2013.013

Pflug, Dean

Gift

Gift of Dean Pflug.

1959 - 1962

Date(s) Created: 1960-1962 ca Date(s): 1959-1962

Good

Notes: Archives 2013.013.0001 ==== [cover title] Your Life at Lipton! ==== [inside front cover and page 1] Welcome to Lipton! ==== We of Lipton would like to offer you our congratulations and sincere welcome. All Liptonites are selected because we believe they have something special to offer our organization. We are pleased that you have decided to build your future with Thomas J. Lipton, Inc. For many years Lipton has been known for the friendly, cooperative atmosphere prevailing in our dealings with each other, our customers and our neighbors. We feel sure you will find with us opportunities to succeed, pleasant working conditions and security for you and your dependents. Your success in any job depends on your interest, ability and application to the work at hand. Best wishes for your success. [facsimile signature] W. Gardner Barker President ==== pp [2-3] to you who are entering the Lipton family, Welcome! to those who are old-timers, we're glad you're with us. A new job in a new place surrounded by hundreds of new faces can be strange and confusing. But Lipton employees are known for their friendliness and good fellowship, so we want you to feel at home and be one of our family. If after reading through this booklet (and we suggest that you save it for future reference) there are still questions in your mind, feel free to discuss them with your supervisor or department head; or stop in at the Personnel Department. They will be glad to help you in any way they can. We hope that our older employees will also find this booklet useful. It may refresh your memory on many company policies and procedures which you've forgotten —or perhaps never really knew about. It is our sincere wish that your job with Lipton will be one of increasing satisfaction. We at Lipton want you to work with us, since it is only through working together that all of us can count on good jobs with good pay. So again we say, we're glad you're here! ---- Index page 13 Absence 10 Absent on Pay Day 33 Bulletin Boards 16 Cafeteria 38 Collections 21 Complaints and Grievances 39 Credit Union 34 Death-in-Family 32 Educational Reimbursement 30 Fire Drills and Exits 7 First Day 34-35 Group Insurance 36 Health Care Plan 4 History of Company 16 Holidays 14 Hourly Sick and Accident Benefit Plan 11 Hours and Shifts 21 Housekeeping 33 Jury Duty 12 Lateness 26 Leaves of Absence 31 Lockers 15 Lunch Period 27 Maternity 24 Medical Department 29 Military Leave 30 Reserve Duty 9 Overtime 40 Parking Facilities Pay 8 Plant 8 Office 8 Semi-monthly 9 Pay Errors 10 Payroll Deductions 40 Pension Plan 26 Personal Illness Physical Examinations 7 Preplacement 24 Annual 20 Promotions and Transfers 34 Publication 31 Purchases 18 Quarter Century Club 23 Reporting Accidents 31 Rest Periods and Tea Time 22 Safety 23 Safety Shoes 13 Salaried Sick and Accident Benefit Plan 18 Service Awards 18 Service Luncheons 17 Service Record 11 Shift Differential 28 Sick Leave 31 Smoking 38 Social Activities 37 Social Security 39 Telephone Calls 12 Time Clocks and Cards 37 Unemployment Insurance 22 Uniforms 19-20 Vacations 7 Wage and Salary Surveys 14 Warning Notices 37 Workmen's Compensation ==== pp 4-5 Your Company's Origin & History YOUR COMPANY takes its name from a man who won everlasting fame in the field of food merchandising and the realm of international sports, Sir Thomas Johnstone Lipton. From errand boy in his parents' grocery store in Glasgow, Scotland he rose to prominence and fortune through hard work, a dogged kind of perserverance and a business head that buzzed with fresh and courageous ideas. His motto was "there's no fun like work." Thomas J. Lipton, Inc. has its administrative offices and home plant in Hoboken, New Jersey. We began, however, in Chicago. About 1890 Sir Thomas decided to enter the tea trade in America, and having already established a meat packing house in Chicago in 1883 to take care of meat requirements for his British food shops, it was logical for him to use his Chicago Headquarters as a springboard for this further expansion of his business. The original agents hired by Sir Thomas were the forerunners of our present branch plants and sales divisions. There are branch plants in Albion, New York (here they produce Soup Mixes), Streator, Illinois (tea packing), ---- San Francisco, California (tea packing), Galveston, Texas (tea packing), Suffolk, Virginia (tea packing) and Kansas City (Wishbone Salad Dressings). Our Canadian branch is known as Thomas J. Lipton, Ltd., with plants in Toronto (tea packing) and Montreal (Soup Mixes). We have ten sales division offices located in these cities: Boston, New York, Baltimore, Atlanta, New Orleans, Dallas, Cleveland, Chicago, Kansas City, and San Francisco. Although Lipton Tea is the largest selling brand of tea in the United States, we have come a long way from the tea packing days of Sir Thomas. True to the spirit of our founder whose boyhood dream of a "Lipton shop in every city in Scotland" was more than realized, Lipton follows a plan of expansion and research in a constant effort to add new products to the Lipton line of fine foods. Our most recent addition is Lipton Instant Tea. Lipton entered the soup business in September 1940 when we purchased control of Continental Foods, Inc., a small company engaged in the manufacture and sale of dry soup mixes. In June 1950, Continental Foods merged with Lipton and the name "Continental" was dropped, except for some of our export markets where Continental is still used as a trade name for our soups. At the present time, we manufacture Lipton Chicken Noodle Soup, Lipton Tomato-Vegetable Soup, Lipton Onion Soup, Lipton Beef Vegetable Soup, Lipton Green Pea Soup and our newest, Lipton Mushroom Soup. In February of 1957, Lipton purchased the Wishbone Salad Dressing Company of Kansas City, Missouri, makers ==== pp 6-7 of Wishbone Italian, French, Russian style, and Cheese Dressings, and Hot Dog and Hamburger Sauce. On August 1, 1958 Wishbone Products Company, Inc., a wholly-owned subsidiary was merged into Thomas J. Lipton, Inc., with all operations completely integrated. Of the great tea merchants of modern times, Sir Thomas Lipton was probably the most colorful and internationally famous. His regular challenges for the famous America's Cup, the most prized trophy of the yachting world, and his failure to win it with any of his five Shamrock yachts, endeared him to all Americans. His keen business acumen was matched only by his good sportsmanship. The courageous and enterprising spirit of a sea-going grocer has carried over into the operation of Thomas J. Lipton, Inc. Lipton's success story is not the result of the doings of any one genius, however. Rather it is the result of an unusual kind of teamwork that prevails throughout all our offices, plants and sales divisions. The Lipton spirit is an enviable and unmistakable factor in the success of the Lipton Company. We're proud of this spirit and hope that you, as a newcomer, will soon feel its effect. ----- PREPLACEMENT PHYSICAL EXAMINATION Before you are actually taken into the Lipton Family you are given a physical examination. Such an examination assures you, as well as us, that you are able to carry on the duties that will be required of you. And since we are a food processor, it is of the utmost importance that those who work around and with our products be in a good state of health. THE FIRST DAY Your department head or supervisor will extend his own welcome to you and tell you all the specific things you should know about your job. Your supervisor will introduce you to a fellow employee who will be your "sponsor" for the day. He or she will help you get off to a friendly start. You will have lunch "on the house" in the cafeteria that first day. Just remember that your supervisor once had a "first day" too. He remembers how confusing it all was, so don't be afraid to ask questions about anything you don't understand. He is responsible for you and your work, and you're responsible to him. WAGE AND SALARY SURVEYS Before we discuss your wages and salaries we would like you to know that wage and salary sur- ==== pp 8-9 veys are made regularly of prevailing wages and salaries for similar plant and office jobs in leading companies within a 20 mile radius of Hoboken. Lipton wages and salaries are equal to the average paid by these companies. PAY-PLANT If you are on the hourly payroll (plant employee) , you will be paid each Friday for the week ending the previous Saturday at midnight. Because of the number of employees, it takes our payroll department just about a week to figure out your time sheets and make up the payroll. For your convenience, your wages are distributed in your own department. Your pay is figured from the work hours shown on your time card. Our normal work day in the plant is 8 hours and our work week is 40 hours. PAY-OFFICE Office employees work a 35-hour week and are paid on Friday for the week ending the following day (Saturday). PAY- SEMI-MONTH LY If you are on the semi-monthly payroll, you will be paid by check on the 10th and the 25th of each ---- month. If either of these dates falls on a weekend or a recognized holiday, checks will be given out on the day before the holiday or weekend. PAY ERRORS The Personnel Department will tell you which payroll you are on when you begin your job. If you find an error in your pay, report it at once to your foreman or department head. OVERTIME Hourly paid employees are paid time and one-half for working in excess of 8 hours in one day or 40 hours per week. They are paid time and one-half for Saturdays or Sundays when regular work schedule is Monday through Friday. Pay for overtime is figured on basic hourly rate plus appropriate shift differential, if applicable, multiplied by time and one-half. Shift differential applies to actual hours worked each day independent of hours worked any other day. Work started before 12 noon shall not be eligible for 2nd shift differential and work started before 10:00 p.m. shall not be eligible for 3rd shift differential. Employees working overtime into the next shift, shall continue to receive the shift differential, if any, applicable to the shift on which they started to work. Office employees receive straight time pay for the 5-hour interval between their actual working ==== pp 10-11 time (35 hours) and the 40-hour week. Employees must work 1 hour or more beyond daily schedule to qualify for additional straight time or overtime pay. For hours worked in excess of 40 hours, the rate is time and one-half of the regular rate. ABSENT ON PAY DAY If you are absent on pay day, you can pick up your pay at the Cashier's Cage on the 6th Floor west, upon return to work. Those paid semimonthly can get their salary check from the Treasurer's office on the 12th floor. Should you lose your pay check, notify the Treasurer's office immediately so that payment can be stopped and a new check issued to you. PAYROLL DEDUCTIONS Each time that you get your pay you will notice that certain deductions have been made. We are required by law to make deductions for Federal income tax, Social Security and State unemployment insurance. Temporary Disability Insurance, required by law, is also deductible. There are other deductions that you may have authorized such as Group Insurance, Health Care Plan, Savings Bonds and Credit Union. Remember that the deduction for income tax is determined by the number of dependents you have, so be sure to report to the Personnel Department to fill out another withholding card when a change occurs. ---- HOURS AND SHIFTS Our standard work day for the plant is 8 hours and our work week 40 hours. The regular hours are: First Shift—7:00 a.m. to 3:30 p.m. Second Shift-3:30 p.m. to 12:00 midnight Third Shift-12:00 midnight to 8:30 a.m. The law requires that female employees may not begin their work day before 7:00 a.m., nor may they work after 12:00 midnight. They may not work more than 10 hours in any one day, and no more than 54 hours in any one week. According to law, employees under 18 years of age may not begin their work day before 7:00 a.m. and may not work after 10:00 p.m., nor may they work more than 8 hours a day nor more than 40 hours a week. Office Hours: 9:00 a.m. to 4:45 p.m. SHIFT DIFFERENTIAL There is a shift differential of 10 cents per hour for the second shift and 15 cents per hour for the third shift. ==== pp 12-13 TIME CLOCKS AND CARDS All employees on the plant payroll have time cards. This card is important since not only is your pay figured from the hours punched on the card, but deductions for your income tax, insurance payments and Social Security are also determined from these figures. Your foreman will show you where your time card is kept and how to operate the time clock. You clock your card in each day after you have changed into your uniform and are ready to start work. Clock out at the end of your day (night shift employees start clocking out at 11:50 p.m. in order to catch midnight buses). Always remember to return your card to its proper slot in the rack. Clocking the card of another employee is considered sufficient cause for dismissal, so don't be tempted to do someone a "favor." That so-called favor may cost you your job! General office employees sign in and out on Daily Time Record Sheets that are forwarded by your department head to the Personnel Department. LATENESS Sometimes there are good reasons for being late, but too often tardiness is just a habit. When your fellow workers make an effort to be at work on time, we would not be fair in allowing you or another to come in late repeatedly. When you are late, report the reason for your lateness to your supervisor. In case you are late and if your hours are recorded by ---- ABSENCE We know that occasionally and for an urgent reason, you may find it necessary to be absent from your job. In such cases, if possible, notify your supervisor in advance so that he may arrange to have your work taken care of on the day you're out. If the cause for your absence is illness or some other unexpected event please notify your supervisor as soon as possible. The telephone number is OLdfield 9-3300. We suggest that you know the exchange number of your department. But don't stay away from your job unless it's absolutely necessary. It makes it difficult for the company, your foreman, your fellow workers who have to do your share of the job, and it's hard on you and your family because you lose part of your income. So don't be absent! SALARIED SICK AND ACCIDENT BENEFIT PLAN Salaried employees, after three months will be credited with 10 paid days allowance for personal illness. On each anniversary date an additional 10 days will be credited. The days used for qualifying personal illness will be deducted from the accumulated balance. Under this plan, full pay will be granted for earned days up to the first 13 weeks of any one illness with 1/2 pay for accumulated days after 13 weeks. ==== pp 14-15 HOURLY SICK AND ACCIDENT BENEFIT PLAN For hourly paid employees ten days allowance will be credited three months after date of employment, thereafter, on each anniversary date, an additional 10 days will be credited. Benefits for hourly employees may start the eighth day after illness. The benefit is the difference between the payments from the weekly sickness and accident insurance handled through Metropolitan Group Insurance Plan and 2/3 of the employees regular straight time earnings. The Lipton benefit continues to the extent of unused days. Absences attributable to pregnancy are not included. Only absences resulting from personal illness or accident not due to misconduct, are eligible. The employee must be under the care of a physician for the condition causing the absence whenever the period of absence exceeds one week. The disability must not be the result of employment for wages or profit outside the service of the company. Absences due to Workmen's Compensation injuries are not included. It should be realized that continuation of plans like this depends largely on the conscientious effort of employees and supervisors to assure that its privileges are not abused. WARNING NOTICES In fairness to you and the company we have a system of warning notices. If your record is poor as far as lateness, absence, infringement of com- ---- pany rules, or for other reasons, your supervisor will speak to you about it in a friendly but firm way. He will tell you that another infraction of our rules will mean a written warning. This is a printed notice, a copy of which is filed with the Personnel Department. If within a month your record has not improved, you will receive another warning notice. The third notice constitutes grounds for dismissal. The following violations of company policies will be grounds for dismissal without notice: 1. Being unfit for work because of excessive use of intoxicants. 2. Consuming intoxicants on the job. 3. Professional gambling on company premises. 4. Fighting, wrestling, and "horseplay" on premises. 5. Clocking the time card of another employee. LUNCH PERIOD The lunch period for plant employees is 30 minutes. The periods are staggered between 10:45 a.m. and 12:00 noon and for the late shift between 7:00 and 8:00 p.m. The lunch period for office employees is 45 minutes and is staggered from 12:00 to 2:00 p.m. These hours have been worked out so that the cafeteria will not be over-crowded. Periods are scheduled by departments and your supervisor will advise you about your time for lunch. ==== pp 16-17 CAFETERIA The cafeteria is one of those extra benefits which the company provides. It doesn't pay its way. The company contributes a sizeable sum each year for its operation. The Lipton cafeteria is probably the best industrial eating place in Hoboken. Naturally, it is operated only for our employees, but good places to eat are few and far between in this area, and for this reason we maintain our own cafeteria. You will find it clean and attractive, and every effort is made to operate at maximum efficiency at all times. The best in food is bought and served, at prices much lower than those charged in good restaurants. It is forbidden to eat lunches in locker rooms, production and warehousing areas, and offices because it is not good sanitary practice. HOLIDAYS We at Lipton observe the following ten paid holidays: New Year's Day Lincoln's Birthday Washington's Birthday Good Friday Decoration Day Independence Day Labor Day Election Day Thanksgiving Day Christmas Day You will be paid for each of these holidays should they fall on a scheduled work day. Paid ---- holidays that fall on Saturday are observed either on the preceding Friday or following Monday, as decided by Management. Those that fall on Sunday are observed on Monday. If it is necessary for you to work on an observed holiday you will receive holiday pay (8 hours) also time and one-half for all hours worked. If you are a new employee and have worked less than six months, in order to be eligible for holiday pay you must have worked at least one day during the week in which the holiday occurs. Employees with service of 6 months or more shall be eligible for holiday pay provided they are in the company's employ and not on a non-paid leave of absence as of the paid holiday. Employees absent due to an industrial accident will be eligible for holiday pay only if the holiday is observed on the day following their last day worked or on the day preceding their return to work. YOUR LIPTON SERVICE RECORD Your Employment Record at Lipton is kept in a confidential folder in the Personnel Department. This record is very important. It contains such information as your Social Security number, tax records, your home address, phone number, family status and military status. It is especially important that this record is kept up to date. If you should move or change your phone number, or if your family status should change, be sure to tell your supervisor who will inform the Personnel Department ==== pp 18-19 If you are attending school or taking courses in any particular subject, let your supervisor know about this. In this way he will be informed of your efforts to improve yourself and will pass this information to the Personnel Department who will enter it in your service record. Upon request, the Personnel Manager will review your Employment Record with you at any time. SERVICE AWARDS In recognition of long and continued service at Lipton, employees are presented with service pins. Pins are awarded for 5, 10, 15, 20, and 25 years of continuous service. Special awards are made for 30, 35, and 40 years of continuous service. These are presented by the department manager to the employee upon his or her anniversary date. SERVICE LUNCHEONS Each employee will be honored at the end of 5 years of service and each fifth year thereafter with a luncheon at company expense in the Cafeteria. QUARTER CENTURY CLUB When you complete twenty-five years of service at Lipton, you automatically become a member of the Quarter Century Club. As a token of Lipton's appreciation for long and loyal service, you are presented with a gold watch suitably inscribed. Members of the Club are further honored at the Quarter Century Club dinner held each year. At ---- this time you are presented with a tax-free $100 check starting with the twenty-sixth year, and each year thereafter, until such time as the company might find it economically impractical to continue this practice. VACATION WITH PAY You are entitled to a vacation with pay, based upon the length of time you've worked for the company. If you are laid off through no fault of your own or otherwise terminate your service with the company you are entitled to accrued vacation pay. VACATION PLAN FOR PLANT EMPLOYEES This is usually scheduled during, but not limited to, the first three weeks in July. During this time the plant is shut down. Here's the way the Vacation Plan works for plant employees: LENGTH OF SERVICE VACATION PAY Less than 1 year ...... 2% of earnings for straight-time hours worked (from date of employment to first Saturday in June) figured at current base rate. 1 year but less than 3 years ......1 week's pay plus 1% of earnings for straight-time hours worked after first full year's employment to the first Saturday in June, figured at current base rate. 3 years to 10 years.. 2 weeks' pay 10 years to 25 years .. 3 weeks' pay 25 years and over .. 4 weeks' pay ==== pp 20-21 For example, if you were employed on the first Saturday in June, the following year you would have earned one week's vacation pay. After the second year of employment, you would have earned 1 week and 2 1/2 days; after 3 years, you would get 2 weeks' pay. If you are on sick leave of absence during a plant shut-down vacation period you will take your vacation upon returning to work. VACATION PLAN FOR OFFICE EMPLOYEES LENGTH OF SERVICE LENGTH OF VACATION (Computation Year ends June 30) Less than 1 year.............1 day for each calendar month to June 30 but not more than 10 days (Day credit for first month only if hired before 16th) 1 year to 10 years.........2 weeks 10 years to 25 years.....3 weeks 25 years and over.........4 weeks If possible, your department head will try to schedule your vacation at the time you prefer. However, business must go on and there are others in your department who must also be considered, so that preference and convenience for others and business demands all must be considered when the vacation schedule for your department is made up. PROMOTIONS AND TRANSFERS Many of the top men at Lipton began at the bottom of the ladder. They worked up into the ---- positions they hold today. Job advancement and promotion depend in no small measure upon your own desire to get ahead. New jobs requiring your experience and skill are created each year as Lipton adds new products and production methods to its growing lines. Whenever practical, promotions are made from within the company. Lipton does not promote on the basis of seniority alone. Promotions are based on merit, skill, ability and cooperation as well as length of service. Talk with your supervisor from time to time about your work. Ask his opinion about how he thinks you're getting along. Part of his job is to help you do your best. COMPLAINTS AND GRIEVANCES Nobody likes trouble or misunderstandings, but ( that's part of life—at home and at work. If you have a complaint or think you have, take it up with your supervisor, don't brood about it or discuss it with your fellow workers. If, after talking it over with your supervisor, you still feel dissatisfied, talk it over with the Personnel Manager. Sometimes a small incident develops into a near calamity. Get it off your chest and if you can't see the why's and wherefore's let someone in authority straighten out the difficulty. GOOD HOUSEKEEPING Dirt has no place in a food plant. We have strict sanitary regulations to maintain and must undergo government inspection at regular intervals. All ==== pp 22-23 employees are expected to follow all rules and regulations on cleanliness and general plant practices. UNIFORMS Employees in Production Departments are supplied with freshly laundered uniforms, free of charge, at least two or three times a week; depending upon the type of job and the need for frequent changes of uniform. Female employees on the production lines are required to wear hair nets. Keeping yourself clean and maintaining a clean workplace are of the greatest importance at Lipton. SAFETY All of us at Lipton are justly proud of our fine safety record, but we never let up in our efforts to improve it. An Employees' Safety Committee and a Supervisors' Safety Committee function to make working conditions throughout the building as safe as possible. Machines are examined regularly for possible hazards which might result in injuries to operators. Safety devices and guards are installed. Efficient maintenance crews are instructed to see that guards and protective devices are replaced before machines are started. Your best guarantee of safety, however, is your own care and watchfulness. Carelessness is first among accident causes. No short-cut is worthwhile when it might mean injury and suffering to you or a fellow worker. Be on the lookout for hazardous conditions and ---- report them to your foreman or supervisor. Stop or start machinery only when authorized. Always make certain other persons are standing clear. Safeguards on machinery, goggles and other safety equipment, where required, must be used at all times. Running in the building, fighting, wrestling, or "fooling" may cause serious injury and are forbidden. SAFETY SHOES Safety shoes are available at half price to employees whose jobs are of such a nature as to make foot injuries an occupational hazard. Ask your supervisor about safety shoes. REPORT ACCIDENTS Report all accidents to your supervisor whether or not injury results; in case of personal injury be sure to report it to the Medical Department promptly. If you are forced to stay at home because of an accident that occurred in the plant or office, and suffer any ill affects that necessitate calling a doctor, please call our Medical Department or the company doctor. Under the Workmen's Compensation law of the State of New Jersey, the employer is not responsible for bills incurred when the employee uses the services of his personal physician or family doctor instead of the company doctor. ==== pp 24-25 MEDICAL DEPARTMENT Each year increases the realization by progressive management that a company's greatest asset is the health and well-being, as well as the capabilities of the people on its payroll. Lipton believes that it is in the best interest of all —you, your family, the community and the company to choose qualified people for the positions for which they are best fitted physically and mentally, and to promote their health in all practical ways. Therefore, Lipton has provided modern equipment and skilled professional personnel to give you health services. PREPLACEMENT EXAMINATION Your first contact with the Medical Department was to undergo a preplacement examination to determine whether you had any condition which might affect your placement in the type of work which was proposed for you. Another important reason for this examination is to detect any signs of major or minor conditions of ill health so that we can advise you what steps to take to correct them before they become serious. Last, but certainly not least, we wish to establish a base line for your health at time of employment to compare with future health inventories. ANNUAL PHYSICAL RE-EXAMINATION One examination will not protect you forever. We wish to re-examine you at intervals. Each year, in the month of your employment anniversary, ---- you will be given an appointment with our company doctor. He will review your health history since your last examination, conduct a physical examination, and advise you of his findings. Upon your request or consent, he will send a report of his findings to your private physician. What our physician finds out about y... [truncated due to length]