Handbook Acknowledgment & Agreement
This will acknowledge that I have received my copy of the myviswasam Employee Handbook and that I will familiarize myself with its contents. I understand that this handbook represents the current policies, regulations, and benefits and that except for employment at-will-status, all policies or practices can be changed at any time by the Company. The Company retains the right to add, change or delete wages, benefits, policies and all other working conditions at any time (except the policy of “at-will-employment,” which may not be changed, altered, revised, or modified without a writing signed by the President of the Company). I further understand that nothing in the Employee Handbook creates or is intended to create a promise or representation of continued employment and that my employment, position, and compensation at the Company are at-will, and may be changed or terminated at the will of the Company. I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the Company has a similar right. I further understand that my status as an “at-will” employee may not be changed except in writing signed by the CEO of the Company. My signature below certifies that I understand the foregoing statement and explanation, that at-will status is the sole and entire relationship between the Company and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations (whether written or oral) concerning my employment with the Company.
No “Harassment” Policy Agreement
myviswasam does not and will not tolerate harassment of our employees. The term “harassment” includes, but is not limited to, slurs, jokes, and other verbal, graphic, or physical conduct relating to an individual’s race, color, gender, religion, national origin, citizenship, age or handicap. “Harassment” also includes sexual advances, requests for sexual favors, unwelcome or offensive touching, and other verbal, graphic, or physical conduct of a sexual nature.
VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO DISCIPLINARY ACTION, UP TO AND INCLUDING IMMEDIATE DISCHARGE
If you feel that you are being harassed in any way by another employee or by a client or vendor, you should make your feelings known to your Supervisor immediately. The matter will be thoroughly investigated, and where appropriate, disciplinary action will be taken. If you do not feel that you can discuss the matter with your Supervisor, or if you are not satisfied with the way your complaint has been handled, please contact either the Studio Partners. You will not be penalized in any way for reporting such conduct concerning yourself or another person. Consult your employee handbook for the entire Company policy on Harassment.
EMPLOYEE ACKNOWLEDGMENT OF RECEIPT
Dispute Resolution Acknowledgment
Notwithstanding this section, individuals are employed on an at-will basis, meaning that they may be terminated at any time with or without cause or with or without notice. This arbitration agreement is merely a mechanism to require that certain disputes that may arise between myviswasam and the employee are subject to arbitration if necessary.
Any controversy, claim, or dispute between myviswasam and the employee, arising out of or related to the employment relationship under Title VII, Title XXIX, COBRA, Fair Labor Standards Act and/or corresponding Oklahoma statutes including any alleged termination in violation of the Oklahoma Public Policy Doctrine, and any alleged breach thereunder, shall be submitted to binding arbitration in accordance with the arbitration rules of the American Arbitration Association pursuant to the Federal Arbitration Act, Title 9 U.S.C. § 1 et seq. The laws of the State of Oklahoma shall be applied to the enforcement of any dispute or controversy submitted to arbitration. The determination of the arbitrator shall be binding upon the employer and employee
The award rendered by the arbitrator(s) will be entered as a judgment in a court having jurisdiction over the parties and the claims. Both the Employer and the employee acknowledge and understand that they are waiving their right to a jury trial by entering into this agreement. The parties by agreement may elect to mediate their disputes pursuant to Rules 51 of the Rules for the District Court of Oklahoma County and Title 12 O.S. § 1801, et seq. of the Oklahoma Statutes. If mediation of the dispute is not successful in resolving the issues between the Employer and Employee, the dispute shall be subject to mandatory binding arbitration as set forth above.
MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE LEGALLY BOUND TO ALL OF THE ABOVE TERMS.