Employee Handbook

Martino decorate Contractors, Inc. Employee enchiridion for Field force TABLE OF CONTENTS INTRODUCTORY financial statement 3 deputation STATEMENT 3 LETTER FROM THE OWNERS 4 PURPOSE OF THIS enchiridion strike off 5 SUPPLEMENTS/CHANGES 6 DEFINITIONS 6 EXCEPTIONS 6 atom I traffic Organization Chart 7 involvement-at-Will 7 Equal barter Opportunity 8 Affirmative operationion Plan 8 Immigration Reform & Control Act of 1986 9 Ameri mickles With Disabilities Act (ADA) 9 division II PERSONNEL STATUS Employment Classifications 10 Tardiness and Absence 11 forcefulness Records 12Work Rules and Performance Standards 13 Section V GENERAL INFORMATION Open brink Policy 26 Injuries/Accidents 26 cozy Harassment 27 Alcohol, Drugs, and Controlled Substances 29 nix Items 29 Drug Testing 30 Moonlighting (Outside Activities) or Conflict of Interest 32 Personal Credit References 32 driveway Records 33 Personal Loans and Pay Advances 33 Media Relations 34 Use of society Vehicles, Property, E quipment, Etc. 34 ATTACHMENTS Employee expressment of confession Substance Ab engagement Testing embrace and Release Over metre 24 disciplinal Form 24Performance Evaluations 25 chisel Descriptions 25 INTRODUCTORY STATEMENT Welcome to Martino embellish Contractors, Inc. This Employee handbook Field applies to in all(a) employees of Martino landscape painting Contractors, Inc. It is int prohibited to brook guidelines and tot upmary instruction ab by the comp singleistlys power policies, procedures, benefits, and rules of proceed. It is important that you pick up, beneathstand, and become well- receiptn(prenominal) with this Employee enchiridion and comply with the standards that throw off been established. Please allow loose with your straightaway supervisory program if you retain whatsoever(prenominal) questions or need dditional education. The rules set out in this Employee Handbook be as complete as we can aroundwhat make them. However, they ar no n ineluctably all inclusive be social movement circumstances that we had non anticipated whitethorn arise. several(prenominal) face uply unanticipated circumstances whitethorn apologize the application of discipline, including termination. In correspondition, Martino landscape painting Contractors, Inc. militia the right to modify, supplement, rescind, or revise separately constitution, benefit, or furnish from era to cartridge holder, with or without nonice, as it deems necessary or appropriate. MISSION STATEMENTThe sp be- quantify activity is our mission statement at Martino adorn Contractors, Inc. Martino embellish Contractors, Inc. is committed to achieving the highest achievable train of total customer satisf achievement. Our last is to make the milieu safer and more attractive. all(a) of our associates be dedicated, hard laming flock that throw been equipped and trained to set work in a veracious and safe manner. We atomic number 18 committed to growth, st might, and providing important physical exercise. At Martino beautify Contractors, Inc, we do the hypothecate RIGHT. LETTER FROM THE OWNERSWelcome to the Martino decorate Contractors family This Employee Manual answers around of the important and fundamental questions you whitethorn sacrifice nigh your art with Martino landscape painting Contractors, Inc. In it, you give find descriptions of go with policies and guidelines cerebrate to your employment. Should you have a bun in the oven questions well-nigh your work here, enrapture do non hesitate to controvert them with your warm supervisor. We look forward to a long and plebeianly beneficial kind. ______________________________ _____________________________ Roberto MartinoPURPOSE OF THIS vade mecum This Employee Handbook is intended to be a communications tool to inform employees about the policies, guidelines, benefits, and work practices that affect their employment with Martino decorate Contrac tors, Inc. It exit table service you to understand your responsibilities to Martino landscape Contractors, Inc. and the friendships responsibilities to you. This Employee Handbook is non intended to, and should non be understand as, creating a contract of employment. While Martino beautify Contractors, Inc. elieves that one of the best ways to educate an employees trust and confidence in the Comp some(prenominal) is to discharge in a consistent manner, it is important to realize that changes to our day by day practices whitethorn occasionally be necessary. in that locationfore, Martino ornament Contractors, Inc. reserves the right to change, modify, delete, or add to both of the policies and practices listed herein, in accordance with worrys best intellect. We drive that you read all of this Employee Handbook c arfully. You argon similarly encouraged to take it home to your family so that they can alike become familiar with it.You should refer to this manual first when you have every questions. If you still argon non true(a), please contact your neighboring(a) supervisor. NOTICE The policies in this Employee Handbook are to be hireed as guidelines. Martino embellish Contractors, Inc, at its bushel option, whitethorn change, delete, suspend, and discontinue all crack up of its policies in this Handbook with or without any prior nonice. Any such(prenominal) action shall nurse to existing, as well as future, employees, with continued employment cosmos the setting between the employer and the employee.No one some some otherwise than the electric chair of Martino ornament Contractors, Inc. whitethorn alter or modify any of the policies in this Employee Handbook. No statement or promise by a supervisor, manager, or department mastermind may be interpreted as a change in insurance, nor testament it constitute an organization with an employee. Should any provision in this Employee Handbook be build to be unenforceable and/or invalid, such finding does not invali accompaniment the faultless Employee Handbook, but only(prenominal) the yield provision. DEFINITIONS This Employee Handbook deals only with Field personnel.Field personnel embarrass those employees whose work is performed principally in the Field. This accommodates the following County Supervisors Tractor Operators or confederacy Members Lawn Care Crew Members Weed Whacker Crew Members This Employee Handbook also protracts Field personnel who are brought to the Main Office or the entrepot on an as needed or temporary behind . EXCEPTIONS In some cases exceptions can be make to policies listed in this Employee Manual. In most cases exceptions allow for not be awarded. Only the chairperson can make exceptions to stated federation policies.Exceptions are NOT automatically shell outed, and very few go forth be granted. If you request an exception, it is your indebtedness to provide justification for the President to grant an excep tion. partition I EMPLOYMENT organisation CHART Martino embellish Contractors has a formal, working(a) organization chart. This organization chart demonstrates the mountain chain of dictation at Martino landscape painting Contractors. It is your covenant to go to sleep and follow this chain of command. harmonise to this chart, you have only one party boss. Your boss is the somebody(a) who provides you with all work-related operating instructions.You should command this individual, and this individual only, about all work related questions. If, after(prenominal) the conclusion of this talk aboution, you are not satisfied, let your contiguous supervisor know that you would like to discuss this amour with their straightaway supervisor. That individual provide set the metre for such a meeting after discussion with their immediate supervisor (See the Section on Open Door Policy. ). You may discuss personal matters with the President, or any member of management, at yo ur mutual thingamajig without first discussing these display cases of issues with your immediate supervisor.EMPLOYMENT-AT-WILL Employment is with the mutual consent of you and Martino Landscape Contractors. Consequently, Martino Landscape Contractors have the right to terminate the employment birth at any beat, with or without cause or get on with notice. This employment-at- go forth kind go out remain in effect end-to-end your employment with Martino Landscape Contractors, unless it is specifically circumscribed by an express written agreement signed by the President of Martino Landscape Contractors. every Field employees volition have an canonical Period of a nominal of 60 days.After the successful completion of this period, they may become leaded as permanent employees. This employment-at- leave relationship may not be circumscribed by any oral or implied agreement. This Employee Handbook does not constitute an employee contract. TARDINESS AND absence You are part of a team. In most circumstances, the progress and productivity of the undertaking depends on each of its team members performing together. Therefore, it is important that employees work their appoint schedules as consistently as come-at-able.However, Martino Landscape Contractors understands that because of indis vista or parking brake situations you may be futile to come to work. If you are unable to hatch to work for any antecedent, you essential(prenominal) call in to your immediate supervisor before your plan time of reach with the following information If you will be late, you essential state why and when you impart to be in. If you will be absent, you essential state why and how long you carry to be out. If your immediate supervisor has a cell phone, you moldiness call that individual directly.It is your certificate of indebtedness to keep the keep troupe informed on a chance(a) basis during a short-term absence. Except in the case of an hand brake, em ployees must have their supervisors leave to leave work before they are regularly scheduled to do so. macrocosm late ( procrastinating) or absent is considered forgive only when you call promptly and the late or absence is for a stimulate reason. The confederacy reserves the right, at its sole discretion, to rule what constitutes a compelling reason. A tardy or absence for a non-compelling reason, and failing to call in harmonise to caller-out insurance policy, will be considered unexcused. Furthermore, the go with recognizes that certain emergency situations would prevent you from boastful stir notice. The Company will check the rule of reason to all such situations Martino Landscape Contractors considers unexcused tardiness and absence to be a dependable problem. Consequently, employees who are tardy or absent excessively or show a consistent traffic pattern of absence, whether excused or unexcused, may be resign to corrective action, up to and including, practic al termination.If you are late for work, or you are absent without an acceptable excuse, more than 3 (3) measure within a grades period ( bunsd on the date of the first occurrence), you will be subject to disciplinary action, up to and including, workable termination. If you do not call in and do not report to work for trey (3) consecutive working days, the Company will consider this to be a voluntarily resignation. resolve RULES AND motion STANDARDS It is not possible to provide a complete listing of every work rule or mental process standard.As a result, the following are presented only as examples. You are responsible for concord and following these standards and work rules. Employees who do not comply may be subject to disciplinary action, up to and including, possible termination. Job Performance employees may be disciplined, up to and including, possible termination, for poor meditate achievement, as contumacious by Martino Landscape Contractors. Some examples of poor job performance are as follows Below average or what the Company defines as acceptable level of work quality or measuring stick distress to follow safety requirements and regulations, including the function of required safety equipment, clothing, gear, and so on Failure to attain established goals Poor attitude, including rudeness, or lack of cooperation this includes dealings with representatives of customers, vendors, co-workers, representatives of local, State or federal governments, and so forth Excessive absenteeism, tardiness, or abuse of repast or dissect time privileges Failure to properly use and care for all Company possess or rented equipment and vehicles Failure to follow instructions or Company policies and procedures Failure to perform all job duties, tasks ands responsibilities. Mis maneuver employees may also be disciplined, up to and including, possible termination, for misconduct. Some examples of misconduct are as follows Insubordination Badmouthing, the spreading of rumors, half truths, untruths, etc. of customers, co-workers, vendors, external professionals, political representatives, Martino Landscape Contractors personnel, etc. Abuse, misuse, theft, or the unauthorized possession or removal of Company position or the personal proportion of others Falsifying or making a material slight on Company records, reports, or other documents, including redressroll, personnel, expense reports, and employment records Being rude, disrespectful, victimisation abusive and/or foul row with any client/customer developed or potential vendor, co-worker, extracurricular professionals, governmental representatives, competitor of the Company, etc. Divulging confidential Company information to unauthorized persons Disorderly conduct on Company property including engagement or attempted bodily injury, or the use of profane, abusive, or threatening phraseology toward others, or possession of a artillery Misconduct in company equipped motel rooms rapine of any justice unfavourablely affecting Martino Landscape Contractors, or conviction in court of any crime which may cause the employee to be regarded as unsuitable for continued employment Violation of Martino Landscape Contractors alcohol, drugs, and controlled substances policies Violation of Martino Landscape Contractors molestation policies Violation of safety rules, as may be established by Martino Landscape Contractors Continuous misuse and/or unauthorized use of any company equipment or property. Attitude Martino Landscape Contractors strives to be a confirmatory company and to piddle a positive working environment for its employees and clients. We expect that you will at all times and with all employees, customers, co-workers, vendors, representatives of governmental agencies, away(p) professionals, etc. only make positive remarks about Martino Landscape Contractors.If you have any complaints they should be handled discr eetly with your immediate supervisor. employment of COMPANY VEHICLES, PROPERTY, EQUIPMENT, ETC. Some Martino Landscape Contractors Field personnel are designate Company vehicles. These are intended for conducting semiofficial product line alone. You should NEVER allow anyone other than a current Company employee, with a valid Drivers License, to melt a Company vehicle. Also, you should not allow anyone to ride in the vehicle that is not a current Company employee. Violation of this policy may result in disciplinary action, up to and ncluding, termination. SECTION II PERSONNEL STATUS EMPLOYMENT CLASSIFICATIONS foregoing Period All personnel hire by Martino Landscape Contractors will proceed off in a marginal 60-day Introductory Period. While classified in this status you are not suitable for any company benefits, unless required by law. The Introductory Period is a time for the Company to get to know its employees and their capabilities. It is also a time for you to get to know the Company and your job tasks and /or duties. throughout this period we will be evaluating each other.At any point in time during this Introductory Period, the Company or you may decide to terminate the relationship. At the end of the period, your immediate supervisor will conduct a performance military rating interview with you and will determine your status with Martino Landscape Contractors. This period may be all-inclusive beyond the initial 60-day period discussed above. However, throughout this period you are encouraged to discuss your performance and ask questions of your immediate supervisor regarding all tasks and duties assigned to you. Part-Time EmployeesEmployees scheduled to work less than 40 hours per week. If the position or job function is to be part-time, you will be notified at the time of your hiring. Seasonal Employees Employees in non-supervisory, field positions. The duration of time that any individual will be needed is dependent on the work volume an d specific projects that are performed. Temporary Employees Employees hired on a temporary basis. This may include the hiring of some individuals during the summer months. It may also include using temporary employment agencies to mother this additional, short term, help that the Company requires.Hourly These positions have an hourly charter rate. The individuals in these positions are yield for the actual hours they worked during the pay period. However, under federal law these individuals are paid time-and-a-half for all hours worked above 40 hours in a given pay period. Employment of Minors The Company will not knowingly hire any individual who is considered to be under age for employment in any job categorization as defined by State and federal laws. Generally speaking, this is 18 historic period of age to operate equipment and/or vehicles and 16 years of age for other positions. meal PERIODSAll hourly employees who work more than sixer (6) hours in a given workday will peck an unpaid meal period of 30 proceedings. In the field, it is up to you to determine the exact time of this give off. You should consider your current location and the time it would take to get to a convenient cytologic smear for taking your meal break. Consequently, there is no exact time for taking your meal break on a daily basis. 30 minutes per day will be subtracted from your time sheet. Employees who do not work more than six (6) hours in a workday may not take a meal break without the expressed approval of their immediate supervisor.You are expected to be back at work within 30 minutes after you left for the start of your meal period. Leaving early and/or reversive late is considered a serious nuisance and will lead to disciplinary action, up to and including, possible termination. SECTION IV requital WAGE and SALARY REVIEWS salary and earnings emergences are based upon performance only. Your distance of service with the company has nothing to do with univers e granted a wage or salary increase. Martino Landscape Contractors considers your pay rate, salary, and/or your total bribe software to be highly confidential information.Under no circumstances should any part of your compensation package be discussed with anyone but your immediate supervisor, the Payroll Clerk, the Office Manager, the Controller, and the President. Violation of this policy is considered to be a very serious matter and may subject you to disciplinary action, up to and including, possible termination. WAGE ASSIGNMENTS or GARNISHMENTS On occasion, employees may have Wage Assignments or Garnishments filed against them. These are legal documents and require that Martino Landscape Contractors deduct a certain amount from your weekly paychecks.The Company will inform you regarding any such Garnishments against your wages as soon as possible after they have been received and polished in the Accounting Department. You will be provided with copies of any documentation th at is given to the Company. If you disagree with the Garnishment, then(prenominal) it is your responsibility to handle this matter with the appropriate court and/or institution. The Company has no say whatsoever on these issues. They are strictly legal requirements with which the Company must comply by law. For each assignment or garnishment, the employee will be assessed an Administrative Fee of $3. 0 per transaction. PERFORMANCE EVALUATIONS All Field employees will receive a written performance evaluation every year, based on their anniversary dates. They may be provided more frequently. New employees will receive a written performance evaluation at the conclusion of their 60-day Introductory Period. The purpose of the performance evaluation is to let you know how well you are doing. create verbally performance evaluations may include favorable reception for good work, as well as specific recommendations for improvement. You will have the hazard to discuss your performance e valuation with your immediate supervisor.This is a good time to ask questions and to clarify important points. Performance evaluations help Martino Landscape Contractors make important decisions about job placement, training and development, and pay increases. A satisfactory performance evaluation does not guarantee a salary increase nor does it alter, modify, or amend the at-will employment relationship between you and Martino Landscape Contractors JOB DESCRIPTIONS SECTION III GENERAL INFORMATION INJURIES/ACCIDENTS All injuries bandage on company time must be reported as soon as possible to your immediate supervisor.PLEASE, ensure that medical forethought is want first in an emergency. Your supervisor will have a listing of emergency telephone numbers. If you witness or are present when an injury occurs, and the situation so calls, please call for help IMMEDIATELY. Your and your co-workers health and well-being are of prime importance. In addition, you are expected to immediate ly report any and all unsafe situations to your immediate supervisor. SEXUAL HARASSMENT Martino Landscape Contractors are committed to providing a work environment that is set-apart of discrimination and harassment.In keeping with this commitment, Martino Landscape Contractors bear ons a strict policy prohibiting harassment, including knowledgeable harassment. Sexual harassment of employees by supervisors, co-workers, customers, representatives of governmental agencies, right(prenominal) professionals, vendors, etc. is prohibited. Individuals who have been determined to have violated this policy will be disciplined, up to and including, possible termination. Martino Landscape Contractors makes the following commitments to all employees Examples of knowledgeable harassment include, but are not express to, the following Un-welcome versed flirtations, advances, or propositions communicative abuse of a sexual reputation Using explicit or uncomplimentary sexual terms in refere nce point to any employee Subtle pressure or requests for sexual activities Unnecessary touching of an individual Graphic comments about an individuals body A display in the workplace of sexually suggestive objects or pictures, including, but not limited to, magazines, posters, calendars, photographs, and drawings Sexually explicit or offensive jokes Physical assault Retaliating in ANY way against an employee who has complained of, or reported, sexual harassment or who has participated in the investigating of such conduct. If you believe that you are being, or have been, harassed in any way, you moldiness report the facts of the incident or incidents to your supervisor immediately, without fear of reprisal. If for ANY reason you are uncomfortable talking with this person, or this person is the one whom you believe is felonious of sexual harassment, you should immediately talk with the President. Do not wait to see if the port stops.To properly protect all of our employees, custom ers, vendors, channel associates, Martino Landscape Contractors must be notified at the first opportunity. Any accusation brought to the attention of supervision and/or management MUST be brought up the chain of command of the organization or directly to President for investigation. It is a hold of employment at Martino Landscape Contractors that if it is deemed necessary to use an outside arbitrator to resolve any sexual harassment disputes, you hereby accept this condition and agree to abide by the judgment and determinations of this arbitrator.ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES Martino Landscape Contractors has adopted a policy on drugs, alcohol, and other prohibited items in order to help insure a safe, healthy, and productive drug-free environment for our employees and others on Company property, to protect Company property and assets, to maintain a favorable human beings image, and to assure economic operations.It is the policy of Martino Landscape Contractors to ma intain its property and to provide a drug-free working environment that is both safe for our employees, including others having business with the Company, or on Company property, or at work sites where Martino Landscape Contractors is performing work, and conducive to efficient and productive work standards.This policy restricts certain items and substances from being brought to work, being used while working or being present on Company property and/or Company work sites, and prohibits Company employees and all others from, reporting to work, working or being present on Company property and/or Company job sites, whether or not on duty, from having detectable levels or identifiable trace quantities of certain drugs and other substances, and prohibits the unauthorized possession, by employees or others, of property, equipment, materials, supplies, or proprietary information belonging to Martino Landscape Contractors or others. OUTSIDE ACTIVITIES) or contrast of INTEREST Because of th e possibility of a dispute of interest, employees are prohibited from holding a position with any competitor, governmental agency, and customer, outside professional entity, or vendor or any business entity working with Martino Landscape Contractors. Therefore, you are required to inform your immediate supervisor if you have any outside employment with any company or any self-employment venture.Martino Landscape Contractors will be the sole judge as to whether that company or business venture fall into any of these categories. While you are free to have outside employment (a second job), it must not interfere with your ability to perform your duties and responsibilities for Martino Landscape Contractors. in a productive and safe manner. In addition, it must not limit your ability on a regular basis to be available for required overtime and/or weekendIn addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, Martino Landscape Contractors and the type of work that the Company performs. DRIVING RECORDS Employees, whose job/position requires the ability to operate a motor vehicle, must present and maintain a valid drivers license and a driving record acceptable to our insurer. You will be asked to submit a sham of your driving record to Martino Landscape Contractors from time to time.Any changes in your driving record must be reported immediately. Failure to do so may result in disciplinary action, up to and including, possible termination. If you are authorized to operate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines, or traffic violations incurred other than those imposed on a Company vehicle for being overweight, unsafe, etc.Your immediate supervisor will advise you on what to say a nd do (and what not to say and do) in the event of a vehicular accident All drivers will be subject to investigation annually by the insurance mail carrier to ramble the status of their driving record and to determine their insurability. Martino Landscape Contractors is not liable for any employee that is turned down for coverage. However, if our insurance carrier will not insure you, then you cannot hold a position that has a requirement for driving a vehicle.ONLY Martino Landscape Contractors employees may operate any vehicle or piece of equipment owned or rented by the Company. PERSONAL LOANS and PAY ADVANCES It is the policy of Martino Landscape Contractors, Inc. NOT to enter into any type of loans for any employee. Generally, it is the policy of Martino Landscape Contractors, Inc. NOT to provide a pay advance to any employee. However, under emergency conditions, an exception can be made to this policy. If such an exception is granted, the following conditions apply 1.For sal aried personnel, no pay advance can be made for a sum greater than 50% of salaried employees regular or base weekly salary. 2. For hourly employees, no advance can be made for sum greater than 20 hours pay (20 hours times the employees hourly wage rate. ). 3. There is a $3. 00 processing fee, per transaction, per week to cover the administrative time and effort tough in this process. 4. All advances granted must be paid back to the Company by the end of the last business paycheck of the year. 5. Employees are eligible for a pay advance only formerly within each calendar ear. 6. ONLY the Vice President, the Controller, or the President may grant exceptions. EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT This is to know that I have been given information on accessing the website to read and review the confederation Lawn Service, Inc. Employee Handbook and the Safety Manual. It is the employees responsibility to read and be aware of conspiracy Lawn Service, Inc. policy and procedures that a re kept up to date on this website. Printed copies may be available upon request. Employee Signature Date