MISSION, VISION AND VALUES, AND BENEFITS
Our goal is simple
Extraordinary customer service as we meet our customer needs in our personal service industry. We hope to accomplish this by having an easy shopping environment, with the top requested styles, fast-turnaround time, and excellent prices. We could not accomplish this with the dedication of our biggest asset- our valued employees.
Our values and beliefs reassure that we treat each employee with respect and listen to their input on how to continually improve over service goals. We treat each employee fairly as our company does NOT tolerate discrimination of ANY kind and encourage managements and supervisors to involve employees in problem solving creatively. We look to meet these criteria's by the following:
-When problems arise, the facts are analyzed to determine ways to avoid similar problems in the future.
- We look to provide the most effective and efficient corrective action in resolving customer service issues to ensure our customers satisfaction.
-Have an open door policy which encourages interactive discussions and the exchange of ideas to improve the work environment, and increase productivity.
-Deliver competitive outstanding service to our customers and whenever requested, partner our customers with brands that share our vision. Make “Do it right the first time” our team commitment.
We believe in honesty and trust. We work to build trust with each other in each and every transaction and interaction. We believe in ongoing training and development of our employees, with a clean, arranged, and orderly environment.
Vision- We thrive for that small town relationship with our customers, where everyone knows everyone’s name. We want to continuously offer competitive prices along with quality. We want to achieve a N 85 percent availability rate, as well as a less than 8 day turnaround time on special orders on our main items and same day embroidery.
Building our relationship with our community is a key to our success. We give back to our community by participating in Summer Youth work programs to help educate and train our youth on work practices that we believe will be most beneficial to their future growth.
2. EQUAL OPPORTUNITY EMPLOYER
2 A: AMERICAN WITH DISABILITES ACT
Our company abides by all hiring and employment laws including the American with disabilities act, as stated below:
Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and it’s implementing rules. An individual with a disability is a person who:
• Has a physical or mental impairment that substantially limits one or more major life activities;
• Has a record of such an impairment; or
Is regarded as having such impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:
Making existing facilities used by employees readily accessible to and usable by persons with disabilities.
Job restructuring, modifying work schedules, reassignment to a vacant position;
Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an ;undue hardship; on the operation of the employers business. Reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. Accommodations vary depending upon the needs of the individual applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation. For example:
A deaf applicant may need a sign language interpreter during the job interview.
• An employee with diabetes may need regularly scheduled breaks during the workday to eat properly and monitor blood sugar and insulin levels. A blind employee may need someone to read information posted on a bulletin board.
An employee with cancer may need leave to have radiation or chemotherapy treatments.
An employer does not have to provide a reasonable accommodation if it imposes an undue hardship. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employers size, financial resources, and the nature and structure of its operation.
An employer is not required to lower quality or production standards to make an accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing aids.
An employer generally does not have to provide a reasonable accommodation unless an individual with a disability has asked for one. If an employer believes that a medical condition is causing a performance or conduct problem, it may ask the employee how to solve the problem and if the employee needs a reasonable accommodation. Once a reasonable accommodation is requested, the employer and the individual should discuss the individual's needs and identify the appropriate reasonable accommodation. Where more than one accommodation would work, the employer may choose the one that is less costly or that is easier to provide.
Title I of the ADA also covers:
Medical Examinations and Inquiries
Employers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs. Medical examinations of employees must be job related and consistent with the employer’s business needs.

Medical records are confidential. The basic rule is that with limited exceptions, employers must keep confidential any medical information they learn about an applicant or employee. Information can be confidential even if it contains no medical diagnosis or treatment course and even if it is not generated by a health care professional. For example, an employee’s request for a reasonable accommodation would be considered medical information subject to the ADA’s confidentiality requirements.
• Drug and Alcohol Abuse
Employees and applicants currently engaging in the illegal use of drugs are not covered by the ADA when an employer acts on the basis of such use. Tests for illegal drugs are not subject to these restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on disability or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADA.
2 B: EQUAL EMPLOYMENT OPPORTUNITY STATEMENT:
Our company provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or statues as a covered veteran in accordance with applicable federal, state and local laws. [Company Name] complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training Our company expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability to Our Company employees to perform their expected job duties is absolutely not tolerated.
Miami Uniforms and More’s Anti-harassment Policy and Complaint Procedure
Our Company is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, [Company Name] expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. It is the policy of Our Company to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. [Company Name] prohibits any such discrimination or harassment. Our Company encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Our Company to promptly and thoroughly investigate such reports. Our Company prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching: insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature. Harassment on the basis of any other protected characteristics is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation , national origin, age, disability, marital status, citizenship, genetic information or any other characteristics protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or c) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means.
Individuals and Conduct Covered These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Our Company (e.g., an outside vendor, consultant or customer). Conduct prohibited by these policies is unacceptable in the workplace and in work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Complaint Process Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their any members of management, where possible. This should be directed directly to the President/Owner. When possible, Our Company encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that is be discontinued. Often this action alone will resolve the problem. Our Company recognizes, however, that an individual may prefer to pursue the matter through complaint procedures. Our company encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken care before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention proven to be the most effective method of resolving actual or perceived incidents of harassment. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Confidentially will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct contributing harassment, discrimination or retaliation will be default with appropriately. If a party to a complaint does not agree with its resolution, that party may appeal to The President- Jeanette Angene. False and malicious complaints of harassment, discrimination of retaliation may be the subject of appropriate disciplinary action.