Privacy Policy | T & M Rubber | Goshen, Bristol & South Bend, IN

About T&M Rubber Inc. and our organizational standards.

T&M Rubber Inc. is a leader in the rubber manufacturing field. We focus on the development of customized rubber seals, gaskets, washers, and stoppers for various industries. The foundation of our organization is our ability to build and sustain long-term relationships with our customers, to be the best at what we do when it comes to rubber, Silicon, Viton, material development, and to attract highly motivated people. We aim to fight and guard our foundation for which we stand for. We are truly committed to how we conduct ourselves in business socially, ethically, and legally, while we remain focused on our environmental responsibilities.

T&M Rubber Inc. is committed to conducting its business affairs with honesty and integrity. The commitment applies to relationships with customers, vendors, and employees. These rules, practices and policies concerning conduct and behavior (“Standards”) are instrumental to our continued success, and yours, at the Company.

Whenever people gather to achieve goals, some rules of conduct are needed to ensure everyone works together efficiently, effectively and harmoniously. By accepting employment with us, you have a responsibility to T&M Rubber Inc. and your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights but make certain you understand what conduct is expected and necessary. When employees are aware of these rules, they can depend upon co-workers to follow the rules of conduct. This makes the Company a better place to work for everyone.

It is important that T&M Rubber Inc. act with integrity, ethically, and with honesty in our practices.

T&M Rubber Inc.’s Scope:

This Code of Conduct addresses business practices, our relationships with internal and external stakeholders, and our work environment. When it comes to our suppliers, investors, potential customers, and other business partners, we behave appropriately, as well as having open, honest, and transparent communication.

Work Hours and Labor Practices:

Introductory Period

Employment at T&M Rubber Inc. begins with an Introductory Period of ninety (90) days. During this time, the Company will evaluate your suitability for employment. Employees receive training, experience, and the opportunity to determine if the Company, the job duties and working conditions match their skills and expectations. Before the end of your Introductory Period, your manager will discuss your job performance with you. This review will be much the same as the normal performance review held for regular full-time or part-time employees on a regular basis. During the discussion, you are encouraged to offer comments and ideas. If your manager determines that the introductory period does not allow sufficient time to evaluate a new employee, the period may be extended. Any significant absence will automatically extend the introductory period by the length of the absence. Temporary employees granted full-time employment are eligible for benefits based upon the date of the change in employment status. Those employees hired full-time at the start are eligible for benefits AFTER completion of the Introductory Period, based upon their first day of work. The only benefits available to employees during the Introductory Period are those required by law.

Because your employment with T&M Rubber Inc. is always at will, it is understood that completion of the Introductory Period does not guarantee continued employment for any specified period, nor does it require an employee be discharged only for “cause.” Furthermore, employment during the entire introductory period is at-will just as it is for all employees of the Company. A former employee who has been rehired after a separation from T&M Rubber Inc. is considered an Introductory Period employee upon rehire.

Regular Full-Time Employees

An employee, who has successfully completed the Introductory Period of employment, is not assigned to a temporary status, and is regularly scheduled to work at least 40 hours or more per week is considered a regular full-time employee. If hours are reduced to part-time, employees are still considered full time, and are still eligible for vacation and regular benefits.

Part-Time Employees

An employee who is regularly scheduled to work less than 40 hours per week and is not a temporary employee is considered a part-time employee. If you are a part-time employee, please understand you are not eligible for benefits described in this Handbook, except to the extent required by provision of law, or as specifically noted herein.

Temporary Employees

T&M Rubber Inc. may hire an employee as an interim replacement, to temporarily supplement the work force, or to assist in the completion of a specific project or for other reasons deemed appropriate in T&M Rubber’s sole discretion. An employee hired under these conditions is considered a temporary employee. The job assignments, work schedules, and duration of the positions are determined on an individual basis. Employment beyond any initially stated period does not in any way imply a change in employment status. A temporary employee retains his/her employment status unless and until notified of a change. Summer employees are considered temporary employees.

If you are a temporary employee, please understand you are not eligible for benefits described in this Handbook, except to the extent required by law. Temporary employees working more than 40 hours during any workweek receive overtime pay. The use of the term “Temporary Employee” does not convey in any manner that employment within any classification is to be considered “permanent.”

Non-Exempt Status

Employees paid wages per hour and occasionally some salaried employees are entitled to overtime pay for hours worked in excess of forty hours (40) per week. These employees are referred to as "non-exempt" in this Handbook. This means they are not exempt from (and therefore are entitled by law to receive) overtime pay. Non-workdays and/or periods, such as sick days and holidays, do not count towards the hours worked in a week for the purpose of calculating overtime pay.

Exempt Status

Exempt employees include managers, executives, professional staff, technical staff, outside sales representatives, commissioned sales representatives, officers, directors, owners, and others whose duties and responsibilities "exempt" them from overtime-pay provisions of the Federal Fair Labor Standards Act (FLSA) and any applicable state laws.

It is our policy to comply with the salary base requirements of federal and state wage and hourly laws. Therefore, we prohibit all company managers from making any improper deductions from the salaries of exempt employees.

Length of Continuous Service

All new employees are considered Introductory employees for the first 90 days worked (Introductory period). After you have completed the Introductory Period, your length of service record starts as of the first day of your employment, not the first day after the Introductory Period, and can be broken only for one of the following reasons:

• Voluntary Quit

• Discharge

• Absence of three (3) consecutive workdays without a reasonable excuse satisfactory to the Company

• Thirteen (13) weeks lapse between employment periods

• Failure to report on the first workday following expiration of an authorized leave of absence

• Failure to report for work when recalled from layoff, either by telephone, registered letter, or Federal Express delivery.

Work Schedule

The normal work week for the office consists of five (5) days, eight (8) hours long, Monday through Friday and the work week for production consists of four (4) days, ten (10) hours long, Monday through Thursday. You will be notified promptly whenever a change is necessary. Should you have any questions concerning your work schedule, please ask your manager.

In inclement weather or emergency situations, we encourage and trust you to use your best judgement to determine if you can safely report to work. If an employee has a reasonable belief that doing so during a state of emergency or in an emergency condition it would be either necessary to leave work or report to work, please notify your manager. There will be no adverse action taken regarding your employment status. A member of your local leadership team will inform you of any decisions relating to site closings. T&M Rubber Inc. is committed to providing fair compensation and working conditions for all its employees. Working hours (including our regular working hours, overtime if applies, days of rest, and breaks) shall be set according to the domestic and labor laws in force of our industrial standards. T&M Rubber Inc. will ensure that all employees are informed of their right to know the basic terms and conditions of their employment and understand the employment conditions that we provide.

At Will Employment

All employment with T&M Rubber Inc. is "at will" since no contract of employment exists. This means that you may terminate your employment at any time. It also means that T&M Rubber Inc. can terminate your employment, at any time, with or without notice or cause. While the Company adheres to progressive discipline, it is not bound or obligated to do so. Again, in the Company’s sole discretion, you may be terminated at any time, with or without notice or cause. Our employees have the right to participate in concerted activities to improve their working conditions.

Aptitude & Ability Tests

If you have a disability that will affect your ability to take such a test, it is important that you advise a Company representative of this so that a reasonable accommodation can be arranged. Requested accommodations may include accessible testing sites, modified testing conditions, and accessible testing formats. T&M Rubber Inc. reserves the right to require medical documentation concerning the need for the accommodation.

Business Hours

Regular working hours are 6:00 AM to 2:00 PM, Monday through Friday. Customer contact and visit hours vary based upon contracts, weather, and workload. Employees will be notified by their manager of the hours they are scheduled to work. All working hours are subject to change with advance notice, and employees may be scheduled for different hours depending upon the needs of the Company.

Discrimination and Harassment:

It is the established policy of T&M Rubber Inc. to provide an equal employment opportunity to all qualified persons and to administer all aspects and conditions of employment without regard to race, religious belief, creed, color, sex (including pregnancy, childbirth and related medical conditions), age, citizenship, national origin, veteran status, genetic information, disability, HIV/AIDS, sexual orientation, or any other protected classification, in accordance with applicable law.

T&M Rubber Inc. affirms its commitment to providing a work environment free from discrimination, retaliation, and harassment. Abuse of the dignity of anyone through ethnic, racist, or sexist slurs, or through other derogatory or objectionable conduct is offensive employee behavior. Discrimination or harassment against any race, religious belief, creed, color, sex (including pregnancy, childbirth, and related medical conditions), age, citizenship, national origin, veteran status, genetic information, disability, HIV/AIDS, sexual orientation, or any other protected classification, will be subject to disciplinary action, up to and including separation of employment.

T&M Rubber Inc. strives to provide job satisfaction, recognition of achievement, opportunities for personal and professional advancement, and providing longterm job security for deserving employees. Accordingly, Company management will:

• Mutually respect the human dignity of every employee.

• Demonstrate leadership deserving of employees' confidence and loyalty.

• Pay fair wages based upon the job requirements and individual performance in that job.

• Encourage all employees to develop their capacities to maximum potential through the provision of all appropriate training opportunities.

• Strive to maintain facilities and working conditions conducive to employees' health, safety, and convenience.

• Seek ways of perpetuating high morale through fair and equitable treatment of all employees.

• Endeavor to provide recourse in the event an employee does not feel a complaint has been handled equitably.

• Provide equal employment opportunities without regard to race, religious belief, creed, color, sex (including pregnancy, childbirth and related medical conditions), age, citizenship, national origin, veteran status, genetic information, disability, HIV/AIDS, sexual orientation, or any other protected classification.

In return, T&M Rubber Inc. expects all employees to demonstrate genuine interest in the proper performance of their responsibilities and to deliver a good day's work every day.

We do not tolerate unlawful harassment of any of our employees, customers or clients, vendors, suppliers, or independent contractors. Any form of harassment which violates federal, state or local law, including, but not limited to harassment related to an individual’s race, religion, color, creed, sex (including pregnancy, childbirth and related medical conditions), gender identity, sexual orientation, national origin, ancestry, citizenship status, uniform service member status, marital status, pregnancy, age, medical condition (including cancer, HIV/AIDS, or genetic defect), disability, or any other protected status in accordance with the requirements of all federal, state and local laws is a violation of this policy and will be treated as a disciplinary matter.

Harassment is conduct focused on a person or group of persons including, but not limited to:

• Physical or verbal abuse

• Unwelcome activity of a sexual nature including retaliation related thereto

• Any behavior or action that interferes with an individual’s ability to perform assignments, or that creates a hostile or intimidating work environment.

Harassment of any kind is counter-productive to the Company goals and profitability because it diminishes the employee’s willingness to perform jobs in a caring and responsible manner.

The following are examples of various types of harassment.

• Verbal Abuse - Any language that degrades or berates others, including, but not limited to, racial, religious, or sexual comments, jokes, sexual innuendoes, or threats of any kind.

• Physical Abuse - Includes touching, hitting, slamming, throwing, kicking, or threatening another person, including restraining by force or blocking the path of another.

• Interference or Hostile Environment – Includes any behavior or action that interferes with an employee’s ability to perform work assignments or results in or creates a hostile or intimidating work environment.

• Sexual Harassment - Includes, but is not limited to, sexual advances, requests for sexual acts or favors and other physical conduct of a sexual nature when:

• Submission to such conduct is made either explicitly or implied as a term or condition of an individual’s employment.

• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or

• Such conduct is severe and pervasive and has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

• Retaliation - Any adverse action or threat of adverse action taken or made because an individual has exercised or attempted to exercise any rights under state or federal employment laws or under the policies of T&M Rubber Inc. Retaliation may include, but is not limited to:

• Verbal abuse

• Threats of withholding or withdrawal of pay, promotions, training, or other employment opportunities.

In addition to the above forms of harassment, any behavior or action that interferes with an individual’s ability to perform job duties or results in or creates a hostile or intimidating work environment is considered harassment.

T&M Rubber Inc. will not tolerate the discrimination or harassment of employees and/or applicants. Comments, conduct, off-color jokes, and innuendoes that may be perceived as offensive or harassing are strictly prohibited and will not be tolerated.

In addition, T&M Rubber Inc. will not tolerate the harassment of Company personnel by non-Company personnel on Company premises. Non-Company personnel include, but are not limited to, customers, vendors, guests and regulators.

Any employee who feels he/she is the victim, has witnessed and/or been made aware of discrimination, retaliation or harassment has a responsibility to report this to the CEO, a human resources representative or other managerial personnel. Reporting of the incident should be made verbally and in writing to the CEO, a human resources representative or other managerial personnel immediately. A written complaint should include the specific nature of the incident, date and place of incident, names of all parties involved, as well as a detailed report of all pertinent facts. Complaints of harassment will be promptly and carefully investigated. Investigations will include interviews with all relevant people, including the accused and other potential witnesses. If an investigation reveals that the complaint is valid, prompt attention and disciplinary action designed to stop the harassment immediately and to prevent its recurrence will be taken. All employees should understand that if the facts warrant it, T&M Rubber Inc. may discharge an employee even for a first offense. Any legitimate and confirmed complaint will result, at a minimum, in a three-day suspension without pay.

T&M Rubber Inc. follows applicable statutes which prohibit retaliation against any employee who makes a discrimination complaint or who participates in any investigation under the discrimination laws. Involvement in an investigation will not, however, insulate an employee from appropriate disciplinary or other employment actions. Any employee who feels that he or she has experienced retaliation under this policy should immediately report it to any person responsible for receiving harassment complaints under this policy. Any employee found to have engaged in prohibited acts of retaliation will be subject to disciplinary action up to and including dismissal.

T&M Rubber’s policy is to follow all applicable anti-discrimination laws. The above information is intended as a short summary of those requirements. Any questions regarding this policy should be directed to a human resources representative or other managerial personnel.

Any employee who engages in harassment may be subject to disciplinary action including possible termination. Likewise, any employee making deliberately false accusations in this regard may be subject to similar disciplinary actions.

Responsibility

T&M Rubber Inc. does not condone or tolerate the harassment of one employee by another employee. The individual who makes unwelcome advances, threatens, or in any way harasses another employee is personally liable for such actions and their consequences.

State and Federal Remedies

In addition to the above, if you believe you have been subjected to sexual harassment, you may file a formal complaint with the United States Equal Employment Opportunity Commission (“EEOC”). Using our complaint process does not prohibit you from filing a complaint with the EEOC, although it has a period of 180 days to file the complaint which begins the day the alleged accusation occurred.

Government Required Coverage

Workers' Compensation

The State of Indiana requires employers carry workers’ compensation coverage. This is designed to provide you with benefits for any injury you may suffer in connection with your employment. Under the provisions of the law, if you are injured while at work, you are eligible to apply for workers' compensation. Should you need to file a claim for a job-related injury, speak to your manager immediately so proper claims forms can be completed and filed. You must report your injury within 24 hours, or your workers’ compensation claim may be denied, and the cost of the medical treatment would be under your medical insurance, if any.

Unemployment Compensation

T&M Rubber Inc. pays a percentage of its payroll to the Unemployment Compensation Fund, according to Company employment history. If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time. Unemployment compensation provides temporary income for workers who have lost their jobs. To be eligible you must have earned a certain amount over a specified period and be willing and able to work. You should apply for benefits through your local State Unemployment Office as soon as possible. The Company pays the cost of this insurance.

Social Security

The United States Government operates a system of contributory insurance known as Social Security. As a wage earner, you are required by law to contribute a set amount of your weekly wages to the trust fund from which benefits are paid. As your employer, T&M Rubber Inc. is required to deduct this amount from each paycheck you receive. In addition, the Company matches your contribution dollar for dollar, thereby paying one-half of the cost of your Social Security benefits.

Equal Rights Note

Wherever, in these policies, the terms "man," "men," or their related pronouns may appear, either as words or as parts of words (and other than with obvious reference to specific individuals), they have been used for literary purposes only and are utilized in their generic sense to include all people – both female and male genders.

To support the inclusion and belonging of everyone in our workplace, T&M Rubber Inc. recognizes the importance of using an individual’s desired pronouns at work as a form of respect and courtesy.

A personal pronoun is a short word used to replace a person’s name in a sentence, such as “she saw the dog” instead of “Rachel saw the dog.” Many individuals prefer to use pronouns other than he/him/his or she/her/hers, such as they/them/theirs. These are just examples; pronouns are unique to everyone, and an individual may change the pronouns they use.

Safety is what we want for you and those around you:

T&M Rubber Inc. places the highest emphasis on employee safety and strives to ensure all working areas are safe and healthy. Each employee's responsibility is to work safely and to do everything possible to prevent accidents or injuries. Every employee is expected to report unsafe conditions, think before acting, and conscientiously avoid unnecessary risks.

Your safety and welfare are a great concern to T&M Rubber Inc. However, no matter what or how much the Company provides in safety devices and training, the effort is not effective unless you consider “SAFETY” your responsibility. It is your duty to promptly report perceived safety problems to your manager.

Accidents can be prevented. Most accidents result from the actions of people rather than the failure of equipment. You can help prevent accidents by supplying your manager with information concerning dangerous conditions.

T&M Rubber Inc.’s management encourages you to be overly aggressive with self-protection. The Company provides all employees with a safe workplace and abides by all government safety laws and guidelines.

Child Labor

According to the state of Indiana Child Labor Laws, it states that “Child labor laws in Indiana are designed to protect the welfare of minors by regulating the types of jobs they can perform, the hours they can work, and the conditions under which they are employed. These laws aim to balance the need for young people to gain work experience with the importance of ensuring their education, health, and safety are not compromised. Indiana’s regulations align with federal standards set by the Fair Labor Standards Act (FLSA) but also include state-specific provisions tailored to local needs. Key aspects of Indiana’s child labor laws include restrictions on employment for children under 14, limitations on work hours for minors under 18, and prohibitions on hazardous occupations for young workers. Understanding these laws is essential for employers, parents, and guardians to ensure compliance and safeguard the well-being of Indiana’s youth.” Which is what T&M Rubber Inc. follows.

Forced Labor:

Employees at T&M Rubber inc. shall be free to leave their employment after reasonable notice as required by contract or law. Our organization strictly prohibits the use and promotion, or otherwise to give rise to the use of forced or involuntary labor. Labor practices are, but are not limited to, restriction of movement, withholding of wages or identity documents.

Anti-Corruption and Bribery:

There are many legal and ethical risks in everyday business. It is up to organizations to decide which of these is most impactful to their organization -- and help employees navigate the challenge and mitigate the risk. T&M Rubber Inc.’s Code of conduct can help to mitigate risk associated with it. We have internal procedures and policies that aid in guiding how we do business. We combine this with laws and regulations that make our overall compliance. This is how we stay safe and mitigate our risk.

Conflicts of Interest:

Conflicts of interest and bribery can lead to severe consequences for organizations such as reputational damage, legal consequences, and operational inefficiencies. The way that T&M Rubber Inc mitigates any risk is by having clear policies, regular training, monitoring and reporting, and transparency.

Non-Complicity:

Here at T&M Rubber Inc. we are not involved with any organization that violates a person nor person’s human rights. We are not silent about abuse, we don’t condone it, nor do we believe or assist any organization that does.

At T&M Rubber Inc. we recognize the responsibility of the environment. We use this as a precondition towards the prosperity and survival of all living things. Environmental responsibility for T&M Rubber Inc. means that the products that we create, design and produce are done with great environmental consideration.

Environmental Protection:

As an organization, we promote growth and sustainability across every aspect of our operations, and we fulfill the policies and standards for environmental protection and act in an environmentally friendly way at our location in which we operate.

T&M Rubber Operations:

We operate our organization and provide quality products in a way that reduces environmental impact. Our overall goal is to eliminate environmental impacts that are related to what we produce, our products, and our service.

Contamination:

T&M Rubber Inc. ensures that our production processes have no significant negative impact on nature or society. We do not endanger the health or lives of any living creature. Our organization avoids soil, water and air pollution to the best of our abilities and we are consistently monitoring to ensure compliance at all levels. We strive to adapt to and adopt operation practices that reduce or eliminate the negative environmental impact with our focus on our production, activities, products and services.

We, at T&M Rubber Inc., are committed to conducting our business in a legally compliant, transparent, and ethical manner. Our employees should be familiar with our Code of Conduct and other policies and procedures that are relevant to their jobs and apply them in their everyday work. Owners and plant managers of T&M Rubber inc. are responsible for translating these policies and associated policies into our organizational culture, our rules, and procedures, in addition to those required for compliance with our local legislation.

Reporting Concerns and Violations:

T&M Rubber has established a whistleblower network that enables all employees and other stakeholders’ members, including our customers and suppliers, are encouraged to report any violation and suspects of breaches to the Code of Conduct. In case of a suspicion of any circumstances that are believed to have caused any harm, violations, or carries the risk of violating our Code of Conduct, the person(s) shall report the matter to Martina Dawson and Buck Barton

Owner: Martina@tmrubber.com

Owner: Buck@tmrubber.com

Non-compliance with the Code of Conduct:

T&M Rubber Inc. takes violations of Code of Conduct very seriously and carries out our investigations appropriately. Violations can and will lead to disciplinary actions up to and including termination of employment. In addition, violating the law is a criminal matter and can lead to substantial criminal fines, custodial sentences or civil damages.

Whistle Blowing

T&M Rubber has a No Retaliation Policy: No harm will take place against employees for reporting concerns. No employee acting in good faith shall be subject to disciplinary measures or actions for providing information concerning suspected violations of the law or company policy. All communications will be investigated appropriately and will be kept confidential by T&M Rubber Inc.

T & M Rubber Inc. CODE OF CONDUCT

Human Rights and Labor Practices:

Employment Policies

Employee Objectives

Non-Retaliation Policy

Health and Occupational:

Business Ethics and Integrity:

Confidentiality and Intellectual Property Rights:

Environmental Responsibilities:

Governance and Monitoring