Employee Handbook



May 2005



Gevity is a Professional Employer Organization (PEO).  Johnstone Supply has selected Gevity to provide human resources services including payroll, optional benefits and other administrative services.  This allows Johnstone Supply to focus on its core business while providing employees with a broader range of human resource programs including benefits programs.  Johnstone Supply continues to maintain daily supervision and management of employees.


Johnstone Supply and Gevity have always emphasized that outstanding people are the key to success. Our strength and future growth depend on the contributions made by you and each person within our organizations.  We are both proud to have you as part of our team. To ensure continued success, we feel it is important that all employees understand our policies and procedures.  This employee handbook will familiarize you with the various aspects of working with us.  We encourage you to use it as a valuable resource for understanding Gevity and Johnstone Supply.


Please be aware that this Employee Handbook only outlines Gevity and Johnstone Supply’s basic policies, procedures, rules and benefits.  It is only intended to provide an overview. Therefore, if you have any questions, please ask them of either your supervisor, any member of management, or one of Gevity’s Human Resource Consultants at 1(800) 243-8489.


This employee handbook is not intended to be a contract, either express or implied, between you and Johnstone Supply or between you and Gevity.  Absent an agreement in writing between you and Johnstone Supply your employment with Johnstone Supply is at-will.  This means that both you and Johnstone Supply and you and Gevity enjoy the right to terminate the employment relationship at any time.


Johnstone Supply and Gevity reserve the right to revise or terminate any or all policies, procedures or benefits in whole or in part, with or without notice at any time.  However, Gevity and Johnstone Supply will make reasonable efforts to keep you informed of any changes to this Employee Handbook as they occur.





Welcome. 4

Introduction. 5

At-Will Employment 5

Open Door Policy. 5

Suggestions. 6

Discrimination, Harassment and Retaliation. 6

Equal Employment Opportunity. 8

Standards of Conduct 9

Ethical Standards/Conflict of Interest 11

Solicitation and Distribution. 11

Workplace Violence. 11

Outside Employment 12

Work Relationships. 12

Safety. 12

Reasonable Accommodations. 13

Modified Duty Positions. 13

Classification of Employees. 14

Military Leave of Absence. 15

FMLA Leave of Absence. 16

Personal Leave. 16

Bereavement Leave. 17

Voting Leave. 17

Jury and Witness Duty Leave. 17

Paid Time Off 18

Holidays. 19

Introductory Period and Orientation. 20

Attendance and Punctuality. 20

Overtime. 21

Breaks. 21

Professional Appearance Standards. 21

Voicemail, E-mail and Internet Use. 22

Telephones. 22

Smoke Free Workplace. 23

Substance Abuse. 23

Employee Assistance Program.. 24

Performance Reviews. 24

Separation of Employment 24

References. 25

Substance Abuse Policy……………………………………………………………………………..26


To all employees of the Ware Family Johnstone Supply Stores:


It is the desire and intention of the owners, managers and employees of Johnstone Supply to provide its customers, its vendors, and associated partners the highest attainable level of quality services in every business transaction – to offer expert knowledge and technical support – and to provide products from abundant inventories on an “as needed” basis. We are committed to build our business in every market with aggressive marketing programs, short, midrange and long term strategic plans, and to maintain a record of unsurpassed integrity and honesty as we continue to build a solid foundation of customer relationships. We are asking each and every employee to make a personal commitment to this mission statement. We want to mark a higher level of excellence in our performance as individuals and as a team each year. We must help each other in this effort.


We have always emphasized that outstanding people are the key to our success. We are proud to have you as part of our team. To ensure continued success, we feel it is important that all employees understand our policies and procedures. This employee handbook will familiarize you with the various aspects of working with the Ware Family Johnstone Supply stores. We encourage you to use it as a valuable resource for understanding the company. We feel it will also be a useful reference document for all employees.


You have also been provided with an Employee Enrollment Package. It contains important information regarding your employment relationship. It is critical that you read this information thoroughly.


Our best wishes to you, and thank you for taking this first step in knowing your company.




Walter E. Ware, Sr.                                 Chris Ware                               Henry Puente






Our policies, practices and benefits are continuously reviewed, and we expect to change them from time-to-time.  Therefore, you should always check with your manager or supervisor for the most current ones. Johnstone Supply and Gevity reserve the right to revise or terminate any or all policies, procedures and benefits (if offered to you by Johnstone Supply), in whole or in part at any time.


Company benefit plans, if offered to you by Johnstone Supply, and Gevity benefit plans, (available if premiums and contributions are paid and if participation and other requirements are met), are defined in legal documents such as insurance contracts, official plan texts, summary plan descriptions and trust agreements.  This means that if you are offered benefits by Johnstone Supply or by Gevity, and if a question ever arises about the nature and extent of plan benefits or if there is conflicting language, the formal language of the plan documents govern, not the informal wording of this handbook.  Plan documents if applicable, are available for your inspection.


This handbook replaces and supersedes any and all previous employment related polices and practices.


At-Will Employment


All employees of Johnstone Supply and Gevity are at-will employees.  Absent an agreement between you and Johnstone Supply, this means that either you or your Company or you and Gevity may end the employment relationship at any time, for any or no reason.  No person at Gevity has the authority to enter into any employment agreement with you.  Nothing anywhere in this handbook alters the at-will employment relationship.


Any agreement between you and Johnstone Supply regarding your terms and conditions of employment, your compensation, non-competition agreements or confidentiality agreements are not binding on Gevity.  Gevity will not ratify, adopt or become subject to any such agreement.  However, your rights and obligations under any such agreement will remain intact between you and Johnstone Supply.


Open Door Policy


Johnstone Supply and Gevity welcome open communication between employees and managers.  Johnstone Supply provides an Open Door Policy to encourage an exchange of information.  Employees are invited to share their concerns and provide input to their supervisor at any time.


It is your supervisor’s responsibility to address any employee concerns and provide appropriate follow up with the employee.  If however your immediate supervisor cannot adequately address your questions or solve your problem, you may contact any other appropriate member of management or an HR Consultant at Gevity at 1(800) 243-8489.




If you have any suggestions or ideas that you believe would benefit Johnstone Supply or Gevity we encourage you to tell us about them.


 We are always looking for suggestions that improve morale, procedures, working conditions, and reduce costs or errors.  If you have any suggestions we encourage you to contact your immediate supervisor or any other member of the management team.


Discrimination, Harassment and Retaliation


Johnstone Supply and Gevity expressly prohibit unlawful discrimination, harassment and retaliation of any of our employees, customers/clients, vendors, suppliers, or independent contractors, based on race, color, sex, religion, ancestry, national origin, disability, citizenship status, handicap, AIDS/HIV status, sickle-cell trait status, age, marital status, veteran status, or any other protected category under federal, state or local law.


Additional protected categories for Dade County: sexual orientation, pregnancy and familial status.

Additional protected categories for Broward County:  political affiliation, sexual orientation.


Conduct that unlawfully interferes with Johnstone Supply, Gevity, or an individual’s work performance, or creates an intimidating, hostile or offensive working environment is prohibited.  Johnstone Supply and Gevity will not tolerate any attempts of retaliation against an employee who raises a sincere and valid concern that this policy has been violated.


Johnstone Supply and Gevity take all allegations of unlawful discrimination, harassment and retaliation very seriously and are firmly committed to ensuring a workplace free of discriminatory activities.  Anyone engaging in unlawful discrimination, harassment, or retaliation is subject to disciplinary action up to and including discharge.


            Harassment Prohibited - Definition


As used in this policy, the term “unlawful harassment” refers to conduct relating to a person’s race, color, sex, religion, ancestry, national origin, disability, citizenship, handicap, AIDS/HIV status, sickle-cell trait status, age, marital status, veteran status, which fails to respect the dignity and feelings of the individual. 


Additional protected categories for Dade County: sexual orientation, pregnancy and familial status.

Additional protected categories for Broward County:  political affiliation, sexual orientation.


This policy protects and covers the conduct of all employees, vendors, customers and visitors.  Unlawful harassment that is forbidden by this policy can take several forms, including but not limited to:


(1)        Sexual Harassment:

The definition of Sexual Harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature which unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive environment (and/or) where the individual is made to feel as if he or she must agree to the request or submit to the advance in order to get favorable treatment at work.



While not exhaustive, the following is a list of some examples of sexual harassment:


  • Unwanted sexual advances.
  • Offering employment benefits in exchange for sexual favors.
  • Making or threatening reprisals after a negative response to sexual harassment.
  • Visual conduct such as leering, making sexual gestures, displaying or distributing sexually suggestive objects or pictures, cartoons or posters.
  • Verbal conduct such as making or using sexually derogatory comments, epithets, slurs, or jokes.
  • Verbal sexual advances or propositions.
  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations.
  • Physical conduct or threat of physical conduct, such as touching, assault, or impeding or blocking movements.


(2)        Other Forms of Harassment

This form of harassment can include any verbal, written, or physical act that makes an employee uncomfortable at work or interferes with an employee's ability to perform their job, and is based on race, color, religion, ancestry, national origin, disability, citizenship status, handicap, AIDS/HIV status, sickle-cell trait status, age, marital status, veteran status, or any other protected category under federal, state, or local law.


Additional protected categories for Dade County: sexual orientation, pregnancy and familial status.

Additional protected categories for Broward County:  political affiliation, sexual orientation.


While not exhaustive, the following is a list of some examples of the above referenced types of harassment:


  • Jokes that refer to race, color, religion, national origin, disability, marital status, or age.
  • Posting or distributing cartoons, drawings, or any other material that negatively reflects a person's race, color, religion, national origin, disability, marital status, or age.
  • The use of slurs or other offensive language.
  • Practical jokes, horseplay, or teasing that makes fun of or insults a person’s race, color, religion, national origin, disability, marital status, or age.


Reporting and Investigating Discrimination, Harassment and Retaliation


In an effort to eliminate all workplace discrimination, harassment, and retaliation, Johnstone Supply and Gevity, will utilize an internal investigation process to respond to any such complaints.  Anyone who believes he or she is being subjected to discrimination, harassment, or retaliation or who has witnessed such conduct must report the conduct as outlined in the following procedure.


  • Report any discriminatory, harassing, or retaliatory behavior that you experience or witness to Human Resources immediately.


  • If the problem is not addressed in a timely manner, contact Senior Management or call Gevity’s Human Resources Services Department at 1(800) 243-8489.


  • If you do not feel comfortable talking to Human Recourses or a Senior Management for any reason, you may proceed directly to Gevity’s Human Resources Services Department or any member of management with whom you feel comfortable talking.


A thorough investigation will be conducted and there will be no retaliation against victims or witnesses for participating in the investigation.


Anyone who knowingly fails to report an incident of discrimination, harassment, or retaliation may be subject to disciplinary action




In cases involving a report of harassment or discrimination, all reasonable efforts will be made to protect the privacy of the individuals involved.  In many cases, however, Johnstone Supply and Gevity’s duty to investigate and remedy harassment makes absolute confidentiality impossible.  Johnstone Supply and Gevity will try to limit the sharing of confidential information with employees on a “need to know” basis.  Employees who assist in an investigation are required to maintain the confidentiality of all information they learn of or provide.


                        Assurance of Non-Retaliation


Johnstone Supply and Gevity expressly prohibit retaliation of any kind against anyone for reporting harassment or discrimination.  Any such retaliation will not be tolerated and may result in discipline up to and including discharge.


Equal Employment Opportunity


Johnstone Supply and Gevity provide equal employment opportunities to qualified persons without regard to race, color, sex, religion, ancestry, national origin, disability, citizenship, handicap, AIDS/HIV status, sickle-cell trait status, age, marital status, veteran status, or any other protected category under federal, state, or local law.


Additional protected categories for Dade County: sexual orientation, pregnancy and familial status.

Additional protected categories for Broward County:  political affiliation, sexual orientation.


Our continued success depends heavily on the full and effective utilization of qualified persons.  We strive to hire, develop, and retain the most qualified people we can find basing our judgment on each individual’s job-related qualifications, capabilities, and potential.

Our policies relate to all phases of employment, including advertising, recruitment, hiring, placement, promotion/demotion, training, transfer, layoff, recall, termination, compensation and rates of pay, employee benefits (if provided to employees) and participation in all employer sponsored employee activities.


Standards of Conduct


When groups of people work together, reasonable rules are necessary to conduct an orderly business and make working conditions more pleasant for everyone.


As an employee, it is expected that you will adhere to all policies and practices of Johnstone Supply.  It is further expected that you will conduct yourself in a professional manner at all times, and exhibit the highest level of integrity in performing your job.  It is equally important to maintain a positive work environment through good working relationships with our customers, visitors, and your co-workers, and that emphasizes our commitment to good customer service.  Any violation of these standards of conduct, or other employment policies, or any inappropriate conduct whatsoever may result in mandatory referral to EAP and/or immediate discipline up to and including discharge.


The list below is not intended to be all-inclusive, but merely illustrates the various types of prohibited conduct.  Policies governing our Standards of Conduct are listed below and may be subject to change, modification, or case-by-case application.  At Johnstone Supply’s sole discretion they may be disregarded in their entirety and therefore may not be considered binding contractual promises.



  • Improper authorization, use or abuse of paid or unpaid leave.  Using an approved leave-of-absence for purposes other than for which it was intended or working for another employer, without permission, while on an approved leave-of-absence.
  • Excessive absenteeism.
  • Being absent without authorization, or repeated unauthorized late arrival or early departure from work. Failure to timely return to work from scheduled breaks.
  • Performing overtime work without authorization.
  • Failure to notify the manager of impending tardiness or absenteeism, as required under Johnstone Supply policies.
  • Failing to work assigned hours including overtime.
  • Failing to clock in and out.
  • Failing to report to work on the first day following the expiration of a leave of absence.
  • Failing to report to work without notifying Johnstone Supply.
  • Swapping work hours or days without permission.
  • Leaving work without permission.



  • Failure to carry out a direct order from a superior, except where the employee or another person’s safety may be jeopardized.
  • Engaging in a conflict of interest activity.
  • Conviction of a crime, including convictions based on a plea of nolo contendere or of a misdemeanor involving moral turpitude.
  • Violence, use of force, with or without weapons.
  • Knowingly falsifying, removing, or destroying information related to employment, payroll, or work-related records or reports.
  • Soliciting outside work for personal gain during business hours or participating in any off-duty employment that adversely affects the employee’s performance of work for Johnstone Supply.
  • Discourteous treatment of the public or other employees, including, but not limited to, harassing, coercing, threatening, or intimidating others.
  • Violation or neglect of safety rules, or failing to report a hazardous condition to a manager.
  • Unauthorized removal or use of any company property or that of a customer.
  • Violation of the Equal Employment Opportunity policy or the policy against discrimination, harassment and retaliation included in this Handbook.
  • Carrying on any outside activities during working time or during any time, which would interfere with the work of other employees. 
  • Eating or smoking in other than designated areas of the workplace.
  • Failing to maintain personal appearance standards.
  • Falsifying Johnstone supply records or furnishing false or misleading information or withholding any information on Johnstone Supply records or pursuant to any investigation by Gevity, Johnstone Supply or any government agency.  Failure to cooperate in any investigation involving any employee’s compliance with employment policies and procedures.
  • Theft, misappropriation, defacing or damaging of Johnstone Supply's or another’s property including cash or merchandise.
  • Using, possessing or selling alcohol or drugs on Company property or during working time.
  • Tape recording any conversations of co-workers or managers without express permission of all parties to the conversation.



  • Inefficiency, incompetence, or negligence in the performance of duties, including failure to perform assigned tasks or training, or failure to discharge duties in a prompt, competent and reasonable manner.
  • Refusal or inability to improve job performance in accordance with written or verbal direction after a reasonable trial period.
  • Reporting to work or being under the influence of alcohol or drugs while on duty or on Company property. Using, possessing or selling alcohol or controlled substances on Company property or during working time.
  • Suspension of driver's license or lack of insurability where job duties require driving.
  • Careless, negligent, or improper use of Company property, equipment or funds, including unauthorized removal, or use for private purposes, or use involving damage or unreasonable risk of damage to property.
  • Unauthorized release or possession of confidential information or business records.
  • Sleeping on the job.
  • Violating any employment policy or procedure, whether contained in this Handbook or not.


Ethical Standards/Conflict of Interest


Johnstone Supply and Gevity have excellent reputations for conducting their business activities with integrity, fairness, and in accordance with the highest ethical standards. As an employee, you enjoy the benefits of our reputation and are obligated to uphold our ethical standards in every business activity.


Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. Johnstone Supply and Gevity recognize and respect your right to engage in activities outside of your employment that are private in nature and do not in any way conflict with or reflect poorly on Johnstone Supply or Gevity.  Management reserves the right, however, to determine when an employee’s activities represent a conflict with our interests and to take whatever action is necessary to resolve the situation, including termination of employment.


If you are ever in doubt whether an activity meets our ethical standards, may be a conflict of interest, or compromises Johnstone Supply or Gevity’s reputation, please discuss it with your manager or supervisor or call Gevity’s Human Resources Services Department at 1(800) 243-8489.


Solicitation and Distribution


Johnstone Supply has established rules, applicable to all employees, to govern solicitation and distribution of written material during working time and entry onto the premises and work areas.  All employees are expected to comply strictly with these rules.


No employee shall solicit, sell merchandise, promote support or distribute literature for any cause or organization during his or her working time or during the working time of the employee or employees at whom the activity is directed.


Workplace Violence


Johnstone Supply and Gevity have a strong commitment to its employees to provide a safe, healthy and secure work environment.  The possession of weapons or occurrences of violence in the workplace is contrary to our objective and will not be tolerated.  Violators may be subject to immediate discharge.


Johnstone Supply also expects employees to maintain a high level of productivity.  Therefore employees are to perform their jobs without violence, threats, harassment or bullying toward any individual.  Employees who are involved in a fight and become injured may be denied workers compensation benefits.


Johnstone Supply has the right to search any areas on Company premises for weapons, including but not limited to, furniture, containers, drawers, equipment or other facilities, lunch boxes, briefcases, personal bags, personal toolboxes or tool kits, parking lots, Company vehicles and personal vehicles parked on Company premises.


Outside Employment


Employees who choose to engage in employment outside of Johnstone Supply must inform their supervisor.  Employees should not engage in outside employment that interferes with their duties at the Company or that competes or conflicts with the Company’s activities.  Additionally, employment must not involve the use of Johnstone Supply equipment, supplies, facilities, or confidential or proprietary information.


Work Relationships


A familial relationship among employees can create an actual or potential conflict of interest in the employment setting, especially where one relative directly supervises another relative.  To avoid this problem, Johnstone Supply may refuse to hire or place a relative in a position where the potential for conflict could exist.


In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, relatives may be separated by reassignment, at the discretion of Johnstone Supply.


Accordingly, managers and supervisors are prohibited from becoming romantically involved with one another or with any other employee of the company.  Additionally, all employees, both managerial and non-managerial, are prohibited from becoming romantically involved with other employees when, in the opinion of the company, a personal relationship may create a conflict of interest, cause disruption, create a negative or unprofessional work environment, or present concerns regarding supervision, safety, security, or morale.




The health and safety of employees and others on Company property is of utmost concern.  It is therefore the policy of Johnstone Supply and Gevity to strive constantly for the highest possible level of safety in all operations.  It is our commitment to comply with all applicable health and safety laws, and to ensure that public and work areas are free of hazardous conditions.  Johnstone Supply will make every effort to provide working conditions that are as healthy and safe as feasible, and employees are expected to be equally conscious about work-place safety, including proper work methods, reporting potential hazards, and reducing exposure to known hazards.  You should immediately inform your manager of any unsafe condition or act that you observe.  If you can correct an unsafe condition without possible risk of injury to yourself or others, you should take steps to correct it.


Untidy work areas are one of the primary causes of accidents.  It is the responsibility of every employee to keep their work area clean.  Your manager will discuss any specialized safety requirements of your department with you.


You are expected to work safely at all times.  If you are injured, however, you are required to report all injuries, no matter how minor, to your supervisor immediately.


Reasonable Accommodations


It is recognized that employees may experience either a temporary or permanent impairment, which may impact their ability to perform any, or all of the physical and/or mental requirements of their job duties.


Johnstone Supply and Gevity will consider providing reasonable accommodations for employees which would allow them to continue to perform the essential functions of their position, and which do not impose an undue hardship on Johnstone Supply’s business.


Any employee having a physical or mental impairment that substantially limits one or more of his or her major life activities and which impacts their ability to perform their job duties, should notify their supervisor and Gevity’s Human Resources Services Department at 1(800) 243-8489.


Modified Duty Positions


A modified duty position may be offered to employees that suffer an occupational injury/illness.  Employee’s that are released by their physician to return to work less than full time or with physical work restrictions may be eligible for a modified duty position.


Modified duty positions may be a temporary reassignment to another position within Johnstone Supply or, your current position may be reviewed to determine if reasonable accommodations can be made within your work restrictions.  Reasonable accommodations may be considered for your current position pursuant to the “Reasonable Accommodations” section of this handbook.  Pay will be at the rate of the new job classification if applicable.  The Workers Compensation Carrier will contact you if you are entitled to additional wages from them.


Reassignment to Modified Duty or Reasonable Accommodation to your current position will require compliance with the following procedures:


  • When you are released to return to work from a work-related injury, you must call your Workers Compensation Carrier.  You cannot return to work without written authorization from your physician.


  • Tell your supervisor immediately if you have any difficulty with assigned work.  Never do work beyond what your physician has determined is safe for you.


  • Reassignment to a modified duty position may require you to change your regular days off or work hours


  • You are required to schedule doctor’s appointments around your work schedules, whenever possible.


  • Refusal to participate in the modified duty program when your physician releases you to work and work is offered, may result in the reduction or discontinuation of wage benefits from Worker’s Compensation.


Classification of Employees


The Fair Labor Standards Act has provided rules to employers for determining if an employee is eligible to receive overtime.  This determination is based on the employee’s job classification/position.  Employees are classified as either exempt or non-exempt for the purposes of paying overtime.  An exempt employee is not paid overtime and/or does not earn an hourly minimum wage, or both.  Non-exempt employees are eligible for overtime for all hours worked over 40 hours per week and must be paid the hourly minimum wage set by federal law.


Employees are also classified as full time, part time, or temporary as determined by your company’s policies.  Eligibility for benefits, if offered, is generally based on this full time, part time or temporary status.  Your employment status will be determined and communicated to you at the time of hire or job transfer within Johnstone Supply.




Military Leave of Absence


Upon request, employees are eligible for a leave of absence to serve in the active or reserve military services of the United States in accordance with applicable law.  Johnstone Supply and Gevity complies with the Uniform Services Employment and Re-employment Rights Act (USERRA).  This act applies to all employees who voluntarily or involuntarily perform services in the Armed Forces, Army National Guard, Public Health Services, or any other category of service designated by the President in time of war or emergency.


The following guidelines will be followed for an employee requesting a leave of absence:


Employees are required to give their employers advanced written or verbal notice of an absence for military service unless circumstances make it unreasonable or impossible to do so.


Employees may use any accrued vacation or other paid leave during the military leave.


After the conclusion of their military service, employees must report to their employers, or submit an application for re-employment within a prescribed timeframe, which varies depending on the length of the leave of absence.


Employees are entitled to take a cumulative leave of absence due to military service for up to five (5) years.  (This includes previous leave absences)


Employees eligible for vacation or other paid leave time should contact their supervisor for specific details.




Employees who are currently enrolled in Company offered health plans will have their benefits continued for up to 31 days from the leave of absence date.  If the leave extends beyond 31 days, you may elect to continue your coverage under COBRA for up to eighteen (18) months, however, you may be required to pay all or part of the premium for the continuation of COBRA coverage.




Re-employment and/or reinstatement of employment will be made in accordance with all federal and/or state law.  Employees should contact their supervisor/manager or Gevity at 1-800-243-8489 for specific information regarding return to work procedures.





FMLA Leave of Absence


An eligible employee may request a Family and Medical Leave (“FMLA leave”) for up to twelve (12) weeks in a twelve (12) month period due to the serious health condition of the employee or the employee’s spouse, child or parent, or for the birth, adoption or foster care of a child.  Eligibility for leave for the birth, placement or adoption of a child expires twelve (12) months after the birth, placement or adoption.  An eligible employee is an employee who has been employed for a minimum of one year and worked 1,250 hours within the previous 12 months.  The twelve (12) month period is measured by looking at the twelve (12) month period immediately prior to the date on which leave is requested.  Spouses who are both employed by Johnstone Supply cannot take more than a combined total of total of twelve (12) weeks of leave in a twelve (12) month period for birth, adoption or foster care.  Employees must give at least thirty (30) days notice of the need for leave, if such leave is foreseeable.  If leave is not foreseeable, notice must be given as soon as possible.  If an employee fails to give proper notice for foreseeable leave, Johnstone Supply may delay the taking of leave.


When medically necessary, an employee may take leave intermittently or on a reduced schedule.  Johnstone Supply reserves the right to temporarily transfer the employee to another position that better meets the leave schedule.


An employee requesting leave to care for a family member or because of their own serious health condition must provide Johnstone Supply with a medical certification.  This form is available from Gevity’s FMLA Administrator 1(800) 243-8489.  In certain circumstances, at Johnstone Supply’s or Gevity’s discretion, a second or even a third opinion may be required.


Accrued paid time off (PTO) benefits, short-term disability (STD), and/or workers’ compensation must be used as part of the 12-week FMLA leave, if applicable.  However, if leave is for birth, adoption or foster care, paid time off (PTO) need not be used unless the employee wishes; other paid leave benefits must be used.  The balance of the leave may be paid under certain circumstances.  Health benefits, if applicable, will continue under the same terms and conditions as when the employee was on the job.  In general, an employee will be guaranteed the right to return to their previous, or an equivalent position, with no loss of benefits at the end of the leave.


Personal Leave


In certain circumstances Johnstone Supply upon request, may provide leave for a personal reason for up to three (3) days. 


Employees must submit a request for unpaid personal leave of absence to their manager.  Your manager will submit the request to the appropriate member of management for final approval.  Failure to return from leave at the time agreed may result in termination of employment.   If an employee chooses to have personal leave PAID, they may use PTO time if available.


If you accept any employment or go into business for yourself while on a leave of absence, you may be considered to have voluntarily resigned from Johnstone Supply.


You will accrue vacation or sick leave during your leave of absence and you will be responsible for any required benefit premiums that may occur during your leave.


Bereavement Leave


Eligible employees receive paid leave for up to three (3) regular workdays missed due to the death of an immediate family member.  Immediate family members consist of the following relatives of the employee, or of the employee’s spouse:



Children (including step-children)

Parents (including step-parents)





In certain circumstances, Johnstone Supply reserves the right to make exceptions on a case-by-case basis when requested.   To take leave, an employee must submit a request to the supervisor.  This request must state the requested days off, and the anticipated return date.


Voting Leave


Johnstone Supply and Gevity encourage all employees to fulfill all civic responsibilities and to vote in all official public elections.  Generally your working hours are such that you will have ample time to cast your vote before or after working hours. However if you find yourself with insufficient time to vote due to overtime work etc., please discuss the matter with your supervisor.  Johnstone Supply and Gevity. will comply with all applicable voting time laws of the states and municipalities in which its’ facilities and offices are located.


Jury and Witness Duty Leave


Johnstone Supply and Gevity recognize employee obligations to serve on state and federal juries.  When you are asked to serve on jury duty, inform your supervisor immediately so that it can be determined whether your schedule is flexible enough to permit you to serve at that time.  If not, Johnstone Supply will request deferral to a more convenient date.  You are expected to return to work, when reasonable, during your regularly scheduled business hours or if released earlier than anticipated.


Occasionally, employees may be legally compelled to attend a judicial proceeding.  In these circumstances, an employee’s attendance at work will be excused.  Employees must notify their supervisor immediately upon receiving a summons or subpoena compelling attendance at a judicial proceeding and must present the summons or subpoena to the supervisor.  An employee charged with a crime, who is required to attend a judicial proceeding, is not covered by this policy. 


Employees in Dada County:  Full-time employees will be paid, three (3) days for jury duty (use PTO in excess of three (3) days) their regular wages minus the statutory fee provided to them for jury service during their jury duty provided they provide their supervisor with a copy of the summons at least five (5) working days prior to the commencement of jury service.


Employees in Broward County:  Full-time employees will be paid, three (3) days for jury duty (use PTO in excess of three (3) days) their regular wages minus the statutory fee provided to them for jury service during their jury duty provided they provide their supervisor with a copy of the summons at least five (5) working days prior to the commencement of jury service.


Paid Time Off


Paid Time Off (PTO) is an all purpose time-off policy for eligible employees to use for vacation, illness or injury, and personal business. It combines traditional vacation, sick and personal leave plans into one flexible, paid time-off policy.


Employees may not use PTO during the first ninety (90) days of employment.   After that time, employees may use any earned PTO hours.


The amount of PTO full time employees are eligible to receive each year is based on the length of their employment as shown in the following schedule:



Years of Service

Days per a year

Annual Accrual in Hours

90 days

6 days

48 hours

1-7 years

18 days

144 hours

8-15 years

23 days

184 hours

16 -19 years

28 days

224 hours

20 or more years

33 days

264 hours



Part-time employees are not eligible for PTO.


If available, employees will carry over a maximum of (48 hours) of unused PTO into the following year.


Any accrued unused PTO in excess of 6 days (48 hours) that remains at the end of the year will be forfeited.


Employees who have an unexpected need to be absent from work should notify their manager prior to the beginning of each scheduled workday.


To schedule planned PTO, employees should request advanced approval from their supervisors.  Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Employees should avoid financial commitments such as the purchase of airline tickets, etc., prior to receiving PTO approval.


PTO is paid at the employee’s base pay rate at the time of absence. It does not include any special forms of compensation such as incentives, commissions, bonuses, or shift differentials, if applicable.


Upon termination of employment, employees will be paid for unused PTO that has been accrued through the last day of work, if the employee resigns with a fourteen (14) day notice.




Full time and part time employees will receive pay for the holidays listed each year.  Johnstone Supply will observe the following:


Recognized Holidays


  • New Years Day                                              
  • Memorial Day                                     
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day


As long as staffing needs are met, eligible employees may take unpaid time off for religious observances not included in the above holiday schedule.  You must request approval from your manager in advance of the requested day off.





Introductory Period and Orientation


An introductory period of ninety (90) days or longer may be used for new employees or employees who are reassigned or transfer to a new position.


To assist you in learning your new job Johnstone Supply will provide orientation and training, and may periodically review your progress.  A formal performance evaluation may be conducted at the end of ninety (90) days to determine if you are meeting the requirements for the position.


If at any time during this process you have questions, you are encouraged to talk to your supervisor or follow Johnstone Supply’s “Open Door Policy.”


Absent a written agreement with Johnstone Supply to the contrary, all employment both during and after the introductory period is at-will and the completion of the introductory period does not confer any rights for continued employment.


Attendance and Punctuality   


Regular attendance and punctuality is an important job requirement.  Johnstone Supply must be able to respond to its customers’ and clients’ needs.  In order to perform this obligation, it is essential that all employees report to work regularly and on time.  It is each employee’s responsibility to overcome minor inconveniences and to strive for perfect attendance.


If any employee is unable to report to work on a scheduled workday (including scheduled overtime), the employee must notify their manager prior to the beginning of the scheduled workday.  In cases of absences exceeding one (1) day, it is the employee’s responsibility to arrange a reporting schedule with the manager.  If the employee wishes to apply for one of Johnstone Supply’s leave policies, the employee should follow the reporting policy delineated in that policy.


Any employee’s absence from work without proper notification may be considered a voluntary resignation of employment.  Johnstone Supply may require documented evidence of illness and/or a medical opinion of fitness to return to work following an absence of three (3) or more days.


Tardiness is also unacceptable job performance in the same nature as excessive absenteeism.  It is each employee’s responsibility to allow ample time in the commuting schedule to allow for travel delays.  Tardiness is defined as arriving after the scheduled starting time.




Non-exempt employees are eligible for overtime.  However, your manager may require prior approval of overtime before it is worked.  Employees who work unauthorized overtime are subject to discipline, up to and including termination.  An overtime rate of one and one-half times the regular rate is applied to the actual hours worked in excess of forth (40) hours in one pay week.  An employee working thirty (30) hours or more in a 7-day workweek is considered full-time.


Management expects that employees will work overtime hours when requested.  Advance notice will be given to employees whenever possible; however, employees should be aware that emergencies do occasionally arise that do not permit advance notification.  Managers will make every effort to notify the employee as soon as possible when overtime work is required.


Pay received for hours such as holidays or paid time off, is not considered time worked for purposes of computing overtime.




In departments requiring continuous coverage, supervisors will schedule staggered rest breaks.


Rest breaks cannot be combined and substituted for meal breaks to receive payment for a meal period.  Employees cannot extend their work schedules to justify taking longer rest breaks.  Supervisory approval is required prior to taking your lunch break.


Rest periods are provided on a use-or-lose basis.  Employees who forego rest breaks cannot request additional time off, longer lunch periods, or extra pay in exchange.  However, employees whose supervisors routinely ask them to work without rest breaks should notify the HR department.


Professional Appearance Standards


Johnstone Supply wishes to portray a professional business appearance and, therefore, all employees’ style of dress and grooming should reflect that image.  Employees are required to present themselves during working hours in attire that is appropriate to their position and the nature of the work performed.


Employees who are in doubt, or have questions about the specific personal appearance standards or dress code should consult their supervisor.  Any employee who, in the supervisor’s sole discretion, appears for work in a manner that does not conform to Johnstone Supply’s standards may be required to return home to

obtain appropriate attire, and the period of absence may be treated as unpaid leave.  Repeated violation of this policy may result in disciplinary action, up to and including discharge.


Office Staff employees may wear business casual attire.  Open-toe shoes and sandals are acceptable.  The following are not acceptable:


Office Staff


  Shirts with offensive slogans


Sales Staff

Employees in sales are required to wear company-provided Johnstone Supply shirts and appropriate pants or walking shorts.  Sandals are prohibited.


Warehouse Staff

Employees who work in the warehouse must wear shoes that will protect their feet.  Sandals and open-toed shoes are prohibited.


The following are prohibited for all employees:

  Visible tattoos of those who interact with customers

  Visible body piercing, not including ear piercing.


Voicemail, E-mail and Internet Use


The voicemail, e-mail, computer systems and/or access to the Internet are provided by Johnstone Supply to assist its employees in carrying out the business of Johnstone Supply.  Johnstone Supply treats all messages, received or stored, as business messages, which Johnstone Supply is entitled, if deemed necessary, to access, review, copy, delete, or save for any purpose and to disclose them to anyone that it deems appropriate.  Johnstone Supply may override any applicable password or codes in accordance with the best interests of Johnstone Supply, its employees, clients, customers or visitors.


Use of the voicemail, e-mail, computer systems, or Internet to engage in communications against Company policy, such as unethical business practices, defamatory, obscene, offensive, harassing or otherwise inappropriate messages, is prohibited.




The proper use of telephone etiquette reflects our commitment to a high standard of customer service.  In addition, defined telephone skills are essential to the efficient operation of Johnstone Supply.


We have therefore established the following standards to be followed when using the telephone during business hours.





Incoming calls should be answered promptly and courteously


Calls should be forwarded to the appropriate person as quickly as possible.  If unavailable, a detailed message should be taken for a follow up phone call.


Callers should not be placed on hold for long periods of time.  It is important to check with the caller periodically to assess if they want to continue to hold.


Telephone messages are to be returned in a timely manner.




            Personal calls are to be kept to a minimum so as not to interfere with business calls.


Placing personal long distance phone calls that would result in charges to Johnstone Supply is prohibited and could result in disciplinary action up to and including discharge.


Smoke Free Workplace


In order to maintain a safe and comfortable working environment, Johnstone Supply prohibits smoking throughout its workplace with the exception of specially designated areas. 


All smoking areas will be clearly designated with signs.  You are permitted to smoke in these areas only during your meal and break periods.  Employees smoking in any non-smoking area may be subject to disciplinary action up to and including discharge.


Substance Abuse


Johnstone Supply is a drug free environment.  Specifically, Johnstone Supply is committed to having a workplace free from the improper use of narcotics and other controlled substances (commonly referred to as illegal drugs), the abuse of alcohol, and the misuse of legal or prescription drugs.  Their sale, use, and abuse, when connected to the work environment threaten the safety, morale, and public image of both you and Johnstone Supply.   The following practices will be used to ensure a drug-free environment:


1.                  No person will be hired who is an abuser, promoter, or seller of illegal drugs.

2.                  Use, presence in the body, sale, distribution or possession of illegal drugs by employees, while present on Johnstone Supply premises or during scheduled working hours, including break or meal periods, is strictly prohibited and is grounds for discharge.

3.                  An employee who is found to be involved in the sale, solicitation, or dealing of illegal drugs will be discharged.

4.                  An employee who is taking prescription medication or other legal drugs that might impair their physical or mental faculties should provide prompt notice of this fact to his/her supervisor.  Employees should not report to work under the influence of any drug that creates impairment or a safety risk.

5.                  The use or possession of alcoholic beverages on Johnstone Supply premises, except for authorized events, is also prohibited.  Reporting to work or working under the influence of alcohol is cause for discharge.

6.                  Any current employee who recognized their own need for counseling or medical assistance due to dependence upon drugs or alcohol may voluntarily contact their supervisor or the Employee Assistance Program (EAP) at 1-800-935-9551 to receive confidential assistance in determining what options are available and ways in which Johnstone Supply may support his/her recovery.


Employee Assistance Program    


The Employee Assistance Program (EAP) provides confidential counseling and referral services to employees for assistance with such problems as drug and/or alcohol abuse or addiction.


It is in the best interest of the employee to voluntarily seek assistance from the EAP prior to reaching a point where poor judgment, performance, or behavior issues may lead to disciplinary action.


Participation in the EAP after the disciplinary process has begun will not have any effect on current or future disciplinary actions.


Performance Reviews        


Johnstone Supply’s goal is to review each employee’s performance on a schedule established by the manager.  A performance appraisal has the following main objectives:


1.         To evaluate how the job has been performed, to discuss this performance with the individual concerned, and where possible to determine how it can be improved.


2.         To evaluate short and long-term potential, set goals that support Company and employee objectives, and determine a monitoring process for these goals.


You are encouraged to discuss your feelings about your job and your career goals.  At the time of your performance evaluation you will be asked to review and sign the evaluation form.  Your signature does not necessarily indicate agreement with the contents of that form but merely indicates that you have seen and understand the contents of the appraisal.


Separation of Employment


Should you decide to resign for any reason Johnstone Supply requests, but does not require, that you provide as much notice as possible.


It is requested that you provide a minimum of 14 calendar-days notice prior to your departure.  This notice will allow for a smooth transition of your duties and working relationships.


Prior to your departure, Johnstone Supply may request that you meet with a Company representative to provide work-related feedback on Johnstone Supply.  This will allow Johnstone Supply to continue to evaluate their policies and practices and to improve such policies and practices if possible.


Prior to your departure date, you will be required to return all Company documents, materials, and equipment.  You will also be asked to turn in any outstanding expense reports, if applicable.  No materials or documents should be copied or in any way duplicated and taken with you when you separate from employment.




All written or verbal requests for references regarding current or former employees must be referred to a member of management of Johnstone Supply.  Employees are prohibited from supplying any information in response to such requests unless you are specifically authorized to do so by a member of Company management.


It is Johnstone Supply and Gevity’s policy to only furnish or verify an employee’s name, dates of employment and job title.  No other information regarding a current or former employee will be provided unless the individual first provides written authorization.

Handbook Addendum


Johnstone Supply

Substance Abuse Policy




I.          COMPANY POSITION: Johnstone Supply has a strong commitment to provide a safe, healthy, and productive drug-free workplace.  The use of drugs may create a variety of workplace problems, including increased injuries on the job, increased absenteeism, increased financial burden on health and benefit programs, decreased employee morale, decreased productivity, and a decline in the quality of products and services. 


Drug use affects users and non-users.  Employees who use drugs present a danger not only to themselves but also to their fellow employees and the public.  Management recognizes that testing may be inconvenient but seeks the support and cooperation of all employees.


II.        NOTICE:  This written Policy shall be distributed to employees and be available for review by prospective employees.




A.        Legal Drug Use:  This includes the use of legally prescribed and over-the-counter drugs.  NOTE: Many legal drugs may impair safety and/or job performance.  If an employee is taking any drug, it is the employee's responsibility to advise his/her physician if there is any question about its effects on safety or performance.


B.         Illegal Drug Use:  This includes the use of:

1.                  Drugs which are illegal under all circumstances;

2.         Prescription drugs which have not been legally prescribed, or are not being used pursuant to a physician's order (This includes prescription drugs obtained from others).


IV.       PROHIBITIONS:  Johnstone Supply prohibits the following:


A.        The use, possession, manufacture, distribution, dispensation or sale of illegal drugs whether on or off company property and whether during working hours or non-working hours.


B.         The use, possession, sale, or distribution of alcohol, or having a breath alcohol content of 0.02% or greater on company property, or in company supplied vehicles.


V.        TESTING:


A.        Urinalysis will be conducted to detect the presence of the following substances:


                        1.         Amphetamines

                        2.         Cocaine

                        3.         Marijuana

                        4.         Opiates

                        5.         Phencyclidine (PCP)


B.         Evidentiary Breath Testing (EBT) will be conducted to detect the presence of the following substance:


                        1.         Alcohol


C.        Testing Occasions:


1.         Post-Offer:  All employment offers are made on the condition that the applicant has a negative drug test prior to employment.  Some ADA exceptions apply.


2.         Employee Testing:  Employees will be subject to drug and alcohol testing as follows:


a.         Random:  All employees are subject to unannounced testing based on random selection.  The random selection program will be administered by an objective third-party vendor.


b.         Reasonable Cause:  Employees will be tested when there is behavior indicating impairment that could be the result of illegal drug use or alcohol use.  Conduct believed to exemplify "reasonable cause" should be witnessed by at least two supervisors, if at all feasible.  If only one supervisor or Johnstone Supply official is available, only one need witness the conduct.  The supervisors or Johnstone Supply official must have received training in the identification of signs indicative of drug and alcohol use.


c.         Post Accident:  Employees will be tested when they are involved in an accident, regardless of who is responsible for the accident, that results in physical damage greater than $100, bodily injury that requires off site medical attention, or when cited for a moving traffic violation.


d.         Return to Duty Testing:  A program of unannounced testing will be implemented for each employee who returns to work after treatment for substance abuse or after failing a previous drug or alcohol test.  This testing may continue for up to five years.


D.        Refusal to Submit to Testing:  Any employee refusing  to submit to a drug test is considered insubordinate and will be discharged.


E.         Expenses:  Johnstone Supply shall pay all costs of drug testing, except for any repeat tests requested by the employee which shall be paid for by the employee. 


F.         Urine Collection Procedures:  Urine collections shall conform to Department of Health and Human Services (DHHS) specifications, which include:


1.         Using trained collectors. 


2.         Keeping specimen in sight of the donor and collection site person until sealed and ready for shipment.


3.         Privacy when providing a specimen except (as outlined in Federal DOT regulations) when:


a.         The employee presents a specimen that is outside the accepted temperature range and the employee refuses to have an oral body temperature measurement, or if the body temperature measurement varies by more that 1° C from the specimen temperature.


b.         The collector observes the employee attempting to adulterate or substitute the specimen.


c.         The employee previously provided a diluted specimen or a specimen determined to be "not suitable" for testing by the laboratory.


d.         The employee had previously tested positive.


4.         A well documented chain of custody form.


G.                 Laboratory Analysis of Urine:  Laboratory analysis shall conform to DHHS specifications and be performed in a DHHS certified lab.


1.         All lab results will be reported (in writing or by electronic means, not by telephone) to Johnstone Supply’s medical review officer.


H.                 Breath Alcohol Testing:


1.         Testing will be conducted by a certified breath alcohol technician (BAT), following DOT testing procedures rule 49 CFR Part 40.


2.         A screening test is conducted using an alcohol screening device approved by the National Highway Traffic Safety Administration (NHTSA).  If the result is less than 0.02, it is considered negative and no further testing is required.  If the result of the screening test is 0.02 or above, a second confirmation test must be performed after a waiting period not less than 15 minutes or more than 30 minutes.


3.         The confirmation test will be conducted using an evidential breath testing (EBT) device approved by the NHTSA that prints the result, date and time of the test, a sequential test number and the serial number of the EBT.  Employees will be instructed not to eat, drink or put objects or substances in their mouth and to the extent possible, not belch, during the waiting period before the confirmatory test.


4.         The BAT and employee must complete the alcohol testing form to ensure results are recorded properly.


I.          Medical Review Officer (MRO):  The MRO shall conduct a final review of all drug test results.  The MRO shall be a licensed physician with knowledge of substance abuse disorders and appropriate regulations.


It is important to note that a positive test result does not automatically identify the donor as an illegal drug user.  The MRO's primary responsibility is to review and assess test results to determine whether some medical reason exists for a positive test result.  The MRO will look for and evaluate alternative medical explanations or system errors that could account for positive test results.


An employee who tests positive will be given an opportunity to speak with an MRO to offer a legitimate medical explanation for the result before the result is reported to Johnstone Supply.  If, after five days of being notified to do so, the employee does not contact the MRO, the MRO shall report the test as a positive result to a designated official of Johnstone Supply




A.        Applicants:  Those who test positive shall be refused employment and may not reapply for six months.


B.         Employees:  Those who test positive shall receive a mandatory referral to EAP and will be allowed to return to work only after professional assessment and compliance with recommendations of assessor, including treatment if indicated. An employee’s position may be held during treatment, up to a maximum of twelve (12) weeks.  Upon return to work, employee will be subject to unannounced testing for up to five years in addition to remaining in the regular random pool. 


VIII.    CONFIDENTIALITY:  All actions taken will respect the confidentiality of applicants and employees.  Discussions with employees will be conducted as privately as circumstances permit. Johnstone Supply will not release test results to subsequent or prospective employers.  Information may, however, be released to a decision maker in a lawsuit, grievance or other proceeding initiated by or on behalf of the employee and arising from a certified positive test.

Agreement of the Drug Free Workplace Program

Agreement to Submit to Drug and/or Alcohol Testing

Agreement to Release Test Result


I,                                                                        , understand that Johnstone Supply  maintains a Drug Free Workplace Program requiring all employees to report to work in a substance free condition.


I have read, or had read to me, a copy of this policy and I understand the consequences of violating the policy including my obligations under the Drug Free Workplace Act.  If I did not understand the policy, I have asked for and have received an explanation. I specifically understand that if I am injured on the job and either refuse to be tested or test positive for drugs or alcohol that I thereby forfeit eligibility for all workers' compensation medical and indemnity benefits.


I understand that as a condition of my initial and/or continued employment, as a part of initial and routinely scheduled fitness for duty physical examinations when required by Johnstone Supply, random (if applicable), and where reasonable suspicion of drug and/or alcohol use exists, the Company will require me to undergo substance screening by urinalysis, blood (for alcohol), hair follicle or other testing procedure and I hereby agree to submit to such tests including follow up to rehabilitation testing and the required post accident testing. 


I further consent to the results of any such drug screen(s) being released to the Company's authorized representative by the Medical Review Officer (MRO) and understand that I am legally authorized to receive a copy of this consent form if requested. The results will not be released to any additional parties without my written authorization, except that I acknowledge that the Company, agents of the Company, and the testing laboratory will have access to the drug test results and may disclose such results to its attorney in connection with workers' compensation proceedings, and may use the test results when relevant to its defense in other civil or administrative matters.


I release any testing facility personnel and/or any physicians who have tested me from any liability arising from a release or use of any and all test results, written reports, medical records and data concerning my test(s) to the appropriate Company officials.  I further release all Company officials from liability arising from the release or use of the test results.


I also understand that the Drug Free Workplace Policy and related documents are not intended to constitute a contract between me and the Company.


I acknowledge receipt of a copy of this policy.




  Signature                              Printed Name                           SS#                              Date


Witness Signature                   Printed Name                                                               Date



I have received a copy of the Employee Handbook and have read or had it read to me. If I have any questions regarding this handbook, I understand that it is my responsibility to ask my supervisor or other member of management about them. I recognize it is my responsibility to review the policies, practices, standards, and rules it contains, and I agree to comply with them during my employment.


I understand the information in this handbook is intended to acquaint employees with general policies, principles, standards, and procedures, and does not represent a contractual commitment by either Gevity or Johnstone Supply concerning terms of employment or other matters. Both Gevity and Johnstone Supply are free to act according to the best business judgment of management and to change, interpret, withdraw, or add to the policies, procedures, and standards described in this handbook at any time without prior notice, consideration, or approval by an employee. I further understand that this handbook is not a contract between Gevity, Johnstone Supply and me, nor is it a guarantee of any specific policies, procedures, standards, rules, or length of employment. I understand that my employment is considered “employment at-will” unless I may have otherwise entered into a contractual agreement with Johnstone Supply. I understand that such an agreement, between Johnstone Supply, and myself is not binding upon Gevity.




____________________                                _______________________________________

Date                                                                 Employee Signature




                                                                        Employee Name Printed


To Supervisor: Following the employee’s signature, place this page in the employee’s personnel file.