources Department immediately. Writ- ten approval from a Human Resources is required for any exception to this policy. Supervisory and management staff may not date or have intimate personal relationships with subordinate-level Team Members. The Company understands that much of our time is spent at the workplace and that the environment provides us a place to develop rela- tionships with other people. It is important that these relationships do not negatively im- pact the workplace, cause actual or potential conflicts of interest or put our operations at risk. Team Members may not engage in romantic relationships during working time or on Company premises. All Team Members who are dating, married, in intimate relationships, or are living together as roommates may not work in a supervisor/subordinate relationship. Additionally, if the Company determines that a personal relationship negatively impacts the workplace or causes actual or potential conflict of interest, or puts our operations at risk, even if it is not supervisory/subordinate in nature, the Company may transfer Team Members or take other appropriate action, based on the situation. If a Team Member is involved or become involved in such a relationship, they are required to immediately notify Human Resources. Violation of this policy or failure to notify Human Resources may result in disciplinary action, up to and including termination of employ- ment.
Team Member Gambling & Use of Facilities The Company allows Team Members, their guests, and families to patronize Company establishments. The use of facilities, consumption of food and beverage, patronization at restaurants, shopping at the convenience stores, patronization of taverns, bars, and gam- bling, and participating in marketing promotions, etc. is permitted, but only when a Team Member follows the guidelines found in the Gambling and Use of Facilities Policy The Company may determine in its sole discretion that Team Members holding certain positions will be subject to additional restrictions on their privileges regarding use of the facilities and gambling. Tips & Gratuities In accordance with Internal Revenue Service requirements, tipped Team Members must report all tips for income tax purposes.
Work Cards Certain Team Members are required to have special licenses and work cards to be able to perform the functions of their job. The licenses that a Team Member must have are determined by various state, county, and local regulations. It is the Team Members re- sponsibility to monitor expiration dates of required Work Cards and obtain renewals in advance of the expiration in order to continue working. As a courtesy, the HR department maintains the list of which positions require which cards or licenses. Records of all licenses are maintained in the HRIS system, and monthly reports are distributed to departments to notify them when Team Members need to renew a license or work card. Cards are valid until 11:59pm on the date of expiration. After that, they are considered ex- pired. All of the cards identified as required for your position are required to be valid and on the person at all times while on duty. It is the Team Members duty and sole responsi- bility to maintain current work cards and licenses by renewing them 72 hours (three days) in advance of their expiration with the required agency or department. Copies of all re- quired cards and licenses must be kept in Human Resources. Team Members may renew any required card/license up to 60 days prior, but no later than 72 hours in advance of the expiration date of the card/license and must present a copy of the updated card/license to human resources prior to the expiration date. Should the Team Member fail to submit renewal of the card/license to HR in advance of the expiration date, they will be locked out of the time clock system and the Team Mem- ber will not be permitted to work with an expired card/license required for their position. The Team Member will be placed on suspension, in some cases without pay, and may be issued disciplinary action, up to and including termination if they are unable to acquire renewed work cards or licenses within 10 days. In addition, Supervisors permitting Team Members to work with an expired card or license will be subject to disciplinary action, up to and including termination. In the event that a required card is lost or damaged, the Team Member will not be permit- ted to report to work until it is replaced with a valid, intact card. The Team Member must present a valid card within 72 hours from when the card was initially lost or destroyed, or may be subject to disciplinary action, up to and including termination.
EAM MEMBER BENEFITS ERVICES OVERVIE
PTO Policy The Company believes that its Team Members are key to what makes a great company. Although work makes up a large portion of a Team Member’s life, we believe that a bal- ance between work and non-work activities is essential to maintain quality performance and a positive work atmosphere. To support this philosophy, the company has designed a paid time off policy. Please reference the designated policy that applies based on your position. For Team Members working in a jurisdiction with a mandatory paid sick and safe time law, PTO may be used for all sick and safe time purposes and is the sole mechanism for providing sick and safe time. Overview of Health Benefits The Company offers you a variety of benefits to support you and your family. Team Mem- ber’s health is very important to us, and we want to provide everything possible in order for you and your family to stay healthy. At a minimum, we provide health insurance to all eligible Team Members. Benefit plans offered by the Company are defined in legal documents such as insurance contracts and summary plan descriptions. If Team Members are offered benefits, and if a question arises about the nature and extent of plan benefits or if there is a conflict in language, the formal language of the plan documents governs, not the informal word- ing of this handbook. Plan documents, if applicable, are available for your inspection. The Company and its designated benefit-plan administrators reserve the right to determine eligibility, interpretation and administration of issues related to benefits offered by the Company. Eligibility for various benefits differs based on job classification and length of service with the Company. The Human Resources Department notifies all newly eligible Team Mem- bers of their Health Plan eligibility date. The notification invites Team Members to review eligible health plans and Team Members can meet one on one with a Benefits Represen- tative to make sure that all necessary information is provided to make the best decisions regarding health care. If you fail to enroll within the month you are eligible, you may not be able to enroll for the coverage until the next “open enrollment” period, which may be conducted once each calendar year or if a qualifying life event occurs. Whenever you are off work for an extended period of time for any approved reason and not receiving a paycheck, it is your responsibility to pay your portion of the insurance premiums that would normally be taken out of your check. This is to guarantee there will be no interruption of your insurance coverage. You may make your insurance premium payments to the Company by mailing or bringing your premium payment to the Human Resources Department.
Team Member Assistance Program: Overall well-being depends on more than just good physical health. Emotional wellness and mental health are important factors as well. The Team Member Assistant Program (TMAP) will offer Team Mem- bers and their household members with free consultations and expert support in dealing with a wide range of issues, including: Emotional Financial Grief and Loss Legal Marital Gambling Problems Substance Abuse Work Pressure Team Members are encouraged to seek assistance through the Company’s Team Mem- ber Assistance Program. To arrange for counseling, request resource materials, consult with a professional advisor over the phone, or for more information about this program, please contact Human Resources. Worker’s Compensation: When work-related accidents, injuries or illnesses occur, Team Members may be eligible for workers’ compensation insurance benefits. The Com- pany provides a comprehensive workers’ compensation insurance pro- gram at no cost to Team Members and in accordance with applicable state law. If you suffer from a work-related injury you must notify your Supervisor immediately and complete appropriate written reports. Team Members are required to notify the Company as soon as practicable, but within seven (7) days after the accident. Failure to provide timely written notice may result in denial of benefits. If you suffer from a work-related illness you must notify your supervisor as soon as you have knowledge and complete appropriate written re- ports. Team Members are required to notify the Company as soon as practicable, but within seven (7) days after you have knowledge of the work-related illness and/or disability and its relationship to your em- ployment. Failure to provide timely written notice may result in denial of benefits. Team Members who need to take time off from work due to a workers’ compensation illness or injury may also be eligible for a leave of ab- sence under the Company’s leaves of absence or reasonable accom- modation policies. Team Members should consult with Human Resourc- es for additional information. Team Members who are ready to return to work following a workers’ compensation-related leave of absence must supply a certification from a health care provider confirming the Team Member’s ability to return to work.
AYROLL OVERVIE
Team Member Classifications Full-time - Team Members who are regularly scheduled to work at least 30 hours per week Part-time - Team Members who are regularly scheduled to work less than 30 hours per week On-call - Team Members who are called to work on an as-needed basis and are not on a regular schedule Hourly/Nonexempt - Team Members whose pay is based on an hourly rate and who are entitled to overtime pay in accordance with federal and state law. Salaried/Exempt - Team Members who, because their specific job duties and salary meet specific federal standards, are not entitled to overtime pay.
Timekeeping & Payment of Wages We believe in delivering fair and competitive compensation based on market practices. It is the policy and practice of the Company to compensate Team Members for all time worked and to do so in compliance with all applicable state and federal laws. This policy is designed to attract, motivate, and retain talented Team Members who play a part in driving the Company’s success. All time worked must be electronically recorded in the Company timekeeping system. To ensure that you are paid properly for all time worked and that no improper deduc- tions are made, you must record correctly all work time in the timekeeping system and review your paychecks promptly to identify and report all errors. Nonexempt (hourly) Team Members must report all time worked and not work any time that is not authorized by their supervisors. This means nonexempt Team Members must not start work early, finish work late, work during a meal or rest period, or perform any other extra or overtime work unless directed to do so. It is violation of the Company’s policy for anyone to instruct or encourage another Team Member to work “off the clock,” to incorrectly report hours worked, or to alter another Team Member’s time records. If you are directed or encour- aged to incorrectly report hours worked, or to alter another Team Member’s time records, you must report the incident immediately to a supervisor or Human Resources. We make every effort to ensure our Team Members are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make any corrections that are necessary. Please review your pay stub when you receive it or when it is made available in the timekeeping system to ensure it is accurate. If you believe there is an error or if you have any questions, please notify your supervisor or Human Resources immediately.
Exempt Team Members Team Members who are classified as exempt must record absences from work for rea- sons such as leaves of absence, sick leave, or vacation. Exempt Team Members are paid on a salary basis. This means Team Member regularly receives a predetermined amount of compensation each pay period, which cannot be reduced because of variations in the quality or quantity of Team Member’s work. In gen- eral, exempt Team Members will receive their salary for any week in which Team Members perform any work, regardless of the number of days or hours worked. However, exempt Team Member will not be paid for days not worked in the following circumstances: When exempt Team Member takes one or more full days off for personal reasons other than sickness or disability, Team Member will not be paid for such day(s) of absence, but the Team Member may use available paid time off (PTO) to make up for the reduction in salary; When an exempt Team Member takes one or more full days off from work due to sickness or disability, the Team Member will not be paid for such day(s) of absence, but the Team Member may use available sick time to make up for the reduction in salary; When an exempt Team Member works only part of the week during their first and last week with the Company, Team Member will be paid only for the days actually worked; When exempt Team Member takes unpaid leave under the Family and Medical Leave Act or corresponding laws, the Company will not pay for such days/hours of absence; and When exempt Team Member receives an unpaid disciplinary suspension of one or more full days, imposed in good faith for workplace conduct rule infraction, the Company will not pay for such days of suspension. The Company may require exempt Team Member to use available vacation or sick time, as a replacement for salary, when Team Member takes less than a full-day off from work, unless prohibited by the applicable state or local law. Exempt Team Member’s salary will not be reduced when Team Member works part of a week and misses part of a week due to service as a juror, witness or in the military or for lack of work, though deductions may be made to offset amounts Team Member receives as jury or witness fees, or for military pay. The Company may also make lawful deduc- tions from Team Member’s salary for penalties imposed in good faith for infractions of safety rules of major significance. It is company policy to comply with the salary basis requirements of the Fair Labor Stan- dards Act (FLSA) and applicable state law. The Company prohibits any deductions from pay that violate the FLSA or applicable state law.
If exempt Team Member believes that an improper deduction has been made to their salary, Team Member should immediately report this information to Human Resources, a supervisor, or Payroll. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, Team Member will be promptly reimbursed for any improper deduction made. Pay Periods Team Members are paid bi-weekly, either via Direct Deposit or PayCard. If there is a need for a correction in your paycheck, please bring this to the attention of your Manager/Su- pervisor. Team Members are obligated to report any mistake on their paycheck that re- sulted in underpayment or overpayment. Team Members who receive an overpayment are not allowed to keep the overpayment and should immediately return it to the Com- pany. The Company shall have legal right of recovery. Corrections will be made on the next issued payroll. Overtime Overtime pay is equal to one-and-one-half times the regular rate of pay. Hourly Team Members will receive overtime pay as required by the applicable state and federal law. For more information, please contact Human Resources or consult the state-specific handbook supplement that applies to your state. Team Members may not work overtime without their supervisor’s prior approval. Leaves of Absence, PTO, Bereavement, and Jury Duty hours will not be considered as hours worked for the purpose of computing overtime. Exempt Team Members are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime or additional compensation is provided to exempt Team Members.
Meal & Rest Periods It is the Company’s policy to comply with all laws regarding meal and rest breaks. Team Members should refer to their state-specific supplement for additional information re- garding meal and rest breaks required under state law. If a Team Member works in a state where there are no applicable meal or rest break requirements, the Company will pro- vide break time as appropriate, subject to operational needs and supervisor discretion. Any rest breaks of short duration (lasting between five and 29 minutes) will be counted as “hours worked” and paid accordingly. Meal breaks lasting 30 minutes or more are not considered “hours worked” for purposes of federal law and will not be paid for nonexempt Team Members, unless otherwise depicted in a separate department policy. Payroll Deductions Federal and State laws require that the Company makes appropriate and proper deduc- tions on your behalf. Amounts withheld vary according to how much you earn, your mar- ital status and the number of exemptions you claim on your W-4 Tax Withholding form. These withholdings may include the following: Taxes include Federal Income Tax (FIT), Social Security (SOC), and Medi- care (MED) Deductions include insurance premiums, optional tax withholdings, and voluntary deductions (i.e. 401k, optional insurance, etc.). The pay of some nonexempt Team Members may be subject to additional deductions. Such deductions will be made in accordance with state and federal law and will require written authorization from the Team Member. The amount of all deductions will be listed on the Team Member’s pay stub. If any Team Member, exempt or nonexempt, has questions about deductions from their pay, believes they have been subjected to improper deductions, or believes that the amount paid does not accurately reflect their total hours worked or salary, that Team Member should promptly contact Human Resources, a supervisor, or any other member of management. The Company complies with all applicable laws, including the Fair Labor Standards Act, and will not allow any form of retaliation against individuals who make good faith reports of alleged violations of this policy, or who cooperate in an investigation by the Company, even if the reports do not reveal any errors or wrongdoing.
Wage Garnishment The Company is legally required to honor certain Court orders, liens, and wage attach- ments. We must deduct from your earnings the specified amount, as ordered, if any of these situations occur. If your wages are attached as a result of a garnishment, you will be notified by the payroll department. Wage attachments will be deducted until satisfied by a release of the Court order. Direct Deposit or Pay Cards Team Members have a choice of receiving paychecks by the following automated methods: Direct Deposit: Paychecks can be automatically deposited into a savings or checking account at most banks and credit unions. Team Members who pre- fer this option may sign up during onboarding or contact Payroll to follow the proper update procedures in the timekeeping and payroll system. Once an automatic direct deposit request has been submitted, it will take approxi- mately two (2) pay periods to go into effect. Team Members will receive hard copy pay checks until the direct deposit goes into effect. Pay Cards: All pay cards can be requested and picked up at the Employment Center. For those outside of Nevada, the Employment Center will mail the pay card to your address on file. Team Members will be required to show their Company ID Badge and/or proof of ID when they pick up an issued pay card. If you need to replace your paid card, please submit a request to Human Re- sources.
EAM MEMBER EAVE OF ABSCENC ACCOMADATION
General Overview A Leave of absence is a Company approved period of time off when a Team Member is not available to work their regular schedule. Absences due to a serious health condition lasting three or more consecutive calendar days may be considered for approval as a Leave of Absence in accordance with the terms of this policy. However, all absences of five or more consecutive scheduled workdays must be approved in accordance with the terms under one or more of the various types of leave. Team Members who have questions about leaves of absence or accommodations that may be available should contact Human Resources for more information. The following sections intend to provide only a general overview of leaves of absence available that may be available to you. The following leaves of absence may not be available or are subject to changes or additional requirements in certain states. Additional leaves of ab- sence that are not addressed herein may also be available in some states as required by applicable law. Please contact Human Resources for more information on leaves of ab- sence that may be available in your state. Leave of Absence Rights and Responsibilities To obtain approval for any Leave of Absence, a Team Member must provide notice as soon as practicable and provide all requested documentation relevant to their Leave of Absence to the Human Resources department. Failure to do so will result in an unautho- rized Leave of Absence which may result in attendance occurrences being issued and/or disciplinary action up to and including termination. Team Members must also provide proper documentation to the Human Resources de- partment prior to returning from any Leave of Absence. Failure to provide a return to work release after a leave related to a Team Member’s own serious health condition or a medi- cal related absence will result in the Team Member not being allowed to return to work. Team Member’s Rights and Responsibilities under the Family Medical Leave Act (FMLA) are set forth in the FMLA policy.
Family and Medical Leave Act FMLA The Company will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as “FMLA Leave.” No greater or lesser leave benefits will be granted than those set forth in such state or federal laws. In certain situations, the federal law requires that provisions of state law apply. In any case, Team Members will be eligible for the most generous benefits available under applicable law. Team Members must be employed with the Company for 12-months, al- though the time may not be consecutive. Team Members must have worked 1,250 hours within the 12-months, mea- sured backwards from the time the requested leave is to begin. Team Members must be employed at a worksite where 50 or more Team Members are employed by the Company within the 75 miles of that Please contact your supervisor as soon as you become aware of the need for a FMLA Leave. Team Members are expected to provide prompt notice to the Company of any change(s) to a Team Member’s return to work date. Accepting other employment, con- tinuing to work in another job, or filing for unemployment insurance benefits while on leave may be treated as a voluntary resignation from employment, unless you and the Company have agreed in writing otherwise or otherwise permitted by applicable federal, state, or local law. Please reference the full FMLA policy for eligibility and rights. GOOD SPOT FOR VID
Personal Leave of Absence The Company has adopted a Personal Leave of Absence Policy to provide Team Members with the ability to take a leave of absence due to an emergency, unplanned personal life situation, or for situations where the reason for leave is not covered under FMLA, the Team Member is not eligible for FMLA, or the Team Member has exhausted all FMLA leave time. Full-time and part-time Team Members may request a personal leave of absence after completion of the 90-day Introductory Period. Personal leaves must be requested through the Team Member’s department head and Human Resources as far in advance as pos- sible. Requests for medical leave and disability accommodations are handled separately under the Family and Medical Leave and ADA process. Requests for personal leave are approved at the discretion of the Company. Each request is individually assessed considering the business needs of the Company. A decision will be made based on several factors including, but not limited to, the amount of notice pro- vided to the Company, business needs, workload, and staffing requirements during the requested time period. An eligible Team Member cannot take more than thirty (30) calendar days of personal leave in any rolling twelve (12) months. A rolling 12-month period is measured backward from the date the proposed leave is to begin. To review the process for requesting a personal leave of absence, please reference the Personal Leave of Absence policy.
Military Leave Team Members on active or reserve duty with the United States Armed Forces are grant- ed military leave and given all other rights established by law. Leave without pay is pro- vided as a member of the National Guard or Armed Forces Reserves. Team Members are afforded reemployment rights and retain full seniority benefits for all prior service upon reemployment in accordance with the Uniformed Services Employment and Reemploy- ment Rights Act. Advance notice of leave is required, preferably in writing, unless giving of notice is impossible or unreasonable, or notice is prohibited by military necessity (which is defined by the United States Department of Defense). When notice is required, Team Members must provide their supervisor with as much advance notice as possible of any anticipated leave of absence of military service. Hourly Team Members may utilize accrued and available PTO (paid time off) or the leave will be unpaid. Salaried Team Members will be paid by the Company for up to 2 weeks (80 hours), with the remainder of the leave either unpaid or the Team Member may utilize available and accrued PTO (paid time off). Bereavement Leave The Company understands the need for time off to mourn the loss of a family member, a domestic partner or someone who the Team Member considers family. All full-time and part-time Team Members are eligible for bereavement leave due to the death of a family member. All full time and part-time Team Members are eligible on their first day of employment. Team Members must notify their direct supervisor or manager before taking bereave- ment leave. For the purposes of bereavement leave, immediate family includes spouse/domestic partner, children, step-children, siblings, parents, step-parents, grandparents, and par- ents-in-law. Other relationships may be considered on a case-by-case basis. Team Members who miss regularly scheduled working time due to the death of an im- mediate family member are eligible for up to three (3) regularly scheduled days or twen- ty-four (24) hours of paid time off.
Civic Duty Time Off JURY DUTY The Company realizes that you may be called to serve on a jury or as a witness. Hourly/ non-exempt Team Members will not receive pay while serving on jury duty or as a witness unless otherwise required by applicable law. Jury and witness service is unpaid for sala- ried/exempt Team Members except that salaried/exempt Team Members will not incur any reduction in pay for any week in which no work is performed as a result of serving on a jury or as a witness. You must notify your supervisor of the need for time off for jury or witness duty as soon as a notice or summons from the Court or a subpoena is received. For exempt Team Members, jury duty or witness duty fees received may be coordinated with any payments made by the Company such that at no time will exempt Team Mem- bers receive more than their regular compensation. Team Members may be requested to provide written verification from the Court clerk of having served. The Company prohibits retaliation against any Team Member taking or requesting time off to serve on a jury or as a witness. Voting Time Off If you do not have a reasonable amount of time to vote before or after working hours in statewide public elections, then you will be allowed sufficient time off to go to the polls. If you live within two miles of a polling place, the Company will pay you for one hour of ab- sence from regularly scheduled work, which is necessary for you to vote. If you live more than two miles, but less than 10 miles from the nearest polling place, the Company will pay for two hours of absence from regularly scheduled work, which is necessary for you to vote. If the nearest polling place is more than 10 miles from your residence, the Company will pay you for three hours of absence from regularly scheduled work, which is necessary to vote. Any additional time off will be without pay unless otherwise required by applica- ble law. You must give reasonable notice of the need to have time off to vote. The Com- pany will comply with all applicable state and municipal voting time laws, which may provide for different or greater different rights than those set forth here.
Time Off for School- Related Activities If you are a parent, guardian or custodian of a child in kindergarten or grades 1-12, inclu- sive, and wish to take unpaid time off to attend certain school-related activities of your child, you may take off up to four hours each school year per child under the terms of the policy. Activities which qualify for leave under this policy include parent-teacher confer- ences, school-related activities during regular school hours, volunteering or involvement at school, or attendance at other school related-events. If it is necessary for a Team Member who is the parent, guardian or custodian of a child to attend a conference requested by a school administrator or respond to notice from the school of an emergency regarding his or her child, the Team Member should alert his or her supervisor as soon as possible so that alternative arrangements may be made. No discriminatory action will be taken against the Team Member for taking time off for this purpose. Such time off is unpaid. The Company will comply with all applicable state and municipal time off for school relat- ed activities laws, which may provide for different or greater different rights than those set forth here. If you wish to take such leave you must give written notice to the Company at least five school days in advance of your planned absence. Time off under this policy must be re- quested on the appropriate form and approved by your supervisor. Leave must be taken in increments of one hour. Following your leave, the Company requires documentation from the school noting the date and time of your visit and its purpose. Time off under this policy is unpaid. You may, however, utilize existing accrued paid time off while taking leave under this policy.
Disability & Medical Condition Accommodations It is the policy of the Company to comply with all federal and state laws concerning the employment of persons with disabilities. Furthermore, it is the Company’s policy not to discriminate against qualified individuals with disabilities in regard to application proce- dures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. The Company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of the job and enjoy equal employment, unless undue hardship and/or a direct threat to the health and/ or safety of the individual or others would result. Team Members should review the ADA Policy with Human Resources and contact the Human Resources with any questions. Religious Accommodations It is the policy of the Company to comply with applicable law concerning accommoda- tions of Team Members’ religious beliefs, observances, and practices. The Company will provide accommodations when a need for such accommodation is identified, and rea- sonable accommodation is possible without causing undue hardship to the Company. Team Members should review the policy with Human Resources and contact the Human Lactation Accommodations It is the policy of the Company to comply with applicable law concerning lactation ac- commodation. The Company will provide a reasonable amount of break time and the use of a room or a private area for lactation purposes. Team Members should review the policy with Human Resources and contact the Human Resources department with any questions.
LOSIN
By joining our team, you are opening the door to your future. The Team Member Hand- book is designed to communicate expectations and future career possibilities to you. Your dedication, hard work, and enthusiasm will lead to our Company’s success. Use the information contained within this guide, along with the support of your managers and other Team Members, to fulfill your potential and realize the possibilities here. Many of the Company policies and Team Member benefits have been provided as an overview, providing the key information in this handbook. If you have any questions or want more information, your supervisor will answer your questions and you may reference the full-length policies with Human Resources or in your Onboarding forms. The Human Resources department is also happy to help you with questions or concerns. You are a very important part of our team and we sincerely hope we will enjoy a long, mu- tually rewarding work relationship. Good luck and welcome to our team!
Search
