Employee Policy Manual

 

Revised 10/08/2013

 

 

TABLE OF CONTENTS

 

SECTION 1 –  INTRODUCTION

 

1.1  Changes in Policy

1.2  Employment Applications

1.3  Employment Relationship

 

 

SECTION 2 –  DEFINITIONS OF EMPLOYEE STATUS

“Employees” Defined

 

 

SECTION 3 –  EMPLOYMENT POLICIES

3.1  Non-Discrimination

3.2  New Employee Orientation

3.3  Office Hours

3.4  Lunch Periods

3.5  Break Periods

3.6  Personnel Files

3.7  Personnel Data Changes

3.8  Inclement Weather/Emergency Closings

3.9  Performance Review and Planning Sessions

3.10  Outside Employment

3.11  Corrective Action

3.12  Employment Termination

3.13  Safety

3.14  Health Related Issues

3.15  Employee Requiring Medical Attention

3.16  Building Security

3.17  Insurance on Personal Effects

3.18  Supplies; Expenditures; Obligating the Company

3.19  Expense Reimbursement

3.20  Parking

3.21  Visitors in the Workplace

3.22  Immigration Law Compliance

 


SECTION 4 –  STANDARDS OF CONDUCT

4.1  Attendance/Punctuality

4.2  Absence Without Notice

4.3  Harassment, including Sexual Harassment

4.4  Telephone Use

4.5  Public Image

4.6  Substance Abuse

4.7  Tobacco Products

4.8  Internet Use

4.9  Nondiscrimination Policy

4.10  Standards of Conduct

4.11  Absence or Tardiness

 

SECTION 5 –  WAGE AND SALARY POLICIES

5.1  Wage or Salary Increases

5.2  Timekeeping

5.3  Overtime

5.4  Paydays

 

 

SECTION 6 –  BENEFITS AND SERVICES

6.1  Insurance

6.2  Cobra Benefits

6.3  Social Security/Medicare

6.4  Holidays

6.5  Jury Duty/Military Leave

6.6  Educational Assistance

6.7 Training and Professional Development

 

 

SECTION 7 –  EMPLOYEE COMMUNICATIONS

7.1  Staff Meetings

7.2  Bulletin Boards

7.3  Suggestion Box

7.4  Procedure for Handling Complaints

7.5  Safety and First Aid

7.6  Inspection of Property


 

 ~ SECTION 1 ~

 

INTRODUCTION

 

This Manual is designed to acquaint you with Premium Concrete Services, Inc. and provide you with information about working conditions, benefits, and policies affecting your employment.

 

The information contained in this Manual applies to all employees of Premium Concrete Services, Inc.  Following the policies described in this Manual is considered a condition of continued employment.  However, 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 the Company and any of its employees.  The Manual is a summary of our policies, which are presented here only as a matter of information.  This manual is not and should not be considered an employment contract.  No statement or promise by a supervisor, manager or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee.

 

You are responsible for reading, understanding, and complying with the provisions of this Manual.  Our objective is to provide you with a work environment that is constructive to both personal and professional growth.

 

1.1 CHANGES IN POLICY

 

This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual.

 

However, since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any 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 determined by the Company, and after those dates all superseded policies will be null.

 

No individual supervisor or manager has the authority to change policies at any time.  If you are uncertain about any policy or procedure, speak with your direct supervisor.

 

1.2 EMPLOYMENT APPLICATIONS

 

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 information or data may result in exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

 

1.3 AT WILL EMPLOYMENT

 

Your employment with Premium Concrete Services, Inc. is considered to be an employment at will, which may be terminated by either party, at any time, for any reason, or for no reason, with or without cause.  You do not have a right to continued employment at Premium Concrete Services, Inc. nor do you have any protection against discharge for any reason, except as otherwise provided by law.  No company representative, supervisor, or manager has any authority to enter into any agreement for employment or promise any employment for a specified period of time or make any agreement contrary to this employment at will provision.

 

 ~ SECTION 2 ~

 

DEFINITIONS OF EMPLOYEES STATUS

 

“EMPLOYEES” DEFINED

An “employee” of Premium Concrete Services, Inc. is a person who regularly works for Premium Concrete Services, Inc. on a wage or salary basis.  “Employees” may include exempt, non-exempt, regular full-time, regular part-time, and temporary persons, and others employed with the Company who are subject to the control and direction of Premium Concrete Services, Inc. in the performance of their duties.  Designation as an exempt or nonexempt employee is not a guarantee of continued employment with Premium Concrete Services, Inc. and all employees shall remain “at will” employees.

           

EXEMPT

 

Employees whose positions meet specific criteria established by the Fair Labor Standards Act (FLSA) and who are exempt from overtime pay requirements.

 

NON-EXEMPT

 

Employees whose positions do not meet FLSA criteria and who are paid one and one-half their regular rate of pay for hours worked in excess of 40 hours per week.

 

 

~ SECTION 3 ~

 

EMPLOYMENT POLICIES

 

3.1 NON-DISCRIMINATION

 

Premium Concrete Services, Inc is committed to providing equal employment opportunities for all employees and job applicants.  Premium Concrete Services, Inc. endorses and will follow the equal employment policy in implementing all employment practices, policies and procedures.  Premium Concrete Services Inc. will recruit, hire, train and compensate all persons and all job titles without regard to race, color, religion, national origin, sex, age (expect where sex or age is a bona fide occupational qualification, as defined by law), or physical or mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law.)  Premium Concrete Services, Inc. will make employment decisions so as to further the principle of equal employment opportunity.  Premium Concrete Services, Inc. will ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid and nondiscriminatory requirements for promotional opportunities.  All personnel decisions and actions should be administered without regard to race, color, religions, sex, age, national origin or disability.      

 

 

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Premium Concrete Services, Inc. will be based on merit, qualifications, and abilities.  Premium Concrete Services, Inc. does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.

 

Premium Concrete Services, Inc. will make 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, and 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 supervisor.  Employees can raise concerns and make reports without fear of reprisal.  Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.

 

3.2 NEW EMPLOYEE ORIENTATION

 

Orientation is a formal welcoming process that is designed to make the new employee feel comfortable, informed about the company, and prepared for their position.  New employee orientation is conducted by a Human Resources representative, and includes an overview of the company history, an explanation of the company core values, vision, and mission; and company goals and objectives.  In addition, the new employee will be given an overview of benefits, tax, and legal issues, and complete any necessary paperwork.

 

Employees are presented with all codes, keys, and procedures needed to navigate within the workplace.  The new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job description and scope of position, explains the company’s evaluation procedures, and helps the new employee get started on specific functions.

 

3.3 OFFICE HOURS

 

Premium Concrete Services, Inc. office is open for business from 8:00 a.m. to 5:00 p.m. Monday thru Friday, except for Holidays (See Section 6.7, Holidays).

 

The standard workweek is 40 hours of work (see Section 5.3, Overtime).  In the computation of various employee benefits, the employee workweek is considered to begin on Sunday (starting at 12:01 a.m.) through Saturday (ending at 12:00 a.m.), unless a supervisor makes prior other arrangement with the employee.

 

3.4 LUNCH PERIODS

 

Employees are allowed a thirty minute lunch break.  Lunch breaks generally are taken between the hours of 11 a.m. and 2:00 p.m.

 

3.5 BREAK PERIODS

 

Premium Concrete Services, Inc. provides for employees to break during production activities at the discretion of their supervisor.

 

If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary.  Personal business should be conducted on the employee’s own time.

 

Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.

 

3.6 PERSONNEL FILES

 

Employee personnel files include the following: job application, job description, résumé, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews.

 

Personnel files are the property of Premium Concrete Services, Inc. and access to the information is restricted.  Management personnel of Premium Concrete Services, Inc. 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 supervisor.  With reasonable advance notice, the employee may review his/her personnel file in Company’s office and in the presence of their supervisor or Human Resources Representative.

 

3.7 PERSONNEL DATA CHANGES

 

It is the responsibility of each employee to promptly notify their supervisor or Premium Concrete Services, Inc.’s Human Resources Department of any changes in personnel data such as:

  • Mailing address,

 

  • Telephone numbers,

 

  • Name and number of dependents, and

 

  • Individuals to be contacted in the event of an emergency.

 

An employee’s personnel data should be accurate and current at all times.

 

3.8 INCLEMENT WEATHER/EMERGENCY CLOSINGS

 

At times, emergencies such as severe weather or power failures can disrupt company operations.  The decision to close the office will be made by the owners.

 

When the decision is made to close the office, employees will receive official notification from their supervisors.

 

Time off from scheduled work due to emergency closings will be unpaid for all non-exempt employees.  However, if employees would like to be paid, they are permitted to use vacation time if it is available to them.

 

3.9 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS

 

Supervisors will conduct performance reviews and planning sessions with all regular full-time and regular part-time employees after six months of service.  Supervisors may conduct informal performance reviews and planning sessions more often if they choose.

 

Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals.  Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills.  The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.

 

3.10 OUTSIDE EMPLOYMENT

 

Employees may hold outside jobs in non-related businesses or professions as long as the employee meets the performance standards of their job description with Premium Concrete Services, Inc.  Unless an alternative work schedule has been approved by Premium Concrete Services, Inc. employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments.

 

Premium Concrete Services, Inc.’s office space, equipment, and materials are not to be used for outside employment.

 

3.11 CORRECTIVE ACTION

 

Premium Concrete Services, Inc. holds each of its employees to certain work rules and standards of conduct (see Section 4).  When an employee deviates from these rules and standards, Premium Concrete Services, Inc. expects the employee’s supervisor to take corrective action.

 

Corrective action at Premium Concrete Services, Inc. is progressive.  That is, 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.

 

The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment.  In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.

 

Though committed to a progressive approach to corrective action, Premium Concrete Services, Inc. considers certain rule infractions and violations of standards as grounds for immediate termination of employment.  These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Company owners, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of Premium Concrete Services, Inc. to a customer, a prospective customer, the general public, or an employee.

 

3.12 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 a few examples of some of the most common circumstances under which employment is terminated:

 

  • Resignation – voluntary employment termination initiated by an employee.

 

  • Termination – involuntary employment termination initiated by Premium Concrete Services, Inc.

 

  • Layoff – involuntary employment termination initiated by Premium Concrete Services, Inc. for non-disciplinary reasons.

 

When a non-exempt employee intends to terminate his/her employment with Premium Concrete Services, Inc. he/she shall give Premium Concrete Services, Inc. at least two (2) weeks written notice.  Exempt employees shall give at least four (4) weeks written notice.

 

Since employment with Premium Concrete Services, Inc. is based on mutual consent, both the employee and Premium Concrete Services, Inc. have the right to terminate employment at will, with or without cause

 

Any employee who terminates employment with Premium Concrete Services, Inc. shall return all files, records, keys, tools, vests, and any other materials that are property of Premium Concrete Services, Inc.  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 Premium Concrete Services, Inc. will also be deducted from the employee’s final check.

 

3.13 SAFETY

 

Premium Concrete Services, Inc. provides information to employees about workplace safety and health issues through regular internal communication such as:

 

  • Training sessions
  • Team meetings
  • Bulletin board postings
  • Memorandums
  • Other written communications

 

Each employee is expected to obey safety rules and exercise caution and common sense in all work activities.  Employees must immediately report any unsafe conditions to their supervisor.  Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, may be subject to disciplinary action including termination of employment.

 

In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.16, Employee Requiring Medical Attention).

 

3.14 HEALTH-RELATED ISSUES

 

Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor and Human Resources Representative of health status.  This policy has been instituted strictly to protect the employee.

 

A written “permission to work” from the employee’s doctor is 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.

 

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 supervisor and Human Resources Representative.

 

3.15 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.  If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility.  If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges.  Furthermore, Premium Concrete Services, Inc.’s employees will not be responsible for transportation of another employee due to liabilities that may occur.

 

A physician’s “return to work” notice may be required.

 

3.16 BUILDING SECURITY

 

All employees who are issued keys to the office or warehouse are responsible for their safekeeping.  These employees will sign a Building Key Disbursement form upon receiving the key.  The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes.  Employees are not allowed on Company property after hours without prior authorization from the Company owners.

 

3.17 INSURANCE ON PERSONAL EFFECTS

 

All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office.  Premium Concrete Services, Inc. assumes no risk for any loss or damage to personal property.

 

 

 

3.18 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY

 

Only authorized persons may purchase supplies in the name of Premium Concrete Services, Inc.  No employee whose regular duties do not include purchasing shall incur any expense on behalf of Premium Concrete Services, Inc. or bind Premium Concrete Services, Inc. by any promise or representation without written approval.

 

3.19 EXPENSE REIMBURSEMENT

 

Expenses incurred by an employee must have prior approval by a supervisor.  Reimbursements under $25.00 will be included in the employee’s next regular paycheck.  An example of such an expense would include mileage.  If the amount is more than $25.00, the reimbursement request will be processed like an invoice.  All completed reimbursement request forms should be turned in to Accounts Payable/Payroll Department.

 

3.20 PARKING

 

Employees must park their cars in areas indicated and provided by the Company.

 

3.21 VISITORS IN THE WORKPLACE

 

To provide for the safety and security of employees, visitors, and the facilities at Premium Concrete Services, Inc. only authorized visitors are allowed in the workplace or at a jobsite.  Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

 

3.22 IMMIGRATION LAW COMPLIANCE

 

Premium Concrete Services, Inc. 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.

 

Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.  Former employees who are rehired must also complete the form if they have not completed an I-9 with Premium Concrete Services, Inc. within the past three years or if their previous I-9 is no longer retained or valid.

 

~ SECTION 4 ~

 

STANDARDS OF CONDUCT

 

The work rules and standards of conduct for Premium Concrete Services, Inc. are important, and the Company regards them seriously.  All employees are urged 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 the Company’s business.  Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment (see Section 3.12, Corrective Action).

 

While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment.

 

  • Theft or inappropriate removal or possession of property;
  • Falsification of timekeeping records (See Section 5.2, Timekeeping);
  • Working under the influence of alcohol or illegal drugs (See Section 4.6, Substance Abuse);
  • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace (See Section 4.6, Substance Abuse);
  • Fighting or threatening violence in the workplace;
  • Boisterous or disruptive activity in the workplace;
  • Negligence or improper conduct leading to damage of company-owned or customer-owned property;
  • Insubordination or other disrespectful conduct;
  • Violation of safety or health rules;
  • Smoking in the workplace;
  • Sexual or other unlawful or unwelcome harassment (See Section 4.3, Harassment, Including Sexual Harassment);
  • Excessive absenteeism or any absence without notice (See also, Section 4.1 Attendance/Punctuality and 4.2, Absence without Notice);
  • Unauthorized use of telephones, or other company-owned equipment (See Section 4.4, Telephone Use);
  • Using company equipment for purposes other than business (i.e. playing games on computers or personal Internet usage);
  • Unauthorized disclosure of business “secrets” or confidential information;
  • Violation of personnel policies; and
  • Unsatisfactory performance or conduct.

 

4.1 ATTENDANCE/PUNCTUALITY

 

The Company expects that every employee will be regular and punctual in attendance.  This means being in the office or at the jobsite, ready to work, at their starting time each day.  Absenteeism and tardiness places a burden on other employees and on the Company.

 

If you are unable to report for work for any reason, notify your supervisor before regular starting time.  You are responsible for speaking directly with your supervisor about your absence.  It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies.  In the case of leaving a voice-mail message, a follow-up call must be made later that day.  The company phone number is 574-264-0196

 

Should undue tardiness become apparent, disciplinary action may be required.

 

4.2 ABSENCE WITHOUT NOTICE

 

When you are unable to work owing to illness or an accident, please notify your supervisor.  This will allow the Company to arrange for temporary coverage of your duties, and helps other employees to continue work in your absence.  If you do not report for work and the Company is not notified 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 or jobsite for some other reason before the end of the workday, be sure to inform your supervisor of the situation.

 

4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT

 

It is the policy of Premium Concrete Services, Inc to provide an environment free from sexual and sex-based harassment.  It is against the policy of Premium Concrete Services, Inc for any employee, whether a manager, supervisor or co-worker, to sexually harass another employee.  Sexual harassment or sex-based harassment occurs when unwelcome conduct of a sexual nature becomes a condition of an employee’s continued employment, affects other employment decisions regarding the employee, or creates an intimidating, hostile, or offensive working environment.  Sexual and sex-based harassment includes, but is not limited to, the following:

 

  1. Request for sexual favors;
  2. Unwanted physical contact, including touching, pinching, or brushing the body;
  3. Verbal harassment, such as sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, and threats;
  4. Non-verbal conducts, such as display of sexually suggestive objects or pictures, leering, whistling, or obscene gestures; and
  5. Acts of physical aggression, intimidation, hostility, threats, or any unequal treatment based on sex or gender (even if not sexual in nature).

 

This list is not all inclusive; no list can anticipate every situation.  Premium Concrete Services, Inc. reserves the right to discipline employees for other inappropriate conduct.

 

Any employee who believes he or she has been sexually harassed should report the conduct immediately to his or her supervisor, or if that individual is responsible for the harassment, to the human resources department if he or she prefers.

 

A thorough and impartial investigation will be conducted in a timely and confidential manner.  Any employee of Premium Concrete Services, Inc that has been found, after an appropriate investigation, to have sexually harassed another employee will be subject to disciplinary action up to and including immediate dismissal.

 

4.4       CELLULAR AND LAND-BASED TELEPHONE USE

 

The use of company cellular and land-based telephones can greatly enhance the quality and efficiency of communication among management, employees, current and prospective customers, and others involved in Premium Concrete Services, Inc. business.  However, cellular telephones can also be misused whether they are provided by the company or whether they are purchased by the employees individually.  This policy is intended to define the parameters of appropriate cellular and land-based telephone usage by Premium Concrete Services, Inc. employees.

 

As a general rule, it is expected that all employees will use common sense and sound judgment when utilizing company telephones.  Unless they are out of service, it is preferred that land based telephones be used while on the company premises.  Company issued cellular telephones may be used for business purposes only.  Use of the cellular telephone should be avoided while on the premises and while driving a vehicle, if at all possible.  If you do have personal calls which you are either receiving or place during business hours, they are to be conducted on company land based telephones, and out of courtesy to all employees and our customers, the length of calls should be limited to a maximum of three (3) minutes.  All telephone calls made or received on company premises are subject to interception and monitoring.  You do not have a privacy right or interest in any such calls.

 

Personal cellular telephones may be used be employees during break times and over the lunch hour, but may not be used at any other time during business hours.  Personal cellular telephones must be turned off while the employee is on Company premises.  Use of cellular telephones for personal calls during business hours, except as provided in this policy, will be subject to progressive discipline in accordance with Section 4.10 of the Employee Policy Manual.

 

Other violations of this policy may be subject to progressive disciplinary action as described in Section 4.10 of the policy manual including warnings and possible immediate dismissal.

 

4.5 PUBLIC IMAGE

 

A professional appearance is important anytime that you come in contact with customers or potential customers.  Employees should be well groomed and dressed appropriately for our business and for their position in particular.

 

The following items are considered inappropriate working attire for Premium Concrete Services, Inc.:

 

  •  Open-toed sandals
  •  Tank tops or revealing shirts
  •  T-shirts with inappropriate or offensive gestures or advertising

 

When working at a jobsite, the following are required:

 

  • Proper work shoes
  • Safety Vest
  • Hard Hat

 

Consult your supervisor if you have any questions about appropriate business attire.

 

4.6 SUBSTANCE ABUSE

 

The Company is committed to providing a safe and productive workplace for its employees.  In keeping with this commitment, the following rules regarding alcohol and drugs of abuse have been established for all staff members, regardless of rank or position, including both regular and temporary employees.  The rules apply during working hours to all employees of the Company while they are on Company premises or elsewhere on Company business.

The manufacture, distribution, possession, sale, or purchase of controlled substances of abuse on Company property is prohibited.

 

Being under the influence of illegal drugs, alcohol, or substances of abuse on Company property is prohibited.

 

Working while under the influence of prescription drugs that impair performance is prohibited.

 

So that there is no question about what these rules signify, please note the following definitions:

 

Company property: All Company owned or leased property used by employees.

 

Controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act, as amended.

 

Drug:  Any chemical substance that produces physical, mental, emotional, or behavioral change in the user.

 

Drug paraphernalia: Equipment, a product, or material that is used or intended for use in concealing an illegal drug, or otherwise introducing into the human body an illegal drug or controlled substance.

 

Illegal drug:

a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal or regulated under any federal, state, or local law or regulation.

b. Any drug, including – but not limited to – a prescription drug, used for any reason other than that prescribed by a physician.

c. Inhalants used illegally.

 

Under the influence: A state of not having the normal use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug, or substance of abuse.

 

Consistent with the rules listed above, any of the following actions constitutes a violation of the Company’s policy on drugs and may subject an employee to disciplinary action, up to and including immediate termination.

 

Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting to or assisting another to do so, while in the course of employment.

 

Working or reporting to work, conducting Company business or being on Company property while under the influence of an illegal drug or alcohol, or in an impaired condition.

 

Testing

 

  1.  Pre-employment.  Upon Company determining that it would like to hire a prospective employee, the prospective employee may be tested for the issue of illegal drugs and controlled substances.  All drug testing will be performed by an independent third party chosen by Company.  Applicants who refuse to complete the necessary paperwork and complete the test or who test positive for illegal drugs on the drug screen will not be offered employment.
  2. 2.     Post-Accident/Illness.  Any employee who suffers and/or causes an injury while performing work-related activities, whether on or off the company premises, shall submit to a drug test, which may include a blood test, urinalysis, or other drug/alcohol test.  An employee must also complete the necessary drug information and consent forms prior to the testing.  All drug testing shall be performed by a third party chosen by Premium Concrete Services, Inc.  A positive test result will lead to immediate termination of employment.
  3. 3.     Random.  All employees are subject to drug testing based upon a random selection.  All employees have equal chance of being selected for drug testing.  An independent third party shall provide the means for selecting the random employee, shall collect the necessary body fluids, and perform the laboratory testing.  Upon receiving notice of the selection of the employee for the random drug test, the employee shall submit to the drug test immediately.  Should the employee fail or refuse to submit to the drug test, the employee will be immediately terminated.  Any employee testing positive from any random drug test will be immediately terminated.

 

Premium Concrete Services, Inc reserves the right, its sole discretion, to interpret, change, rescind or depart from this drug testing policy in whole or in part with or without notice.  Nothing in this policy alters and employee’s at will status.  All performance shortcomings, prohibitive conduct, and attendance problems will result in discipline pursuant to the company’s normal policies independent of any drug or alcohol implications or causes.

 

4.7 TOBACCO PRODUCTS

 

The use of tobacco products is not permitted anywhere on the Company’s premises except in authorized and designated locations.  The designated smoking areas are located outside of building.  Employees must follow all rules posted in designated smoking areas and adhere to all policies associated with this policy (See Sections 3.6, Break Periods and 3.14, Safety).

 

4.8 INTERNET ACCESS AND USE OF E-MAIL

 

The Internet and e-mail facilities provided by Premium Concrete Services, Inc. are considered property of Premium Concrete Services, Inc.  Use of these facilities imposes certain responsibilities and obligations.  Access to these facilities will be granted subject to required compliance with all Premium Concrete Services, Inc. policies and any applicable laws and regulations.  Use of the Internet and e-mail must be ethical and honest with due respect for intellectual property, system security, and personal privacy.  Use of the Internet and e-mail must also be free of intimidation, harassment, and annoyance.  While e-mail can greatly enhance the quality and efficiency of communications, it may also be misused, with potentially serious consequences for both Premium Concrete Services, Inc. and the user.  This policy is intended to define the parameters of appropriate e-mail usage by Premium Concrete Services, Inc. personnel.

 

The following policies apply to all use of these facilities:

 

  1. Access to the Internet and e-mail through use of the Premium Concrete Services, Inc. facilities is provided for bona fide business purposes.  Personal browsing of the Internet and personal use of e-mail must be kept at a minimum and must be confined to work breaks and other free time so as to avoid significant distraction or disruption of normal work activities.  Premium Concrete Services, Inc. provides no assurance of personal privacy with respect to any use of the Internet or e-mail.
  2. User must comply with all Premium Concrete Services, Inc. access procedures, including use of assigned user IDs and properly licensed software.  User IDs may not be shared with other persons.  Employees may not use an e-mail identifier assigned to another individual to send or receive messages.  Any passwords assigned by users must be disclosed to Becky L. Yeakey, President.
  3. Any e-mail or other communications sent or received must be appropriate for the workplace.  E-mail is a relatively permanent form of communication.  Therefore, nothing should be transmitted in an e-mail message that the sender would not be comfortable writing in a letter or memorandum.  Deletion of an e-mail message does not necessarily eliminate backup copies of the message that may be automatically stored electronically.
  4. Software, databases, and similar “live” technology may not be sent or received via the Internet without (a) prior approval of the IT Specialist or Becky L. Yeakey, President, (b) appropriate “virus” screening, (c) proof that the owner has authorized applicable copying, transmission, and use thereof, and (d) use of encryption and other security procedures as appropriate.  Users must not disable the pre-installed anti-virus software on any Premium Concrete Services, Inc. computer without the prior approval of Becky L. Yeakey.
  5. Employees are expected to act in a responsible and professional manner when they use the Premium Concrete Services, Inc. Internet and e-mail facilities.  Actions that may cause interference with the Internet or e-mail, or disruption of Premium Concrete Services, Inc. activities, are prohibited.
  6. Users should be aware that personal e-mail messages are not to be considered private or confidential and may be monitored by management.  All email messages and other computer files and data are the property of Premium Concrete Services, Inc. and not the employee.  Premium Concrete Services, Inc. reserves the right to access or monitor (with or without notice) any use of the Internet or e-mail, or any electronically stored information.  Such messages may be subject to disclosure to outside third parties, including, under certain circumstances, to the court system and law enforcement agencies.  The reasons are in Premium Concrete Services, Inc.’s discretion, but may include retrieving business information, investigating or resolving network or communications problems, preventing system misuse, ensuring compliance with policies for use of third-party software, ensuring compliance with legal and regulatory requests, and enforcing Premium Concrete Services, Inc. policy.
  7. Employees are expected to respect the confidentiality of messages sent to others.  Employees may not access or review e-mail or voice-mail messages that are not distributed to them.  Premium Concrete Services, Inc. information should not be disclosed to those unauthorized and external to Premium Concrete Services, Inc. or to unauthorized personnel within the organization.  All data of Premium Concrete Services, Inc. should be considered confidential unless otherwise identified.  Premium Concrete Services, Inc. confidential information must not be disclosed without specific authorization to do so.
  8. Software purchased or developed for use in connection with Premium Concrete Services, Inc.’s computers is proprietary and may not be copied without the owner’s permission.  Introducing unauthorized software on Premium Concrete Services, Inc.’s computers that is personally purchased or developed for non-company business, or installing any software on Premium Concrete Services, Inc.’s computers with permission is prohibited.
  9. Use of the Internet or e-mail to view, access, upload, download, store, transmit, create or otherwise manipulate any information that contains inappropriate sexual matter, racially insensitive language, or information that addresses someone’s age, sexual orientation, religious beliefs, national origin or disability in a manner that is, or is likely to be, offensive to that person or others is strictly prohibited.  Users shall respect the rights and sensitivities of recipients and potential recipients or viewers, and shall ensure that all e-mail messages reflect the professional image that Premium Concrete Services, Inc. desires to portray.
  10. Use of the Internet and e-mail is subject to all other Premium Concrete Services, Inc. policies as described in the Employee Handbook.

 

Violators of this policy will be subject to appropriate disciplinary action up to and including termination of employment.  Any known or suspected violations of the policy should be reported immediately to management.

 

4.9 NONDISCRIMINATION POLICY

 

In order to provide a productive work environment, Premium Concrete Services, Inc. believes that its employees should be able to enjoy a work place free from all forms of discrimination, including discrimination on the basis of race, color, religion, gender, national origin, age, disability.  It is Premium Concrete Services, Inc.’s policy to provide an environment free from such discrimination.

 

It is against the policy of Premium Concrete Services, Inc. for any employee, whether a manager, supervisor, co-worker to discriminate against another employee.  Discrimination occurs when verbal or physical conduct defaming or showing hostility toward an individual because of his or her race, color, religion, gender, national origin, age, or disability or that of the individual’s relatives, friends or associates or is intended to create an intimidating, hostile or offensive working environment; interferes or is intended to interfere with an individual’s work performance; or otherwise adversely effects an individual’s employment opportunities.

 

Discriminating conduct includes, but is not limited to, the following:

 

  1.  Epithets; slurs; negative stereotyping; or threatening, intimidating or hostile acts which relate to race, color, religion, gender, national origin, age, or disability.
  2. Written or graphic material that defames or shows hostility or aversion  toward an individual or group because of race, color, religion, gender, national origin, age, or disability and that is placed on walls, bulletin boards or elsewhere on Premium Concrete Services, Inc.’s premises, or that is circulated in the work place.

 

This list is not all inclusive; no list can anticipate every situation.  Premium Concrete Services, Inc. reserves the right to discipline employees for other inappropriate conduct.

 

Any employee who believes he or she has been subjected to unlawful discrimination in violation of their policy should report the conduct immediately to his or her supervisor; or, if that person is responsible for the discrimination, to the human resources department.  The employee always has the option of reporting the conduct directly to the human resources department if he or she prefers.

 

A thorough and impartial investigation of all complaints will be conducted in a timely and confidential manner.  Any employee of the company who has been found after an appropriate investigation, to have discriminated against another employee in violation of this policy will be subject to disciplinary action up to and including termination.

 

4.10 Standards of Conduct

 

By accepting employment with us, you have a responsibility to Premium Concrete Services, Inc. and to your fellow employees to adhere to certain rules of behavior and conduct.  The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary.  The rules of conduct that is expected and violation of which may lead to disciplinary action up to and including discharge.

 

Generally speaking, we expect each person to act in a mature and responsible way at all times.  However, to avoid any possible confusion, in addition to those activities already described in this manual which may result in disciplinary action including immediate dismissal, some of the more obvious unacceptable activities are noted below.  Your avoidance of these activities will be to your benefit as well as the benefit of Premium Concrete Services, Inc.  If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed, please see your supervisor for an explanation.

 

  1. A.     Immediate Dismissal

 

Although you are an employee at will and may be terminated at any time for any reason, be advised that occurrences of certain violations, because of their seriousness, may result in immediate dismissal without warning, including, without limitation, the following violations:

 

  • Willful violation of security or safety rules or failure to observe safety rules or Premium Concrete Services, Inc.’s safety practices;  failure to wear required safety equipment;  tampering with Premium Concrete Services, Inc. equipment or safety equipment.

 

  • Negligence or any careless action which endangers the life or safety or another person.

 

  • Being under the influence or alcohol or controlled substance drugs while at work;  use or possession or sale of alcohol or a controlled substance drug in any quantity while on company premises, except medications prescribed by a physician which do not impair work performance.

 

  • Possession of firearms, weapons or explosives (i.e. firecrackers) on company property or while at work.

 

  • Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on company premises or when representing Premium Concrete Services, Inc.;  fighting or horseplay or provoking a fight on company property or negligently damaging property.

 

  • Insubordination or refusing to obey instructions properly issued by your supervisor pertaining to your work;   refusal to help out on a special assignment.

 

  • Threatening, intimidating or coercing fellow employees on the premises and at any time, for any purpose.

 

  • Theft of company property or the property of fellow employees, unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; using company equipment for profit.

 

  • Dishonest or willful falsification or misrepresentation on your application for employment or other work records;  misrepresentations about medical or personal leave;  falsifying reason for a leave of absence or other data requested by Premium Concrete Services, Inc,;  alteration of company records or other company documents.

 

  • Immoral conduct or indecency on company property.

 

  1. B.    Progressive Discipline

 

Occurrences of any of the activities set forth below, as well as violation of any Premium Concrete Services, Inc. rules or policies, may be subject to progressive disciplinary action as described below, including warning and possible immediate dismissal.  This list is not all-inclusive and, notwithstanding this list, all employees remain employees “at will.”

 

  • Malicious gossip and/or spreading rumors;  engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.

 

  • Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your supervisor; mistakes due to carelessness or failure to get necessary instructions.

 

  • Leaving work before the end of a workday or not being ready to work at the start of a workday or after a break without approval from your supervisor; stopping work before time specified for such purpose.

 

  • Loitering or loafing during working hours; sleeping on the job.

 

  • Excessive use of company telephones for personal calls.  Office telephones shall be used by office personnel only.  A telephone is in the break room for employee use during breaks and lunch periods only.  Out of courtesy to your fellow employees, please limit the length of your calls to a maximum of three (3) minutes.

 

  • Leaving your work station during your work hours without the permission of your supervisor, except to use the restroom.

 

  • Creating or contributing to unsanitary conditions.

 

  • Posting, removing or altering notices on any bulletin board on company property without permission of an officer of Premium Concrete Services, Inc.

 

  • Failure to report and absence or late arrival.

 

  • Obscene or abusive language toward any supervisor, employee or customer; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on company premises.

 

  • Speeding or careless driving of a forklift or any other company vehicles.

 

  • Failure to immediately report damage to, or an accident involving company equipment.

 

  • Soliciting during working hours and/or in working areas; selling merchandise or                                                                                                                                                                                                                                                    collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on company premises.

 

  • Failure to use your time card; alteration of your own time card or records or attendance documents; punching or altering another employee’s time card or records, or causing someone to alter your time card or records.

 

  • Smoking in violation of Company policy.  See Premium Concrete Services, Inc.’s Smoking Policy in Section 4.7 of this manual.

 

This list is not all inclusive; no list can anticipate every situation.  Premium Concrete Services, Inc. reserves the right to discipline employees for other inappropriate conduct.

 

Unacceptable activity as set forth above which does not lead to immediate dismissal may be dealt with in the following progressive disciplinary manner by your supervisor:

 

  1. Verbal Warning – The employee will be verbally warned and the warning will be recorded in the employees’ personnel file.
  2.  First Written Warning – The employee will receive a first written warning that will be recorded in the employees’ personnel file.
  3. Second Written Warning – The employee will receive a second written warning that will be recorded in the employees’ personnel file and the warning will provide that any further incident may result in immediate dismissal.  In addition, the employee shall be suspended for one day, without pay, and the employees’ supervisor has discretion in the determining which day the employee shall be suspended.
  4. Immediate Dismissal – The employee will receive a notice of immediate dismissal.

 

Written warnings will included the reasons for the supervisor’s dissatisfaction and any supporting evidence.  You will have an opportunity to defend your actions and rebut the opinion of your supervisor at the time the warning is issued.

 

In addition to the warnings, disciplinary actions may also include suspensions of up to three (3) days, without pay, or other measures deemed appropriate under the circumstances.

 

All pertinent facts will be carefully reviewed, and the employee will be given a full opportunity to explain his or her conduct before any decision is reached.

 

4.11     ABSENCE OR TARDINESS

 

Punctual and regular attendance are essential functions of each employee’s job at Premium Concrete Services, Inc.  Any tardiness or absence causes problems for fellow employees and supervision.  When an employee is absent, his or her work must be performed by others.  Employees are expected to report to work as scheduled, on time and prepared to start work.  Employees are also expected to remain at work for their entire work schedule, except for lunch or break periods or when required to leave on authorized company business.  Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided.

 

An employee is considered tardy immediately after the scheduled beginning work time, i.e. if the work schedule beginning time is 6:00 a.m., and employee who punches in at 6:01 a.m. is considered tardy.

 

If you are unable to report to work, or if you will arrive late, please contact your supervisor immediately.  Give him or her as much time as possible to arrange for someone else to cover your position until you arrive.  If you know in advance that you will need to be absent, you are required to request this time off directly from your supervisor.  He or she will determine when will be the most suitable time for you to be absent from your work.

 

When you call in to inform Premium Concrete Services, Inc. of an unexpected absence or late arrival you must call in or report in as soon as possible before or after your scheduled beginning work time and ask for your supervisor directly.  For late arrivals, please indicate when you expect to arrive for work.  If you are unable to call in yourself because of an illness, emergency or for some other reason, be sure to have someone call in on your behalf.

 

Absence from work for three (3) consecutive days without notifying your supervisor will be considered a voluntary resignation.

 

  1. Definition of Excused Absences

 

Absence for the following reasons will normally be considered excused if substantiated upon request of Premium Concrete Services, Inc.:

 

  1. Jury Duty
  2. Approved vacation
  3. Holidays
  4. Court appearances
  5. Military leave
  6. Approved bereavement leave
  7. Approved medical leave or leave of absence
  8. Absence because of a verified industrial, work related injury
  9. Approved personal leave
  10. Approved sick days
  11. Doctor’s appointment.  A doctor’s note must be produced.
  12. Doctor’s appointment for an immediate family member of an employee.  A doctor’s note must be produced.

 

In the case of a doctor’s appointment, to be considered an excused absence, you must properly notify your supervisor before your start time as well as providing a doctor’s note.  If prior notification is not given, it will be considered an unexcused absence.

 

  1. Unexcused Absences

 

Unless you have an excused absence, you are expected to be at work.  Unexcused absence due to an illness or an injury which extends three (3) days or more will require a written certification from your physician prior to your being allowed to return to work.  Any unexcused absence, including unexcused absences for illness or injury, from work for three (3) consecutive days for any reason without notifying your supervisor shall be considered a voluntary resignation.

 

With respect to unexcused absences, if absenteeism is detected the manner may be dealt with in the following disciplinary manner:

 

  1. Unexcused absenteeism up to eight (8) hours in any thirty (30) day period will result in an oral warning that a pattern has been detected and the warning will be recorded in the employee’s personnel file.
  2. Unexcused absenteeism of up to sixteen (16) hours in any thirty (30) day period my result in on a one (1) day suspension, without pay.  The employee will also be given a written warning stating an employee has been warned orally and in writing and the warning will also be recorded in the employee’s personnel file.
  3. Unexcused absenteeism of up to twenty-four (24) hours in any thirty (30) day period may result in a two (2) days suspension, without pay.  The employee will also receive a second written warning which will be recorded in the employee’s personnel file and further warned that any further incident may result in immediate dismissal.
  4. Unexcused absenteeism of up to thirty-two (32) hours in any thirty (30) day period will result in immediate dismissal of the employee without additional warning.
  5. All employees are subject to immediate dismissal for unexcused absenteeism up to forty (40) hours in any six (6) month period.

 

  1. Tardiness

 

If a pattern of tardiness is detected the matter may be dealt with in the following disciplinary manner:

 

  1. If an employee is tardy and/or leaves work early up to four (4) times or two (2) hours in any thirty (30) day period the employee will be orally warned and the warning will be recorded in the employee’s personnel file.
  2. If an employee’s tardiness and or/leaving work early exceeds four (4) times or two (2) hours in any thirty (30) day period the employee will receive a first written warning.
  3. If the employee’s tardiness and/or leaving work early exceeds six (6) times or three (3) hours in any thirty (30) day period the employee will receive a second written warning which will provide that any further incident of tardiness and/or leaving early may result in dismissal.
  4. If the tardiness and/or leaving work early exceeds eight (8) times or four (4) hours in any thirty (30) day period, the employee will be dismissed immediately without further warning.
  5. All employees are subject to immediate dismissal for tardiness and/or leaving work early ten (10) times in any six (6) month period.

 

 

~ SECTION 5 ~

 

WAGE AND SALARY POLICIES

 

 

5.1 WAGE OR SALARY INCREASES

 

Please refer to your respective union contract.

 

5.2 TIMEKEEPING

 

Accurately recording time worked is the responsibility of every non-exempt employee.  Time worked is the time actually spent on a job(s) performing assigned duties.  Each job is assigned a job number and item number.  Employees are responsible for accurately documenting their time spent on individual jobs.

 

Premium Concrete Services, Inc. does not pay for extended breaks or time spent on personal matters.

 

Altering, falsifying, tampering with time records, or recording time on another team member’s time record will result in 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 supervisor. Questions regarding the timekeeping system or time cards should be directed to your supervisor.

Time Cards – Non-exempt employees will be issued a time card on their first day of employment.  The employee will be given thorough instructions on usage and instructions on what to do should a problem occur.

 

Employees will be responsible for turning in his or her card on a daily basis to a supervisor or designated individual.

 

5.3 OVERTIME

 

Please refer to your respective union contract.

 

All overtime work performed by an hourly employee must receive the supervisor’s prior authorization.  Overtime worked without prior authorization from the supervisor may result in disciplinary action. The supervisor’s signature on a timesheet authorizes pay for overtime hours worked.

 

 

5.4 PAYDAYS

 

All employees are paid weekly.  In the event that a regularly scheduled payday falls on a weekend or holiday, employees will receive pay on the next day of operation.

 

If a regular payday falls during an employee’s vacation, the employee’s paycheck will be available upon his/her return from vacation.

 

If the employee is not at work when paychecks are distributed and does not receive the paycheck, the paycheck will be returned to the office.  If an employee is unable to pick up his or her check on payday, he or she will need to contact his/her supervisor to make arrangements.

 

Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization.  Paychecks may also be mailed to the employee’s address or deposited directly into an employee’s bank account upon request.

 

~ SECTION 6 ~

 

BENEFITS AND SERVICES

6.1 HEALTH INSURANCE

 

Please refer to your respective union contract.

 

6.2 COBRA BENEFITS

 

Please refer to your respective union contract.

 

 

6.3 SOCIAL SECURITY/MEDICARE

 

Premium Concrete Services, Inc. withholds income tax from all employees’ earnings and participates in FICA (Social Security) and Medicare withholding and matching programs as required by law.

 

6.4 HOLIDAYS

 

Premium concrete Services, Inc observes the following non-paid holidays per year for all non-exempt employees:

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day after Thanksgiving Day

Christmas Day

 

6.5 JURY DUTY/MILITARY LEAVE

 

Employees will be granted time off to serve on a jury or military leave without pay.  However, all regular employees both full-time and part-time will be kept on the active payroll until their civic duties have been completed.  A copy of the jury duty summons and all other associated paperwork are required for the personnel file.

 

6.6 EDUCATIONAL ASSISTANCE

 

Premium Concrete Services, Inc recognizes that the skills and knowledge of its employees are critical to the success of the Company.  Please consider the resources available through your respective unions.

 

6.7 TRAINING AND PROFESSIONAL DEVELOPMENT

 

Premium Concrete Services, Inc recognizes the value of professional development and personal growth for employees.  Therefore, Premium Concrete Services, Inc. encourages its employees who are interested in continuing education and job specific training to research these further and consider the resources available through your respective unions.

 

~ SECTION 7 ~

 

EMPLOYEE COMMUNICATIONS

7.1 STAFF MEETINGS

 

Quarterly staff meetings will be held at dates to be announced.  These informative meetings allow employees to be informed on recent company activities, changes in the workplace and employee recognition.

 

7.2 BULLETIN BOARDS

 

Bulletin boards placed in the shop and office areas provide employees access to important posted information and announcements.  The employee is responsible for reading necessary information posted on the bulletin boards.

 

7.3 SUGGESTION BOX

 

Premium concrete Services, Inc. encourages employees who have suggestions that they do not want to offer orally or in person to write them down and leave them in the suggestion box located in the shop area.  If this is done anonymously, every care will be taken to preserve the employee’s privacy.  The box will be checked on a regular basis by Company owners.

 

7.4 PROCEDURE FOR HANDLING COMPLAINTS

 

Under normal working conditions, employees who have a job-related problem, question or complaint should first discuss it with their immediate supervisor.  At this level, employees usually reach the simplest, quickest, and most satisfactory solution.  If the employee and supervisor do not solve the problem, Premium concrete Services, Inc. encourages employees to contact the Human Resources Representative.

 

7.5 SAFETY AND FIRST AID

 

Every employee has an obligation to comply with the standards set forth from time to time to work in a safe manner.  Every employee must report to their supervisor immediately any injury, regardless of how minor.  Report to your supervisor immediately all unsafe conditions or acts taking place.  You are required to keep a clean and sanitary work area, to cover long hair when working with moving machinery, to wear ear plugs, safety glasses and dust masks where they are required.

 

See Premium Concrete Services, Inc.’s Safety Manual for further information.  Our first aid station is equipped to handle minor first aid problems.  In the event you are injured notify your supervisor immediately.  You must present a physician’s certification releasing you to return to work following any injury or illness for which you received a doctor’s care or which resulted in your excused absence for three (3) or more scheduled working days.  The doctor’s release must state that you are released to work either without limitation or with limitations specifically listed.  The fact that you have been released to work, with or without limitations, does not require that Premium Concrete Services, Inc. continue to employ you in any capacity.

 

7.6 INSPECTION OF PROPERTY

 

Lockers, vehicles, desks, and file cabinets are Premium Concrete Services, Inc. property and must be maintained according to company rules and regulations.  They must be kept clean and are to be used only for work-related purposes.  To secure compliance with its rules and regulations, the company reserves the right to inspect all company property without prior notices to the employee and/or in the employee’s absence.

 

Prior authorization must be obtained before any company property may be removed from the premises.

 

An employee’s personal property, including but not limited to tool boxes, packages, purses, and vehicles, may be inspected upon reasonable suspicion of unauthorized possession of company property, weapons, or illegal drugs.

 

 


 

RECEIPT & ACKNOWLEDGMENT OF

PREMIUM CONCRETE SERVICES, INC.

EMPLOYEE POLICY MANUAL

 

Please read the following statements and sign below to indicate your receipt and acknowledgment of the Premium Concrete Services, Inc.’s Employee Policy Manual.

 

 

  • I have received and read a copy of Premium Concrete Services, Inc.’s Employee Policy Manual.  I understand the policies, rules and benefits described in it are subject to change at the sole discretion of Premium Concrete Services, Inc. at any time.  I understand that this manual replaces (supersedes) all other previous manuals for Premium Concrete Services, Inc. as of March 15, 2013.

 

  • I further understand that this manual is not an employment contract and my employment is terminable at will, either by myself or Premium Concrete Services, Inc., at any time, for any reason and for no reason regardless of the length of my employment or the granting of benefits of any kind.

 

  • I am aware that during the course of my employment it is possible that confidential information will be made available to me, i.e., customer lists, pricing policies and other related information.  I understand that this information is critical to the success of Premium Concrete Services, Inc. and must not be disseminated or used outside of Premium Concrete Services, Inc.’s premises.  In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company.


  • I hereby consent to submit to testing for use of alcohol, drugs, or control substances as provided for in the company’s employee policy manual, and agree to provide any and all samples required for such test.  I release and discharge Premium Concrete Services, Inc., its officers, shareholders, successors and assigns, from and against any and all claims, damages, liabilities, or actions of any kind or nature arising from the test and procedure.  I acknowledge that the failure to submit to any and all testing required by Premium Concrete Services, Inc. in accordance with the policy manual will result in immediate dismissal.  I further acknowledge that if I test positive for use of alcohol, drugs, or controlled substances I will be subject o disciplinary action including immediate dismissal.

 

  • I understand that, should the content of the manual be changed in any way, Premium Concrete Services, Inc. may require an additional signature from me to indicate that I am aware of and understand any new policies.

 

  • I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Premium Concrete Services, Inc.’s Employee Policy Manual.

 

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