EXETER LIMOUSINE   Personnel Manual

  From the Partners and Staff, welcome aboard Exeter Limousine!

  We sincerely hope your acceptance to join our team is as important to you as it is to us. We don't choose just anyone! Quality matters substantially in this business and you exhibited the necessary professionalism that convinced us you are a fit for our organization. Please understand and believe we want for you to succeed with us, which in our book is advance your career, maximize your earnings, and provide a working environment that is challenging, fun, and fulfilling.

  The rules and regulatory concerns contained in this manual are in their majority fairly standard considerations as one would expect to encounter at any upper level company. That stated, there are specific considerations pursuant to our industry that are vitally important to practice. This business is very unforgiving. A company can have customers for years on end and yet it only takes one or two mistakes to lose them.

  The information which follows is intended to help ensure we provide a safe, respectful, and reliable environment for our clients and your fellow team members. Therefore, as you proceed through this manual and a training schedule with a senior chauffeur/staffmember, keep both aspects (rules/procedures and customer service) foremost in your professional practice. We are all certain to prosper together with a solid team.

  If you ever have any questions, concerns or suggestions, by all means speak up! The sincere premise of doing things in the best interests of our clients most certainly extends to team members as well, so always know the doors are always open to suggestions or questions regarding procedure.
  Here's to your success, and again, welcome aboard!
This page in build-out 07-15-2014


Table Of Contents





  Purpose of Manual

  This manual was created to acquaint you with Exeter Limousine and to provide you with information about working conditions and policies affecting your employment. The information contained in it applies to all employees of Exeter Limousine. Following the policies described herein is considered a condition of continued employment. That stated, nothing in this manual alters an employee's status.

  The contents of this manual shall not constitute nor be construed as a promise of employment or as a contract between Exeter Limousine and any of its employees. The manual is a summary of our policies, presented here only as a matter of information. You are responsible for reading, understanding, and complying with its provisions. You will be asked to sign an acknowledgment form stating you have read and understand this manual. In the event of any additions or changes to this manual will be announced to all employees and will be available for review here.

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  Changes in Policy

   This manaul supercedes all previous editions and/or memos that may have been issued periodically on the subject matter covered. Our business is subject to change, and we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice any or all part of our policies, procedures, and benefits at any time. We will notify all employees of these changes. Changes will be effective on the dates dictated by Exeter Limousine management, and after those dates all superceded policies will be null and void.

  It is your responsibility to refer to this manual or memorandums delivered to you promptly to ensure you are current on any particular policy at all times. No individual manager has authority to change or amend policies. If you are unsure about any policy or procedure, speak with your manager.

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  Employment Application

  We rely upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this informational data may result in the exclusion of the individual from further consideration for employment, or if the person has been hired, termination of employment.

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  Employment Relationship

  As an employee of Exeter Limousine, you enter into employment voluntarily, and you are free to resign at any time for any or no reason. Similarly, Exeter Limousine is free to conclude its relationship with any employee at any time for any or no reason. Following the probationary period, employees are required to follow the Employment Termination Policy.

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  Company History

  Exeter Limousine was founded in 2013 by John Moss. Originally Mr. Moss created and operated the entity known as Chase Limousine in Dallas, TX from 2000 to 2009 and sold the company in June of 2009. Re-entering the industry in July 2013, he and associate industry partners have sought to emphasize a strong level of service and quality. We have not run, nor shall we ever run, a discount low-frills company. We know that we are only as good as the people we hire, train, and for whom we have the highest degree of respect. We have high expectations from our people and hope that they too, have high expectations of themselves, their fellow employees, and company goals.

  The company philosophy has always been one of respect for our employee's concerns as well as our clients. On the premise of this we seek to maintain strong relationships with both. Exeter has begun its operations with the intent of providing a better than superb product, and simultaneously desiring to offer a stable and comfortable work environment so we can bring out the best in all of us. In doing so, we espouse to create a career opportunity through growth that profits all who play a part in it, and this most certainly includes you.

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  Client Relations

  Our clients are the reason we are in business. We have created a strong impression by providing exceptional service from literally Day One. Our employees are Exeter Limousine's most valuable assets. Every employee-client encounter is an expression of Exeter Limousine's operating standards. Thus the way in which you carry out your job presents an image of our entire company. Clients judge us by the way in which they are treated each time they have contact with us.

  Therefore, our top business priority is to provide every client with a solidly professional experience. Remember that your behavior with the public, in person, over the phone, and through all communication reflect not only on you, but also on Exeter Limousine as a company. Positive client relations will not only strengthen the public's image of us, it will also pay off in greater client loyalty.

  Key tenets to be mindful of to ensure appropriate service:

  •   The client is the most important person to our business, whether on the phone, in person, or through email or mail correspondence, etc.

  •   The client is not dependent on us; we are dependent on them.

  •   The client is not an interruption of our work; they are the purpose of it. We are not doing them a favor. Rather they are doing us a favor by giving us the opportunity to serve them.

  •   The client is not someone to argue with or match wits with. No one ever wins an argument with a client.

  •   A client is a person who bring us their wants and needs. It is our job to handle these needs.

  This stated, if you encounter beligerent behavior and are unable to quickly & effectively resolve an issue with a client, keep in mind that respect is a two-way street. If you have done your best and genuinely feel the client or any person you deal with professionally at Exeter Limousine is antagonizing you with undeserved behavior, threats, or similar malfeasance, it is not considered part of your job description to be personally berated or verbally abused by anyone. Refer any party you deem necessary to your immediate supervisor and they will take it from there.

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  Equal Employment Opportunity

  In order to provide equal employment & advancement opportunites to all individuals, employment decisions at Exeter Limousine will be based on merit, qualifications, and abilities. Exeter Limousine does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age, disability, or sexual orientation. Where practical and/or feasible, Exeter Limousine will make all reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.

  This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, as well as access to benefits and training. Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their manager. Employees can raise concerns and make reports without fear of retaliation, and anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.

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  The protection of confidential business information is critical to the success of Exeter Limousine. Such confidential information includes, but is not limited to the following examples:

• Compensation data
• Financial information
• Marketing strategies
• Pending projects and proposals
• Proprietary production processes
• Personnel/Payroll records

  In addition, our clients entrust us with important information relating to our association with them. Clients may also have discussions over the telephone or in person. You may be involved in the conversation or you may simply overhear it. In both situations, private information and conversations are extremely confidential. In safeguarding the information received, Exeter Limousine earns the respect and further trust of our clients.

  Your employment includes the obligation for you to maintain contidentiality even after you leave our employment. Also, please respect the privacy of Exeter Limousine employees. Do not give out personal information such as home phone numbers or addresses without the express permission of any other employee to do so on a case by case basis, or anything else of their private concern that is not applicable to the needs of our business or themselves. If you are ever approached by a member of the media with questions about the business of Exeter Limousine, you must refer the person to the Managing Partner.

  All employees are required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose Exeter or client trade secrets or other confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

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  Provisional Period for New Employees

  The provisional period for all employees is 90 days from the date of hire. During this time employees have the opportunity to evaluate Exeter Limousine as a place to work and management has an opportunity to evaluate the employee. During this introductory period, both the employee and Exeter Limousine have the right to terminate employment without advance notice.

  Completion of this provisional period does not change the employment at-will relationship and either party may terminate the employment relationship at any time. Upon satisfactory completion of the provisional period, a review will be given and any benefits offered will begin at that time. All employees, regardless of classification or length of service, are expected to meet and maintain Exeter Limousine standards for job performance and behavior.

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  Office Hours

  Exeter Limousine administrative office hours are Monday through Friday from 9:00 AM to 5:00 PM, excluding holidays. Dispatch and off-site back-up are open at all times. Note that if your job description involves handling client's immediate needs such as active or scheduled runs, be aware that bouts of severe inclement weather mean the office will be very busy sorting things out and must have coverage. The standard workweek is 40 hours of work. In the computation of various employee benetits, the employee workweek is considered to begin on Monday starting at 12:01 a.m.) through Sunday (ending at 12 :00 a.m.), unless a manager makes prior other arrangements with the employee.

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  Lunch Periods

  Employees are given a one-hour lunch break. These breaks are generally taken between the hours of 11 a.m. and 2:00 p.m. on a staggered schedule so that the absence does not create a problem for co-workers or clients. During this time the employee is welcome to use this time for any personal purpose as well.

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  Personnel Files

  Employee personnel files include the following: job application, resume, government forms, reference checks, testing, company forms, salary history, records of compliments or disciplinary action and documents related to employee performance reviews, coaching, and mentoring. Personnel files are the property of Exeter Limousine, and access to the information is restricted. Management personnel of Exeter Limousine who have a legitimate reason to review the file are allowed to do so.

  Employees who wish to review their own file should contact their manager. With reasonable advance notice, the employee may review his/her personnel file in Exeter Limousine offices and in the presence of their manager. A written request signed by the employee is required before any personal information may be released to any persons not associated with Exeter Limousine, with the exception of any governmental bodies which by law may be entitled to review such information.

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  Personnel Data Changes

  It is the responsibility of each employee to promptly notify their manager of any changes to personnel data such as, but not limited to:
•  Mailing address
•  Telephone numbers
•  Marital status
•  Changes to your dependents' information
•  Individuals to be contacted in the event of an emergency
  An employee's personnel data should be accurate and current at all times.

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  Outside Employment

  Full-time employees may hold outside jobs in non-related businesses or professions as long as if the employee meets the performance standards of their job description with Exeter Limousine. Unless an alternative work schedule has been approved by Exeter Limousine, employees will be subject to the company's scheduling demands. Employees holding a CDL must report outside employment to the Office Manager, even if the employee is only part-time. This is a legal requirement. Failure to comply will result in disciplinary action. Exeter Limousine office space, equipment, property, and materials are not to be used for outside employment unless granted permission to do so by a managing partner.

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  Corrective Action

  Exeter Limousine holds each of its employees to certain work rules and standards of conduct which are outlined in this handbook. When an employee deviates from these rules and standards, the employee's manager will take corrective action. We strive to make corrective measures appropriate to the individual circumstances, and will consider the seriousness of the conduct involved, its frequency, and the employee's past performance record.

  We hope that any employee conduct issue can be resolved quickly in a respectful, business-like manner through the use of verbal and/or written counseling and corrective planning. In certain circumstances however, suspension and/or termination may be necessary. At all times, Exeter Limousine retains the right to immediately terminate any employee if such action is appropriate.

  Grounds for immediate termination include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, use of company equipment and/or company vehicles for personal purposes without prior authorization, untruthfulness about personal work history, skills, or training, divulging company business practices, misrepresentations of Exeter Limousine to a client, a prospective client, the general public, or an employee.

  Corrective action at Exeter Limousine is progressive. This means the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.

1. Verbal Corrective Action Discussion - When a problem arises, the manager will first meet the employee concerned to encourage different behavior or actions, reiterate the conduct Exeter Limousine expects. If the problem continues, the manager will warn the employee that further corrective action measures, including written corrective plans, suspension or termination may result.
2. Written Corrective Action - If the problem does continue, the manager will develop a written corrective action plan which will be reviewed and explained to the employee. A written corrective action will describe the behavior causing the problem and outline the corrective action that the employee must take. It will document the timeframe in which the behavior improvement must occur. During this meeting, the employee will be given an opportunity to explain their conduct and submit written comments. Written corrective actions for the same offense may be considered terms for immediate suspension.
3. Suspension - Following one or more documented corrective action sessions and/or corrective action plans, employees will be placed on suspension if a problem persists or a new one arises.
4. Termination - Following suspension, employees may be terminated if a problem persists or a new one arises. Termination may occur without prior warning for a single serious incident or misconduct.

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  Employment Termination

  Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are two examples of circumstances under which employment may be terminated.
•  Resignation - voluntary employment termination initiated by an employee.
•  Termination - involuntary employment termination initiated by Exeter Limousine.

  When an employee intends to terminate his/her employment with Exeter Limousine, he/she shall give his/her manager a written notice at least two week prior to departure. Since employment with Exeter Limousine is based on mutual consent, both the employee and Exeter Limousine have the right to terminate employment at will, with or without cause during the Provisional Period for New Employees. Any employee who terminates employment with Exeter Limousine shall return all files, records, keys, and any other materials that are property of Exeter Limousine on the last day of employment.

  You may be asked to participate in an exit review which serves to provide us with information about your reason(s) for leaving the company. No final settlement of an employee's pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items will be deducted from the employee's final paycheck. Furthermore, any outstanding financial obligations owed to Exeter Limousine will also be deducted from the employee's final check.

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  Exeter Limousine provides information to employees about workplace safety and health issues through internal communications. Employees are responsible for performing their job in a safe and efficient manner and also knowing and practicing all safety rules. Employees must immediately report any unsafe conditions to their supervisor. In the case of an accident that results in injury, and regardless of how insignificant the injury may appear, employees must immediately notify their manager. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, will be subject to disciplinary action including termination of employment.

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  Health Related Issues

  Employees who become aware of any health-related issue, including pregnancy, should notify their manager of their health status. This policy has been instituted strictly to protect the employee. A written “permission to work”from the employee's doctor may be required at the time or shortly after notice has been given. The doctor's note should specify whether the employee is able to perform regular duties as outlined in his/her job description. When an employee has been absent due to a health-related issue, a note from the doctor must be given to the manager prior to, or at the time of return to work. A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their manager. The following absences will be recognized:
•  Family/Medical Leave - in accordance with the Family Leave Act. Proper forms must be completed.
•  Personal Leave - at management's discretion.
•  Military Leave - in accordance with federal law.
•  Funeral Leave - 3 days maximum to attend services (spouse, child, parents, sibling, mother-in-law, father-in-law or grandparents). 1 day for non-attendance of services.

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  Employee Requiring Medical Attention

  In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee's personal physician must be notified immediately. Exeter Limousine reserves the right to send an employee home due to illness or injury. A physician's "return to work" notice may be required for an employee who has left work due to illness or injury other than seasonal viruses.

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  Insurance on Personal Effects

  All employees should ensure that their own personal policies cover the loss of anything left at the office. Exeter Limousine assumes no risk for any loss or damage to personal property.

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  Expense Reimbursement

  Expenses incurred by an employee must have prior approval by a manager. To receive reimbursement, employees must turn in expense receipts to accounting. Reimbursements will be made with petty cash or more often be included in the employee's next regular paycheck. Expenses paid out of pocket by an employee and reimbursed via check will never be construed as taxable income. If you are advanced any amount of company money for a specific purchase, turn in the receipt, item and any change due the company as soon as conveniently possible.

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  Immigration Law Compliance

  Exeter Limousine employs only United States citizens and those non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986. We do not unlawfully discriminate on the basis of citizenship or national origin. As a condition of employment, each new employee must complete the Employment Eligibility Verification Form I-9 and provide documentation that establishes his/her identity and employment eligibility. Former employees who are rehired must also complete the I-9 form if they have not completed an I-9 with Exeter Limousine within the past three years or if their previous I-9 is no longer valid or was not retained.

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  Employee Relations

  The success of our business is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulation. As a company, we comply with all applicable laws and regulations and expect our employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In addition to following all laws and regulations, our employees must have meticulous regard toward the highest standards of conduct and personal integrity.

  The work rules and standards of conduct for Exeter Limousine are important, and we regard them as such. All employees are required to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting company business. Please note that any employee who deviates from these rules and standards will be subject to disciplinary action, including termination of employment. If you are uncertain about a proper course of action in the performance of your job functions, you should discuss the matter with your immediate supervision.

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  Conflicts of Interest

  As an employee of Exeter Limousine, you have the obligation to conduct business within the guidelines that prohibit actual or potential conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of business dealings with Exeter Limousine. Personal gains can also result from situations where an employee or relative receives a kickback, bribe, substantial gift, or special consideration as a result of a transaction or business dealings involving Exeter Limousine and are forbidden. Management reserves the right to sole discretion on whether an employee's activities or conduct represents a conflict with the company's interests and standards and may take whatever action is necessary to resolve any such situation.

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  Exeter Limousine expects that every employee will be regular and punctual in attendance. This means being in the office, ready to work, at their scheduled starting time each day they are scheduled. Absenteeism and tardiness places a burden on other employees and on the company overall. If you are unable to report for work for any reason, notify your manager before regular starting time. Should undue tardiness become apparent, disciplinary action may ensue.

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  Absence Without Notice

  When you are unable to work because of illness or an accident, please notify your manager. This will allow us to arrange for temporary coverage of your duties, and help other employees to continue work in your absence. If you do not report for work and you do not notify supervision of your status, it will be assumed after two consecutive days of absence that you have resigned, and you will be removed from the payroll. If you become ill while at work or must leave the office for some other reason before the end of the workday, you must inform your manager or the Office Manager of the situation.

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  Non-Harassment Policy

  Exeter Limousine is committed to providing a work environment free of discrimination and/or unlawful harassment. Harassment to or from any employee, contractor, vendor or client is not permitted and is considered a serious offense. Unlawful harassment consists of unwelcome conduct, whether verbal, physical or visual that is based upon an individual's protected status such as sex, race, color, sexual orientation, age, religion, national origin, disability or any other legally protected group status. Sexual harassment is a serious situation that deserves special mention.

  Guidelines promulgated by the Equal Employment Opportunity Commission (EEOC) define sexual harassment as behavior including "unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, not only when the conduct is made as a condition of employment but also when the conduct creates an intimidating, hostile or offensive environment. Sexual harassment is not limited to explicit demands for sexual favors. It may also include such actions as sexually oriented verbal kidding, teasing or jokes, repeated offensive sexual flirtations, advances or propositions, continued or repeated verbal abuse of a sexual nature, graphic or degrading comments about an individual or his or her appearance, the display of sexually suggestive objects or pictures, subtle pressure for sexual activity, and physical contact such as patting, hugging, pinching or brushing against another person's body.

  If you feel you are being harassed in any manner or form by an employee, client, or vendor of Exeter Limousine, please notify your manager or member of the management team immediately. Exeter Limousine has a zero-tolerance policy against any form of unlawful harassment. All allegations of harassment will be fully investigated. If the claim is found to have merit, appropriate disciplinary action will be taken against the offender. including termination of employment. There will be no retaliation against any employee who reports and shares information and cooperates with an investigation.

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  Workplace Violence Prevention

  Exeter Limousine is committed to upholding a safe and productive work environment for all employees. All employees should be treated with courtesy and respect at all times. Employees are not permitted to fight, whether friendly or not friendly, or engage in any other conduct that may be dangerous to others. Exeter Limousine will not tolerate behavior that threatens or intimidates another employee, client or any member of the public at any time. This includes all acts of harassment. including harassment that is based on an individual's sex, race, age or any characteristic protected by federal, state or local law.

  We prohibit firearms, weapons, and all other dangerous or hazardous devices and substances from the premises or in the property of Exeter Limousine. All actual acts or threats of violence, either direct or indirect, should be reported as soon as possible to your manager or any member of the management team. This includes threats or actions by employees as well as threats or actions by clients, vendors, solicitors, or anyone else. If you report a threat or act of violence, please provide as many details as possible. Prompt reporting of an activity will help with the inclusion of more details. Please also report any suspicious person or activities quickly to a manager or member of the management team. Never place yourself in a dangerous situation. The company will promptly and thoroughly investigate all reports of threats or acts of violence and of suspicious individuals or activities.

  The identity of the person who made the report will be protected to the extent it is feasible. To maintain workplace safety and the integrity of its investigation, Exeter Limousine may suspend an employee, either with or without pay during the investigation. Any employee who violates these guidelines, by making a threat of violence or actually committing a violent act, will be subject to disciplinary action, including termination of employment. We strongly suggest you discuss with your manager or the Office Manager any differences you may have with another employee. Exeter Limousine wants to assist in the resolution of employee disputes and we will not discipline an employee for raising these types of concerns.

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  Telephone Use

  Exeter Limousine telephones are intended for the use of serving our clients and conducting applicable business. Personal usage during business hours is not discouraged however use common sense when doing so. All personal telephone calls should be kept reasonably brief to avoid congestion on the telephone lines. To respect the rights of all employees and avoid miscommunication in the office, employees must inform family members and friends to limit personal telephone calls during working hours.

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  Personal Electronic Device Use

  Employees are not discouraged from using personal electronic devices during work hours. This stated, it is expected that during rush periods, employees will leave non-business personal electronic devices in their purse or desk and let personal calls go directly to voice mail. Calls, texts and emails may be returned during breaks or when a rush dies down. Employees who are issued cell phones from Exeter Limousine are responsible for the care and keeping of this device. Employees will be held liable for any damages or loss of the device and will incur repair or replacement charge. The cell phone remains the property of the company. Employees may be responsible for personal usage costs if incurred.

  Employees using personal electronic devices should always use discretion when discussing company business over the phone. Camera phones or other types of image-capturing devices are allowed only with prior management permission. These devices are never allowed in private areas, and there are no exceptions to this. Employees who misuse imaging devices against coworkers, Exeter Limousine, or its clients may face both civil and criminal liability. Unauthorized copying or transmission of company information may also result in civil and criminal liability. Exeter Limousine reserves the right to physically and digitally search any personal electronic device with storage or memory capabilities that is brought to work.

  Exeter Limousine also has the right to make copies of any files found therein. Submission to searches of personal electronic devices is a condi tion of continued employment. Refusal against this policy when exercised will result in disciplinary action, including termination of employment. Employees who object to the search policy should leave personal electronic devices at home or in their vehicle.

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  Public Image

  Exeter Limousine offices are a casual work setting and employees should wear clothing that is comfortable and practical for work. Clothing that is distracting or offensive (words, pictures, etc.) to others is not acceptable and is discouraged. Clothing that reveals too much cleavage, back, chest, stomach, or underwear is not appropriate. The following items are never permitted:

•  Ripped, torn, shredded or holes in clothing.
•  Facial jewelry.
•  Visible tattoos.
•  House shoes or slippers in the absence of medical condition.
•  Sweatpants.
•  Scrubs.
•  Sheer anything.

  As a limousine company we are in the business of selling panache. A professional appearance is important anytime that you come in contact with clients both current and potential. Employees should be well groomed and dressed appropriately for our business and for their position in particular. When traveling to see customers, exhibiting at or attending trade shows, and representing the company in the business community, different decisions about attire are required. Before attending an event, attempt to understand the accepted business attire and match it.

  Chauffeurs have a uniform which must be worn at all times. The chauffeur uniform is detailed and described in the chauffeur addendum. Consult your manager if you have any questions about appropriate business attire. If an employee's clothing fails to meet the company standards, the employee will be asked not to wear the inappropriate item to work again. If the problem continues, the employee will receive disciplinary action.

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  Drug and Alcohol Policy

  Exeter Limousine is dedicated to the health and safety of our employees. Drug and alcohol use can pose a serious threat to employee health and safety. Therefore, it is the policy of Exeter Limousine to prevent the use of drugs and abuse of alcohol from having an adverse effect on our employees. The serious impact of drug and alcohol abuse has been recognized by the federal government with regard to the transportation industry.

  In light of several high-profile incidents, enforcement of drug & alcohol prevention policies has been substantially increased. The Federal Motor Carrier Safety Administration (FMCSA) has issued regulations which require Exeter Limousine to implement an alcohol and controlled substances testing program.

  The purpose of the FMCSA issued regulations is to establish programs designed to help prevent accidents and injuries resulting from the misuse of alcohol or use of controlled substances by drivers of commercial motor vehicles. Exeter Limousine holds these programs in the highest regard and holds every employee (chauffeurs and non-chauffeurs) responsible for adherence to the policies. The company will comply with these regulations and is committed to maintaining a drug-free workplace.

  It is the policy of Exeter Limousine that the use, sale, purchase, transfer, possession, or presence in one's system of any controlled substance (except medically prescribed drugs) by any employee while on the company premises, engaged in company business, operating company equipment, or while under the authority of Exeter Limousine is strictly prohibited.

  Disciplinary action, including termination of employment, will be taken as necessary. Neither this policy nor any of its terms are intended to create a contract of employment or contain the terms of any contract of employment. Exeter Limousine retains the sole right to change, amend, or modify any term or provision of this policy without notice. This policy is effective immediately and will supercede all prior policies and statements relating to alcohol or drugs.

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  Drug and Alcohol Procedures

Regulatory Requirements

  All drivers who operate commercial motor vehicles that require a commercial driver's license under 49 CFR Part 383 are subject to the FMCSA's drug and alcohol regulations, 49 CFR Part 382. Exeter Limousine will follow and enforce these regulations, and may subject all company employees to the same requirements. "The driver" in this section is defined as all company employees (chauffeur and non-chauffeur).

•  Non-Regulatory Requirements

  The Federal Motor Carrier Safety Regulations (FMCSR) set the mimimum requirements for testing. Exeter Limousine's policy in certain instances may be more stringent. This policy will clearly define what is mandated by the FMCSR and what company procedure is.

•  Who is Responsible

  It is Exeter Limousine's responsibility to provide testing for the driver that is in compliance with all federal & state laws and regulations, and within the provisions of this policy. The company will maintain all records related to testing and the testing process in a secure and confidential manner. Exeter Limousine's alcohol and drug program administrator who is designated to monitor, facilitate, and answer questions pertaining to these procedures is:
    John Moss
    Managing Partner
    Exeter Limousine
  The driver is responsible for complying with the requirements set forth in this policy. The driver will not use, have possession of, abuse, or have the presence of alcohol or any controlled substance in excess of established threshold levels while on duty. The driver will not use alcohol when preparing to perform a safety-sensitive function, while performing a safety-sensitive function, or immediately after performing a safety-sensitive function.

  All supervisors shall make every effort to be aware of a driver's condition at all times the driver is in service of the company. The supervisor shall be able to make reasonable suspicion observations to determine if the driver is impaired in some way, and be prepared to implement the requirements of this policy if necessary.

•  Definitions

  When implementing and interpreting the drug and alcohol policies and procedures required by the FMCSA as well as the policies and procedures required by the company, the following definitions apply:

•  Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.
•  Alcohol concentration (or content) means the alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test.
•   Alcohol use mcans the consumption of any beverage, mixture, or preparation, including any medication, containing alcohol.
•   Breath Alcohol Technician (or BAT) - An individual who instructs and assists individuals in the alcohol testing process, and operates an evidential breath testing device (EBT).
•  EFR means Code of Federal Regulations.
•  Collection site - A place designated by the company, where individuals present themselves for the purpose of providing a specimen of their urine to be analyzed for the presence of drugs.
•  Commercial Motor Vehicle - means a motor vehicle or combination of motor vehicles used in commerce to transport passengers or property if the motor vehicle:
  1. Has a gross combination weight rating of 11 ,794 or more kilograms (26,001 or more pounds) inclusive of a towed unit with a gross vehicle weight rating of more than 4,536 kilograms (10,000 pounds); or
  2. Has a gross vehicle weight rating of 11,794 or more kilograms (26,001 or more pounds); or
  3. Is designed to transport 16 or more passengers, including the driver; or
  4. Is of any size and is used in the transportation of materials found to be hazardous for the purposes of the Hazardous Materials Transportation Act and which require the motor vehicle to be placarded under the Hazardous Materials Regulations (49 CFR part 172, subpart F).
•  Consortium - means an entity, including a group or association of employers or contractors, that provides alcohol or controlled substances testing as required by this part, or other DOT alcohol or controlled substances testing rules, and that acts on behalf of the employers.
•  Controlled substances - has the meaning assigned by 21 U.S.c. 802 and includes all substances listed on Schedules I through V and any subsequent revisions to the list. The list can be found in 21 CFR 1308. In accordance with FMCSA rules, urinalyses will be conducted to detect the presence of the following substances:
  1. Marijuana
  2. Cocaine
  3. Opiates
  4. Amphetamines
  5. Phencyclidine (PCP)
  Detection levels requiring a determination of a positive result shall be in accordance with the guidelines adopted by the FMCSA in accordance with the requirements established in 49 CFR, Section 40.29(e)(I).
•  Disabling Damage - means damage, which precludes departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs.
  1. Inclusions - Damage to motor vehicles that could have been driven, but would have been further damaged if so driven.
  2. Exclusions:
    I.  Damage, which can be remedied temporarily at the scene of the accident without special tools or parts.
    II. Tire disablement without other damage even i fno spare tire is available.
    III. Headlight or taillight damage.
    IV. Damage to turn signals, horn, or windshield wipers whieh make them inoperative.

•  Driver - means any person who operates a commercial motor vehicle. This includes, but is not limited to: full time, regularly employed drivers; casual, intermittent or occasional drivers; leased drivers, independent, owner operator contractors who are either directly employed by or under lease to an employer or who operates a commercial motor vehicle at the direction of or with the consent of an employer.
•  Drug - means any substance (other than alcohol) that is a controlled substance as defined in this policy and 49 CFR Part 40.
•  EBT (or evidential health testing device). An EBT approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath and placed on NHTSA's 'Conforming Products List of Evidential Breath Measurement Devices' (CPL), and identified on the CPL as conforming with the model specifications available from the National Highway Traffic Safety Administration, Office of Alcohol and State Programs.
•  FMCSA means Federal Highway Administration, U.S. Department of Transportation.
•  Licensed Medical Practitioner - means a person who is licensed, certified, and/or registered, in accordance with applicable federal, state, local, or foreign laws and regulations, to prescribe controlled substances and other drugs.
•   Medical Review Officcr (MRO). - A licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer's drug testing program who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual's confirmed positive test result together with his or her medical history and any other relevant biomedical information.
•  Performing (a safety-sensitive function) - means a driver is considered to be performing a safety-sensitive function during any period in which he or she is actually performing, ready to perform, or immediately available to perform, any safety-sensitive functions.
•  Prescription Medications - means the use (by a driver) of legally prescribed medications issued by a licensed health care professional familiar with the driver's work related responsibilities.
•  Refuse to submit (to an alcohol or controlled substances test) - means that a driver:
1. fails to provide adequate breath for alcohol testing as required by part 40 of this title, without a valid medical explanation, and he or she has received notice of the requirement for breath testing in accordance with the provisions of this part.
2. fails to provide an adequate urine sample for controlled substances testing as required by part 40 of this title, without a genuine inability to provide a specimen (as determined by a medical evaluation), after he or she has received notice of the requirement for urine testing in accordance with the provisions of this part, or
3. engages in conduct that clearly obstructs the testing process.
•  Safety-sensitive function - means all time from the time a driver begins to work or is required to be in readiness to work until the time he/she is relieved from work and all responsibility for performing work. Safety-sensitive functions shall include:
  I. All time at an employer or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the employer;
  II. All time inspecting equipment as required by Sec. 392.7 and 392.8 of this subchapter or otherwise inspecting, servicing, or conditioning any commercial motor vehicle at any time;
  III. All time spent at the driving controls of a commercial motor vehicle in operation;
  IV. All time, other than driving time, in or upon any commercial motor vehicle, except time spent resting in a sleeper berth (a berth pertaining to the requirements of Sec. 393.76 of this subchapter);
  V. All time loading or unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded;
  VI. All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle.

•  Screening test - also known as initial test in alcohol testing, it means an analytical procedure to determine whether a driver may have a prohibited concentration of alcohol in his or her system. In controlled substance testing, it means an immunoassay screen to eliminate "negative" urine specimens from further consideration.
•  Substance Abuse Professional. A licensed physician (Medical Doctor or Doctor of Osteopathy); or a licensed or certified psychologist, social worker, or employee assistance professional ; or an addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission, or by the International Certification Reciprocity Consortium/Alcohol & Other Drug Abuse). All must have knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders.

•  Alcohol Prohibitions
  FMCSA regulation (Part 382, Subpart 8) prohibits any alcohol misuse that could affect performance of a safety-sensitive function. This alcohol prohibition includes:
•  use while performing safety-sensitive functions.
•  use during the 4 hours before performinging safety-sensitive functions.
•  reporting for duty or remaining on duty to perform safety-sensitive functions with an alcohol concentration of 0.04 or greater.
•  use of alcohol for up to 8 hours following an accident or until the driver undergoes a post-accident test; or
•   Refusal to take a required test.
  NOTE: Per FMCSA rcgulation, a driver found to have an alcohol concentration of 0.02 or greater but less than 0.04 shall not perform, nor be permitted to perform safety-sensitive functions for at least 24 hours.

•  Drug Prohibitions
  The regulations (Part 382, Subpart 8) prohibit any drug use that could affect the performance of safety-sensitive functions, including:
•  Use of any drug, except when administered to a driver by or under the instructions of a licensed medical practitioner, who has advised the driver that the substance will not affect the driver's ability to safely operate a commercial motor vehicle. (The use of marijuana under Califomia Proposition 215 or the use of any Schedule I drug under Arizona Proposition 200 is not a legitimate medical explanation. Under federal law, the use of marijuana or any Schedule I drug does not have a legitimate medical use in the United States).
•  Testing positive for drugs, or
•   Refusing to take a required test.
  All drivers will inform Exeter Limousine of any therapeutic drug use prior to performing a safety-sensitive function. He/she may be required to present written evidence from a health care professional which describes thc effects such medications may have on the driver's ability to perform his/her tasks.

  Condition of Employment
  A driver applicant, who has refused a drug or alcohol test, failed a random, reasonable suspicion post accident, return to duty, or follow up alcohol test, or tested positive for controlled substances will not be considered for employment with Exeter Limousine.

  Circumstances for Testing
•  Pre-Employment Testing (Sec. 382.301)
  All driver applicants will be required to submit to and pass a urine drug test as a condition of employment. Job applicants, who are denied employment because of a positive test, may reapply for employment after 12 months. Driver applicant drug testing shall follow the collection, chain-of-custody, and responding procedures set forth in 49 CFR Part 40. An employee of Exeter Limousine transferring to a driving position is also subject to and must pass a urine drug test as a condition of the transfer.

  Exeter Limousine must also ensure that no prior employer of the driver has a record of violations of any DOT controlled substance use rule for the driver in the previous 2 years. Exeter Limousine must contact the previous employer's testing program prior to using the driver and obtain the following information:
•  The name and address of the program (usually the driver's prior and/or current employer).
•  Verification that the driver has not had an alcohol test with a breath concentration of .04 or greater in the previous 2 years.
•  Verification that the driver is qualified under this rule, including that the driver has not refused to submit to an alcohol or drug test.
•  Verification the driver has not violated any other DOT agency drug or alcohol testing verification the driver has not had a positive drug test in the previous 2 years.
•  Regulations. •  Verification if the driver did violate any of the drug or alcohol testing regulations, the driver completed the return to duty requirements (including any follow-up tests).

  Reasonable Suspicion Testing (Sec. 382.307)
  If the driver's supervisor or a company manager designated to supervise drivers believes a driver to be under the influence of alcohol or drugs, the driver will be required to undergo a breath test and/or urinalysis. The basis for this decision will be specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the driver. The driver's supervisor or an Exeter Limousine manager will immediately remove the driver from any and all safety-sensitive functions and take the driver or make arrangements for the driver to be taken to a testing facility.

  The person who makes the determination that reasonable suspicion exists to conduct an alcohol test may not administer the alcohol test. Per FMCSA regulations, reasonable suspicion alcohol testing is only authorized if the observations are made during, just preceding, or after the driver is performing a safety sensitive function. Per FMCSA regulation, if the driver tests 0.02 or greater, but less than 0.04 for alcohol the driver will he removed from all safety-sensitive functions, including driving a commercial motor vehicle for at least 24 hours. If an alcohol test is not administered within two hours following a reasonable suspicion determination, the program administrator will prepare and maintain a record stating the reasons why the test was not administered within 2 hours.

  If the test was not administered within 8 hours after a reasonable suspicion determination, all attempts to administer the test shall cease. A record of why the test was not administered must be prepared and maintained. A written record of the observations leading to a controlled substance reasonable suspicion test, signed by the supervisor or an Exeter Limousine manager who made the observation, will be completed within 24 hours of the observed behavior or before the results of the controlled substances test are released, whichever is first.

  A written record of the observations leading to a reasonable suspicion test for alcohol use will be completed and signed by the supervisor who made the observation within 24 hours of the observed behavior. A driver awaiting the results of a reasonable suspicion drug test will be placed in a non-safety sensitive function position.

  Post-Accident Testing (Sec. 382.33)
  Drivers are to notify their immediate supervisor as soon as possible if they are involved in an accident. According to FMCSA regulations (Sec. 382.303), if the accident involved:
•  A fatality.
•  Bodily injury with immediate medical treatment away from the scene and the driver received a citation, or
•  Disabling damage to any motor vehicle requiring tow-away and the driver received a citation.

  The driver will be tested for drugs and alcohol as soon as possible following the accident. The driver must remain readily available for testing. If the driver isn't readily available for alcohol and drug testing, he/she may be deemed as refusing to submit to testing. A driver involved in an accident may not consume alcohol for 8 hours or until testing is completed.

  If the alcohol test is not administered within two hours following the accident the Operations Coordinator will prepare a report and maintain a record stating why the test was not administered within two hours. If the alcohol test is not administered within eight hours following the accident, all attempts to administer the test will cease. A report and record of why the test was not administered will be prepared and maintained.

  The drug test must be administered within 32 hours of the accident. If the test could not be administered within 32 hours, all attempts to test the driver will cease. The Operations Coordinator will prepare and maintain a record stating the reasons why the test was not administered within the allotted time frame.

  Random Testing (Sec. 382.305)
  Exeter Limousine will conduct random testing for all drivers as follows:
•  Exeter Limousine will use a company wide selection process based on a scientifically valid method, prescribed by FMCSA regulations. The managing partner will administer the random testing program, maintaining all pertinent records on random tests administered. At least 10 percent of the company's average number of driver's positions will be tested for alcohol each year. At least 50 percent of the company's average number of driver's positions will be tested for drugs each year.

  The random testing will be spread reasonably throughout the calendar year. All random alcohol and drug tests will be unannounced, with each driver having an equal chance of being tested each time selections are made. A driver may only be tested for alcohol while he/she is performing a safety-sensitive function, just before performing a safety-sensitive function, or just after completing a safety┬Ěsensitive function. Once notified that he/she has been randomly selected for testing, the driver must proceed immediately to the assigned collection site.

  Return to Duty Testing (Sec. 382.3(9)
  After failing an alcohol test, a driver will be terminated. The test result must indicate a breath alcohol concentration of less than 0.02. After testing positive for a controlled substance, a driver will be terminated. The test must indicate a verified negative result for drug use. Upon termination the driver will be provided with Substance Abuse Program information.

  Refusal to Submit
  According to FMCSA regulation 49 e FR Sec. 382.211, a driver may not refuse to submit to a post-accident, random, reasonable suspicion, or follow-up alcohol or controlled substances test required by the regulations. A driver who refuses to submit to such tests may not perform or continue to perform safety-sensitive functions and must be evaluated by a substance abuse professional as if the driver tested positive for drugs or failed an alcohol test. Refusal to submit includes failing to provide adequate breath or urine sample for alcohol or drug testing and any conduct that obstructs the testing process. This includes adulteration or tampering with a urine or breath sample.

  Alcohol Testing Procedures
  Alcohol testing will be conducted at an approved location chosen by Exeter Limousine. Alcohol testing will be conducted by a qualified breath alcohol technician (BAT) according to 49 CFR Part 40 Subpart C procedures. Only products on the conforming products list (approved by the National Highway Traffic Safety Administration (NHTSA) will be utilized for testing under this policy. The testing will be performed in a private setting. Only authorized personnel will have access, and are the only individuals who can see or hear the test results.

  When the driver arrives at the testing site, the breath alcohol technician (BAT) will ask for identification. The driver may ask the technician for identification. The BAT will then explain the testing procedure to the driver. The BAT may only supervise one test at a time, and may not leave the testing site while the test is in progress. A screening test is performed first. The mouthpiece of the evidential breath testing device (EST) used in the test must be sealed before use, and opened in the driver's presence. The driver must blow forcefully into the mouthpiece of the testing device for at least 6 seconds or until an adequate amount of breath has been obtained. Once the test is completed, the BAT must show the driver the results.

  The results may be printed on a form generated by the EBT or may be displayed on the EBT. If the EST does not print results and test information, the BAT is to record the displayed result, test number, testing device, serial number of the testing device, and time on the breath alcohol testing form. If the EST prints results, but not directly onto the form , the BAT must affix the printout to the breath alcohol testing form in the designated space. If the reading is less than 0.02, both the driver and the BAT must sign and date the result form.

  The form will then be confidentially forwarded to Exeter Limousine. If the reading is 0.02 or more, a confirmation test must be performed. An EBT must be used for all confirmation tests. The test must be performed after 15 minutes have elapsed, but within 30 minutes of the first test. The BAT will ask the driver not to eat, drink, belch, or put anything into his/her mouth. These steps are intended to prevent the buildup of mouth alcohol, which could lead to an artificially high result. A new, sealed mouthpiece must be used for the new test. The calibration of the EBT must be checked. All of this must be done in the driver's presence.

  If the results of the confirmation test and screening test are not the same the confirmation test will be used. Refusal to complete and sign the testing form or refusal to provide breath will be considered a failed test, and the driver will be removed from all satety-sensitive functions until the matter is resolved.

  According to FMCSA regulation, the BAT will transmit all results to the employer in a confidential manner. The results will be transmitted via Fax and must be done in a timely fashion so Exeter Limousine can prevent the driver who fails an alcohol test from performing any safety-sensitive functions. If the initial transmission is not in writing, the BAT must send a copy of the driver's breath alcohol testing form as soon as possible.

  Drug Testing Procedures
  Drug testing will be conducted at an approved location chosen by Exeter Limousine. Specimen collection will be conducted in accordance with 49 CFR Part 40, Subpart B, and any applicable state law. The collection procedures have been designed to ensure the security and integrity of the specimen provided by each driver. The procedures will strictly follow federal chain of custody guidelines. A drug testing custody and control form will be used to document the chain of custody from the time the specimen is collected at the testing facility until it is tested at the laboratory. As well as the use of a custody and control form, test preparation includes:

•  Use of a clean, single use specimen bottle that is securely wrapped until filled with specimen.
•  Use of a tamperproof seal system designed in a manner that the specimen bottle can be sealed, revealing any unauthorized tampering (including unauthorized opening of the bottle). The system must allow for identification of the test subject, either by number or some other confidential mechanism.
•  Use of a shipping container for transporting the specimens and associated paperwork which can be sealed and initialed, to prevent undetected tampering.
•  Written procedures and instructions for the collection site person.

  The collection of specimen must be conducted in a suitable location and must contain all necessary personnel, materials, equipment. facilities, and supervision to provide for collection, security, and temporary storage and transportation of the specimen to a certified laboratory. When the driver arrives at the collection site, the collection site employee will ask for identification. The driver may ask the collection site person for identification. The driver will be asked to remove all unnecessary outer garments (coat, jacket) and secure all personal belongings. The driver may keep his/her wallet.

  The driver will then wash and dry his/her hands. After washing hands, the driver must remain in the presence of the collection site person and may not have access to fountains, faucets, soap dispensers, or other materials that could adulterate the specimen. The driver is then instructed to provide his/her specimen in the privacy of a stall, or otherwise partitioned area that allows for privacy. The specimen must consist of at least 45 ml of urine. The sample must then be split in front of the driver into a primary specimen of 30 ml and a second specimen (used as the split) of 15 ml. Both bottles must be shipped in a single shipping container. Within 4 minutes after obtaining the specimen, the collection site person will measure its temperature. The acceptable temperature range is 90 to 100 degrees Fahrenheit.

  The collection site person will also inspect the specimen for color and look for any signs of contamination or tampering. Unusual signs must be noted on the collection form. Whether the specimen is suspected of being tampered with or not, it must be forwarded to the lab for testing. If the collection site person believes the specimen was tampered with, a higher level supervisor of the collection site person, or a designated employer representative, shall review and concur with the collection site person that a second specimen will be collected immediately under the direct observation of a same gender collection site person. The specimen must be kept in the view of the collection site person and driver at all times prior to the specimen being sealed and labeled. The specimen must be sealed and labeled by the collection site person in the presence of the driver.

  The identification label must be placed securely on the bottle and must contain the date, the individual specimen number, and any other identifying infonnation required. The driver must initial the identification label on the specimen bottle, certifying the specimen collected was his/hers. The collection site person must enter all identifying information on the custody and control form. The form must be signed, certifying collection was accomplished in accordance with the instructions provided. The driver must also sign this form indicating the specimen was his/hers.

  Laboratory analysis
  As required by FMCSA regulations, only a laboratory certified by the Department of Health and Human Services (DHSS) to perform urina lysis for the presence of controlled substances will be retained by Exeter Limousine. The laboratory will be required to maintain strict compliance with federally approved chain-or-custody procedures, quality control, maintenance, and scientific analytical methodologies. All specimens are required to undergo an initial screen followed by confirmation of all positive screen results. The confirmation process is done by gas chromatography/mass spectrometry (OC'/MS), revealing a specific, scientific level of drug contained in a collected specimen.

  According to FMCSA regulation, the laboratory must report all test results directly to Exeter Limousine medical review officer (MRO) within an average of 5 working days. All results, positive and negative, must be reported. Only specimens determined by the GC/MS as positive are reported as positive. The MRO is responsible for reviewing and interpreting all positive results. The MRO must determine whether alternate medical explanations could account for the positive test results. The MRO must also give the driver who tested positive an opportunity to discuss the results prior to making a final determination that the test was positive.

  After the decision is made, the MRO must notify Exeter Limousine. If the MRO, after making and documenting all reasonable efforts, is unable to contact a tested driver, the MRO shall contact Exeter Limousine's Safety Coordinator. This company official will arrange for the driver to contact the MRO before going back on duty. The MRO may verify a positive test without having communicated with the driver about the test results if:
•  The driver expressly declines the opportunity to discuss the results of the test.
•  Neither the MRO or employer has been able to make contact with the driver for 14 days, or
•  Within 5 days after a documented contact by the designated company official instructing the driver to contact the MRO, the driver has not done so.

  Split Sample
  As required by FMCSA regulations, the MRO must notify each driver who has tested positive that he/she has 72 hours to request the test of the split specimen. If the driver requests the testing of the split, the MRO must direct (in writing) the lab to provide the split specimen to another certified laboratory for analysis. The driver will pay for the testing of the split specimen. If the analysis of the split specimen fails to reconfirm the presence of the drug(s) or drug metabolite(s) found in the primary specimen, or if the split specimen is unavailable, inadequate for testing, or unstable, the MRO must cancel the test and report the cancellation and the reasons for it to the DOT, Exeter Limousine, and the driver.

  Specimen Retention
  Long term frozen storage will ensure that positive urine specimens will be available for any necessary retest. Exeter Limousine designated drug testing laboratory will retain all confirmed positive specimens for at least 1 year in the original labeled specimen bottle.

  Confidentiality/Record Keeping
  All driver alcohol and controlled substance test records are considered confidential (Sec. 382.40 I). For the purpose of this policy/procedure, confidential record keeping is defined as records maintained in a secure manner, under lock and key, accessible only to the Safety Coordinator. If the Operations Coordinator is unavailable, the General Manager will have access to the alcohol and controlled substance records. Driver alcohol and controlled substance test records will only be released in the following situations:

•  To the driver, upon his/her written request.
•  Upon request of a DOT agency with regulatory authority over Exeter Limousine.
•  Upon request by the United States Secretary of Transportation.
•  Upon request by the National Transportation Safety Board (NTSB) as part of an accident investigation.
•  Upon request by subsequent employers upon receipt of a written request by a covered driver.
•  In a lawsuit, grievance, or other proceeding if it was initiated by or on behalf of the complainant and arising from results of the tests, or
•  Upon written consent by the driver authorizing the release to a specified individual.
  All records will be retained for the time period required in Sec. 382.401.

  Driver Assistance
  Driver Education and Training (Sec. 382.60 1): All drivers will be given information regarding this policy by their supervisor. All drivers will be given a copy of this policy and a copy of the Driver Awareness Training booklet.

  Supervisor Training
  According to FMCSA regulation, all employees of Exeter Limousine designated to supervise drivers will receive training on this program. The training will include at least 60 minutes on alcohol misuse and 60 minutes on drug use. The training content will include the physical, behavioral, speech, and performance indicators of probable alcohol misuse and drug use. The training allows supervisors to determine reasonable suspicion that a driver is under the influence of alcohol or drugs.

  Referral, Evaluation, and Treatment (Sec. 382.605)
  According to FMCSA regulation, a list of substance abuse professionals will be provided to all drivers who fail an alcohol test or test positive for drugs. The Operations Coordinator will be responsible for designating the appropriate substance abuse professional (SAP) who, in conjunction with the driver's physician, will diagnose the problem and recommend treatment.

  The driver will pay for the evaluation by the SAP and any treatment required. According to FMCSA regulations. prior to returning to duty for Exeter Limousine, a driver must be evaluated by an SAP and must complete the treatment recommended by the SAP. Successful completion of a return to duty test and all follow-up tests is mandatory. A driver who fails to complete an evaluation by the SAP, treatment recommended by thc SAP, a return to duty test, or a follow-up test will be terminated.

  According to FMCSA regulation, no person who has failed an alcohol or drug test, or refused to test, will be allowed to perform safety-sensitive functions until the referral, evaluation, and treatment requirements have been complied with. The following company disciplinary measures apply to all reasonable suspicion, post-accident, and random tests.

  Controlled Substance Positive Test Result
  Upon notification that a driver tested positive for a controlled substance, the driver will be given the option of requesting a test of the split sample within 72 hours. If the driver has requested a test of the split sample, the driver will be relieved of performing a safety sensitive function until the results of a split sample test are obtained. If the driver doesn't request a split sample test or the split sample test confirms the initial positive result, the driver will be terminated. If the split sample testing disputed the initial test results or if the initial test results are designated invalid, the driver will be reinstated.

  Refusal to Test
  A driver's refusal to test for alcohol or controlled substances will be considered a positive test result. Adulteration or tampering with a urine or breath sample is considered conduct that obstructs the testing process and will also be considered a refusal to test. A driver whose conduct is considered a refusal to test will be terminated.

  Failed Alcohol Test Result
  Upon notitication that a driver has failed an alcohol test (0.04% BAC or greater), the driver will be terminated. Upon notification that a driver tested 0.02% BAC or greater, but less than 0.04% BAC in initial and confirmatory tests for alcohol, the driver will be sent home for 24 hours. The driver will then be given a return to duty test prior to performing a safety sensitive function.

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  Tobacco Products

The use of smoked tobacco products is not permitted in any Exeter Limousine vehicles. This includes E-cigarettes or any other type of vapor nicotine product. Smokeless tobacco products are not prohibited, but are discouraged in general and always in the presence of clients.

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  Responsibility for Company Equipment and Property

  As an employee, you are responsible for any equipment that has been issued to you or which you may be using. Such equipment or property would include, but is not limited to, computers, cell phones, iPads, cash payments from clients for services performed, etc. Exeter Limousine reserves the right to demand repayment, and/or deduct from the responsible employee's pay, the full replacement amount of the value of any lost or damaged equipment or property such as vehicles.

  Any item considered equipment or property of Exeter Limousine may not be borrowed or in any way utilized by an employee for any purpose without the express permmission of the employee's manager or member of the management team. Any improper use of Exeter Limousine's equipment or property will be subject to disciplinary action, including termination of employment.

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  Acceptable Use of Technology Resources Policy

  When using technology owned by Exeter Limousine, employees are accepting the responsibility of adherence to the policy outlined below. This technology includes iPads, computers, apI's, application software, stored text, data files, electronic mail , local databases, CD ROMS, digitized information, communications technologies and internet access. In general, this requires efficient, ethical and legal utilization of all technology resources.

•  Expectations
  •   Employees will adhere to all items outlined the Employee Handbook under other sections such as Internet Use. Telephone Use, Cell Phone Use, etc.
  •   All users are expected to follow existing copyright laws when applicable.
  •   Although Exeter Limousine is well protected from Internet malware, employees are expected to notify a member of management whenever they come across information, messages, or computer activity that appears inappropriate, dangerous, threatening, or make them feel uncomfortable.
•  Unacceptable Conduct includes, but is not limited to the following:
  •   Using the network for illegal activities, including copyright, license or contract violations, downloading inappropriate materials, viruses. and/or software such as, but not limited to, hacking and host file sharing violations.
  •   Using the network for financial or commercial gain, advertising, or political lobbying.
  •   Accessing or exploring online locations or materials that do not support the employee's job responsibilities.
  •   Vandalizing and/or tampering with equipment, programs, files software, system performance or other components of the network. Use or possession of hacking software is strictly prohibited.
  •   Causing congestions on the network or interfering with the work of others, e.g. chain letters or broadcast messages to lists or individuals.
  •   Intentional wasting of infinite resources, i.e., online time.
  •   Gaining unauthorized access anywhere on the network.
  •   Revealing the home address or phone number of one's self or another person while online.
  •   Invading the privacy of the other individuals.
  •   Using another user's account, password, or allowing another user access to your account, password, or ID.
  •   Coaching, helping, observing or joining any activity which may knowingly jeopardize system security.
  •   Forwarding/disturbing e~mail messages without permission from the author.
  •   Posting anonymous messages or unlawful information on the system.
  •   Engaging in harassment or using objectionable language in public or private messages, e.g., racist, terroristic, abusive, sexually explicit, threating, stalking, bullying, demeaning or slanderous.
  •   Falsifying permission, authorization or identification documents.
  •   Obtaining copies of, or modifying data or passwords belonging to other users.
  •   Knowingly placing a virus on any company equipment [is immediate grounds for termination].
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  Internet Use

Exeter Limousine employees are allowed use of the lnternet and e-mail when necessary to serve our clients and conduct company business. Employees may also use the internet or email for personal use, including social network websites. This consideration is a privilege that can be denied at will if such use becomes overly excessive, disruptive to the employee's job performance, or compromises system security. Employees are expected to use strong discretion when engaging in these activities and will be held responsible for any damage which may occur such as viral attacks.

  In furtherance, use of the Internet must not disrupt operation of the company computer systems. Employees are responsible for using the Internet in a manner that is ethical and lawful. Internet messages are public and not private. Exeter Limousine reserves the right to access and monitor all files and messages on its systems.

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  Soliciting New Business

  Employees who bring new clients to the company may fully expect compensation in some capacity commensurate with the value of the new business, and such matters are evaluated on a case by case basis. Please discuss this with John Moss if you have any questions. Do note it is against company policy to solicit street business at DFW International Airport, as well as anywhere in the limits of the City of Dallas. If you have any questions regarding the City of Dallas or DFW International Airport rules and regulations, please talk with the dispatcher on duty. It is required that all chauffeurs read and follow the DFW International Airport Rules and Regulations. Please ask the dispatch team for a copy to review when needed.

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  Farm-Out Company Policy

  Exeter Limousine has established relationships with other limousine companies and vendors, and will continue to maintain these relationships as well as add new ones. It is acceptable for the company to do business with these other companies. However, Exeter Limousine will not tolerate any sort of individual payback for promoting the relationship with a particular company. Any employee who participates in using or pushing the use of a farm out company or other vendor in exchange for any gain (financial or non-financial) will be terminated immediately.

  This consideration does not include gifts from these companies or vendors. A farm-out company, vendor or client who wishes to thank the entire company for our business is permitted to provide any company-wide gesture of appreciation they may wish to give. Gifts sent privately and directly to managers and partners must be shared with all employees.

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  Exeter Limousine does not discriminate in the wages paid between employees of race, sex, gender, color, age, marital status, disability, status of sexual orientation or national origin. However, Exeter Limousine does reserve the right to pay a vari ation of rates for employees in the classification of work based upon a difference of experience, academic background, length of service, substantial difference in the duties or the services performed, as well as difference in the shift or time of day hours are worked.

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  Accurately recording time worked is the responsibility of every employee. Time worked is the time actually spent on a job(s) performing assigned duties. Exeter Limousine does not pay for cxtended breaks or time spent on personal matters. Some employees may be using time as a basis for compensation, such as hourly runs in a vehicle. Your supervisor will review the process and procedures with you.

  Any employee who attempts to falsify or othwerwise tamper with time records, or records of time on another team member's time record will be subject to disciplinary action, including termination of employment. Authorized personnel will review time records each week. Any changes to an employee's time record must be approved by his/her manager. Questions regarding the methods used to calculate compensatory time for worked performed should be directed to the Office Manager.

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  All employees are paid weekly on Friday. Checks may be picked up any time after 1 PM. In the event that a regularly scheduled payday falls on a holiday, employees will receive pay on the day prior to the holiday. Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization. Also, Exeter Limousine does not offer payroll advances.

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  Exeter Limousine as of this writing is evaluating it's benefits program and instituting necessary considerations to comply with the Affordable Care Act. Please consult with your immediate supervisor concerning the status of the program.

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  Paycheck Deductions

  With each paycheck, all employees receive a statement showing gross pay, deductions, net pay, and for chauffeurs, a listing of all trips performed during the period. All deductions denoting federal income taxes, social security, unemployment taxes, medicare withholding, and matching programs as required by law and other employee/company contributions or court-ordered deductions will be made without authorization by the employee. Exeter Limousine may also withhold from your paycheck any amount owed to the company, as you may incur during the course of client handling.

  If an employee is terminated and owes the company money for accident/deductible reimbursements, phone charges, equipment charges or any other item, the outstanding amount will be deducted from the final paycheck.

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  Exeter Limousine observes the following paid holidays per year for all exempt employees:
•  New Year's Day
•  Memorial Day
•  Independence Day
•  Labor Day
•  Thanksgiving Day
•  Christmas Day

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  Jury Duty/Military Leave

  Employees will be granted 3 days off to serve on a jury or military leave with pay. A copy of the jury duty summons and all other associated paperwork are required for the personnel file.

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  Client Relations

  The most important rule in working with clients is courtesy, especially in what we do. Basic manners such as "thank you", "yes sir", "yes ma'am", "you're welcome", etc. are common courtesies extended at all times. Calling or addressing clients using the connotations of boss, buddy, pal, etc. is flat out rude and an excellent way to get yourself 86'd from picking them up again. In a business of whatever capacity, you always find yourself serving others and we are absolutely in the business of polish & manners.

  Another important rule is to be judicious in the use of the client's name. Always use last names unless a client prefers you do otherwise. This is very common with VIP's and persons with whom you have repeated contact. Also, you should always extend your hand to ladies exiting a vehicle, unless you 'can just tell' they would be annoyed by that. Always anticipate opportunities to avail yourself, especially to help carry excess baggage you aren't already pulling. Nine times out of ten, people will insist on helping.

  Nonetheless, you should always display a willingness to go above and beyond the call of duty with clients. When delivering persons to their residences, make it a point to take their bags to the door, preferably dropping inside the door. If they are elderly, you should ask if they need further assistance moving them inside the house. This is an excellent way to earn extra tips!

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  Privacy and Confidentiality

This topic is covered in an earlier section of the employee manual but deserves repeating because of its extreme importance. Our clients entrust us with important information relating to our association with them. Clients may also havc discussions over the telephone or in person. You may be involved in the conversation or you may simply overhear it. In both situations, this information and conversations are extremely confidential.

  In safeguarding the information received, Exeter Limousine earns the respect and further trust of our clients. Your employment includes the obligation for you to maintain confidentiality even aftcr you leave our employment. Please respect the privacy of Exeter Limousine employees. Do not give out personal information such as home phone numbers or addresses or anything that is not applicable to the needs of our business. If you are ever approached by a member of the media with questions about the business of Exeter Limousine, you must refer the person to the managing partner.

  Also, all employees are required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and possibly even legal action, even if they do not actually benefit from the disclosed information.

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  Appearance and Uniform

  Chauffeur appearance must be professional as a matter of respect to our clients and in keeping with Exeter Limousine's image. Chauffeurs are to be neat and clean in appearance and suitably groomed. Tattoos and body art must be completely covered while on duty. Chauffeurs have contact face to face contact with clients and are under public scrutiny; therefore personal hygiene, cleanliness and a neat appearance are essential. These factors are critical in winning the confidence of our clients and those with whom we come into contact.

  Therefore, personal hygiene (clean hands and fingernails; body cleanliness; well-groomed, appropriately cut and maintained hair, all must receive careful attention, and are conditions of employment. Daily shaves for men and/or well-maintained beards and mustaches are acceptable. The standard Exeter Limousine chauffeur uniform is black suit pants, white collared dress shirt, tie, black shoes and black Exeter logo vest. A suit jacket may be worn at the chauffuer's option, and may be required with some of our affiliates. During very warm weather, the suit requirement as may be required for some affiliates is overruled.

  The vested driver attire is for both men and women, however women may at their option choose equally professional attire such as black dress at their discretion. Chauffeurs may wear minimum conservative jewelry, and for all chauffeurs, any body piercing, such as nose, lip eyebrow, and tongue are strictly prohibited. Uniforms, including shoes, are to be kept clean and pressed, polished, neat and in good repair. Management reserves the right to make requests regarding attire at any time, and may ask you to make adjustments to insure you meet requirements as well as the expectations of our clients.

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  As stated earlier, Exeter Limousine expects that every employee will be regular and punctual in attendance. This means being in the office or in vehicle, ready to work, at their scheduled starting time each day. Absenteeism and tardiness places a burden on other employees and the company overall. A bit more detail on this for chauffeurs.

  Clients do not accept tardiness and neither do we! Chauffeurs must always speak with dispatch or electronically check-in with the office at minimum one hour prior to your first pick-up of the day. The general rule is if you are not 10 minutes early to your pick-up, you are late.

  If you are meeting a private aircraft or driving a bus, late is not being 30 minutes early as these clients are almost always the least tolerant of tardiness. Also, in the case of private aircraft, we are always charging hourly for your time. Always be 10 - 15 minutes early unless it is impossible to do so because of a delay from a previous trip, etc. Many jobs allow one to be late to work from time to time and it has no immediate impact on anyone or anything. This is not one of those jobs. Unexplained absences or being late for any reason (getting a late start, getting caught in traffic, a client delay) causes the dispatch team to panic and potential dissatisfaction to our clients.

  Failure to observe these rules will seriously impair the value of our combined efforts and are the number one reason companies in our industry lose business. Always plan ahead as best you can, make dispatch aware immediately if you are running into a situation, and remember, your job, our company, everyone you work with, totally depend on your punctuality!

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  Chauffeurs may never smoke in the presence of a client or in any company vehicle. Persons who smoke should be cognizant that non-smokers in many cases can smell the 'stench' of cigarette on you, and some can be outright militant about it. You should make strong effort to smoke in such a way as to keep the resinated smoke off of your clothing, and to use breath-freshening gums or mints.

  Clients, can, have, and will, openly complain about you in some cases, and if so, we will have to avoid sending you to pick them up. This type of burden is very difficult on dispatch, and once you have been 86'd by three clients or more, obviously we will have little choice but to reconsider your employment with us. Be judicious and smart when smoking while on the job.

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  Cell Phones

  Exeter currently has no restrictions on cell phone use, as these units are already yours. Always use great caution while driving when using a cell phone, and under very few circumstances is it ever allowed that you use a cellphone with a client in the car. Taking personal calls with a client in the car is strictly forbidden.

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  General Duties and Responsibilities

•  Always be either up and moving or otherwise ready for work such to allow sufficient time to make sure your car is clean & fueled, and that you are dressed appropriately with sufficient time to allow you to properly arrive on time as outlined above.
•  If your first scheduled pick-up is prior to 9:00 a.m., you must call the office or electronically check in one hour before your first pick-up. This notifies the dispatcher on duty that you are on the job and ready to begin your day.
•  Maintain good communication with dispatch. Call no later than 8:00 p.m. for the information regarding the next day's work.
•  Always review each trip's information prior to performing it. (Obviously this excludes runs on the fly) Check over all the important issues such as:
1)  Complete client name ("Passenger")
•  Account type and whether the trip is to be billed to determine if the chauffeur is to collect for the trip, check for rate and expected method of payment.
2)  Driver info to ensure the trip was intended for you.
3)  Vehicle type !IMPORTANT! - please make note of this as you may need to return to the office for a different vehicle.
4)  Number of passengers to insure the chauffeur will know to allow for more than one person in the vehicle, although this number is not always correct.
5)  Trip sheet notes for any special instructions regarding a specific client and/or passenger
6)  Pick-up date and time
7)  Routing infonnation for a quick overvIew of the actual trip and any pertinent phone numbers.

  Never hesitate to ask the dispatcher on duty if you are unsure about anything on the trip sheet. It's always better to be sure and feel confident in your performance before each and every client. Knowing where you are going, what the payment arrangements are, etc. will only enhance your ability to provide the excellence in service our clients expect from Exeter Limousine.

•  When picking up at an office, residence, hotel or other point that does not involve a private aircraft arrival, position the vehicle in the appropriate place at least 10 minutes before the scheduled pick-up time. The exception to this is when the chauffeur is driving a bus. In this situation, arrive at leasdt 20 minutes before the scheduled pick-up time. When meeting a private aircraft, position the vehicle in the appropriate place at least 30 minutes before the scheduled pick-up time. Be aware that when meeting an aircraft, both commercial and private, that flights can be extremely late or early - or cancelled. Always call ahead and ask the dispatcher on duty to get an update from the airline. With regard to protocol when picking up at a residence, it is best to wait by the vehicle in the specified pick-up location until the party opens the door to their home. Do not knock on the door or ring the doorbell. If 5 minutes has expired beyond the scheduled pick-up time, you are free to contact the client or knock on the door. Avoid knocking on doors very early in the mornings. Always notify dispatch if you have not made initial contact 15 minutes after the scheduled pick-up time. Never hesitate to call the office and ask for instructions.
•  Always introduce yourself to the c1ient. A greeting such as "Good Morning/Afternoon/Evening Mr./Mrs./Ms. _____ is appropriate.
•  Do not initiate conversation. It is generally best to speak only when spoken to and to keep answers short and polite. Some clients enjoy getting into detailed conversations with their driver, and if this is the case, certainlky feel free to do so.
•  Upon opening the door and insuring the client is seated, check that any coats, dresses or skirts are removed completely from the vehicle door jam.
•  A chauffeur on hourly or as directed is to remain with the client at all times. If released for food, the chauffeur is to stay in close proximity (5 miles or less).
•  Whenever your clients exit a vehicle, clean out any trash, straighten the newspaper, and insure the vehicle is presentable to Exeter Limousine standards. When clients exit and the trip is terminated, look through the vehicle for cameras, cell phones, etc. that may have been left by the client. If an item is found, please notify dispatch immediatcly and turn the item into dispatch or a company manager as soon as possible so that the item may be returned to the owner. Any items found except alcoholic beverages that are not claimed within 90 days will be returned to the finder.
•  When the vehicle is returned, please ensure it is full of fuel.
•  With cash runs, always turn in the entire amount due.
•  Never accept a check as payment without prior approval from the dispatcher on duty.

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  Work Schedule

  Because of the nature of the ground transportation industry, it is important to understand that we frequently go through cycles of extreme busy to extreme slow. Some periods of the year tend to cause dips in our business, such as holidays and some of the surrounding days. Other times, the amount of business can be overwhelming due to a convention in town, sporting event, etc. It is expected that a chauffeur be as flexible and available as possible as some days will be extremely busy and hectic while others are calm and slow.

  Since chauffeurs derive their income from the actual act of transporting a paying client to their destination (you are paid by the trip), the more one works the more one earns. Chauffeurs who are unwilling to be part of a hard working team generally do not do well in this business. The relationship between a chauffeur and dispatcher is a partnership. It is helpful to understand the basics of this partnership.

•  Dispatchers will be most willing to help with requests for time off for those most willing to help cover trips. Many days, the day may start off slowly and finish by being a day of excellent earnings. The nature of our business has evolved to one in which clients request more same day service than in years past. As the day progresses, dispatch may have more and more trips to cover. To stay in the best possible standing with the dispatch team, a chauffeur must be willing to be flexible and helpful. Dispatch will return this excellent attitude with an attitude of flexibility and helpfulness to the chauffeur.
•  It is human nature to gravitate toward the path of least resistance. Dispatch will often give the most work - and the best work - to employees who will probably accept jobs without complaint. Everyone prefers a pleasant, team-oriented co-worker and no one enjoys working with a complainer.

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  Scheduling Time Off

  Every employee has personal matters to tend to and needs time away from work to address these matters or simply to relax and recreate. Exeter Limousine understands this and will do our best to accommodate your request. However, it is in an employee's best interest to provide as much notice as possible when needed specific days and/or times off the schedule. Please provide notice of three days in advance so dispatch can plan ahead. Please remember that the main goal of our company is to take care of our clients - or no one has any earnings.

  With that in mind, whether it be for just a few hours or a day or two off, please give sufficient notice. If you are requesting vacation time, it is always best to give notice several weeks in advance. If you are sick, it is best to follow the "Golden Rule" and do unto dispatch as you would have them do unto you. No one wants to find out at 8:00 a.m. that you are too sick to make a 9:00 a.m. pick-up. Please do your best to provide as much notice as possible.

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  Use of Company Vehicles

  Chauffeurs are not to use company vehicles for personal or non-company purposes without prior approval of the dispatcher on duty or the General Manager. Violations shall be considered cause for disciplinary action.

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  License and Permits

  Every chauffeur is responsible for keeping his/her Texas driver's license and City of Dallas/DFW International Airport permits valid. Chauffeurs cannot work if license and permits are not current and in good standing with the above authorities. Exeter Limousine reserves the right to receive periodic updates of each chauffeur's driving record in order to keep insurance costs and contractual constraints within insurance company guidelines.

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  Clients and Alcohol Use

  Clients may consume alcohol in our vehicles. They must purchase or otherwise acquire it, transport and place the alcohol in the vehicle. Chauffeurs may not, under any circumstances, purchase any alcoholic beverages for a client. Per State Law, it is illegal for a chauffeur to purchase alcohol for a client. In addition, minors may not consume alcohol in any company vehicle, regardless of whether an adult is present. Per State Law, it is illegal for a chauffeur to allow minors to consume alcohol in any Exeter Limousine vehicle under any circumstances. As a licensed driver of a commercially operated vehicle, you can be held liable under state law if you knowingly allow this activity in your assigned vehicle.

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  In the event of an accident involving another vehicle and an Exeter Limousine vehicle, it is the chauffeur's responsibility to verify that everyone is okay. If injuries are present, call 911 immediately. Next the chauffeur is to call the dispatcher and/or fleet manager and follow instructions given by the dispatcher and/or fleet manager. If the authorities have been called, the chauffeur should always wait for the police to arrive and ask the officer on the scene to take a report. The chauffeur is to take pictures of the accident with their cell phone camera or tablet. Please obtain the following information from all other drivers involved:
•  Name
•  Home and business address
•  Home, cell and business phone numbers
•  Driver's license number
•  Insurance information (company and agent name, phone. and policy numbers)
•  Vehicle make, model, year and color
•  Description of damage
•  License tag number
•  Witness names, addresses and phone numbers if available
•  Any claimed or apparent injuries to any person involved
•  After gathering the above list of information, turn in all accident information and pictures to the office.
•  If the chauffeur is at fault without sufficient causal effect, he/she may be held responsible for the deductible, which is currently $1,000.

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  Client-Caused Damages to Vehicles

  The chauffeur is responsible for inspection of the vehicle upon final drop-off of each run. Any damages or missing items caused by the client must be reported to the office from the inspection site and time. It is very important for billing purposes to have this information prior to final billing. The chauffeur may be held responsible for any unreported damages. Management will oversee any contact with the client from the point in which the damage is reported by the chauffeur.

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  “Source Unknown” Damages

  The chauffeur is responsible for exercising good judgment and reasonable care in order to prevent damages to company vehicles. Whenever possible, the chauffeur should not leave the vehicle unattended. Please park the vehicle in the safest possible location to avoid damage from other vehicle doors or vandals. If company property such as a vehicle is damaged while in the chauffeur's care, and the source of the damage is unknown, please notify the office immediately to determine the proper course of action.

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  Safe Driving Practices

  Chauffeurs must observe and follow all state and federal motor vehicles laws and regulations. Exeter Limousine will not be responsible for traffic violations or parking tickets. Moving violations shall be reviewed relative to the chauffeur's overall driving record and may result in disciplinary action. Do not accelerate or brake abruptly or make frequent lane or speed changes, especially when a client is in the vehicle. Speed should be controlled to go with the flow of traffic - as long as traffic is going within the posted speed limits. Cornering must be well controlled, neither excessively sharp nor protracted, and proper following distances must be maintained always.

  At all times, the driving of the chauffeur must never be alarming to the client. The Bottom Line - drive as smoothly as possible. Make a conscious effort to accelerate, corner and brake as would be expected of a professional chauffeur. One issue that draws frequent complaints from clients about bad driving is the “on again - off again” style of driving; i.e. on & off the gas pedal in a noticeable manner, and or repeated hard braking followed by non-smooth, unecessarily heavy acceleration. This type of driving is incredibly annoying to clients and drivers who drive in such a manner will be trained on how to appropriately drive a limousine. If the practice continues and particularly if a client complains about it or asks us not to send the driver again, the driver will be terminated. Please be considerate and drive as smoothly as possible.

  Additional issues concerning the safety and overall operation of company vehicles are:
•  Always curb the wheels and set the parking brake when parking on an incline.
•   Plan ahead for each trip. Know the primary route to your pick-up(s), as well as to your destination(s). While some clients may like to converse with you on the way to their destination, remain aware of your progress, so that you may be properly positioned to make your turns, etc.
•  Check the vehicle for overall cleanliness. The exterior and interior should be as clean as possible for our clients as it is a level of professionalism and luxury they pay a premium for, and Exeter Limousine takes this very seriously. Inspect the trunk, any ashtrays and other compartments to be sure of their cleanliness. As a company rule and a courtesy to the next chauffeur driving the vehicle, please repeat the inspection process when you are finished with the vehicle. Never leave any of your own trash in a vehicle! For information regarding the washing of vehicles, please talk with dispatch.

  Maintainance of all company vehicles is the responsibility of Exeter Limousine. This stated, the office depends on every chauffeur to assist in notifying dispatch whenever any repairs or servicing of thc vehicles is required. If a vehicle needs to be towed, or other assistance may be required, the chauffeur must first notify the office and receive approval. The dispatcher on duty will usually order any such service. Payment to the chosen vendor will be made by Exeter Limousine.

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  The position of chauffeur is paid by the trip, and driver wages may vary based on tenure or overall industry experience. On the first day of employment, a Managing Partner will provide the new chauffeur with a chauffeur wage scale. This scale will explain how and how much each trip pays.

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  Tip Reporting

  Internal Revenue Service law states that employees must report tips and pay tax on all tips. Exeter Limousine is not responsible for reporting any tips received directly by any employee. Exeter Limousine is responsible for reporting the gratuities billed or charged which come through and are handled by the company office.

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  Handheld Devices & Driving

  Exeter Limousine expects all chauffeurs (both CDL and Class "C') to adhere to the following regulation. Any infraction may result in disciplinary action, including termination of employment.

  Pursuant to final ruling by the U.S. Department of Transportation, FMCSA and PIMSA, the new regulation strictly prohibits texting and the use of any handheld devices such as as cell phone, iPads, and tablets while driving. Drivers who violate the restriction can face federal civil penalties of up to $2.750.00. for each offense, as well as disqualification from operating a commercial motor vehicle for multiple offenses. Additionally, states will suspend an offender's commercial license after two or more serious traffic violations where such activity is identified as the cause of the offense.

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  Mapscos are no longer required by Exeter Limousine chauffeurs who possess smart phones. Otherwise, chauffeurs will be expected to purchase and maintain Dallas and Fort Worth Mapscos. These mapscos must be no older than 2 years to insure the information is current.

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  Ramp Driving

  Remember! Aircraft always have the right of way on a tarmac. The maximum speed limit on other marked/unmarked tarmac roadways is 15 mph. The maximum speed limit in the vicinity of aircraft is 5 mph. Never exceed this speed limit. Always follow a guide person when arriving, and do exactly as the guide person asks. At night, angle vehicles to avoid directing headlights at aircraft cockpits. Operate vehicles as if on a roadway. Use turn signals. The AOA fence has a clear zone of 4 feet. No vehicles may be parked, items stacked, snow piled, etc., within 4 feet of the fence. No vehicle may be operated anywhere on the airport:

•  In a careless or negligent manner.
•  Without caution at a speed or in a manner which could endanger persons or property.
•  While the driver is under the influence of intoxicating liquor or any controlled substance.
•  If a vehicle is equipped or loaded in a manner which could endanger persons or property.

  Exercise extreme caution when operating vehicles or equipment in the vicinity of aircraft. Dangers, such as hot exhaust, spinning propellers, jet exhausts, and jet intakes can pose a serious threat to your safety. Do not drive under aircraft unless your job requires it and you can do so safely. When in doubt, ask for assistance. Yield the right of way to large vehicles. Fuel trucks arc much wider, longer and taller than an average vehicle. They are more difficult to stop and may have restricted visibility. Because they are carrying a large volume of liquid, stopping quickly makes it impossible.

  ALWAYS YIELD THE RIGHT OF WAY TO FUEL VEHICLES. When operating near a running aircraft, remain mindful of the hazards of jet blast, prop wash, propellers, and engine intakes. Each of these can injure or kill an individual in an instant. To ensure safety when backing a vehicle or operating in close proximity to aircraft, always be attentive to ground personnel who are there to guide you. When driving at night, it can sometimes be more difficult to remain oriented on the tarmac. If there is any doubt as to where you are, STOP, determine where you need to be and if you can't, utilize your vehicle light-flashers and wait for help. If you see or are involved in an accident, notify dispatch.

  Do not interfere with emergency vehicles or personnel. If you are involved in an accident on or near the runways/taxiways, do not leave the aircraft parking ramp. Company vehicles are not authorized to operate on runways unless escorted by Airport Operations. FOREIGN OBJECTS (FOD): Rocks, trash and debris can cause serious damage to aircraft engines and tires. Keep your trash in a covered container. If you see debris on the ramp, regardless of it's origin, pick it up. If you see something in an area where you are not authorized to enter, notify Airport Operations.

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  Employees who have been issued company iPads or other tablets must comply at all times with the policies outlined below. In addition, employees must comply with all items outlined elsewhere in this manual regarding the use of company electronic devices and property. Willful failure to comply may result in disciplinary action, including termination of the employee's rights of possession as well as possible termination of employment.

  Loss Or Damage

  If an electronic device is damaged, lost or stolen, the employee is responsible for the reasonable cost of repair or replacement costs on the date of loss. Loss by theft of the property must be immediately reported to management. Chauffeurs are not responsible for reasonable wear & tear as occurs with these devices, but are nonetheless expected to make good effort to keep them in good condition. Employees will be held liable for damages to devices where it is obvious an unusual amount of destruction to any device is the result of repeated mishandling.

  If repairs are needed, they will be performed by certified repair centers and costs will be determined by the service center to cover both the necessary parts and labor. All repairs and replacements will be handled by the appropriate Exeter Limousine staff. In-house repairs for very minor problems will be handled by Exeter Limousine management.

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  Terms Of Possession

  The employee's right to use and possess company electronic devices ends no later than the last day of employment. Exeter Limousine may confiscate devices earlier where necessary.

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  Failure to return electronic devices in a timely manner will be considered unlawful appropriation of Exeter Limousine property. The cost of replacement of any device not returned will be deducted from employee's final paycheck.

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  Internet Safety

  Internet use is outlined in an earlier section of this Employee Manual. These rules apply to all company equipment and internet usage, including handheld electronic devices. Exeter Limousine may block inappropriate sites by using web content blocking software. An employee is in violation of Company policy if he/she accesses blocked sites through proxies or deactivates or bypasses any security software or settings. Violation of company policy will result in immediate disciplinary action, including termination of employment.

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  Inappropriate Content

•  Accessing inappropriate content is not allowed on any Exeter Limousine computer or handheld electronic device.
•  Presence of pornographic or other sexual material, inappropriate language, drug and other related symbols or pictures on electronic devices willy result in disciplinary action, including termination of employment.

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  Deleting Files

  Employees should not delete any apps that they did not create or that they do not recognize. Refer to dispatch if you have any questions about any particular app.

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  Music, Games And Programs

•  Music and games may not be downloaded or streamed over the internet. This may be a violation of copyright laws.
•  Software or applications may not be loaded on the system unless it is approved.

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  No Loaning Or Borrowing

•  Do not loan electronic devices or other equipment to anyone, including other employees.
•  Do not borrow electronic devices from another employee.
•  Do not share passwords or usernames with others.

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  Unauthorized Access

Access to another person's account or Galaxy tablet without consent or knowledge is considered hacking and is subject to disciplinary action including suspension or termination of employment.

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  Data Plan

If a chauffeur exceeds allowable gigabytes of data, the chauffeur will be responsible for any additional charges.

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  General Guidelines

•  Employees may have access to company approved files of electronic media and communication which is in support of the long term goals and objectives of the company.
•  Employees are responsible for the ethical use of electronic devices and other online services at Exeter Limousine.
•  All policies and restrictions of the Provider Services must be followed.
•  Access to online services is a privilege and not a right. Every chauffeur will be required to sign an Electronic devices agreement and adhere to the policies outlined here in order to be granted access to the network and online services.
•  The use of any online services at Exeter Limousine must be in support of the Employee's job functions and responsibilities.
•  Transmission of any material which is in violation of any federal or state law is prohibited. This includes, but is not limited to: confidential information, copyrighted material, threatening or obscene material, and computer viruses.
•  Any attempt to alter data, the configuration of a device, or files of another user without the consent of the individual, Management or technology staff member will be considered an act of vandalism and subject to disciplinary action, including termination of employment.

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  Network Etiquette

•  Be polite.
•  Use appropriate language.
•  Do not reveal personal data, e.g., home address or phone numbers for yourself or other people.
•  Be tolerant. Remember that others users of the online services and networks may be individuals whose culture, language, and humor have different points of reference from your own.

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•  E-Mail should be used for business or administrative purposes only.
•  E-Mail transmissions, stored data, transmitted data, or any other use of the online services by employees or other users shall not be considered confidential and may be monitored at any time by designated staff to ensure appropriate use.
•  All e-mail and all contents are property of Exeter Limousine.

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•  The Employee in whose name a system account and/or Electronic Device is issued will be responsible at all times for its appropriate care and use.
•  Non-compliance with the Electronic Devices Policies as well as other sections of the Employee Manual may result in suspension or termination of technology privileges and disciplinary actions, including termination. Use or possession of hacking software is strictly prohibited and violations may result in loss of technology privileges and disciplinary action. Violation of state or federal law including the Texas Penal Code, Computer Crimes, and Chapter 33 will result in criminal prosecution or disciplinary action by Exeter Limousine.
•  Electronic mail, network usage, and all stored files shall not be considered confidential and may be monitored at any time by Management staff to ensure appropriate use.
•  Exeter Limousine cooperates fully with local, state or federal officials in any investigation concerning or relating to violations of computer crime laws. Contents of Cellular and network communications are governed by the TCXHS Open Records Act; proper authorities will be given access when requested to their content.

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The following forms are to be printed and signed, then given to your immediate manager or supervisor. These forms are individual acknowledgements of topics covered in this manual. Each form simply states that you have read and understand the material, and that you agree to comply with the provisions contained in this manual. If you have any questions regarding the forms, please consult with any managing partner. Note also that many of the provisions are specific legal requirements imposed upon us by governing agencies, which must be agreed to in writing in order for us to be allowed to hire you.


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  Employee Handbook Acknowledgement Form

Click here to view & print the Employee Handbook Acknowledgement Form.

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  Drug and Alcohol Acknowledgement Form

Click here to view & print the Drug and Alcohol Acknowledgement Form.

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  Vacation Acknowledgement Form

Click here to view & print the Vacation Acknowledgement Form.

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  Ground Transportation Solicitation Acknowledgement Form

Click here to view & print the Ground Transportation Solicitation Acknowledgement Form.

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  Confidentiality, Nondisclosure and Nonsolicitation Form

Click here to view & print the Confidentiality, Nondisclosure and Nonsolicitation Form.

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  Equal Employment and Workplace Violence Form

Click here to view & print the Equal Employment and Workplace Violence Form.

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  iPad & Electronic Devices Use Acknowledgement Form

Click here to view & print the iPad & Electronic Devices Use Acknowledgement Form.

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