Back to HR & Employee Care
USA Operations Centers Solicitation / Distribution Policy May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Not Applicable
Specific details on each exception may be found within the General Information section of this text.
The purpose of Joyner's Solicitation/Distribution Policy is to provide a productive work environment free from unreasonable disruption and interference with company operations. This policy applies to all types of solicitation, canvassing, distribution, and selling; whether from employees, vendors, merchants, co-workers, or charitable, civic, educational, political, religious, labor, or social organizations.
Policy
Employees may solicit or canvass other employees only during the non-work time of all employees involved.
Employees may distribute material only in non-work areas during the non-work time of all employees involved.
Employees may not engage in selling on company-controlled property unless it is done during the non-work time of all employees involved.
Unless authorized by the company as provided below or as may be required by law, persons who are not employees of Joyner may not sell, solicit, canvass, or distribute literature or other materials on company-controlled property.
Participation in such activities should not:
Cause interruptions or disruptions in the work environment.
Disrupt production standards.
Interfere with customer service.
Interfere with the employee's work performance.
Interfere with any other employee's work performance.
Include displaying printed material on walls, elevators, bulletin boards, etc., posted material in non-work areas is limited to company authorized activities.
Have undue impact on the operation or expenses of the electronic information resource or telephonic communication system.
Violate the Code of Conduct, or any other policy, guideline, or standard of Joyner.
Definitions
Solicitation and canvassing includes asking, appealing, enticing, or seeking to attract employee discussion interest in non-company activities.
Distribution includes posting and passing out, handing out, or otherwise giving out non-company material to employees.
Selling includes any or all of taking orders, delivering merchandise, or accepting payment. Selling may include solicitation, canvassing, or distribution and those rules apply to selling.
Work area includes those areas where employees perform their work duties or job responsibilities.
Non-work time includes breaks, established lunch periods, and the time before and after a work shift.
Non-work areas includes restrooms, halls, corridors, lunchrooms, break areas, grounds, parking lots, atriums, entryways, and exits, unless an employee is specifically assigned to work in these areas.
Company-controlled property includes property owned, leased, operated, managed or controlled by Joyner.
Voluntary Expressions
Solicitation or distribution with respect to certain voluntary expression such as flowers for hospitalized co-workers, contributions for expressions of support for an employee dealing with the death/serious illness of a close family member, or a personalized memento to a retiring co-worker are acceptable if the activity is completely voluntary.
Company Authorized Activities
Safety & Insurance Services Events: Joyner helps employees manage the risks of everyday life by providing a variety of quality benefits, resources and programs. S&I Services may authorize programs and activities that support our Enterprise Wellness Program and other S&I Services initiatives, which may involve individuals who are not Joyner employees selling, soliciting, canvassing, or distributing literature or other materials.
Charity Drives and Civic Events: Joyner and its associates have a long history of supporting charitable and civic organizations in the communities in which the Company operates. To allow employees to participate in making their communities better places to work and live and to contribute to the positive perception of Joyner among our policyholders, the company may authorize charity drives and civic events.
Employees conducting charity drives in non-hub locations must keep the drive self-contained to their physical department location using their personal resources to set-up and transport items to/from another internal or external location(s). If storage space is needed before or after the drive, it must be confined to the supporting department’s location and approved in advance by department leadership. Company authorization is not required for departments, teams, or units that want to coordinate an internal department-only charity drive that complies with the solicitation-distribution policy. However, department leadership approval must be obtained to proceed with any charity drive.
Company authorization to conduct a site-wide charitable or civic event (including charity drives) at a Hub location or Atlanta facility must be obtained before scheduling use of the facility. If there is interest in conducting such an event, please provide specific event details, including the name of the charitable organization, event type, and proposed date to admin@joynertransportation.com
Employee Solicitation Considerations
Employees who choose to solicit others should be sensitive that other people's budgets may not allow them to purchase some items. The employee may wish to support the charitable cause, but not have the money or time to devote to it.
Joyner Conference and Meeting Rooms
Employees should obtain management approval before reserving any Joyner conference room, classroom, meeting room, auditorium or cafeteria. Activities are subject to management discretion.
Bulletin Boards (includes Electronic postings)
Joyner maintains bulletin boards to communicate Company information to employees and to post notices required by state and federal law. Board and electronic postings are subject to management approval.
Follow these guidelines
Report issues associated with these guidelines
Managers are responsible for the communication of the policy to all employees.
Managers should bring questionable situations to the attention of their Human Resources department.
Managers are responsible for administering this policy in a fair and consistent manner.
Managers, with the assistance of Human Resources, are responsible for resolving issues associated with solicitation/distribution.
Employees, Non-employees and visitors violating this policy on company property are notified of the policy and asked to discontinue.
Human Resources leadership, under the direction of HR Executive, has the primary responsibility for proper administration of this policy in a consistent way throughout their respective locations.
Human Resources ensures that:
Employees, Non-employees and visitors violating this policy on company property are notified of the policy and asked to discontinue.
It is encouraged that discussion of this policy be included in Employee Onboarding for all employees.
Questions about this policy should be directed to the Human Resources Services Center, by the HREC Online Contact form.