EMPLOYEE HANDBOOK
Revised 12/31/25
TABLE OF CONTENTS
SECTION 1 – INTRODUCTION
1.1 Changes in Policy 1.2 Employment Applications 1.3 Employment Relationship
SECTION 2 – DEFINITIONS OF EMPLOYEE STATUS
2.1 Employees Defined 2.2 Exempt Employees 2.3 Non-Exempt Employees 2.4 Regular Full-Time Employees 2.5 Regular Part-Time Employees 2.6 Temporary Employees 2.7 Probationary Period for New Employees
SECTION 3 – EMPLOYMENT POLICIES
3.1 Non-Discrimination 3.2 Non-Disclosure / Confidentiality 3.3 Background Checks & Employment Eligibility 3.4 New Employee Orientation 3.5 Probationary Period for New Employees 3.6 Office Hours 3.7 Lunch Periods 3.8 Break Periods 3.9 Personnel Files 3.10 Personnel Data Changes 3.11 Inclement Weather / Emergency Closings 3.12 Employee Performance Review and Planning Sessions 3.13 Outside Employment 3.14 Corrective Action 3.15 Employment Termination 3.16 Safety 3.17 Health-Related Issues 3.18 Employee Requiring Medical Attention 3.19 Building Security 3.20 Insurance on Personal Effects 3.21 Supplies; Expenditures; Obligating the Company 3.22 Expense Reimbursement 3.23 Parking 3.24 Visitors in the Workplace 3.25 Immigration Law Compliance 3.26 Company Sales Incentives, Benefits, and Merchandise Ownership
SECTION 4 – STANDARDS OF CONDUCT
4.1 Attendance and Punctuality 4.2 Absence Without Notice 4.3 Harassment, Including Sexual Harassment 4.4 Telephone Use 4.5 Public Image and Dress Code 4.6 Substance Abuse 4.7 Smoking 4.8 Internet and Electronic Communications Use
SECTION 5 – WAGE AND SALARY POLICIES
5.1 Wage or Salary Increases 5.2 Timekeeping 5.3 Overtime 5.4 Paydays 5.5 Meal Periods (Mandatory Unpaid Lunch) 5.6 Trade Show, Conference, and Business Travel Compensation
SECTION 6 – BENEFITS AND SERVICES
6.1 Social Security and Medicare 6.2 Vacation 6.3 Record Keeping 6.4 Holidays 6.5 Jury Duty and Military Leave 6.6 Training and Professional Development
SECTION 7 – EMPLOYEE COMMUNICATIONS
7.1 Staff Meetings 7.2 Bulletin Boards and Electronic Communications 7.3 Suggestion Process 7.4 Procedure for Handling Complaints
SECTION 8 – PARENTAL LEAVE
8.1 Time Allowed 8.2 Eligibility 8.3 Notice
SECTION 9 – CONFLICT OF INTEREST
9.1 Defined 9.2 Examples 9.3 Reporting
This Employee Handbook is designed to acquaint employees with Columbus SCUBA Inc. and to provide general information regarding working conditions, benefits, and policies affecting employment.
The information contained in this Handbook applies to all employees of Columbus SCUBA Inc. Compliance with the policies described in this Handbook is a condition of continued employment. However, nothing in this Handbook alters the at-will nature of employment. This Handbook does not constitute a contract of employment, either express or implied, nor does it guarantee employment for any specific duration.
This Handbook is intended as a summary of the Company’s policies and procedures and is provided for informational purposes only.
Employees are responsible for reading, understanding, and complying with the provisions of this Handbook. The Company’s objective is to provide a work environment that supports both personal and professional growth.
1.1 CHANGES IN POLICY
This Handbook supersedes all previous employee handbooks, manuals, and memoranda that may have been issued on subjects covered herein.
Because business conditions and operational needs may change, Columbus SCUBA Inc. reserves the right, at its sole discretion, to interpret, modify, suspend, discontinue, or revise any policy, procedure, or benefit described in this Handbook, with or without notice, to the extent permitted by law. Employees will be notified of material changes when practicable.
No supervisor, manager, or employee has the authority to enter into any agreement or to make representations that alter the policies in this Handbook or the at-will employment relationship, unless expressly authorized in writing by the Company.
Employees with questions regarding the interpretation or application of any policy should contact their direct supervisor or Andy Silverman.
1.2 EMPLOYMENT APPLICATIONS
Columbus SCUBA Inc. relies on the accuracy of information provided by applicants and employees throughout the hiring process and during employment. Any misrepresentation, falsification, or material omission of information may result in withdrawal of an offer of employment or termination of employment.
Employment applications are the property of Columbus SCUBA Inc. and must be completed fully and accurately prior to consideration for employment.
1.3 EMPLOYMENT RELATIONSHIP
Employment with Columbus SCUBA Inc. is at will. This means that employees may resign at any time, with or without notice, and the Company may terminate employment at any time, with or without cause or notice, consistent with applicable law.
Nothing in this Handbook, or in any Company policy or practice, creates a contract or alters the at-will employment relationship.
Employees who have completed the probationary period are expected to follow the Employment Termination procedures outlined in Section 3.14, but those procedures do not modify the at-will nature of employment.
2.1 “EMPLOYEES” DEFINED
An employee of Columbus SCUBA Inc. is an individual who is employed by the Company and performs work under the direction and control of the Company in exchange for wages or salary.
Employees may be classified as exempt, non-exempt, regular full-time, regular part-time, or temporary, as defined below. Contracted Dive Educators, Equipment Technicians, and Interns are expected to comply with applicable Company policies but are not considered employees unless otherwise designated in writing.
2.2 EXEMPT EMPLOYEES
Exempt employees are those whose job duties and compensation meet the criteria established by the Fair Labor Standards Act (FLSA) and applicable state law and are therefore exempt from overtime pay requirements.
Exempt employees are paid on a salary basis and are expected to fulfill the responsibilities of their positions regardless of the number of hours worked, subject to applicable law.
2.3 NON-EXEMPT EMPLOYEES
Non-exempt employees are those whose positions do not meet the exemption criteria under the FLSA and applicable state law. Non-exempt employees are entitled to overtime pay at one and one-half times their regular rate of pay for all hours worked in excess of forty (40) hours in a workweek, in accordance with Company policy and applicable law.
2.4 REGULAR FULL-TIME EMPLOYEES
Regular full-time employees are those who have successfully completed the probationary period and are regularly scheduled to work 35 or more hours per week.
Regular full-time employees may be eligible for Company-sponsored benefits, subject to the terms, conditions, and limitations of each benefit program.
2.5 REGULAR PART-TIME EMPLOYEES
Regular part-time employees are those who have successfully completed the probationary period and are regularly scheduled to work less than 35 hours per week.
Regular part-time employees may be eligible for certain Company-sponsored benefits, subject to the terms, conditions, and limitations of each benefit program.
2.6 TEMPORARY EMPLOYEES (FULL-TIME OR PART-TIME)
Temporary employees are individuals hired for a specific period, project, seasonal need, or as interim replacements. Employment beyond any initially stated time period does not imply a change in employment status.
Temporary employees remain classified as temporary unless and until notified in writing of a change in status. Temporary employees are not eligible for Company-sponsored benefit programs unless otherwise required by law.
2.7 PROBATIONARY PERIOD FOR NEW EMPLOYEES
The probationary period is an introductory period of employment during which a new employee’s performance, conduct, and suitability for the position are evaluated. The probationary period lasts up to ninety (90) days from the employee’s date of hire.
Completion of the probationary period does not alter the at-will employment relationship. Upon completion of the probationary period, the employee will be notified of their employment status, and a performance evaluation may be conducted.
3.1 NON-DISCRIMINATION
Columbus SCUBA Inc. is committed to providing equal employment opportunities to all individuals. Employment decisions are based on merit, qualifications, abilities, and business needs.
The Company does not discriminate against employees or applicants for employment on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by applicable federal, state, or local law.
Columbus SCUBA Inc. will provide reasonable accommodations to qualified individuals with known disabilities, unless doing so would result in undue hardship, in accordance with applicable law.
This policy applies to all aspects of employment, including recruitment, hiring, job assignment, compensation, discipline, promotion, termination, access to benefits, and training.
Employees who believe they have experienced or witnessed discrimination are encouraged to report their concerns promptly to their direct supervisor or Andy Silverman. Reports may be made without fear of retaliation. Any employee found to have engaged in unlawful discrimination will be subject to corrective action, up to and including termination of employment.
3.2 NON-DISCLOSURE / CONFIDENTIALITY
The protection of confidential business information and trade secrets is vital to the success of Columbus SCUBA Inc. Confidential information includes, but is not limited to:
All employees may have access to confidential information during the course of their employment and are expected to protect such information from unauthorized use or disclosure.
As a condition of employment, employees may be required to sign a separate non-disclosure or confidentiality agreement.
Unauthorized use, disclosure, or misuse of confidential or proprietary information may result in disciplinary action, up to and including termination of employment, and may also subject the employee to legal action.
3.3 BACKGROUND CHECKS & EMPLOYMENT ELIGIBILITY
Zero-Tolerance Policy
Commitment to Safety and Integrity
The Company is committed to maintaining a safe, secure, and professional environment for employees, customers, and the communities we serve. Because our operations may involve interaction with children and minors, the Company enforces strict, zero-tolerance employment standards regarding criminal history and legal eligibility.
Required Background Checks
All employees are required to successfully pass a criminal background check as a condition of employment and continued employment, particularly for positions involving contact with minors.
The Company reserves the right to remove an employee from duty, suspend employment, or take other appropriate action while a background check or investigation is pending.
Zero-Tolerance Criminal History Standards
The Company maintains a zero-tolerance policy for criminal activity that may impact workplace safety, trust, integrity, or the well-being of minors.
The Company does not employ individuals who have:
Criminal history determinations are made in accordance with applicable federal, state, and local laws. Any criminal history deemed incompatible with the position or Company standards may result in denial of employment or termination.
Ongoing Disclosure Requirement
Employees are required to immediately notify management if, during employment, they become subject to:
Failure to disclose required information, or providing false, misleading, or incomplete information at any time, may result in disciplinary action up to and including immediate termination.
Consent to Background Checks
By accepting or continuing employment, employees acknowledge and consent to:
At-Will Employment
Nothing in this policy alters the at-will nature of employment or limits the Company’s right to take appropriate action to protect its employees, customers, or business interests at any time, with or without cause or notice, consistent with applicable law.
3.4 NEW EMPLOYEE ORIENTATION
New employee orientation is a formal onboarding process designed to welcome new employees and provide them with essential information needed to perform their job effectively.
Orientation is typically conducted by the employee’s direct supervisor or a designated representative and includes, as applicable:
New employees will be issued any necessary keys, access codes, credentials, and equipment required for their position. The supervisor will introduce the employee to other staff members and assist the employee in beginning their assigned duties.
3.5 PROBATIONARY PERIOD FOR NEW EMPLOYEES
The probationary period for regular full-time and regular part-time employees is an introductory period lasting up to ninety (90) days from the date of hire.
During this period, both the employee and the Company have the opportunity to evaluate suitability for continued employment. During the probationary period, either the employee or the Company may terminate employment at any time, with or without cause or notice, consistent with applicable law.
Upon satisfactory completion of the probationary period, a performance review may be conducted and benefits, if applicable, may begin. Completion of the probationary period does not alter the at-will employment relationship.
All employees, regardless of classification or length of service, are expected to meet and maintain Company standards for job performance and conduct (see Section 4 – Standards of Conduct).
3.6 OFFICE HOURS
The Columbus SCUBA Inc. retail store is generally open for business from 12:00 p.m. to 7:00 p.m., Monday through Friday, and is closed for retail business on weekends. The Company may close on certain holidays (see Section 6.4 – Holidays).
The standard full-time workweek consists of 35 hours. For purposes of scheduling and payroll administration, the workweek begins on Monday at 12:00 p.m. and ends on Friday at 7:00 p.m., unless otherwise approved by a supervisor.
Business needs may require adjustments to schedules, including additional hours, events, training, or travel.
3.7 LUNCH PERIODS
Employees are provided an unpaid thirty (30) minute lunch period, which is typically taken between 12:00 p.m. and 2:00 p.m. Lunch breaks are scheduled on a staggered basis to ensure adequate coverage.
Lunch periods are not compensable time unless otherwise required by law or expressly approved by a supervisor. Employees must clock out at the beginning of the lunch period and clock back in at the end of the lunch period, regardless of whether the lunch break is taken on or off Company premises.
3.8 BREAK PERIODS
Employees may take short rest breaks as permitted by business needs. Employees must notify their direct supervisor prior to taking a break so that work responsibilities can be appropriately covered.
Personal business should be conducted during non-working time. Employees who must address unexpected personal matters during work hours must notify their supervisor to discuss scheduling arrangements.
Dive educators or other employees who are compensated separately for instructional or contractual work outside the scope of their hourly or salaried position are required to clock out when performing such work.
Failure to follow break and timekeeping procedures may result in corrective action, up to and including termination of employment.
3.9 PERSONNEL FILES
Personnel files are maintained by Columbus SCUBA Inc. and may include employment applications, job descriptions, resumes, training records, compensation history, disciplinary records, and performance evaluations.
Personnel files are the property of the Company and are considered confidential. Access is limited to management personnel with a legitimate business reason.
Employees may request to review their own personnel file by contacting their supervisor. With reasonable advance notice, employees may review their file in the presence of a supervisor or designated Company representative.
3.10 PERSONNEL DATA CHANGES
Employees are responsible for promptly notifying their supervisor of any changes to personal information, including:
Accurate and current information is necessary for payroll, benefits, and emergency purposes.
3.11 INCLEMENT WEATHER / EMERGENCY CLOSINGS
In the event of severe weather, power outages, fires, or other emergencies, Columbus SCUBA Inc. may temporarily close operations or alter work schedules.
The decision to close or modify operations will be made by Andy Silverman or a designated supervisor. Employees will be notified via phone, text message, email, or other reasonable means.
Time not worked due to emergency closings will be unpaid for non-exempt employees unless the employee elects to use available accrued vacation time, where applicable.
3.12 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS
Performance reviews and planning sessions are conducted to evaluate job performance, recognize accomplishments, and establish future goals.
Regular full-time and regular part-time employees are generally eligible for a formal performance review after one year of service. Informal reviews may be conducted at any time at management’s discretion.
Performance evaluations may be considered when determining wage or salary adjustments, promotions, training opportunities, or corrective action. Performance reviews do not guarantee compensation increases or continued employment.
New employees may be reviewed at the conclusion of the probationary period (see Section 3.4).
3.12 OUTSIDE EMPLOYMENT
Employees may engage in outside employment provided that such employment does not conflict with the employee’s duties, schedule, performance, or responsibilities with Columbus SCUBA Inc., and does not compete with the Company’s business.
Employees remain subject to Company scheduling requirements and performance expectations regardless of any outside employment. Company property, equipment, materials, confidential information, or customer relationships may not be used for outside employment under any circumstances.
3.13 CORRECTIVE ACTION
Columbus SCUBA Inc. maintains work rules and standards of conduct to promote a safe, productive, and professional work environment (see Section 4 – Standards of Conduct).
Corrective action is generally progressive and may include verbal warnings, written warnings, probation, suspension, or termination of employment. The level of corrective action imposed will depend on the nature and severity of the conduct, surrounding circumstances, and the employee’s disciplinary history.
Nothing in this policy alters the at-will employment relationship. The Company reserves the right to bypass any step in the corrective action process and proceed directly to termination when warranted by the circumstances.
Examples of conduct that may result in immediate termination include, but are not limited to:
3.14 EMPLOYMENT TERMINATION
Employment termination may occur for a variety of reasons, including resignation, involuntary termination, or layoff.
Employees who choose to resign are requested, but not required, to provide advance written notice. As a professional courtesy, non-exempt employees are encouraged to provide at least two (2) weeks’ notice, and exempt employees are encouraged to provide three (3) weeks’ notice.
Upon separation of employment, employees must return all Company property, records, keys, access credentials, and materials immediately.
Final pay will be provided in accordance with Ohio law. Any lawful deductions from final pay will be made only as permitted by law and with proper authorization.
Nothing in this policy modifies the at-will employment relationship.
3.15 SAFETY
Columbus SCUBA Inc. is committed to maintaining a safe workplace. Employees are expected to comply with all safety rules, training requirements, and applicable laws.
Employees must immediately report unsafe conditions, hazards, or work-related injuries to their supervisor. Failure to follow safety procedures or to report hazards may result in corrective action.
3.16 HEALTH-RELATED ISSUES
Employees who experience a medical condition that may affect their ability to safely perform their job duties are encouraged to notify their supervisor.
The Company may request appropriate medical documentation when permitted by law to determine fitness for duty or to evaluate reasonable accommodation requests.
Leaves of absence or modified duties may be considered on a case-by-case basis in accordance with applicable law.
3.17 EMPLOYEE REQUIRING MEDICAL ATTENTION
If an employee becomes injured or ill while at work, the employee should notify a supervisor immediately.
Emergency medical services will be contacted when necessary. Employees are responsible for any personal medical expenses incurred, except as otherwise required by law.
A fitness-for-duty or return-to-work release may be required prior to resuming work duties, where appropriate.
3.18 BUILDING SECURITY
Employees issued keys, access cards, or security codes are responsible for safeguarding them. Access credentials are for authorized use only and may not be shared.
Employees are not permitted on Company property outside of normal business hours without prior authorization.
Employees responsible for closing the facility must ensure that doors are secured, systems and equipment are properly shut down, and security procedures are followed.
3.19 INSURANCE ON PERSONAL EFFECTS
Employees are responsible for insuring their own personal property. Columbus SCUBA Inc. is not responsible for loss, theft, or damage to personal belongings, including personal dive equipment.
3.20 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY
Only authorized employees may make purchases or incur expenses on behalf of Columbus SCUBA Inc.
No employee may bind the Company to any financial obligation without prior written approval from authorized management.
3.21 EXPENSE REIMBURSEMENT
Employees seeking reimbursement for business-related expenses must obtain prior approval and submit documentation in accordance with Company procedures.
Reimbursements will be processed in a reasonable timeframe. The Company reserves the right to deny reimbursement for unauthorized or undocumented expenses.
3.22 PARKING
Employees must park only in designated areas and we do not encourage leaving vehicles overnight. Columbus SCUBA Inc. is not responsible for vehicles or personal property left in parking areas.
3.23 VISITORS IN THE WORKPLACE
For safety, security, and liability reasons, only authorized visitors are permitted in the workplace.
Employees must obtain supervisor approval before having visitors during work hours and may be required to clock out during personal visits.
3.24 IMMIGRATION LAW COMPLIANCE
Columbus SCUBA Inc. employs only individuals authorized to work in the United States in compliance with federal law.
All new employees must complete Form I-9 and provide required documentation within the timeframes established by law.
Columbus SCUBA Inc. expects all employees to conduct themselves in a professional, ethical, and responsible manner. Standards of conduct are essential to maintaining a safe, productive, and respectful work environment.
Failure to comply with Company rules, policies, or standards of conduct may result in corrective action, up to and including termination of employment (see Section 3.13 – Corrective Action).
The examples listed below are not intended to be exhaustive. Other conduct inconsistent with Company expectations may also result in disciplinary action.
Examples of Prohibited Conduct
Prohibited conduct may include, but is not limited to:
4.1 ATTENDANCE AND PUNCTUALITY
Regular attendance and punctuality are essential job functions. Employees are expected to report to work on time and be ready to perform their assigned duties.
Employees who are unable to report to work as scheduled must notify their supervisor before the start of the scheduled shift, except in cases of emergency. Employees are expected to speak directly with a supervisor whenever possible.
Leaving voicemail or electronic messages without confirmation may not be sufficient notice unless circumstances prevent direct contact. In emergency situations, employees should notify the Company as soon as reasonably practicable.
Excessive tardiness or absenteeism may result in corrective action.
4.2 ABSENCE WITHOUT NOTICE
Employees who fail to report to work and do not notify the Company of their absence for two (2) consecutive scheduled workdays may be considered to have voluntarily resigned employment.
Employees who become ill or must leave work early must notify their supervisor as soon as possible.
4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT
Columbus SCUBA Inc. is committed to maintaining a workplace free from unlawful harassment and discrimination.
Harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other characteristic protected by law will not be tolerated.
Employees who experience or witness harassment must report the conduct promptly to a supervisor or Andy Silverman. Reports may be made without fear of retaliation.
Supervisors who receive reports or observe potential harassment must promptly escalate the matter to management for investigation and resolution.
4.4 TELEPHONE USE
Company telephones and communication systems are provided primarily for business use.
Personal calls during work hours should be limited and made only when necessary. Personal calls should be brief and, when possible, taken during breaks.
Misuse of Company communication systems may result in corrective action.
4.5 PUBLIC IMAGE AND DRESS CODE
Employees are expected to maintain a professional appearance appropriate to their role and work environment.
The following attire is generally considered inappropriate while working in the dive shop:
When meeting with clients, employees are expected to dress in business-appropriate attire.
Dress expectations may vary for training sites such as pools, quarries, or open-water locations. Employees are expected to use good judgment and follow supervisor guidance.
4.6 SUBSTANCE ABUSE
Columbus SCUBA Inc. prohibits the manufacture, distribution, possession, sale, or use of illegal drugs or alcohol on Company property or while conducting Company business.
Employees may not report to work or perform job duties while under the influence of alcohol, illegal drugs, or any substance that impairs safe or effective job performance.
Employees using legally prescribed medications that may impair performance must notify their supervisor if safety concerns exist.
Violations of this policy may result in immediate disciplinary action, up to and including termination.
4.7 SMOKING
Smoking and vaping are prohibited inside Company facilities.
Employees who smoke must do so outside the building and at a reasonable distance from entrances. Employees are expected to be considerate of customers, students, and coworkers.
4.8 INTERNET AND ELECTRONIC COMMUNICATIONS USE
Company-provided internet access, email accounts, and electronic systems are intended for business purposes.
Employees are expected to use electronic resources responsibly, ethically, and in compliance with Company policies and applicable law.
Company email accounts and systems are Company property. Columbus SCUBA Inc. reserves the right to monitor, access, and review Company systems and communications to the extent permitted by law.
5.1 WAGE OR SALARY INCREASES
Employee compensation may be reviewed periodically at the Company’s discretion. Reviews are typically conducted annually but may occur more or less frequently based on business needs, promotions, role changes, or performance considerations.
Wage or salary increases, if any, are based on individual performance, adherence to Company policies, overall contribution, and business conditions. Performance evaluations do not guarantee an increase in compensation.
Columbus SCUBA Inc. does not provide automatic or cost-of-living increases. Any compensation adjustments are discretionary and determined by management.
5.2 TIMEKEEPING
Accurate recording of time worked is the responsibility of every non-exempt employee. Time worked includes all hours actually worked performing assigned duties.
Meal periods, personal time, and unpaid breaks are not considered work time unless otherwise required by law.
Columbus SCUBA Inc. uses the When I Work system to record work schedules and time worked. All employees, including salaried employees, may be required to record their work time for scheduling, operational, or compliance purposes.
Altering, falsifying, or tampering with time records, or recording time on behalf of another employee, is strictly prohibited and may result in disciplinary action, up to and including termination of employment.
Any corrections to time records must be approved by a supervisor.
5.3 OVERTIME
Overtime compensation is paid to non-exempt employees in accordance with federal and Ohio wage and hour laws.
Non-exempt employees will be paid overtime at one and one-half (1.5) times their regular rate of pay for all hours worked over forty (40) in a workweek.
Paid time off, holidays, vacation, or other leave time is not considered hours worked for purposes of calculating overtime.
All overtime must be approved in advance by a supervisor. Working unauthorized overtime may result in corrective action; however, employees will be paid for all overtime hours worked as required by law.
5.4 PAYDAYS
Employees are paid on a bi-weekly basis.
Wages are paid by direct deposit whenever possible. Employees who are unable to participate in direct deposit will receive a paper paycheck.
If a scheduled payday falls on a holiday, payment will be made on the next scheduled business day unless otherwise required by law.
5.5 MEAL PERIODS (MANDATORY UNPAID LUNCH)
Columbus SCUBA Inc. requires non-exempt (hourly) employees to take an unpaid meal period of thirty (30) consecutive minutes during each work shift exceeding six (6) hours, unless otherwise approved by management.
Meal periods are unpaid only if the employee is completely relieved of all work duties. During an unpaid meal period, employees must be free from all job responsibilities and are permitted to leave the premises.
Employees are required to clock out at the beginning of the meal period and clock back in before resuming work.
If an employee is required to perform any work during the meal period, including but not limited to assisting customers, answering phones, monitoring equipment, responding to messages, or performing any job-related task, the meal period must be recorded as paid time.
Employees may not perform work during an unpaid meal period. Working “off the clock,” skipping required meal periods, or failing to accurately record meal periods is prohibited and may result in corrective action.
Overtime will be paid in accordance with applicable law for all hours worked.
5.6 TRADE SHOW, CONFERENCE, AND BUSINESS TRAVEL COMPENSATION
Non-exempt (hourly) employees who attend Company-approved trade shows, conferences, vendor events, or similar business-related functions will be compensated for time worked and applicable travel time in accordance with federal and Ohio wage and hour laws.
Compensable Time Includes:
Non-Compensable Time Generally Includes:
Employees must accurately record all compensable time using Company timekeeping procedures. All overtime hours worked will be paid in accordance with applicable law. Working unauthorized overtime may result in corrective action; however, employees will be paid for all hours worked.
6.1 SOCIAL SECURITY AND MEDICARE
Columbus SCUBA Inc. withholds applicable federal, state, and local taxes from employee wages and participates in Social Security (FICA) and Medicare programs as required by law.
6.2 VACATION
Paid vacation is available to regular full-time employees following completion of one year of continuous “full-time” employment.
Vacation time is accrued based on hours worked, excluding overtime hours, in accordance with the following schedule:
Vacation time must be accrued before it can be used and must be approved in advance by a supervisor. Vacation may be taken in increments of one-half day or greater, subject to scheduling needs.
Upon separation of employment, accrued but unused vacation will be paid out in accordance with Ohio law, unless otherwise permitted by law.
Accrued vacation may not be carried over from one calendar year to the next unless written prior approval has been issued. Except in approved circumstances, employees may not take more than one consecutive week of vacation at a time.
Requests for vacation exceeding one week must be submitted in writing at least ninety (90) days in advance and are subject to management approval.
6.3 RECORD KEEPING
Columbus SCUBA Inc. maintains records of vacation accrual and usage. Employees are responsible for reviewing their pay statements and promptly reporting any discrepancies.
6.4 HOLIDAYS
Columbus SCUBA Inc. observes the following unpaid holidays:
Holiday observance may be modified based on business needs.
6.5 JURY DUTY AND MILITARY LEAVE
Employees will be granted unpaid time off for jury duty or military service in accordance with applicable law.
Regular employees will remain on active employment status during approved leave periods. Employees must provide appropriate documentation, such as jury summons or military orders, for personnel records.
6.6 TRAINING AND PROFESSIONAL DEVELOPMENT
Columbus SCUBA Inc. supports employee development and encourages employees to pursue training and education relevant to their position.
Participation in training or certification programs must be approved in advance by management. Company-sponsored training may be provided at reduced or no cost, subject to program requirements, certification fees, materials, and incidental expenses.
Completion of training does not guarantee promotion, pay increases, or continued employment.
7.1 STAFF MEETINGS
Staff meetings may be held periodically to communicate Company updates, operational changes, training information, and employee recognition.
Attendance at staff meetings may be required as part of an employee’s job duties and, when required, will be treated as compensable time in accordance with applicable law.
7.2 BULLETIN BOARDS AND ELECTRONIC COMMUNICATIONS
Bulletin boards and electronic communications are used to share important Company information, notices, and announcements.
Employees are responsible for reviewing information communicated through bulletin boards, email, or other Company-designated communication channels.
7.3 SUGGESTION PROCESS
Columbus SCUBA Inc. encourages employees to share ideas and suggestions for improving operations and the work environment.
Employees may submit suggestions through Company-designated channels, including anonymous submission options where available. The Company will make reasonable efforts to review suggestions while maintaining employee confidentiality when anonymity is requested.
7.4 PROCEDURE FOR HANDLING COMPLAINTS
Employees with work-related questions or concerns are encouraged to first discuss the matter with their immediate supervisor.
If the concern is not resolved, employees may escalate the issue to Andy Silverman. The Company will make reasonable efforts to address concerns promptly and fairly. Use of this procedure does not alter the at-will employment relationship.
8.1 TIME ALLOWED
Eligible employees may take up to six (6) weeks of unpaid parental leave for the purpose of caring for and bonding with a newborn child, newly adopted child, or newly placed foster child.
8.2 ELIGIBILITY
Employees become eligible for parental leave after one (1) year of continuous employment, subject to applicable law.
Parental leave runs concurrently with any leave required under applicable federal or state law, where applicable.
8.3 NOTICE
Employees must provide at least thirty (30) days’ advance written notice of the need for parental leave when foreseeable. When advance notice is not practicable, notice must be provided as soon as reasonably possible.
9.1 DEFINED
A conflict of interest occurs when an employee’s personal interests interfere, or appear to interfere, with their ability to act in the best interests of Columbus SCUBA Inc.
9.2 EXAMPLES
Conflicts of interest may include, but are not limited to:
9.3 REPORTING
Employees who believe a conflict of interest exists are encouraged to report the matter to Andy Silverman without fear of retaliation. The Company will review reported conflicts and take appropriate action as needed.
I acknowledge that I have received and reviewed the Columbus SCUBA Inc. Employee Handbook. I understand that this Handbook contains important information regarding Company policies, procedures, and expectations.
I understand that this Handbook is not a contract of employment and does not alter the at-will employment relationship. I acknowledge that Company policies may be changed at any time, with or without notice, in accordance with applicable law.
I agree to comply with the policies and standards outlined in this Handbook and understand that failure to do so may result in corrective action, up to and including termination of employment.
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