Praetorian USA and all of it's subsequent entities strongly support the concept of a safe and healthy work environment.
Praetorian Management has created this page as a resource to outline what is expected of you personally and give you resources to allow you as a team member to remain safe and healthy in the workplace.
All reports from this website will be sent to the Director of Communications and will be appropriately dispersed so the complainant remains unknown and the person whom the report is about will not have an opportunity to retaliate.
Sexual Harassment and Discrimination in the Workplace
Harassment Discrimination and Retaliation Prevention
Praetorian USA is an equal opportunity employer. Praetorian USA is committed to providing a work environment free of harassment, discrimination, retaliation, and disrespectful or other unprofessional conduct based on:
• Religion (including religious dress and grooming practices)
• Sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation
• National origin
• Physical or mental disability
• Medical condition
• Genetic information/characteristics
• Marital status/registered domestic partner status
• Age (40 and over)
• Sexual orientation
• Military or veteran status
• Any other basis protected by federal, state or local law or ordinance or regulation
Praetorian USA also prohibits discrimination, harassment, disrespectful or unprofessional conduct based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. In addition, the Company prohibits retaliation against individuals who raise complaints of discrimination or harassment or who participate in workplace investigations. All such conduct violates Company policy.
The Company's policy prohibiting harassment applies to all persons involved in the operation of the Company. The Company prohibits harassment, disrespectful or unprofessional conduct by any employee of the Company, including supervisors, managers and co-workers. The Company's anti-harassment policy also applies to vendors, customers, independent contractors, unpaid interns, volunteers, persons providing services pursuant to a contract and other persons with whom you come into contact while working.
Prohibited harassment, disrespectful or unprofessional conduct includes, but is not limited to, the following behavior:
• Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations, comments, posts or messages;
• Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;
• Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race or any other protected basis;
• Threats and demands to submit to sexual requests or sexual advances as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors;
• Retaliation for reporting or threatening to report harassment; and
• Communication via electronic media of any type that includes any conduct that is prohibited by state and/or federal law or by company policy.
Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of their gender can amount to sexual harassment, regardless of whether the treatment is motivated by sexual desire.
Prohibited harassment is not just sexual harassment but harassment based on any protected category.
The Company is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in Company operations. The Company prohibits unlawful discrimination against any job applicant, employee or unpaid intern by any employee of the Company, including supervisors and coworkers. Pay discrimination between employees of the opposite sex or between employees of another race or ethnicity performing substantially similar work, as defined by the California Fair Pay Act and federal law, is prohibited. Pay differentials may be valid in certain situations defined by law. Employees will not be retaliated against for inquiring about or discussing wages. However, Praetorian USA is not obligated to disclose the wages of other employees.
Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship. To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the Company will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result.
Any job applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact HR and discuss the need for an accommodation. The Company will engage in an interactive process with the employee to identify possible accommodations, if any, that will help the applicant or employee perform the job. An applicant, employee or unpaid intern who requires an accommodation of a religious belief or practice (including religious dress and grooming practices, such as religious clothing or hairstyles) should also contact HR and discuss the need for an accommodation. If the accommodation is reasonable and will not impose an undue hardship, the Company will make the accommodation. The Company will not retaliate against you for requesting a reasonable accommodation and will not knowingly tolerate or permit retaliation by management, employees or co-workers.
If you believe that you have been the subject of harassment, discrimination, retaliation or other prohibited conduct, bring your complaint to your manager or supervisor or to:
• Any other Company manager supervisor
• The HR Manager
• The Owner as soon as possible after the incident.
You can bring your complaint to any of these individuals. If you need assistance with your complaint, or if you prefer to make a complaint in person or privately, contact HR . Please provide all known details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint in writing, but it is not mandatory. If you would like to do so, please email: email@example.com
The Company encourages all individuals to report any incidents of harassment, discrimination, retaliation or other prohibited conduct forbidden by this policy immediately so that complaints can be quickly and fairly resolved. You also should be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment, discrimination and retaliation in employment. If you think you have been harassed or discriminated against or that you have been retaliated against for resisting, complaining or participating in an investigation, you may file a complaint with the appropriate agency. The nearest office can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.
Managers and Supervisors must refer all complaints involving harassment, discrimination, retaliation or other prohibited conduct to HR so the Company can try to resolve the complaint. When the Company receives allegations of misconduct, it will immediately undertake a fair, timely, thorough and objective investigation of the allegations in accordance with all legal requirements. The Company will reach reasonable conclusions based on the evidence collected. The Company will maintain confidentiality to the extent possible. However, the Company cannot promise complete confidentiality.
The employer's duty to investigate and take corrective action may require the disclosure of information to individuals with a need to know. Complaints will be:
• Responded to in a timely manner
• Kept confidential to the extent possible
• Investigated impartially by qualified personnel in a timely manner
• Documented and tracked for reasonable progress
• Given appropriate options for remedial action and resolution
• Closed in a timely manner
If the Company determines that harassment, discrimination, retaliation or other prohibited conduct has occurred; appropriate and effective corrective and remedial action will be taken in accordance with the circumstances involved. The Company will also will take appropriate action to deter future misconduct. Any employee determined by the Company to have engaged in harassment, discrimination, retaliation or other prohibited conduct will be subject to appropriate disciplinary action, up to, and including termination. Employees should also know that if they engage in unlawful harassment, they can be held personally liable for the misconduct.
Sexual Harassment Training FAQ's
Health and Safety On Work Sites
Praetorian USA, in accordance with state law, provides insurance coverage for employees in case of work-related injury. The workers' compensation benefits provided to injured employees may include:
• Medical care;
• Cash benefits, tax free, to replace lost wages; and
• Assistance to help qualified injured employees return to suitable employment. To ensure that you receive any workers' compensation benefits to which you may be entitled, you need to:
• Immediately report any work-related injury to your supervisor;
• Seek medical treatment and follow-up care if required;
• Complete a written Employee's Claim for Workers' Compensation Benefits (DWC Form 1) and return it to HR; and
• Provide the Company with a certification from your health care provider regarding the need for workers' compensation disability leave, as well as your eventual ability to return to work from the leave. Upon submission of a medical certification that an employee is able to return to work after a workers' compensation leave, the employee under most circumstances will be reinstated to their same position held at the time the leave began, or to an equivalent position, if available. An employee returning from a workers' compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. An employee's return depends on their qualifications for any existing openings. If, after returning from a workers' compensation disability leave, an employee is unable to perform the essential functions of their job because of a physical or mental disability, the Company's obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act or the California Fair Employment and Housing Act. The law requires Praetorian USA to notify the workers' compensation insurance company of any concerns of false or fraudulent claims. COVID-19 COVID-19 may be a work-related injury. If you test positive for COVID-19, please notify the Company immediately so we may notify our workers' compensation carrier as required by law.
Drug and Alcohol Abuse
Praetorian USA is concerned about the use of alcohol, marijuana, illegal drugs or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee's work performance, efficiency, safety, and health, and seriously impair Company operations. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the Company to the risks of property loss or damage, or injury to other persons. The following rules and standards of conduct apply to all employees while on Company property, at work, or working on Company business. The following are strictly prohibited by Company policy:
• Being under the influence of, or impaired by, an illegal or controlled substance, alcohol or marijuana while on the job. • Using or possessing illegal or controlled substances, alcohol or marijuana while on the job (including the illegal use of prescription drugs and possessing drug paraphernalia)
• Distributing, selling, or purchasing of an illegal or controlled substance, alcohol or marijuana while on the job. Violation of these rules and standards of conduct will not be tolerated.
Praetorian USA also may bring the matter to the attention of appropriate law enforcement authorities. In order to enforce this policy, Praetorian USA reserves the right to conduct searches of Company property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy. An employee's conviction on a charge of illegal sale or possession of any controlled substance while off Company property will not be tolerated because such conduct, even though off duty, reflects adversely on Praetorian USA. In addition, the Company must keep people who sell or possess controlled substances off Company premises in order to keep the controlled substances themselves off the premises.
Praetorian USA will encourage and reasonably accommodate employees with alcohol, marijuana or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug, alcohol or marijuana use. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be reemployed or be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company's treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.
Smoking is usually prohibited. The smoking prohibition applies to all smoking devices, including, but not limited to, the use of electronic smoking devices, such as electronic cigarettes, pipes, hookahs, and vaping devices. On occasion, depending on the venue / event, you may request the location of a designated smoking area onsite. You may ask HR or your Manager or Supervisor. Only smoke in a designated / approved smoking location. This will always be 20 feet from any building and will not always be an option. Always remove your uniform prior to smoking and smoking must be done, if applicable to designated break times only. Praetorian USA prohibits the use of any kind of mind altering substance prior to, during work hours and on any Praetorian or Client location.
Praetorian USA recognizes lactating employees rights to request lactation accommodation, and accommodates lactating employees by providing a reasonable amount of break time and a suitable lactation location to any employee who desires to express breast milk for their infant child, subject to any exemption allowed under applicable law. If possible, the break time should run concurrently with your normally scheduled break time. Any break time to express breast milk that does not run concurrently with your normally scheduled break time is unpaid. The lactation location will be private (shielded from view and free from intrusion from co-workers and the public) and located close to your work area. The location will be safe, clean and free of toxic or hazardous materials; have a surface to place a breast pump and other personal items; have a place to sit; and have access to electricity or alternative devices (including, but not limited to extension cords or charging stations) needed to operate an electric or battery-powered breast pump. Praetorian USA will also provide access to a sink with running water and a refrigerator suitable for storing milk in close proximity to your workspace. If a refrigerator cannot be provided, Praetorian USA will provide another cooling device suitable for storing milk, such as an employer-provided cooler. The lactation location will not be a bathroom or restroom. The room or location may include an employees private office if it otherwise meets the requirements of the lactation space. Multi-purpose rooms may be used as lactation space if they satisfy the requirements for space; however, use of the room for lactation takes priority over other uses for the time it is in use for lactation purposes. Employees who desire lactation accommodations should contact HR Manager to request accommodations. An employee s request may be provided orally, by email, or in writing, and need not be submitted on a specific form. We will engage in an interactive process with you to determine when and where lactation breaks will occur. If we cannot provide break time or a location that complies with this policy, we will provide a written response to your request. Praetorian USA will not tolerate discrimination or retaliation against employees who exercise their rights to lactation accommodation, including those who request time to express milk at work and/or who lodge a complaint related to the right to lactation accommodation. If you believe you have been denied reasonable break time or adequate space to express milk, or have been otherwise been denied your rights related to lactation accommodation, you have the right to file a complaint with the Labor Commissioner.
Praetorian USA Time Off and Leave of Absence
All employees who have worked in California for the same employer for 30 or more days within a year from the start of their employment will be entitled to paid sick time. However, employees are not eligible to take paid sick time until they have worked for the
Company for 90-days from their date of hire.
Eligible employees will receive sick leave as follows:
Eligible employees earn sick leave at the rate of one hour of paid sick time for every 30 hours worked
You will need to meet the 90 day employment requirement before taking any leave.
Exempt employees are presumed to work 40 hours per workweek for purposes of sick time accrual. If their normal workweek is less than 40 hours, accrual will be based on their norma workweek.
The Company does not pay employees for unused paid sick leave. Employees who are rehire with one year of separation from employment may be eligible for reinstatement of previously accrued and unused paid sick time.
Employees may earn a maximum of 24 Hours paid sick time. After you have reached this maximum amount, no additional paid sick time will be earned until some or all of your accrued paid sick time is used.
The maximum amount of paid sick time you are allowed to use in each Calendar Year period is three days or 24 hours, regardless of how much paid sick time you have earned.
Qualifying Reasons for Paid Sick Leave
Paid sick time can be used for the following reasons:
• Diagnosis, care or treatment of an existing health condition for an employee or covered family member, as defined below.
• Preventive care for an employee or an employee's covered family member.
• For certain, specified purposes when the employee is a victim of domestic violence, sexual assault or stalking.
For purposes of paid sick leave, a covered "family member" includes:
A "child" defined as a biological, foster or adopted child; a stepchild; or a legal ward,
regardless of the age or dependency status of the child. A "child" also may be someone for
whom you have accepted the duties and responsibilities of raising, even if they are not your
A "parent," defined as a biological, foster or adoptive parent; a stepparent; or a legal
guardian of an employee or the employee's spouse or registered domestic partner. A parent
may also be someone who accepted the duties and responsibilities of raising you when you
were a minor child, even if they are not your legal parent.
A registered domestic partner.
Use of Paid Sick Leave
If the need for paid sick leave is foreseeable, you must provide advance oral or written
notification to the Supervisor or Manager . If the need for paid sick leave is not foreseeable,
provide notice to the Supervisor or Manager as soon as practical.
Use of paid sick time may run concurrently with other leaves under local, state or federal law.
Paid sick leave can be used in two hour hour increments.
Civil Air Patrol Leave
No employee with more than 90 days of service shall be disciplined for taking time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your supervisor before doing so, giving as much advance notice as possible. Up to 10 days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and the extension of leave is approved by the Company.
Extended Medical Leave
On occasion, an employee may need a medical leave of absence that extends beyond limits under any state or federal mandatory leave law. In addition, there may be circumstances when an employee needs a medical leave allowed under disability laws and in accordance with this policy. In these situations, an extended medical leave of absence may be granted for medical disabilities (other than pregnancy, childbirth, and related medical conditions) with a doctor's written certificate of disability. Extended disability leaves will also be considered on a case-by-case basis, consistent with the Company's obligations under federal and state disability laws. Employees should request any leave in writing and as far in advance as possible. A medical leave begins on the first day your doctor certifies that you are unable to work, and ends when your doctor certifies that you are able to return to work. Your supervisor will provide you with a form for your doctor to complete, showing the date you were disabled and the estimated date you will be able to return to work. When returning from a medical disability leave, you must present a doctor's certificate declaring fitness to return to work. Upon return from medical leave, you will be offered the same position you held at the time your leave began, if available. If your former position is not available, a comparable position will be offered. If neither the same nor a comparable position is available, your return to work will depend on job openings existing at the time of your scheduled return. Praetorian USA makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. Praetorian USA will comply with any reinstatement obligations under state or federal law. California workers' compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions. An employee that needs reasonable accommodations should contact HR Manager and discuss the need for an accommodation.
Jury Duty and Witness Leave
Praetorian USA encourages employees to serve on jury duty when called. Non-exempt employees who have completed their introductory periods will receive one days pay while serving jury duty following written confirmation to Payroll / HR. Exempt employees will receive full salary unless they are absent for a full week and perform no work. You should notify your manager or supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule.
Fees Paid by the Court
You may retain any mileage allowance or other fee paid by the court for jury services. Praetorian USA waives its right to retain it.
Organ and Bone Marrow Donor Leave
Employees who are donors for organ or bone marrow may take time off as follows:
• You must be employed for at least a 90-day period immediately before the beginning of leave.
• You may take up to 30 business days of paid leave, and up to an additional 30 business days of unpaid leave in any one-year period for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins their leave.
• You may take up to 5 business days of leave in any one-year period for the purpose of donating bone marrow to another person. The one-year period is calculated from the date the employee's leave begins.
• During the leave for organ/bone marrow donors, Praetorian USA will continue to provide and pay for any group health plan benefits the employee was enrolled in prior to the leave of absence.
• Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of family medical leave under the federal Family and Medical Leave Act or the state California Family Rights Act. Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. Praetorian USA requires that employees taking leave for organ donation use up to 24 hours of accrued but unused sick leave. Praetorian USA requires that employees taking leave for bone marrow donation use up to 24 hours of accrued but unused sick leave. Once a Donor has exhausted the required paid sick leave, the employee will be paid for the remaining leave of absence, if additional leave is needed, up to the maximum allowed by law.
New Parent Leave Act (NPLA)
California's New Parent Leave Act (NPLA) provides an employee with up to a maximum of 12 weeks of unpaid NPLA leave within one year of a child's birth, adoption or foster care placement if you meet all of the following eligibility requirements:
• You have been employed with the company for a total of at least 12 months prior to the commencement of leave;
• You have worked at least 1,250 hours during the previous 12-month period before the need for leave; and
• You are employed at a worksite where there are 20 or more employees within a 75-mile radius. If you are eligible for NPLA leave you need to be aware of the following important information:
• You have the right to take up to a maximum of 12 weeks of unpaid, job-protected NPLA leave within one year of the child's birth, adoption or foster care placement.
• You are guaranteed employment in the same or comparable position at the end of your NPLA leave.
• Your group health benefits will be maintained during your NPLA leave at the same level and under the same conditions as if you continued to work (not to exceed 12 weeks over the course of a 12-month period for NPLA leave). If you currently contribute to the payment of benefits, you must continue to do so while on leave.
• If you do not return to work after your NPLA leave, you may be required to reimburse the Company for its share of any group health insurance premium paid on your behalf during your NPLA leave unless your failure to return is due to the continuation, recurrence, or onset of a serious health condition or other circumstances beyond your control. You can choose to use vacation, sick leave or other accrued paid time off during your NPLA leave. Please advise HR Manager if you wish to use any of your accrued leave benefits during your NPLA leave. In addition, you may be eligible for Paid Family Leave (PFL) wage replacement benefits or other forms of wage replacement during your NPLA leave. Contact HR Manager for more information regarding wage replacement. If you have any questions about NPLA leave or other benefits, please contact HR Manager.
A personal leave of absence without pay may be granted at the discretion of Praetorian USA. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than six weeks. Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay.
Pregnancy Disability Leave - Five or More Employees
If you are pregnant, have a related medical condition, or are recovering from childbirth, please review this policy. Any employee planning to take pregnancy disability leave (PDL) should advise the personnel department as early as possible. Please make an appointment with the personnel manager to discuss the following conditions:
The length of pregnancy disability leave will be determined by the advice of the your physician, but employees disabled by pregnancy may take up to four months of leave per pregnancy (the working days you normally would work in one-third of a year or 17 1/3 weeks). Part-time employees are entitled to leave on a pro rata basis. The four months of leave includes any period of time for actual disability caused by the your pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care, doctor-ordered bed rest, as well as other reasons. Your healthcare provider determines how much time you need for your disability;
Praetorian USA will also reasonably accommodate medical needs related to pregnancy, childbirth, or related conditions or temporarily transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy;
If you need to take PDL, you must inform Praetorian USA when a leave is expected to begin and how long it will likely last. If the need for a leave, reasonable accommodation, or transfer is foreseeable (such as the expected birth of a child or a planned medical treatment for yourself), you must provide at least 30 days advance notice before the PDL or transfer is to begin. Consult with the personnel manager regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of the your health care provider;
For emergencies or events that are unforeseeable, we need you to notify the Company, at least verbally, as soon as practical after you learn of the need for the leave;
Failure to comply with these notice requirements may result in delay of PDL, reasonable accommodation, or transfer;
Pregnancy leave usually begins when ordered by your health care provider. You must provide Praetorian USA with a written certification from a health care provider for need of PDL, reasonable accommodation or transfer. The certification must be returned no later than 15 calendar days after it is requested by the Company. Failure to do so may, in some circumstances, delay PDL, reasonable accommodation or transfer. Please see the personnel department for a medical certification form to give to your health care provider; • Leave returns will be allowed only when the your health care provider sends a release;
You are allowed to use accrued sick time (if otherwise eligible to take the time) during PDL. You are allowed to use accrued vacation or personal time (if otherwise eligible to take the time) during PDL; and
Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Leave may be taken in increments of 15 Min . If intermittent leave or leave on a reduced work schedule is medically advisable you may, in some instances, be required to transfer temporarily to an available alternative position that meets your needs. The alternative position does not need to have equivalent job duties, but must have the equivalent rate of pay and benefits, and you must be qualified for the position. The position must better accommodate your leave requirements than your regular job. Transfer to an alternative position can include altering an existing job to better accommodate your need for intermittent leave or a reduced work schedule. When your health care provider releases you to return to work, from PDL, you will be reinstated to your same position held at the time the leave began or, in certain instances, to a comparable position, if available. There are limited exceptions to this policy. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed. If you are on PDL, you will be allowed to continue to participate in group health insurance coverage for up to a maximum of four months of disability leave (if such insurance was provided before the leave was taken) at the level and under the conditions that coverage would have been provided if you had continued in employment continuously for the duration of the leave. In some instances, the Company can recover premiums paid to maintain your health coverage if you fail to return from PDL. PDL may impact other benefits or a seniority date. Please contact the personnel department for more information.
School Appearances Involving Suspension
If you are the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, you should alert your supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.
Time Off for Voting
If you do not have sufficient time outside of working hours to vote in an official statewide election, you may take off enough working time to vote, including up to two hours off without loss of pay. This time should be taken at the beginning or the end of the regular working shift, whichever allows for more free time for voting and the least time off work. When possible, an employee requesting time off to vote shall give their supervisor at least two working days notice.
Volunteer Civil Service Personnel
No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel. Employees who perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel may also take up to a total of fourteen days unpaid leave time per calendar year to engage in required fire, law enforcement or emergency rescue training. Please alert your supervisor that you may have to take time off for emergency duty or emergency duty training. When taking time off for emergency duty, please alert your supervisor before doing so when possible.
Military Spouse Leave
Employees who work more than 20 hours per week and have a spouse or registered domestic partner in the Armed Forces, National Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment. You must request this leave in writing to HR within two business days of receiving official notice that your spouse will be on leave. You must attach to the leave request written documentation certifying that your spouse will be on leave from deployment.
Sick Leave - San Francisco
As of February 7, 2007, San Francisco law provides for mandatory paid sick leave under the City's Paid Sick Leave Ordinance (the "PSLO"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the PSLO and the State Law by providing a single paid sick leave benefit ("San Francisco Sick Leave," or"SFSL"). Employees eligible for SFSL are not eligible for sick leave under any other Company policy. If you have any questions about SFSL, please contact HR Manager . Eligible Employees All employees, including part-time and temporary employees, who work at least 56 hours per year in the City and County of San Francisco for Praetorian USA will be entitled to SFSL. However, new employees are not eligible to use SFSL until their 90th day of employment. Amount of San Francisco Sick Leave Eligible employees accrue SFSL at the rate of one hour of SFSL for every 30 hours worked, beginning on their first day of employment with the Company. SFSL accrues in hour-unit increments. The Company does not pay employees for unused SFSL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of previously accrued and unused SFSL. Cap on Accrual Employees may accrue a maximum of 72 Hours of SFSL. After an employee has reached this maximum amount, no additional SFSL will accrue until some or all of the employee's SFSL is used. Accrued, unused SFSL carries over from year to year, subject to the maximum accrual.
Qualifying Reasons for San Francisco Sick Leave
San Francisco Sick Leave can be used for the following reasons:
• For medical care, treatment, diagnosis or preventive care, or for any other medical reason related to your own illness, injury or medical condition.
• To aid or care for a covered family member, as defined below, who is receiving medical care, treatment, diagnosis or preventive care, or for any other medical reason related to a covered family member's illness, injury or medical condition.
• For certain, specified purposes when you or a covered family member is a victim of crime or abuse.
• For purposes related to donating your bone marrow or your organ to another person, or to care for or assist a covered family member for purposes related to that person's donating bone marrow or an organ to another person. Use Related to COVID-19 San Francisco Sick Leave can also be used if you take time off work because:
• Public health officials or healthcare providers require or recommend you isolate or quarantine to prevent the spread of disease;
• You fall within the definition of a "vulnerable population" under the San Francisco Department of Public Health's (DPH) March 6, 2020 guidelines or any subsequent updates (as of March 6, 2020, a "vulnerable population" is a person who is 60 years old or older or a person with a health condition such as heart disease, lung disease, diabetes, kidney disease, or weakened immune system);
• Your business or work location temporarily ceases operations in response to a public health or other public official's recommendation; • You need to provide care for a family member who is not sick but who public health officials or healthcare providers have required or recommended to isolate or quarantine; or
• You need to provide care for a family member whose school, childcare provider, senior care provider, or work temporarily ceases operations in response to a public health or other public health official's recommendation. For purposes of SFSL, a covered family member includes:
• A child, defined as a biological, foster, or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. "Child" also includes a child of a domestic partner or a child to whom you act as a parent, even if they are not your legal child.
• A parent, defined as a biological, foster, or adoptive parent; a stepparent; or a legal guardian. "Parent" also includes a person who is a biological, foster, or adoptive parent, a stepparent, or a legal guardian of your spouse or registered domestic partner; or a person who acted as your parent when you were a minor, even if they are not your legal parent. • A sibling, including biological, adoptive, foster and step-relationships.
• A grandparent, including biological, adoptive, foster and step-relationships.
• A grandchild, including biological, adoptive, foster and step-relationships.
• A spouse.
• A registered domestic partner.
• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.
• Contact Manager or Supervisor to obtain a designation form. Within 30 hours after SFSL begins to accrue, employees will be given a window of 10 work days to make the designation. Employees will be provided an annual opportunity One Hour to designate a person or to change the designation, with a window of 10 work days to do so. Use of San Francisco Sick Leave San Francisco Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other"personal" absences. Employees are not required, as a condition of using SFSL, to search for or find a replacement worker to cover the hours during which the employee is using SFSL. Employees cannot be discriminated against or retaliated against for requesting or using accrued SFSL. If the need for paid sick leave is foreseeable, employees shall provide reasonable advance oral or written notification to the Manager or Supervisor . If the need for paid sick leave is not foreseeable, employees shall provide notice of the need for the leave to the Manager or Supervisor as soon as practicable.. An employee's use of SFSL may run concurrently with other leaves under local, state, or federal law. Incremental Use San Francisco Sick Leave can be used in a minimum increment of two hours.
Crime or Abuse Victims' Leave and Accommodation
If you are the victim of crime or abuse, you are eligible for unpaid leave. While the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces, Healthy Families Act for the purposes described below. You are considered a victim of crime or abuse who is eligible for unpaid leave if you are: A victim of stalking, domestic violence, or sexual assault; A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes: Regardless of age, your biological, adoptive, or foster child, stepchild, or legal ward, a child of a registered domestic partner, a child to whom you stand in loco parentis, or a person to whom you stood in loco parentis when the person was a minor; Your biological, adoptive, or foster parent, stepparent, or legal guardian or that of your spouse or registered domestic partner, or a person who stood in loco parentis when you or your spouse or registered domestic partner was a minor child; Your legal spouse or registered domestic partner; Your biological, foster, or adoptive sibling, a step-sibling, or half-sibling; or; Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above. Any person against whom any crime has been committed (only for purposes of taking time off to appear in court to comply with a subpoena or other court order as a witness in any judicial proceeding). You may request leave if you are involved in a legal action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure you or your child's health, safety, or welfare. Please provide reasonable advance notice of the need for leave, unless advance notice is not feasible. Contact HR Manager . If you need a reasonable accommodation for your safety at work, contact HR Manager . If you are requesting a reasonable accommodation, you will need to submit a written statement signed by you or an individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at work. For reasonable accommodation requests, the Company will also require certification demonstrating that you are the victim of crime or abuse. The Company may request recertification every six months. Please notify the Company if an approved accommodation is no longer needed. The Company will engage in an interactive process with you to identify possible accommodations, if any, that are effective and will make reasonable accommodations unless an undue hardship will result. Praetorian USA will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave or accommodation under these provisions.
Paid Family Leave
Employees may be eligible for Paid Family Leave (PFL) wage replacement benefits, which are funded through payroll deductions and coordinated through the Employment Development Department (EDD). PFL provides partial pay for up to eight weeks when you need to take leave from work to: • To care for a parent, parent-in-law, child, spouse, registered domestic partner, grandparent, grandchild, or sibling who is seriously ill; • To bond with your newborn, foster child or newly adopted child: or • For a qualifying exigency related to the covered active duty or call to covered active duty of your spouse, registered domestic partner, parent, or child in the Armed Forces of the United States. The PFL program does not provide employees with a right to a leave of absence; it is limited to a state-mandated wage replacement benefit.
To learn more about your rights, visit the
Family Medical Pregnancy Leave toolkit on DFEH.CA
COVID-19 Prevention Program (CPP) for Praetorian USA
This CPP is designed to control exposures to the SARS-CoV-2 virus that may occur in our workplace.
Authority and Responsibility: Randi Rembe, HR Manager Has overall authority and responsibility for implementing the provisions of this CPP in our workplace. In addition, managers Hannah Early, David Duchnick, Donna Duchnick, Steven Jones are responsible for implementing and maintaining the CPP in their assigned work areas and for ensuring employees receive answers to questions about the program in a language they understand.
All employees are responsible for using safe work practices, following all directives, policies and procedures, and assisting in maintaining a safe work environment. Identification and Evaluation of COVID-19 Hazards We will implement the following in our workplace:
• Conduct workplace-specific evaluations using the Appendix A: Identification of COVID-19 Hazards form.
• Evaluate employees’ potential workplace exposures to all persons at, or who may enter, our workplace.
• Review applicable orders and general and industry-specific guidance from the State of California, Cal/OSHA, and the local health department related to COVID-19 hazards and prevention.
• Evaluate existing COVID-19 prevention controls in our workplace and the need for different or additional controls.
• Conduct periodic inspections using the Appendix B: COVID-19 Inspections form as needed to identify unhealthy conditions, work practices, and work procedures related to COVID-19 and to ensure compliance with our COVID-19 policies and procedures.
Employee participation Employees and their authorized employees’ representatives are encouraged to participate in the identification and evaluation of COVID-19 hazards by: Reporting to management any potential hazards for spread Employee screening We screen our employees by:
• Asking employees to self screen prior to coming to work.
• Ensure that face coverings are used during any physical screening onsite by both screeners and employees and, if temperatures are measured, that non-contact thermometers are used.
• We have no touch thermometers onsite at each work location.
Managers and supervisors have been instructed on how to safely screen employees and the procedures to follow if a case is suspected. Correction of COVID-19 Hazards Unsafe or unhealthy work conditions, practices or procedures will be documented on the Appendix B: COVID-19 Inspections form, and corrected in a timely manner based on the severity of the hazards, as follows:
• Any employees not wearing a face covering will be given one immediately and we will enforce face coverings at all times. • Employees will be asked to keep six feet distance from other employees and members of the public and if we see this is not happening, it will be remedied at once by management.
• Any corrections will be documented Control of COVID-19 Hazards
• Physical distancing where possible, we ensure at least six feet of physical distancing at all times in our workplace by eliminating the need for workers to be in the workplace – e.g., telework or other remote work arrangements whenever possible. • Reducing the number of persons in an area at one time, including visitors.
• Signs are used and social distancing measures are followed at all times.
• Visual cues such as signs and floor markings to indicate where employees and others should be located or their direction and path of travel.
• Staggered arrival, departure, work, and break times.
• Adjusted work processes or procedures, such as reducing production speed, to allow greater distance between employees. • Individuals will be kept as far apart as possible when there are situations where six feet of physical distancing cannot be achieved. Face Coverings We provide clean, undamaged face coverings and ensure they are properly worn by employees over the nose and mouth when indoors, and when outdoors and less than six feet away from another person, including non-employees, and where required by orders from the California Department of Public Health (CDPH) or local health department.
The following are exceptions to the use of face coverings in our workplace:
• When an employee is alone in a room.
• While eating and drinking at the workplace, provided employees are at least six feet apart and outside air supply to the area, if indoors, has been maximized to the extent possible.
• Employees wearing respiratory protection in accordance with CCR Title 8 section 5144 or other safety orders.
• Employees who cannot wear face coverings due to a medical or mental health condition or disability, or who are hearing-impaired or communicating with a hearing-impaired person. Alternatives will be considered on a case-by-case basis.
• Specific tasks that cannot feasibly be performed with a face covering, where employees will be kept at least six feet apart.
We implement the following measures for situations where we cannot maintain at least six feet between individuals:
• Ensure that all employees wear PPP and risk is limited We implement the following cleaning and disinfection measures for frequently touched surfaces:
• Cleaning and disinfecting all surfaces following each shift assignment
• Log each instance, employees are required to clean and disinfect every surface that is shared in the company and and sign and date so the incoming employee can see it has been completed.
Shared tools, equipment and personal protective equipment (PPE) PPE must not be shared, e.g., gloves, goggles and face shields. Items that employees come in regular physical contact with, such as phones, headsets, desks, keyboards, writing materials, instruments and tools must also not be shared, to the extent feasible. Where there must be sharing, the items will be disinfected between uses by the employees and will be documented. Sharing of vehicles will be minimized to the extent feasible, and high-touch points (for example, steering wheel, door handles, seatbelt buckles, armrests, shifter, etc.) will be disinfected between users. Hand sanitizing We implement effective hand sanitizing procedures by:
• Evaluating hand washing facilities.
• Determining the need for additional facilities.
• Encouraging and allowing time for employee hand washing.
• Providing employees with an effective hand sanitizer, and prohibit hand sanitizers that contain methanol (i.e. methyl alcohol). • Encouraging employees to wash their hands for at least 20 seconds each time.
Personal protective equipment (PPE) used to control employees’ exposure to COVID-19 We evaluate the need for PPE (such as gloves, goggles, and face shields) as required by CCR Title 8, section 3380, and provide such PPE as needed. Investigating and Responding to COVID-19 Cases This will be accomplished by using the Appendix C: Investigating COVID-19 Cases form.
Employees can access COVID-19 testing: At socoemergency.org Or contact HR directly for a complete list of testing sites In the event we are required to provide testing because of a workplace exposure or outbreak, we will communicate the plan for providing testing and inform affected employees of the reason for the testing and the possible consequences of a positive test.
Training and Instruction
We will provide effective training and instruction that includes:
• Our COVID-19 policies and procedures to protect employees from COVID-19 hazards.
• Information regarding COVID-19-related benefits to which the employee may be entitled under applicable federal, state, or local laws.
• The fact that:COVID-19 is an infectious disease that can be spread through the air.
• COVID-19 may be transmitted when a person touches a contaminated object and then touches their eyes, nose, or mouth.
• An infectious person may have no symptoms.
• Methods of physical distancing of at least six feet and the importance of combining physical distancing with the wearing of face coverings.
• The fact that particles containing the virus can travel more than six feet, especially indoors, so physical distancing must be combined with other controls, including face coverings and hand hygiene, to be effective.
• The importance of frequent hand washing with soap and water for at least 20 seconds and using hand sanitizer when employees do not have immediate access to a sink or hand washing facility, and that hand sanitizer does not work if the hands are soiled.
• Proper use of face coverings and the fact that face coverings are not respiratory protective equipment - face coverings are intended to primarily protect other individuals from the wearer of the face covering.COVID-19 symptoms, and the importance of obtaining a COVID-19 test and not coming to work if the employee has COVID-19 symptoms.
CPP distributed to all worksites and all employees read and acknowledge receipt of safety protocols. Will be given to all new employees.
Anonymously Report Harassment
We at Praetorian USA believe that Team Member Empowerment is essential to a healthy work environment. Please be detailed in your account and include names. There is not much we can do if we do not know who has harmed you.