American Bank of Florida

Employee Handbook

The following information is taken directly from the American Bank Employee Handbook. The information on benefits which is found in the hard-copy version of the handbook is available in the Benefits Summary. Otherwise, the original text has been edited only insofar as is necessary to present it clearly on this web site. In any disparity between the original policies and this web page, the original will be considered to be correct.

Important Information
The information discussed in this Handbook is governed by specific and technical plans and policies which are on file in the Human Resources Department. The contents of this Handbook are provided for informational purposes only, and shall not be construed as a contract of employment between American Bank and its employees. No management member has the right to make any commitments that negate the Handbook.

In addition, the information, policies, procedures, and/or benefits may from time to time change, and therefore it is not the intent of American Bank to be bound to or be controlled by any terms or conditions discussed in this Handbook.

 

You and American Bank

Confidential Information

American Bank takes pride in its reputation and considers its integrity a valuable asset. You are in daily contact with and have access to confidential and privileged information concerning depositors, borrowers, stockholders, directors, officers, staff personnel.

Under no circumstances should you discuss or reveal information which could damage the bank's reputation. Bank information must always be held in the strictest confidence.

 

 

 

 

 

Conflict of Interest

We are judged as a company by the collective and individual performance of our directors, officers, and employees. As a result, we must recognize that our first duty to the bank, its customers, and its stockholders, is to act in a manner that merits public trust and confidence. You are expected to conduct your personal affairs so there can be no opportunity for unfavorable reflection upon the bank. The use of good standards, common judgment and discretion should always prevail.

It is our policy to support the provisions of the Federal Bank Bribery Law. All employees, officers, directors, agents, or attorneys of the bank should not solicit for themselves or someone else anything of value from anyone in return for business, service, or confidential information of the bank.

The bank realizes that certain employees will find it necessary or desirable to obtain part­time employment. While work other than for the bank is not prohibited, such work must not detract from the performance of the duties and responsibilities of employees within the bank, must not create a conflict of interest, and must not reflect adversely on the image of the bank.

 

 

 

 

 

 

Equal Employment Opportunity Policy

American National Bank of Florida is an Equal Opportunity Employer and has an Affirmative Action Program. The bank believes in and is committed to equal employment opportunity for all without regard to race, color, religion, sex, age, marital status, national origin, veteran status, or disability. This includes the use of all facilities and participation in all company sponsored activities. The full cooperation of all employees and all levels of supervision is expected.

If you have questions regarding the company's EEO policies, please contact Human Resources. If you have a complaint regarding EEO compliance, you should refer to the Complaint Resolution procedure in this handbook. The Affirmative Action Plan of the American National Bank of Florida is available for review Monday through Friday in the Human Resources Department.

 

 

 

 

 

 

Affirmative Action Program For Disabled

Veterans And Veterans Of The Vietnam Era

American National Bank is a government contractor subject to Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 which requires government contractors to take affirmative action to employ and advance in employment qualified disabled veterans and veterans of the Vietnam Era. If you are a disabled veteran covered by this program and would like to be considered under the Affirmative Action program, please tell us. This information is voluntary and refusal to provide it will not subject you to a discharge or

disciplinary treatment. Information obtained concerning individuals shall be kept confidential.

If you are a disabled veteran and would like to be considered under the Affirmative Action program, please state the following:

The skills and procedures you use or intend to use to perform the job notwithstanding the disability and; the accommodations we could make which would enable you to perform the job properly, safely, and economically.

We are open to the consideration of any suggestions to accommodate limitations to disabled veterans, taking into account business necessity, financial cost, and expenses.

 

 

 

 

 

 

Affirmative Action Program

For Handicapped Workers

American National Bank of Florida is a government contractor subject to Section 503 of the Rehabilitation Act of 1973, which requires government contractors to take affirmative action to employ and advance in employment qualified handicapped individuals. If you have such a handicap and would like to be considered under the Affirmative Action program, please tell us. Submission of this information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Information obtained concerning individuals shall be kept confidential. If you are handicapped, we would like to include you under the Affirmative Action program. It would assist us if you tell us about: (1) any special methods, skills, and procedures which qualify you for positions that you might not otherwise be able to do because of your handicap, so that you will be considered for any positions of that kind; and (2) the accommodations we could make which would enable you to perform the job properly, safely, and economically. We are open to the consideration of any suggestions to accommodate limitations to handicapped workers, taking into account business necessity, financial cost, and expenses.

 

 

 

 

 

 

 

Reasonable Accommodation

It is the policy of the bank to offer equal opportunity to qualified individuals with disabilities. Title I of the Americans with Disabilities Act makes it unlawful to discriminate in all employment practices such as: recruitment, pay, hiring, termination, promotion, training, lay­off? job assignments, benefits, leave, and all other employment related activities. Reasonable accommodation, a change or adjustment to the job or work environment that permits a qualified applicant or employee with a disability to perform the essential functions of a job will be made, unless it causes an undue hardship on the operation of business.

 

 

 

 

 

 

 

Your Work and Your Compensation

Employment Classifications

The bank maintains standard definitions of employment and will classify employees in accordance with these definitions:

• Initial Employment Period ­ an employee who has not yet completed ninety (90) days of continuous employment in his/her present position.

• Full­time ­ an employee who regularly works 39 hours per week.

• Prime­time ­ an employee who regularly works 32 or more hours per week, but less than full­time

• Part­time ­ an employee who regularly works less than 32 hours per week.

• Peak­time ­ an employee who is scheduled for less than 20 hours per week and is compensated according to a "schedule driven" pay matrix.

• Temporary ­ employment in a job which is established for a specific period of time or for the duration of a specific project or group of assignments.

• Exempt ­ any employee employed in a bona fide executive, administrative, or professional capacity as defined by the Fair Labor Standards Act, Title 29. Such employees are paid a semi­monthly salary and are ineligible for payment of overtime.

• Non­ exempt ­ all employees who are not classified as exempt. Such employees are paid their regular rate based on hours worked up to 40 per week, and one­half times the regular rate for hours worked in excess of 40 per week.

  Review Benefits Summary

 

 

 

 

 

 

Working Hours

The standard workweek is 40 hours. Your hours may vary depending on your department and location. When a full­time employee works less than 39 hours during the workweek, that employee will be docked for time not worked as short­time (unless otherwise noted on the timecard as an acceptable excuse for short­time). Each department manager is responsible for establishing their employees workweek and lunch and/or break times in order to accommodate the department's work requirements. A lunch period consists of at least 30 minutes. No work is to be done by a non­exempt staff member prior to working hours, during breaks, after working hours, or during personal time off.

 

 

 

 

 

 

 

 

Time Cards

Federal regulations require all non­exempt employees to maintain a weekly time card. Your card should contain a record of time for arriving and leaving work, lunch breaks, overtime, and any other time away from the job. You are required to punch your own time card and must receive your supervisor's approval for any changes or additions. Weekly time cards are to be tallied, signed, and submitted to your supervisor no later than Monday of the following week.

 

 

 

 

 

 

 

 

Overtime

All non­exempt employees are paid at a rate of 1 1/2 times the regular rate for overtime hours worked. You will be eligible for overtime pay after you have physically worked 40 hours in a workweek; exclusive of a paid vacation, holiday, illness, or personal day. You are not to work overtime unless you have received previous authorization from your supervisor.

 

 

 

 

 

 

 

 

Pay Period Processing

Bank employees are paid on the 15th and last day of each month. When these dates fall on weekends or holidays, you will be paid on the preceding business day. All employees are entitled to a service charge free checking account at the bank, and you may elect to have your pay automatically deposited into your employee checking account each pay day. You may also elect a payroll deduction for automatic deposit into your savings account, or to purchase savings bonds. If you are a full or prime­time employee you are paid your regular salary each pay date. Hourly employees are paid on a schedule which reflects time card processing. This schedule is normally two to three weeks behind the pay date. For example: On a September 15 pay period, full and prime­time employees are paid through the 15th, hourly employees are paid according to the processing schedule issued annually. Any overtime or time docked for full or prime­time employees would be reflected in the same period the hourly employees are scheduled to be paid.

 

 

 

 

 

 

 

 

Performance And Salary Appraisals

It is the policy of the bank to provide a fair compensation plan which is designed to attract, retain, and motivate competent personnel and ensure that you are fairly compensated on the basis of performance, regardless of race, religion, national origin, sex, age, or mental handicap.

All newly hired, rehired, transferred, and promoted employees are reviewed at the end of their 90 day initial employment period. Employees will receive an annual performance appraisal on their anniversary date (date of hire) and be eligible for a salary increase. Salary adjustments are based solely on merit and are not necessarily a part of a performance review. Peak­time tellers are reviewed in March each year with a salary increase, as applicable, effective April 1st.

 

 

 

 

 

 

 

 

 

Bank Performance Bonus Plan

It has been the custom to authorize the payment of additional compensation to employees each quarter based on the bank's EARNINGS, typically 1% ­ 4% of annual salary. The amount will be determined by the relative success of everyone helping the bank achieve its earning goal. 1% return on assets is the minimum profitability for this bonus payment to be made.

This pay is discretionary, and it should not be assumed that past payments have established a pattern for future payments.

 

 

 

 

 

 

 

Your Opportunities for Advancement

Job Posting

In a continuing effort to demonstrate Equal Opportunity for everyone, American Bank utilizes a Job Posting program to find qualified individuals inside the organization before filling a vacancy from the outside. To qualify for a posted position you must:

1. Have been in your present position for at least six (6) months. (Part­time employees with less than six (6) months service may apply for a full­time position at the same grade level and in the same department or office.)
2. Meet the qualifications required.
3. Have a good attendance record.
4. Have a satisfactory performance record as reflected on your most recent evaluation and no current probation and/or counseling reports.

Management reserves the right to initiate transfers in lieu of job posting where certain appropriate and justified conditions exist which preempt the posting requirements.

Interested employees should apply for the posted job by obtaining an internal application from the Human Resources Department or from the "m" drive on the network and returning it by the deadline specified in the announcement.

  Review Current Openings

  Send in Resume via Resume Express

 

 

 

 

 

 

 

Training Programs

American Bank offers in­house training programs for employees. An updated list can be found on the global directory of your computer under ADDTRAIN.WK4.

  Review Information on Tuition Reimbursement and American Institute of Banking

 

 

 

 

 

 

 

 

 

Employer/Employee Relations

Workers' Compensation

Workers' Compensation is carried on all employees according to the statutory requirements of the State of Florida.

If you are injured while conducting your bank duties, you should immediately report the injury to a bank supervisor or officer. In the event of a Workers' Compensation claim in which time is lost from work, Workers' Compensation coverage will pay 66 213% of your regular salary as administered by the bank's insurance carrier, and in accordance with the provisions of the State.

If you are out on a medical leave due to an accident or injury which occurred while at work, you are responsible for submitting documentation to your supervisor regarding the need to be out of work and the expected date of return. In addition, you are responsible for remitting your normal contribution for medical/dental insurance, as applicable, each pay date. If you fail to remit such payment, medical/dental coverage will lapse until such time as you return to active employment.

When you return to work following a leave of absence due to a work­related accident or injury you will be reinstated to the same or an equivalent position. If you fail to return to work after being released by your physician, you will be considered to have resigned from the bank.

 

 

 

 

 

 

United Way

The United Way Program gives you the opportunity to support local charities through payroll deduction. If you have a favorite United Way charity, you can request that all of your contribution go to that organization; otherwise, your contribution will be placed in the United Way general fund which is allocated to participating organizations according to their need.

 

 

 

 

 

 

 

Professional Appearance

The bank expects it's employees to be well groomed and neatly dressed. The attire of staff members should be conservative and in good taste.

In the months of June, July, and August, a summertime dress code may be adopted for Fridays and Saturdays each week. This means male employees may wear slacks and sport/golf shirts (must have a collar), with a sport jacket. Female employees may wear "skorts" (with hose), or slacks and "polo'' shirts (with collar). Tee shirts and jeans are not acceptable attire. Summertime dress may not be appropriate in all areas and/or at all times during the summer months and should never detract from the business agenda.

 

 

 

 

 

 

 

Personal Telephone Calls

Personal calls should always be kept to an absolute minimum and should be as brief as possible. Personal long distance calls are not to be charged to American Bank.

 

 

 

 

 

 

 

Personnel Information Changes

It is vital that your personnel file is kept current. If you have an address change, marry, divorce, change your name, etc., please contact Human Resources immediately so you can complete the proper forms to update, your personnel file.

 

 

 

 

 

 

 

 

Break In Service

If you terminate employment and are later rehired, you may or may not maintain your seniority according to the following guidelines:

1. If your break in service is less than 12 months, then your previous length of service will be reinstated and combined with future service.

2. If your break in service is 12 months or more, your previous service will not be reinstated.

 

 

 

 

 

 

 

Complaint Resolution

American Bank makes every effort to make sure your job and work environment are as pleasant as possible. However, there may be times when you feel that you have been mistreated or that something is unfair. If this occurs, you should discuss the problem with your supervisor, and if necessary, the next level of management, or the Human Resources manager.

You will not be reprimanded or mistreated for referring a situation as outlined above.

 

 

 

 

 

 

 

 

Harassment

It is the goal of American Bank to provide a workplace free of tensions involving matters which do not relate to the bank's business. Harassment will not be tolerated, and will subject the offender to serious discipline and may be grounds for immediate discharge. In particular, an atmosphere of tension created by ethnic or religious remarks or animosity; age­related comments; unwelcome sexual advances; requests for sexual favors or other conduct of a sexual nature, do no belong in our workplace, and will not be used as the basis for decisions affecting employees. Any suggestion that submission to demands for sexual favors will have an effect on employment or employment benefits will not be tolerated.

 

 

 

 

 

 

 

 

Employee Searches

American Bank recognizes and respects employees' rights to privacy. However, when there is reasonable justification, the bank reserves the right to search employee work areas, including desks. Reasonable justification for searches includes, but is not limited to searches: to locate missing property; to locate suspected illegal substances; or to examine an employee's work.

 

 

 

 

 

 

 

 

Disciplinary Action

Employees of American Banks of Florida, Inc. are expected to take a positive, responsible approach to maintaining high standards of conduct and work performance. It is recognized that special trust is placed by the public in a financial institution, and you, thereby, inherit special duties and obligations. The following is a list of serious offenses requiring disciplinary action up to and including dismissal:

1. Insubordination
2. Unexcused absences
3. Frequent tardiness or leaving work early
4. Lack of application to the job
5. Disregard for or violation of bank policies and/or procedures
6. Lewd or discourteous behavior, or any other conduct which injures the public reputation of the bank
7. Adverse attitude toward the bank, customers, fellow employees, or bank policies
8. Failure to maintain financial affairs in order
9. Refusal to obey a legitimate direct order from a supervisor
10. Deliberate destruction or wrongful use of bank property; using bank telephones, postage, or copiers for personal business
11. Transacting personal business during bank working hours
12. Harassment
13. Dishonesty
14. Kiting
15. Intentional falsifying of records
16. Conviction of a crime
17. Accepting of bribes, "kickbacks'', or otherwise improperly using one's bank position for personal gain
18. Disclosure of confidential information
19. Acts of prejudicial treatment
20. Involvement of financial transactions that are in conflict with the employee's bank responsibilities
21. Willful for or violation of bank policies and/or procedures
22. Outside employment or activity which interferes with an employees ability to efficiently perform his/her bank duties or brings discredit or criticism on the bank
23. Deliberate misuse or mishandling of moneys, securities, records, files, or documents of the bank
24. Intoxicated on the job
25. Use of drugs or "high" on drugs while on the job
26. "Walking off" the job

Management reserves the right to take whatever disciplinary action it deems appropriate based on the total circumstances involved. The list of enumerated offenses are for purposes of illustration only and are not intended to be all inclusive.

 

 

 

 

 

 

 

 

Personal Finances And Loans

As a bank employee you are prohibited from handling your personal finances improperly. All checking accounts that you sign on are considered employee accounts. You will be assessed the standard charge for handling checks that are written against insufficient funds beginning with the second item in a calendar year. Moreover, an accumulation of as many as four (4) NSF charges in any one calendar year will result in normal checking account service charges* for your account and/or disciplinary action.

Bank policy prohibits any employee from processing their own checks or processing any personal transactions. Additionally, employees should never process any banking business for any relatives or close personal friends. All such transactions must be processed by another bank employee in the appropriate department.

An overdraft is considered to be an extension of an unsecured loan. Therefore, all overdrafts by employees are reported to the bank's Executive Committee.

Loan applications from employees must meet the same prudent credit standards as other borrowers. Preferred rates may be granted to employees as provided in the bank's loan policy. Employees having loans are expected to make all payments promptly. Employees who are approved for a mortgage loan through American Bank will have the origination fee waived.

*For all accounts on which an employee is a signer.

 

 

 

 

 

 

 

Initial Employment Policy

All newly hired, promoted and/or transferred employees are subject to a 90­day initial employment period during which time they demonstrate their abilities through on­the­job performance.

You will receive a 90­day review by your supervisor utilizing the performance appraisal form. If you are having performance problems during the initial employment period, it should be discussed between you and your supervisor. During the course of the 90­day period, the decision whether or not to continue the employment relationship shall be determined by job performance.

Successful completion of the initial employment period does not guarantee employment for any period of time.

 

 

 

 

 

 

 

Termination Policy

The bank expects all resigning employees to give reasonable notice of their intent to leave. Reasonable notice is defined as a minimum of two (2) weeks. If you are resigning, you are required to furnish written notice to your supervisor stating the reasons for resignation and the effective date.

Upon termination of employment, employees will be scheduled for an exit interview with a Human Resources officer.. The interview is normally conducted on the employee's last day of employment with the bank.

 

 

 

 

 

 

 

 

References

Human Resources will only release dates of employment and title of position held by an employee or former employee in response to inquiries for reference checks. The only time additional information is given is when an employee or former employee signs a release, and a copy of that release is provided to us along with the request for information.

 

 

 

 

 

 

 

 

Misuse Of Assets

It is the responsibility of every employee of American National Bank to protect and properly use corporate assets. Each time a fraud abuse of authority or misuse of assets takes place, it affects each employee, because it reduces profits, profit­sharing, and bonuses.

Any employee having knowledge or suspicion that a fraud or abuse situation exists, or that actions are being taken that are not in the best interest of the bank, should notify his/her immediate supervisor or the Internal Audit Department.

Once a case is reported, details are considered confidential, and will not be disclosed to anyone not involved in the investigation. Referral of suspected fraud or misuse may be made anonymously by calling 396­8119 or by writing to this confidential address: P.O. Box 5629, Jacksonville, FL 32207.

You can make a difference!

 

 

 

 

 

 

 

Personal Property

The bank's property and liability insurance policies are not applicable to personal property and/or equipment which an employee brings on bank premises. This includes non­coverage for theft and/or damage to any and all property or equipment which has not been purchased or obtains by American Bank.

You are urged to consider this policy before bringing personal belongings to the workplace.

 

 

 

 

 

 

Alcohol, Drug And Substance Abuse

The bank's policy on alcohol, drug and substance abuse is as follows:

No intoxicant, including but not limited to alcohol, controlled substances, illegal drugs, mind­altering chemicals, depressants, stimulants, and marijuana, is allowed on bank premises. "on bank premises" includes employee­owned vehicles on property owned, leased or managed by the bank. The "on bank premises" possession, use, sale, purchase, or transfer of any intoxicant is prohibited at all times, including during break periods, without prior permission (e.g. Christmas party). Any violation of this rule may result in immediate discharge.

 

 

 

 

 

 

 

 

Smoking

Smoking is prohibited inside the workplace for all officers and employees, regardless of location. This includes conference rooms, lunchrooms, lounges, private offices, etc. in all buildings where work for the bank is performed. The policy is in effect 24 hours per day, every day of the year.

Employees who smoke will have the regular break and lunch periods, wherein they can go outside, away from the main entrance of the building for smoking. Such breaks should not be more frequent than those provided non­smokers.

 Review Benefits Summary

Home Page