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Employee Retention of ABX Air

Discuss Employee Retention of ABX Air within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; ABX Air, Inc., formerly Airborne Express, is a cargo airline headquartered at Wilmington Air Park (formerly Airborne Airpark) in unincorporated ...

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Pratik Kukreja
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Employee Retention of ABX Air - March 28th, 2011

ABX Air, Inc., formerly Airborne Express, is a cargo airline headquartered at Wilmington Air Park (formerly Airborne Airpark) in unincorporated Clinton County, Ohio, United States, near the City of Wilmington.[1] ABX Air operates scheduled, ad hoc charter and ACMI freight services. It also provides specialist training, maintenance and engineering services, and part sales. ABX Air is owned by Air Transport Services Group (NASDAQ: ATSG).
ABX Air's main customer is DHL, and the vast majority of the freight it carries is for that company. Most of ABX Air's aircraft are painted with DHL's yellow and red livery.
ABX also does cargo flights on behalf of Air Jamaica between Miami and the two Jamaican cities of Montego Bay (Donald Sangster International Airport) and Kingston (Norman Manley International Airport). One of their Boeing 767-200s routinely handles the flights, replacing the Douglas DC-8 types that flew previously. The aircraft fly with an Air Jamaica callsign of "Jamaica".

ABX Air is proud to offer a comprehensive benefits package. Our benefits are designed to provide health care coverage for our employees and their families, financial protection in the event of serious illness, disability, or death, and financial security with a 401(k) plan. Our benefits package includes:

Comprehensive Medical Insurance (3 options)
Health Savings Accounts
Dental Insurance (including orthodontia)
Vision Insurance
Vacation & Paid Holidays
Life & AD&D Insurance
Disability Insurance
Flexible Spending Accounts
401(k)
Employee Assistance Program
On-site Fitness Center (Wilmington)

Provided below are links to Employee Retention Agreements with Utah governing law clauses. Governing law provisions (also knows as choice of law or controlling law clauses) in contracts are frequently used by the agreement parties to specify which jurisdiction's laws will be applied to interpreting the contractual provisions and obligations. By quickly reviewing Employee Retention Agreements to find contracts with Utah governing law, you can customize your agreements to meet Utah requirements.

In order to effectively implement and monitor the Plan, ABX has appointed a dedicated
Plan administrator (“Compliance Officer”) and an administrative committee to whom the
Compliance Officer reports (“Compliance Committee”). The Compliance Committee shall help
formulate and develop Plan policies. The specific duties and responsibilities of the Compliance
Committee and Compliance Officer are described below.
A. Compliance Committee
The Compliance Committee shall be a committee comprised of the Compliance Officer,
the General Counsel, a Senior Director of Human Resources, the Senior Director of Regulatory
Compliance and Government Affairs, and a total of 3 representatives from the Human Resources
In order to effectively implement and monitor the Plan, ABX has appointed a dedicated
Plan administrator (“Compliance Officer”) and an administrative committee to whom the
Compliance Officer reports (“Compliance Committee”). The Compliance Committee shall help
formulate and develop Plan policies. The specific duties and responsibilities of the Compliance
Committee and Compliance Officer are described below.
A. Compliance Committee
The Compliance Committee shall be a committee comprised of the Compliance Officer,
the General Counsel, a Senior Director of Human Resources, the Senior Director of Regulatory
Compliance and Government Affairs, and a total of 3 representatives from the Human Resources
Immigration Laws. Such testing procedures shall be designed to examine those practices of the
Company that pose risks of non-compliance. As the results of the testing procedures become
known, the Compliance Committee shall identify necessary changes in the SOPs to eliminate or
reduce those risks. In this regard, the Compliance Committee shall be apprised of the results of
all internal and external audits and reviews of ABX’s hiring practices and temporary labor force.
The Compliance Committee shall also make recommendations to the Chief Executive Officer
and the Board of Directors in the event of non-compliance by Company personnel. The
Compliance Committee shall also evaluate the effectiveness of employee training in ensuring
adherence to ABX’s Compliance Plan and SOPs which relate to complying with Immigration
Laws.
Additionally, the Committee shall be responsible for ensuring that changes in and/or new
interpretations of the Immigration Laws are disseminated to the appropriate personnel within
each department at ABX, and that any necessary corrections in ABX’s SOPs are timely
implemented. The Compliance Committee may engage the services of outside legal counsel and
may seek legal opinions to assist in resolving complaints of non-compliance and to remain
current in the latest evolution and application of the Immigration Laws.

ABX’s employee compliance with this Plan will be considered by ABX in individual
performance evaluations, continued employment, and disciplinary actions. Potential
management personnel applying to the Human Resources department will be screened and
7
selected based, in part, upon their demonstrated compliance with the ethical and regulatory
requirements in the performance of their duties in previously held positions. All others applying
for positions associated with recruiting, hiring, or employee relations will be screened prior to
being offered employment to determine their commitment to complying with regulatory
requirements, and to performing the duties associated with their positions in an ethical manner.
Performance appraisals for all Human Resources employees will include specific reference to
that individual’s knowledge of and compliance with the policies and procedures applicable to the
individual’s job functions.
associated with compliance with Immigration Laws will be appraised as part of an employee’s
performance evaluation. Repetitive errors will be dealt with through a progressive discipline
procedure in accordance with ABX’s Standards of Performance and Conduct. Intentional
disregard for procedures, or knowing violations of regulations related to the employee’s job will
be grounds for dismissal.
Any supervisory or managerial employee who has knowledge, or should have had knowledge
of a subordinate’s violation of Immigration Laws may be disciplined, up to and including
termination, in accordance with ABX’s Standards of Performance and Conduct.
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Last edited by abhishreshthaa; March 28th, 2011 at 03:00 PM..
   
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