Texas Policies
Hiring and Orientation Policies
EEO Statement and Nonharassment Policy
Equal Opportunity Statement
Rio Grande Trade is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation based on the following protected classes: age (40 and older), race (including discrimination on the basis of a person’s hair texture or protective hairstyle commonly or historically associated with race, such as braids, locks, and twists), religion, color, national origin, gender, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information, military service, veteran status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.
The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.
We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Team Lead or any other designated member of management.
Policy Against Workplace Harassment
Rio Grande Trade has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment, based upon an individual’s membership in a protected class. All forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.
Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment; (2) submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:
- Unwelcome requests for sexual favors;
- Lewd or derogatory comments or jokes;
- Comments regarding sexual behavior or another person’s body;
- Sexual innuendo and other vocal activity such as catcalls or whistles;
- Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;
- Repeated requests for dates after being informed that interest is unwelcome;
- Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency;
- Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and
- Any unwanted physical touching or assaults, or blocking or impeding movements.
Other Harassment
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual’s membership in a protected class.
Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:
- The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;
- Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, or elsewhere on our premises, in emails or voicemails, or otherwise circulated in the workplace; and
- A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.
Reporting Discrimination and Harassment
If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Garrett Kratz, General Manager, (612) 998-6052, Garrett@riograndetrade.com or any member of management.
The Company prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination.
We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.
Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.
Wage and Hour Policies
Accommodations for Nursing Mothers
Rio Grande Trade will provide nursing mothers reasonable break time to express milk for their infant child for up to one year following the child’s birth.
If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and free from intrusion from coworkers and the public.
Break time should, if possible, be taken concurrently with any other break time already provided. If you are nonexempt, any time taken that does not run concurrently with normally scheduled rest periods. Break time may be unpaid where permissible by applicable law.
You must make reasonable efforts to not disrupt Company operations.
You are encouraged to discuss the length and frequency of these breaks with your Team Lead.
The Company will not discriminate or retaliate against employees who express breast milk in the workplace in accordance with this policy.
The Company is not required to provide the above benefits if doing so would impose an undue hardship on the Company.
Meal and Rest Periods
According to Texas state law, employers are not required to provide lunch breaks for employees, but if they do offer a meal break, it must be at least 30 minutes long and the employee must be completely relieved of duties during that time, making it unpaid; essentially, the decision to provide a lunch break is entirely at the employer’s discretion.
Rio Grande Trade strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your Team Lead regarding procedures and schedules for rest and meal breaks. The Company requests that employees accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your Team Lead know; in addition, notify your Team Lead as soon as possible if you were unable to or prohibited from taking a meal or rest period.
Employees who work more than six hours will receive an unpaid 30-minute lunch break and one 15-minute paid rest break. All breaks must be communicated to your team lead before taking the break. Employees working less than six hours get one 15-minute paid rest break.
Please be advised that falsification of time entries on your timesheet will be grounds for termination. Tampering with or altering another employee’s timesheet, even with the other employee’s permission, is also cause for disciplinary action, including termination for both employees involved. Any addition, correction, or change on your timesheet must be made and initiated by your immediate supervisor. Time sheets are the property of the Company.
Overtime
If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your Team Lead.
At certain times Rio Grande Trade may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.
Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.
Pay Period
At Rio Grande Trade, the standard pay period is biweekly. Pay dates are Sunday to Saturday. If a pay date falls on a holiday, you will be paid on the preceding workday. Special provisions may be required from time to time if holidays fall on pay dates. Check with your Team Lead if this type of date arises.
Review your paycheck for accuracy. If you find an issue, report it to your Team Lead immediately.
General Policies
Access to Personnel and Medical Records Files
Rio Grande Trade maintains separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual’s health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws and access is on a “need-to-know” basis only.
Supervisors and others in management may have access to your personnel file for possible employment-related decisions. If you wish to review your personnel or medical records file, you must give the Company reasonable notice. Inspection must occur in the presence of a Company representative.
All requests by an outside party for information contained in your personnel file will be directed to the General Manager, which is the only department/person authorized to give out such information.
Benefits
Jury Duty Leave
Rio Grande Trade encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your Team Lead as soon as possible to make scheduling arrangements.
If you are classified as exempt, you will not incur any deduction in pay for a partial week’s absence due to jury duty. If you are classified as nonexempt, you will not be compensated for time spent on jury duty. You may opt to use PTO/vacation in place of unpaid leave.
The Company reserves the right to require employees to provide proof of jury duty service to the extent authorized by law.
The Company will not retaliate against employees who request or take leave in accordance with this policy.
Voting Leave
If your work schedule prevents you from voting on Election Day, Rio Grande Trade will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Team Lead, consistent with applicable legal requirements.
Witness Leave
Rio Grande Trade realizes that, on occasion, employees may be subpoenaed to appear in a civil, criminal, legislative, or administrative proceeding. In such cases, you will be provided unpaid leave to attend. Notify your Team Lead as soon as possible to make scheduling arrangements. You may opt to use PTO/vacation in place of unpaid leave.
The Company reserves the right to require employees to provide proof of the need for leave to the extent authorized by law.
The Company will not retaliate against employees who request or take leave in accordance with this policy.