TX Legend Electric Corporation

Group # 2
Course Section TMGT 3336-V01
Juan Hinojosa
Tisha Bruberg
Adriana Guzman
Priscila Robles

Table of Contents
Section
1.) Trademark Application 1
2.) Incorporation Application.....................2
3.) Articles of Incorporation...3
4.) Bylaws...4
5.) Employee Handbook.5
6.) Employee Acknowledgement...6
7.) Arbitration Agreement..7
8.) Non-Compete/Trade Secret Clause/Non-Disclosure ...8
9.) Grievance Procedures....9
10.) Misc. /Other (Business cards/Flyers)......10

Articles of Incorporation
1) Article 1 - Name
The name of our corporation is Texas Electric Legends Company; it can also be referred
to as T.E.L.C.
2) Article 2 Purpose/ Mission
a. Texas Electric Legends Company is committed to structure your vision using our
innovated technology to transfer your electrical needs into an architectural design.
b. The location of our facility is at 426 W. 13th Street, San Juan, Texas 78589.
3) Article 3 Organization Founders
This organization is founded by the following members:
1. Juan Hinojosa
2. Tisha Bruberg
3. Adriana Guzman
4. Priscila Robles
4) Article 4 Meetings
Meeting will occur at the company office, unless agreed by the Board of Directors to
meet in another location. There will be an annual meeting held every 3rd Monday of
January to discuss company concerns. Election of Directors shall be voted on by a
written ballot. If a special meeting is necessary it will be held at our facility and
members will be given notice. There must be a majority of members present to vote on
any topic that involves the company. If there are less than half of the members present,
the board may decide to reschedule the meeting for another time to discuss agenda. If a
board member wishes to have someone represent them at the meetings, it shall be done in
writing and may last no longer than 3 years. This must be issued to the secretary and the
board must meet to vote. Meetings notices shall be given to board members no less than
10 days or more than 30 days prior to occurring. If members are required to vote and in
lieu of a meeting may issue the vote in writing, giving consent that action may be taken.
The secretary is responsible for issuing notices and provided documentation for notices of
meetings, members in attendance, and location disclosure for meetings.
5) Article 5- Board of Directors
The business operations shall be guided and operated by the Board of Directors:
a. Juan Hinojosa
b. Tisha Bruberg
c. Adriana Guzman
d. Priscila Robles
Meetings may be done through telephone conference or by social media as long as all
can hear and understand the agenda. Board members will not receive Salary for any

specific meetings instead will receive a fixed sum for services. Removal of members
must be done through a vote, either for resignation or dismissal from the position held.
a. Officers
The officers selected by the committee will have the position for 1 elected year;
consisting of the President, Vice-President, Secretary, and Treasurer.
b. Vacancies
If at any time there is a removal of an officer by resignation, death, or other means it is
the duty of the Board of Directors to hold a special meeting and appoint another person in
the position vacant.
6) Article 6 Authorized Shares
The number of shares the corporation is authorized to issue is 10,000.
a. The shares shall have no par value.
7) Article 7-Miscellaneous Provisions
All provision must follow through based on necessity by members: checks, fiscal year,
notices, waiver of notices, disallowed compensation, and resignation notices.
8) Article 8 - Annual Statement
The Board of Directors shall present a statement for the purpose and definition of the
companys positions and in the way deemed appropriate by the board.
9) Article 9- Amendments
Any changes deemed necessary by the board may be done through a meeting and with a
majority vote following the current set of by-laws.

________________________________________

______________________

Signature of Organizer:

Date:

_______________________________________
Print or type name of Organizer:
Articles of Dissolution

Name of Company: Texas Legend Electric Company

Date of Incorporation:
Name and Addresses of Officers and Directors:
Juan Hinojosa, President
426 W. 13th St, San Juan, 78589
Adriana Guzman
232. S. Iowa
San Juan, Texas 78589
Tisha Bruberg
PO Box 3571
McAllen, Texas 78589
Pricilla Robles
445 Ringold Rd., Mission, Texas 78572

Election to Dissolve:
Election to dissolve the corporation shall be voted by 2/3 votes by the board of
director and shall follow the State of Texas law on dissolution process.
The corporation will distribute its assets on dissolution other than for one or more
exempt purposes; on dissolution, the Corporation's assets shall be distributed 25%
to each Director accomplish the general purposes for which the Corporation was
organized.
Upon the dissolution of the corporation, the board of directors shall (after paying or
making provisions for the payment of all of the liabilities of the corporation) dispose
of all of the assets of the corporation exclusively for the purpose of the corporation
in such manner or to such organization or organizations organized and operated
exclusively for profit as the board of directors shall determine and not in conflict
with the Articles of Incorporation. Any of such assets not disposed of shall be
disposed of by a court of competent jurisdiction, in which the principal office of the
corporation is then located, exclusively for such purposes or to such organization or
organizations as the court shall determine which are organized and operated
exclusively for such purposes.

Bylaws
1) Name of Corporation (Article 1)

The name of our corporation is Texas Electric Legends Company; it can also be referred
to as T.E.L.C.
2) Mission Statement (Article 2)
a. Texas Electric Legends Company is committed to structure your vision using our
innovated technology to transfer your electrical needs into an architectural design.
Facility Location
b. 426 W 12 St.
San Juan Texas
78589
3) Agents of Service (Article 3)
Our company has 4 members:
a. Juan Hinojosa
b. Tisha Bruberg
c. Adriana Guzman
d. Priscila Robles
4) Board Meetings (Article 4)
Section 1 - Meeting Location
Meetings of the board of directors shall be held at the registered office of the corporation
in this state or at such place, either within or without this state, as may be selected from
time to time by the Board of Directors.
Section 2 - Annual Meetings:
The annual meeting of the stockholders shall be held on the 3rd Monday of January in
each year if not a legal holiday, and if a legal holiday, then on the next secular day
following at 10:00 o'clock A.M., when they shall elect a Board of Directors and transact
such other business as may properly be brought before the meeting. If the annual meeting
for election of directors is not held on the date designated therefor, the directors shall
cause the meeting to be held as soon thereafter as convenient.
Section 3 - Election of Directors:
Elections of the directors of the corporation shall be by written ballot.
Section 4 - Special Meetings:
Special meetings of the stockholders may be called at any time by the Chairman, or the
Board of Directors. At any time, upon written request of any person or persons who have

duly called a special meeting, it shall be the duty of the Secretary to fix the date of the
meeting, to be held not more than sixty days after receipt of the request, and to give due
notice thereof. If the Secretary shall neglect or refuse to fix the date of the meeting and
give notice thereof, the person or persons calling the meeting may do so.
Business transacted at all special meetings shall be confined to the objects stated in the
call and matters, unless all board members entitled to vote are present and consent.
Written notice of a special meeting of board members stating the time and place and
object thereof, shall be given to each stockholder entitled to vote thereat at least 30 days
before such meeting, unless a greater period of notice is required by statute in a particular
case.
Section 5 - Quorum
A majority of the outstanding shares of the corporation entitled to vote, represented in
person or by proxy, shall constitute a quorum at a meeting of board members. If less than
a majority of the outstanding members entitled to vote is represented at a meeting, a
majority of the board members so represented may adjourn the meeting from time to time
without further notice. At such adjourned meeting at which a quorum shall be present or
represented, any business may be transacted which might have been transacted at the
meeting as originally noticed. The board members present at a duly organized meeting
may continue to transact business until adjournment, notwithstanding the withdrawal of
enough board members to leave less than a quorum.
Section 6 - Proxies
Each board member entitled to vote at a meeting of board or to express consent or dissent
to corporate action in writing without a meeting may authorize another person or persons
to act for him by proxy, but no such proxy shall be voted or acted upon after three years
from its date, unless the proxy provides for a longer period.
A duly executed proxy shall be irrevocable if it states that it is irrevocable and if, and
only as long as, it is coupled with an interest sufficient in law to support an irrevocable
power. A proxy may be made irrevocable regardless of whether the interest with which it
is coupled is an interest in the board itself or an interest in the corporation generally. All
proxies shall be filed with the Secretary of the meeting before being voted upon.
Section 7 - Notice of Meetings:
Whenever board members are required or permitted to take any action at a meeting, a
written notice of the meeting shall be given which shall state the place, date, and hour of
the meeting, and, in the case of a special meeting, the purpose or purposes for which the
meeting is called. Unless otherwise provided by law, written notice of any meeting shall
be given not less than ten nor more than 30 days before the date of the meeting to each
board member is entitled to vote at such meeting.

Section 8 - Consent in Lieu of Meetings:

Any action required to be taken at any annual or special meeting of board of directors or
a corporation, or any action which may be taken at any annual or special meeting of such
the board members, may be taken without a meeting, without prior notice and without a
vote, if a consent in writing, setting forth the action so taken, shall be signed by the
members having not less than the minimum number of votes that would be necessary to
authorize or take such action at a meeting at which all shares entitled to vote thereon were
present and voted. Prompt notice of the taking of the corporate action without a meeting
by less than unanimous written consent shall be given to those members who have not
consented in writing.
Section 9 Board of directors:
The secretary is in charge of documentation for the company and shall prepare and make
notices at least ten days before every meeting of directors. A complete list of the board
members entitled to vote at the meeting, arranged in alphabetical order, and showing the
address of each member and the number of shares registered in the name of each board.
The list shall be open to the examination of any member, for any purpose related to the
meeting, during ordinary business hours, for a period of at least ten days prior to the
meeting, either at a place within the city where the meeting is to be held, which place
shall be specified in the notice of the meeting, or, if not so specified, at the place where
the meeting is to be held. The list shall also be produced and kept at the time and place of
the meeting during the whole time thereof, and may be inspected by any member who is
present.
5) Directors (Article 5)
Section 1 - Operations
The business and affairs of this corporation shall be managed by its Board of Directors, 4
in number. The directors need not be residents of this state in the company. They shall be
elected by the officers and the board of directors at the annual meeting of board of
directors, and each director shall be elected for the term of one year, and until his
successor shall be elected and shall qualify or until his earlier resignation or removal.

Section 2 - Conference Telephone:

If one or more of the directors cannot attend the meeting, directors may participate in a
meeting of the Board, or a committee of the Board, by telephone conference or similar
communications equipment by means of which all persons participating in the meeting
can hear each other; participation in this manner shall constitute presence in person at
such meeting.
Section 3 - Compensation
Directors as such, shall not receive any stated salary for their services, but by resolution
of the Board, a fixed sum and expenses of attendance at each regular or special meeting
of the Board, provided that nothing herein contained shall be construed to preclude
any director from serving the corporation in any other capacity and receiving
compensation therefore.
Section 4 - Removal
Any director or the entire Board of Directors may be removed, with or without cause, by
the member of the board or officers entitled to vote at an election of directors, except that
when cumulative voting is permitted, if less than the entire Board is to be removed, no
director may be removed without cause if the votes cast against his removal would be
sufficient to elect him if then cumulatively voted at an election of the entire Board of
Directors, or, if there be classes of directors, at an election of the class of directors of
which he/she is a part.
6) Officers (Article 6)
Section 1
The executive officers of the corporation shall be chosen by the directors and shall be a
President, Vice-President, Secretary and Chief Financial Officer. Any number of offices
may be held by the same person.
Section 2 - Salaries:
Salaries of all officers and agents of the corporation shall be fixed by the Board of
Directors. All changes to salaries must be approved by the board of directors and will be
discussed during the annual board meetings.

Section 3 - Term of Office:

The officers of the corporation shall hold office for one year and until their successors are
chosen and have qualified. Any officer or agent elected or appointed by the Board may be
removed by the Board of Directors whenever in its judgment the best interest of the
corporation will be served thereby. Notice of termination must be given to the board of
directors within 48 hours of termination.
Section 4 - President:
The President shall preside at all meetings of the board and directors; president shall see
that all orders and resolutions of the Board are carried into effect, subject, however, to the
right of the directors to delegate any specific powers, except such as may be by statute
exclusively conferred on the President, to any other officer or officers of the corporation.
The President shall execute bonds, mortgages and other contracts requiring a seal, under
the seal of the corporation.
Section 5 - Vice-President:
The Vice-President shall attend all sessions of the Board. The Vice-President shall be the
chief executive officer of the corporation; he shall have general and active management
of the business of the corporation, subject, however, to the right of the directors to
delegate any specific powers, except such as may be by statute exclusively conferred on
the Vice-President, to any other officer or officers of the corporation. He shall have the
general power and duties of supervision and management usually vested in the office of
Vice-President of the company.
Section 6 - Secretary:
The Secretary shall attend all sessions of the Board and act as clerk thereof, and record all
the votes of the corporation and the minutes of all its transactions in a book to be kept for
that purpose, and shall perform like duties for all committees of the Board of Directors
when required. The Secretary shall give, or cause to be given, notice of all meetings of
the Board of Directors, and shall perform such other duties as may be prescribed by the
Board of Directors or President, and under whose supervision he shall be. The Secretary
shall keep in safe custody the corporate seal of the corporation, and when authorized by
the Board, affix the same to any instrument requiring it.

Section 6 - Chief Financial Officer:

The Chief Financial Officer shall have custody of the company funds and securities and
shall keep full and accurate accounts of receipts and disbursements in books belonging to
the company, and shall keep the moneys of the company in separate account to the credit
of the company. He shall disburse the funds of the company as may be ordered by the
Board, taking proper vouchers for such disbursements, and shall render to the President
and directors, at the regular meetings of the Board, or whenever they may require it, an
account of all his transactions as Chief Financial Officer and of the financial condition of
the company.
7) Vacancies (Article 7 )
Section 1
Any vacancy in any office of the corporation by death, resignation, removal or otherwise,
shall be filled by the Board of Directors. If at any time, by reason of death or resignation
or other cause, the corporation should have no directors in office, then any officer or any
an executor, administrator, trustee, or other fiduciary entrusted with like responsibility for
the person, may call a special meeting of members in accordance with the provisions of
these By- Laws.
Section 2 - Resignations Effective at Future Date
If one or more directors are to resign from the Board, for a future date, a majority of the
directors then in office, including those who have so resigned, will have power to fill
such vacancy or vacancies, a vote will take effect when such resignation or resignations
shall become effective.
8) Company Records (Article 8 )
Section 1
Any member of record, in person, or by attorney, or other agent, shall, upon written
demand under oath, stating the purpose thereof, have the right during the usual hours for
business to inspect for any proper purpose the corporation's list of its members, and its
other books and records, and make copies or extracts.
A proper purpose shall mean a purpose reasonably related to such persons. In every
instance where an attorney or other agent shall be the person who seeks the right to
inspection, the demand under oath shall be accompanied by a power of attorney or such
other writing which authorizes the attorney or other agent to so act on behalf of the
members. The demand under oath shall be directed to the company at its registered office
in this state or at its principal place of business.

9) Miscellaneous Provisions (Article 9 )

Section 1 - Checks:
All checks or demands for money and notes of the company shall be signed by such
officer or officers as the Board of Directors may from time to time designate.
Section 2 - Fiscal Year:
The fiscal year shall begin on the first day of January. Any changes to the date of the
fiscal year shall be discussed in the annual meetings and approved by the board prior to
the change taking place.
Section 3 - Notice:
Whenever written notice is required to be given to any person, it may be given to such
person, either personally or by sending a copy thereof through the via-mail, via-fax, or by
telegram, charges prepaid, to his address appearing on the books of the corporation, or
supplied by him to the corporation for the purpose of notice. If the notice is sent by mail,
fax or by telegraph, it shall be deemed to have been given to the person entitled thereto
when deposited in the United States mail, faxed or with a telegraph office for
transmission to such person. Such notice shall specify the place, day and hour of the
meeting and, in the case of a special meeting of the members, the general nature of the
business to be transacted.
Section 4 - Waiver of Notice:
Whenever any written notice is required by statute, or by the Certificate or the By-Laws
of this corporation a waiver thereof in writing, signed by the person or persons entitled to
such notice, whether before or after the time stated therein, shall be deemed equivalent to
the giving of such notice. Except in the case of a special meeting of the board, neither the
business to be transacted at nor the purpose of the meeting need be specified in the
waiver of notice of such meeting. Attendance of a person either in person or by proxy, at
any meeting shall constitute a waiver of notice of such meeting, except where a person
attends a meeting for the express purpose of objecting to the transaction of any business
because the meeting was not lawfully called or convened.
Section 5 - Disallowed Compensation:
Any payments made to an officer or employee of the corporation such as a salary,
commission, bonus, interest, rent, travel or entertainment expense incurred by him, which
shall be disallowed in whole or in part as a deductible expense by the Internal Revenue
Service, shall be reimbursed by such officer or employee to the company to the full
extent of such disallowance. It shall be the duty of the directors, as a Board, to enforce
payment of each such amount disallowed. In lieu of payment by the officer or employee,
subject to the determination of the directors, proportionate amounts may be withheld

from his future compensation payments until the amount owed to the corporation has
been recovered.
Section 6 - Resignations:
Any director or other officer may resign at any time, such resignation to be in writing,
and to take effect from the time of its receipt by the corporation, unless some time be
fixed in the resignation and then from that date. The acceptance of a resignation shall not
be required to make it effective.
10) Annual Statement (Article 10)
The President and Board of Directors shall present at each annual meeting a full and
complete statement of the business and affairs of the company for the preceding year.
Such statement shall be prepared and presented in a manner the Board of Directors shall
deem advisable and need not be verified by a certified public accountant.
11) Amendments (Article 11)
These By-Laws may be amended or repealed by the vote of members entitled to cast at
least a majority of the votes which all members are entitled to cast thereon, at any regular
or special meeting of the board, duly convened after notice to the members of that
purpose.

Group # 2
Course Section TMGT 3336

Juan Hinojosa
Tisha Bruberg
Adriana Guzman
Priscila Robles

Employee Handbook
Table of contents:
Table of Contents .2
New Employee Welcome/ Mission Statement. 3
Philosophy/ Office Hours, Address, and Phone number...3-4
Introductory Period4-5
Policies and Procedures/ Employment-Termination at Will/ Classification of
Employment...5
Benefits..6
Leave Without Pay/ Administrative Leave/ Absences..8
Time Sheet & Records/ Bereavement/ Attendance/ Weather Excuses..8-9
Jury Duty & Workers Compensation/ Disciplinary Actions.10
Military Leave/ Conditions for Re-Employment..11
Performance Evaluation12-15
Dress Code15
EEOC (Equal Employment Opportunities)/ Non-Discrimination Statement...15-16
Work Place Harassment/ Discrimination..16-17
Ethics/ Falsifying Records.18
Promotions- Demotions- Transfers (Termination)....18-19
Drug Free Workplace.....21
Drug and Alcohol Consent Form...20
Performance Review Form....21-22

Welcome
We thank you for your interest in beginning with an innovative company
dedicated to seeing the customer for their personal creativity in electrical
architectural design. Our team is dedicated to seeing a new era begin with our
development and will enjoy teaching our skills and investments to you as our new
employee.
In this handbook, we will review policies and procedures for your employment
and address any concerns both legal and personal. There will be forms necessary
to sign and turn into in order to begin your employment. Any questions can be
addressed to our HR Department, which will accept your forms and forward those
concerns to the correct person.
Before you begin working you must satisfactorily complete 3 exams with 100%
scoring, which guides that you comprehend your employment and will not
participate in unlawful & unethical behavior.
We are an equal opportunity facility and do not discriminate against race,
orientation, or gender. You will also review the process to address a concern or
complain in order to gain resolution between conflicting parties.
Benefits, attendance, and conduct will also be reviewed in further detail during
the orientation. You must attend this to begin working for the company, which
will be held during the first week of employment, there are no exceptions.
Mission Statement
Texas Legend Electric Company is committed in providing quality
customer service, professional quality work and using the highest
quality product at a competitive price. We provide highly trained
personnel to ensure the safety of our employees and customers.

Philosophy (Core Values)

* TLEC values safety as our top priority.
Working safely is the first priority. Each of us has a responsibility to ensure a safe
environment, which includes working with appropriate equipment, training staff
and having a professional attitude.
* TLEC values providing quality internal and external customer service.
We are committed to attending to and serving our customers and coworkers in a
professional, courteous and consistent manner.
* TLEC values team work
We believe in teamwork to build a strong foundation in order to provide quality
service to our customers.

* TLEC values community involvement

We are committed to be involved with community organization to provide a
strong foundation in the community.
Offices Hours Address Phone Number
TLEC is open to the public from 8 am - 5pm, Monday through Friday. However
on after 5 pm and on Saturday & Sunday personnel will be available to answer
phones and help the concerns of clients for future aid during regular business
hours.
Texas Legend Electric Company Address:
426 W. 13th Street
San Juan, TX 78589
Any concerns may be written to the company headquarters or dropped off in
person with a name of who letter is for.
Employees may also call Headquarters at: (956) 460-3096
Introductory Period
The company considers all new employees to be placed in an introductory status
for the first three months upon hire. During this time the company will expect all
employees to become familiar with the company policies and procedures and the
assigned job responsibilities.
We will closely monitor employees performance, attitude, and dependability to
meet the companys expectations. Progressive disciplinary steps may not be used
during this period. This period of time will allow the employee and the company
to determine if a good match exists. Leave of absence will not be permitted
during this period of time, expect for emergencies and only when authorized by a
supervisor.
The introductory period is used as time for the employee to ask questions and
make sure that they clearly understand what the company expects to be
accomplished on the job. The company is aware that it takes time to adjust to a
new job as well as the people with whom the new employee works with, so we
encourage all new employees to talk with their supervisor and ask questions.
Continued employment during this learning period, as well as any other time,
remains entirely at the companys discretion. Even so, the introductory period
proves an important time for the employee and employers to get to know each
other. Lateral transfers or reassignment to another department are not permitted
during the 90 day introductory period unless approved in advance by
administration.

After the first three months, the new employees supervisor will discuss
performance and progress with employee. In the event of an employee
transferring, has a status change, or receives a promotion, the employee will begin
a three month introductory period in the new position. If necessary, the
department heads may extend the introductory period at any time if they consider
it necessary.
Employees who transfer or receive a promotion and begin a new three month
introductory period may use vacation time within the policy guidelines, if
approved by the new supervisor. Any leave that was approved prior to change
may not necessarily carry over into the new position. Only new hire and/or
disciplinary actions introductory employees may not use vacation time during the
introductory period.
Policy and Procedures
Upon hire, all employees are given an orientation to the companys policies
procedures and are responsible for understanding and abiding by them.
Employees are encouraged to go to their supervisor at any time they have
questions or require clarification on any company policy/procedures.
At Will Employment/ Background checks
Employees are subject to at will employment, which allows termination for any
reason. A form is at the end of this packet and a signature will be required.
The company will request a Criminal Background Check for any applicants to
whom administration makes an offer of employment. All Criminal Background
Checks will be conducted by the Human Resource Department with appropriate
state agency according to company guidelines. All employment offers are
contingent upon employees being cleared for employment by their criminal
background check, drug screen and references being satisfactory.
Employees are required to communicate to management if there is a history of
criminal activity and whether any criminal investigations are pending upon hire.
At the time of employment with the company there are any arrest that led to a
conviction must be disclosed to your immediate supervisor and/or HR department
within five days of such conviction. Within thirty days of notification, the
company may take disciplinary actions up to and including employment
termination. If a failure to report conviction while employed will lead to grounds
for termination.
All criminal history records and any information they contain will not be released
or disclosed to any other individual or entity except through a court order.
Classification of Employment

For purposes of wage administration and eligibility for overtime payments and
benefits, Texas Legend Electric Company maintains the following employee
classifications:
Full time regular employees are those hired to work Texas Legend Electric
Company's normal, full time, minimum forty hour (40) workweek on a regular
basis. The employees have successfully completed the orientation program and
may be classified as "exempt" or "nonexempt" as defined below. However, this
does not alter the "employment-at-will" relationship.
Nonexempt employees are required to be paid overtime at the rate of time and one
half their regular rate of pay for all hours worked beyond forty (40) hours in a
workweek, in accordance with applicable federal wage and hour laws.
Exempt employees are not required to be paid overtime, in accordance with
applicable federal wage and hour laws, for work performed beyond forty hours in
a workweek. Executives, professional employees, sales representatives,
supervisors, and certain employees in administrative positions are typically
"exempt" from overtime pay.
You will be informed of your initial employment classification as an exempt or
nonexempt employee during your orientation program. If you change positions
during your employment as a result of a promotion or transfer, you will also be
informed by your foreman of any change in your exemption status.
Please direct any questions regarding your employment classification or
exemption status to your Project manager.
Benefits

used for
employee

All full time employees with three (3) months continuous employment will begin
accruing paid time off based on the schedule below. Paid time off is to be
illness, vacations, funeral attendance, doctors' appointments, etc. The
accrues .08 hours for each hour worked.
Please submit a written request to the project manager 14 days in advance of
when you wish to schedule planned paid time off. Every effort will be made to
grant your time off (vacation) at the time you desire.
Please be aware that the project manager may deny your request due to business
needs. It would be a good idea to have an alternate time in mind. If a conflict
arises among employees regarding requests for planned paid time off, preference
will be given to the employee with the most seniority.
For emergency leave such as funerals, illness, etc., please notify your project
manager as early as possible.

Paid Time off Vacation schedule

Years of Continuous Employment

Amount of Accrued Paid Time Off

More than 3 months but less than 1 year

1 day or 8 hours for every 3 months

More than 1 year but less than 2 years

1 week or 40 hours

More than 2 years

2 weeks or 80 hours per year

Employees must use planned paid time off (vacation) in the calendar year after it
is accrued. Vacation time may not be carried over to the next year. Employees
who have accrued more than one week of vacation are asked to take vacations no
more than one week at a time in order to facilitate scheduling.
Upon termination, the employee will normally be compensated for accrued but
un-used vacation.
Medical Health
TELC will provide medical health benefits to full time employees at 90% and the
employee is to pay the 10%.
Continuing or converting your group health insurance coverage (COBRA)
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives
employees and their qualified beneficiaries the opportunity to continue health
insurance coverage under Texas Legend Electric Company's health plan when a
"qualifying event" would normally result in the loss of eligibility. Some common
qualifying events are resignation, termination of employment, death of an
employee, a reduction in an employee's hours, a leave of absence, employee's
divorce or legal separation and a dependent child no longer meeting eligibility
requirements. Under COBRA, the employee or beneficiary pays the full cost of
coverage at Texas Legend Electric Companys group rates plus an administration
fee:
The office manager will contact you concerning these options at the time
termination occurs or your work hours are reduced. The office manager will
contact your qualified beneficiaries in the event of your death.
Dental and Vision
Dental and Vision will be offered to our employees at their expense
Life insurance
TLEC will provide Life insurance for all fulltime employees at 100%
Disability insurance
TLEC will provide Disability insurance will be provided for all fulltime
employees at 100%.

Leave Without Pay/ Administrative Leave/ Absences

In special circumstances, may grant a leave for a personal reason, but never for
taking employment elsewhere or becoming self-employed. Personal leave of
absence must be requested in writing and are subject to the discretion of
management and the Human Resources Department.
From time to time, it may be necessary for an employee to be late or absent from
work is aware that emergencies, illnesses, or pressing personal business that
cannot be scheduled outside work hours may arise. It is the responsibility of all
employees to contact all affected parties if they will be absent or late.
Absence from work for three (3) consecutive days without notifying management
or the Human Resources Department will be considered a voluntary resignation.
In case of sickness, the employee has the right to 3 paid sick leave days within a
year. The employee also have 3 unpaid leave days allowed within a year.

Timesheets & Records

Pay periods will be bi monthly. Checks will be issued every other
Thursday.
By law TLEC is obligated to keep accurate records of the time worked by
employees. Each employee must fill out the appropriate electronic time record
each week (as well as the time keeping log book), and time records must be
completed in accordance with the time-reporting guidelines.
Wages & Salaries
The frequency of payroll distribution is dependent upon an employees
employment status. Regular full-time salary employees (exempt or non-exempt)
are paid monthly on or by the last business day of each month.
Regular hourly non-exempt employees and contingent hourly non-exempt
employees are paid weekly on or by the Friday following the end of the pay week.
TLEC wants to help employees to succeed in their jobs and to grow. In an effort
to support this growth and success, has an annual review process for providing
formal performance feedback, by performance evaluations.

Salary/wage reviews typically occur in conjunction with the annual performance

review process. The calculation and implementation of
changes in base salary/wage depend on both company and personal performance
and will typically occur in either April or October; whichever most closely
follows the review cycle.
Bereavement Leave

Generally, a full-time or part-time employee shall be entitled to Bereavement

Leave upon the death of a spouse (including a de facto spouse), son, daughter,
stepson, stepdaughter, parent, stepmother, stepfather, brother, sister, stepbrother,
stepsister, grandson, granddaughter, grandparent, mother-in-law, father-in-law,
son-in-law, or daughter-in-law.

Attendance/ Weather Excuses

Employees are required to provide at least 2 hours notice if they are unable to
attend work due to illness in which case a doctors excuse is required to return to
work or to have further days as an excused absence.
If an employee misses 3 days with no call/ no show, that employee will be
terminated immediately. If the employee is unable to arrive due to a weather
emergency, they must call in and inform manager on staff of situation.
Jury Duty compensation
* Exempt (salaried) employees who are summoned to court duty will be paid their full
weekly salary if they work any part of a week.
* Nonexempt (hourly) employees will not be paid for the time they spend on court duty.
However, employees may use any unused accrued paid time off.
* To be excused for court leave (jury or witness duty), submit a copy of the summons to
your project manager immediately.
* If service is interrupted for a half day or more, you will be expected to return to work.
Texas Legend Electric Company will continue your health insurance and other benefits
during your court leave.

Workers Compensation Income

* To provide for payment of your medical expenses and for partial salary
continuation in the event of a work related accident or illness, Texas Legend
Electric Company provides Workers' Compensation Insurance.

* The amount of benefits payable and the duration of payment depend on the
nature of your injury or illness. In general, however, all medical expenses incurred
in connection with a work related injury or illnesses are paid in full.
* If you are injured or become ill on the job, you must immediately report such
injury or illness to your Project manager. Prompt reporting ensures that Texas
Legend Electric Company can quickly assist you in obtaining appropriate medical
treatment. Failure to follow this procedure could result in jeopardizing any
Workers' Compensation benefits to which you may be entitled.
Questions regarding Workers' Compensation should be directed to your project
manager.
Disciplinary Actions
Actions that are considered against the ethics will result in disciplinary
measurements that will be provided by corrective measures.
First - oral warning will be issued
Second- A written warning/ reprimand
Third 2nd reprimand with forced time off or termination depending on the
severity of the situation.
Military Leave
Texas Legend Electric Company fully complies with the Uniformed Services,
Employment and Re-Employment Rights Act of 1994 (USERRA).
Accordingly,
employees who are required or volunteer to undergo military
service including the
National or State Guard will be reinstated to their original or an
equivalent
position without loss of seniority or benefits and without any break
in time
qualification for pension purposes, subject to certain conditions.
Military service means uniformed service in the Armed Forces, the Coast Guard,
the Army National Guard, Air National Guard or State Guard when
engaged in
active duty, training, full time National Guard duty, or time away
for a physical
examination to determine fitness for duty. Also included are the
commissioned
corps of the Public Health Service and any other category
of persons designated
by the President in time of war or emergency.
Any such service shall be without pay by Texas Legend Electric Company
although the employee may elect to apply any accrued paid time off
toward this
service. It is the policy of Texas Legend Electric Company not to
deny
promotions or benefits to guards or reservists because of their
obligation or duty.
Texas Legend Electric Company will cooperate where possible in rearranging
schedules to avoid time conflicts between work and guard or reserve
training to
allow those employees to work a full week.

Conditions for Re-Employment:

Eligibility
Employees will be eligible for re-employment if they have been absent from
employment due to military leave no longer than five (5) years in total and
were
discharged under honorable conditions. Prior to their military leave,
employees
must have been employed in a regular position or have been in an
orientation
program leading to regular employment as opposed to a position
that was only
temporary at the outset with no expectation of continuance.
Texas Legend Electric Company will make every effort to reinstate an eligible
employee unless re-employment would cause undue hardship or, in the
interim,
conditions have changed in such a way that makes re-employment
unreasonable
or impossible.
Protected Period

without

Employees on military leave for more than 180 days must apply for reinstatement
within 90 days of discharge. Furthermore, they cannot be terminated
cause for a period of one year after re-employment.
Employees who undergo military service for a period of 31 to 180 days must
apply for reinstatement within 14 days after completing service.
Those employees cannot be terminated without cause for a period of six (6)
months after re-employment.
Employees on military leave for 30 days or less must apply for reinstatement at
the next scheduled shift following 8 hours at home after discharge. Those
employees however, have no protected period.
Reinstatement Benefits

Employees returning from service will enjoy the same seniority,

status and pay as if they had not been absent. Improvements in
benefits, pension eligibility if any, and any other expanded rights
occurring during the absence will inure to their benefit
upon their
return. Employees who serve 90 days or less will be
reinstated in
positions that they would have attained had they
been continuously
employed. In the event they're not qualified for the
new position,
they will be reinstated in the position they vacated.
Employees who serve 91 days or more will be reinstated in positions
of like seniority, status and pay. If they're not qualified for this, they
will be reinstated in positions of lesser status and pay but with full
seniority.

American with Disabilities Act

It is the companys policy not to discriminate against qualified individuals with
disabilities in regard to application procedures, hiring, advancement, discharge,
compensation, training or other terms, conditions and privileges of employment.
Additionally, the Americans with Disabilities Act (ADA) require employers to
reasonably accommodate qualified individuals with disabilities. It is the policy of
the company to comply with all Federal, State and Local laws concerning the
employment of persons with disabilities.
Disabled Veterans
Employees with service connected disabilities will be reinstated in
a position they would have attained if employment was not
interrupted by military service. In the event they're not qualified
for
this position after reasonable accommodation for their disability,
they
will be employed in another position of similar status, seniority
and
pay for which they are, or could become, qualified with reasonable
efforts on the part of Texas Legend Electric Company. Failing this,
they'll be placed in another position consistent with the
circumstances
of the individual's case.
Performance Evaluation

appropriate

To ensure that you perform your job to the best of your abilities, it is important
that you be recognized for good performance and that you receive
suggestions for improvement when necessary.

New employees will be evaluated four (4) times by their foreman during their first
three (3) months of employment. The first evaluation will be after two (2) weeks,
the second after 30 days, the third after 60 days and again after 90 days.
All
evaluations will be written. Successful completion of these evaluations
does not
guarantee continued employment nor does it qualify you for a
wage increase.
Written evaluations for regular employees are performed
on an annual basis
from your date of hire by your immediate supervisor.
Evaluations may disclose
any performance shortcomings or disciplinary
problems as well as to comment
you for outstanding performance.
The evaluation process uses objective criteria to measure employee job
performance. It is both 1) a diagnostic tool to determine relative areas of
strength
as well as weakness in employee work skills and habits and 2) a
tool to facilitate
improvement in pertinent areas of employee work
performance. After a period of
adequate "on the job" supervision, and with
proper coaching and skillful use of
evaluation methods by your foreman, the

cooperative employee can significantly

performance.

raise the level of his or her

It's important that employees be rated on those criteria that are relevant to
successfully performing the tasks included in the employee's job
description.
However, team effort is very important. Every employee has the
responsibility to
satisfy the needs of our customers. Employees may also be
evaluated on how well
they step out of their customary job descriptions to provide
help to our customers
or coworkers. The statement "That's not my job." is not
permitted here. The
ability to cooperate with other people and do whatever is
necessary is important in
order to add support to a team effort.

benefits
employee,
from

The employee directly benefits from the job related evaluations by becoming a
better candidate for promotion or a more deserving recipient of increased
from Texas Legend Electric Company. An indirect benefit to the
stemming from evaluations, is elevated job satisfaction resulting
successfully improving a job related skill.
Employees should expect to be evaluated in terms of the following criteria:

PRODUCTIVITY
How much work is accomplished within a given time period. The objective here
is "efficiency." i.e. Accomplishing the most work in the least amount of
time.
QUALITY
How well is the work accomplished? Does it measure up to a high standard? As
an example, if your job is to assemble "widgets" on an assembly line and
you
assembled more widgets than anyone else, obviously your productivity is
high.
But if those widgets are not assembled properly if they're loose and not
fitted
correctly, then obviously, the work "quality" would not be acceptable.
DEPENDABILITY
Does the employee always show up for work ... on time? Employers place a high
value on this characteristic. In every business there is work to be done and
the
work must be performed on time. Customers are waiting for projects to be
completed. Everyone down the line is depending on work to be
performed on
time. If your employer didn't have work that must be performed on
schedule or
deadlines to be met, perhaps your service would not be needed! It's
important that
you show up every day on time. This includes accurately observing
meal and
break times!
JOB KNOWLEDGE
How much do you understand about the work being accomplished? Do you
understand how the tasks you perform relate to the general purpose of the

business? Do you understand how work at your job site is

important to work at
other locations? Do you have the knowledge to perform
your assigned tasks as
well as they could be performed? If you lack some
of this knowledge, do you plan
to acquire the additional knowledge? If so, when
and how?
INITIATIVE
The willingness to get the job done. If, in the course of your immediate job, you
run out of tasks to perform because someone else has not completed their
part,
will you offer to help them? Initiative is the ability to see what needs to be
done
and do it, regardless of whether it is part of your job. It's a willingness to
take part
in self development opportunities and work toward improving job skills.
Employers look upon this trait most favorably.
EFFORT
Closely related to initiative, that is the ability to work hard and perform a job with
gusto. Focusing your entire attention on the job at hand and the exact opposite to
careless inattention while performing a task.
JUDGMENT
This characteristic is usually learned by experience. It is the ability to make the
right choice and to take the right action especially in times of stress. It's
usually
the product of a mature personality however, young people can
often display
uncommonly good judgment. Judgment is difficult to measure
accurately because
the consequences of consistently good judgment go largely
unnoticed. However,
consistently poor judgment usually results in consequences
that are very
noticeable.
SAFETY
The ability to perform each operation in a safe manner. How well Company safety
policies are observed at all times while on the job.
RELIABILITY
The extent to which an employee successfully performs work projects with
minimum or no supervision.
HOUSEKEEPING
The manner in which an employee maintains a clean work area and proper care of
tools and equipment.
ABILITY TO COOPERATE
This is characteristic of a personality that is friendly, open and possesses an
attitude of desiring to help and get along with others. People who are
cooperative
are not defensive. They're confident of their own ability and have a
genuine liking
for other people. Employers admire this trait because they think of
their
employees as a team. Each person helps the other get the job done

and everyone
teamwork. When a

works together well. The success of a business depends on

business reaches a high degree of success, everyone wins!

PERSONAL APPEARANCE AND CONDUCT

Dressing in an appropriate manner for the job and consistently appearing neat,
clean and well groomed. Conduct that is professional and/or workmanlike
at all
times on the job. Always respectful and courteous in personal interactions
during
work time.
CONCLUSION
The most successful employees have mastered some (or perhaps nearly all) of
these characteristics depending on their relevance to the success of the
employee's
job. However, they realize they're not perfect.
Successful employees realize they're stronger in some areas relating to job success
than others and they continue to work on their weaknesses. Good project
managers and foremen help employees grow. The objective of the
performance
evaluation interview is to not only commend and document
excellence but to
strengthen weakness as well.
Performance evaluation helps the employee set goals to overcome his or her
weaker areas in order to become a candidate for more advance mentor
greater
benefits in the organization. An additional benefit is that usually
the employee
discovers much more job satisfaction as well
Dress Code
Discretion in style of dress, hygiene and appearance is important to the reputation
and operation of Texas Legend Electric Company. Employees are required to
dress according to the requirements of their jobs.
Employees failing to adhere to proper Company standards with respect to their
personal appearance are subject to disciplinary action. Employees appearing
improperly dressed may be sent home without pay to return properly dressed.
If you have a question about your attire, please ask your Project Manager or a
member of the
Management staff - Improper dress at any time may include (in the field and the
office) but is not limited to the following:
Blue Jeans (OK in the field)
Sweat Suits
Athletic Wear
Mini Skirts
Short Shorts
Tight Fitting Pants and Tops
Tank Tops

Muscle Shirts
Gaudy Color Combinations
Sloppy or Wrinkled Clothing
Flip Flop Sandals
Unusual Hair Color/Style
Excessively Long Fingernails
Inappropriate Fingernail Polish
Body Piercing Ornaments with the Exception of Earrings
Professional uniform will be provided for all field technicians with proper
identification. Top only. Field technicians must wear steal toe boots and hard hat
while at work sites. Work gloves must be worn at work sites at all times.
EEOC Equal Employment Opportunities
* The company is an equal opportunity employer and applies fair and lawful
policies in all aspects of employment. The company does not discriminate on the
basis of race, religion, color, ethnic, or national origin, age, citizenship, gender,
sexual orientation, disability, medical condition, pregnancy, veterans status,
marital status, or any other characteristic protected by federal, state, or local law.
* Discrimination of any kind will not be tolerated.
* Decisions in reference to employment are based solely on the qualifications and
abilities necessary to perform a specific job.
* Any employee who feels that he/she has been discriminated against should
report the event to their supervisor or HR at (956)-555-5555 or they may
contact EEOC at 1-800-666-6666.
Non-Discrimination Statement
* The company does not and will not discriminate on the basis of race, color,
religion, gender, gender expression, age, national origin, disability, marital status,
sexual orientation, or military status, in any activities or operations. These
activities include, but are not limited to, hiring and firing of staff, selection of
volunteers and vendors, and provision of services. We are committed to
providing an inclusive and welcoming environment for all members of our staff,
clients, volunteers, subcontractors, vendors and customers.
* The company is an equal opportunity employer. We will not discriminate and
will take immediate actions to ensure against any discrimination in employment,
recruitment, advertisements for employment, compensation, termination,
upgrading, promotion, and other conditions of employment against any employee
or job application on the bases of race, color, gender, national origin, age, religion,
creed, disability, veterans status, sexual orientation, gender identity or gender
expression.

* Retaliation is prohibited. Unlawful discrimination has no place in the company

and offends the companys core values which include a commitment to equal
opportunity and inclusion. All employees are expected to join with and uphold
this commitment. Complaints shall be reported to your supervisor and to the HR
department.
Harassment Policy

Work Place Harassment/ Discrimination

* It is a policy of the company to promote a cooperative work environment where
there exists mutual respect for all employees. Harassment of employees based on
sex is inconsistent with the objective and contrary to the companys policy of
Equal Employment without regard to age, sex, sexual orientation, trans-gender,
disability, genetic predisposition of carrier status, citizenship, religion, race, color,
nationality, or ethnic origin, or veteran or marital status. Few issues are more
potentially disruptive or costly for employers than sexual harassment.
* Harassment is illegal under Federal State and City laws and will not be tolerated
within this company. The agency will disseminate this policy and take other steps
to educate the staff about sexual or any other type of harassment. The company
will establish procedures to ensure that investigations of allegations of harassment
are conducted in a manner that is prompt, fair, thorough and as confidential as
possible under the circumstance, and that appropriate corrective and/or
disciplinary actions is taken as warranted by the circumstances when sexual
harassment is determined to have occurred. The staff of the company, who
believed themselves to be aggrieved under this policy are strongly encouraged to
report the allegations of sexual or any other type of harassment as promptly as
possible. Delay in making a complaint of sexual harassment may make it more
difficult for the company to investigate the allegations.
Procedures:

The HR department has the ultimate responsibility for overseeing

compliance with this policy. Employees are responsible for reporting any
complaint of harassment to the Director of Human Resources. All
employees are required to cooperate in any investigation of a sexual
harassment complaint.
File a Informal Grievance, if issue goes unresolved file formal grievance
procedure to resolve harassment.
Employees who are found guilty of harassment will be subject to the
applicable disciplinary proceeding up to and including termination of
employment.
All staff will be oriented to this Policy and Procedure by HR department
upon hire.

This policy will be posted in the company for all staff to read.
Sexual harassment is legally defined as:
Unwelcomed sexual advances, request for sexual favors and other verbal or
physical conduct of a sexual nature constitute sexual harassment when this
conduct explicitly or implicitly affects an individuals employment, unreasonably
interferes with an individuals work performance, or creates an intimidating
hostile or offensive work environment. Sexual harassment can occur in a variety
of circumstances, including but not limited to the following:

The victim as well as the harasser may be a woman or a man.

The harasser can be the victims supervisor, an agent of the employer, a
supervisor of another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone
affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or
discharge of the victim.
The harassers conduct must be unwelcomed.
Ethics

All employees will equally share the responsibility for strict adherence to a code
of ethics. The following guidelines apply:
Employees should not burden other employees with personal difficulties
Do not remove any company property without prior approval. The company may
prosecute any person who steals company property.
Consider all information regarding the company, fellow employees and other
company business confidential and protect this confidentiality accordingly.
Consider all information regarding employee (active, or terminated) salaries,
bonus, incentive pay, merit pay, or other compensation strictly confidential and
protect this confidentiality accordingly.
Your conduct in your private and professional life should remain consistent with
the responsible image that the company must project to its visitors and the public.
Falsifying Records
Any falsification of company records or documents is prohibited. The company
may immediately terminate employees who knowingly falsify employment or
work records. This pertains to all work related documentation including but not
limited to:

Employment application
Falsifying employee recruitment

Falsifying employee Expense Account records or other reimbursement records

Falsifying personnel/payroll documents (timesheets)
Falsifying vacation/sick/personal records
Failing to disclose requested information
Promotion/ Demotions/ Transfers Termination of Employment
* Probationary period will occur during the 1st three months of employment and
the evaluation will determine a promotion for each individual employee.
* Pay reviews will be done annually and will depending on the performance
appraisals done at the end of every 6 months after the probationary period has
ended.
* Disciplinary steps determined by management that an employees performance
does not improve, or continues in the violation TLEC practices, rules, or
standards of conduct, employment will be terminated.
Termination of employment
* Texas Legend Electric Company reserves the right to terminate employment at
anytime.
* Below are examples of some of the most common circumstances under which
employment is terminated.
1. Resignation Voluntary employment termination initiated by the
employee, with a two (2) week minimum notice.
2. Discharge involuntary employment termination initiated by Texas
Legend Electric Company.
3. Layoff Involuntary employment termination initiated by Texas Legend
Electric Company for no disciplinary reasons.
4. Retirement Voluntary employment termination initiated by the
employee because of age, length of service or other criteria.
*Employees desiring to terminate their employment relationship with Texas
Legend Electric Company are urged to notify Texas Legend Electric Company as
soon as possible of their intended termination. Notice should preferably be
provided to our project manager. Without proper notice, however, the final
paycheck may be delayed until the end of the next normal pay period. The
employee will be provided written notice of termination by Texas Legend Electric
Company.
Drug Free Workplace

* Workplace Searches

* To safeguard the property of our employees, customers and Texas

Legend Electric Company and to help prevent the possession, sale and use of
alcohol/controlled and illegal substances on Texas Legend Electric Company's
premises, Texas Legend Electric Company reserves the right to question
employees and all other persons entering and leaving Texas Legend Electric
Companys premises. This is in keeping with the spirit and intent of Texas Legend
Electric Companys drug free workplace policy.
* Texas Legend Electric Company may ask to inspect any packages,
parcels, purses, handbags, briefcases, lunch boxes, vehicles or any other
possessions or articles carried to and from Texas Legend Electric Companys
property. Texas Legend Electric Company may also search any employee's office,
desk, files or other space on Texas Legend Electric Companys premises. These
items or areas belong to Texas Legend Electric Company and are furnished for
employees' use during their employment.
* Inspections may be conducted at the discretion of Texas Legend Electric
Company.
* Employees working on, entering or leaving the premises who refuse to
cooperate in an inspection or who violate security procedures may be subject to
disciplinary action including possible termination of employment.

Drug and Alcohol Test Consent Form

I have been clearly advised of Texas Legend Electric Companys Substance Abuse
and Drug and Alcohol Testing Policies. I understand that I may be asked to
provide a urine and/or saliva and/or blood specimen that will be tested for the
presence of drugs and/or alcohol, based upon incidents described within Texas
Legend Electric Companys policies.
I hereby release Texas Legend Electric Company, its officers, employees, agents
and other representatives from any and all liability for claims, losses and/or
expenses which I or my heirs or successors might now or in the future have as a
direct or indirect result of any testing performed, or the communication or
disclosure of such test results, whether
I agree or disagree with the test results.
I understand that if I disagree with the results of the screening, I may immediately
be
re-tested at my expense. I also understand that refusal to comply with the testing
procedure may result in my termination.
I acknowledge that I have read this Consent Form and understand that I have had
the opportunity to have it explained to me to my satisfaction and accept all the
provisions.
Employee Name: ___________________________________
(Print Full Name)
Employee Signature: ________________________________
Date: ____________________

(Sample Provided)
Texas Legend Electric Company
Performance Review

Employee Name:__________________________________________ Date:_________________

Title:_________________________________ Reviewed by:_____________________________

Performance
Criteria

Failing

Below
Average

Average

Above
Average

Outstanding

(1)

(2)

(3)`

(4)

(5)

Attendance
Attitude/Teamwork
Job Knowledge
Safety
Quality
Productivity
Initiative
Judgment
Reliability
Housekeeping

Provide written explanation for grades below (3):

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

Employee Comments:
_____________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

Suggestions for Improvement:

______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Reviewer Comments:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Employee Acknowledgement
I have reviewed this performance review and discussed the contents with my manager. My
signature signifies my receipt of the performance review; however, it may not necessarily imply
agreement with the evaluation.
_____________________________________ ___________________________________
Employee Signature & Date

Reviewer Signature & Date

Employment Acknowledgment

Texas Legend Electric Company

Receipt of Employee Hand Book
I have received a copy of Texas Legend Electric Company Employee Handbook. I have read it
and accept its conditions. I have also received a copy of, or had explained to me, the duties of my
position.

I understand that this Employee Handbook is presented for informational purposes only and
can be changed at any time by Texas Legend Electric Company with or without notice. I also
understand that this Employee Handbook is not a contract, express or implied, between Texas
Legend Electric Company and me, nor shall it be construed to create such a contract. I
understand that I am an employee at will and either Texas Legend Electric Company or I can
terminate the employment relationship at any time for any reason not contrary to law.
Although my wages, hours, and other terms and conditions of employment may change from
time to time, I understand that my "at will" employment status will not change. No representative
of Texas Legend Electric Company other than Texas Legend Electric Company President has
authority to enter into an agreement with me that is contrary to the foregoing. Furthermore any
such agreement must be written.

DATE RECEIVED:____________________

EMPLOYEE'S NAME: ________________________________________________

(Please Print)

EMPLOYEE'S SIGNATURE:_____________________________________________

Arbitration Clause

* All actions, disputes, claims, and controversy under common law, statutory law or in
any nature, whether arising before or after the date of the agreement is subject to the
agreement.
* We suggest that each party attempt to mediate the situation
before attempting towards Arbitration. This will save time and
money and may narrow the specific issue that need to be
arbitrated.
* Only one arbitrator is to be assigned to hear a case.
parties may select up to three arbitrators to hear the case.

The

* The legal place of arbitration shall be in Hidalgo, Texas. The

governing law shall be the validity of most aspect to the contract
including its formation, interpretation, and performance.
* There will be no disclosure of the case to the media, any
attempt to disclose potential necessary information will result in
forfeiture of case.
BY AGREEING TO ARBITRATE THIS DISPUTE YOU GIVE UP YOUR LEGAL RIGHT
TO BRING THE DISPUTE TO A COURT ACTION AND HAVE A JURY TRIAL.
THIS CONTRACT CONTAINS A BINDING ARBITRATION WHICH WILL BE
ENFORCED BY THE PARTIES INVOLVED.
______________________________
CLAIMANT DATE CLAIMANTS

__________________________________
ATTORNEY DATE

______________________________
RESPONDENT DATE

__________________________________
RESPONDENTS ATTORNEY DATE

The signature below reflects that the employee has received the Arbitration
Clause and actions involved in such situation. Copy will be provided to
company.

DATE RECEIVED: ____________________

EMPLOYEE'S NAME: ________________________________________________
(Please Print)
EMPLOYEE'S SIGNATURE:_____________________________________________

Non-Compete Agreement
For good and valuable consideration the receipt of which is hereby acknowledged,
_________________________ (Employee), the undersigned Employee hereby agrees not to
directly or indirectly compete with the business of _____________________ (Company) and its
successors and assigns during the period of employment and for a period of __1___ year
following termination of employment and notwithstanding the cause or reason for termination.
Employee shall NOT own, manage, operate, consult or to be employed in a business
substantially similar to, or competitive with, the present business of Company or such other
business activity in which Company may substantially engage during the term of employment.
Employee acknowledges that Company may, in reliance of this agreement, provide Employee
access to trade secrets, customers and other confidential data and good will. Employee agrees to
retain said information as confidential and not to use said information on his or her own behalf or
disclose same to any third party.
Employee acknowledges that Employee's employment is "at will", subject to applicable
law, and that either Employer or Employee may terminate employment at any time, with or
without notice, for any reason or no reason whatsoever. Nothing in this Agreement shall
constitute a promise of employment for any particular duration or rate of pay.
This non-compete agreement shall extend for a radius of ___50____ miles of Company's
present location and shall be in full force and effect for____1____ year, commencing with the
date of employment termination.
This agreement shall be binding upon and inure to the benefit of the parties, their
successors, assigns, and personal representatives.

_________________________________
Disclosing Party

________________________________
Receiving Party

_________________________________
Print Name:

________________________________
Print Name:

_________________________________
Date:

________________________________
Date:

Trade Secret Clause

Employee Agreement
Texas Legend Electric Company
This AGREEMENT, entered into this date (_________) between Texas Legend Electric
Company and employees name (__________).
The Following outlays the terms and conditions of the employment at TLEC:
It is hereby agreed upon by the Company and the Employee as follows:
1. Hiring and Wages
*Employee name (________________) has been hired to the following position
(____________) as of (______________), and as such is subject to the guidelines in the
employee handbook.
*All employees begin at a minimum wage of 9.50/ hours and after the 3 month
probationary period shall be given a performance evaluation to determine if a raise is deserved.
*Employment is subject to terms of employment-at-will and hire-at-will.
2. Position
*The employee agrees to fulfill the duties of his/her position to the
fullest extent possible. It is the individuals responsibility to report and try to
prevent injures in result while on the job. There will be no competition within
the company based on individual jobs assigned to employees. The employee
is responsible for jobs that fall within the scope of the assigned position.
4. Disability/ Compensation/ Confidentiality
* Disability
* In accordance to the laws our company provides anyone with a disability the right to
reasonably safe conditions for employment.
* The right to fair and non-discriminate work environment.
* Upon employment we ask that you inform us of any disability so we may adequately
ensure proper assistance is met.
* Compensation shall follow handbook guidelines per pages 7 and 8 of handbook in
regards to vacation leave and pay periods.
* Confidentiality (Trade Secret Clause) is required from employees before and after the
hiring period. Any attempt to divulge or use company information such as logo, trade
secret, or in way to create competition for use by another company, a court penalty or
similar action will be taken.
DATE RECEIVED:____________________

EMPLOYEE'S NAME: ________________________________________________

(Please Print)
EMPLOYEE'S SIGNATURE:_____________________________________________
I have received a copy of Texas Legend Electric Company Employee Agreement. I have received
a copy of, or had explained to me, the duties of my position and accept the offer of said position.

Nondisclosure Agreement

This Nondisclosure Agreement is entered into by and between _______________ with its
principal offices at _______________ and _______________, located at _______________ for
the purpose of preventing the unauthorized disclosure of Confidential Information as defined
below. The parties agree to enter into a confidential relationship with respect to the disclosure of
certain proprietary and confidential information.
1. Definition of Confidential Information.
For purposes of this Agreement, shall include all information or material that has or could
have commercial value or other utility in the business in which Disclosing Party is
engaged. If Confidential Information such as marketing plans, product or service
information or any other information regarding the practices of the corporations is in
written form, the Disclosing Party shall label or stamp all materials with the word
"Confidential" or some similar warning. If Confidential Information is transmitted orally,
the Disclosing Party shall promptly provide a writing indicating that such oral
communication constituted Confidential Information.
2. Exclusions from Confidential Information.
Receiving Party's obligations under this Agreement do not extend to information that is:
(a) publicly known at the time of disclosure or subsequently becomes publicly known
through no fault of the Receiving Party; (b) discovered or created by the Receiving Party
before disclosure by Disclosing Party; (c) learned by the Receiving Party through
legitimate means other than from the Disclosing Party or Disclosing Party's
representatives; or (d) is disclosed by Receiving Party with Disclosing Party's prior
written approval.
3. Obligations of Receiving Party.
Receiving Party shall hold and maintain the Confidential Information in strictest
confidence for the sole and exclusive benefit of the Disclosing Party. Receiving Party
shall carefully restrict access to Confidential Information to employees, contractors, and
third parties as is reasonably required and shall require those persons to sign
nondisclosure restrictions at least as protective as those in this Agreement. Receiving
Party shall not, without prior written approval of Disclosing Party, use for Receiving
Party's own benefit, publish, copy, or otherwise disclose to others, or permit the use by
others for their benefit or to the detriment of Disclosing Party, any Confidential
Information. Receiving Party shall return to Disclosing Party any and all records, notes,
and other written, printed, or tangible materials in its possession pertaining to
Confidential Information immediately if Disclosing Party requests it in writing.
Disclosing party may request confidential information at any given time.
4. Time Periods.
The nondisclosure provisions of this Agreement shall survive the termination of this
Agreement and Receiving Party's duty to hold Confidential Information in confidence
shall remain in effect until the Confidential Information no longer qualifies as a trade
secret or until Disclosing Party sends Receiving Party written notice releasing Receiving
Party from this Agreement, whichever occurs first. Termination of employment does not
terminate the agreement.
5. Relationships.

Nothing contained in this Agreement shall be deemed to constitute that either is party a
partner, joint venture or employee of the other party for any purpose. This agreement
does not represent a business relationship between parties
6. Integration.
This Agreement expresses the complete understanding of the parties with respect to the
subject matter and supersedes all prior proposals, agreements, representations, and
understandings. This Agreement may not be amended except in a writing signed by both
parties.
7. Waiver.
The failure to exercise any right provided in this Agreement shall not be a waiver of prior
or subsequent rights.
This Agreement and each party's obligations shall be binding on the representatives, assigns, and
successors of such party. Each party has signed this Agreement through its authorized
representative.

_________________________________
Disclosing Party

________________________________
Receiving Party

_________________________________
Print Name:

________________________________
Print Name:

_________________________________
Date:

________________________________
Date:

TLEC GRIEVANCE FORM

THIS FORM MUST BE COMPLETELY FILLED OUT

Name of Grievant (Please Print):
Job Title:
Date of Hire:

Work Phone:
Home Phone:
Send documents to external representative

Home Mailing Address:

Street or P.O. Box:
City:
Zip:

Work Mailing Address:

Dept:
Div/Section:
Street or P.O. Box:
City:
State:
Zip:

State:

Date, time and place of event leading to

grievance:

Date you became aware of the event, (if

different):

Detailed description of grievance including names of other persons involved, if any

Grievant must identify all statutes/regulations pertinent to this grievance if submitted to

Employee-Management Committee. If none, please so indicate:

Proposed solution to grievance:

Grievant: Follow Steps listed below to File Formal Grievance.

Step

Grievance Filed With

(Please Print Name)

Date

Signature of
Grievant

Date

1
2
3
4
5
Grievance Instructions
1. It is optional to all parties to receive assistance from there supervisors or the HR
Management in filing and resolving a grievance.
2. Formal Grievances must be filed 30 working days from the initial complaint. There should be
attempts made to resolve the issues without having a formal grievance during this 30-day
time period.
Employee Instructions (Grievant)
1. All information is required on the Form above and the description should include the names
of persons involved in the act, omission, or occurrence in which grievance has taken place.
2. The normal course of action in the grievance procedure is as follows:
Step 1: Informal Grievance is a meeting between HR Department or supervisor.
Step 2: If not resolved File with a Formal Grievance with Supervisor, If within 10
working days move to step 3.
Step 3: File with Team Manager - If not resolved within 30 working days, re-file
to step 4.
Step 4: File with Executive Supervisor - If not resolved within 30 working days,
take next step.
Step 5: File with CEO If not resolved within 30 working days of receipt the
next step is to request information for a hearing.
*If there is no resolution, an informal meeting will be called to determine the next
course of action for the company and parties involved. This procedure is followed for any
step in situation that has been unable to be resolved.
*A grievance is defined as an act, omission or occurrence which a permanent employee feels
constitutes an injustice and can be established on factual information. It may relate to any condition
arising out of the relationship between an employer and an employee, including but not limited to,

compensation, working hours, working conditions, in an organization of employees or the

interpretation of any law, regulation or disagreement. It does not include position allocation,
involuntary transfers, dismissals, demotions, or suspensions.

The signature below reflects that the employee has received the information
in a grievance dispute and procedures that it is necessary to follow to reach
resolution. Copy will be provided to company.

DATE RECEIVED: ____________________

EMPLOYEE'S NAME: ________________________________________________
(Please Print)
EMPLOYEE'S SIGNATURE:_____________________________________________

MEMO
To: [Recipient(s)]
From: mob2k4
cc: [Recipient(s)]
Date:
Re: [Subject]
Interoffi ce Memos
All staff is required to use the memo templet shown here for any
interoffi ce memos. Make sure to include all useful information and
address to individuals involved. Refrain from using any conditional
information and discard properly when required. If you have any
questions or concerns please contact your immediate supervisor for
further assistances.

Thank you,
Management