Our Dream: Why we do this?
Who we are- what we do?
What we expect?
You are Important
You come first
Let’s Talk Leadership
Dont take it personal
Bullying, Harassment, & Violence
Basic Communication Practices
Let’s Go Green
Onboarding: What to Expect
Time Off- HR process for calling in and all that
Perks & TBA’s
Growth – Moving Up
Licensing & CE Classes
Let’s Get Serious!
I know how hard it is to be the new kid on the block, but don’t worry it’s only temporary.
Soon enough, you will be walking around fist bumping everyone in the office.
Really though, we are excited you are here and can’t wait to see your growth
That we take care of
you and you are trusted.
That you feel valued, appreciated, and that you have a purpose. That we want to see you grow and that you love this dream as much as we do.
Just like Drake said, “Started from
the bottom, now we’re here”.
Everyone must start somewhere, right? Here at Flor Insurance, we started with only 5 people total.
(1 person working in each department).
Most jobs expect you to come in and know everything, but we know that’s not going to happen right away.
It will take some time to get to where you need to be. We’re going to help you with it. We will have trainings specifically for your position. As we mentioned that is our dream, we just expect you to enjoy the journey while you get there. Can we give you just a tip? Be open minded and stay positive…
We want to build a culture where
everyone respects each other, after all this is where we spend most of our time.
Our home away from home. As we know, not all relationships are easy.
You will find our newest feature “Coffee time” where you can tell us ANYTHING, and we’ll be able to help make a change and fix it. We want everyone to come to work and enjoy spending time with each other every day.
“You Is important!”
You come first
Have you ever been in an environment where your boss just wants to tell you what to do and you follow orders??? We get where you’re coming from and I’m sure we’ve all been there at some point. We offer a leadership course, taught by us, and aspiring or current managers MUST take and pass this course.
This leadership class is mandatory because it’s OUR WAY to lead our company and it’s the only acceptable way.
We want to avoid having bad leaders who only think of themselves and take advantage of their title. This class is also free! There, we will show some good tips on how to be a good leader.
You might not be “the one who leads” for now, but we really want to share our leadership creed with you.
This way, you’ll know what to expect if you choose to become a leader. We know you’ll be ready when the time comes. There are several ways to be “the one that leads” but at Flor Insurance we believe that the following 21 creeds are KEY for everyone’s success and the only way that we want them to be.
Read them and learn them.
This is what you should expect from the people that lead our company:
1. Practice Active Listening: If you talk 75% of the time that you spend with your team, you’ll only have 25% for listening. A leader listens to his teammates rather than spending all their time talking.
2. You gain more respect and more trust by ASKING for help other than OFFERING. (Still, offer your help, but get help and include your team on your decision and your planning).
3. People want…
a. To feel safe.
b. To feel responsible and have responsibilities.
c. To have opportunities.
d. To feel valued.
e. Our time.
4. Quality time: We all deserve to have your undivided attention when we are together.
5. Anxiety is not an urgency. It’s just anxiety. Chill, listen, understand, and develop a wise sense of urgency that is not led by your work anxiety.
6. There is no “I” in team. (Cliché, right?) But seriously, don’t be a jerk. “WE” is the right word. If your team falls then you all fall. If your team wins then they win. Praise your team, you are not the one who got them to where they are (even if you did), you don’t tell them that. Encourage them and they will continue to work hard.
7. Learn about your team. This is linked to the “Shut up and listen” rule, get to know them. Not everything in life is work and trust me, they have no way of “leaving things on the other side of the door”. It’s just not possible, be supportive. The heart and brain come with the person 24/7.
8. Kendrick Lamar said it best- “Be humble, sit down”
9. Ask. Not knowing is an opportunity to build trust with your team. You do not have to know everything! If you do, you’re not going to fit here! Nobody likes “sabelotodos”
10. Develop others to develop yourself.
11. Be positive! If you’re not, THEN LET’S LEARN HOW TO.
12. Your worst excuse: “I am this way”. Be open, my friend.
13. Believe in others.
14. Your team WILL reflect who you are. So… If you’re anxious then you’ll have an anxious team and anxious clients. If you’re crazy, you’ll have a crazy team. Now if you’re kind and nice, guess what?
15. Make 2 coffees. One for you, one for someone else. Or 2 for someone else.
16. Hold the door.
17. Do not take it personal, trust me it’s NOT about you. It is NOT about you.
18. Do not interrupt others.
19. Work on you. Meditate, Pray, whatever makes you look inside for a bit. Breathe.
20. Be thankful (of you, your family, your friends, your dog, your life as it is). It will make more space and bring a positive vibe to get those things that you are working on getting.
21. First think positive about others, their intentions, their mistakes, and their actions.
22. You are never too busy. If you are busy busy busy then people will not feel open to come to you when they need something. You become unapproachable.
For most of us our job is our 2nd home. We spend most of our days here, so we all want to work in an environment where we enjoy coming to work every day. There will be days where we overanalyze and overthink things and can take a comment or action personally. This can cause you to stress, sometimes the best thing to do is surround yourself by positive and supportive people and ignore the negative. “Think the best first” & “Never take it personal”. So… If they didn’t say hi today, maybe they just forgot. Maybe they were running late somewhere…
Although, we don’t want you to take things personal, there are some things that you should. We are completely against toxic work environments and will not allow people to say mean things to you, make you feel uncomfortable, nor threaten to hurt you. We’ll be watching!
Bullying: seek to harm, intimidate, or coerce.
Harassment: abusing, insulting, harming, inappropriate touching, etc.
Yup… this is exactly what it sounds like. You can request “Coffee Time” with any of us to discuss anything (Policies, concerns, ideas, thoughts, problems, etc.). This can be requested through Small Improvements (don’t worry we’ll teach you how to use it).
We want to have open communication with everyone in the office and we want everyone to feel comfortable walking into our office to talk to us about ANYTHING! We have an open door policy whenever it is needed.
Since there are so many of us, we need to make sure that we become really good at communicating with everyone even if we are not in the same department. As we grow, it is important for ALL of us to get better at this.
1. Reading Emails 100%. Make sure to always read the email completely and not just skim through it.
2. Do not use CAPS…… I know we do it on accident sometimes, but it seems like you are yelling at people. It takes ONE second to hit the caps lock button one more time.
3. ALWAYS respond to chatties and emails. We need to be aware of our chats, so we don’t miss any calls. I have seen on some peoples chats, that they’ll have 9+ chatties unread. This could be an important call or question from your teammate so please be kind and respond, they also need to know that you saw their message and are on it. A simple “ty” or thumbs up helps.
4. No cellphones in meetings. It can be distracting for everyone else and make you lose track of what is going on in the meeting.
5. Give your undivided attention to others! If someone comes up to talk to you please make sure to listen to what they have to say. Even if it is just a “good morning” simply acknowledge they were talking to you by turning to look at them when you say good morning back. It takes one second to turn, look at them and then get back to what you were doing.
6. Say good morning to each department when you get here. If you are in a hurry send a quick message through the teams chat, so that everyone knows you are here and available. Don’t assume that someone is here or isn’t here. Check quickly if you are not sure. Make sure you go to each department to say good morning every day. Don’t make it a habit to just send a chatty.
7. Let people know you will be away from your desk: Meetings, Lunch Break, 10-minute breaks.
Remember: No one is an exception regardless of your position. It shows respect to others.
FIG has joined the Go Green Campaign. Here is what we’re doing to help minimize plastic pollution and save the trees.
We will be getting rid of the use of paper plates and plastic cups. FIG will be providing every employee with their own “Welcome Package” which includes a ceramic plate, a coffee/water tumbler, a silverware set, and a case for the silverware. These will be used for every potluck, and we will all be responsible for washing our own stuff.
A lot of animals are killed by plastics every year. In fact, did you know that most of the deaths to animals are caused by entanglement or starvation?
Plastics consumed by these animals cause damage to their digestive tracts, pierce organs, liver and cell damage and disrupt their reproductive systems. Their stomachs can even get so packed with plastics which reduces the urge to eat, leading to starvation.
Read the article below and see photos of animals in a world of plastic:
As we all may know, paper products come from trees. While we may use these paper products for our own benefit, we don’t realize the harm that we are causing to our forests, water, and the climate.
Paper and wood products account for over a quarter of all solid waste in US landfills and release methane while they decompose, impacting our climate and one of the causes of global warming.
This is what you will be going through on the first couple of weeks.
– Basic employment paperwork.
– Meet the team.
– Tell us a little bit about you. You’ll have a chance to tell us some interesting facts about you and your likes and dislikes that we’ll share with the whole team so they can get to know you.
– Receive the welcome package.
– Set up for your P&C test.
– Study for your P&C test.
– Training on Phone system, HR system, and Data Management system.
– Once your 1st week of studying is complete and you pass your test then you will go into the training for your position. During this time, you will be assigned a mentor and get to ask questions and learn as much as possible to be on your own.
– You will get an outline will all the topics of your training.
– Your trainer will sit with you throughout the training.
– Your trainer will start to let you slowly try things on your own and make sure that you are up to speed and that your knowledge is on point.
– Once your trainer sees that you are capable of being on your own, they will let you spread your wings and fly!
You Don’t Get Time Off…. KIDDING… We want you to take vacations. You work all year long and you deserve some time to regroup, refresh, and enjoy away from the office. Work hard, play hard!
a. PTO Policy-
i. You get 5 days once you have completed your 6 months with us.
ii. At the year you will get an additional 5 to give you 10 days per year.
iii. Once you’re with us for 5 years you get 15 days!
iv. If you dont use them all we will pay you for those unused days.
b. Any unused hours will be will be paid out at renewal(hire date).
c. PTO will be paid out at seperation from work unless the seperation were caused by work-related misconduct or without 2 weeks notice of intent to resign.
Calling In- If for any reason you cannot come in to work, please make sure to always send an email to your HR Rep. It can be sent from your personal email if you can’t send it through your work email.
Running Late- If you are running late, a quick text to your HR Rep will be helpful so they can communicate it to the rest of the team.
B-day Potluck- Potluck on us!
a. Every month we have a potluck to celebrate the birthdays for that month. We get together during our lunch and hang out, open presents, and eat cake.
Cake on Birthday- Cake on us!
a. Each person gets a birthday cake on their special day.
Presents- During the potluck each birthday person
gets a special gift from Flor Insurance!
Happy Hour once a month.
Snacks- we will be stacking up the kitchen with a bunch of snacks for you all to have such as bagels, granola bars, toast,
Wheel of fortune- we will be spinning the wheel once a month with a surprise activity that will be done during happy hour.
Breakfast- Once a month we will be providing breakfast for everyone.
2- 10-minute breaks a day.
Everyone usually wears nice jeans, nice shirts, cool tennis shoes, etc. and when necessary, they wear blazers! Our only suggestion is to dress appropriately and not as if you just rolled out of bed or like you’re on your way to the club. If you plan on seeing a client, then dress to impress.
If you need some ideas here are some Do’s and Don’ts:
At Flor Insurance we believe in helping everyone grow. Whether it’s moving up in position or adding more to your position.
We want to develop people to be the best version of themselves not just at work but outside as well. As mentioned previously we provide a leadership class, and we will also offer time management classes, goal setting training, and effectively communicating classes. These are all important not just in the work environment but for other important things in life as well.
We are a diverse company and love all people.
Our office Hours are the following:
Monday- Friday 8 a.m. to 5 p.m.
We have 3 available schedules:
• 8 a.m. to 4 p.m. and work through lunch.
• 9 a.m. to 5 p.m. and work through lunch.
• 8 a.m. to 5 p.m. with an hour lunch.
You can decide with your team what the best schedule will be for you and your position.
We have a company that comes to clean our offices 3 times a week to do basic janitorial services. They also help keep our refrigerator clean and our landscaping. Only thing you must do is keep your desk tidy.
We don’t have a specific lunch time so feel comfortable taking your lunch time whenever you can. We also have snacks in the kitchen for you to enjoy throughout the day.
Please be courteous and mindful of your usage. You are required to clean up after yourself and keep the kitchen clean. We are part of a big family here and you should treat the kitchen and office space with respect. Please don’t keep items for too long in the fridge or else they will end up in the trash if they go bad.
We are one of the only Insurance Agencies that requests 100% of their peers to be licensed. We are all experts here… It’s what makes Flor Insurance different from the rest. So, if you do not have your P&C license (no worries) we will help you get licensed. On your first week you will be given the 40 hours to study and pass your exam at the end of the week.
We will reimburse you for the test you pass, the fingerprints, and your license application. Once you are licensed, we will help get you all your continuing education courses to keep your license up to date.
Continuing Education- you are required to take the courses to keep your license active and be able to renew it. You will have to take 2 hours of ethics class and 24 general classes.
Holidays are EXHAUSTING! To celebrate, these are the holidays that we pay for:
• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Day
If a holiday falls on a weekend, the holiday will be observed on the workday closest to the holiday. Time off will be granted to employees who desire to observe a religious holiday that is not recognized by the company.
• Confidentiality Agreement
• Right To Monitor
• Building Security
• Family and Medical Leave Act
• Equal Employment Opportunity & Non-Discrimination
• Americans with Disabilities
• Military Leave
• Bereavement Leave
• Jury Duty
• Voting Leave
• Substance Free Workplace
• Worker’s Compensation
• Separation of Employment
• Social Media Release Form
• Employee Non-Disclosure and Non-Solicitation Agreement
• Employee Acknowledgement and Receipt
I understand that to fulfill all my job duties, I will receive confidential information belonging to Flor Insurance Group. I agree that I will not use any trade secrets or confidential information for my own benefit, that I will not disclose any of the secrets or information to third parties, including other employees who do not have a need to know the information, nor social media, and that I will take care to always guard the security of the information. I will not use a code, access a file, or retrieve any stored communications unless authorized. I understand that all files, documents, equipment, software, and similar items whether existing physically or in electronic format that contain confidential information are and will remain property of Flor Insurance Group.
Right To Monitor:
Flor Insurance Group routinely monitors use of company supplied technology. Any inappropriate or illegal use or communications may be subject to termination. Such monitoring may include printing and reading all email entering, leaving, or stored in these systems, monitoring Internet usage, and or listening to calls or voicemail messages.
All employees will be issued keys and must ensure the building is closed by the end of day. Cameras are also placed inside and outside the building for your protection.
Family and Medical Leave Act:
The Company is not covered by the Family and Medical Leave Act. Nevertheless, the Company recognizes the benefit of allowing employees unpaid leave under certain circumstances related to family and medical needs. In recognition of this need, the Company has voluntarily adopted the following unpaid leave of absence (LOA) policy as a benefit of employment for all regular full-time, exempt, and non-exempt, employees. Employees must submit a written request for leave to the management pursuant to this policy. The request must indicate the reason for the leave of absence and the period of time you plan to be away. Such LOA requests will be made in accordance with Firm business needs at the sole discretion of Management.
If the need for LOA is foreseeable, an employee should notify Human Resources by submitting a request fifteen (15) days in advance.
Eligible employees may apply for an unpaid LOA pursuant to this policy due to personal illness, injury, medical examinations and treatments, or any temporary disability caused or contributed to by pregnancy, miscarriage, or childbirth. An employee may also apply for a LOA under this policy due to the illness, injury, medical examination, and treatment of immediate family for the purpose of attending to immediate family at the time of birth or adoption of a child. Immediate family is defined as parent, spouse, or child. Employees must exhaust all accrued paid leave, including vacation, sick and personal benefits, before commencing an approved unpaid LOA pursuant to this policy.
No leave of absence, by itself or in combination with other periods of leave, including PTO time, may last longer than six (6) weeks in a calendar year. Any employee who for any reason or combination of reasons misses a total of six (6) weeks of work in a twelve- (12) month period will be deemed voluntarily separated due to unavailability for work, subject to any reasonable accommodation duties the Company may have under the Americans with Disabilities Act (“ADA”) or similar law. Any employee so separated will be eligible for rehire and will be able to apply for any vacancies that may exist at any given time, depending upon qualifications and availability of job openings.
Employees on a LOA are not entitled to holiday pay for those holidays falling during the LOA. Additionally, benefits such as paid time off benefits do not accrue during an unpaid LOA. The Company will maintain any insurance coverage for the duration of your unpaid LOA under this policy. However, eligible employees will be required to pay their portion of any insurance premium during any unpaid LOA pursuant to this policy.
Please note that this LOA policy does not guarantee job protection for employees who take leave under this policy. The Company will make its best effort, in accordance with its business needs, to return an employee to their position or a comparable available position for which they qualify, upon the employee’s return to work. In the event, that there is no available position upon an employee’s return to work, they will be eligible to reapply for future employment.
In the event an employee takes a LOA under this policy for more than three (3) consecutive workdays for the employee’s own health condition, the employee must provide a sufficient release from his/her health care provider before being allowed to return to work stating whether he/she can return to work, with or without restrictions. If the health care provider indicates the employee has a disability that requires a reasonable accommodation, the Company will engage in an interactive process with the employee to determine what reasonable accommodations are needed. If a return to the employee’s same position held prior to the leave of absence is not possible due to the employee’s inability to perform the essential functions of his/her position, the Company will determine whether there are any other available and open positions the employee is qualified to perform, with or without a reasonable accommodation.
It is the employee’s duty to comply with the Company’s requests for release of medical information and provide sufficient documentation to enable it to decide about leave and return to work. If the employee is uncooperative or otherwise fails to timely provide requested medical information, then the employee will be subject to discipline up to and including termination.
Equal Employment Opportunity & Non-Discrimination:
Flor Insurance Group does not discriminate and provides equal employment opportunities to all employees and applicants for employment regardless of their race, color, religion, gender, sexual orientation, gender-identity, national origin, age, disability, genetic information, marital status, amnesty, or status covered veteran in accordance with applicable federal, state, and local laws. This applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, compensation, and training.
Americans With Disabilities Act:
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable
accommodations, so that they may perform the essential job duties of the position.
It is the policy of Flor Insurance Group to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment.
The company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Flor Insurance Group. Contact the Human Resource department with any questions or requests for accommodation.
The Company complies with the Uniformed Services Employment & Reemployment Rights Act (“USERRA”) and other applicable laws and regulations for voluntary or involuntary members of the armed services, coast guard, National Guard, or commissioned in the Public Health Service, any applicable reserves, and other applicable classifications. Employees who require time off from work to fulfill military duties will be treated in accordance with applicable requirements of state and federal law.
Under USERRA, you have valuable rights to protect your employment position, as well as protection against discrimination in the event you are called to duty. You are expected to notify Management of upcoming military duty by providing a copy of your orders as soon as possible.
An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor immediately.
Bereavement leave will be granted unless there are unusual business needs or staffing requirements.
Paid bereavement leave is granted according to the following schedule:
The Company will approve up to three (3) days of Bereavement leave, with pay, if you have experienced a death in the immediate family. The amount of leave granted will be made at the sole discretion of management. For purposes of this policy, immediate family is considered a spouse, children, parent, sibling, grandparents, grandchildren, stepchildren, aunts, uncles, and in-laws.
Employees are allowed up to four hours of bereavement leave to attend the funeral of an employee or retiree of the company.
Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify their supervisor and provide him/her with a copy of the jury summons. The company will pay regular full-time and regular part-time employees for time off for jury duty up to one week of pay.
Voting Time. All employees should be able to vote either before or after regularly assigned work hours. However, when this is not possible due to work schedules, employees will receive up to three hours during the workday to vote. Time off for voting should be reported and coded appropriately on timekeeping records.
Election Leave. Employees who are chosen to serve as election officials at polling sites will be permitted to take required time off to serve in this capacity. It is incumbent on employees who are chosen to act as election officials to notify their manager a
minimum of seven days in advance of their need for time off to accommodate the necessary rescheduling of work periods. Time engaged as an election official should be reported and coded appropriately on timekeeping records.
Substance Free Workplace:
We are committed to providing a safe and productive work environment. Flor Insurance Group prohibits the use of drugs and or alcohol use and abuse in the workplace via a Substance Abuse Prvention Agreement which must be complied with and signed by new employees in order to be placed on PMG’s payroll.
The Company provides Workers’ Compensation Insurance for all employees through its PEO Services Provider-PMG and covers any work-related injury or illness. All medical costs associated with a work-related injury or illness are fully paid by PMG’s Workers’ Compensation program. If an employee is unable to work as a result of a work-related injury or illness, they will be paid Weekly Temporary Income Benefits (“TIBS”) through PMG’s Workers’ Comp. program until they are released to return to work by their Treating Doctor. TIBS are non-taxable and represent 70% of an employee’s Average Weekly Wages for the Thirteen (13) Weeks prior to the date of his or her work-related injury or illness. Most importantly, although Texas Workers’ Compensation regulations do not compensate an injured employee for lost time for the first seven (7) calendar days, PMG’s Workers’ Comp. program pays TIBS from the first day you are unable to work.
Any employee who incurs a work-related injury or illness must notify their immediate supervisor promptly and notification must also be Emailed or Faxed to PMG by the Company. An Employer’s First Report of Injury or Illness form will be provided by PMG and must be
completed by the injured employee and their immediate supervisor and returned to PMG as soon as possible on that same business day if possible but not later than the third business day after the occurrence of the injury or illness.
If you develop any questions about your Workers’ Compensation benefits, please contact George DeLuca at PMG by Phone ((Direct Line: 1-512-948-7063), E-Mail: firstname.lastname@example.org) or by Fax: 1-512-948-7065)
Please be assured that PMG and the Company are jointly committed to protecting the rights of any injured employee to ensure that he or she receives all benefits to which they are entitled to under the laws and regulations of the Texas Workers’ Compensation Act. Neither PMG nor the Company will tolerate any discrimination or retaliation against any employee who reports a work-related injury or illness.
Separation Of Employment:
Resignation- We understand sometimes relationships don’t work out. If for whatever reason it does not work out, we encourage resigning employees to provide a two weeks’ notice, preferably in writing/email, to facilitate a smooth transition.
Job Abandonment- Employees who fail to report to work or contact HR for 3 consecutive workdays shall be considered to have abandoned the job without notice.
Termination- Employees are employed on an at-will basis, and the company retains the right to terminate an employee at any time, for any reason or for no reason.
Return of Company Property- All separating employees must return all company property at the time of separation. This includes keys and laptops. If items are not returned this will result in deductions from the final paycheck.
Rehire- Employees who left Flor Insurance in good standing and were classified as eligible for rehire may be considered for reemployment. Employee who is applying for rehire must go
through the whole hiring process once again. All benefits begin just as any other new employee.
Final Pay Procedures- final timesheets will be sent to PMG as soon as the employee separates from the company. PMG will then send payment as soon as possible.
Flor Insurance Group LLC utilizes PMG as its PEO Services Provider. PMG’s role is to function as an “OFF-SITE” Peronnel Department for Flor Insurance Group LLC. For any questions you can always contact them through the following:
Fax: 1-512-948-7075 & 1-512-948-7065
Email Address: email@example.com