EMPLOYEE HANDBOOK

1. INTRODUCTION

Purpose of this Handbook:

This Manual is designed to acquaint you with GOGO BUS TOURS INC. d/b/a 2GO BUS (the “Company” or “2GO”) and provide you with information about working conditions, benefits, and policies affecting your employment. The information contained in this Manual applies to all employees of 2GO. Following the policies described in this Manual is considered a condition of continued employment. However, nothing in this Manual alters an employee’s status. The contents of this Manual shall not constitute nor be construed as a promise of employment or as a contract between the Company and any of its employees. The Manual is a summary of our policies, which are presented here only as a matter of information. You are responsible for reading, understanding, and complying with the provisions of this Manual. Our objective is to provide you with a work environment that is constructive to both personal and professional growth. Compliance with this Handbook is mandatory for all employees. The Company reserves the right to interpret this Handbook's content as it sees fit, and to deviate from policy when it is deemed necessary.

Changes of Policy:

2GO reserves the right to change this Handbook's content, at any time and at our sole discretion. Its provisions may not be altered by any other means, oral or written. You will receive written notice of any changes we make to the employee handbook and are responsible for understanding and complying with all up-to-date policies. This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual.

Since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time. Changes will be effective on the dates determined by the Company, and after those dates all superseded policies will be null. If you are uncertain about any policy or procedure, speak with your direct supervisor or HR department. If you are confused about any information defined in the policy, please contact the Human Resources Manager.

2GO typically employs regular and temporary employees on an "at-will" basis. This section defines the terms of "at-will" employment, as well as the different types of employees we hire.

Definition of "At-Will" Employment:

Although we hope that your relationship with the Company will be a lasting one, please note that your employment with the Company is not for any specified length of time. You enter into employment voluntarily, and you are free to resign at any time for any reason or no reason. Similarly, 2GO is free to conclude its relationship with any employee at any time for any reason or no reason.  All employees are considered “AT WILL” employees.  Following the probationary period, employees are required to follow the Employment Termination Policy (See Section 4).

2. TYPES OF WORKERS

This section distinguishes between the different types of workers the Company employs. Employee status is established at the time of hire and may only be altered via a written statement signed by the Company.

Regular vs. Temporary:

Regular employees work a regular schedule, either on a full-time or part-time basis as stated in the employee contract. To be considered full-time, an employee must work at least 40 hours per week. A temporary employee is a person we hire for a brief period, usually at a maximum of 30 hours per week. Temporary employees are also employed on an "at-will" basis (defined above).

Independent Contractors & Consultants:

Independent contractors and consultants are not Company employees, but rather self-employed

professionals. Unlike employees, they do not operate under Company direction, and control their own methods, materials, and schedules. They are not eligible for Company benefits.

3. COMMENCING EMPLOYMENT

Background checks

All offers of employment at the Company are contingent upon clear results of a thorough background check, which may include passing a drug test. Background checks will be conducted on all newly hired employees.

Background checks may be utilized to validate or obtain information concerning an applicant’s or employee’s prior employment history, criminal history, personal and/or professional references, and motor vehicle records.

The Company will ensure that all background checks are conducted in compliance with all applicable laws. Any questions concerning background checks should be directed to Human Resources.

We rely upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

Employee contract

All employees are required to sign an employee contract to commence employment. This contract clearly details the agreement between the employee and employer and the obligations and conditions of employment.

4. SALARY

All employees are paid on a biweekly basis (see section 4 of employee contract for compensation details). In the event that a regularly scheduled payday falls on a holiday, employees will receive pay on the next day of operation.

Although the Company’s hourly wage schedules will be adjusted on an ongoing basis, 2GO does not grant “cost of living” increases. Pay is at the discretion of the company and will be based on the financial situation of the Company and performance.

Pay will not, under any circumstances, be given to any person other than the employee without written authorization. Paychecks may also be mailed to the employee’s address or deposited directly into an employee's bank account upon request and approval of time keeping.

5. TIME KEEPING

Employees will be expected to clock in via the Deputy time clock application and will be given thorough instructions on the application’s usage and on what to do should a problem occur.

Accurately recording time worked is the responsibility of every non-exempt employee. Time worked is the time actually spent on a job(s) performing assigned duties.  2GO does not pay for extended breaks or time spent on personal matters.

The time clock is a legal instrument. Altering, falsifying, tampering with time records, or recording time on another team member’s time record will result in disciplinary action, including termination of employment.

Authorized personnel will review time records each week. Any changes to an employee’s time record must be approved by his/her supervisor or dispatcher.

6. LEAVE AND SEPERATION

Jury Duty

Any employee summoned to serve jury duty shall notify their supervisor and Human Resources promptly upon receipt of a jury summons and subsequent selection as a juror. Employees are expected to report to work on any day that is not scheduled for jury duty service,

Employees who are required to serve jury duty will receive their regular rate of pay for the number of hours the employee would have worked on the day of the absence for a maximum of one (1) day. Upon returning to work, employees must submit written documentation provided by the Court to the Operations Manager as proof of jury service in order to get paid.

Paid time off

Employees will accrue (1) one hour of Paid Time Off for every 30 hours worked.

Full-time employees who have been with the company for more than 12 months will be eligible for one work week of paid vacation (40 hours).

Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:

·         Resignation – voluntary employment termination initiated by an employee.

·         Termination – involuntary employment termination initiated by 2GO.

·         Layoff – involuntary employment termination initiated by 2GO for non-disciplinary             reasons.

When a non-exempt employee intends to terminate his/her employment with 2GO, he/she shall give the Company at least two (2) weeks written notice. Exempt employees shall give at least four (4) weeks written notice.

Since employment with 2GO is based on mutual consent, both the employee and 2GO have the right to terminate employment at will, with or without cause during the Introductory/Probationary Period for New Employees.

Any employee who terminates employment with 2GO shall return all files, records, keys, and any other materials that are property of the Company. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items will be deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to the Company will also be deducted from the employee’s final check.

Employee’s benefits will be affected by employment termination in the following manner. All accrued vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.

Voluntary Separation

The Company requests that an employee wishing to leave employment provide their supervisor with written notice of their resignation at least two (2) weeks prior to the effective date.

Discharge

Employment at the Company may be terminated at any time by the Company with or without cause or notice. This applies to all employees whether within the initial probationary period or beyond such period.

5. TARDINESS AND ABSENTEEISM

It is imperative that all employees make every effort to come to work on scheduled workdays and to be on time for work in order to avoid disruptions to operations. Excessive absence, patterns of absenteeism, repeated tardiness, extended lunch breaks and premature departures (without approval) will result in disciplinary action, up to and including termination.

6. PERSONAL APPEARANCE

As a service organization, there are certain expectations about grooming and the standard of dress to which our employees must adhere:

Dress Code

The dress code for 2GO primary office employees is casual attire. 2GO driving staff must wear solid dark blue or black pants and dark blue shirts. In order to avoid confusion, below are guidelines as to appropriate attire for the workplace:

·         Tops: Blue 2GO bus logo shirt. If a logo shirt is not available, please wear a solid dark blue polo shirt or collared shirt.

·         Bottoms: Dark blue or black pants

·         Shoes: Black sneakers or black work boots

7. PERSONAL CELL PHONES AND OTHR DEVICES

The use of personal cell phones, or any other personal electronic devices of any kind, is absolutely prohibited while operating a work vehicle. Driver cellphones should always be placed in hands free phone holder while operating the work vehicle.

Office employees should limit cellphone usage during work time: during meetings, work calls, and all other work engagements.

8. WORKPLACE VIOLENCE

The Company maintains a zero-tolerance policy on violence or threats of violence in the workplace. The Company will take prompt remedial action, up to and including immediate termination, against any employee who engages in any threatening behavior or acts of violence, or who uses any obscene, abusive, or threatening language or gestures. To this end:

·         Acts or threats of violence by any employee against another employee, or against any Company client, or their employees, will not be tolerated.

·         Acts or threats of violence by any employee against any person on or near Company or client property will not be tolerated.

·         Employees are prohibited from bringing firearms or other weapons onto any Company premises.

·         Any employee who displays a tendency to engage in violent, abusive, or threatening behavior, or who otherwise engages in behavior that the Company, in its sole discretion, deems offensive or inappropriate, will be subject to disciplinary action, up to and including termination.

9. HARASSMENT, INCLUDING SEXUAL HARASSMENT

2GO is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.

If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.

Any supervisor who becomes aware of possible harassment should promptly advise their supervisor or Executive Staff or HR who will handle the matter in a timely and confidential manner.

10. USE OF COMPANY VEHICLE

Valid Driver’s License

Employees must possess, for a minimum of one year, a valid driver’s license issued by the state of New York to be permitted to drive Company vehicle. Applicants must have a DMV chauffeur license in order to operate the work vehicle.

Knowingly driving a Company vehicle with a suspended or expired license is grounds for discipline and may lead to termination.

Business Purposes Only

2GO vehicles are to be used for business purposes only. Vehicles may not be used for any personal purposes.

No Expectation of Privacy

Vehicles are the property of 2GO Bus. Employees have no expectation of privacy when using vehicles. Vehicles and driver’s conduct is monitored at all times while operating the Company vehicle. 2GO reserves the right to inspect its vehicles at any time and for any reason.

Please avoid using the work vehicle as a restroom. Drivers should make every effort to use the restroom before operating the work vehicle and during breaks.

Cameras and GPS

Vehicles are equipped with video cameras and GPS. As such, employees are prohibited from covering, disabling, or tampering with video cameras or GPS system in any vehicle.

No Guests

Only 2GO employees in the performance of their duties and Access-A-Ride passengers may be present in the work vehicle. 2GO employees who are not in the performance of their duties and non-employees, including family and friends, are prohibited from riding in vehicles at any time.

11. DRUG-FREE WORKPLACE

To help ensure a safe, healthy, and productive work environment for our employees and passengers, to safeguard Company property, and to ensure efficient operations, the Company has a zero tolerance drug policy. Employees MUST maintain a workplace free of drugs and alcohol. This policy applies to all 2GO employees.

Prohibited:

·         Alcohol and Cannabis/Marijuana: Use or possession, being under the influence of or being impaired by alcohol or cannabis/marijuana, by an employee while at work, on Company property, on Company business or while representing the Company is prohibited.

·         Illegal Drugs: “Illegal drugs” include any drug whose sale, possession or use is unlawful. It also includes the unauthorized or improper use of otherwise legal drugs. Manufacture, possession, use, transfer, sale, purchase, or being under the influence of or impaired by an illegal drug while at work, on Company property, on Company business or while representing the Company is prohibited.

·         Legal Drugs: The use of, being under the influence of or impaired by, any legally obtained drug while at work, on Company property, on Company business or while representing the Company is prohibited if such use, influence, or impairment may affect the safety of the employee, co-workers, and the Company’s clients/passengers. The Company prohibits the use of such drugs to the extent that an individual's job performance or fitness for duty is affected adversely. An employee who has reason to believe that the use of a legal drug may present such a safety risk must report this to his/her manager and Human Resources.

Violation of this policy will result in disciplinary action, up to and including termination.

12. DRUG TESTING

In furtherance of the Company’s policy to maintain a workplace free of drugs and alcohol, the Company has adopted a policy in which job applicants and current employees may be required to submit to drug and/or alcohol testing in accordance with applicable law.

Circumstances Under Which the Company Conducts Drug and/or Alcohol Testing:

·         Post Offer, Pre-Employment Testing: The Company requires all Paratransit Driver applicants to submit to drug testing prior to commencement of employment. All offers of employment are contingent upon the applicant submitting to and successfully completing and passing a drug test in accordance with the Company’s testing procedures and applicable law.

·         Random Testing: Employees will be randomly selected by a third-party vendor on a monthly basis to submit to a drug test in accordance with the Company’s testing procedures.

In addition, the Company reserves the right to conduct drug and/or alcohol testing of its employees under the following circumstances:

·         Post-Accident Testing: The Company may require a drug and/or alcohol screening test of an employee who has been involved in a serious accident, and if the Company has a reasonable belief that the employee may have contributed to the accident.

·         Reasonable Suspicion Testing: The Company may require a drug and/or alcohol screening test of an employee who the Company has reasonable suspicion to suspect of using or being under the influence of a drug or alcohol while at work or on Company business. If the Company deems such testing necessary, the Company will promptly provide the employee with the reasons for such testing in writing.

Refusal to submit to testing

Any employee or applicant who refuses to consent to a drug or alcohol screening test or authorize the collection, testing or the release of information regarding the testing, shall be subject to termination or, in the case of a prospective employee, withdrawal of the conditional offer.

Positive test results

In the case of a positive test result, an employee may be subject to termination of employment. With respect to a prospective employee, the conditional offer of employment may be withdrawn.

13. DISCIPLINARY ACTION

The Company takes disciplinary matters very seriously and will enforce discipline as it sees fit for any unacceptable action or behavior. These may include, but is not limited to:

·         Excessive lateness and/or absence.

·         Last minute callouts or call outs without proper notification

·         No call no shows- Up to two (2) NCNC may result in immediate termination.

·         Phone usage.

·         Dangerous/Erratic driving.

·         Traffic infractions. *

·         Improper or indecent conduct.

·         Uncooperative attitude.

·         Abuse or unauthorized use, or unauthorized possession of Company property.

·         Unauthorized use or disclosure of Company information

·         Possession and/or use drugs or weapons.

·         Harassment and/or discrimination - of any kind

·         Violations of Company policy

* While drivers are financially responsible for all tickets received while operating company vehicles, if the Company observes a pattern of traffic infractions, employees may be subject to disciplinary action up to and including termination.

14. CORRECTIVE ACTION/PROGRESSIVE DISCIPLINE

The Company holds each of its employees to certain work rules and standards of conduct. When an employee deviates from these rules and standards, 2GO expects the employee’s supervisor to take corrective action. Corrective action at 2GO is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.

The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record. Though committed to a progressive approach to corrective action, 2GO considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: Gross negligence, theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Management or Executive Staff, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of 2GO to a customer, a prospective customer, the general public, or an employee.

*Three (3) Written warnings could automatically result in a suspension or up to termination.

15. ENFORCEMENT

Employees should report any violations of the policies immediately to the Operations Manager or directly to Human resources. Anyone found to be in violation of the policies may be subject to disciplinary action, up to and including termination of employment.

HANDBOOK RECEIPT

I have received a copy of the 2GO Bus Employee Handbook. I have read the Handbook and understand its contents. The Company and its administrators shall have the maximum discretion permitted by law to interpret, administer, change, modify or delete the rules, policies and benefits contained in the Handbook at any time.

I understand that the employment at-will policy is not subject to change. No statement or representation by a supervisor or other manager, whether oral or written, can supplement or modify this Handbook. I also understand that any delay or failure by the Company to enforce any work policy or rule will not constitute a waiver of the Company’s right to do so in the future.

My signature below indicates my receipt of a copy of the Company’s Handbook and that I have been instructed to carefully review and comply with its contents.

Employee Name (Please print): _____________________________________

Employee Signature: _____________________________    Date: ______________________