EMPLOYEE DAILY INFORMATION & FORMS

benefits

​BLUE CROSS BLUE SHIELD
MEDICAL INSURANCE
HEALTHLINE BLUE:  1-877-258-3334 https://www.bluecrossnc.com/

 VISION INSURANCE:
VSP: 1-800-877-7195  www.vsp.com

DENTAL INSURANCE:
​AMERITAS DENTAL CLAIMS: 1-800-487-5553

LIFE INSURANCE:
OFFERED THROUGH NADA, SEE DOUG DUNLAP FOR DETAILS.

Employee Benefits Website

Your Official Source of Information About Your Benefits
Access Available 24/7
Online Benefits Portal Website:  EMPLOYEE NAVIGATOR
​
By accessing this site, you can expect to find:
  • Plan Benefits
  • Forms to complete when enrolling or making changes to your benefits (QLE/ Open Enrollment)
  • Website links to your benefit carriers 
  • And much, much more! 

​BENEFITS GUIDE & Q&A AVAILABLE UNDER 'DOCUMENTATION'

changes in employment

requests

Office forms

Management forms

Sales Team Forms

4.03 TIMEKEEPING
  • Accurately recording time worked is the responsibility of every employee. Federal and state laws require the Dealership to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.
  • Nonexempt employees should accurately record the time they begin and end their work. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved by the employee’s manager before it is performed.
  • Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment.
  • It is the employees' responsibility to report their time on a weekly basis and to certify the accuracy of all time recorded. The manager will review and then initial the time record before submitting it for payroll processing.
  • Time must be recorded as follows:
  1. Immediately before starting work in the morning.
  2. Immediately after finishing work before lunch.
  3. Immediately before resuming work after lunch.
  4. Immediately after finishing work in the evening.
  5. Immediately before and after any other time away from work
  • Additionally, when applicable, employees must record any other non-working time such as time away from the Company for errands, doctor appointments, etc.
  • Any changes or corrections to your time card or time record must be initialed by you and your Manager.  Under no circumstances may any employee record another employee’s time card or ask another employee to record his or her time card. Recording another employee’s time card or asking another non-management employee to record your time may result in discipline, up to and including immediate termination.
  • You should not work any hours outside of your scheduled work day unless your Manager has authorized the unscheduled work in advance.  Do not start work early, finish work late, work during a meal break or perform any other extra or overtime work unless you are authorized to do so and that time is recorded on your time card. Employees are prohibited from performing any “off-the-clock” work. “Off-the-clock” work means work you may perform but fail to report on your time card.  Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.


​Transfer Eligibility Criteria
  • Employed in current position for at least nine months.
  • Written confirmation of acceptable performance record/evaluation signed by the applicant’s supervisor and completed no more than 12 months prior to date of transfer application (e.g. meets expectations, average rating, etc.).
  • Maintain an acceptable level of performance including but not limited to absence of corrective action and/or resolution of previous corrective action.(No corrective actions Written/Oral,Resignations, and Rehires within the last 6 Months).All Transfers once approved by Manager, must be approved by General Manager. 
  • Successfully pass any special screening processes required for the position of interest, including but not limited to background investigations, reference checks, drug screens, and skills assessments.
An employee may not seek out a transfer without first speaking at length with current supervisor or department Manager ; however, we recognize that extraordinary circumstances may exist, in which case the employee should contact the Office of Human Resources to discuss his/her situation(Exception not the rule).



EMPLOYEE DISCOUNTS

All employees are encouraged to use the Dealership’s products and services.  Depending on availability and at the sole discretion of the appropriate Department Manager, the following discounts are available to full-time employees who have been with the Dealership for at least ninety (90) days.  These discounts are available only to our employees and for their immediate family members. For this instance, immediate family member is defined as parents, children, sisters, brothers or other family members residing in the same household.
·         Employee discounts do not apply when an insurance company or third party is paying for the service or part.  Under no circumstances may these discounts be used for personal profit or to compete with the Dealership.
·         Parts - Parts may be purchased at cost plus 10%.
·         Service - The Dealership provides a $40 discounted labor rate (per hour) for repair work done on our employee’s vehicles.  Repair costs can be obtained from your Service Manager.  NO vehicles may be pulled into the Repair Service Department or body shop ($30.00 per hour elective repairs) unless a repair order is first filled out by the manager of the department.  Of course, the vehicle must have the proper routing and hat number attached to the vehicle.  Due to insurance requirements, no work can be performed before or after the shop hours.

EMPLOYEE CONDUCT AND WORK RULES

The company believes in and practices fair employee relations policies. When people work together, guidelines are necessary to establish basic standards and to assist in creating a good work environment. Our organization wants to help all employees perform their job well; yet that responsibility lies primarily with each individual employee.
Circumstances vary; therefore, the standards listed below are not all inclusive. Situations may arise when poor conduct does not clearly fall within the standards as outlined. In those cases, decisions will be made that reasonably and equitably balance the interests of our employees, guests, and business.
Violations of the following standards will normally result in the initiation of corrective action, including, as may be appropriate at the company’s discretion, oral warning; counseling session; written warning; suspension or termination.

  1. Failing to attend required meetings or training as assigned.
  2. Stopping work before time specified.
  3. Loitering or loafing during working time.
  4. Making and receiving excessive non-emergency personal telephone calls, visits, etc. during working time.
  5. Failing to follow supervisor's directions or established procedures.
  6. Presenting an inappropriate appearance or not following expected grooming policies.
  7. Using profane and/or vulgar language within the hearing of guests, coworkers or others, or when using telephone or email.
  8. Being rude or discourteous to guests, coworkers, or others.
  9. Neglecting job duties.
  10. Unexcused absence from work.
  11.  Failing to be at work on time at the start of the shift.
  12.  Failing to report absence from work in accordance with established policy.
  13. Posting or removing workplace signs or notices without proper authorization.
  14. Neglecting, abusing, or wasting equipment or supplies.
  15. Using the company’s equipment or supplies for personal matters without authorization.
  16. Violating the company’s policies on solicitation or distribution.
  17. Abusing break or meal period privileges.
  18. Smoking in prohibited areas.
  19.  Falsifying records, including personal time cards and information on employment application.
  20. Creating or contributing to hazardous or unsanitary conditions for guests, coworkers, or others.
  21.  Failing to follow safety policies, procedures, and precautions regarding hazardous substances and practices.
  22. Any other action or conduct that is not in the best interests of the company.
  23. Intentionally being inconsiderate, rude, or discourteous to guests, coworkers or others.
  24. Reporting to work under the influence of alcohol or any illegal substance; possessing/drinking alcohol or possessing/using illegal substances on the company’s property; or being on the company’s property at any time while under the influence of alcohol or illegal substances.
  25. Refusing to accept a work assignment.
  26. Neglecting or abusing, verbally or physically, any guest, coworker, or others.
  27. Violating the company’s Harassment policy.
  28. Instigating or participating in any of the following acts: vandalism, theft, disorderly conduct, assault, verbal or physical fighting, bribery, gambling, or other similar activities detrimental to the welfare or reputation of the company.
  29. Making or deliberately using falsified records, documents, requisitions, expense vouchers, time cards, etc.
  30. Sleeping while on duty.
  31. Failing to report absence (no call, no show).
As part of our continuing effort to promote “zero tolerance” of unethical conduct in the workplace, we are pleased to announce a new employee hotline. It is designed to minimize any apprehension you may have and make it possible for you to report concerns about possible violations of our company’s core values and our employment policies.
Hunter continues its commitment to having an open door policy and encourages you to report concerns to your supervisor, Human Resources, the General Manager or any member of the Executive team. However, we would like to go one step further and put the hotline in place making violations easier to uncover.
The Hotline is operated by an independent organization, and any calls made through this Hotline are completely confidential and anonymous.
Using this new reporting service is easy. If you have a question or concern about a possible violation of our values or employment policies, simply call 470-377-4979.
Because of the built-in confidentiality, it is important that you try to be as specific as possible about the information you provide. For example, we will need to know the name of the department you work in and the location you are calling about. And please be sure to call back in five business days to check to see if any additional information is needed. Alternatively, if you would like someone to contact you directly, you can leave your name along with a phone number where and when you would prefer to be called.
To repeat, at no time is any caller required to identify himself or herself and all information provided can be completely confidential and anonymous.
It is important to recognize that the hotline is not regarded as a normal venue for registering concerns, and it is emphatically not to be employed casually or inappropriately. However, we are committed to maintaining the highest ethical standards in our workplace. If you experience or observe what you believe is inappropriate behavior and feel you have exhausted all other reporting avenues, I hope you will use the hotline to report it.
Questions, comments, or concerns about the website? Send an email to website@hunterautogroup.com!