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EMPLOYEE
HANDBOOK

OVERVIEW

History

TriDigital was founded in March of 2014 and is partner-owned and operated by Giovanni Sanguily (CEO) and Richard Pettis (EVP). TriDigital resulted from the natural evolution of a smaller, single focused company called Lead Magz. Lead Magz provided a single marketing product to the IT Industry in the form of digital publications called epubs that contained content to help market an IT company’s services. As Lead Magz began to grow its client base, there was a demand for the company to branch out and offer additional marketing services such as websites, videos, and consulting. In November of 2014, the team at Lead Magz consisted of four marketing professionals: Giovanni, Richard, Adrian, and Joseph. Together, they decided to reimagine Lead Magz vision and purpose. One month later, it was decided that Lead Magz would become a full service marketing agency for the IT Industry. Since the Lead Magz name was created to focus on a singular product, the next three months was spent rebranding the name and new offering. As a result, TriDigital was born!

Goals

TriDigital’s primary goal is to transform marketing for the IT Industry while it’s still new and maturing. IT companies are only beginning to learn about the necessity of marketing for their business. The industry has responded by producing boiler-plate templates and unoriginal marketing concepts that only promote IT products and services. TriDigital aims to change the way these companies are being marketed by working with clients to market their human qualities: all the intangible things that make their company different and special. We do this by working together as a team, collaborating creatively and sharing ideas on how to tell a compelling story for each client and presenting it in new and creative ways.

 

TriDigital aims to create an environment of creative and passionate marketing professionals who enjoy collaborating in a team environment to produce beautiful and effective marketing. TriDigital believes it is only effective as its team. As a company, we unite together with the single purpose of helping our clients grow their business by developing marketing strategies that generates leads. After all, there is no “I” in “team.”

Culture

TriDigital has developed an effective team of artists, storytellers, developers, and consultants who share the passion of helping businesses grow through effective marketing. This is accomplished by creating a fun and creative culture. Our unconventional office decor captures our passion for comic books and movies, as well as our fun-loving and easygoing personalities. We encourage everyone who works here to express themselves creatively by allowing our team to decorate work areas however they want. “More swag, more fun, we always say!”

 

All of the fun and visual expressions are accompanied by individuals with an open mind and a commitment to constant communication, collaboration, and feedback. Ideas are fragile and need time, patience, and nurturing to evolve into compelling stories and effective marketing strategies. Without the ability to take constructive feedback with grace, the idea will die and the marketing strategy will fail to reveal itself. Handling constructive feedback is a critical requirement for working at TriDigital.

 

Above all else we believe “Story is King!” At TriDigital, you must be willing to work closely with our storytellers, using your individual skills to help develop the story and bring it to life with candid feedback and amazing designs.

Purpose of
this Handbook

This handbook has been prepared to inform new employees of the policies and procedures of this company and to establish the company’s expectations. It is not all inclusive or intended to provide strict interpretations of our policies; rather, it offers an overview of the work environment. This handbook is not a contract, expressed or implied, guarantying employment for any length of time and is not intended to induce an employee to accept employment with the company.

 

TriDigital reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in whole or in part, whether described within this handbook or elsewhere, in its sole discretion. If any discrepancy between this handbook and current company policy arises, conform to current company policy. Every effort will be made to keep you informed of the company’s policies, however we cannot guarantee that notice of revisions will be provided. Feel free to ask questions about any of the information within this handbook. P. 5

 

This handbook supersedes and replaces any and all personnel policies and manuals previously distributed, made available or applicable to employees.

At-will Employment

Employment at this company is “AT-WILL”. An at-will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. This at-will employment relationship exists regardless of any statements by office personnel to the contrary. Only Human Resources are authorized to modify the at-will nature of the employment relationship, and the modification must be in writing.

Diverse, Safe, &
Healthy Workplace

Diversity Policy

TriDigital is an Equal Employment Opportunity Employer. It is our policy to promote the realization of equal employment opportunity through a positive, continuing program designed to ensure that all employment decisions are made without discrimination based on race, color, religion, sex, sexual orientation, national origin, marital status, age, disability, veteran status, or any other status protected by relevant statute or ordinance.

 

If you become aware of or believe you have been the victim of any kind of discrimination based on a protected status, you should immediately make a report to a member of management. You can make a report in confidence and without any fear of reprisal.

 

Equal employment opportunity is not only the law, it is also a fundamental principle of the Company’s operation. We expect each Member of the Company to comply with and personally stand behind this principle.

Prohibition of Harassment,
including Sexual Harassment

TriDigital is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

 

Harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits, has the purpose or effect of unreasonably interfering with the person’s work performance, or has the purpose or effect of creating an intimidating, hostile or offensive working environment. Harassing conduct includes, but is not limited to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic. P. 8

 

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature, examples are:

  • Unwanted sexual advances and Verbal sexual advances.

  • Offering employment benefits in exchange for sexual favors.

  • Making or threatening reprisals after a negative response to sexual advances.

  • Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.

  • Verbal conduct that includes making or using derogatory comments.

  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.

  • Physical conduct that includes touching, assaulting, or blocking movements.

Reporting

 

If you experience or witness sexual or any other unlawful harassment in the workplace, report it immediately to HR or any member of management. You can raise concerns and make reports without fear of reprisal or retaliation.

 

All allegations of harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

 

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise HR or a member of management so it can be investigated in a timely and confidential P. 9 manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

Drug/Alcohol
Free Workplace

TriDigital takes seriously the problem of drug and alcohol abuse, and it is committed to providing a substance abuse free workplace for its employees. This policy applies to all employees of TriDigital, without exception, including part-time and temporary workers.

 

No employee may use, possess, sell, transfer, consume, manufacture, distribute, dispense, or purchase any drug or other controlled substance that may alter an individual’s mental or physical capacity. TriDigital will not tolerate employees who report for duty while impaired by use of alcoholic beverages or drugs.

 

Employees who violate the Anti-Substance Abuse Policy will be subject to disciplinary action, including termination.

Workplace Safety

TriDigital takes every reasonable precaution to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees. Ultimately, it is the responsibility of each employee to help prevent accidents. Employees who observe an unsafe practice or condition should report it to a supervisor or Human Resources immediately. Employees are prohibited from making threats against anyone in connection with his/her work or engaging in violent activities while in the employ of the company.

Emergency
Procedures

In the event of an emergency, dial 911 immediately. If you hear a fire alarm or other emergency alert system, proceed quickly and calmly to the nearest exit.

At-will Employment

Employment at this company is “AT-WILL”. An at-will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. This at-will employment relationship exists regardless of any statements by office personnel to the contrary. Only Human Resources are authorized to modify the at-will nature of the employment relationship, and the modification must be in writing.

Company Policies
& Procedures

Professional Conduct

TriDigital expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action.

Dress Code

An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and position

Payday

Paychecks are distributed every 15th and last business day of month. If the pay date lands on a holiday, paychecks will be distributed on the closest business day before the holiday.

 

The paycheck will reflect work performed for the 1st – 15th and 16th – end of the month’s period. Paychecks include salary or wages earned less any mandatory or elected deductions. Mandatory deductions include federal or state withholding tax, and other withholdings. Elected deductions are deductions authorized by the employee, and may include, for example, contributions to benefit plans. Employees may contact Human Resources to obtain the necessary authorization forms for requesting additional deductions from their paychecks.

 

Notify a supervisor if the paycheck appears to be inaccurate or if it has been misplaced. The company reserves the right to charge a replacement fee for any lost paychecks. Advances on paychecks are not permitted. Information regarding final paychecks can be found under the termination section of this handbook.

 

Any change in name, address, telephone number, marital status or number of exemptions claimed by an employee must be reported to Human Resources immediately.

Company Property

TriDigital’s property, such as equipment, vehicles, telephones, computers, and software, is not for private use. These devices are to be used strictly for company business, and are not permitted off grounds unless authorized. TriDigital’s property must be used in the manner for which it was intended. Upon termination, employees are required to surrender any company property they possess.

 

TriDigital’s computers, internet and emails are a privileged resource, and must be used only to complete essential job-related functions. Employees are not permitted to download any “pirated” software, files or programs and must receive permission from a supervisor before installing any new software on a company computer. Files or programs stored on company computers may not be copied for personal use.

 

Phones are provided for business use. TriDigital requests that employees not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversations brief. Personal long distance calls are not permitted.

 

Employees are reminded that they should have no expectation of privacy in their use of company computers or other electronic equipment.

 

Violations of these policies could result in disciplinary action.

Privacy

Employees and employers share a relationship based on trust and mutual respect. However, the company retains the right to access all company property including computers, desks, file cabinets, storage facilities, and files and folders, electronic or otherwise, at any time. Employees should not entertain any expectations of privacy when on company grounds or while using company property. All documents, files, voice-mails and electronic information, including e-mails and other communications, created, received or maintained on or through company property are the property of the company, not the employee. Therefore employees should have no expectation of privacy over those files or documents.

Personnel Files

TriDigital maintains a personnel file on each employee. These files are kept confidential to the extent possible. Employees may review their personnel file upon request.

 

It is important that personnel files accurately reflect each employee’s personal information. Employees are expected to inform the company of any change in name, address, home phone number, home address, marital status, number of dependents or emergency contact information.

General Attendance

TriDigital maintains normal working hours of 40 hours a week. Hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee should contact the supervisor.

 

TriDigital does not tolerate absenteeism without excuse. Employees who will be late to or absent from work should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Chronic absenteeism may result in disciplinary action.

 

Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure. Unauthorized departures may result in disciplinary action.

Tardiness

Employees are expected to arrive on time and ready for work. An employee who arrives 10 minutes after their scheduled arrival time is considered tardy. The company recognizes that situations arise which hinder punctuality; regardless, excessive tardiness is prohibited, and may be subject to disciplinary action.

Work Performance

Expectations

TriDigital expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination.

Reviews

TriDigital may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that need improvement. The company uses performance reviews as a tool to determine pay increases, promotions and/or terminations.

 

All performance reviews are based on merit, achievement and other factors may include but are not limited to:

  • Quality of work

  • Attitude

  • Knowledge of work

  • Job skills

  • Attendance and punctuality

  • Teamwork and cooperation

  • Compliance with company policy

  • Past performance reviews

  • Improvement

  • Acceptance of responsibility and constructive feedback

 

Employees should note that a performance review does not guarantee a pay increase or promotion. Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at will-relationship with the company.

Forward any questions about performance expectations or evaluation to the supervisor conducting the evaluation.

Insubordination

Supervisors and employees should interact with mutual respect and common courtesy. Employees are expected to take instruction from supervisors or other persons of authority. Failure to comply with instructions or unreasonably delaying compliance is considered insubordination. Acts of insubordination are subject to disciplinary action, up to and including termination.

 

If an employee disagrees with a supervisor, the employee should first try to mediate the situation by explaining their position. If possible, a compromise might be met and accusations of insubordination avoided.

Work Performance

TriDigital reserves the right to discipline and/or terminate any employee who violates company policies, practices or rules of conduct. Poor performance and misconduct are also grounds for discipline or termination.

 

The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to:

  • Engaging in acts of discrimination or harassment in the workplace;

  • Possessing, distributing or being under the influence of illicit controlled substances;

  • Being under the influence of a controlled substance or alcohol at work, on company premises, or while engaged in company business;

  • Unauthorized use of company property, equipment, devices or assets;

  • Damage, destruction or theft of company property, equipment, devices or assets;

  • Removing company property without prior authorization or disseminating company information without authorization;

  • Falsification, misrepresentation or omission of information, documents or records;

  • Lying;

  • Insubordination or refusal to comply with directives;

  • Failing to adequately perform job responsibilities;

  • Excessive or unexcused absenteeism or tardiness;

  • Disclosing confidential or proprietary company information without permission;

  • Illegal or violent activity;

  • Falsifying injury reports or reasons for leave;

  • Possessing unauthorized weapons on premises;

  • Disregard for safety and security procedures; Disparaging or disrespecting supervisors and/or co-workers; and

  • Any other action or conduct that is inconsistent with company policies, procedures, standards or expectations.

 

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.

Procedures

Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Discipline may take the form of oral warnings, written warnings, probation, demotion, discharge, removal or some other disciplinary action, in no particular order. The course of action will be determined by the company at its sole discretion as it deems appropriate.

Termination

Employment with TriDigital is on an “AT-WILL” basis and may be terminated voluntarily or involuntarily at any time.

 

Upon termination, an employee is required:

  • To continue to work until the last scheduled day of employment;

  • To turn in all reports and paperwork required to be completed by the employee when due and no later than the last day of work;

  • To return all files, documents, equipment, keys, access cards, software or other property belonging to the company that are in the employee’s possession, custody or control, and turn in all passwords to his/her supervisor;

  • To participate in an exit interview as requested by Human Resources.

Voluntary Termination

 

TriDigital recognizes that personal situations may arise which require a voluntary termination of employment. Should this occur, the company requests that the employee provide two weeks advance notice in writing. This request does not alter an employee’s at-will relationship with the company. All rights and privileges of employment with the company terminate upon the date of separation. As further discussed in the previous section, terminating employees are required to return all company property assigned to them. Failure to do so may result in the withholding of their final paycheck.

 

Final Paycheck

 

Employees who terminate employment with TriDigital will be given their final paycheck within six (6) calendar days. Should the employee be unable to personally retrieve their paycheck, it will be mailed to the address on file.

 

Exit Interview

 

TriDigital may request an exit interview upon notice of termination. The purpose of the exit interview is to complete necessary forms, collect company property and discuss employment experiences with the company.

Benefits & Leave Policies

Vacations

All full-time employees are entitled to paid vacation/sick time based on the length of service with the company, unless otherwise negotiated. Employees are allowed (5) personal holidays and up to (3) days of sick time if needed during their first year. After the first year, employees are allowed (5) personal holidays, (3) sick days, and (5) vacation days if needed – starting on their anniversary date. After the second year and subsequent years, employees are allowed (5) personal holidays, (3) sick days, and (10) vacation days if needed. Ninety (90) days of employment is required before an employee is eligible for paid vacation, sick days start immediately at time of hire. Any time left unused on their anniversary date will be forfeited and cannot be rolled over to the next year.

 

Time taken in excess of the stated company policy is at the discretion of TriDigital and will not be paid time off.

Birthday

You are allowed (1) day off in celebration of your birthday. You must use your Birthday PTO within (5) days, before or after, your actual birthday.

Sick Leave

Situations may arise where an employee needs to take time off to address medical or other health concerns. TriDigital requests that employees provide notification to their supervisor as soon as practicable when taking time off. Sick days are granted on a paid basis to regular employees. Employees may consult Human Resources regarding the amount of (paid) sick leave provided each year. Sick days may not be carried over into the next year. Abuse of this policy may result in disciplinary action.

Holidays

TriDigital observes the following holidays:

 

  • New Year’s Day

  • Colombus Day

  • Memorial Day

  • Independence Day

  • Labor Day

  • Thanksgiving and the day after

  • Christmas Day

 

Holidays are observed on a paid basis for all eligible employees.

Health and
Dental Insurance

TriDigital makes group health benefits available to eligible employees and their family members. Eligible employees are full time employees who have worked for sixty (60) days. Health benefits are paid in part by TriDigital. The remainder of the costs is the employee’s responsibility. Employees can receive details about benefits provided, contribution rates and eligibility from Human Resources.

Jury Duty Time Off

TriDigital understands that occasionally employees are called to serve on a jury. Employees who are selected for jury duty must provide a copy of their jury summons to a supervisor. Time taken for jury duty is granted on a paid basis. Employees released from jury duty with 4 hours remaining in the workday are expected to return to work.

Military Leave

Employees called to active military duty, military reserve or National Guard service may be eligible to receive time off under the Uniformed Services Employment and Reemployment Rights Act of 1994. To receive time off, employees must provide notice and a copy of their report orders to an immediate supervisor.

 

Military leave is granted on an unpaid basis Upon return with an honorable discharge, an employee may be entitled to reinstatement and any applicable job benefits they would have received if present, to the extent provided by law

Leave of Absence

Regular full-time employees may request an unpaid leave of absence after the exhaustion of paid leave. A request for a leave of absence must be submitted in writing in advance to the employee’s immediate supervisor.

 

Leave of absences that are granted are unpaid, and will not be considered until an employee has exhausted all appropriate accrued leave balances. Continuation of employee benefits during a leave of absence will be addressed on an individual basis, as required by law.

Photograph & Video Release Form

Policy

I hereby grant TriDigital permission to the rights of my image, likeness and sound of my voice as recorded on audio or video tape without payment or any other consideration. I understand that my image may be edited, copied, exhibited, published or distributed and waive the right to inspect or approve the finished product wherein my likeness appears. Additionally, I waive any right to royalties or other compensation arising or related to the use of my image or recording. I also understand that this material may be used in an educational settings within an unrestricted geographic area.

 

Photographic, audio or video recordings may be used for the following purposes:

 

  • TriDigital Educational Videos

  • TriDigital Website

  • TriDigital Marketing Materials

 

By signing this release I understand this permission signifies that photographic or video recordings of me may be electronically displayed via the Internet or in the public setting.

 

I will be consulted about the use of the photographs or video recording for any purpose other than those listed above.

 

There is no time limit on the validity of this release nor is there any geographic limitation on where these materials may be distributed.

 

This release applies to photographic, audio or video recordings collected as part of the sessions listed on this document only.

 

By signing this form I acknowledge that I have completely read and fully understand the above release and agree to be bound thereby. I hereby release any and all claims against any person or organization utilizing this material.

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