1

Mission

Statement:

At ReImagin3D, we strive to integrate 3D printing

technology to meet emerging market needs. With the use of
eco-friendly material, our mission is to sculpt and bring our
consumers imaginations to life.

Table of Contents

Page

1. Introduction ............... 4

1.1.
Virtual Enterprise
1.2. Welcome to ReImagin3D
1.3. Purpose of Employee Manual
2. Company Procedures ...... 5-6
2.1.
In the Office
2.1.1. Agendas
2.1.2. Conduct
2.1.3. Meetings
2.1.4. Inventory
2.1.5. Payroll
2.2.
Grading Policy ..........
7-8
2.2.1. Attendance
2.2.2. Homework
2.2.3. Dress for Success
2.2.4. Transactions
3. Rights and Policies ... 8-9
3.1.
Evaluation Form
3.2.
Discipline Policy
3.3.
Disciplinary Procedures
4. Rights and Policies 9-10
4.1.
Equal Opportunity Enactment Policy
4.2.
Complaints
4.3.

Employee Leave

4.4.

Private Information

5. Employee Benefits 11-12

5.1.
401(k) Plan
5.2.
Workers Compensation
5.3.
Professional Development\
5.4.
Employee of the Month
5.5.
Rewards
6. Appendix ......... 13
7. Binding Contract . 14

1.

Introduction

1.1.

Virtual Enterprise

Virtual Enterprise is an opportunity for students to take on positions of a company and gain
knowledge on how they function. This is an international program found in many schools. Being
part of companies teaches the students skills in marketing, accounting, sales, human resources,
etc. Virtual Enterprise lets employees have hands-on training for the position they desire in the
company. When students join, they receive an overall view of what Virtual Enterprises is through
their position within the company. Students also get the opportunity to meet other students from
other firms in Virtual Enterprises in different schools. Employees get the opportunity to travel for
tradeshows, conferences, and competitions just as they would in a real company. The benefits are
endless in VE from developing their skills in public speaking to making quick, logical
conclusions. Younger generations enter Virtual Enterprise as students, and leave with the
professional experience that others only begin to gain in their twenties.

1.2.

Welcome to ReImagin3D

ReImagin3Ds mission is to provide every consumer with useful everyday products and
businesses with the tools to succeed. With the use of our 3D printers, this goal is finally
attainable. We value every relationship we build, whether it is with our customers or employees.
Our company works to teach something new to every individual during their time of
employment. We have established an environment where everyone works as a cohesive unit.
ReImagin3D ensures each employee has everything they need to fulfill their respective roles.
Our organization provides for a proactive evaluation service that continuously works on the
aspects of economics and work ethic vital in the world today. If we are not teaching, we are
always learning. We guarantee personalized assessments of each employee to ensure they are
getting the feedback they need to succeed in the workplace and the future.

1.3.

Purpose of Employee Manual

The employee manual is a necessity for educating employees on the rules and regulations of
ReImagin3D. It is significant in terms of communication between chief officers, directors, and
employees. The work ethic and performance of each employee directly reflects the character of
our company. We have listed the requirements and relevant information that each employee
should know concerning policies, work, evaluations, and so on. Therefore, every employee is to
pursue each task for the company with their utmost effort and professionalism.
Upon receiving this manual, we encourage every employee to thoroughly review each policy as
well as the consequences when you fail to comply. Please feel free to approach us with any
questions or concerns you may have to regarding these expectations or policies.

Sincerely,
Your Human Resources Department

2.

Company Procedures

2.1.

In the Office
2.1.1.

Agendas

Without a proper agenda, departments will not be able to function efficiently. Therefore,
agendas are expected from the management team and middle managers. The management
team is to set out objectives for their departments to accomplish, and managers are to
coordinate tasks to be done by each employee as to complete them by certain deadlines.
These agendas are expected to be carried out on a timely manner and written thoroughly.
For all Chief Officers of Upper Management, the Chief Executive Officer will provide
individual agendas to the Chief Financial Officer, Chief Operating Officer, Chief Product
Officer and Director of Human Resources. These chief officers will then create agendas
for middle management, depending on their departments, as stated below.
For those working in the Finance Department, the Chief Financial Officer will provide
individual agendas to the Director of Accounting and Director of Sales. The Director of
Accounting will provide individual agendas to accountants; Director of Sales will provide
individual agendas to accountants.
For those working in the Marketing Department, the Chief Operating Officer will
provide an individual agenda to the Director of Marketing. The Director of Marketing
will provide individual agendas to graphic designers, web designers, and marketing
specialists.
For those working in the Modeling Department, the Chief Product Officer will provide
individual agendas to the Product Manager and Service Manager. Both managers will
construct individual agendas together to distribute to 3D modelers.

2.1.2.

Conduct

ReImagin3D advocates for an equal and respectful workplace free of discrimination,

harassment, and other activities that may disturb our workers. Disciplinary action may be
needed for those that go against policies. Employees are encouraged to work together
cooperatively and mindfully. Respect for superiors is expected, but employees should be
informed of and understand the tasks being assigned to them. ReImagin3D continually
advocates to provide employees of an environment where employees can experiment
with creativity and stay as curious about our 3D technology. Therefore, Human
Resources values feedback from every working employee of all departments.

2.1.3.

Meetings

Every Monday, upper management will conduct meetings to discuss the goals of the
company. These meetings include the chief officers, Director of Human Resources, and
occasionally middle management. During these meetings, management sets the priorities
of each week, leading to the overall goals of the month. In addition, they share relevant
information between their neighboring departments to ensure effective communication so
that short term and long term goals can be accomplished. It is also a great way to
acknowledge new insights and feedback from different departments.

2.1.4.

Inventory

Employees have full access to the company equipment. Human Resources supplies the
following equipment below:
Laptops & Laptop Chargers
iPads & iPad Chargers
A log sheet is kept by Human Resources to monitor usage of each unit and ensure
employees do not abuse their privilege to use the equipment. One of the privileges
employees have is to request the use of a unit overnight to complete work after office
hours. If this privilege or the privilege to use unit(s) during office hours is abused, these
privileges will be taken away.
The log sheet includes a record of: the name of the employee, the specific number of the
laptop they used, the time it was taken out to be used, the time it was returned, and a
section that asks whether it was in their possession overnight. Human resources will
personally provide employees with the unit(s) they need, and will require you to record
the information previously mentioned on the log sheet.

2.1.5.

Payroll

Employees are paid biweekly of every month. Depending on their position and skill, the
evaluations of employees will play a major role in determining the wage they earn.
However, employees should also understand that deductions may incur from: unexcused
absences, late assignments, lacking in performance, etc. Deductions should also be
expected as a result of income tax, Social Security, and retirement plans.

2.2.

Grading Policy

Everything that employees contribute towards our company will reflect directly on employees
roles within ReImagin3D. From office activities to the overtime work completed at home,
Human Resources acknowledges everything that expresses commitment employees have towards
our company. ALL employees, directors, upper and middle management are expected to meet
the same criteria in regards to the categories below. Each person will be graded based on the
following categories:

Attendance
Conduct/Behavior
Dress for Success
Homework
Weekly Evaluations
Employee Purchases

Please refer to the Appendix in section 6 to see important weekly deadlines.

2.2.1.

Attendance

Attendance plays a key role in not only our companys financial goals, but will be
instrumental in the personal goals of employees. Unexcused absences and latenesses will
not be tolerated under any circumstances. If it becomes a frequent issue, disciplinary
actions will be taken to resolve the conflict. Every employee must actively participate in
creating the impression ReImagin3D leaves on the world.

2.2.2.

Dress for Success

Employees are required to participate in Dress for Success every Thursday unless
notified of any changes for a specific week. This policy was implemented by
management for several reasons, the most important being that it demonstrates
professionalism. By encouraging employees to place their best foot forward, they
develop more confidence, gain respect, and go beyond the standards of what most
employers are used to. Overall this enriches employees work ethic, giving them a
greater competitive edge. Dress for Success is also a component of the grading system
that HR uses to determine final grades.
The following is acceptable:
Slacks/Khakis
Dress Pants
Pencil Skirts
Business Appropriate Dresses that
follow the Fingertip Rule

The following is not acceptable:

Leggings
Jeans
T-shirts
Sweatpants

2.2.3. Homework
As well as department tasks for employees, homework is a significant objective to
complete as well. Homework can range from economics assignments to business related
work that must be completed after office hours. It is another opportunity for individuals
to polish and apply the skills they learn in class. Employees get the chance to research
and learn more about the practicality of our economics lessons. Quality and punctual
submission of any type of work is a key aspect of our company that is significant.

2.2.4.

Transactions

Every employee of ReImagin3D is required to make transactions. Purchases are

mandatory on a weekly basis. It is necessary that transactions are submitted to the HR
email by visual screenshots or virtual receipts. Each person is required to make two
purchases every week. Although they are not required to buy specific items, it is advised
that essential items such as food, houses, cars, and clothes be purchased from time to
time.

3.

Employee Evaluation Process

3.1.

Evaluation Form

The employee evaluation form is available to everyone in ReImagin3D. Employees are able to
give their input on the productivity and behavior of coworkers within their department.
Evaluations are completed on a biweekly basis. By having evaluations this frequently, Human
Resources can monitor performance and conduct within each department.
Evaluations are assigned in a top-down and bottom-up manner. This way, employees are
reviewed by coworkers within their respective departments. This is the most reliable way of
evaluating because it gives a broader range of opinions to consider when Human Resources
observes patterns in work ethic. In this form, HR can see how employees grade one another in
terms of professionalism, conduct, and knowledge of their assigned tasks. Employees are
monitored in this fashion to access individual progress. When adequate information has been
gathered, your Human Resources department can create a plan of action if necessary. See
Disciplinary Procedures in Section 3.3. and Bonuses/Rewards in section 5.5.

3.2.

Discipline Policy

Disciplinary policy is essential for a company to function regularly. Every employee has the right
to work in a company, where they feel safe and comfortable. The following behaviors that are
unacceptable and will lead into disciplinary action include but are not limited to:
Inappropriate Language

3.3.

Creating or being a part of any discrimination of race, gender, and religion

Having false excuses as to why tasks were not completed
Unauthorized use of any property of ReImagin3D
Destruction, damage, and removal of any property of ReImagin3D

Disciplinary Procedures

In the case that employees are performing below the expectations of our company, Human
Resources has created a process that every employee will follow to help guide them to
continually succeed in our company. Once Human Resources narrows down employees that lack
in terms of their positions expected abilities, they will issue an EIP. The EIP, otherwise known as
employee improvement plan, informs individuals of the flaws and strengths that have been
apparent in their work with the company. The most important part of this document is none other
than the improvement plan. These plans list the specific steps that employees are to take to
progress, whether it may be personally or professionally.
After an EIP has been made specifically for an individual, there must be a way of tracking
progress. Twice every week, Human Resources will issue an ERF to these workers, otherwise
known as an employee reflection form, which gives them a chance to look back on their work
and see what has changed, or needs to be changed. Managers also play a huge part in this
process, because it is them that directly oversee the employees of their respective departments.
From managers, HR can get more specific information such as: the different work they are
assigned, the quality of the work submitted the rate at which they submit their work, behavior in
the office, and more. These plans of action will be enforced until employees are comfortable
with their job. If need be, partners are assigned to work with specific others to improve the skills
of the job.

4.

Rights and Policies

4.1. Equal Opportunity Enactment Policy

ReImagin3D is committed to support a diverse workplace where all staff is provided with the
opportunity for career-building and personal development to impact their future. By
incorporating people of all different experiences to our company, Human Resources gains
valuable insight on how they can continue to efficiently run these processes.
ReImagin3D will not tolerate direct nor indirect discrimination against any person on the ground
of age, disability, gender, marriage/civil partnership, pregnancy, maternity, race, religion, or
sexual orientation.
The equal opportunity enactment policy is to every aspect of employment, from hiring to
termination. It is expected that all employees honor this policy and play an active role in making
a safe and productive working environment for all associated with ReImagin3D.

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4.2.

Complaints

Communication is crucial for companies to function properly. Therefore, employees are expected
to be professional when addressing any issues within their departments or others. If the issue
cannot be resolved between those directly involved, please approach Human Resources to help
mediate and find a solution to the situation. Accusations or criticism against specific employees
can be addressed by going onto the HR website and filing a complaint form. The complaint form
is an open response form where employees are free to speak their mind on the
habits and work ethic of their peers. It will be reviewed and if needed, HR will intervene to help
improve the work environment for everyone.

Protocol for conflicts between employees should be the following:

Professional and appropriate language should be used to address what the problems
are.
If nothing is being resolved or there is continuous miscommunication, approach
advisor/chief officer of employee and communicate your concerns and problems.
Advisor/Chief Officer will speak to the employee and work with them to
improve/resolve the situation.

4.3.

Employee Leave

During an employees leave, they are expected to have all work in on time. If possible, ask their
management for any business work they can complete. Qualified reasons for leave can be sick
leave, vacations, family, medical, and holidays. You are expected to bring a note which explains
your absence(s) as soon as you return to work

4.4.

Private Information

Employees have the right to keep all their personal information confidential. Human Resources
will not access any information unless needed. Your name, number, and other private information
will not be shared. Human Resources keeps record and observes employee homework,
evaluation, and purchases. All of the information is placed in a safe drive of Human Resources.
If there is a conflict arising in any department, they will also look at employee evaluation. In
respect to confidentiality rights, these are obtained and examined only by Human Resources, as
to prevent the release of private information on employees.

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5.

Employee Benefits

5.1.

401(k) Plan

Our finance department has prepared a retirement plan in terms of a 401(k) for all employees.
This will benefit each individual significantly more than a pension can. As explained in the
retirement plan which can be accessed via the accounting department, ReImagin3D employees
401(k) plan includes:
Allows control over your own investments
Gives you the ability to invest in stocks, bonds, and/or mutual funds
Collects money automatically from your pre-taxed paychecks
Whereas a pension is monthly income based on the amount of money you contribute and the
number of years spent working at ReImagin3D. You also would not be able to make investment
decisions since our company would have complete control over your portfolio.

5.2.

Workers Compensation

This compensates for any accidental injuries or illnesses suffered by an employee while
employed at our company. In the rare case of death, compensation will be paid to the family of
the employee.

5.3.

Professional Development

An all year round objective of our Human Resources department is to find opportunities for
employees to develop and enhance their skills. Any success made by employees reflects directly
on the progress of their work, and the overall success of ReImagin3D. Therefore, everyone is
given the same chance to participate and/or apply for internships, scholarships, and college credit
classes. A variety of new workshops and career-building experiences have been made available
for departments to further grow. Human Resources will contact employees in each department to
inform them of when these opportunities are available.

5.4.

Employee of the Month

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At ReImagin3D, employees are encouraged to continually develop their skills. In order to

recognize those who accomplish this as well as a loyal service to complete no matter what task is
assigned to them, Human Resources has implemented the rewarding title of Employee of the
Month. This is to assure ReImagin3D employees that hard work does not go unrecognized and
that management acknowledges the outstanding potential within them. Along with the title, and
depending on the accomplishments of the employee, a suitable reward is provided. Rewards that
our companys employees can anticipate if they receive this title can be seen in the Rewards
section of 5.5. below.

5.5.

Rewards

Notable work performance that has exceeded the expectations of your advisors will be rewarded.
Rewards are given to those that have accomplished something that has positively impacted our
companys progress. It may also be given by directors/managers/Human Resources to those they
feel deserve recognition for special accomplishments. Directors and managers that want to
reward an employee with a bonus should complete a bonus proposal form to be reviewed by
upper management or Human Resources.

Monetary Rewards:
Pay Raises

Profit-sharing

Other money-based rewards

Non-monetary Rewards:
Vouchers for company products

Certificate/Letter of

Commendation

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Appendix
Human Resources Website:
To access the following forms and information, please visit: www.reimagin3dhr.weebly.com
Office Hours & Company Phone Number
Evaluation Process
o Evaluation Form
o Complaint Form
Electronic Version of Employee Manual
o Login Information for Laptops
Link to submit your mandatory weekly agenda

Important Days
Dress for Success

Thursday

Purchases from the VE International Portal (two purchases per week)

Sunday

Evaluation Forms (due every TWO weeks)

Sunday

Continued on following page.

Printed Agendas from management

Monday

Refer to section 2.1.1 under Company Procedures

to see the system of distribution and acquiring of agendas

Note: Employees are expected to follow the schedule above unless told otherwise by Human
Resources. Failure to complete purchases or employee evaluations before the office opens on
Monday morning, affects grades and will not be accepted late by Human Resources.

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Memorandums will be emailed to each employee every Friday using the email employees
provided on the contact sheet in the beginning of the year. Human Resources will also record
whether or not employees received memorandums to prevent any miscommunication.

Binding Contract
By signing this contract, I confirm the following:
I have received a copy of ReImagin3D Employee Manual, that I have read this and
understand all of its content, and will comply with all the rules.
I have sought clarification from my department manager on any issues outlined in the
Handbook which I am not clear about.
I understand that any violation I make of the employee manual subjects me to observation
or investigation by Human Resources.
I have agreed to all its policies, terms & conditions, and have signed without coercion
from any coworkers, management or Human Resources at ReImagin3D.

_________________________________

_________________________________

Signature

Position

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_________________________________
Name (Printed)

_________________________________
Department

_________________________________
Date

Note: Please return this form to your manager after completely reading, understanding, and
signing this manual.