AD.1 Marketing Solution the not your average adverting agency helping you design your success!
We can design websites and much more for your branding needs personal or business.
AD.1 Marketing Solution Promo Products is our online marketing distribution center to purchase over 1 million products to promote and market your brand, business and your special events or purchase products to resell.[Harris Industries Personnel Protection]
Known as H.I.P.P Safety Products. Shop for over 5000 products aimed towards protecting (1st responders, healthcare professionals, essential services employees and everyone in your family).
Our maintenance department, we offer flexible payments and financing for your residential projects. We provide repair and maintenance services for commercial & residential clients,retail & warehouse labor ready services.
Most services are warranted.
Reliable, quality tradesmen/women will complete your project in a timely manor.
We are fully licensed & insured, We service Atlanta and it's surrounding suburbs.
We Provide Many More Services, We've Listed The Most Commonly Requested.
Feel Free to Ask What Else Can We Do To Help Design Your Success!
Refund / Cancellation Policy
Promotional Marketing Products As a courtesy to our clients we are making you aware, there is a 24 hour after you have placed your order, partial non-refundable fee of $50.on projects under $1000.00, and a 24 hour after you have placed your order, partial non-refundable fee of $100.00 on projects over $1000.00
Your order must canceled within 24 hours of placing your order to avoid these fees should you decide to cancel.
When applicable, AD.1 Marketing Solution will provide Client with a proof of the final design before it goes to print. It is the client’s responsibility to respond to the proof in a timely manner. You are 100% responsible for the accuracy of your artwork, so check over proofs carefully. Proofs are generally sent via email. Adobe Acrobat Reader is required to view PDF files, and this is the preferable format for the proofing process. If you do not have this software, proofs can be sent in JPEG format.
Please check all your proof copies very carefully. Note any changes or corrections. When you are satisfied with the artwork as it appears in your proof, please indicate your approval via email or signing the printed proof copy. Every effort is made to match proof colours as closely as possible, however, due to the inherent differences in monitors, software and hardware, there may be some colour differences between what you see on your monitor and the actual colour of the finished job.
Company policies –
Our Employee Code of Conduct company policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors and overall organization.We promote freedom of expression and open communication. But we expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace. We also expect them to foster a well-organized, respectful and collaborative environment.
This policy applies to all our employees regardless of employment agreement or rank.
Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:
All employees must protect our company's legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company's finances, products, partnerships and public image.
All employees should respect their colleagues. We won't allow any kind of discriminatory behavior, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.
All employees should treat our company's property, whether material or intangible, with respect and care.Employees:● Shouldn't misuse company equipment or use it frivolously.● Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) Employees should use them only to complete their job duties.Employees should protect company facilities and other material property (e.g. company cars) from damage and vandalism, whenever possible.
All employees must show integrity and professionalism in the workplace:● Personal appearance All employees must follow our dress code and personal appearance guidelines.● Corruption We discourage employees from accepting gifts from clients or partners. We prohibit bribes for the benefit of any external or internal party.● Job duties and authority All employees should fulfill their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn't abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders' instructions and complete their duties with skill and in a timely manner.We encourage mentoring throughout our company. ● Absenteeism and tardiness Employees should follow their schedules. We can make exceptions for occasions that prevent employees from following standard working hours or days. But, generally, we expect employees to be punctual when coming to and leaving from work.● Conflict of interest We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.● Collaboration Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues' work.● Communication All employees must be open for communication with their colleagues, supervisors or team members.● Benefits We expect employees to not abuse their employment benefits. This can refer to time off, insurance, facilities, subscriptions or other benefits our company offers.● Policies All employees should read and follow our company policies. If they have any questions, they should ask their managers or Human Resources (HR) department.
Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.Possible consequences include:● Demotion.● Reprimand.● Suspension or termination for more serious offenses.● Detraction of benefits for a definite or indefinite time.We may take legal action in cases of corruption, theft, embezzlement or other unlawful behavior.
Our Occupational / Workplace Health and Safety Policy help us preserve the best possible work conditions for our employees. Every employee has a right to feel safe at work. Our company is committed to follow legal standards and create a hazard-free workplace.Our Occupational / Workplace Health and Safety Policy help us preserve the best possible work conditions for our employees.
This Occupational / Workplace Health and Safety Policy applies to all prospective and current employees of the company as well as volunteers, contractors and consultants.
There are two aspects to consider when establishing an Occupational / Workplace Health and Safety Program: Preventative Action and Emergency Management.
Preventative action is any action we take to avoid injuries or illness related to workplace conditions.We’ll conduct periodical risk assessments and job hazard analysis to discover what is likely to harm employees. We’ll establish preventative measures accordingly.Potential threats and dangerous situations include but are not limited to:● Performing tasks on heights, scaffolds, ladders and other unsteady structures● Chemical substances (toxic, flammable etc.)● Operating dangerous equipment● Slippery or uneven surfaces● Electrical infrastructure● Noise/temperature● Quality of air We’ll take the following preventative measures:● When employees work in dangerous contexts or locations, we’ll make sure there are safety precautions like safety nets and ropes.● We’ll provide protective gear like gloves, protective uniforms, goggles etc. Using safety equipment is obligatory.● Inspectors and quality control employees will inspect equipment and infrastructure regularly● We’ll hold employee training sessions in health & safety standards and procedures.● All highly dangerous job tasks require at least two employees to be present● Exposure to chemicals and radiation will not exceed a certain time limit● Employees who do repairs or cleaning need to put up caution signs● We’ll prohibit smoking indoors Also, we’ll enforce a substance abuse policy to protect employees from colleagues’ misconduct.
Emergency management refers to our plan to deal with sudden catastrophes like fire, flood, earthquake or explosion. These depend on human error or natural forces.Our emergency management involves the following provisions:● Functional smoke alarms and sprinklers that are regularly inspected by [maintenance supervisor]● Technicians (external or internal) available to repair leakages, damages and blackouts quickly● Fire extinguishers and other fire protection equipment that are easily accessible● An evacuation plan posted on the walls of each floor and online● Fire escapes and safety exits that are clearly indicated and safe● Fully-stocked first-aid kits at convenient locations We’ll also schedule fire drills and emergency evacuations periodically. We will monitor performance of health and safety procedures and will revise them to ensure higher level of protection.
Our company will also keep abreast of changes and try to promote health & safety actively. We will:● Update our policy according to changes in occupational health and safety legislation.● Use incentive actions for health & safety (e.g. presenting safe employee awards.)● Analyze past incidents to discover what went wrong.● Establish clear procedures for accident reporting.● Revise work procedures to make them safer.Our company will also consult experts or insurance representatives to ensure it complies with local and international standards.
Every team leader is responsible for implementing this health and safety policy. Employees should follow health and safety instructions and will be held accountable when they don’t. We’ll take disciplinary action that may extend to termination when employees consistently disregard health and safety rules.It’s everyone’s responsibility to contribute to a healthy and safe workplace.
ALL EMPLOYEES ARE CURRENTLY 1099 THEREFORE SICK LEAVE POLICY DOESN'T APPLY TO YOU.POLICY APPLIES TO W-2 EMPLOYEES ONLY.
Our company sick leave policy outlines our company’s provisions for employees who become sick and need to be absent from work. The following sample policy specifies how sick leave will be accrued and how it may be used.
This company sick leave policy applies to all our employees who have been with our company for at least [six months.]
Our employees may be unable to perform their duties if they get sick. Our company follows legal guidelines that may apply to sick pay. We’ll also offer [25 days] of [paid/ partially paid] sick leave. This leave is separate from other types of leave like maternity leave and Paid Time Off (PTO).
Our employees can take sick leave when they want to:● Recover from sudden illness● Recover from accidents/injuries● Receive mental/psychological care or counseling when necessary Employees who want to attend to routine healthcare (e.g. doctor’s/dentist’s appointments) should use their PTO.
Employees will receive  additional day/s every [1 year] of working for our company. Depending on the law, employees can accumulate unused sick leave until it reaches a certain number of days. Unused sick time may be calculated for an employee’s annuity when they retire.Keep in mind that, employees who become sick should either use their sick days or work from home to avoid spreading illnesses.
When employees want to use their sick time, they should notify their supervisor as soon as possible either through email or an automated Human Resources Information System (HRIS.) They should also inform the supervisor for how long they’ll be absent (if possible) or report daily for every day of sick leave.Under certain circumstances, employees might need to submit a physician’s note or other medical certification and/or complete a sick leave form. Those circumstances include but are not limited to:● Being absent for more than [three days] on sick leave.● Cases when a pattern arises (e.g. employees plead sick at a specific time each week.)We will handle all sick time requests with discretion.
Our equal opportunity employer policy reflects our commitment to ensure equality and promote diversity in the workplace.This equal employment opportunity policy is the pillar of a healthy and productive workplace. Everyone should feel supported and valued to work productively so we are invested in treating everyone with respect and consideration.
Our equal opportunity employer policy applies to all employees, job candidates, contractors, stakeholders, partners and visitors.Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases.
Being an equal opportunity employer means that we provide the same opportunities for hiring, advancement and benefits to everyone without discriminating due to protected characteristics like:● Age● Sex / Gender● Sexual orientation● Ethnicity/ Nationality● Religion● Disability● Medical history
We built our equal employment opportunity policy around preventive and affirmative actions to ensure fairness in all aspects of employment. These aspects include:● Hiring● Training● Evaluating performance● Administering compensation and benefits● Terminating employeesWe also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees and we are committed to prevent and resolve any kind of harassment against our employees, including sexual harassment.Our HR department is responsible for assessing our company's processes and ensuring they are bias-free. Whenever we find biases interfering, we will act immediately to refine our processes, train our people to combat their biases and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected.
To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company.We will also take additional actions to promote fairness and diversity as part of our equal employment opportunity policy. We will:● [Use inclusive language in all signs, documents and web pages.]● [Modify structures and facilities to accommodate people with disabilities.]● [Provide parental leave and flexible work arrangement policies.]● [Hire, train and evaluate employees through job-related criteria.]● [Allow employees to take religious or national holidays that aren't included in our company's official schedule.]● [Train employees on communication and diversity.]● [Implement open door practices so employees can report discrimination more easily.]
All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times.If you see or suspect that our EEO policies are being violated, feel free to inform HR immediately. If you suspect that someone is behaving in a wrong way but doesn't realize it, you could also talk to them directly.
When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a coworker might warrant a reprimand, but harassing someone systematically might result in demotion or termination.
Policy brief & purpose Our Disciplinary Action company policy explains how we address our employees' misconduct or inadequate performance. Employees must be aware of the consequences of their actions. We use this policy to outline our disciplinary procedure.
This policy applies to all our employees.
The stages that may be followed when discipline is deemed necessary include the following:
The nature of the offense must be explained to the employee from the beginning of the procedure. The verbal warning may take the form of a simple oral reprimand but also a full discussion if that is necessary.The employee must read and sign the written reprimand and final written warning. These documents include the time limit in which an employee must correct their conduct before we take further disciplinary action.The following scenarios indicate where the disciplinary procedure starts depending on the violation:Performance issues. Disciplinary procedure starts at stage 1. It includes but is not limited to:● Failure to meet performance objectives.● Attendance issues.● Failure to meet deadlines.Misdemeanors/One-time minor offense. Disciplinary procedure starts at stage 1. It includes but is not limited to:● Rude behavior to customers or partners.● On-the-job minor mistakes.● Breach of dress code/open door policy etc.● Involuntary Discrimination.Misconduct/Frequent offender. Disciplinary procedure starts at stage 5. It includes but is not limited to:● Lack of response to counseling and corrective actions.● Lost temper in front of customers or partners.● On-the-job major mistakes.● Unwillingness to follow health and safety standards.Severe offensive behavior/Felony. Disciplinary procedure starts at stage 6. It includes but is not limited to:● Corruption/ Bribery.● Breach of employment agreement.● Harassment/ Voluntary discrimination.● Workplace Violence.● Embezzlement/Fraud.● Substance Abuse.Managers or HR may choose to repeat stages of our disciplinary procedure as appropriate. This decision depends on employees' reaction to our disciplinary procedure, whether they repent their behavior and the nature of their offense.Our disciplinary procedure begins when there is sufficient evidence to justify it. When there is suspicion or hints of misconduct, managers or HR must investigate the matter first.Appeals are allowed and must be filed to the next line of management as soon as possible.HR and managers should document every stage of our disciplinary procedure (except the verbal warning.) If appropriate, include necessary information like evidence, testimonies and employee’s progress or improvement.We are obliged to refrain from disciplinary actions that may constitute retaliatory behavior. A no retaliation company policy will be effective at all times to ensure there is no misuse of our disciplinary procedure.We have the right to modify this policy or act in any other legal or reasonable way as each case demands. But, we will always enforce discipline in a fair and lawful manner.
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