At Simonian Rugs, our company policies are here to guide and protect every member of our team. Think of them as the playbook that helps us work together smoothly, create a safe and respectful environment, and deliver the outstanding service our customers expect.
Policies aren’t just rules—they’re the standards and expectations that keep our workplace running fairly, safely, and efficiently. They help ensure everyone knows what’s expected, how to handle different situations, and how to resolve issues if they come up. Our policies are designed to protect you, your teammates, our customers, and the company as a whole.
Take the time to read and understand our policies. If you ever have questions or need clarification, don’t hesitate to ask. Our policies are here to support you and help us all succeed—together.
This Employee Policies Handbook contains only general information and guidelines. It is not intended to address all possible applications of, or expectations to, the general policies and procedures described. If you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to your supervisor.
Neither this handbook nor any other company document confers any contractual right, either expressed or implied, to remain in the company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will, with or without cause and without prior notice, by the company, or you may resign for any reason at any time.
This Employee Policies Handbook contains only general information and guidelines. It is not intended to address all possible applications of, or expectations to, the general policies and procedures described. If you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to your supervisor.
Neither this handbook nor any other company document confers any contractual right, either expressed or implied, to remain in the company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will, with or without cause and without prior notice, by the company, or you may resign for any reason at any time.
Employee Acknowledgement
I understand and agree that it is my responsibility to read fully, understand the policies, and follow the policies set forth in the handbook. I acknowledge that if I have any questions, comments, or concerns related to my employment, I am encouraged to discuss any matters with the leadership team.
I agree that the language in this handbook does not create and cannot be construed as an employment contract between ZAVR Inc. DBA Simonian Rug Cleaners and myself for a definite period. My employment is “at will” and can be terminated with or without cause, for any reason or no reason, and with or without notice, at any time by me or by the company. I understand that the company reserves the right to make unilateral changes in the policies, procedures and benefits at any time with or without notice to me.
If you agree, click Next.
If you do not agree, please consult with your hiring manager before continuing.
At Will Employment
Your employment with ZAVR Inc. is at will. This means your employment is for an indefinite period of time and it is subject to termination by you or ZAVR Inc., with or without cause, with or without notice, and at any time. Nothing in this policy or any other policy of ZAVR Inc. shall be interpreted to be in conflict with or to eliminate or modify in any way, the at will employment status of ZAVR Inc.'s employees.
The at will employment status may be modified only in a written employment agreement with you which is signed by Austin Reinders, President of ZAVR Inc..
Equal employment opportunity
ZAVR Inc., provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Pursuant to the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) and state law, Northwestern University will reasonably accommodate employees with disabilities and pregnant employees, as defined by law. Failure to reasonably accommodate employees with disabilities and pregnant employees is a violation of federal and/or state law as well as University policy.
To ensure that an employee with a disability can perform or continue to perform (if the disability occurs after employment) their job responsibilities, a reasonable accommodation by ZAVR Inc. may include, but is not limited to, the purchase of special equipment, changing the physical layout of the workplace, restructuring job responsibilities and duties and modifying the work schedule.
To ensure that a pregnant employee can continue to perform her job responsibilities, a reasonable accommodation by ZAVR Inc. may include, but is not limited to, more frequent breaks, private non-bathroom space for expressing breast milk, light duty, restructuring job responsibilities and duties, and modifying the work schedule.
Even though the employee provides input concerning the accommodation process, ZAVR Inc. will determine what constitutes a reasonable accommodation on a case-by-case basis and reserves the right to request additional independent medical examinations, evaluations or other appropriate information at the University's expense.
Medical information is treated as confidential and will be shared with University administrators only on a need to know basis. ZAVR Inc.will not provide accommodations without appropriate documentation.
In limited instances, a requested accommodation may pose an "undue hardship" on the company which prevents the accommodation from being offered. The determination of whether an accommodation creates an "undue hardship" is contingent upon a number of variables and is made by the Office of Equity. Supervisors must contact the Office of Equity before disciplining, transferring, terminating or relieving an employee of job responsibilities due to disability or pregnancy.
Request an Employee Accommodation speak with your supervisor.
At Simonian Rugs, we want to ensure that every team member is set up for success from day one. To maintain our high standards of service, safety, and professionalism, we have eligibility requirements for each position. These requirements help us make sure every team member is qualified, prepared, and able to contribute to our company’s mission and values.
To be eligible for employment at Simonian Rugs, all candidates must:
If you have questions about eligibility for a specific position, please reach out to your manager or Human Resources for clarification.
At Simonian Rugs, we’re committed to investing in our people and supporting your growth. Our internal hiring process is designed to help you advance your career, develop new skills, and gain valuable experience—all while contributing to our shared success.
This policy explains how we approach internal recruitment and internal mobility, ensuring every opportunity is fair, transparent, and focused on what’s best for our team and company.
Managers at Simonian Rugs play a key role in supporting internal growth:
Our goal is to recognize your skills and hard work, and to make sure you have every opportunity to learn, grow, and succeed at Simonian Rugs. We believe that open, frequent conversations about career development benefit everyone—our team, our customers, and our company as a whole.
If you have questions about internal opportunities or want guidance on your next career step, reach out to your manager or HR. We’re here to help you succeed!
Employment of Relatives Policy
At Simonian Rugs, we value fairness, professionalism, and a positive work environment for all team members. To avoid potential conflicts of interest, claims of favoritism, or morale issues, we have clear guidelines regarding the employment of relatives.
For the purposes of this policy, a “relative” is defined as any person related by blood or marriage, or whose relationship with an employee is similar to that of persons related by blood or marriage (including domestic partners and step-relatives).
This policy is designed to maintain a professional, respectful, and equitable workplace for everyone. If you have questions or believe a situation may present a conflict under this policy, please speak with your manager or HR for guidance.
At Simonian Rugs, we recognize that former employees may bring valuable experience and insight back to our team. Our rehire policy outlines when and how we consider welcoming former team members back, ensuring fairness and consistency for everyone.
This policy applies to former employees who left Simonian Rugs on a permanent basis.
It does not apply to employees currently on medical, parental, or other long-term leaves of absence.
Former employees may be considered for rehire if they left Simonian Rugs due to one of the following reasons:
Waiting Period:
Ineligible for Rehire:
Additional Criteria:
No-Show Policy:
Retirees:
Questions about your eligibility or the rehire process?
Please contact HR for guidance. Our goal is to build the best possible team while remaining fair and consistent in every hiring decision.
At Simonian Rugs, we believe open and honest communication is the foundation of our success. Our open door policy means that every team member—no matter your role—should feel comfortable sharing feedback, ideas, questions, or concerns with any manager or leader, at any time.
Open communication helps us build trust, solve problems early, and keep improving as a team. We know that innovation and growth happen when everyone’s voice is heard. Whether you want to celebrate a win, suggest a new idea, or talk through a challenge, your input matters here.
All managers and leaders at Simonian Rugs are expected to keep their “door” open—whether that’s in person, by phone, email, or messaging app. Senior management and HR are also always available. If you have something on your mind, you can bring it to any leader you trust.
You’re always encouraged to reach out to your manager or any member of leadership to:
If your concern is sensitive, or if your direct manager is unavailable or involved in the issue, you can go directly to HR or another leader. We take all feedback and concerns seriously—especially those involving harassment, discrimination, or violations of our code of conduct.
Because we listen to each other, we can:
Your voice matters. Our doors—real and virtual—are always open. Let’s keep building a workplace where everyone feels heard, valued, and empowered to make a difference.
At Simonian Rugs, we maintain three separate files for each employee to ensure the security, confidentiality, and proper management of your personal and employment information. Each file serves a specific purpose and is accessible only to designated staff.
You have the right to review your Personnel File. To do so, contact HR during normal business hours to schedule a review. Please note:
Simonian Rugs is committed to protecting your privacy and maintaining the confidentiality of your records. If you have questions about your files or need to update your information, please reach out to HR.
At Simonian Rugs, we are committed to providing a respectful, inclusive, and equitable workplace for everyone. We strictly comply with all federal, state, and local anti-discrimination laws, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). Offensive behavior—including derogatory comments or actions toward anyone based on gender, ethnicity, or any protected characteristic—will not be tolerated.
This policy applies to all Simonian Rugs employees, contractors, visitors, customers, and stakeholders.
Discrimination is any negative action or attitude directed toward someone because of a protected characteristic. Protected characteristics include:
We do not tolerate any discrimination or harassment that creates a hostile, unsafe, or unpleasant environment for our team, customers, or partners. This includes, but is not limited to:
Anyone found engaging in such behavior will face disciplinary action, up to and including immediate termination, depending on the severity of the offense.
We understand that unconscious bias can occur. If we determine an employee is acting with unintentional bias, we will provide training, counseling, and support to help them change. However, repeated or willful refusal to change behavior may result in demotion or termination.
To ensure fairness and compliance, Simonian Rugs will:
We also strive to:
If you feel you have been discriminated against, harassed, or have witnessed such behavior, please contact HR or your manager as soon as possible. HR will listen to your concerns, investigate the situation, and determine the appropriate response or disciplinary action.
Our HR team is proactive and responsive in addressing discrimination concerns. We:
We all share responsibility for maintaining a fair and respectful workplace. Be mindful of your own biases, speak up if you see or experience discrimination, and share your ideas for making Simonian Rugs an even better place to work. If you have questions or suggestions about this policy, HR is always here to listen.