Spartan Grey LLC

Employees, contractors and service technicians are expected to begin and end each shift at the time and on the day appointed. You must inform your supervisor before the start of the workday if you will be absent or late and obtain his or her permission to leave early. Absences and late arrivals will be recorded. Should your absences or tardiness exceed a reasonable limit, you will be subject to disciplinary action and possible termination. Failing to call one's supervisor or report to work for consecutive workdays will be considered voluntary resignation and result in removal from payroll.

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● Clocking In - If you are a non-exempt employee, it is your responsibility to clock in when you begin your shift and clock out when you finish. If you forget, your timecard cannot be updated without your supervisor's approval. 

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● Staying Safe - Safety in the workplace is Spartan Grey's number one priority. You must inform your supervisor in the event of unsafe conditions, accidents, or injury, and use safe working methods at all times. Code of Safe Practices

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● Meals & Breaks - Unless defined otherwise by Pennsylvania state law, non-exempt employees are entitled to a paid 10-minute break for every four hours of work, as well as a 30-minute meal break for any shift lasting longer than five hours.

● Dress Code Policy - At Spartan Grey we encourage our employees, contractors and service technicians to dress comfortably in casual attire. Employees should use their best judgment to dress with professionalism and not wear anything that would make our customers or clients uncomfortable. Clothing should not include profanity or appear distracting or revealing. Our goal is to promote an inclusive environment for all working personnel. We expect all of our employees, contractors and service technicians to use good judgment when deciding whether the attire they wear to work is appropriate.

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● Company Electronics and Email Policy - Spartan Grey employees are required to use various forms of electronic communications in their work for the firm including, but not limited to: computers, email, telephones, voicemail, instant message, text message, Internet, cell phones and smart tablets. All communications transmitted by the above-mentioned electronic means remain the sole property of the firm and are to be used for business only and not for personal use. 

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Employees who misuse electronic communications and engage in any form of criminal behavior, or behavior that is detrimental to Spartan Grey's interests including but not limited to: defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions, will be subject to discipline, including immediate termination, and may be referred to the appropriate authorities when necessary.

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Employee's personal electronic devices may only be used during breaks. Access to the Internet and other types of Company-paid computer access is to be used for related business only. Spartan Grey reserves the right to access and review electronic files, messages, internet use, blogs, "tweets", instant messages, text messages, email, voice mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Spartan Grey's policy or any law occurs.

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● Cell Phone Use - Cell phones brought to work must be on silent or vibrate mode to avoid disrupting coworkers. They may only be used during breaks and meal periods, away from where others are working. If cell phone use interferes with operations in any way, an employee's cell phone privilege may be rescinded and disciplinary action, up to and including termination, may be used. Employees who receive company cell phones should strive to use them for business only. All phones must be shut off during meetings.

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● Confidentiality - No previous or current employee, contractor or service technician may disclose or give access to confidential information, in any way or at any time, unless otherwise authorized by management or ownership.

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● Discrimination & Harassment - In keeping with our Equal Employment Opportunity Policy, Spartan Grey will not tolerate on-site discrimination or harassment on any legally protected basis, including that of physical characteristics, mental characteristics, race, religious or political views, nationality, disability, medical condition, sex, sexual preference, or gender identification. Harassment and discriminatory behavior among employees, contractors or service technicians will result in disciplinary action, with the possibility of termination. Discrimination and harassment by customers or other business associates should be immediately reported to your supervisor, at which point our firm will investigate and take corrective action. You are welcome to seek legal relief if you find Spartan Grey’s actions are inadequate.

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● Drugs & Alcohol - Good performance on the part of our employees is crucial to Spartan Grey's success. For this reason, we strictly forbid employees to do the following while at work. Drinking alcohol and selling, purchasing, or using illegal drugs at work. An "illegal drug" is any drug that has not been obtained by legal means. This includes prescription drugs being used for non-prescribed purposes. Possession of any non-prescribed controlled substance, including alcohol and legal but illegally obtained prescription drugs. Reporting for work intoxicated. We reserve the right to test employees for substance abuse. Illegal drugs, illegal drug metabolites, or excessive alcohol in your system will result in disciplinary action up to and including termination.

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Here at Spartan Grey we care about the overall health and well-being of our employees and contract workers. Any employee who feels that he/she is developing a substance abuse problem is urged to seek help. Our firm will grant time off (within reason) for rehabilitation. Be advised, however, that this will not excuse a substance-related offense. In some cases, completion of a company-approved rehabilitation program may serve as an alternative to termination. Including any part of company property, company vehicles, and during work hours.

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Disciplinary Action

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Spartan Grey takes disciplinary matters very seriously and will exact discipline as it sees fit for any unacceptable action or behavior. These may include:

● Excessive lateness and/or absence.

● Improper or indecent conduct. 

● Poor communication. 

● Uncooperative attitude. 

● Unauthorized use or disclosure of company information. 

● Possession and/or use of illegal drugs, weapons, or explosives. 

● Illegal harassment and/or discrimination - of any kind. 

● Violations of company policy.

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Disciplinary action may consist of anything from verbal/written warnings and counseling, to demotion, transfer, suspension, or termination. Our firm will handle each matter individually to ensure fairness to all involved. Please review and internalize the list above and try to use good judgment at all times.

At Spartan Grey we have a responsibility to protect our employees and our property. For this reason, we reserve the right to inspect the following, at any time, with or without notice:

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● Offices. 

● Computers and other equipment.

● Company vehicles. 

● Any personal possessions brought onto company premises, such as handbags, briefcases, and vehicles.

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All inspections are compulsory. Those who resist inspection may be denied access to company premises and be subject to disciplinary action.

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​HR Department
Telephone: (302) 314-6113
Address: 800 N King Street Suite 304,

Wilmington, DE 19801
Dated: 1/1/2024