jss - employee handbook - confined space rescue tech-2019
TRANSCRIPT
8.16.19 FINAL
CONFINED SPACE RESCUE TECHNICIAN HAND BOOK
TABLE OF CONTENTS
1. Welcome 1. History, Goals & Culture 2. Overview of a Confined Space Rescue Technician, Safety Attendant, & Rescue Lead 3. Purpose of Handbook 4. At-‐Will Employment
2. Workplace Commitments 1. Equal Opportunity Employment 2. Non-‐Harassment/Non-‐Discrimination Policy 3. Sexual Harassment 4. Drug-‐Free/Alcohol-‐Free Environment 5. Testing 6. Open Door Policy
3. Company Policies and Procedures 1. Code of Professional Conduct 2. Background Check 3. House Rules 4. Dress Code 5. Payday 6. Company Property
A. Company Equipment B. Company Vehicles C. Vehicle Safety D. Fuel & Fuel Cards
7. Privacy 8. Personnel Files
A. Certifications 9. Hourly Pay 10. Per Diem 11. Mileage – When Using Personal Vehicle 12. Reimbursement 13. Education Reimbursement
4. Employment Classification 1. Exempt Employees 2. Non-‐Exempt Employees 3. Part-‐Time or Full-‐Time
5. Attendance Policies 1. General Attendance 2. Tardiness 3. Breaks
6. Work Performance 1. Expectations 2. Reviews
7. Discipline Policy 1. Insubordination 2. Grounds for Disciplinary Action 3. Procedures
8. Employee Health & Safety 1. Workplace Safety 2. Workplace Security 3. Emergency Procedures
9. Employee Benefits 1. Health Insurance 2. Retirement Plan 3. Worker’s Compensation 4. Leave Policies
A. Vacation B. Sick C. Bereavement D. Family and Medical Leave Act E. Holidays F. Jury Duty G. Voting H. Military I. Leave of Absence
10. Termination Policies 1. Involuntary Termination and Voluntary Termination 2. Job Abandonment 3. Final Paycheck 4. COBRA Continuation of Health Benefits 5. Exit Interview
6. Non-‐Compete and Non-‐Solicitation Agreement
11. Referral Programs 1. Business Referral Program 2. Employee Referral Program
12. Forms in Employee Portal
Acknowledgement of Receipt
Employee Copy
Employer Copy
SECTION 1 – WELCOME
1.1 History, Goals & Culture
Incorporated in 2006 as Above The Tracks, the company focused on the rail industry. As the services the company offered expanded and the current executive team formed in late 2009, the company was providing a significant amount of safety services to the power industry. To reflect the shift of focus to a broader array of industries, in February 2010, the company filed and assumed the name Job-‐Site Safety. The company has been doing business under the name Job-‐Site Safety since. In 2011 the company began offering confined space rescue services. This initiative rounded out the complete offering of safety services.
Job-‐Site Safety’s ability to develop solutions for our customers that improves their productivity and save costs has resulted in exceptional growth for our company. This growth has been a direct result of Job-‐Site Safety’s ability to develop the highest quality solution in people, strategies, training and execution for our customers.
Branching out from the Midwest and Southern regions of North America Job-‐Site Safety mainly focuses on the Petrochemical, Power Generation, Tank Cleaning Operations, General Construction, Manufacturing, Refining, Warehousing, Oil and Gas, Rail, and Steel Mill industries.
Job-‐Site Safety continues to establish itself as the "Go-‐To" supplier for our customer's safety requirements.
1.2 Overview of a Confined Space Rescue Technician, Safety Attendant, & Rescue Lead
Duties as a Confined Space Rescue Technician for Job-‐Site Safety include, but are not limited to: aid in evaluating potential hazards, draft a confined space rescue preplan, set up lifting and lowering rescue system, and identify and communicate potential hazards to all affected parties.
Determine hazard controls, emergency contingency plan, ensure that required safety equipment, and PPE is readily available and in good working order. Conduct general air quality monitoring and make recommendations for hazard control or personal protective equipment based on the interpretation of this data. Conduct daily job briefings with customer and workers. Perform on-‐going monitoring of job conditions, equipment resources, and report observations and recommendations to Job-‐Site Safety supervisor to assure both worker and team safety is maintained at all times.
In case of accident, locate the patient, assess possible injuries, package for extrication, remove patient from the threatening environment and turn over to EMS for medical attention for their transport. Render first aid and CPR to the level of training. Distinct from Rescue Technicians, a safety attendant monitors and protects other personnel performing work in high-‐risk environments. Safety Attendants are entrusted with the safety of those who enter confined spaces, of those who are performing hot work, and also responsible for protecting personnel
working under fresh air. Safety Attendants complete their own job safety analysis forms for their job tasks and are trained to identify, mitigate, or report potential safety hazards related to the job tasks for which they are assigned. The attendant will keep meticulous records of any suspicious or potentially hazardous conditions, activating appropriate alarms and promptly contacting emergency response personnel as necessary. Attendants typically will be required to document daily reports. A rescue Lead is an added certification by Job-‐Site Safety, LTD that is meant to further develop and recognize Rescue Technicians. These selected individuals must have demonstrated potential to lead crews in all aspects of the Rescue operation, specifically as it pertains to technical knowledge and ability, leading by example, and a complete grasp of the company’s policies and procedures. See Forms in Employee Portal for Lead Qualifications and Career path for Rescue Technicians. Shop duties, include but are not limited to: Follow handling (?), inspection, cleaning and preventative maintenance guidelines for all rescue equipment so that equipment is in a constant state of readiness. Maintain and accurately inventory and document all rescue-‐related equipment, vehicles, training, and jobs. Assist with special projects as assigned. A typical day/project of a Confined Space Rescue Technician
Pre-‐job Set-‐Up
• Vehicle pre-‐trip inspection • Equipment inspection • Gather all necessary paperwork (pre-‐plans, permits, job logs, etc.) • Check/prep rescue gear to be taken • Calibrate/bump monitors taken and verify their use • Load vehicle
o Verify and load all/any regular gear needed o Verify and load all/any ancillary PPE/gear needed
• Don all necessary outerwear (FRC coveralls, boots, etc.) • Travel to site
Setup/Standby
• Meet with customer representative and exchange contact info • Site walk-‐through to get acquainted with work area • Lockout on lockboxes as appropriate • Unload and carry all equipment to job area for rigging • Pre-‐rig all necessary gear for quick access • Prep any additional systems or gear as needed (SCBAs, general placements, cover, etc.) • Fill out all necessary paperwork and have client sign (permit) • Rescue preplan (all rescue jobs)
• Confined space permit (jobs with an attendant) • Don rescue harnesses • Stand by space in conspicuous area near space, ready to work if the need arises • Complete form 215A used for identifying all job related hazards along with donning of all proper
PPE prior to entering the job site
Misc. Duties/Responsibilities:
• Answer any questions that customers may have in regards to system setup or rescue plan. • Be cognizant of work performed, keeping focus on job at hand – no phones, etc. • Keep rescue equipment as safe as possible from work activities (welding, cutting, traffic, etc.)
Breakdown/End Job:
• Verify job is finished with customer and begin breakdown o Break all rescue equipment down that was rigged to be taken back to the vehicle o Be sure all equipment that was taken from shop has been brought back
§ No rescue equipment left on site unless left in care of another crew/shift • Fill out and have customer sign the job log for account of hours worked • Re-‐load vehicle and leave site to return to shop • Unload all equipment and open bags for general cleanup of gear before putting back on the
shelves. o If any equipment needs to be cleaned more thoroughly (rope, software, bags, etc.), have
the equipment set aside to be washed as appropriate for that equipment • Put all equipment back in the appropriate location • Place all paperwork into the appropriate location at the shop
o Vehicle logs, pre-‐plans, permits, etc.
1.3 Purpose of Handbook
This handbook has been prepared to inform employees of the policies and procedures of this company and to establish the company’s expectations. It is not all-‐inclusive or intended to provide strict interpretations of our policies; rather, it offers an overview of the work environment. This handbook is not a contract, expressed or implied, guaranteeing employment for any length of time and is not intended to induce an employee to accept employment with Job-‐Site Safety, LTD.
Job-‐Site Safety, LTD reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in whole or in part, whether described within this handbook or elsewhere, in its sole discretion. If any discrepancy between this handbook and current company policy arises, conform to current company policy. Every effort will be made to keep employees informed of the company’s policies, however we cannot guarantee that notice of revisions will be provided. Employees are welcome to ask questions about any of the information within this handbook.
This handbook supersedes and replaces any and all personnel policies and manuals previously distributed, made available or applicable to employees.
1.4 At-‐Will Employment
Employment at Job-‐Site Safety, LTD is at-‐will. An at-‐will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. This at-‐will relationship exists regardless of any statements by office personnel to the contrary. Only Job-‐Site Safety, LTD’s President or Vice President is authorized to modify the at-‐will nature of the employment relationship, and the modification must be in writing.
SECTION 2 – WORKPLACE COMMITMENTS
2.1 Equal Opportunity Employment
Job-‐Site Safety, LTD is an equal opportunity employer and does not lawfully discriminate against employees or applicants for employment on the basis of an individual’s race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.
Whenever possible, Job-‐Site Safety, LTD makes reasonable accommodations for qualified individuals with disabilities to the extent required by law. Employees who would like to request a reasonable accommodation should contact Job-‐Site Safety, LTD’s President or Vice President.
2.2 Non-‐Harassment/Non-‐Discrimination Policy
Job-‐Site Safety, LTD prohibits discrimination or harassment based on race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including without limitation harassment. Consistent with its workplace policy of equal employment opportunity, Job-‐Site Safety, LTD prohibits and will not tolerate harassment on the basis of race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Violations of this policy will not be tolerated.
Discrimination includes, but is not limited to: making any employment decision or employment related action on the basis of race, color, religion, creed, age, sex, disability, national origin, marital or veteran status, or any other status protected by applicable law.
Harassment is generally defined as unwelcome verbal or non-‐verbal conduct, based upon a person’s protected characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits, has the purpose or
effect of unreasonably interfering with the person’s work performance, or has the purpose or effect of creating an intimidating, hostile or offensive working environment. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping, threatening, intimidating or hostile acts, denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic.
2.3 Sexual Harassment
Job-‐Site Safety, LTD is committed to providing a workplace that is free from sexual harassment. Sexual harassment in the workplace is against the law and will not be tolerated. When Job-‐Site Safety, LTD determines that an allegation of sexual harassment is credible, it will take prompt and appropriate corrective action.
What is Sexual Harassment?
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
1. An employment decision affecting that individual is made because the individual submitted to or rejected the unwelcome conduct; or
2. The unwelcome conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or abusive work environment.
Certain behaviors, such as conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature, are always wrong.
Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment:
• Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via-‐email; • Verbal abuse of a sexual nature; • Touching or grabbing of a sexual nature; • Repeatedly standing too close to or brushing up against a person; • Repeatedly asking a person to socialize during off-‐duty hours when the person has said no or
has indicated he or she is not interested (supervisors in particular should be careful not to pressure their employees to socialize);
• Giving gifts or leaving objects that are sexually suggestive; • Repeatedly making sexually suggestive gestures; • Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the
workplace; • Off-‐duty, unwelcome conduct of a sexual nature that affects the work environment.
A victim of sexual harassment can be a man or woman. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-‐worker, other employee, or a non-‐employee who has a business relationship with Job-‐Site Safety, LTD.
Reporting Violations Of The Above Workplace Commitments:
Any Job-‐Site Safety, LTD employee who feels that he or she has been subjected to a violation of a workplace commitment, or has witnessed or become aware of a violation of these policies, should bring the matter to the immediate attention of his or her supervisor or Job-‐Site Safety, LTD’s President or Vice President. Job-‐Site Safety, LTD will promptly investigate all allegations, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and Job-‐Site Safety, LTD will take appropriate action based on the outcome of the investigation.
No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the employee should file a complaint using the procedures set forth above.
2.4 Drug-‐Free/Alcohol-‐Free Environment
Overview:
The purpose of the following policy is to establish and maintain a drug-‐free, alcohol-‐free, safe, healthy work environment for all of the employees of Job-‐Site Safety, LTD and all affiliated companies, hereinafter known as (“The Company”) and to protect its employees, customers, and the public from the dangers posed by the unlawful manufacture, distribution, dispensation, possession or use of illegal drugs or alcohol in the work place. An employee who abuses drugs or alcohol creates a grave risk or serious danger to the safety, security and health of not only himself, but also innocent co-‐workers, customers and members of the public.
The Company is concerned with the health and safety of all employees and intends, by adopting this policy, to make its policies and objectives known and made applicable to all groups of employees from executives to hourly workers.
Purpose:
The Company’s Drug-‐Free Workplace Program was adapted to ensure, to the greatest extent possible, a work environment free of the negative effects of drug and alcohol abuse. The abuse of drugs and alcohol leads to an increased number of accidents and medical claims. The abuse of drugs and alcohol can also lead to deterioration of an employee’s health and can interfere with family life. Our goal is to provide help for our employees who have substance abuse problems while at the same time ensuring that our workplace is operating efficiently and safely. We believe that early recognition and treatment are critical to successful rehabilitation and to the minimization of business, personal, family and social disruption. Therefore, we strongly encourage the use of the Drug and Alcohol hotline for employee
assistance. Free Addiction Helpline for Drug or Alcohol is 866-‐925-‐7411. However, for those employees who refuse to seek assistance or refuse to comply with the Drug-‐Free Workplace Program, the Company will take appropriate measures to ensure our goal is reached. Finally, we believe it is important that our employees’ personal privacy and dignity be respected while maintaining a safe and productive workplace.
Coverage:
The Drug-‐Free Workplace Policy covers all employees of the Company.
Employee Assistance:
The Company encourages employees to voluntarily seek help. Therefore, the Company’s Drug and Alcohol hotline for employee assistance will help employees with problems related to substance abuse. The hotline, 866-‐925-‐7411, provides information on drugs and alcohol, assistance on finding counseling, assessment and/or referral to treatment. All employees have access to the hotline, 24 hours a day and 365 days a year. All calls to the hotlines will be kept confidential and callers can choose to remain anonymous.
Employees who undergo voluntary counseling or treatment and who continue to work are subject to the same job performance and behavior standards as other employees. As is the case of all employees, those seeking voluntary counseling or treatment who fail to meet performance standards will be subject to disciplinary action.
When treatment is necessary, coverage is based on the parameters set forth in the medical benefits plan.
Prohibited Conduct:
The policy lists several examples of prohibited conduct which includes use, possession, manufacture, distribution, sale or being under the influence of illicit drugs on all company property, on company business or during working hours. Other violations include being convicted under any criminal drug or alcohol statute for a violation occurring in the workplace or while conducting company business and failing to notify the Company within five (5) days of the conviction.
Employees taking prescription drugs must do so according to their physician’s direction. In addition, employees must follow manufacturer’s directions when taking over-‐the-‐counter drugs. Employees in safety sensitive positions who take prescription drugs must immediately notify a supervisor of the prescription drug use if the use could alter the employee’s physical or mental ability to perform his or her job.
Unauthorized use of alcohol, possession of alcohol or being “under the influence” of alcohol (defined as a blood alcohol content higher than .00% or shorter based on a client site) on company premises or while on company business, is also prohibited. There are a number of exceptions in the policy to the prohibition of alcohol consumption and storage, so long as it is not overly consumed. However, the
exceptions do not permit an employee to be “under the influence” of alcohol under any circumstance. For example:
• Consumption is allowed at a company-‐sponsored function when authorized in advance by the President or Vice President of the Company;
• Consumption is allowed while an employee is attending a professional activity or while conducting business entertainment with non-‐company personnel and authorized in advance by the President or Vice President of the Company;
Finally, refusing to sign the Drug-‐Free Workplace Policy Acknowledgement Form, the Substance Abuse Testing Consent Form, the Laboratory Chain of Custody Form or the Rehabilitation Agreement, when required, is a violation of policy.
2.5 Testing
Testing is the only objective way to know with certainty whether an individual has drugs or alcohol in his/her system. For the safety of all our employees, the Company will test for drugs and/or alcohol at any time the employer deems necessary, especially after an accident.
An accident is defined as an unplanned, unexpected and unintended event which occurs on company property, on company business, or during working hours, or involves company supplied motor vehicles or motor vehicles being used for company purposes and which results in either:
o A fatality o Bodily injury requiring medical treatment away from the scene o Damage to a motor vehicle or other company property
Refusing to consent to or submit to a drug and/or alcohol test when required under this policy is considered a violation and an employee may be subject to discipline up to and including termination.
The Company has adopted procedures that respect employees’ privacy and confidentiality concerns to the greatest extent possible. For example, before a reasonable suspicion test can be requested, a supervisor or manager must document all suspected behavior and confer with the President or Vice President.
Whenever possible, the supervisor will discuss the reasonable suspicion referral with the employee in a private location. Further, to ensure testing reliability, the Company has contracted a drug-‐testing laboratory, which utilizes the most accurate and advanced testing methods available.
Finally, before a positive test result is reported to the Company, the test will be reviewed by an outside Medical Review Officer (MRO) who is a licensed physician. The MRO will contact the employee for further information. If an employee has a legitimate medical explanation for the positive test and the MRO has verified the explanation, the test will be reported as negative to the company.
Consequences:
Any violation of the Drug-‐Free Workplace policy, even a first offense, may be a basis for disciplinary action, up to and including termination. However, particularly serious violations, such as selling drugs at the Company, will normally result in immediate termination. For new employees or violations other than a positive test, the Company may, in its sole discretion, discipline the employee or, in addition to any disciplinary action, refer the employee to qualified professionals for assessment, counseling and/or referral to a treatment program.
Employees who are referred to treatment by the Company will be required to sign a rehabilitation agreement. Employees must comply with all of the treatment conditions or they may be discharged. Employees are always required to meet the established standards of conduct and job performance while undergoing substance abuse treatment.
Inspections:
Whenever the Company has reasonable suspicion to believe that an employee may be in possession of alcohol, drugs or drug paraphernalia on company property (including job sites), the Company may search company property or may request that the employee empty the contents of his/her personal effects or personal vehicle on company property.
Confidentiality:
All information concerning drug and/or alcohol testing referrals and testing results, and/or treatment and rehabilitation of an employee will be kept confidential.
IMPORTANT: This policy does not create a binding employment contract.
2.6 Open Door Policy
Job-‐Site Safety, LTD has an open door policy and takes employee concerns and problems seriously. Job-‐Site Safety, LTD values each employee and strives to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about to their supervisor or some other member of management
SECTION 3 – COMPANY POLICIES AND PROCEDURES
3.1 Code of Professional Conduct
Job-‐Site Safety, LTD expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action, up to and including termination.
3.2 Background Check
This policy applies to all employees of Job-‐Site Safety, LTD.
A. Policy Statement
1. It is the policy of Job-‐Site Safety, LTD that all new Staff and Temporary employees have certain credentials and criminal and other background information verified as a condition of employment.
B. Reason for Policy
1. Job-‐Site Safety, LTD believes that hiring qualified individuals contributes to our overall strategic success. Background checks serve as an important part of the selection process.
2. It is also important that Job-‐Site Safety, LTD take meaningful actions to protect its funds, property and other assets.
3. This policy is intended to support the verification of credentials, criminal history, credit status and other information related to employment decisions that assist Job-‐Site Safety in meeting its commitments.
C. Procedures
1. New Employees
a. All new employees must have completed the Job-‐Site Safety, LTD application, including the criminal history disclosure statement, before they can be offered employment. All new employees shall have one or more of the following background checks completed as a condition of employment with Job-‐Site Safety, LTD.
i. Employment verification ii. Educational verification iii. License/Certification verification iv. Criminal history check v. Sex and violent offender registry check vi. Credit history check
D. Sanctions
Providing false or misleading information used for any of the above background checks, will be handled in accordance with applicable Job-‐Site Safety, LTD’s disciplinary policies and procedures; which may include corrective actions up to and including termination of employment.
3.3 House Rules
• Be Professional
• No external piercings while on the job or tongue studs • No traceable amount of alcohol in employee’s system while on the job • No use of illegal drugs at any time • No derogatory comments about co-‐workers or our customers and their employees on any social
media network • Be in a clean uniform or otherwise dressed in a way that represents our company well • Be on time every time • Rescue Technicians must be clean shaven • No discriminating or harassing material posted anywhere on the job site • Be fiscally responsible with company money, equipment and materials • Follow all safety rules for the company and site where placed • Submit all required paperwork/forms on time • Keep phone numbers and addresses updated • Keep supervisor(s) informed • Cell phone use only for business while on the jobsite unless on a break • Participate in monthly training • Confined Space Rescue Technicians need to provide their own laptop or have access to a
computer to complete daily forms • Time off requests need to be sent to the Operations Manager and approved
3.4 Dress Code
Minimal uniform is required, consisting of wearing steel toe or composite boots, hardhat, safety glasses, Job-‐Site Safety coveralls, and earplugs. Employees are expected to dress appropriately for their individual work responsibilities and position. The typical dress code for a Confined Space Rescue Technician will be based on work location and will always be specified before assignment. A Confined Space Rescue Technician needs to confirm dress code prior to each project start. An employee’s personal appearance and hygiene is a reflection of Job-‐Site Safety, LTD’s character and should always be maintained as a professional appearance. Additionally, based on the job assignment, employees may be required to be clean shaven at all times.
3.5 Payday
Paychecks are distributed every Friday. If the pay date lands on a holiday, paychecks will be distributed on the closest business day before the holiday.
The paycheck will reflect work performed for the previous workweek, Monday-‐Sunday. Paychecks include salary or wages earned less any mandatory or elected deductions. Mandatory deductions include federal or state withholding tax and other withholdings. Elected deductions are deductions authorized by the employee, and may include, for example, contributions to benefit plans. Employees may contact Job-‐Site Safety, LTD’s Vice President to obtain the necessary authorization forms for requesting additional deductions from their paychecks.
Notify payroll if the paycheck appears to be inaccurate or if it has been misplaced. Job-‐Site Safety, LTD reserves the right to charge a replacement fee for any lost paychecks. Advances on paychecks are permitted with payroll’s final approval. Information regarding final paychecks can be found under the termination section of this handbook.
Any changes in name, address, telephone number, marital status or number of exemptions claimed by an employee must be reported to payroll immediately.
3.6 Company Property
Job-‐Site Safety, LTD property, such as equipment, vehicles, telephones, computers, and software, is not for private use. These devices are to be used strictly for Job-‐Site Safety, LTD business, and are not permitted off grounds unless authorized. Job-‐Site Safety, LTD property must be used in the manner for which it is intended. Upon termination, employees are required to surrender any Job-‐Site Safety, LTD property they possess.
Job-‐Site Safety, LTD computers, internet and emails are a privileged resource, and must be used only to complete essential job-‐related functions. Employees are not permitted to download any “pirated” software, files, or programs and must receive permission from a supervisor before installing any new software on a Job-‐Site Safety, LTD computer. Files or programs stored on Job-‐Site Safety, LTD computers may not be copied for personal use.
Phones are provided for business use. Job-‐Site Safety, LTD requests that employees not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversation brief. Personal long-‐distance calls are not permitted.
3.6 A. Company Equipment
From time to time an employee may be assigned Job-‐Site Safety, LTD owned equipment to complete a job’s duties and, accordingly, the employee temporarily assumes responsibility for the item(s). Before being assigned JSS gear or equipment of any kind, the employee is required to sign the Equipment Acknowledgment Form and submit it to Job-‐Site Safety, LTD Management. Additionally, certain equipment or gear may require a financial deposit, which may be subtracted from the employee’s pay check over a period of time. Upon the employee successfully returning the equipment or gear, the financial deposit will be returned to the employee. All employees borrowing company equipment and gear will be given a timeline to return it, if the employee does not return company resources in the given time frame, the employee will be fiscally responsible for all unreturned items. Please note that the company many either keep the financial deposit and/or deduct the total value of the unreturned items from the employee’s final paycheck. See Forms in Employee Portal for the Equipment Acknowledgment Form.
Job-‐Site Safety is deeply concerned with safety in the workplace. If there is uncertainty on the proper and safe way to use any piece of equipment, employees must contact management immediately. No piece of equipment is to be used in a way that an employee knows or suspects to be unsafe. Likewise,
employees should immediately report any problems or damage to, or resulting from, a Job-‐Site Safety, LTD piece of equipment as well as any theft of the equipment. Employees should take reasonable precautions to protect the equipment and comply with any applicable Job-‐Site Safety, LTD policy regarding use of the equipment. Employees also should not use company equipment for non-‐work related tasks, or allow non-‐employees to use the equipment. When the task has been completed for which the equipment was needed, employees must promptly return it.
Job-‐Site Safety employees are required to report to Management any damage, loss or stolen of Job-‐Site Safety owned and operated equipment as soon as possible and submit a completed copy of the Equipment Damage/Lost/Stolen Report Form within 24 hours of the incident. Please note that where an injury occurs as a result of any damage, loss or stolen of Job-‐Site Safety owned and operated equipment, employees are required to report the incident to Management immediately, in addition to submitting a completed Equipment Damage/Lost/Stolen Report Form. See Forms in Employee Portal for the Equipment Damage/Lost/Stolen Report Form.
Failure to return or properly account (for instance, by explaining the reasonable precautions that were taken) for equipment belonging to Job-‐Site Safety, LTD will result in, among other things, deductions from pay. Specifically, the value of the equipment will be deducted from the employee’s next paycheck after return of the equipment has been requested. At no time, however, will deductions be made that reduce an employee’s pay to a level below the minimum wage. If this problem arises, the deductions will be evenly spaced out over as many paychecks as are needed to ensure the employee is paid the minimum wage. If employment with Job-‐Site Safety, LTD ends before the cost of the equipment has been recovered from pay, the remaining (or, if applicable, the entire) value of the equipment will be deducted from any per diem or travel reimbursement benefits that are typically paid on projects requiring significant travel. Job-‐Site Safety, LTD may also pursue other legal and criminal remedies if warranted.
3.6 B. Company Vehicles
Use of Job-‐Site Safety, LTD’s vehicle(s) are decided by Job-‐Site Safety, LTD Management and job-‐specific needs. Vehicles are intended to be used for business purposes only and should not be used for personal reasons, or taken home over night without prior authorization from Management. Designated employees may be required to use company-‐owned and/or company rented vehicles, to carry out their duties, such as transporting equipment to and from a jobsite. A valid driver license and good driving record must be approved by the insurance carrier before being eligible to operate these vehicles on the company’s behalf. Vehicle Pre-‐Trip Inspection Logs need to be obtained and turned in daily. Vehicle condition must be maintained based on how it was received. Non-‐company employees should not be allowed to operate a company vehicle, or a company rental, under any circumstances. Any ticket(s) and or toll(s) will be at the employee’s expense and Job-‐Site Safety, LTD will charged to the employee. Should an employee leave the jobsite or be terminated by Job-‐Site Safety, LTD the employee must immediately return the vehicle to the corporate office. See Forms in Employee Portal for Company Vehicle & Fuel Card Usage SOP as well as the Rescue Trailer Checklist.
In the event of an incident or an accident involving company vehicles (owned or rented), Job-‐Site Safety employees are required to report the incident or accident to a Manager, as soon as possible. The employee must submit a completed copy of the Incident/Accident Report Form within 24 hours of the incident. Please note that if an injury occurs as a result of an incident or accident, employees are required to report the incident to Managers immediately, in addition to submitting the completed Incident/Accident Report Form. See Forms in Employee Portal for Incident/Accident Report Form.
3.6 C. Vehicle Safety
This Safety Standard applies to all personnel working for Job-‐Site Safety that are required to operate company-‐owned vehicles or on company business. This procedure is designed to provide employees with minimum requirements for operating company-‐owned vehicles or on company business.
• All safety/rescue professionals shall be initially trained on this policy and then annually thereafter.
• The job’s lead safety/lead rescue person shall have the ultimate responsibility for the safety and health of his/her direct report employees.
• The job’s lead safety/lead rescue person shall be responsible to ensure employees comply with all Vehicle Safety requirements.
• The President/Vice President is responsible for reviewing any changes and approval of this document.
Vehicles shall be operated only by authorized company employees with a valid operator’s license, classified properly for the vehicle they are to operate.
• Safe driving behaviors must be adhered to, such as hands-‐free cell phone use, not manipulating radios or other equipment which may cause distraction, not exceeding the posted speed limit and maintaining a safe distance between other vehicles.
• Cell phone use that is not hands free is prohibited. • For other than type D vehicles in the use of the vehicle. This training shall be provided through
the Operations Manager and documented. • Company vehicles fall under the following classifications:
• Type A – Gross combination weight rating (GCWR) of 26,000 or more pounds provided the GCWR of the vehicle(s) being towed is in excess of 10,000 pounds.
• Type B -‐ Any single vehicle with a gross vehicle weight rating (GCWR) 26,001 or more pounds, or any such vehicle towing a vehicle not in excess of 10,000 pounds GCWR.
• Type C – Any single vehicle with a GCWR of 16,001 pounds not less than 26,001 pounds GCWR; or any such vehicles towing a vehicle not in excess of 10,000 pounds; or any vehicle 26,000 pounds GCWR or less designed to transport 16 or more people or used in the transportation of hazardous materials which requires the vehicle to be placarded; or any such vehicle towing a vehicle with a GCWR of 10,000 pounds or less or with a GCWR of 26,000 pounds or less.
• Type D – Any single vehicle with GCWR 16,000 pounds or less that is not designed to transport 16 or more people; or any single vehicle with a GCWR if 16,000 pounds or less that is not used in the transportation of hazardous materials which requires the vehicle to be placarded; or any single vehicle with a GCWR of 16,000 pounds or less towing any vehicle providing the GCWR does not exceed 26,000 pounds.
All loads shall be within the manufacturer's legal limits.
Keep equipment well maintained and in good repair. Windshields and side and back windows must be kept clean to assure maximum visibility.
All passengers and drivers shall wear seat belts while the vehicle is in operation.
The maximum number of employees in the cab of any truck is to be determined by the number of seatbelts available to be worn.
Employees shall not ride on the sideboards or tailgates of trucks or other vehicles so equipped.
When in an Owner’s facility and with prior approval from the Owner, employees may ride in the beds of these types of vehicles, provided they are seated on the floor inside the bed or on benches specifically installed for that purpose.
While operating pick-‐up, stake, or dump trucks take special care to make sure that pedestrians are not in the path of movement. Drive slowly and sound the horn to warn others of approach.
Vehicles carrying loads shall have the loads secured to prevent damage to the vehicle and possible accidents. This is the responsibility of the operator.
Abide by all posted signs and laws regarding vehicles.
Employees must report all traffic violations and vehicle accidents immediately.
Authorized drivers are not allowed to operate the vehicle while under the influence of alcohol, illegal drugs or certain medications.
Operators of Company vehicles with gross vehicle weights in excess of 12,000 pounds are required to meet Federal and State motor carrier safety regulations.
Each operator of vehicles, which fall under these requirements, shall meet the provisions of the regulations, and the individual doing the hiring, i.e., Operations Manager, is responsible for completing the “Motor Carrier Safety Regulations” form.
Questions and information for Motor Vehicle Record check shall be directed to the Safety Department.
3.6 D. Fuel & Fuel Cards
Fuel
When using a Job-‐Site Safety vehicle, fuel cost will be reimbursed if purchased with employee’s own money. Retention of receipts for all purchases and weekly reporting of all purchases to Job-‐Site Safety, LTD management must be followed. Fuel costs will not be reimbursed should an employee leave the jobsite prior to completion and/or if terminated by Job-‐Site Safety, LTD.
Fuel Cards
Job-‐Site Safety, LTD procedures for using the fuel card, including retention of receipts for all purchases and weekly reporting of all purchases to Job-‐Site Safety, LTD management must be followed. If fuel card is offered, employee will be required to sign fuel card agreement. See Forms in Employee Portal for Incident/Accident Report Form.
Fuel Card agreement is as follows:
• I will follow company procedures for using my fuel card, including retention of receipts for all purchases and weekly reporting of all purchases to company management.
• I agree to cooperate with an auditing or otherwise investigating use of the fuel card. • I will immediately notify the company management if a card is lost or stolen or if my PIN is
compromised. • I agree not to share my Personal Identification Number (PIN) with any other person. • I understand I can only use the card for work-‐related fuel purchases. • If I misuse the card for personal purchases, I authorize Job-‐Site Safety, LTD to deduct from my salary
or from other monies owed to me, an amount equal to the total of the personal purchases. I also agree to allow Job-‐Site Safety, LTD to collect any amounts owed by me even if Job-‐Site Safety, LTD no longer employs me.
• I understand improper use of this card may result in disciplinary action, including termination of employment and criminal action.
• I understand that Job-‐Site Safety, LTD may terminate my card use privileges at any time for any reason.
3.7 Privacy
Employees and employers share a relationship based on trust and mutual respect. However, Job-‐Site Safety, LTD retains the right to access all Job-‐Site Safety, LTD property including computers, desks, file cabinets, storage facilities, and files and folders, electronic or otherwise, at any time. Employees should not entertain any expectations of privacy when on company grounds or while using company property.
All documents, files, voice-‐mails and electronic information, including e-‐mails and other communications, created, received or maintained on or through Job-‐Site Safety, LTD property are the
property of Job-‐Site Safety, LTD, not the employee. Therefore, employees should have no expectation of privacy over those files or documents.
3.8 Personnel Files
Job-‐Site Safety, LTD maintains a personnel file on each employee. These files are kept confidential to the extent possible. Employees may review their personnel file upon request.
It is important that personnel files accurately reflect each employee’s personal information. Employees are expected to inform Job-‐Site Safety, LTD of any change in name, address, home phone number, and home address, and marital status, number of dependents or emergency contact information.
3.8 A. Certifications
Job-‐Site Safety, LTD requires that all employees provide individual copies of all valid and current certifications prior to being hired as a Confined Space Rescue Technician. As certifications are renewed and new certifications are completed, employees are required to submit all copies into Human Resources to keep on file. If the employee fails to renew a certification or fails to provide Job-‐Site Safety, LTD with the required proof, the certification label will be removed from the employee profile and this may result in termination due to proper verification of certifications and training.
3.9 Hourly Pay
Confined Space Rescue Technician will be paid on an hourly basis. It is the responsibility of the employee to track: all time worked; maintain an accurate shop time card; and report all hours worked in the portal in a timely manner. Pay rate will be determined before the hiring process and is based upon experience. This pay is negotiable with Job-‐Site Safety, LTD’s President and Vice President.
Full-‐ Time/Shop Employees as well as Part-‐Time Employees will have three pay rates: shop rate, client billable rate, and a drive time rate. Employees will only be paid for the actual hours worked during the week.
Shop Rate
The shop rate is for any hourly rate working at the shop or any duties related to the shop. The shop rate is also the hourly rate for any time job shadowing/training. Shop hours must be date stamped on the time card and the hours on the internal timesheet must match the time card. Billable Rate Employees are compensated based on the hours the client signs off on the JSS client time sheet. All jobs reported to have a 4-‐hour minimum paid to the employee at their billable rate regardless of what's actually worked. An employee's total time reported must match what is logged on their shop time card.
If the employee works two hours at a billable job and 4 hours in the shop and six hours are logged on their shop time card, they will be paid the 4-‐hour minimum at the billable rate, and 2 hours at the shop rate. They will not be paid both 4 hours of billable and 4 hours of shop. Additionally, employees are paid an additional .5 hour at billable rate for the first shift on a “New” job, an existing job that has a long break then resumes may a considered “new” again per Manager’s discretion. Over Time Hours Overtime can be earned for the following reasons: 1. On billable jobs after 8 hours in a day 2. On billable jobs on Saturday or Holidays -‐ for list of paid worked Holidays, please See 9.4 E Holidays 3. On all hours worked after 40 hours in the week at the rate of which the hours after 40 were performed (i.e. if the 41st hour worked was at the drive rate, you would receive that hour at the overtime rate of drive, if the 42nd hour worked was at the billable rate, you would receive that hour at the overtime rate of billable, and so on.) If the Confined Space Rescue Technician is working as Lead Technician, the employee is paid $0.50/hour additional, however Lead pay may be removed if Lead duties are not fully fulfilled for the shift or work day. If the Confined Space Rescue Technician works a night shift, the employee is paid $0.50/hour additional. Drive Time Rate The drive time rate is paid when traveling to a job more than 75 miles away one-‐way, and if 32 hours of shop/rescue work have been met in a week. If the 32 hours of shop/rescue work have not been met in a week, driving time will be paid at the shop rate.
Full-‐Time/Shop Employees
Full-‐time, or shop, employees are Job-‐Site Safety’s full-‐time Confined Space Rescue employees. These employees are eligible to be paid up to 32 hours per week of shop time, but only are paid for the actual hours worked during the week. These hours are paid according to the hours reflected on the signed client time sheets and/or the shop time cards. Part-‐Time Employees
Part-‐Time Employees’ client billable hours are paid based on the signed client time sheet of a confined space rescue job. The standard structure for client billable hourly pay is as follows: Overtime hours are paid after 8 hours a day, Saturday hours are paid time and half, Sunday and observed holidays are paid double time (See 9.4 E Holidays). If the Confined Space Rescue Technician is working as Lead Technician,
the employee is paid $0.50/hour additional. If the Confined Space Rescue Technician works a night shift, the employee is paid $0.50/hour additional.
Part-‐Time Employees are occasionally eligible for shop hours if approved ahead of time by Job-‐Site Safety, LTD. The rate for working at the shop or any duties related to the shop is paid at the shop rate. The shop rate is also the hourly rate for any time job shadowing/training. Shop hours must be date stamped on the time card and the hours entered in the portal must match the time card. Structure of Hours Job-‐Site Safety pays hours based on the following: Any shifts starting 12AM -‐ 11:59PM will be considered that calendar day; regardless of when the shift ends and will be paid so accordingly. If an employee ever has questions on how to log hours on a time sheet or wants to know how they will be paid, the employee may always address with Job-‐Site Safety management.
Examples:
§ If an employee's shift starts at 11PM on a Saturday and ends on Sunday, the employee will be paid at the overtime rate.
§ If an employee's shift starts at 10PM on a Sunday and ends on Monday, the employee will be paid at the double time rate.
§ If an employee's shift starts at 12AM on a Monday, the employee will be paid at the regular rate -‐ though it may "feel" like a Sunday night shift.
3.10 Per Diem
Paid on jobs over 75 miles away, one-‐way and requires an overnight stay. Job-‐Site Safety will select hotel and pay for the hotel. Per Diem will be $25 a day. Employee may share hotel room with another employee of the same gender.
Per Diem is paid one (1) day before the job starts. If the employee’s particular job requires significant travel, employee must be in contact with Job-‐Site Safety, LTD to see if an additional day of per diem is awarded. Any additional travel not pre-‐approved by Job-‐Site Safety, LTD will be at the expense of the employee. Job-‐Site Safety, LTD is not responsible for per diem expenses should an employee leave the job site suddenly, prior to completion without proper approved dismissal from Job-‐Site Safety, LTD. See section 10.2 regarding Job Abandonment. See section 9.4 B. regarding per diem policy and sick leave.
3.11 Mileage – When Using Personal Vehicle
Confined Space Rescue Technicians customarily use a Job-‐Site Safety, LTD vehicle when going to a work location. If an employee uses their personal vehicle to go to a job-‐site, they must receive advance approval in writing from Management.
Mileage will be reimbursed at a rate of $.50/mile when a personal vehicle is used if either of the following conditions apply:
• Job-‐site is 75 miles or more from the employee's residence
• Employee is required to transport equipment or other cargo, per JSS
If the job-‐site is under 75 miles away from the employee residence, mileage reimbursement will be at the discretion of the Field Manager.
If a job requires overnight stays, mileage will only be paid at the initial start and the completion of the job. During the duration of the job, if an employee chooses to travel to and from the job site, he or she will be doing so at their own expense and Job-‐Site Safety, LTD is not responsible for reimbursing any additional mileage.
Job-‐Site Safety, LTD is not responsible for mileage reimbursement should an employee leave the job site suddenly, prior to completion without proper approved dismissal from Job-‐Site Safety, LTD. See section 10.2 regarding Job Abandonment. Exceptions may apply.
If receiving mileage reimbursement, commuting time will be paid out at drive time rate or shop rate according to the guidelines specified above.
3.12 Reimbursement
Reimbursements for approved expenses made on the job site need to be turned in no later than five (5) business days after with the associated receipt. Prior approvals are required for any expenses. Without prior approval, reimbursement may be declined. Mileage reimbursement also needs to be turned in no later than five (5) business days along with the date, where the miles were from, the reason, and if multiple trips, miles listed each day. Expenses can be paid on a monthly basis.
3.13 Education Reimbursement
Job-‐Site Safety, LTD will reimburse employees for half of an approved (must notify and ask Job-‐Site Safety, LTD before enrolling) job-‐related training/certificate if the employee is: a current Job-‐Site Safety; LTD employee when taking the course; completes 320 billable hours in the 6 months following the completion of the course; and is in good standing with Job-‐Site Safety, LTD. Reimbursements will be issued 6 months after the course is completed and the criteria above is met.
SECTION 4 – EMPLOYMENT CLASSIFICATIONS
Job-‐Site Safety, LTD assigns positions, determines wages and compensates employees for overtime in accordance with state and local laws and the Fair Labor Standards Act.
4.1 Exempt Employees
Exempt employees are those that are excluded from the overtime pay requirements of the Fair Labor Standards Act. Exempt employees are paid a salary and are expected to work beyond their normal work hours whenever necessary to accomplish the work of Job-‐Site Safety, LTD. Exempt employees are not eligible to receive overtime compensation. Employees should consult with an administrator if they have questions regarding their classification as an exempt employee.
4.2 Non-‐Exempt Employees
Non-‐exempt employees are those eligible for overtime pay of 1.5 times the regular hourly rate of pay for all hours worked over 40 per workweek. All overtime must be approved in advance. Employees should consult with an administrator if they have questions regarding their classification as a non-‐exempt employee.
4.3 Part-‐Time or Full-‐Time
Part-‐time or full-‐time classification is solely up to the discretion of Management. Every rescue employee is a part-‐time employee, unless/until the rescue employee receives a Full-‐Time Compensation Agreement from Job-‐Site Safety, formally documenting the transition from part time to full time employment. Compensation Agreements can only be initiated by Job-‐Site Safety.
Full-‐time employees may be eligible to participate in employee benefits. Part-‐time employees are not eligible for employee benefits, as described in this handbook.
SECTION 5 – ATTENDANCE POLICIES
5.1 General Attendance
Job-‐Site Safety, LTD maintains normal working hours of 7:00 AM – 5:00 PM CST at the office. However, hours will vary significantly depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee should contact their Job-‐Site Safety, LTD supervisor.
Job-‐Site Safety, LTD does not tolerate absenteeism. Employees who will be late to or absent from work should notify Job-‐Site Safety, LTD and the client supervisor (if in advance, or as soon as practicable in the event of an emergency. Chronic absenteeism may result in disciplinary action, up to and including termination.
Employees who need to leave early, for illness or otherwise, should inform Job-‐Site Safety, LTD before departure. Unauthorized departures may result in disciplinary action, up to and including termination.
Should a work location/site require check in/check out at the gates, these hours will be verified and used for paying the employee.
5.2 Tardiness
Employees are expected to arrive on time and ready to work. An employee who arrives after their scheduled arrival time is considered tardy and may be deducted pay and/or disciplined. Job-‐Site Safety, LTD recognizes that situations arise which hinder punctuality; regardless, tardiness is prohibited without the presence of extenuating circumstances and may be subject to disciplinary action, up to and including termination.
5.3 Breaks
Employees follow the break procedures of the client, when working a billable job. Work location and working conditions must permit a break, and breaks are only allowed pending client site supervisor’s approval.
Shop employees are awarded a 30-‐minute meal period when working at the Job-‐Site Safety shop, but must be approved by a supervisor.
SECTION 6 – WORK PERFORMANCE
6.1 Expectations
Job-‐Site Safety, LTD expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees are required to maintain a thorough understanding of the job being performed, should attempt to achieve their job objectives, and act with diligence and consideration at all times. Furthermore, the company expects every employee to understand and fully implement our policies and procedures whether at the shop, job site, outside meetings, inside or around company vehicles, as well as any other work related functions. Poor job performance, including a disregard of company policies, can result in disciplinary action, up to and including termination.
6.2 Reviews
Job-‐Site Safety, LTD may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that need improvement. Job-‐Site Safety, LTD uses performance reviews as a tool to determine pay increases, promotions and/or terminations, however, a review does not automatically imply a pay increase. See Forms in Employee Portal for Performance Review Form.
All performance reviews are based on merit, achievement and other factors may include but are not limited to:
• Quality of work • Attitude
• Knowledge of work • Job skills • Attendance and punctuality • Dependability • Thorough and timely submission of job documentation/paperwork • Teamwork and cooperation • Compliance with company policies and procedures • Past performance reviews • Improvement • Acceptance of responsibility and constructive feedback
Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at will-‐relationship with the company.
Forward any questions about performance expectation or evaluation to the supervisor conducting the evaluation.
SECTION 7 – DISCIPLINE POLICY
7.1 Insubordination
Supervisors and employees should interact with mutual respect and common courtesy. Employees are expected to take instruction from supervisors or other persons of authority. Failure to comply with instructions or unreasonably delaying compliance is considered insubordination. Acts of insubordination are subject to disciplinary action, up to and including termination.
If an employee disagrees with a supervisor, the employee should first try to mediate the situation by explaining their position. If possible, a compromise might be met and accusations of insubordination avoided.
7.2 Grounds for Disciplinary Action
Job-‐Site Safety, LTD reserves the right to discipline and/or terminate any employee who violates company policies, practices or rules of conduct. Poor performance and misconduct are also grounds for discipline or termination.
The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that Job-‐Site Safety, LTD does not tolerate. These actions include, but are not limited to:
• Engaging in acts of discrimination or harassment in the workplace;
• Possessing, distributing or being under the influence of illicit controlled substances or alcohol on Job-‐Site Safety, LTD premises, or while engaged in Job-‐Site Safety, LTD business;
• Unauthorized use of Job-‐Site Safety, LTD property, equipment, devices or assets; • Damage, destruction or theft of Job-‐Site Safety, LTD property, equipment, devices or assets; • Removing Job-‐Site Safety, LTD property without prior authorization or disseminating Job-‐Site
Safety, LTD information without authorization; • Falsification, misrepresentation or omission of information, documents or records; • Lying; • Insubordination or refusal to comply with directives; • Failing to adequately perform job responsibilities; • Excessive or unexcused absenteeism or tardiness; • Disclosing confidential or proprietary company information without permission; • Illegal or violent activity; • Falsifying injury reports or reasons for absenteeism; • Possessing unauthorized weapons on premises; • Disregard for safety and security procedures; • Disparaging or disrespecting supervisors and/or co-‐workers; and • Any other action or conduct that is inconsistent with company policies, procedures, standards or
expectations.
This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. Job-‐Site Safety, LTD reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.
7.3 Procedures
Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Discipline may take the form of verbal warning, written warnings, probation, suspension, demotion, discharge, removal or some other disciplinary action, in no particular order. The course of action will be determined by Job-‐Site Safety, LTD at its sole discretion as it deems appropriate.
It is the goal of Job-‐Site Safety, LTD to fairly and consistently administer employee discipline when needed to ensure appropriate employee behavior. See Forms in Employee Portal for Disciplinary Form.
This policy sets forth uniform procedures for administering employee discipline.
• Job-‐Site Safety, LTD shall ensure that the procedure set forth in this policy is followed in a consistent manner.
• Compliance with this policy is the responsibility of all Job-‐Site Safety, LTD employees. • Physical inspections of each work area are conducted at regular intervals by the company
President, Vice President, Operations Manager, and/or Assistant Operations Manager.
It is the policy of Job-‐Site Safety to establish and maintain a formal system of employee discipline applicable to all Job-‐Site Safety employees that conforms with the recognized principles of proper personnel management. This policy will ensure that the rules of the work place and accepted standards of employee conduct are adhered to by all Job-‐Site Safety employees, and discipline, when deemed necessary, is equitably and uniformly administered. This system will apply to all Job-‐Site Safety employees.
1. Discipline must conform to the following criteria:
A. Management must make a reasonable effort to assure that the work force at large, and each individual employee, is aware of the rules and what criteria constitutes acceptable job performance. All employees will be furnished a copy of the Employee Handbook to make them familiar with all policies contained within it, including: work rules, their position classification, a briefing by their supervisor covering job assignments, working hours, break times, appropriate dress, and any other relevant topics particular to the specific job and assigned functions.
B. Management must conduct a thorough, impartial and objective investigation to fully determine all the facts surrounding an incident or issue, and act in a timely manner. The following factors must be specifically addressed:
a) Define the incident or issue in very precise terms.
b) Determine who was involved, if there were any witnesses and how the matter was brought to management’s attention.
c) Indicate the date, time, and exact location of the incident.
2. The employee involved must be provided a meaningful opportunity to present information on the issue or incident. The employee shall be informed of the subject of the interview prior to commencement of the meeting.
3. The form of discipline to administer must be based upon the following considerations:
a) The disciplinary action must be appropriate to the offense (i.e. it must not be excessive).
b) Discipline must be applied consistently, throughout the organization.
c) It is an accepted principle of management that discipline will normally be administered in progressive stages in order to be reasonable and equitable. This sequence of discipline generally involves written warning, suspension without pay, and dismissal.
Forms of Discipline:
1. Verbal Warning: This is a verbal warning given to employees who are involved in their first disciplinary incident that is not of sufficient magnitude to warrant a written warning. A second incident of this nature within 6 months would warrant a written warning. A report will be included in the employee’s personnel file.
2. Lead Pay Reduction: Rescue Leads are required to perform all Lead duties to the full extent. The reduction of Lead Pay will result after a job if the Lead fails to meet all of Lead expectations, and thus making the Lead ineligible to receive Lead pay for that job. If Lead duties continue to not be met, despite a verbal warning and loss in Lead pay, it may result in the loss of the Lead title or privileges. If Lead cannot perform any of the Lead requirements, they must notify their direct supervisor or Field Manager immediately, before the job ends. See Forms in Employee Portal for Rescue Lead Checklist Form.
3. Written Warning: This is a formal written warning given to employees who are involved in a moderately serious incident that is not of sufficient magnitude to warrant a termination. The written warning will specifically outline the incident or offense, date, time, place, witnesses, and will include a warning that any further violations of rules will result in either a suspension or termination. The employee shall be requested to acknowledge receipt of the written warning by signature. A copy will be presented to the employee and the original will be for inclusion in the employee’s personnel file.
4. Suspension: A suspension without pay is more serious than a written warning. An employee will be suspended one to five days when he or she engages in conduct that justifies a suspension or the employee engages in unacceptable behavior during the period that a written warning is in effect. An employee's suspension will be documented and, will be for inclusion in the employee’s personnel file.
5. Termination: This is the involuntary employment termination of an employee who fails to respond to lesser disciplinary actions and warnings, fails to perform up to reasonable job standards, or who commits a major infraction of work rules. A full written report of the incident must have been completed before dismissing an employee. The employee must be presented with a letter, which states the incident, date, and location. The exit interview form is to be completed during the conference. The employee must also return all Job-‐Site Safety, LTD issued business equipment and safety equipment, PPE, uniforms, badges, etc. to ensure all company property is returned within 48 hours, otherwise Job-‐Site Safety, LTD may deduct costs from the employee’s final check, charge back, or keep financial deposit. See Forms in Employee Portal for Equipment Acknowledgement Form.
SECTION 8 – EMPLOYEE HEALTH & SAFETY
8.1 Workplace Safety
Job-‐Site Safety, LTD takes every reasonable precaution to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees. Ultimately, it is the responsibility of each employee to help prevent accidents. To ensure the continuation of a safe workplace, all employees should review and understand all provisions of Job-‐Site Safety, LTD’s workplace safety policy. Employees should use all safety and protective equipment provided to them, and maintain work areas in a safe and orderly manner, free from hazardous conditions. Employees who observe an unsafe practice or condition should report it to a supervisor immediately. Employees are prohibited from making threats against anyone in connection with his/her work or engaging in violent activities while in the employ of Job-‐Site Safety, LTD. Any questions regarding safety and safe practices should be directed to Job-‐Site Safety, LTD management.
In the event of an incident, employees must notify a supervisor immediately. Report every injury, regardless of how minor, to a supervisor immediately. Physical discomfort caused by repetitive tasks must also be reported. For more information about on-‐the-‐job injuries, refer to the worker’s compensation section of this handbook.
Employees should recognize any potential fire hazards and be aware of fire escape routes and fire drills. Do not block fire exits, tamper with fire extinguishers or otherwise create fire hazards.
8.2 Workplace Security
Employees must be alert and aware of any potential dangers to themselves or their coworkers. Employees must take every precaution to ensure surroundings are safe and secure. Guard personal belongings and Job-‐Site Safety, LTD property. Visitors should be escorted at all times. Report any suspicious activity to a supervisor immediately.
8.3 Emergency Procedures
In the event of an emergency at Job-‐Site Safety, LTD’s office, dial 911 immediately. If a fire alarm or other emergency alert system is triggered, employees must proceed quickly and calmly to the nearest exit. Once the building has been evacuated, only a supervisor may authorize employees to reenter. At a client site, as a Confined Space Rescue Technician, being aware of the site-‐specific emergency procedures is required. In an emergency, follow client site emergency procedure policy.
SECTION 9 – EMPLOYEE BENEFITS
This handbook contains descriptions of some of our current employee benefits. Many of the company’s benefit plans are described in more formal plan documents available from Human Resources. In the event of any inconsistencies between this handbook or any other oral or written description of benefits and a formal plan document, the formal plan document will govern.
9.1 Health Insurance
Job-‐Site Safety, LTD makes group health benefits available to eligible employees and their family members. Eligible employees are full-‐time employees who have received and accepted a Full-‐Time Compensation Agreement with Job-‐Site Safety documenting a formal transition from part time to full time employment. Full-‐time employees are eligible for coverage after an initial waiting period of 60 days averaging 30 hours a week. For example, 90 hours a week, for two weeks, in one month would satisfy that month’s required hours. The 30 hours a week average needs to be maintained to continue eligibility for coverage.
• Coverage will be maintained in between projects. However, if the Full-‐time employee is off for more than one (1) month, to keep coverage, employee would be required to pay Job-‐Site Safety their portion.
• If employee does not pay their portion after being off for more than one (1) month, employee’s health insurance will be canceled.
Health benefits are paid in part by Job-‐Site Safety, LTD. The remainder of the costs is the employee’s responsibility. Employees can receive details about benefits provided, contribution rates and eligibility from Human Resources.
Employees that decide they want Job-‐Site Safety’s health insurance must turn in the enrollment form before their 60th day of becoming a full-‐time rescue tech. Health insurance will be effective on the 60th day from employee’s full-‐time hire date and therefore responsible for payment starting at that time. Premiums are deducted from the employee’s pay checks. If the employee’s hours worked in those 60 days do not meet the eligibility requirement, the employee will be notified and the enrollment will not be processed. If the 60-‐day cut-‐off is missed, the employee will have to wait until open enrollment, which is in December every year.
9.2 Retirement Plan
Job-‐Site Safety, LTD participates in a retirement savings plan, which is a savings incentive match plan for employees or also known as a SIMPLE IRA. Regular employees who have worked at least 1 year and have earned a minimum of $5,000.00 are eligible to participate. Employees may elect to make regular contributions to the IRA plan up to the maximum amount allowed by federal law. Once eligible to participate, the company will make a matching contribution equal to the employee’s salary reduction contributions up to a limit of 3% of the employee’s compensation for the year.
Contact Human Resources for detailed information regarding eligibility, employee contributions, vesting period or employer contributions. More information can also be found in the plan summary description,
which is available from Human Resources. If there are any inconsistencies between this handbook and any of the Summary Plan Descriptions, the Summary Plan Descriptions shall govern. Job-‐Site Safety, LTD reserves the right to modify or terminate any or all of its retirement benefits or to change benefit providers at any time with or without notice.
9.3 Worker’s Compensation
As required by law, Job-‐Site Safety, LTD provides worker’s compensation benefits for the protection of employees with work-‐related injuries or illnesses.
Worker’s compensation insurance provides coverage to employees who receive job-‐related injuries or illnesses. If an employee is injured or becomes ill as a result of his/her job, it is the employee’s responsibility to immediately notify a supervisor of their injury in order to receive benefits. Additionally, management may request filling out required paper work. Report every illness or injury to a supervisor, regardless of how minor it appears. Job-‐Site Safety, LTD will advise the employee of the procedure for submitting a worker’s compensation claim. If necessary, injured employees will be referred to a medical care facility. Employees should retain all paperwork provided to them by the medical facility. Failure to report a work-‐related illness or injury promptly could result in denial of benefits. An employee’s report should contain as many details as possible, including the date, time, description of the illness or injury, and the names of any witnesses.
A separate insurance company administers the worker’s compensation insurance. Representatives of Job-‐Site Safety, LTD may contact injured employees regarding their benefits under the plan.
9.4 Leave Policies
All employees must have sick/personal days off approved by a member of Job-‐Site Safety Management. Job-‐Site Safety is aware that things do happen unexpectedly but still require an email or phone call to notify that an employee will not be able to work that day. If an employee is aware of the date (s) that they will need off, please notify management as soon as possible so that they can make arrangements if shift(s) need to be covered.
9.4 A. Vacations
Full-‐time employees are eligible to vacation time after one (1) year of service with Job-‐Site Safety. After 1 year of being a full-‐time rescue tech, employees begin to accrue vacation time. The accrual rate is .77 hours for every 40 hours worked. The employee will be able to go into negative balance however once terminated, if the employee took more vacation than they had accrued, that overage will be taken back from the final pay check. Vacation is paid out at the shop rate and you can only take 8 hours a day. Vacation requests must be submitted to your manager in writing at least 4 weeks in advance and must be agreed upon mutually by the individual and Job-‐Site Safety. There is no carry over of unused vacation or unused days. The part-‐time Confined Space Rescue Technician position is not eligible for paid vacation time.
9.4 B. Sick
Situations may arise where an employee needs to take time off to address medical or other health concerns. The Confined Space Rescue Technician is an hourly position and sick leave is unpaid. Job-‐Site Safety, LTD requests that employees provide notification to Job-‐Site Safety, LTD as soon as practicable when taking time off. Abuse of this policy may result in disciplinary action, up to and including termination. If an employee is not at work for more than 2 consecutive days, employee forfeits right to per diem reimbursement.
9.4 C. Bereavement
Funeral Leave for an Immediate Family Member:
When a death occurs in an employee's immediate family, all regular full-‐time employees may take up to three (3) days off without pay to attend the funeral or make funeral arrangements. Job-‐Site Safety, LTD may require verification of the need for the leave.
Immediate Family Defined for Bereavement Leave:
Immediate family members are defined as an employee's spouse, parents, siblings, children, grandparent, or grandchild.
9.4 D. Family and Medical Leave Act Leave
Job-‐Site Safety, LTD offers leave consistent with the requirements of the federal Family and Medical Leave Act (FMLA). Under the FMLA, an employee may be eligible for an unpaid family and medical leave of absence under certain circumstances, if the employee works within a seventy-‐five (75) mile radius of fifty (50) or more company employees.
Under the federal FMLA, a person who has worked as an employee of Job-‐Site Safety, LTD for at least 1,250 hours for twelve months is eligible for FMLA leave. Up to twelve weeks of unpaid leave per year is available for the following reasons:
• The birth of a child and to care for the newborn child; • Placement of a child into adoptive or foster care with the employee; • Care for a spouse, son, daughter or parent who has a serious health condition; or • Care for the employee’s own serious health condition.
If the need for leave is foreseeable, employees should notify a supervisor 30 days prior to taking FMLA leave. If the need for FMLA leave arises unexpectedly, employees should notify a supervisor as soon as practicable, giving as much notice to Job-‐Site Safety, LTD as possible.
Employees may be required to provide: medical certifications supporting the need for leave if the leave is due to a serious health condition of the employee or employee’s family member, periodic recertification of the serious health condition; and periodic reports during the leave regarding the employee’s status and intent to return to work. Employees must return to work immediately after the serious health condition ceases, and employees who have taken leave because of their own serious health condition must submit a fitness-‐for-‐duty certification before being allowed to return to work.
Leave may be taken on an intermittent or reduced schedule to care for an illness; yet, may not be taken intermittently for the care of a newborn or newly adopted child. When leave is taken intermittently, Job-‐Site Safety, LTD may transfer the employee to another position with equivalent pay and benefits, which is better suited to periods of absence.
Subject to certain conditions, the employee or Job-‐Site Safety, LTD may choose to use accrued paid leave (such as sick leave or vacation leave) concurrent with FMLA leave.
Job-‐Site Safety, LTD will maintain group health insurance coverage for an employee on family and medical leave on the same terms as if the employee had continued work. If applicable, arrangements will be made for the employee to pay their share of health insurance premiums while on leave. Job-‐Site Safety, LTD may recover premiums paid to maintain health coverage for an employee who fails to return to work from family and medical leave.
If an employee would like Job-‐Site Safety, LTD to maintain other paid benefits during the period of leave, premiums and charges which are partially or wholly paid by the employee must continue to be paid by the employee during the leave time.
Family and medical leave will not result in the loss of any employment benefits accrued prior to the date on which the leave commenced. However, an employee on family and medical leave does not continue to accrue benefits (e.g., sick leave or vacation leave) during the period of family and medical leave. Questions regarding particular benefits should be directed to payroll.
Upon returning from FMLA leave, an employee will be restored to his/her original job or an equivalent job with equivalent benefits, pay, seniority, and other employment terms and conditions as provided by the Family and Medical Leave Act.
9.4 E. Holidays
Job-‐Site Safety, LTD observes the following holidays:
• New Year’s Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Christmas Day
Holidays are also observed on a client and work location basis. If the client and work location recognize the holiday, Job-‐Site Safety will also recognize the holiday. An employee at that site, which is working on the recognized holiday by Job-‐Site Safety, LTD or the site, will be eligible for double time pay. If an employee does not work on a Job-‐Site Safety, LTD observed holiday, the employee does not receive holiday pay.
9.4 F. Jury Duty
Job-‐Site Safety, LTD understands that occasionally employees are called to serve on a jury. Employees who are selected for jury duty must provide a copy of their jury summons to a supervisor. Time taken for jury duty is granted on an unpaid basis. Employees released from jury duty with 4 hours remaining in the workday, are expected to return to work.
9.4 G. Voting
Employees are encouraged to participate in elections. Job-‐Site Safety, LTD grants incremental time off to cast a ballot in an election. Confined Space Rescue Technicians on site must notify and receive approval from their Job-‐Site Safety, LTD supervisor. Voting time off is granted on an unpaid basis. Should extenuating circumstances arise while voting, notify a Job-‐Site Safety, LTD supervisor as soon as possible.
9.4 H. Military
Employees called to active military duty, military reserve or National Guard service may be eligible to receive time off under the Uniformed Services Employment and Reemployment Rights Act of 1994. To receive time off, employees must provide notice and a copy of their report orders to an immediate Job-‐Site Safety, LTD supervisor. Military leave is granted on an unpaid basis. Upon return with an honorable discharge, an employee may be entitled to reinstatement and any applicable job benefits they would have received if present, to the extent provided by law.
9.4 I. Leave of Absence
Regular full-‐time employees may request an unpaid leave of absence. A request for a leave of absence must be submitted in writing in advance to the employee’s immediate supervisor.
Leaves of absence that are granted are unpaid. Continuation of employee benefits during a leave of absence will be addressed on an individual basis, as required by law.
SECTION 10 – TERMINATION POLICIES
10.1 Involuntary Termination and Voluntary Termination
Employment with Job-‐Site Safety, LTD is on at-‐will basis and may be terminated voluntarily or involuntarily at any time.
Upon termination, an employee is required:
• To turn in all reports and paperwork required to be completed by the employee when due and no later than the last day of work;
• To return all files, documents, equipment, keys, access cards, software, vehicle or other property belonging to Job-‐Site Safety, LTD that are in the employee’s possession, custody or control, and turn in all passwords to his/her supervisor.
• To participate in an exit interview as requested by Job-‐Site Safety, LTD’s management team.
Job-‐Site Safety, LTD recognizes that personal situations may arise which require a voluntary termination of employment. Should this occur, Job-‐Site Safety, LTD requests that the employee provide two weeks advance notice in writing. This request does not alter an employee’s at-‐will relationship with Job-‐Site Safety, LTD.
All rights and privileges of employment with Job-‐Site Safety, LTD terminate upon the date of separation. As further discussed in Section 3.6, terminating employees are required to return all Job-‐Site Safety, LTD property assigned to them. Failure to do so may result in a deduction of their final paycheck.
10.2 Job Abandonment
If an employee leaves the jobsite or has been terminated before completion and/or proper dismissal from Job-‐Site Safety, LTD., the employee will lose ALL reimbursement costs returning home. 10.3 Final Paycheck
Employees who terminate employment with Job-‐Site Safety, LTD will be given their final paycheck on the next weekly scheduled pay date. Should the employee be unable to personally retrieve their paycheck, it will be mailed to the address on file or direct deposited into their bank account on file.
10.4 COBRA Continuation of Health Benefits
Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), a qualified employee who terminates employment (for reasons other than gross misconduct on the employee’s part) or who loses health coverage due to a reduction in work hours may temporarily continue group health coverage for him/herself, his/her spouse, and any covered dependent children at the full premium rate plus administrative fees. That eligibility normally extends for a period of eighteen (18) months from the qualifying date. For more information regarding COBRA health insurance benefits, see Human Resources.
10.5 Exit Interview
Job-‐Site Safety, LTD may request an exit interview upon notice of termination. The purpose of the exit interview is to complete necessary forms, collect Job-‐Site Safety, LTD property and discuss employment experiences with Job-‐Site Safety, LTD.
10.5 Non-‐Compete and Non-‐Solicitation Agreement
Job-‐Site Safety, LTD requires that every employee acknowledges and agrees that at no time during the term of your employment with the Company will you engage in any business activity which is competitive with the Company nor work for any company which competes with the Company.
Additionally, for a period of three (3) years immediately following the termination of your employment, you will not, for yourself or on behalf of any other person or business enterprise, engage in any business activity which competes with the Company in which you were employed, including poaching customers or employees.
During the term of your employment, and for a period of three (3) years immediately thereafter, you agree not to solicit any employee, customer, or independent contractor of the Company on behalf of any other business or for yourself. You shall not, directly or indirectly, disclose to any person, firm or corporation the names or addresses of any of the customers or clients of the Company or any other information pertaining to our customers, company, or employees. Neither shall you call on, solicit, take away, or attempt to call on, solicit, or take away any customer of the Company on whom You have called or with whom You became acquainted during the term of your employment, as the direct or indirect result of your employment with the Company.
SECTION 11 –REFERRAL PROGRAMS
11.1 Business Referral Program
Job-‐Site Safety, LTD offers a Business Referral Program. This program encourages eligible individuals to submit business opportunities with new clients to Job-‐Site Safety. If an employee knows that there is a prospective client that is looking to add a Confined Space Rescue Technician position or that there is a need for safety consulting, the employee can send management the information. If that opportunity becomes a successful project and a Confined Space Rescue Team is successfully placed or other safety services are rendered, the employee is eligible for a bonus.
The bonus will vary between $200-‐$1,000, payable 60 days after Job-‐Site Safety has placed a Confined Space Rescue Team at the new client. The amount of the bonus will be calculated based on the profit margin of the opportunity and will be determined by Job-‐Site Safety Management. The bonus applies only to the 1 referred placement or business opportunity and will not be paid out on any future business with the client.
To be eligible to receive the business referral bonus, the referrer must email all of the opportunity’s information to [email protected] prior to the Confined Space Rescue Team being placed on assignment or other safety services being rendered. The Business Referral Form must be filled out and submitted to the supervisor and emailed to [email protected]. See Forms in Employee Portal for Business Referral Form.
The opportunity must be new at the time the Business Referral is submitted, not an existing client in Job-‐Site Safety’s database.
The referrer will be paid 60 calendar days after the Confined Space Rescue Team’s start date or date of other safety service. The bonus will not be pro-‐rated.
Important Note:
Job-‐Site Safety Management retains the right to approve or decline any referrals and also to determine the actual bonus payout for each referral.
All referral payments are subject to applicable federal and state tax withholdings.
Certain rules apply. Individuals are eligible for the business referral bonus only when the referred client is new to Job-‐Site Safety and no existing business is taking place with referred client.
Employee must be an active employee, in good standing, at the time of referral payment.
11.2 Employee Referral Program
Job-‐Site Safety, LTD offers an Employee Referral Program. This program encourages eligible individuals to submit employee referrals to Job-‐Site Safety or Inspection Services. If an employee knows that there is a qualified candidate that would be a great fit for one of our open field positions, the employee can send the referral to management via [email protected]. If that person becomes a hired employee and is successfully placed on a job or other safety services are rendered by the individual, the referring employee is eligible for a bonus. The referring employee may be awarded $125.00 per safety or inspection candidate and $100 for rescue.
Refer candidates who meet the qualifications to our recruiting department using the attached Employee Referral Form, also located in the Employee Portal under employee forms. (See attached form for details)
To be eligible for bonus, both employees (the one referring and the one being referred) must be active and in good standing at the time of pay out. Bonus for the referring employee will be added to regular check issued by Payroll, and taxes or other rules may apply.
To be eligible to receive the employee referral bonus, the referrer must email all of the opportunity’s information to [email protected] prior to getting hires, or being placed on assignment or other safety services being rendered by the individual. The Employee Referral Form must be filled out and
submitted to the supervisor and emailed to [email protected]. See Forms in Employee Portal for Business Referral Form.
The referred employee must be new at the time the Employee Referral is submitted, not an existing employee or recruited candidate in Job-‐Site Safety’s database.
Important Note:
Job-‐Site Safety Management retains the right to approve or decline any referrals and also to determine the actual bonus payout for each referral.
All referral payments are subject to applicable federal and state tax withholdings.
Certain rules apply. Individuals are eligible for the employee referral bonus only when the referred employee is new to Job-‐Site Safety and never previously employed or recruited by the company or its employees.
Employee must be an active employee, in good standing, at the time of referral payment.
SECTION 12 – FORMS IN EMPLOYEE PORTAL
1.2 Overview of a Confined Space Rescue Technician, Safety Attendant, & Rescue Lead
• Lead Qualifications • Career path for Rescue Technicians
3.6 A. Company Equipment
• Equipment Acknowledgment Form • Equipment Damage/Lost/Stolen Report Form
3.6 B. Company Vehicles
• Company Vehicle & Fuel Card Usage SOP • Incident/Accident Report
3.6 D. Fuel & Fuel Cards
• Company Vehicle & Fuel Card Usage SOP
6.2 Reviews
• Performance Review Form
7.3 Procedures
• Disciplinary Policy Form • Rescue Lead Checklist
11.1 Business Referral Program
• Business Referral Form
11.2 Employee Referral Program
• Employee Referral Form
Acknowledgement of Receipt for Employee Handbook
(Employee Copy – Keep with handbook)
I acknowledge that I have received a copy of the Employee Handbook. I understand that I am responsible for reading the information contained in the Handbook.
I understand that the handbook is intended to provide me with a general overview of Job-‐Site Safety, LTD’s policies and procedures. I acknowledge that nothing in this handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time.
I understand and accept that my employment with Job-‐Site Safety, LTD is at-‐will. I have the right to resign at any time with or without cause or notice, subject to applicable laws. I understand that nothing in the handbook or in any oral or written statement alters the at-‐will relationship, except by written agreement signed by the employee and Job-‐Site Safety, LTD management.
I acknowledge that Job-‐Site Safety, LTD may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures outlined in this handbook or elsewhere, in whole or in part, with or without notice at any time, at Job-‐Site Safety, LTD’s sole discretion.
Signature of Employee Date
Name of Employee (Please Print)
Job-‐Site Safety Representative
Acknowledgement of Receipt for Employee Handbook
(Employer Copy – Detach and retain for records)
I acknowledge that I have received a copy of the Employee Handbook. I understand that I am responsible for reading the information contained in the Handbook.
I understand that the handbook is intended to provide me with a general overview of Job-‐Site Safety, LTD’s policies and procedures. I acknowledge that nothing in this handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time.
I understand and accept that my employment with Job-‐Site Safety, LTD is at-‐will. I have the right to resign at any time with or without cause or notice, subject to applicable laws. I understand that nothing in the handbook or in any oral or written statement alters the at-‐will relationship, except by written agreement signed by the employee and Job-‐Site Safety, LTD management.
I acknowledge that Job-‐Site Safety, LTD may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures outlined in this handbook or elsewhere, in whole or in part, with or without notice at any time, at Job-‐Site Safety, LTD’s sole discretion.
Signature of Employee Date
Name of Employee (Please Print)
Job-‐Site Safety Representative