Welcome to ITE! Started in 2004 by Akhtar Ali Javed, ITE is aiming to become an indispensable partner to our clients by delivering quality products and services. We pride ourselves in being a workplace that works hard, has fun, and serves our clients with A+ quality every day.
Welcome to ITE!
Started in 2004 by Akhtar Ali Javed, ITE is aiming to become an indispensable partner to our clients by delivering quality products and services. We pride ourselves in being a workplace that works hard, has fun, and serves our clients with A+ quality every day.
We believe in:
ITE policies may change at any time, and staff employees are expected to comply with the most current versions. To the extent this Handbook conflicts with any applicable company policy, the policy will govern. If you have questions concerning this Handbook or a policy, consult your supervisor for clarification.
To protect company assets, we require all employees to adhere to our non-disclosure agreement and avoid any conflicts of interest.
Employees & contractors must not misuse confidential information, including internal and client information and communications. It is a condition of employment that the employee signs the ITE Confidentiality and Intellectual Property Assignment Agreement, which will be provided under separate cover.
Confidential information generally consists of non-public information about a person or an entity that, if disclosed, could reasonably be expected to place either the person or the entity at risk of criminal or civil liability, or damage the person or entity's financial standing, employability, privacy or reputation.
The Company understands that its staff employees may have or be involved in outside financial, business, professional, academic, public service, or other activities. However, outside activities or commitments, familial or other relationships, private financial or other interests, and benefits or gifts received from third parties may create an actual or perceived conflict of interest.
Staff employees must disclose and avoid actual and perceived conflicts of interest or commitment between their Company responsibilities and their external activities. Depending on the circumstances, employee participation in activities in which a conflict or perceived conflict of interest exists may be prohibited or may be permitted but affirmatively managed.
ITE provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards based on each individual's qualifications as they relate to a particular employment action (e.g., hiring, training, promotions).
No person shall be discriminated against in employment or harassed because of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, protected veteran status, military status, unfavorable discharge from military service, citizenship status, genetic information, marital status, parental status, ancestry, source of income, credit history, housing status, order of protection status, actual or perceived association with such a person or other classes protected by law.
ITE abides by the at will employment doctrine, which means in essence that employees have the right to terminate employment without notice and without cause, for any reason. As an employer at will, ITE also has the right to terminate any employee for any reason, and also without advanced notice, except where federal or state law prohibit such actions.
The amount of compensation you will receive is provided in your offer letter. In addition, ITE is required to deduct specific amounts from your paycheck. These deductions may be taken pre-tax or post-tax depending on FBR tax rules.
As an employee of ITE, there are certain mandatory deductions under federal law that must come out of employees' paychecks:
Voluntary deductions from an employee paycheck can include participation in benefits programs such as medical, dental, or vision insurance. These are elective deductions and may be taken pre-tax as laws permit.
The Company may make deductions from an employee's pay for:
Some employees of ITE are considered to be exempt from overtime. Exempt status as classified by the Fair Labor Standards Act (FLSA) is for those employed in professional roles, such as those at ITE with a salary (versus an hourly wage). Non-exempt status is reserved for hourly workers, and they are eligible for overtime.
Employees at ITE are paid on a monthly basis on the 30th via check or direct deposit. If a payday shall fall on a Saturday, Sunday, or bank holiday, the employee will be paid on the last working day prior.
To ensure your general health and productivity, employees are offered paid rest breaks of no more than 15 minutes and unpaid lunch time of at least 30 minutes, but not longer than 1 hour.
The probationary period is a time for you to learn about your job and become familiar with ITE. During this time, your supervisor will explain Company policies and procedure, your job duties, and your performance expectations. The probationary period is considered to be the employee's first 90 days. Probationary periods may be extended or reenacted on a case-by-case basis.
If you decide to terminate your employment, it is recommended that you give at least a one month notice to your supervisor in order to maintain a mutually respectful relationship. All resignations must be submitted in writing or email to the company Owner or the HR manager.
The Company's information technology systems and the information served by those systems are valuable and vital assets to the Company. This includes all computer systems (hardware and software), communication systems (networks, telecommunications, video, and audio broadcast systems), and information (processes, documents, data, text images, etc.) in any form on any media.
The Company has the right to monitor all of its information technology system and to access, monitor, and intercept any communications, information, and data created, received, stored, viewed, accessed or transmitted via those systems. Staff employees should have no expectation of privacy in any communications and/or data created, stored, received, or transmitted on, to, or from the Company's information technology systems.
ITE provides the following kinds of leave after the employee has completed their 90 day probationary period. Any leave prior to 90 days will be up to the discretion of management to approve on a case-by-case basis. All leave is on a use-it-or-lose it basis that resets on January 1st of each year.
ITE defines "vacation leave" as leave needed for personal trips such as vacation, birthdays, weddings, etc. ITE provides the following amount of vacation time for employees unless otherwise specified in their employment agreement:
Vacation leave should be requested in advance through our payroll system under your employee account.
ITE complies with local, state and federal laws for sick leave. In accordance, we offer 5 days of paid sick leave annually to all employees. Sick leave can be used for personal illness or for caring for an ill family member.
After 2 consecutive days of sick leave, ITE reserves the right to request proof of illness with a signed doctor's note.
As a company with fewer than 50 employees, please note that we are not required to comply with the federal Family Medical Leave Act (FMLA). However, should a situation come up where leave might be required for a personal or family medical issue, we will review providing unpaid leave or flexible working arrangements on a case-by-case basis for employees in good standing who have worked full time at the company for at least one year.
ITE offers up to 3 days or 72 hours for bereavement leave for employees with an additional 1 day or 8 hours for funerals that require travel of over 100 miles.
ITE provides the following paid holidays:
Corrective action is a process designed to identify and correct problems that affect an employee's work performance and/or the overall performance of the department. However, progressive discipline is not guaranteed, as ITE is an at will employer, and may choose to terminate an employee at any time with or without cause.