WILKS RANCH

EMPLOYEE HANDBOOK
3.25.15

TABLE OF CONTENTS
WELCOME LETTER......................................................................................................................................... 5
WILKS RANCH MISSION STATEMENT AND PHILOSOPHY .............................................................................. 6
SECTION ONE EMPLOYMENT POLICIES ..................................................................................................... 7
APPLICATION .................................................................................................................................... 8
PERSONAL INFORMATION................................................................................................................ 8
ADDRESS CHANGES/PERSONAL STATUS CHANGE ........................................................................... 8
BACKGROUND CHECK....................................................................................................................... 9
EQUAL EMPLOYMENT OPPORTUNITY .............................................................................................. 9
TERMS OF EMPLOYMENT ............................................................................................................... 10
PROBATIONARY PERIOD ................................................................................................................. 10
WORK ENVIRONMENT ................................................................................................................... 11
OPEN DOOR POLICY AND PROBLEM SOLVING ............................................................................... 11
ANNUAL PERFORMANCE REVIEW .................................................................................................. 12
RAISES/BONUSES............................................................................................................................ 12
PROMOTIONS ................................................................................................................................. 12
TYPICAL WORK HOURS ................................................................................................................... 12
REGULARLY SCHEDULED DAYS OFF ................................................................................................ 12
PAID/UNPAID TIME OFF ................................................................................................................. 13
LEAVE OF ABSENCE......................................................................................................................... 13
BEREAVEMENT LEAVE .................................................................................................................... 13
TIME SHEETS/RECORD KEEPING..................................................................................................... 14
PAY PERIODS................................................................................................................................... 14

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PAYROLL ADVANCES AND LOANS .................................................................................................. 14

INJURIES ......................................................................................................................................... 14
SEPARATION STATUS/TERMINATION ............................................................................................. 15
A NOTE ON CHANGES IN POLICY .................................................................................................... 15
SECTION TWO GENERAL STANDARDS OF CONDUCT ............................................................................. 16
DRESS AND GROOMING STANDARDS ............................................................................................ 16
PERSONAL CONDUCT ..................................................................................................................... 16
ATTENDANCE, ABSENTEEISM, TARDINESS ..................................................................................... 16
JOB ABANDONMENT ...................................................................................................................... 17
WORKPLACE VIOLENCE .................................................................................................................. 17
SMOKING ........................................................................................................................................ 17
ALCOHOL AND DRUG USE ............................................................................................................. 17
WORK VEHICLES/DRIVING .............................................................................................................. 18
USE OF RANCH ROADS ................................................................................................................... 18
FIREARMS ....................................................................................................................................... 18
HUNTING ........................................................................................................................................ 19
SHOOTING VARMITS ...................................................................................................................... 19
FISHING........................................................................................................................................... 19
RECREATING ................................................................................................................................... 19
SHED HUNTING/ANTLER COLLECTION ........................................................................................... 19
OUTSIDE EMPLOYMENT ................................................................................................................. 20
PHONE USE ..................................................................................................................................... 20
SAFETY AND HOUSEKEEPING ......................................................................................................... 20
VISITORS/GUESTS ........................................................................................................................... 21

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NON-DISCLOSURE OF RANCH ACTIVITY ......................................................................................... 21

OTHER INFRACTIONS ...................................................................................................................... 21
DISCIPLINARY ACTION .................................................................................................................... 22
SECTION THREE BENEFITS..23
HOUSING ........................................................................................................................................ 23
WORK VEHICLE ............................................................................................................................... 24
CELL PHONE .................................................................................................................................... 24
BEEF ................................................................................................................................................ 24
HORSES ........................................................................................................................................... 24
OTHER LIVESTOCK .......................................................................................................................... 24
DOGS .............................................................................................................................................. 24
PAID TIME OFF................................................................................................................................ 25
HOLIDAYS ....................................................................................................................................... 25
MEDICAL, VISION, DENTAL AND SUPPLEMENTARY BENEFITS ....................................................... 25
WORKMANS COMPENSATION ...................................................................................................... 25
401K PLAN ...................................................................................................................................... 25
TUITION REIMBURSEMENT ............................................................................................................ 25
APPENDIX - FORMS
HARASSMENT COMPLAINT FORM ................................................................................................. 26
HARASSMENT APPEAL FORM ......................................................................................................... 27
PROBLEM SOLVING FORM ............................................................................................................. 28
REQUEST FOR TIME OFF FORM ...................................................................................................... 29
LEAVE OF ABSENCE FORM.............................................................................................................. 30
WORKPLACE VIOLENCE COMPLAINT FORM ................................................................................... 31

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WORKPLACE VIOLENCE APPEAL FORM .......................................................................................... 32

SUBSTANCE ABUSE REASONABLE SUSPICION REPORT FORM ....................................................... 33
BENEFITS SUMMARY ...................................................................................................................... 34

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WELCOME LETTER
Dear Employee,
Welcome to Wilks Ranch! We are pleased to have you on our team. We recognize that our most
valuable asset is our employees. Your knowledge, dedication, and skills are vital to the continued
success of our ranching operations.
This Ranch Employee Handbook is intended to help you become better acquainted with the operation,
its policies and rules, as well as some of the privileges and benefits of your employment on the ranch.
We are hoping to give you an idea of what we expect from you, and what you can expect from the ranch
in return. Please make yourself familiar with the information that is covered in the Handbook. We hope
that you will use the policies and principles within as a guide in the performance of your duties. We
would ask that you also make your family aware of the Handbooks contents, as most of this is
important to them as well.
Please keep this Handbook for future reference. From time to time, changes may be necessary. When
this happens, you will be given revised pages to replace or add to your Handbook. We encourage you to
direct any questions you may have to your immediate Supervisor or to the Human Resources
representative for clarification. Being in compliance with these policies is considered a condition of your
continued employment with the ranch. The information contained in this Handbook is vital to your
continued success with our ranching operation.
We value and respect each of our employees and we believe that an investment in quality employees
will help make the Wilks Ranch a premiere ranching operation. Again, we are proud to have you as a
part of our operation.

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WILKS RANCH MISSION STATEMENT AND PHILOSOPHY

Mission Statement
Vision:
It is the goal of the Wilks Ranch to become a premiere legacy ranch known for its history and its
beauty, wildlife that calls the land home, and for the ability to raise the highest quality
commercial cattle possible. We want Wilks Ranch to be synonymous with quality and
excellence.
Mission:
In order to achieve our vision, we will work towards conserving and improving wildlife habitat,
while also developing hunting and recreational opportunities for the owners and their guests.
At the same time, the cattle operation will be a progressive enterprise, always striving to
improve on the past performance.
Philosophy:
To achieve our vision of becoming a premiere ranch, the Wilks Ranch seeks to attract and retain
honest, skilled, and dedicated employees who have chosen to make this place their home and
who are proud to work for the ranch. If our employees are successful, then Wilks Ranch will be
successful. We believe that the ranch will be built on hard work, and that the dedication and
commitment of our employees will move the ranch forward into the future.
Our core values require us to maintain absolute integrity in all that we do. We will demonstrate
respect for each other in our business and personal relationships and we will be good neighbors
to the community. We will carry ourselves with a quiet, confident pride that reflects the
culture of excellence we demand in our work, our cattle, our facilities, and the land. We should
never forget that we are privileged to work on such a beautiful and historic ranch. We want
Wilks Ranch to be a leader in land conservation and a leader in the ranching industry.

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EMPLOYMENT POLICIES
The Wilks Ranch Employee Handbook is not an employment contract, nor does it guarantee
employment for any determined amount of time. (Sections of this Handbook may be overridden by
written, individual employee contracts.)
A tremendous part of the success of the Wilks Ranch is dependent upon its most important asset: its
people. It is our goal to maintain a relationship of mutual trust and respect which will allow employees
to obtain personal satisfaction from their work, while contributing their skills and talents to the
continued success of our ranching operation.
The Wilks Ranchs policy is to:
1.

Select and hire the best qualified men and women without regard to race, creed, color, age,
sex, national origin, religion, or disability;

2. Provide wages, salaries, and employee benefits that are competitive with those provided for
similar positions in the local area and within the industry. We will regularly review area
wages, salaries, and benefits to insure our programs are competitive;
3. Promote from within by providing opportunities for qualified employees to fill open
positions whenever possible;
4. Provide safe working conditions by maintaining an orderly operation and developing and
adhering to policies and practices that insure the safety and health of our employees;
5. Encourage an individuals self-development by providing educational programs, training,
and other opportunities for skill development and advancement..
6. Recognize length of service as a factor in cases of promotion, layoff, recall, or other
qualifications being equal;
7. Be fair in the administration of our policies and practices;
8.

Keep employees informed by providing open communication of developments within the

operation which are of interest to employees; and

9. Encourage open discussion of all ideas, suggestions, problems, and matters of concern
among employees, supervisors, and managers.

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APPLICATION
The Wilks Ranch seeks the best qualified employees available. When being considered for a
position, applicants are evaluated on the basis of their skills, abilities, education, training,
and experience. All employees must complete an application or resume prior to beginning
employment. By signing the job application, the employee acknowledges that the
information is complete and truthful.
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 the 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.

PERSONAL INFORMATION
Your personnel record began with your application for employment. Various information
concerning yourself and your status as an employee is added to your file over time. All
employee information is regarded as confidential and careful consideration will be given to
ensure this confidentiality unless disclosure is required by law. Information in any
employees personnel file will not be released without written authorization from that
employee. It is the Companys policy to maintain personnel records for applicants,
employees, and former employees in order to document employment-related decisions and
to comply with government recordkeeping and reporting requirements.
We strive to balance our need to obtain, use, and retain employment information with each
individuals right to privacy and attempt to restrict the personnel information maintained to
that which is necessary for the conduct of our business or that which is required by federal,
state, or local law. All personnel files are the property of Wilks Ranch and are to be used
only by the management of Wilks Ranch in accordance with these policies and with the prior
approval of the Director of Human Resources. (Only management personnel who have a
legitimate reason to view employee records are allowed to do so.)
Employees who wish to review their own file should make a request in writing to Human
Resources. At the discretion of Wilks Ranch and with reasonable advance notice, the
employee may review his/her personnel file in the Wilks Ranch office. A reasonable charge,
not to exceed the actual cost to Wilks Ranch will be assessed for any copies of records that
employees make. If employees feel that any file material is incomplete or inaccurate,
employees may submit a written request to the Human Resource Director that the files be
revised accordingly. If such a request is not granted, employees may place a written
statement of disagreement in the file and pursue the matter further using the regular
problem-solving procedure set forth herein.

ADDRESS CHANGES/PERSONAL STATUS CHANGE

It is important that the Wilks Ranch has your current personal information at all times.
Report any changes immediately to your Supervisor. This is important for several reasons,
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such as reaching you or your family in the event of an emergency, or mailing important
documents to you, such as the W-2 tax forms at the end of the year.
Your Supervisor should be notified immediately of any changes in the following:
1. Full name, address or telephone number.
2. Emergency contact information.
3. Family status changes with regard to tax withholding such as a change in marital status
and/or number of dependents. For employee benefits, qualifying events include:
marriage, birth, divorce, adoption, death. These changes must be reported within
thirty-one days of the change.
4. Beneficiary for company paid life insurance benefits.
5. Income tax withholding status.
6. Driving license/record changes.

BACKGROUND CHECK
The Wilks Ranch performs a background check, including criminal history and reference checks, based
on the information the employee provides in the application process. This confirms that the individuals
who join the company are qualified, have a strong potential to successfully fulfill the requirements of
the job, and have honestly presented their background and qualifications as set forth in their
employment application. To assure confidentiality of all applicant information obtained during a
background check, Human Resources coordinates the background checking process. All applicants are
required to complete a Background Check form and any applicant who refuses to consent to a
background check will be refused employment.
While getting hired is contingent upon a favorable background check, having a criminal history or
conviction does not necessarily mean you will not be offered a job with the ranch. The nature of the
offense and relevance to the particular job to be performed are considered on a case-by-case basis.
Considerations also include the nature of the position involved and the implications of the history for
general safety and security of the company and our employees, property, customers, contractors, and
the general public.
Any applicant or current employee applying for a new position who provides misleading, erroneous,
false or deceptive information will be immediately eliminated from further consideration for
employment, transfer or promotion, or subject to disciplinary action up to, and including immediate
termination.

EQUAL EMPLOYMENT OPPORTUNITY

The Wilks Ranch is an equal opportunity employer. We are committed to providing employment
opportunities based on an applicants demonstrated ability, qualifications, and competency, with regard
to that applicants race, color, religion, gender, age, national origin, citizenship, disability, or veteran
status.

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TERMS OF EMPLOYMENT
The company believes that employment is a relationship that you enter into voluntarily and exists as
long as the company and the employee each determine it is in their best interest. Both the Wilks Ranch
and the employee are free to terminate their employment relationship at any time, as defined by the
firms employment policies, except as provided in any written employment contracts between the Wilks
Ranch and a particular employee. In accepting employment, the employee understands that it is the
expressed policy of the Wilks Ranch to deal fairly with all employees. An employees continued
employment with Wilks Ranch is entirely subject to the discretion and best judgment of the Wilks Ranch
management and ownership.
For those ranches in Idaho, Oregon, and Texas, those states are considered at-will employment states.
At-will employment basically means that employers can fire employees for any reason at all, at will.
Unlike most states in the U.S., Montana is not an at-will employment state. In its place, Montana does
have a Wrongful Discharge from Employment Act. MCA 39-2-901 states a discharge is wrongful only
if:
1. It was in retaliation for the employees refusal to violate public policy or for reporting a
violation of public policy.
2. The discharge was not for good cause and the employee had completed the employers
probationary period of employment; or
3. The employer violated the express provisions of his own written personnel policy.
The only time Montana employers can practice At Will Employment in Montana is during an
employees probationary period.

PROBATIONARY PERIOD
All newly hired employees, and employees who have transferred or been promoted into a new position
at the ranch, are subject to a 90 day introductory period. The ranch reserves the right to extend a
persons introductory period or to terminate an employee at any time and for any reason during the
employees introductory period.
The purpose of the introductory period is to assure that the employee is qualified and competent for the
job. It gives the employees time to learn the job and to become familiar with the Wilks Ranch. This is an
opportunity for you to experience the job, to adjust to the required standards and expectations, if
needed, and to decide if you would like to continue employment at the ranch. It also provides the
employees Supervisor with the opportunity to assist with training and to evaluate the employees
performance, attitude, ability to work with co-workers, attendance, dependability, and other factors
that make a good and valuable employee.
An employee may resign without notice at any time, during, or at the end of the probationary period.
The employee may be terminated without notice at any time, during, or at the end of the probationary
period for misconduct, willful failure to meet the standards and expectations required for the position,

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or when it is apparent to the Supervisor that the employee lacks the skills, ability, or motivation
necessary for successful job performance.
The successful completion of the introductory period does not imply a contractual relationship nor does
it guarantee continued employment at the company. A written evaluation and/or conference may be
conducted after this probationary period.

WORK ENVIRONMENT
The Wilks Ranch will not tolerate harassment or discrimination in the workplace or in employment
decisions, including those based on race, color, religion, gender, age, nationality, disability, veteran
status, or other protected class status, by, or to any employee, guest, or visitor. It is the goal of the
Wilks Ranch to provide a work environment that is free of tensions involving matters which do not
relate to the operation of the ranch. The Wilks Ranch strongly disapproves of any form of harassment
including, but not limited to, ethnic, religious, or sexual harassment involving any of its employees. This
type of conduct interferes with work performance and creates an uncomfortable work environment.
Actions or remarks involving ethnic or religious animosity, or conduct of a sexual nature, will not be
tolerated.
Employees, without fear of reprisal, have a duty to bring any form of harassment to his/her Supervisors
attention. If the complaint involves a Supervisor, employees are asked to report their complaint to
another Supervisor or to a Human Resources representative. Complaints concerning harassment will be
investigated by the Wilks Ranch promptly and in a confidential manner, and the results will be reviewed
with the people involved. Ranch policy prohibits retaliation against any person who brings an
accusation of discrimination or sexual harassment or who assists with the investigation or resolution of
sexual harassment. Notwithstanding this provision, Wilks Ranch may discipline an employee who has
been determined to have brought an accusation of harassment or sexual harassment in bad faith.
A Harassment Complaint form can be found in the back of the handbook on page 22 and a
Harassment Appeal form can be found in the back of the handbook on page 23.

OPEN DOOR POLICY AND PROBLEM SOLVING

The Wilks Ranch recognizes the right of employees to express their grievances and to seek a solution to
disagreements arising from working relationships, working conditions, employment practices, or
differences in interpretation of policy which might arise between the Wilks Ranch and its employees.
The employees Supervisor is best equipped to handle most problems and concerns and should be
contacted first. However, if employees and the employees Supervisor are unable to reach a solution,
then employees are encouraged to use this Problem Solving Procedure, which allows for review of the
matter by higher levels of management.
Participation in the Problem Solving Procedure shall not reflect unfavorably on the employees status.
The employee must take the following steps in the order in which they appear below and use the
Problem Solving form included in the back of the handbook on page 24.

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Step One: Discuss; the employee must first discuss a concern with their immediate Supervisor within 3
days.
Step Two: Meet or conference; if not resolved with Step One, the employee can request a meeting or
conference with a Human Resources Representative to try and resolve the issue in a mutually
satisfactory way.
Step Three: Written request; if not resolved with Step Two, the employee can submit a written request
for review to Human Resources who will present to the Problem-Solving Committee (Supervisor,
Department Head, Division Head and Executive).

ANNUAL PERFORMANCE REVIEW

All new employees will have a written evaluation after 90 days; thereafter an annual evaluation. All
existing employees will be evaluated once a year based on their hire date. A performance review will be
conducted by the immediate Supervisor, in writing, and at their request, the employees will have the
opportunity to go over the evaluations with their Supervisor in person.

RAISES/BONUSES
All full-time employees are eligible to be considered for a wage increase from time to time. Increases are
based solely on outstanding job performance, as determined by the employees Supervisor. Raises and
bonuses are approved solely at the discretion of ownership; no employee is guaranteed an increase, nor
should they be expected.

PROMOTIONS
The Wilks Ranch follows, as much as it reasonably can, a policy of promoting from within. We seek to
select the best qualified people to fill open positions. In order to be considered for a promotion, you
must have a sustained track record of excellent performance in your current position. This, however,
does not guarantee a promotion. Promotions are awarded at the discretion of ownership and/or
management.

WORK HOURS
Employees of the ranch operate under different work hours and conditions. At the time of your
interview and/or hire, your Supervisor will describe a typical work day and work week to you. Your
Supervisor will also explain conditions under which you may be asked to work longer hours, such as
during periods of haying or calving. We all need to understand that work on a ranch is not a 9 5 job,
and at certain times of the year, you will be asked to work long hours. We will try our best to
accommodate you during slack times of the year in order to make this arrangement fair to everyone.

REGULARLY SCHEDULED DAYS OFF

Just like work hours, days off vary among employees. Time off is scheduled, as much as possible, on
Saturdays and Sundays. However, employees need to remember that livestock and land resources dont
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follow calendars or clocks. If a problem develops on the ranch, everyone is expected to work as long as
necessary until the problem is resolved. Your Supervisor can advise you on what you can expect for
time off each week. If your Supervisor approves it in advance, you may trade days off with another
employee.

PAID/UNPAID TIME OFF

Paid Time Off may not be taken during the first 12 months of employment. Paid Time Off is accrued
throughout the year by full-time employees and it may be used for vacations, sick leave, or other
absences from work.
When asking for Paid Time Off, please submit a Request for Time Off form 2 weeks prior to the
day/days that you are requesting, to your Supervisor so that reasonable accommodations might be
made. The accommodation, however, cannot exert undue hardship on other employees, violate safety
or other employment policies and procedures, or create a financial hardship or undue burden on the
ranch. If reasonable accommodation is not possible, the employee requesting such accommodation
shall be expected to assume his/her duties as scheduled.
There is not a set number of personal days or sick days available to employees, We recognize that
sometimes you need to take care of personal business during working hours, or that you may not be
feeling up to working due to illness or health issues. We will try to accommodate you within reason.
However, it is your responsibility to let your Supervisor know when you are sick or when you need time
off from work for personal reasons. If you havent worked on the ranch long enough to earn Paid Time
Off, or if you choose not to use you Paid Time Off to cover days of work missed for health issues or
personal reasons, you will need to submit a Request for Time Off (Unpaid) form to your Supervisor for
approval.
A Request for Time Off form is available from your Supervisor or is included at the back of the
Handbook on page 25.

LEAVE OF ABSENCE
An extended Leave of Absence may be granted to an employee of the Wilks Ranch at the discretion of
your Supervisor. This may be related to a Military Leave, a Medical Leave, a Family Medical Leave, or a
Personal Leave. Your Human Resources Representative can give you more information on the ranchs
Leave of Absence Policy.
A Request for Leave of Absence form is included at the back of the Handbook on page 26.

BREAVEMENT LEAVE
In the event of the death in an employees immediate family, the employee will be granted three days
leave without loss of pay or vacation. Funeral leave is meant to provide you with time to attend the
funeral of a member of your immediate family and to handle related personal affairs without disrupting
income Immediate family members are defined as: husband/wife, parent, grandparent, brother, sister,
child, grandchild, step parent, or in- laws.

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Any additional days required must be charged to accrued Paid Time Off or taken as Unpaid Time Off.

TIME SHEETS/RECORD KEEPING

If non-exempt employee, your Supervisor will advise you on what he/she requires from you in terms of
time sheets and/or record keeping. In most cases, you will be required to keep a detailed time sheet
filled out on a daily basis which will be submitted to your Supervisor at the end of the work week.
Supervisors are responsible for verifying the accuracy of your time sheet.

PAY PERIODS
Pay periods are bi-weekly. All employees will receive their checks via direct deposit to the bank account
provided by the employee by 5:00 p.m. on the Friday following the end of the pay period. In the event
that a regularly scheduled payday falls on a holiday, employees will receive their pay on the last business
day prior to the holiday.
The employees pay confirmation will be emailed or mailed to the employees address on file when the
direct deposits are made and will include a detailed statement showing the hours or time periods for the
specific pay period, total earnings, deductions required by law, other deductions employees authorize
and the employees net earnings.
It is the employees responsibility to review the hours paid, amounts paid, and deductions for accuracy
each pay period, and to report any discrepancies to the Payroll Department within three working days
after employees receive the pay confirmation. Otherwise, the employees paycheck will be presumed to
be accurate.
Any direct deposits not received according to schedule should be immediately reported to your
Supervisor or the Human Resources Representative.

PAYROLL ADVANCES AND LOANS

Company policy does not allow payroll advances or loans to employees. Employees are encouraged to
prepare for financial emergencies.

INJURIES
All work-related injuries or illnesses must immediately be reported to the employees Supervisor. If an
employee needs any medical attention, drug testing will be conducted. Falsely reporting a claim,
fraudulently providing information related to a claim or failure to report an injury may lead to
disciplinary action up to, and including termination of employment, and may also result in a denial of an
employees claim.
It is the policy of the Wilks Ranch not to discriminate or retaliate against any employee who sustains,
reports, or claims an on-the-job injury, or who seeks workers compensation benefits for an on-the-job
injury. However, the Wilks Ranch reserves the right to investigate any such alleged on-the-job injuries
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or claims, to challenge or contest same if our investigation reveals that the incident did not occur as
claimed or the injury was not sustained as alleged, or to oppose an employees claim of entitlement to
workers compensation benefits. If any employee believes that he/she has been subjected to any
retaliation or discrimination in violation of this policy, it should be immediately reported in writing to
your Human Resources Representative.

SEPARATION STATUS/TERMINATION
Employees who end their employment in good standing may be considered re-hirable and eligible to
reapply for employment at the discretion of the Wilks Ranch. When former employees apply to be
rehired, they will be evaluated on the same basis as other applicants.
Special consideration will be given to past job performance and the circumstances surrounding the
separation from previous employment with the Company. Any employee who is removed from the
payroll and rehires with the Wilks Ranch will begin a new date of hire for purposes of benefits eligibility.
You will be considered ineligible for rehire if you walk off the job, leave without notice, or if you are
terminated for violating any of the Wilks Ranch policies.
All company-issued equipment (including cell phones, computers, vehicles, iPad, keys, and tools) must
be returned in good working condition prior to a final paycheck being issued. The cost of replacing lost
or damaged company property may be deducted from you final paycheck.
If resigning their employment, employees need to give their Supervisor two weeks notice prior to
his/her last day of work.

CHANGES IN POLICY
This handbook, in conjunction with the Wilks Brothers Employee Handbook, supersedes all previous
employee manuals, policies and memos that may have been issued from time to time on subjects
covered in this Handbook. Since our business is subject to continued change, we reserve the right to
interpret, change, suspend, cancel, or dispute with or without notice at our sole discretion any part or all
of our policies, procedures, and benefits at any time. We will notify all employees of changes. Changes
will be effective on the dates determined by the Company, and after those dates, all superseded policies
will be void.
No oral statements or representations can change the contents of this manual.
Employees will be provided with replacement pages for this Employee Handbook when written changes
to the ranch policy occurs.

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GENERAL STANDARDS OF CONDUCT

On the Wilks Ranch, as in any group with a common interest, some basic rules are necessary for the
efficient operation of the ranch. Employees are expected to observe common sense rules of honesty,
good conduct, general job interest, safe practices, and adhere to generally accepted customs of good
taste in our relations with each other.
In order to insure that you know what is expected of you while you are employed on the Wilks Ranch,
we have outlined some basic work rules and standards of conduct that you will be asked to follow while
employed by the ranch.

DRESS AND GROOMING STANDARDS

We strongly believe that professional appearance is important and that it reflects in an employees work
performance. It is expected that employees will dress in a safe and prudent way for the job that they
are performing. Clothing and personal standards, such as hair length, must reflect this standard.
Inappropriate dress, as determined by your Supervisor, will be addressed directly with the employee
and the employee should take immediate action to correct and maintain appropriate dress. Repeat
infractions may be subject to disciplinary action. Your Supervisor can give further guidance on this
subject, as needed.

PERSONAL CONDUCT
Likewise, employees are asked to conduct themselves in a professional manner, both on the ranch and
in public. Please remember that you are a representative of the Wilks Ranch, and we ask that you carry
yourself in a manner that reflects well upon the ranch.

ATTENDANCE, ABSENTEEISM, TARDINESS

Attendance and punctuality are important to the Wilks Ranch and to the efficiency of the operation.
When an employee does not report to work as scheduled, or work their shift as scheduled, it becomes
difficult for the ranch to operate properly and it creates an unfair burden on fellow employees. While
circumstances may sometimes arise beyond the employees control that may cause employees to be
absent or tardy from all or part of an assigned shift, unauthorized absences or episodes of tardiness are
not condoned and may result in disciplinary action. We have developed the following guidelines
regarding attendance:
1.

Employees should provide not less than two hours notice before their start time for the
day and on each day after directly to their Supervisor when they expect to be absent or
tardy. Absences of more than two days due to illness or injury will require a doctors note.
Employees who fail to report without notice may be subject to disciplinary action.
2. Employees who become ill or suffer an injury while at work, except in emergency
circumstances, or who have another reason for leaving their work during working hours,
shall notify and obtain permission from their Supervisor before leaving work.

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3. Appointments should be scheduled so that there is minimal disruption to the work areas.
For regularly scheduled appointments, employees are to give the Supervisor as much notice
of the upcoming appointment as possible.

JOB ABANDONMENT
An employee who is absent from work, or who fails to contact their Supervisor for three consecutive
working days without prior approval, will be considered to have resigned voluntarily from their position
with the Wilks Ranch, unless the employee can later demonstrate circumstances beyond his/her control
that made it impossible for him/her to contact the Supervisor.

WORKPLACE VIOLENCE
The Wilks Ranch has a policy of zero tolerance for violence. If you engage in any violence in the
workplace, or threaten violence in the workplace, your employment will be terminated immediately for
cause. No talk of violence or joking about violence will be tolerated. Violence includes physically
harming another, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, and
threatening or talking of engaging in those activities., It is the intent of this policy to ensure that
everyone associated with this business, including employees and customers, never feels threatened by
any employees actions or conduct.
A Workplace Violence Complaint form is included in the Handbook on page 27.
A Workplace Violence Appeal form is included in the Handbook on page 28.

SMOKING
Smoking is not permitted in any of the work vehicles, machinery, housing, or common areas, such as the
barns or shops. Employees found smoking in unauthorized areas will be subject to discipline.

ALCOHOL AND DRUG USE

In order to provide all of our employees with a safe, healthy, and secure work place, the Wilks Ranch has
adopted a detailed Substance Abuse and Testing policy regarding drug and alcohol use and abuse.
Reporting to work in an intoxicated/drugged condition or possessing any alcoholic beverages or illegal
drugs while on ranch premises will result in disciplinary action, up to, and including termination. The
Wilks Ranch expects and requires all employees to report to work in, and maintain at all times while at
work, an unimpaired and alert physical and mental condition.
The Substance Abuse and Testing Policy states:
1. You cannot show up to work under the influence of alcohol or drugs.
2. You cannot be in possession of alcohol or drugs while at work or during working hours.
3. Recreational use of illegal drugs or prescription drugs will not be tolerated.

Page 17 of 35

4. If you are injured, you injure someone else, have a vehicle accident, or damage property
while on the ranch, you will be asked to submit to a drug and/or alcohol test.
5. If your Supervisor reasonably suspects that you are under the influence of drugs and/or
alcohol, you will be asked to submit to a test for drugs and/or alcohol.
Upon being hired, all applicants must complete a Drug and Alcohol Testing Consent and Release form.
Refusal to submit to a drug/alcohol test is grounds for termination.
A Substance Abuse Reasonable Suspicion Report form is included in the Handbook on page 29.

WORK VEHICLES/DRIVING
Some employees are assigned a work vehicle and/or machinery. Employees with issued work vehicles
are expected to:
1.
2.

3.
4.
5.
6.

Keep the vehicle in good, working and safe operating conditions at all times. Report all
malfunctions and maintenance needs to your Supervisor and/or the ranch mechanic.
Keep the vehicle and machinery clean inside and out. Repeat infractions will result in your
vehicle being taken away from you or other disciplinary action, up to and including
termination.
Have a valid drivers license and operate the vehicle in a safe manner. Notify your
Supervisor if there is any change in your driving record/license.
Be responsible for any fines if the vehicle is operated illegally.
Operate the vehicle for business purposes only.
Report any accident or damage to vehicle to your Supervisor when it occurs, or as soon as is
reasonably possible. Certain written reports may be necessary for insurance purposes.

Please remember that your work vehicle projects a visual image to the public. It is important that your
vehicle looks good and is operated in a responsible manner.

USE OF RANCH ROADS

Private ranch roads are intended to be used for business-related ranch work. Employees may not use
ranch roads for personal use during hunting season (September 1 December 1), when the owners
and/or their guests are on the ranch, or at other times as determined by the ranch managers.

FIREARMS
Firearms are allowed in work vehicles only for the purpose of predator control or for euthanizing an
animal. Please remember to be a responsible gun owner at all times. Keep your gun unloaded until you
are ready to use it and store it securely to prevent unauthorized use by others.

Page 18 of 35

HUNTING
There will be no hunting allowed on the ranch while the owners or their family and/or guests are on the
ranch. Hunting will be allowed on certain species of game animals/predators with the approval of the
General Manager and hunters must be accompanied by a guide, as determined by the General Manager.
You are responsible for having all of the necessary permits/licenses needed for hunting.
Anyone found hunting without a guide or without permission from the General Manager will be
terminated immediately.
Hunting on ranch property will be allowed on a limited basis, according to the following guidelines:
1.
2.
3.

4.
5.

6.

ANTELOPE: with permission from the General Manager, while accompanied by an

approved guide, one antelope, per employee.
BEAR: NO HUNTING/OFF LIMITS
COYOTES: may be shot in the normal course of your duties (i.e. if you run across one while
working, especially during calving) but you will not be allowed to call or actively hunt
coyotes during work hours.
DEER: NO HUNTING/OFF LIMITS for white-tails or mule deer.
ELK: with permission from the General Manager, while accompanied by an approved guide,
one cow or bull elk per employee. If you apply for a bull permit and successfully draw one,
you will be accompanied by an approved guide, who will select/approve a cow bull for you
to harvest. NO TROPHY BULL HUNTING WILL BE ALLOWED.
BEAVER TRAPPING: No trapping by employees. All trapping will be done by appointed
trappers.

SHOOTING VARMITS
Employees may shoot prairie dogs on their days off or after work hours, as long as the owners and their
family and/or guests are not on the ranch.

FISHING
Employees may fish in streams, creeks and reservoirs, as long as the owners and their family and/or
guest are not present. Fishing is catch-and-release only and barbless hooks are required.

RECREATING
Employees are allowed to recreate on the ranch (i.e. picnic, hike, cross country ski) but personal use of
ranch-owned recreational vehicles (ATVs, Razors, Rangers) is strictly prohibited. Employees are not to
recreate on the ranch when the owners and/or their guests are present. Ranch 4-wheelers are not to be
used for recreation.

SHED HUNTING /ANTLER COLLECTION

Page 19 of 35

Shed antlers and skulls are the property of the Wilks Ranch. Any antlers that are gathered should be
brought to a secure area, such as a barn or shop for collection by the General Manager or his
representative.

OUTSIDE EMPLOYMENT
Employees are discouraged from holding employment outside of the ranch. Outside employment is
acceptable as long as it does not:
1. Interfere with the employees responsibilities to the Wilks Ranch (job performance,
availability for scheduled work days, etc.)
2. Conflict in any way with the mission, goals, and well-being of Wilks Ranch; or
3. Cause or contribute to a negative public image of the Wilks Ranch.
Employees of the Wilks Ranch may not use company owned property or equipment in the course of
other employment for outside income.

PHONE USE
Some employees are provided with ranch issued cell phones. These phones are to be used for business
purposes only. Your Supervisor can give you details about what days/hours ranch issued cell phones may
be used for long-distance calls, so as to not incur roaming charges or long distance bills. Personal cell
phone use during work hours is to be kept at a minimum, so as to not interfere with your work.

SAFETY AND HOUSEKEEPING

In order to maintain a safe workplace, you are encouraged to report unsafe conditions or work hazards
to your Supervisor. Of course, certain hazards exist by the nature of our business and employees must
use good judgment and common sense in dealing with these hazards.
Employees are expected to help maintain a clean and orderly workplace, whether it is a work vehicle,
house, barn, shop, or other facility. This is necessary to ensure the health and safety of employees,
animals, and equipment. Employees are not to use ranch dumps. Garbage dumpsters are provided for
waste disposal. Also, employees should get prior approval from their Supervisor before burning any
wood, debris, or other waste.
Maintenance of high safety standards requires the participation of every employee. The following
safety rules are meant as guides in an effort to prevent injury to employees, as well as damage to
buildings, equipment, and animals. The list is certainly not complete.
1.
2.
3.
4.
5.
6.

Observe and practice safety procedures established for the job/equipment you are using.
Do not wear loose clothing or jewelry around machinery.
Where required, wear protective equipment such as safety glass, dust masks, etc.
Observe smoking regulations.
Do not block access to fire exits and/or fire extinguishers.
You must not operate machinery/equipment until you have been properly instructed and
authorized to do so by your Supervisor.
7. Keep equipment, tools, materials, and work areas clean and orderly.
8. Be sure all machine guards and protective devices are in place and working.
Page 20 of 35

9. All vehicle operators, will conform to state, local, and DOT regulations.
If you have any concerns for your own safety or the safety of others, please bring them to the attention
of your Supervisor.

VISITORS/GUESTS
Visitors and guests will not be allowed at Wilks Ranch facilities unless prior approval is given by your
Supervisor.
Employees are held accountable for the actions of their personal visitors and guests, and any disruption
or problems such visitors may cause to work activities, ranch operations, or other employees.
The employee is responsible for his/her guests actions, safety, and well-being. It is the sole
responsibility of the employee to see that his/her guests follow all of the ranchs rules and policies.
Non-adherence to any portion of this policy will result in disciplinary action up to and including
termination of employment.

NON-DISCLOSURE OF RANCH ACTIVITY

At no time should an employee give out information about the Wilks Ranch or any matter pertaining to
ranch-related business. What happens on the ranch should stay on the ranch.

OTHER INFRACTIONS
In addition to the above standards of conduct, disciplinary action, up to and including termination, will
be taken for the following infractions:
1. Falsifying time sheets, personnel records, production records, or any other company records.
2. Refusal to perform assigned duties relating to work on the ranch.
3. Insubordination, or a willful and deliberate refusal to follow a valid and reasonable order or
assignment by your Supervisor.
4. Theft from Wilks Ranch, fellow employees, or associates of the ranch. This includes using ranch
fuel in personal vehicles without authorization from your Supervisor.
5. Deliberately damaging or attempting to damage ranch property or property of other employees.
6. Fighting on ranch premises.
7. Violation of safety practices that might cause serious injury or death to self or others.
8. Gross negligence which results or could result in serious injury to another employee or to ranch
property.
9. Refusal to leave the Wilks Ranch premises upon the request of any authorized representative of
the ranch.
10. The unauthorized leaving of the work site during working hours.
11. Willful waste of materials or supplies.
12. Speeding or reckless driving on ranch property or in ranch vehicles.
13. Reporting late to work.
14. Unreported absences or absence without justifiable cause.

Page 21 of 35

15. Using abusive language toward a Supervisor, fellow employee, or other representative of the
ranch.
16. Physical or verbal abuse of animals, visitors, or other employees.
17. Willful neglect or mismanagement of animals.
18. Failure to report an injury or accident.
19. Inefficiency or lack of application to job.
20. Sleeping on the job.
21. Removal of Wilks Ranch property, parts, or materials without permission.
22. Unauthorized operation of machinery/equipment.
23. Unauthorized or inappropriate release of information.
These rules are not all-inclusive, but they represent the types of unacceptable behavior which may
cause or result in disciplinary action.

DISCIPLINARY ACTION
Our rules and regulations are all easily understood and they are essential for the efficient and orderly
operation of the ranch. Occasionally, Wilks Ranch finds it necessary to take disciplinary action against an
employee for violating a rule, regulation, or policy. The type of disciplinary action taken is dependent
upon the severity and frequency of the infraction.
Disciplinary action usually occurs in a progressive sequence: verbal warning, written warning, final
written warning, and termination. It is not necessary for all steps to be followed. Discipline may begin
at any step including termination depending on the seriousness of the offense. The types of
disciplinary action are:
1.

VERBAL WARNING:
A verbal warning is given by a Supervisor in cases where violations are minor in nature. If
the employee does not correct the situation within a reasonable time, the Supervisor should
move on to the next step.

2.

WRITTEN WARNING:
A written warning is a formal warning given after the repetition of an infraction where a
verbal warning has been given or for any offense constituting misconduct of a serious
enough nature to use this step for the first offense. It should include a caution to the
employee that a repetition of the offense or the continuation of an unsatisfactory condition
will result in further disciplinary action, up to, and including termination.
The Supervisor should complete a Disciplinary Notice. The expectation is that an
employee would first be given a First Written Notice which details the problem and the
steps the employee needs to take to correct the problem. If the problem is not solved, this
notice would be followed by a Final Written Notice. Depending upon the severity of the
problem, an employee may receive a Final Written Notice first. A Final Written Notice
requires that Termination be indicated as the next step in the process.
A Disciplinary Notice asks for signatures from both the employee and the Supervisor.
Should the employee refuse to sign, it should be so indicated where the signature would
Page 22 of 35

normally be placed. A copy of the Disciplinary Notice will be given to the employee and
another copy will be retained by the Human Resources Supervisor.
3.

TERMINATION
An employee may be involuntarily terminated for repeating an offense or condition, or
depending on the severity of the offense, they may be terminated immediately. The
Supervisor will complete a Termination Notice and this form should be signed by both the
employee and the Supervisor. A copy of the form must be provided to the employee.

BENEFITS
Benefits are a large part of your total compensation. Wilks Ranch strives to provide you with a benefit
package that is competitive with, or better than others within the industry and the community, and one
that meets the needs of a majority of the ranch employees. The benefits summary is included on page
30 and is aimed at detailing benefits that are specific to employees of the ranch.

HOUSING
Some full-time, salaried ranch employees are provided with housing as a part of their benefits package,
but housing is not guaranteed. Employees who are provided housing will also be provided with utilities,
including electricity, heat (propane or electric), garbage pickup, and local telephone service. If you are
provided with housing, it is your responsibility to keep your house and yard clean, grass mowed, and in
good condition. Employees will be provided with basic maintenance items, such as furnace filter, water
filter, and water softener pellets.
The ranch is not responsible for the loss or theft of any personal items kept in ranch housing or
buildings. If a horse barn burns down and you lose your tack and saddles in the fire, the ranch will not
pay to replace those items. Employees are encouraged to obtain renters insurance to cover the loss of
personal items.
Yearly home inspections will be conducted on all ranch housing. Employees will be given a 24 hour
notice prior to these inspections. These inspections will help evaluate maintenance issues, or when
conditions and/or suspicions deem necessary, further inspections.
Employees are asked to inform their Supervisors of any housing maintenance issues. Generally, on small
projects, the ranch will supply materials on the understanding that the employee will do the labor. On
larger issues, your Supervisor will need to get projects approved before any work is done. Employees
are welcome to paint interiors/exteriors of housing, but paint colors must be approved before any work
is done.
Employees who have housing that is heated with wood heat may use ranch chainsaws and work vehicles
to cut firewood after work or on their days off. The ranch will provide yearly maintenance of chimneys
and/or wood burning stoves/fireplaces.
Employees will be allowed one cat and or one dog as inside pets. Dogs will be limited to four total, per
household.

Page 23 of 35

WORK VEHICLE
Some employees are provided with work vehicles. It is your responsibility to maintain your vehicle in
good condition and keep it clean, inside and out. Anything other than basic maintenance should be
performed by the ranch mechanic. Ranch vehicles are not to be used for personal use.

BEEF
As a benefit of employment, after working on the ranch for one year, some employees are eligible to
receive one beef. The ranch will provide grain for the feeding of these beef for the first 30 days. Any
further feeding costs and processing fees are the responsibility of the employee. Typically, beef will be
available once a year, in early fall.

HORSES
Most full-time ranch employees are eligible to bring up to four personal horses to the ranch. Three of
these horses should be working ranch horses, and one can be a family/childs horse. The ranch will
provide feed, basic vaccinations, and de-wormer for these horses. The ranch will also provide farrier
services as long as the horses are used for ranch work. Upon prior approval by a Supervisor, the ranch
will cover veterinary bills, up to $1000.00 per horse/per year. Any employee with more than four horses
will need to reimburse the ranch for hay costs to feed the extra horses.

OTHER LIVESTOCK
Wilks Ranch encourages our employees family members to participate in 4-H. A maximum of 2 calves
or 4 sheep/goats may be raised and cared for each year, per child. Numbers of smaller animal projects,
such as rabbits, chickens, etc., will be dealt with on an individual basis. 4-H projects should have a set
time limit (i.e. raised market animals sold at the fair in the fall), or employees should submit a short
written plan to their Supervisor for what their 4-H project entails and when the animals will leave the
ranch.

DOGS
As noted earlier, employees will be allowed up to four dogs per family. Only one dog will be allowed
inside houses. Dogs are not allowed inside ranch vehicles or buildings (barns/shop). For the safety of
the animal, the ranch encourages employees to tie their dogs with short leashes while dogs are riding on
the beds of trucks. Dogs are not to be brought near cows during calving time, or when working cattle
with other employees. At a Supervisors discretion, an employee may bring a working ranch dog along
with them.

Page 24 of 35

If an employees dog is seen chasing or harassing wildlife and/or livestock, the employee will be given a
written warning. Second offenses will result in the eviction of the dog and possible termination of the
employee.

PAID TIME OFF

Paid Time Off will not begin to accrue until after completing twelve months (1 year) of continuous
employment. After one year of employment, you will be eligible to accrue 40 hours of PTO time per
year; after five years of employment, you will be eligible to accrue 80 hours PTO per year. Accrued PTO
hours will roll over on the employees anniversary date, not to exceed one year of accrued hours.

HOLIDAYS
Ownership will determine the observed holidays. Generally, the following holidays are observed: New
Years Day, Memorial Day, Independence Day (July 4th), Labor Day, Thanksgiving Day, and Christmas Day.

OTHER BENEFITS
MEDICAL, VISION, DENTAL, AND SUPPLEMENTARY BENEFITS
Your Human Resources Supervisor will be able to provide you with the details of the ranchs insurance
benefits. Most full-time employees will be offered access to medical, dental, and vision plans, term life
insurance, accidental death and dismemberment coverage, and disability.

WORKMANS COMPENSATION
Wilks Ranch provides workers compensation insurance to cover its employees for work related injuries.
The benefits and terms of the policy are governed by state law and may cover physician, drug and
hospital bills for any injuries and occupational diseases that are directly related to the employees
employment, and may also provide weekly indemnity benefits. Your Human Resources Supervisor can
give you more information on the ranchs Workmans Compensation insurance coverage.

401 KPLAN
Eligible employees may enroll in the companys 401K Retirement Savings Plan. The company matches
100% of the employees contribution up to 4% of the employees pay. See your Human Resources
Supervisor for more details on this plan.

TUITION REIMBURSEMENT
Employees are encouraged to improve their working skills through outside courses of study. For more
details on the tuition reimbursement program, please contact the Human Resources Director at 817
850-3600.

Page 25 of 35

HARASSMENT COMPLAINT FORM

Name: _______________________________________________________________________
Position: _____________________________________________________________________
Immediate Supervisor: ________________________________________________________
1. Describe all incidents of harassment that are the basis of this complaint (including dates and times):
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
2. Identify, by name, each person responsible for the harassment identified in Part 1.
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
3. List any witnesses to the harassment described in Part 1.
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
4. Where did the harassment described in Part 1 take place?
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________

Employee Signature: _________________________________

Date: ______________________________________
YOU MAY CONTINUE YOUR ANSWERS ON A CONTINUATION SHEET. BE SURE TO INCLUDE
ANY CONTINUATION SHEETS WHEN YOU MAIL THIS REPORT.
THIS FORM IS TO BE HAND-CARRIED OR SENT BY REGULAR MAIL TO THE ADDRESS BELOW.
DO NOT EMAIL OR FAX THIS FORM.
To:
Address:

Human Resources Department

17010 IH 20
Cisco, Texas 76437

Page 26 of 35

HARASSMENT APPEAL FO RM
Name: _______________________________________________________________________
Position: _____________________________________________________________________
Immediate Supervisor: ________________________________________________________
1. Date of original complaint submitted to Human Resources Department:
______________________________________________________________________________
2. Date Employee received response from Human Resources Department concerning results of
investigation and corrective action taken, if any:
______________________________________________________________________________
3. Reason(s) Employee disagrees with results of investigation and/or corrective actions taken:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. Employees requested corrective action, further investigation or other action by the Company:
___________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
Employee Signature: ______________________________________
Date: ______________________________________
YOU MAY CONTINUE YOUR ANSWERS ON A CONTINUATION SHEET. BE SURE TO INCLUDE
ANY CONTINUATION SHEETS WHEN YOU MAIL THIS REPORT.
THIS FORM IS TO BE HAND-CARRIED OR SENT BY REGULAR MAIL TO THE ADDRESS BELOW.
DO NOT EMAIL OR FAX THIS FORM.
To:
Address:

Human Resources Department

17010 IH 20
Cisco, Texas 76437

Page 27 of 35

PROBLEM SOLVING FORM

Nature of problem, complaint or concern:

Solution desired by the employee:

Solution offered by Supervisor:

Accepted by employee

Date: ________________

Rejected by employee

Employee name: ______________________________________________________________

Current date: ______________________ Date problem occurred: ____________________
Required signatures:
Employee: __________________________________ Date submitted: _________________
Immediate Supervisor: ___________________________ Date received: ______________

Page 28 of 35

Page 29 of 35

REQUEST FOR LEAVE (L EAVE OF ABSENCE) FOR M*

I hereby apply for a leave of absence from ______________________________ (date) to
______________________________ (date), for reason(s) checked:
a)

Medical leave _____

b)

Educational leave _____

c)

Personal leave _____

d)

Military leave _____

I understand that this leave must be approved in advance and will be processed in compliance with the
Company leave policy. I understand that the Company is not obligated to hold my present position open
until I return once paid time off is depleted, except under Military Leave, but will offer me another similar
position if one is available. If I should desire a different type of position other than the position I now hold,
I will make this known to my Division Head or Department Head, in writing, before I terminate the leave of
absence.
I understand that if I am reinstated, my original hire date prior to the leave of absence remains unchanged.
However, for purposes of computing further wage increments, my eligibility date will be delayed according
to the number of months I was on leave, except under Military Leave. I understand that seniority or benefits,
including vacation and sick leaves, will not be in effect nor accrue while I am on the Company leave of
absence. Also, I understand that I am expected to continue paying the full cost of my health care benefit
premiums, if I have dependent coverage, vision coverage and/or dental coverage.
I understand I cannot begin leave of absence until this request is approved, in writing, by my Division Head
or Department Head. I also understand that I am expected to keep my Division Head or Department Head
advised weekly as to my status and my intent to return to work. Additionally, I understand that if I become
available for modified duty during a leave of absence, I must notify my Division Head or Department Head,
in writing, within three (3) days of becoming available.
I further understand that I must contact my Division Head or Department Head, in writing, prior to the last
day of my leave or be subject to employment termination as of the last day I worked.
________________________________________________________

________________

Employee Name

Date

Leave Approved

Leave Denied

_________________________________________________________
Manager Signature

________________
Date

* This form is not applicable for leave under the Family and Medical Leave Act of 1993 (FMLA).
THIS FORM IS TO BE SENT BY REGULAR MAIL TO THE ADDRESS BELOW. DO NOT EMAIL OR
FAX THIS FORM.
To :
Address:

Human Resources Department

17010 IH 20,
Cisco, Texas 76437

Page 30 of 35

W ORKPLACE VIOLENCE COMPLAINT FORM

Name: _______________________________________________________________________
Position: _____________________________________________________________________
Immediate Supervisor: ________________________________________________________
1. Describe all incidents of workplace violence that are the basis of this complaint (including dates and
times):
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
2. Identify, by name, each person responsible for the workplace violence identified in Part 1.
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
3. List any witnesses to the workplace violence described in Part 1.
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
4. Where did the workplace violence described in Part 1 take place?
____________________________________________________________________________________
____________________________________________________________________________________
__________________________________________________________________
Employee Signature: _________________________
Date: ______________________________________
YOU MAY CONTINUE YOUR ANSWERS ON A CONTINUATION SHEET. BE SURE TO INCLUDE
ANY CONTINUATION SHEETS WHEN YOU MAIL THIS REPORT.
THIS FORM IS TO BE HAND-CARRIED OR SENT BY REGULAR MAIL TO THE ADDRESS BELOW.
DO NOT EMAIL OR FAX THIS FORM.
To:
Address:

Human Resources Department

17010 IH 20
Cisco, Texas 76437

Page 31 of 35

W ORKPLACE VIOLENCE APPEAL FORM

Name: _______________________________________________________________________
Position: _____________________________________________________________________
Immediate Supervisor: ________________________________________________________
1. Date of original complaint submitted to Human Resources Department:
______________________________________________________________________________
2. Date Employee received response from Human Resources Department concerning results of
investigation and corrective action taken, if any:
______________________________________________________________________________
3. Reason(s) Employee disagrees with results of investigation and/or corrective actions taken:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. Employees requested corrective action, further investigation or other action by the Company:
___________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Employee Signature: _________________________
Date: ______________________________________
YOU MAY CONTINUE YOUR ANSWERS ON A CONTINUATION SHEET. BE SURE TO INCLUDE
ANY CONTINUATION SHEETS WHEN YOU MAIL THIS REPORT.
THIS FORM IS TO BE HAND-CARRIED OR SENT BY REGULAR MAIL TO THE ADDRESS BELOW.
DO NOT EMAIL OR FAX THIS FORM.
To:
Address:

Human Resources Department

17010 IH 20
Cisco, Texas 76437

Page 32 of 35

SUBSTANCE ABUSE REASONABLE SUSPICION REPORT

Employee Name: _____________________________________________________________
Division / Department: _______________________________________________________
Supervisors Name: __________________________________________________________
Date: _______________________________________________________________________
REASONABLE SUSPICION DETERMINED FOR ALCOHOL

DRUGS

Nature of Incident / Cause for Suspicion

1.

Observed or reported possession or use of a prohibited substance

Supervisor or Manager making observation or to whom report made:
_______________________________ Date: __________________________
Description: ____________________________________________________________

2.

Observed apparent prohibited substance use or being under influence of prohibited substance
Supervisor or Manager making observation or to whom report made:
_______________________________ Date: __________________________
Description: ____________________________________________________________

3.

Observed abnormal or erratic behavior

Supervisor or Manager making observation or to whom report made:
_______________________________ Date: __________________________
Description: ____________________________________________________________

4.

Arrest or conviction for a drug-related and/or driving while intoxicated offense

5.

Evidence of tampering on a previous drug and/or alcohol test

6.

Other (e.g., flagrant violation of safety rules or serious misconduct, accident or near miss, fighting,
or argumentative / abusive language, refusal to follow Supervisors instructions, unauthorized
absence on the job) (please specify).
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

Supervisor: _______________________________________

Date: _________

Department / Division Head: _________________________

Date: ________

cc:

Director of Human Resources

Page 33 of 35

2014-2015 Benefits Summary

This summary has been prepared as a brief outline of the benefits offered to employees. Benefits are subject to
change at the discretion of the Company.
Health Benefit Plan
Blue Cross Blue Shield of

Texas is our health insurance provider. Medical Low and High Plans are effective the

first of the month following 30 consecutive days of employment.

Medical Premium Rates per month
Low Plan

High Plan

Employee Only

$124.00

$159.00

Employee & Spouse

$273.00

$350.00

Employee & Child(ren)

$218.00

$281.00

Employee & Family

$373.00

$480.00

Dental Plan
Blue Cross Blue Shield of Texas is

our dental provider. Dental

insurance will

be effective the first of the month

following 30 consecutive days of employment.

Dental Premium Rates oer month
Employee Only

$27.44

Employee & Spouse

$54.88

Employee & Child(ren)

$54.14

Employee & Family

$85.18

Vision Plan
United

HealthCare

is

our

vision

provider.

Coverage

is

effective

the

first

of

the

month

following

30

consecutive

days of employment.
Vision Premium Rates per month
Employee Only

$9.35

Employee & Spouse

$16.20

Employee & Child(ren)

$16.95

Employee & Family

$23.90

Term Life Insurance

The

Company

automatically

provides

eligible

employees

with

Term

Life

insurance

at

no

cost

to

the

employee.

The benefit amount is two (2) times annual salary up to a maximum of $200,000.
Accidental Death and Dismemberment
The

Company

automatically

provides

eligible

employees

with

AD&D

coverage

at

no

cost

to

the

employee.

The

no

cost

to

the

employee.

The

benefit amount is one (1) times annual salary up to a maximum of $200,000.

Long-Term Disability
The

Company

benefit

amount

automatically
is

provides

equal to 60%

of

eligible
base,

employees

with

pre-disability monthly

LTD

coverage

earnings

Benefits become payable 90 days after date of disability.

Page 34 of 35

at

up to a maximum

of

$6,000

per month.

Ancillary Products
Voluntary Employee and Dependent Term Life/AD&D Insurance
Employee benefit is up to five (5) times annual salary up to a maximum of $500,000 in $10,000
increments. Spouse benefit is up to 100% of Employee amount up to a maximum of $500,000

in $5,000

increments. Child(ren) benefits are based on $2,000 increments up to $10,000 with age range

up to 19

years of age. Available only during the annual open enrollment.

See chart for rates.

Accident Insurance
In the event of an accident, the plan pays the full cash benefit, regardless of other existing

insurance.

Available only during the annual open enrollment.

Accident Premium Rates per month
Employee Only

$16.38

Employee & Spouse

$23.40

One Parent Family

$31.20

Two Parent Family

$38.22

Group Critical Illness Insurance

Provides the option to choose an amount from $5,000 to $50,000 in $1,000 increments to cover certain
severe, life-threatening illnesses. Payment

is made as a lump sum benefit. Available only during the

annual open enrollment.

See chart for rates.

Whole Life Insurance
Provides additional life insurance protection for employee and family with guaranteed premiums and an
accrued cash value now and in retirement. Available only during the annual open enrollment.

See chart for rates.

Individual Short-Term Disability
Provides up to 60% of income for duration of disability up to three (3) months. This has a seven (7) day
elimination period. Available only during the annual open enrollment.

See chart for rates.

401(k) Retirement Account

Eligibility requires a minimum age of 21 years and completion of 90 days of service. Enrollment is quarterly on Jan. 1, April
1, July 1 and Oct. 1. Employees may defer up to the maximum allowed by law on a pre-tax and/or Roth after-tax basis. The
Company contributes a Safe Harbor match equal to 100% of the employee's contribution up to a maximum of 4%.
Employee Assistance Program

A work-life balance employee assistance program, provided at no additional cost through the Company's insurance benefit
plan, can help employees find solutions for the everyday challenges on work and home as well as for more serious issues
involving emotional and physical well-being.
Worldwide Emergency Travel Assistance Services

When travelling for business or pleasure, in a foreign country or 100 or more miles from home, employees and their
families can count on getting help in the event of a medical emergency.
Personal Financial Counseling

Survivor financial counseling services are included with life insurance benefits. The services provide personalized financial
advice and assistance following the death of a covered loved one, or during a terminal illness suffered by the employee or a
covered spouse.

Supervisors Name: __________________________________________________________

Date: _______________________________________________________________________

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