Section I - Introduction
Welcome to our team. Providing our team members a pleasant work atmosphere helps to ensure excellent customer service and marketing of the highest quality insurance products through State Farm Insurance Companies.
You have been selected from a pool of other candidates because we believe you will be an asset to this agency. We are pleased you’ve chosen to add your talents to the vision and mission of this agency.
About this manual
This manual is:
• Designed to help you get acquainted with the vision, policies and benefits of this agency.
• The policies described are not conditions of employment and are not intended to create a contract of employment between the Agency and any team member.
• Designed to provide general information to all team members regarding
- How the agency operates
- What the agency provides to team members, and
- What the Agency expects from team members
While broad in scope, it does not cover every situation, which may occur. This agreement is subject to modification. To meet the challenges of the future, the Agency reserves the right, with or without notice, to
- Add to, and
- Delete any of the policies, terms, conditions, and language presented in this manuals
If an addition or change is made, a policy statement will be placed in the Addendum section until the entire manual is reprinted.
Section II - Benefits
All compensation and commission plans are confidential.
Base compensation is paid for performing daily office operations and procedures including high level customer service and training.
Base pay is paid for up to 40 hours of work weekly. Overtime, which is working more than 40 hours in a week, must be authorized in writing by the agent and will be paid at time and a half of the hourly rate.
Compensation increases will be discussed with the agent on an individual basis. All pay increases will be based on performance evaluations including but not limited to customer service, pro-activity, sales performance, team work and general office demeanor.
Licensed/authorized team members will also be eligible to earn bonuses based upon their individual production. Details of the bonus plan will be defined in the “Compensation and Benefits Document” that accompanies this handbook, and will be shared with you after you have met the licensing requirements and obtained your Licensed Staff Agreement.
Any attempts to manipulate personal production results for reasons including but not limited to bonus qualification, contest qualification, leaving early or any other award monetary or otherwise will result in disciplinary action up to and including termination.
Payday is the 5th and 20th of the month.
Death and Bereavement Leave
Time off from work without loss of pay will be granted to full-time team members due to the death of an immediate family member or specified relative according to the following.
1. Team members may be granted up to 5 days’ time off from work without loss of pay for the death of an immediate family member. Immediate family member is a father, mother, sister, brother, husband, wife, son, daughter, grandparent, grandchild, an in-law (i.e. brother-in-law, mother-in-law, son-in-law, etc.) or any relative with whom you reside.
2. Team members may be granted time off from work for the death of a relative. A relative is an aunt, uncle, cousin, niece or nephew.
3. Team members may be granted time off from work for the death of a friend.
4. Time off (unpaid or without loss of pay) is subject to agent’s approval.
5. Death and bereavement pay will not be paid in addition to any other allowable pay for the same day, such as holiday pay, sick leave, etc.
Group Insurance - Medical, Vision, Dental and Life
Group insurance may be provided for each team member subject to eligibility in the plan. Coverage for eligible family members may be purchased at the team member’s expense. Costs and benefits of the plan will be defined in the “Compensation and Benefits Document” that accompanies this handbook and will be discussed upon the onset of employment and reviewed during the annual enrollment period.
Full-time team members will be granted permission for an absence of up to 3 working days during jury duty with full pay. If selected for Jury Duty please notify the Agent of anticipated time out of the office so arrangements can be made to properly staff the office
If jury duty ends more than 3 hours before the end of the workday, team members are to return to work to finish the day.
Maternity leave will be considered on a case by case basis at the sole discretion of the Agent.
Paid holidays include New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas Day. A paid holiday will be celebrated on the day chosen by the agent to close the office in observance of the holiday. For example, if Christmas falls on a Sunday, the office may close on Monday. Additional paid holidays can be given at agent’s discretion.
Reasonable accommodations will be made to meet the religious needs of team members when this can be done without undue hardship to the agency.
Only full-time team members are eligible to receive holiday pay.
Personal time will be defined on an individual basis in the “Compensation and Benefits Document” that accompanies this handbook and will be discussed upon the onset of employment.
Retirement benefits will be defined on an individual basis in the in the “Compensation and Benefits Document” that accompanies this handbook and will be discussed upon the onset of employment.
Team members are covered under the Federal Insurance Contributions Act (U.S.), which regulates contributions to the Social Security program. As required by law, Agency will withhold the required percentage of your wages and make the required employer’s contribution. These funds and a report are forwarded to the government each month.
Paid Time Off / Vacation / Sick Leave
If you are unable to make it to work, you must contact Sean and speak with him on the phone. Call the office (303) 979-4211 and his cell (303) 587-0056 and leave a voicemail if there is no answer. Call the office manager if you are unable to reach Sean.
The company's goal is to reduce unscheduled absences and the need for supervisory oversight. Each standard working day is made up of a minimum of 8 hours and each standard working week is a minimum of 40 hours. Your standard work day beginning and end times will be set at the discretion of the agent. Only full time employees are eligible for PTO.
Paid Time Off will not be carried over past the calendar year. Unused Paid Time Off hours cannot be redeemed for payroll except in the case of your termination. You will forfeit unused PTO for separation.
You are responsible for accurately and honestly reporting Paid Time Off hours. Email Holly Harris as well as Sean to request PTO in advance. If you are sick, email Holly to update your personnel file with the hours. Misrepresentation of PTO hours will result in your termination.
Once Paid Time Off hours have been exhausted, additional time off will result in a reduction of your gross paycheck times the number of additional hours off.
If you are sick/injured and unable to come to work, you should contact the agency prior to 8:00 a.m. to notify the agent of your absence.
A sick leave absence longer than 3 working days requires a note from your medical provider in
order to return to work. Paid sick leave days will be given according to the schedule below on January 1st for that calendar year. Unused sick leave at the end of the year may not be carried over to the next year, and team members will not be paid for unused sick days. Team members will not be paid for any unused sick days upon termination.
If you do not have any paid sick leave days available for use or your absence is not covered by paid sick leave days, you will not be paid for the days of absence.
|Length of Service||Sick Days||Vacation Days|
|Years 1-2||6 Days||10 Days (3.33 hours/pay period)||Years 3-4||6 Days||15 Days (5 hours/pay period)||Years 5-9||6 Days||18 Days (6 hours/pay period)||Years 10+||6 Days||20 Days (6.67 hours/pay period)|
Additional Paid Time Off may be individually awarded by the agent and at the discretion of the agent. Any award of additional Paid Time Off for one individual does not constitute time off for other team members.
Team Member Development
Individual education and development is very important for all team members. Reasonable costs associated with professional development will be considered for reimbursement on an individual basis. Costs eligible for reimbursement must be submitted in writing to the agent with a description of the educational activity and total estimated cost prior to enrollment and payment of fees. Approval must be received in writing and retained by the team member for their records.
All team members are covered by worker’s compensation insurance for work-related injuries or occupational diseases.
Worker’s compensation benefits typically cover most of the worker’s economic loss due to injury or occupational disease. Compensation is decided by a rate set by law.
Each team member is required to immediately report a work-related injury to the agent. It is also the responsibility of the injured party to provide the information necessary for any required report.
Section III – Policies and Procedures
Collection of cash from policyholders will be kept to a minimum and not encouraged
for payment of premiums. Separate team members are required to enter the final deposit on ABS and make the physical deposit into the Premium Fund Account. Team members making the physical deposit are required to do so the same day as the final deposit in ABS or first thing the following business day. Each team member is required to count funds on hand and initial both the final deposit sheet printed from ABS and the deposit receipt. Once completed the deposit receipt and the final deposit print out shall be stapled and placed in the Premium Fund Account binder.
It is important that the agency have adequate personnel to handle the workload. Frequent absences and excessive tardiness are not acceptable and may subject the team member to disciplinary action.
Team members unable to report to work should contact the agency prior to 8:00 a.m.
The agency takes no responsibility for team members’ personal belongings.
Team members with keys are to notify the agent immediately if a key is lost. Duplicate keys are not to be made.
No outside visitors are permitted on the premises before or after normal working hours without prior approval from the agent.
Activities that suggest violence and occur while on or using agency property or while on office business are strictly prohibited. Any team member that observes any activity or behavior that suggests violence or danger should contact the agent immediately. In the case of immediate danger and the agent is not present, the team member should take safety measures to prevent a threat or violent act from being carried out.
Consult the agent for additional information regarding office policies and procedures.
Firearms are prohibited on premises and while performing company duties.
Trade Secrets and Confidential Business Information
The information, formulas, and/or processes referred to within this agency are proprietary in nature, constitute trade secrets, and are for the sole use and benefit of agents and employees of the State Farm Insurance Companies. The information, formulas, and/or processes referred to within this agency are for internal use only, are not to be disseminated beyond the intended recipient, and are not to be photocopied or otherwise reproduced without the express written consent of Regional or Home Offices of the State Farm Insurance Companies. Personal passwords are not to be disclosed to any other person per State Farm compliance. Any team member violating these policies will be subject to disciplinary action up to and including immediate termination. Any team member emailing confidential information, including, but not limited to email templates, office procedures, etc. to their personal email or 3rd party alternate address will be subject to disciplinary action up to and including immediate termination.
Our dress code company policy outlines how we expect our employees to dress at work. Employees should note that their appearance matters when representing our company in front of clients, visitors or other parties. An employee’s appearance can create a positive or negative impression that reflects on our company and culture.
• All clothes must be work-appropriate. Clothes and footwear that are typical in workouts and outdoor activities are not allowed.
• All clothes must project professionalism. Clothes that are too revealing or inappropriate are not allowed.
• All clothes must be clean and in good shape. Discernible rips, tears or holes are not allowed.
• Employees must avoid clothes with stamps that are offensive or inappropriate.
Due to the nature of our business, breaks will not be on a routine schedule. Breaks will be in compliance with Federal and State law. Team members who abuse this policy by taking excessive breaks will be subject to disciplinary action up to and including termination.
Full time team members have a one hour for lunch and may either leave the building or use our kitchen area and appliances. Team members working less than 8 hours daily will receive break time compliant with the regulations of the Department of Labor and Employment. In-office eating is permitted in the kitchen area (only drinks are allowed at your desk). Lunch times are to be coordinated with the agent so the office remains open during the lunch time period. Please be considerate of your co-workers as leaving and returning from your stated lunch time affects ALL team members.
Conflicts of Interest
Situations could occur in your life, either on-the-job or outside work hours, which could cause a conflict of interest that could be detrimental to the best interests of the agency.
A conflict of interest is any situation in which an individual is in a position to exploit a professional or official capacity in some way for their personal benefit. Even if no unethical or improper act results, a conflict of interest still exists.
If a spouse of a team member works for a supplier, client, or competitor, both individuals are to act in such a way as to preserve the integrity and confidentiality each owes his or her respective employers.
Conflicts of interest may be reason for disciplinary action up to and including termination.
Acceptance of Gifts and Gratuities
Team members are not allowed to accept gifts from any customer, supplier, or competitor.
Team members are not allowed to accept free or discounted services, travel, entertainment, vacation trip accommodations, or anything that could be construed as an attempt to influence the team member.
Each team member is to devote full time and attention to the agency’s interests during working hours. Team members are expected to avoid outside business or gainful activities that could divert their time, energies, interest, or talents away from the agency’s business.
Outside employment will not be considered as a reason for poor performance, absenteeism, tardiness, or poor productivity performance.
Drugs and Alcohol
The use of illegal drugs or alcohol, or being under the influence of drugs or alcohol, are not permitted on the office premises or while on company business. The agency reserves the right to test for these substances at any time without warning. Violation of this policy may result in disciplinary action up to and including immediate termination.
There may be in office events where alcohol is permitted on a limited basis. Such situations require notification to and approval by the agent in advance of the event.
E-mail and Internet Business
Acceptance of employment constitutes permission by the team member for the Agent to access team member’s e-mail account. Throughout the day, the Office Manager or Agent may read and forward the incoming e-mails to the appropriate team member based upon their assigned job duties. If a team member is out of the office, their e-mails will be forwarded to other team members to hand service or processing issues. Each team member is required to reply to the customer’s e-mails received by them within one business day that the e-mail is received. Personal
E-mail must be used primarily for State Farm business purposes. Excessive use of e-mail for personal reasons is prohibited - including the distribution of junk mail, chain letters, sales solicitations, or entertainment messages/files. It is the team member’s responsibility to advise the sender of the inappropriateness of repeated personal e-mails.
You should not publish your State Farm e-mail address on internet mailing lists, directories or any other non-business-related site. Internet
Internet access must be primarily for State Farm business purposes. Playing computer games, downloading non-State Farm software/files or “surfing the net” during work hours is not permitted. Participation in forums, chat rooms, bulletin boards, etc., for non-business-related purposes is prohibited. Inappropriate use of the Internet may result in disciplinary action up to and including termination.
Personal email must be kept to a minimum. All email and Internet usage is subject to review by the agent and you agree to allow the agent access to your Microsoft Outlook folder. Accessing pornographic material on the Internet or any other inappropriate sites that are not business related or excessive personal use of email is strictly prohibited and will be grounds for disciplinary action up to and including termination.
State Farm and our agency reserves the right to monitor all usage of its systems to ensure proper working order, appropriate use, the security of company data, and to retrieve the contents of any communication in these systems.
Equal Opportunity Employment
It is agency policy to hire the most qualified person without regard to age, race, creed, color, sex, national origin, religion, sexual orientation or disability.
It is Agency’s intent and desire that equal opportunities are provided in recruiting, hiring, promotions, layoffs, compensation, benefits, terminations, and all other privileges, terms, and conditions of employment.
Applicants for employment will be evaluated and team members promoted on the basis of qualifications to meet the requirements of the position and ability to perform in a satisfactory manner.
Employment is “at-will”, where either party is free at any time to terminate the team member’s employment.
Forms and Supplies
It is everyone’s responsibility to monitor the quantities of forms and offices supplies needed to conduct business. If you observe low quantities please inform the agent immediately. Additionally any supply purchases by team members are reimbursable with prior written consent from the agent.
Harassment Policy Statement
This defines the harassment policy of Sean Morton State Farm Agent (agencies).
The most productive and satisfying work environment is one in which work is accomplished in a spirit of mutual trust and respect. Harassment is a form of discrimination that is offensive, impairs morale, undermines the integrity of employment relationships and causes serious harm to the productivity, efficiency and stability of our organization.
All employees have a right to work in an environment free from discrimination and harassing conduct, including sexual harassment. Harassment on the basis of an employee's race, color, creed, ancestry, national origin, age (40 and over), disability, sex, arrest or conviction record, marital status, sexual orientation, membership in the military reserve or use or nonuse of lawful products away from work is expressly prohibited under this policy. Harassment on any of these bases is also illegal.
This policy will be issued to all current employees and during orientation of new employees Definitions
In general, harassment means persistent and unwelcome conduct or actions on any of the bases underlined above. Sexual harassment is one type of harassment and includes unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of a sexual nature.
Unwelcome verbal or physical conduct of a sexual nature includes, but is not limited to
• The repeated making of unsolicited, inappropriate gestures or comments;
• The display of offensive sexually graphic materials not necessary for our work;
Harassment on any basis (race, sex, age, disability, etc.) exists whenever
• Submission to harassing conduct is made, either explicitly or implicitly, a term or condition of an individual's employment.
• Submission to or rejection of such conduct is used as the basis for an employment decision affecting an individual.
• The conduct interferes with an employee's work or creates an intimidating, hostile or offensive work environment. Recognizing Harassment
Harassment may be subtle, manipulative and is not always evident. It does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome and is personally offensive. All forms of gender harassment are covered. Men can be sexually harassed; men can harass men;
Women can harass other women. Offenders can be managers, supervisors, co-workers, and non-employees such as clients or vendors. Some examples:
Jokes, insults and innuendoes (based on race, sex, age, disability, etc.), degrading sexual remarks, referring to someone as a stud, hunk or babe; whistling; cat calls; comments on a person’s body or sex life, or pressures for sexual favors.
Gestures, staring, touching, hugging, patting, blocking a person's movement, standing too close, brushing against a person's body, or display of sexually suggestive or degrading pictures, racist or other derogatory cartoons or drawings. Grievance Procedure
Any employee who believes he or she is being harassed, or any employee, who becomes aware of harassment, should promptly notify Sean Morton.
Upon notification of a harassment complaint, a confidential and impartial investigation will be promptly commenced and will include direct interviews with involved parties and where necessary with employees who may be witnesses or have knowledge of matters relating to the complaint. The parties of the complaint will be notified of the findings and their options. Non-retaliation
This policy also expressly prohibits retaliation of any kind against any employee bringing a complaint or assisting in the investigation of a complaint. Such employees may not be adversely affected in any manner related to their employment. Disciplinary Action
Employer, Sean Morton, views harassment and retaliation to be among the most serious breaches of work place behavior. Consequently, appropriate disciplinary or corrective action, ranging from a warning to termination, can be expected.
Health and Safety
We want the office to be a healthy and safe workplace for employees as well as for our customers. If you notice anything that you think is a health or safety hazard, please tell the agent.
Housekeeping and Maintenance
A janitor service may be hired to empty wastebaskets, dust, vacuum, and clean the restrooms and kitchen area on a nightly basis. However, if a janitorial service is not hired each team member is responsible for emptying waste baskets, dusting, vacuuming and keeping their workspace neat and do their part in keeping the interior and exterior of the office clean and professional looking.
Team members are responsible for their work equipment and the shared office equipment. Please take care in using the office equipment to help keep expenses to a minimum. All calls for office maintenance and repair must first be approved through the agent.
Client information, including policyholder records and any related records, are confidential. Team members handling confidential information are responsible for its security and disposal and extreme care is to be exercised. You are not permitted to share this information with anyone outside of the State Farm organization except in authorized situations. Any team member violating this policy will be subject to disciplinary action up to and including termination.
To help keep customer information secure, you are expected to clear your desk each evening of confidential material; it should be locked in your desk or appropriate file cabinet. You should also lock your workstation whenever you are away from your desk throughout the day and shutdown your workstation before leaving in the evening.
Each team member is required to complete the State Farm required online training for security awareness on an annual basis. Consult the agent for additional information regarding office policies and procedures.
Documents requiring disposal and containing confidential information will be disposed of in shredding machines or shred bins provided by a document disposal company. Failure to properly dispose of confidential client information may result in disciplinary action up to and including termination.
If you are absent from work for 2 days and have not contacted the agent, your absence will be considered a resignation of employment effective immediately.
Team members have access to Dymo Postage Printer for business related mail only Personal
Team members are not to use office postage to send out personal mail of any kind and a violation will be grounds for disciplinary action, up to and including termination.
The purpose of our office hours is to provide maximum opportunities for customers to have access to us, our products and the services we provide.
As a team member, you will be assigned office hours which may include Saturdays and some evening hours. The typical work hours for team members are 8:30 a.m. to 5:30 p.m. (M - F). However, the needs of our customers may dictate otherwise at times and team members are expected to make themselves available in these situations.
Each staff member is required to log onto our online time clock. You must clock in and out every day to properly account for your hours, breaks, sick days, personal days and overtime. Overtime is allowed only if it is pre-approved in writing by the agent. Falsifying time clock records will result in disciplinary action up to and including termination.
Everyone entering our office should be greeted immediately. If a customer has an appointment and the team member or agent is available, the greeter should escort the customer to their desk. If the customer will need to wait for an available team member or agent, be sure to offer them a beverage and/or snack.
All incoming calls should be answered by the second ring. Everyone is expected to answer the phone “Thank you for calling State Farm. This is ____, how may I help you?” If you need to put the customer on hold, ASK for their permission first. No one should be left on hold for more than 1 minute. If you take a phone message, share it with the appropriate person immediately. If they are away from their desk when you leave the message, please check that they did find it upon their return (or email the message to them instead of using paper notes).
Agents have the capability to monitor and record phones calls through the office phone system. These recorded calls may be used for performance reviews and quality control. Unacceptable phone practices may result in disciplinary action up to and including termination.
Details of our Office Reception policy and procedures will be discussed during the new employee orientation.
Open Door Policy
This agency promotes an Open Door Policy that encourages Team Members to contact the agent with any personal or employment related problems. Team members have the opportunity to confidentially discuss problems or other issues with the agent. Situations may include but are not limited to: workload issues, personality conflicts, career counseling, perceived favoritism, personal issues, conflicts with the agent or other team members, harassment & discrimination etc. By raising your concerns promptly, we can help prevent problems from escalating.
Overtime is NOT PERMITTED without prior written authorization from the agent. Working overtime without authorization may result in disciplinary action up to and including termination.
The agency has a procedure for evaluating job performance on a regular basis. These performance reviews are vital for future planning. They also strive to provide a timely, fair and objective measurement of performance.
Each team member will receive a performance review monthly. The agent and team member will meet a minimum of three times per year to establish goals and expectations, review progress, and conduct a year-end assessment. New team members will receive an initial review of their job performance during the first 3 months of employment.
Team members will be advised in advance of the time for the scheduled performance review. This gives the agent and the team member the opportunity to prepare and to have an open discussion.
The performance review is designed to:
1. Maintain and improve team member engagement
2. Discuss and create a plan for personal and professional development.
3. Identify training and development opportunities.
4. Provide a factual analysis of the team member’s performance as compared to job requirements and production bench marks.
5. Help place team members in a position within the agency that will best utilize their talents and capabilities.
6. Provide an opportunity to discuss job problems or interests.
7. Provide a basis for developing organizational and individual goals and objectives.
Personal Telephone Calls, Cell Phone Use, & Texting
Both incoming and outgoing personal calls should be kept to a minimum. Texting is only distracting and should also be kept to a minimum. Personal calls should be made using a personal phone, phone card or reimbursed to the agency. If a team member has a special need such as a sick family member who needs occasional contacting, let the agent know.
Agents have the capability to monitor and record phones calls through the office phone system. These recorded calls may be used for performance reviews and quality control. Personal use of offices phones may result in disciplinary action up to and including termination.
Personal Use of Agency Property
Team members may not use or loan agency property such as furniture or furnishings, office machines, vehicles, tools, computers, software, supplies, or agency information for their own personal use without express permission from the agent.
To earn the professional respect of our customers, we need to establish a positive professional image. The appearance and activities of the agent, team members and the office all contribute to the impression we make on our customers.
Appearance & Hygiene
Office attire and general appearance should be business-like. Customers identify professionalism with business attire. Appropriate attire will be determined on a case by case basis by the agent. Team members wearing attire determined to be inappropriate will be asked to return home and change their attire. Strong smells are not acceptable (i.e. tobacco or perfume/cologne). Smells can contribute to a negative impression or discomfort with customers and co-workers. Office Image
The office image impacts our customer’s perceptions of us as professionals. Tattoos should be covered at all times – in the office, out of the office at business meetings, at customer’s homes or work, etc. Team members are expected to utilize organizational skills to eliminate desktop clutter and keep food and personal activities out of their work area.
All requests for information concerning current and former team members must be handled in a consistent and appropriate manner. All written, oral, or informal requests for information about team members or former team members are to be referred immediately to the agent. Such requests usually involve credit information, background checks, personal and business references, descriptions of job duties and responsibilities, etc.
It is the policy of this agency to confirm employment and employment dates only, reasons for separation of employment will not be disclosed.
This is a non-smoking facility. The office team is asked not to smoke on the premises.
When you are going to be more than 15 minutes late reporting to work, call the agent to give the expected time of your arrival and reason for tardiness. If the agent is not available, a call needs to be made to the office manager. Tardiness may result is disciplinary action up to an including termination.
Termination of Employment
Team members are employed “at will” and either team member or Agent may terminate team member’s employment with or without cause.
Team members may choose to resign at any time. 2 weeks’ notice is not expected, or required; most employees’ final day of employment is their day of resignation or termination.
A team member is required to return all property of Agency (including but not limited to key, forms, manuals, and any other items provided to the team member) on date of termination.
Team members who are discharged, or who quit, shall forfeit all benefits, except for benefits required under Federal and State laws.
Commissions are vested on the date of commission payment. No commissions will be paid for policies submitted by that team member that have not been paid on by the date of termination. All commissions for policies that are not issued or have been issued since the last commission payment will be forfeited. No commissions or bonuses will be paid for being “on time” for any internal office or corporate promotion.
All additional company benefits, including unused Personal Time, are immediately forfeited at termination, whether voluntary or involuntary except for benefits required under Federal and State laws.
For a period of one year following termination of employment, team member will not either personally or through any other person, agency, or organization solicit any customer of the Sean Morton State Farm Insurance Agency at the date of termination to purchase any insurance coverage or financial services product competitive or comparable with the insurance coverage and financial services products sold or offered by State Farm and the Sean Morton Agency. In the event the "period of one year" conflicts with any statutory provision, such period shall be the period permitted by statute.
Termination of Employment: Keys
Upon termination, whether voluntary or otherwise, the team member is expected to return their office keys within 2 business days. By signing this Agent’s Team Member Handbook I agreed that failure to return the keys by 5pm on the 2nd business day following separation will result in $200 being withheld from my final paycheck to cover the locksmith fees.
Separation / Termination of Employment – Policy Holders
For New State Farm Agencies
• If team member opens his/her own State Farm agency, or transfers to another State Farm agency in Colorado, team member is allowed to transfer her/his personal policies immediately.
• Policies of immediate family members will be eligible for transfer to the new agency after a period of 12 months from the separation date, subject to prior approval from Agent.
• Policies of other relatives (cousins, aunts, uncles, etc.) are eligible for transfer to the new agency after a period of 24 months from the separation date.
• Policies of all other clients will remain with the Sean Morton Agency, subject to prior approval from Agent.
Section IV – Acknowledgement and Disclaimer
I have read and fully understand the policies and benefits and agree to all of the terms and conditions contained in this Agent’s Team Member Handbook.
The policies described in the Agent’s Team Member Handbook are not conditions of employment, and the language is not intended to create a contract between the agent and team members.
Because of the possibility of differences in interpretation of the clauses in this manual, the final interpretation will be determined by the agent and will be final.
ALL TEAM MEMBERS ARE EMPLOYED “AT-WILL” WHICH MEANS THAT EACH TEAM MEMBER, AS WELL AS THE AGENT, HAS THE RIGHT TO TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME.
I acknowledge that I understand the information that has been provided and have had any questions clarified by the agent. I understand that my responsibilities consist of but are not limited to the items listed in this handbook and that failure to comply with these items could result in disciplinary action up to and including termination.
This agreement is made upon the express condition that you understand that these terms are granted based on a mutually beneficial relationship between the above stated individual and Sean Morton Agency. If at any time either party feels this relationship is no longer mutually beneficial they may terminate the relationship.