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February Dollar General Employee Handbook. Welcome to Dollar General. You have joined one of the largest retailers in the country and we are glad to have you as part of our team. In fact, Serving Others is our mission.
Discrimination Discrimination on the basis of race, color, religion, sex including pregnancy, child birth and related medical conditionsnational origin, age, disability, citizenship status, sexual orientation, genetic information, gender identity or any other characteristic protected by law is strictly prohibited.
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This includes, but is not limited to the following:. Harassment Harassment in the workplace, including sexual harassment is also strictly prohibited. Examples of conduct prohibited by this policy include, but are not limited to:. The Americans with Disabilities Act ADA The ADA requires, among other things, that an employer provide reasonable accommodation to qualified individuals with disabilities, unless to do so would cause undue hardship for the employer.
Dollar General complies with the ADA and applicable state disability laws in the provision of reasonable accommodations to its employees. Pregnancy and Related Medical Conditions Dollar General complies with applicable federal and state laws pertaining to pregnancy, childbirth and related medical conditions including, where required, the provision of reasonable accommodations and leaves of absence to its employees.
Dollar General prohibits retaliation against an employee who has requested reasonable accommodation under this policy. Dollar General will not tolerate unlawful discrimination or harassment by or against non-employees of Dollar General.
Dollar General will provide reasonable accommodation for its disabled customers as required by law, including but not limited to, allowing disabled customers to shop with service animals. Retaliation Dollar General prohibits retaliation against an employee who has made a report of alleged discrimination or harassment or who has participated in certain investigations or administrative proceedings relating to allegations of discrimination, harassment, or retaliation.
Reporting Harassment, Discrimination and Retaliation. The investigation will be conducted on a confidential basis and sensitive information will be disclosed on a need to know basis.
There will be no retaliation against any employee who reports such conduct or participates in the investigation in good faith. Any attempt to interfere with an investigation or retaliate against an employee for reporting conduct or participation in an investigation may result in discipline up to and including immediate termination, even for the first offense.
Ethical Standards. To accomplish our mission of Serving Others, we must uphold the values that make our Company great: honesty, fairness and respect. These values dictate behavior of the highest moral, ethical and legal standards in pursuing our business interests.
We expect all employees to comply with the Code, which has been designed to promote those standards. Remember that certain matters require specific approval by or disclosure to the persons specified in the Code. In those cases, you must follow the procedures set out in the Code. Disclosure to your manager is not enough. If you wish to report an ethical or legal concern or complaint anonymously, you may do so by calling the.
The operators will take your report and forward it to the appropriate Dollar General representative. All matters reported via the hotline or website will be treated confidentially, subject to applicable law, regulation or legal proceeding. If you do not need to remain anonymous, we strongly encourage you to instead report any complaints or concerns to the Employee Response Center ERC at or persons specified in the Code of Conduct. Whistleblower Hotline at or fill out a report online at www.
Dollar General prohibits retaliation against an employee who makes a good faith report to the Whistleblower Hotline or the ERC or any person specified in the Code of Business Conduct and Ethics. Dollar General intends to consistently enforce the policies and standards in the Code through appropriate disciplinary mechanisms.
Conduct that violates the Code or any applicable law, rule or regulation may subject the persons involved to prosecution, imprisonment or fines.
Dollar General also may be subject to prosecution, fines and other penalties for the improper conduct of our employees. Any violation of the Code or any applicable laws, rules or regulations, including the failure to report a violation, may result in disciplinary action, even for the first offense, up to and including termination of employment depending on the circumstances. Open Door Policy - Solving Problems. The Company is committed to an Open Door Policy to answer any work-related question, problem or concern you may have.
The most important relationship you will develop at Dollar General will be between you and your manager. However, should you need support from someone other than your manager; the entire management and Human Resources team is committed to trying to resolve your individual concerns in a timely and appropriate manner.
Alternative Dispute Resolution.
When possible, you should contact ADR within 30 days of the employment action you wish to dispute. When you are looking for a solution to a workplace conflict, talking to your manager or the next level of management is often the place to start.
If a solution cannot be reached, employees should contact Human Resources. To report harassment, discrimination or retaliation, you should contact Human Resources or call the ERC at Central Time. Minimum Age. Unless otherwise required by law, persons working for Dollar General must be at least 18 years old. Retail managers should refer to the Standard Operating Procedures SOP manual for further information relating to the hiring of minors. Types of Employment. Regular full-time employment:.
Regular part-time employment:. Temporary employment:. A temporary employee should be given an anticipated start and, if possible, end date upon being hired. Seasonal employees are considered temporary employees. Questions regarding your type of employment should be directed to your manager or HR representative. Personal Information Management. To administer our pay and benefit programs properly, it is extremely important that the Company has your current information.
It is especially important that you keep your address and other contact information ated to help ensure you receive all of your benefit information as well as a W-2 at the end of the year. It is your responsibility to ate your personal information on DGme. A copy of your new social security card with your new legal name must be submitted. Employment Information Management. Managers are responsible for timely processing any changes related to their employees.
Examples include, but are not limited to, transfers, promotions, demotions, and terminations. Retail managers will access ePas to make these changes. Personnel File. Exceptions include simple employment verification utilizing The Work Number an automated service that provides employment and income verification and where disclosure is required by law e.
This includes employees who were originally hired as part-time or temporary employees those hired through the Company, not a temporary agency and who have now become full-time employees. The anniversary date is used, in conjunction with other criteria, to determine service with the Company which may impact various leave policies, vacation and time off with pay and benefit programs.
Service Bridging. The anniversary date will be defined as the original hire date unless the employee was rehired after a break in service of more than 30 days. If the employee is rehired after being separated from the Company for more than 30 days, the anniversary date will be changed to reflect the rehire date.
If an employee leaves the Company and is rehired within 30 days of the termination date, the original hire date and anniversary date remains the same. This is called service bridging. Wage and Hour Policy. Working Off the Clock " Working off the clock" means working, but not reporting on the timekeeping system, the hours you worked.
Working off the clock, or allowing or instructing someone to work off the clock, is a violation of Company policy and can lead to immediate termination from the Company even for the first offense.
No employee has the authority to ask another employee to work off the clock. You must be paid for all hours worked. In addition, you must be paid for all hours worked within the week the hours were actually worked.
Hours cannot be intentionally held over to another week for payment. No employee in the Company, including your manager, has the authority to require you to work off the clock or falsely report hours as having been worked in a week other than when they were actually worked.
Additionally, employees must clock in and out for all hours worked on the appropriate time keeping system. All hours worked must be recorded in the time keeping system. Modifications of payroll records are subject to audit at any time. Tracking Work Time Compensation for hourly employees is determined by the pay rate and number of hours the employee works each week. By using the Company timekeeping system, an accurate account of the hours you work will be recorded. Hourly non-exempt employees must record all hours they work by clocking in and out on the Company timekeeping system.
Employees are required to clock in when they start to work each day, clock out and in before and after any break of 30 or more uninterrupted minutes, and clock out at the end of their work day. Under no circumstances may an employee have another employee clock in or clock out for him or her, nor may he or she clock in or clock out for someone else. End of week payroll modifications by the manager the Store Manager, at store level should be very few, if any at all.
Working off the clock may result in immediate termination from the Company. Additional Company policies most frequently applicable to the retail stores:. If you are interrupted during your meal break for work-related reasons, you should clock back in before performing any work and notify your store manager so that you may be paid appropriately.
Employees will be paid through the regular payroll system for all hours they work - No exceptions. Any violation may result in immediate termination of employment for the responsible employee, even for the first offense. It is your responsibility to notify the Company if you have not been paid for all hours worked. Additionally, you should immediately report any employee who asks you to work off the clock.
Report all violations or requests for violations of this policy to the contacts listed below:. All work time must be recorded so that an accurate record of hours worked can be kept so that an employee may be compensated appropriately. Working off the clock is strictly prohibited and may result in immediate termination.
Employees should record only actual hours worked. Falsifying time worked is prohibited and could result in disciplinary action up to and including termination. For employees who submit timesheets, all time worked should be submitted at the end of each week by the employee and turned in to his or her manager for approval before submission to ensure proper payment.
Overtime pay will be paid to non-exempt employees at the applicable rate under law. There are no exceptions. When determining eligibility for overtime, only actual hours worked are taken into consideration. Failure to properly track work time as listed above may result in counseling up to and including termination, even for the first offense.
Work Hours. Core work hours of a. Monday through Friday should be covered by all departments. Apart from these core hours, flexible schedules may be allowed to accommodate the needs of our customers and employees. While differing schedules are required by various departments, most flexible hours will exist in a window between a.
Monday through Friday. In the event that work requires you to have additional building access beyond the normal work hours, please contact Security. Managers will prepare a work schedule for their department. Departments may periodically require changes to the schedule to meet Dollar General business needs.
Employees may temporarily adjust their work schedule after approval from their manager. Any change made must not diminish the operational effectiveness of the department or create a loss of service to our customers and fellow employees.
Changes to work schedules should be made only occasionally so as not to disrupt the effectiveness of the department. Retail - As an employee in the retail stores, your schedule may vary from week to week. Unless otherwise required by law, employees are not guaranteed a specific number of hours or to work at specific times during any workweek. The store manager will post your schedule which may be subject to change due to the arrival of trucks or other needs as they arise.
Retail Store Policies:. Store managers typically should notify their district manager if they believe that they need to be in the store before or after hours. Only Dollar General employees may perform work in the store. To do so is a violation of Company policy.
DCs - Each DC employee will be assigned to a designated shift. Hours vary by location and department depending on business need and type of work. Overtime may be necessary due to business need. Dollar General will try to provide advance notice if overtime work is needed. Missed work includes tardiness and partial day absences. Supervisors should partner with their manager or Human Resources on attendance issues. Report all violations of this policy to Human Resources.
Pay Rate. It is the intent of Dollar General to pay employees in a manner that it considers to be fair based upon their job duties and their performance. The Company also strives to provide pay rates that are competitive with other companies in our business and in our market areas. All employees will be paid at least the current state or federal government mandated minimum wage per hour. No form of payment other than through an approved payroll method implemented by the Company is allowed.
You should not accept merchandise, compensatory time-off or any type of gift in lieu of payment for time worked. Any exempt employee who believes that his or her salary has been improperly reduced or subjected to improper deductions should notify Human Resources. Dollar General will promptly investigate the deduction; if the deduction was improper, Dollar General will reimburse the employee for the improper deduction.
In addition, Dollar General will, in good faith, take all reasonable steps necessary to ensure that no such improper deductions are made in the future. Pay Schedule. For salaried employees who are paid on a semimonthly basis, pay will be distributed to each employee on the 15th and 30th of each month for the current pay period. For example, work for February 1 - 15 is paid on February However, as the 15th and 30th will occasionally fall on a Saturday, Sunday or holiday, the employee may expect to receive his or her pay on Friday afternoon or the last workday before the holiday.
Dollar General pays all store and hourly DC employees on a weekly basis and one week in arrears. Pay is available to employees each Friday. For Retail employees, the pay week begins on Saturday and ends on Friday. Employees will not receive advance pay before the designated payday.
Payroll Options. You will be able to elect to receive your pay through two safe and convenient methods: 1 traditional direct deposit or 2 the ePay program a self-issued paycheck and the optional debit paycard. With both methods, your pay is available by the close of business on your regularly scheduled pay day and you can start using your funds immediately.
Other methods may be available as required by law. If you already have a checking or savings account at a bank, credit union, or other financial institution, direct deposit is probably the most convenient method for you. Your payroll funds will be deposited into the financial institution of your choice on the payday.
Please verify deposit amounts are available at your financial institution prior to accessing funds. With ePay, you have the choice of using a self-issued paycheck or an optional debit paycard. The self-issued check can be used and cashed just like any other paycheck.
You can deposit the check in your personal bank account, you can use it to pay bills, or it can be cashed for free at participating check cashing locations. The check can be used as many times and as often as you like. The optional debit paycard can be used for ATM withdrawals, store purchases, and cash back at participating retailers.
Most transactions are free for you, but some fees may apply and are listed in. The checks and cards may be used in conjunction with one another if you so choose. New hires will be asked to select direct deposit or ePay during the online hiring process. Employees selecting ePay will be asked to complete additional information on their first day of work.
Employees selecting direct deposit will complete all necessary information during the online hiring process. Employees can make changes to their existing payroll elections or enroll in new accounts by visiting DGme which is accessible through all company computers or dollargeneral.
Dollar general dating policy
Meal Breaks and Rest Periods. Your manager may determine the time of the meal break. Managers are responsible for balancing workloads and scheduling meal breaks and should take into consideration the workload and the nature of the job performed.
Non-exempt hourly employees must clock out when the meal break begins and clock back in when the break is over, as it is unpaid time. It is our policy to provide meal and rest breaks during the course of each workday for employees. Unless otherwise required by law, the number and length of breaks will depend on the amount of hours scheduled.
Where state law differs from Dollar General policy, Dollar General will follow the specific state law. Peak business hours or projects may make it necessary to delay, shorten, or cancel the break. If you are interrupted for work- related reasons, you should clock back in before performing any work and notify your manager so that you may be paid appropriately.
If an employee must leave the premises during a break, then this should become the 30 minute unpaid meal break. Employees generally may not waive their 30 minute uninterrupted unpaid meal break. Additionally, in accordance with state and federal law, Dollar General will provide reasonable unpaid break periods for the purpose of expressing breast milk to female employees who breastfeed a newborn child.
If an employee anticipates the need for breaks to express breast milk, they must give 30 days notice in advance of the anticipated need, where practicable, or as soon as the need arises by calling HR Shared Services at ASK-DGHR. Where state law regarding breaks for nursing mothers imposes additional requirements beyond the terms of this policy, Dollar General will follow the applicable state law.
Performance Reviews. The Performance Review is a vital tool that will aid in the review of work performance and the encouragement of high performance work practices among employees in the organization. The appraisal is not only a tool to evaluate but also to develop. It helps in the assessment of training needs and in identifying areas for future development. A well-defined performance appraisal system serves the following objectives:. Full-time and part-time salaried employees in the DCs and SSC as well as retail store managers who are employed prior to November 1 should receive an annual performance review.
DC hourly, assistant store managers, and store manager candidates employed prior to January 1 will also receive an annual performance review. Reviews are completed as soon. Attendance and Tardiness.
Excessive absenteeism and tardiness have a negative effect on our productivity and quality of service. For this reason, Dollar General expects its employees to be present for work when scheduled and to call their manager if for any reason they cannot be at work at the scheduled time. Employees are expected and required to report to their designated work locations at the time their work activity is to begin.
In the event an employee cannot report to work as scheduled, the employee must notify his or her manager at least one hour prior to the scheduled reporting time or be prepared to provide evidence of extenuating circumstances.
In the event an employee must leave work prior to the completion of his or her work schedule, the employee must notify his or her manager prior to leaving. Walking off the job will be considered job abandonment. Employees are responsible for communicating with their managers on a regular basis. This will enable the workload to be redistributed if necessary.
If the absence is related to a medical reason, the Company reserves the right to request medical documentation regarding the absence. Excessive absenteeism, unless for an approved leave of absence, will be evaluated on a case by case basis to determine the need for counseling. An employee who is absent without notice or authorization from his or her manager for three 3 or more consecutive scheduled workdays may be considered to have voluntarily resigned from his or her job.
Missed work includes tardiness, partial day absences, unexcused absences or failure to report to work as required. NOTE: Qualified absences related to FMLA or other approved absences taken in accordance with Company policy or pursuant to applicable law for eligible employees will not lead to performance counseling.
Coaching and Progressive Counseling. Coaching and progressive counseling are used to document unacceptable performance, conduct or attendance issues and to positively reinforce improvement. The performance, conduct and attendance standards contribute to the ability to perform effectively and create a positive, equitable and values-driven environment.
The purpose of the coaching and progressive counseling process is to communicate unacceptable performance, conduct or attendance issues and develop an action plan which results in standard or above standard performance. However, these procedures are guidelines only and the Company reserves the right to terminate any employee at any time and without issuing any particular level of counseling when the Company determines it to be appropriate under the circumstances.
Of course, not all circumstances can be reduced to a single list, and the Company reserves the right to dispense discipline in its sole discretion based upon the facts of a particular situation. Dollar General may prosecute employees caught stealing from the Company.
Internal Applicant Policy. Dollar General has developed an Internal Applicant Policy which allows for an orderly and equitable system of identifying and placing the most qualified person in each opening.
Eligibility You are eligible to apply for an open position if you:. Exceptions to this policy require the approval from both the exiting and receiving managers. Job Posting Procedures. Questions regarding open positions may be directed to:. Not all retail hourly positions will be posted. Personal Appearance and Dress Code Policy.
The dress code policy is intended to establish clear guidelines and expectations for the personal appearance of employees while at work in order to convey a positive and professional image to our customers, vendors and general public. Due to the nature of our business, different areas of the company may allow various types of dress depending on the type of work performed.
Employees are expected to maintain a neat, clean, workplace appropriate and well- groomed appearance while at work. Business casual is the dress code for Store Support Center employees.
Business casual allows the employee to choose appropriate work attire within Company guidelines. For example, one day you may choose to wear a suit because you have an important meeting. Each type of attire is acceptable. The following types of dress are not appropriate for the Store Support Center:.
Standard attire for the retail stores includes:. Pants should fit at the waist and not be low riders. The shirt must cover the midriff. Examples of unnatural colors are blue, pink or green hair. Unnatural hair colors are not allowed. Distribution Center attire Due to the nature of the work performed and because these positions are non-customer facing, a more relaxed dress code typically is allowed :. The following is not appropriate at any time in any Dollar General facility:.
If you have any questions about the interpretation of this policy, please speak with Human Resources. Managers will be responsible for ensuring compliance of this policy within their teams.
Employees who fail to follow the Personal Appearance and Dress Code Policy are subject to progressive counseling. An employee who does not adhere to the dress code may be required to return home to change. Partner with Human Resources for direction. Dollar General offers many benefits and resources to its employees.
Employees are provided a notice of enrollment opportunity at their home or work location upon meeting the eligibility requirements. Enrollment must take place within 31 days of eligibility. Employees can also enroll upon. For information on Dollar General health and welfare benefit plans, refer to the Summary Plan Description. For benefits related questions, contact HR Shared Services at benefitsgroup dollargeneral. Dollar General has adopted policies to safeguard protected health information and prevent the unauthorized disclosure of individually identifiable health information.
Dollar General employees who manage ePHI are required to safeguard such information from disclosure. Employees who manage ePHI must take the following precautions:. A copy. Leave Policies at a Glance. To request FMLA Leave, Company Medical Leave, or any other leave of absence, you should notify your supervisor and immediately contact Matrix at or online at www. The amount of FMLA and Company Medical Leave for which an employee may be eligible is calculated using a rolling 12 month period measured backward from the date on which the leave is to begin or began.
For these types of leaves only, employees may not exceed the total maximum amount of time allowed in a 12 month rolling period. Full-time and part-time employees who are not eligible for FMLA are eligible for up to 6 workweeks of Company Medical Leave in a 12 month rolling period, measured backward from when the date leave is to begin.
The request will be considered on a case-by-case basis to determine whether the additional leave is reasonable and can be accommodated under the circumstances. In addition, for the time missed, the employee may be subject to disciplinary action. Where federal, state or local law or regulation requires that the Company provide additional leave, or where such law or regulation gives employees greater rights than Company policy, the Company will comply with such law or regulation.
To be eligible for leave under the FMLA, an employee must have been employed by the Company for at least 12 months need not be consecutive and have worked at least 1, hours not including non-work time such as vacation, time off with pay, holidays or leave during the 12 month period immediately preceding the date the requested FMLA Leave is to begin. Where practicable, eligibility for leave should be determined prior to the date the leave is to begin.
After notifying his or her manager of the need for leave, the employee should immediately initiate a leave request with Matrix by calling or filing online at www. An employee on FMLA Leave is required to report periodically to Matrix on his or her status and intent to return to work.
It is a violation of Company policy to deny or discourage an employee from exercising his or her rights or to retaliate against an employee who has exercised his or her rights under the FMLA or this policy. Service Member Family Leave Eligible employees may take up to a combined 26 workweeks of leave during a single 12 month period to care for a spouse, son, daughter, parent or next of kin who is a Covered Service Member and is seriously injured in the line of active duty.
A Covered Service Member is a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, in outpatient status, or on the. During the single 12 month period, an eligible employee is entitled to a combined total of 26 workweeks of leave under both FMLA and Service Member Family Leave. Only supervision by a health care provider is required, rather than active treatment.
An employee is not required to use granted vacation hours if available during leave. Vacation may not be used to extend a leave of absence without management and Human Resources approval. If the employee takes FMLA Leave in an increment of less than a full week, the holiday does not count against his or her entitlement unless the employee was scheduled and expected to work on that day. Leave to care for a seriously injured Covered Service Member is based on a single 12 month period and begins with the first day that the employee takes leave.
However, if 30 days advance notice is not practical or possible e. To report the need for leave and initiate the approval process the employee must follow the steps below. The employee must provide notification to his or her manager as soon as the need for leave is known and provide the expected dates that the employee will not be at work.
The caller will be asked to provide the following information:. If the leave is for a family member, does the condition render the family member unable to perform daily activities? Unauthorized work for personal gain while on leave is prohibited. Violations may result in termination. Matrix will send the medical certification form to the employee upon initiation of the leave claim for completion by his or her health care provider.
The employee must return the form within the timeframe required i. The Fitness for Duty must be provided to Matrix at least two 2 days in advance of the return to work date.
There should be no exceptions to this policy. Failure to return to work at the end of the designated leave may result in performance counseling up to and including termination, unless otherwise prohibited by law.
If an employee does not return to work or request an extension of leave after the expiration of FMLA or Company Medical Leave, the Company may terminate the employee unless additional leave is required by federal or state law or regulation.
In that case, the employee may be eligible for COBRA continuation with respect to applicable benefit plans. In order to do so, the employer must:. Spouses When eligible spouses are both employed by the Company, the spouses are entitled to a combined total of 26 workweeks of injured Service Member Family Leave, or a combined total of 12 workweeks of FMLA Leave if the leave is taken for the following reasons:.
Reduced schedule leave or intermittent leave can also be taken for adoption or foster care placement if the need for leave is related to the placement of the child with the employee for adoption or foster care. An employee may not take reduced schedule or intermittent leave after birth, adoption or foster care placement to bond with the child or children, unless required by applicable state laws.
If an employee needs intermittent or reduced schedule leave:. This position must have equivalent pay and benefits. The Company tracks such leave in quarter hour increments. As allowed by law, Dollar General may require recertification of intermittent leave at least every six 6 months in connection with an absence.
Process for Requesting Leave. This can be faxed to Matrix at Criteria for Leave. Personal serious health condition; serious health condition of employee's parent, spouse or child; birth or adoption of child or placement of foster child; a qualifying exigency due to a spouse, child or parent in the Armed Forces including the National Guard or Reserves called to duty in support of a contingency operation; or being the child, parent, spouse or next of kin of a member of the Armed Forces with an injury or serious illness incurred in the line of duty.
Period of Leave. For injured service member leave, up to 26 weeks. Pay Status. This is unpaid leave. If not, the employee may use vacation or other available paid time off for pay purposes. Benefit Status. All medical and welfare benefits will continue for the duration of approved FMLA Leave through payroll deductions or remitting premiums timely.
At the end of the approved FMLA Leave, if the employee does not return to work or receive additional approved leave, benefits will be terminated. COBRA may apply. Employee and employer contributions to the k Savings and Retirement plan will cease if not receiving pay through payroll. If benefits terminate, they will be reinstated if the employee contacts HR Shared Services in writing within 31 days of returning to work.
The employee will be returned to the previous position or a substantially equivalent position except in limited, specific circumstances. If reason for leave is due to your own serious health condition, a Fitness for Duty statement should be provided to Matrix two 2 days before the return to work date. Pro-rated for all leaves including intermittent, reduced and full-time. As of Date of Hire - full-time and part-time employees excluding temporary employees.
Pay Continuation Status. Unpaid leave. Employees who are not eligible for Salary Continuation or not enrolled in the Voluntary Short Term Disability program may use available vacation or other available paid time off for pay purposes.
All medical and welfare benefits will continue during the length of an approved Company Medical Leave through payroll deduction or remitting premiums timely. Employees enrolled in benefits should contact HR Shared Services immediately at Unless additional leave is approved all benefits will terminate at the end of the approved Company Medical Leave period.
If benefits terminate, benefits will be reinstated if employee contacts HR Shared Services in writing within 31 days of returning to work.
The reasonableness of the request will be considered on a case-by- case basis. Personal Leave. This leave is designed for full-time and part-time employees, excluding temporary employees, in the event they require a leave of absence not covered by any other leave and all vacation time has been exhausted.
Notify your manager of your need to take a leave and obtain approval and then contact Matrix at or online at www. As of Date of Hire.
Dollar General Employee Handbook
A ll personal leaves are at the discretion of Human Resources and senior management, dependent on business needs and are generally only approved in emergency or extenuating situations requiring an employee to take time off from work for more than three 3 consecutively scheduled workdays.
A personal leave may not be taken intermittently. Up to four 4 workweeks combined leave for full-time employees and up to two 2 workweeks combined leave for part-time employees in a rolling 12 month period counted the same as FMLA.
Employment may be terminated at the end of the leave if the employee does not return to work, unless further leave is required under federal or state law. The leave is unpaid. All medical and welfare benefits will continue for the approved leave period through remitting premiums timely.
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At the end of approved leave period, if the employee does not return to work, benefits will be terminated. COBRA may be offered. Employee and employer contributions to the k Savings and Retirement plan will cease while the employee is not receiving pay through payroll.
If benefits terminate, benefits will be reinstated if the employee contacts the Benefits Group in HR Shared Services in writing within 31 days of returning to work.
Employees generally are not entitled to return to their previous position following a personal leave, unless otherwise required by law. The employee may return to the position if it is still available, and if not, the employee may apply for open positions within the company.
Pro-rated for all leaves including intermittent, reduced and full-time leave. These accounts will be suspended until the employee returns to active status.
Military Leave. This leave is designed for employees full-time and part-time who serve through active duty or called-up to active duty in any branch of the Armed Forces, National Guard or Reserve training.
Up to five years or more in certain circumstances. Supplemental pay based on the difference between the employee's military pay and regular pay at Dollar General for up to 24 months. A military pay statement or Leave and Earnings Statement must be provided to HR Shared Services for each pay period in which the employee is requesting supplemental pay.
Medical, prescription, dental and vision coverage will continue for up to 30 days from the start of the military leave at no cost to the employee.
The premium is waived the first thirty days of leave. Benefits will be reinstated if the employee contacts the HR Shared Services in writing within 31 days of returning to work.
Generally, an employee whose military service is of five years or less will be reinstated if certain requirements are met including release, proof of status and return date within a specified period in accordance with applicable law.
Pro-rated for all leave amount increments including intermittent, reduced and full- time leave. Dollar General prohibits discrimination related to military leave or on the basis of race, color, religion, sex including pregnancy, childbirth, and related medical conditionsnational origin, age, disability, citizenship status, sexual orientation, genetic information, gender identity or any other characteristic protected by law.
Bereavement Leave. The purpose of bereavement leave is to provide employees with time to attend the funeral of a family member or close relative and to handle related personal affairs. In the event of a death in the family, employees are encouraged to use this leave policy as needed. With manager approval, vacation or paid time off may be used in lieu of unpaid bereavement leave for the death of an extended family member.
Paid Leave for the Death of an Immediate Family Member In the event of the death of an immediate family member, full- and part-time employees will be provided with up to three days of paid leave. Typically, this will include the day of the funeral, the day prior, and the day after. Employees will not be paid for days they are not scheduled to work. An employee who is otherwise on an unpaid leave of absence during any of the funeral leave period will not receive additional leave or pay for those days.
Unpaid Leave for the Death of an Extended Family Member In the event of the death of an extended family member or relative not listed above, full- and part-time employees may take up to three days of unpaid bereavement leave. Typically, this will include the date of the funeral, the day prior and the day after. Additional Time Off The Company understands the impact that a death can have on an individual or family.
This leave is provided to all full-time and part-time employees in the event of the death of a relative, as defined below.
Process and Criteria for Leave. Unpaid leave: death of close family member not listed above. Additional unpaid time may be provided depending on the. If paid leave, regular pay based on normally scheduled hours. Benefits Status. Benefits eligibility is not impacted. Employees will generally return to their previous position following funeral leave. Jury Duty. This leave is designed for full-time and part-time employees who are called to serve on jury duty on a day that they are normally scheduled to work.
Employees required to serve jury duty should give their manager a copy of the written court order request. For the entire period required by the court. Once the employee receives the jury duty check, he or she must sign the back of the check and give it to his or her manager who will then forward it to the Payroll Department. Not applicable. Employees generally will be reinstated to previous position upon completion of jury duty. Unused accrued sick time will carry over into the next calendar year; however, no more than 40 hours of paid sick time may be used in any year.
Dollar General prohibits retaliation against an employee for properly requesting or using paid sick time. If you have any questions, please contact HR Shared Services at GED Assistance Program. Full-time employees who take and pass the GED test are eligible for testing fee reimbursement.
For more information or forms, contact your manager or call the Training Coordinator at To be reimbursed for the cost of the GED testing, please mail a copy of the receipt for the test fee and a copy of the GED certificate to:.
Employee Assistance Program. The EAP can also help with such issues as:. The EAP is available 24 hours a day, 7 days a week and will provide confidential assistance. Contact information can be found on DGme under the Benefits section. The purpose of the Plan is to give you a simple, tax-effective way to save for retirement. The Plan can play an important role in helping you build retirement savings for tomorrow while you save on taxes today.
The Plan allows you to:. Investment advice is accessible through Voya Retirement Advisors, available online or through a professional Voya Investment Advisor Representative. The service provides you with objective savings and investment advice, personalized reports and ongoing account management. Employee Assistance Foundation. Eligible individuals include employees designated as regular full-time and regular part-time who are experiencing a financial hardship due to circumstances beyond their control related to one of the following circumstances:.
Employees requesting assistance must complete and sign an Assistance Request Form and provide any additional proof of loss reasonably required by the Foundation. Any Dollar General employee can make a request. Employee Discounts. Dollar General has partnered with several companies to provide discounts to our employees. Savings are available for cell phone service, rental cars, hotels, theme park tickets and more. Information on employee discounts is available on DGme under Benefits.
Some Dollar General locations require electronic access cards badges to enter buildings, parking areas, sensitive areas, etc. Some badges are issued for temporary use e. The purpose of badges is to provide security in our workplace and a convenient way to identify and distinguish between employees, contractors, vendors, guests, etc. Badges must be worn on your person in a clearly visible manner.
Badge reels are provided, and lanyards are available upon request at no charge. Badge access also provides a way to monitor entrance into the building. Badges must not be shared and the person assigned to a given badge is responsible for any access action taken by that badge.
Dollar tree dating policy - Find a man in my area! Free to join to find a man and meet a woman online who is single and hunt for you. Find single woman in the US with footing. Looking for romance in all the wrong places? Now, try the right place. If you are a middle-aged woman looking to have a good time dating man half your age, this advertisement is for you. Good news for me. I think I've just found one. I was doing a Dollar General Dating Policy job in a front garden yesterday and she said hello as she walked past. When she was returning she stopped to say hello again and the sane thing happened again this morning/ "Dollar General" and "our ompany" refer to Dollar General Corporation and its subsidiaries. Most policies referenced in this Code can be found on DGe or DGMe. If a policy is not found on DGe or DGMe, please contact your Human Resources partner.
Employees who forget their badge must visit the main lobby to obtain a pass for the day. Employees who lose or damage their badge will be given two 2 replacement cards free, but may be charged for each subsequent replacement. Background Checks. Unless otherwise required by law, a criminal background check may be required for persons to whom a conditional employment offer is extended for a full-time, part-time, or temporary position.
Dollar General reserves the right to obtain background information for as long as you are employed by the Company. The purpose of the background check is to assist in providing a safe place for our employees and customers and to protect Company assets. We respect your privacy and will not share your phone number with any third party vendors.
If this order is for an organization with tax-exempt status, you will need to have an account on our website. If you don't already have an account, you can create one by filling out all the information on this screen, plus checking the box beside "I would like to create an account" in the "Create an Account" section below to create your password. In addition, you will need to enter your organization's tax-exempt information below.
Your entries must match the information on your tax-exempt certificate. If you already have an account, but are placing your first tax-exempt order, you will need to enter your organization's tax-exempt information below. We are also required to keep a copy of your tax ID certificate on file, which you can fax to or e-mail to ddirect dollartree. Follow the instructions provided to fax or e-mail your certificate. We will keep your tax-exempt information on file until it expires, at which time a new copy of your tax ID certificate will be required.
Upon receipt of your new certificate, we will ate the expiration date in our system. For more information, please visit our Tax-Exempt Information page. The digit gift card number is located directly above the magnetic strip on the back of your gift card.
Much more than documents.
To use a gift card to pay for all or part of your order, simply follow these steps:. The PIN is located under the silver scratch-off area to the right of your gift card number. Once you've entered your gift card number, and 4-digit PIN if applicable, please complete verification then click "Apply". The balance of the card will be applied to your order.
If you decide not to use your gift card on the order, click "Remove" to the right of the gift card number. If your purchase exceeds the funds available on your gift card, simply enter an additional form of payment to complete your purchase. Your Account.
New Dollar General Coupon Policy?!??
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A Pending Authorization means your card issuer will hold the funds pending shipment of your order. If your order is being shipped from multiple locations, you may see separate charges on your account for each shipment. If you have purchased products in full case quantities, please note that some cases come in assortments of styles and colors which cannot be altered.
So that we may continue to provide you extreme value, we do not offer refunds and consider all sales final. Manufacturer Coupons We accept Manufacturer Coupons only. We do not accept retail-specific couponssuch as those of Target, Wal-Mart, etc.
We do not accept photocopies of coupons. Coupons must be intact and not altered or modified in any way. Coupons can ONLY be used in storesmust be presented at time of purchase, and cannot be redeemed for cash at a later time. Item purchased must match the coupon description brand, size, quantity, color, etc.
We accept only one 1 Manufacturer Coupon per single item purchased. We accept coupons for over a dollar on a single item, but the coupon value will be reduced to the purchase price of the item. We cannot give cash back if the face value of a coupon is greater than the purchase price of the item.
We accept coupons for over a dollar on multiple items if the coupon amount does not exceed the combined retail price of the items indicated. We accept up to four 4 like coupons per customer per day. Coupons for free items are only accepted if a purchase is required to get one free for example, Buy One Get One Free offers.
Any applicable sales tax must be paid by consumer. We reserve the right to accept, refuse, or limit the use of any coupon.
This policy is subject to all local, state, and federal laws and regulations where applicable.
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