WELCOME
On behalf of everyone at Hunt Electric Corporation we would like to welcome you. We are pleased you have chosen employment with us.
Whether you have just joined our staff or have been at Hunt Electric Corporation for a while, we are confident that you will find our company a dynamic and rewarding place in which to work and we look forward to a productive and successful association.
Our goal is to provide high quality service to our customers and to do it more efficiently and economically than our competitors. By satisfying our customers’ needs, they will not only continue to do business with us, but they will recommend us to others. Therefore, your work directly influences our company’s positive reputation.
We consider the employees of Hunt Electric Corporation to be one of its most valuable resources. Your contribution is very important to our success. We are proud of our reputation for doing great work; and we know the only way to preserve and enhance that reputation is to work hard every day to meet our customers’ needs.
PURPOSE AND DISCLAIMER
This Employee Handbook is designed to introduce employees to the organization, familiarize you with Company policies and employee standards as they pertain to you as an employee, provide general guidelines on work rules, procedures and other issues related to your employment, and to help answer many of the questions that may arise in connection with your employment. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described.
This handbook nor any other company document is a contract of employment. Nothing contained in this handbook is intended to create or imply a contract for employment. Nor does it guarantee any fixed terms and conditions of your employment.
The company reserves the right to change, suspend, or eliminate any or all matters contained in this handbook and all other policies, rules, and procedures at any time without prior notice. The company retains sole discretion to interpret the provisions of this handbook and to depart from those provisions or any other Company policies, rules or procedures if the company determines such action is appropriate.
It is the intent of the Company to comply with all applicable federal, state, and local laws.
Our organization will not discriminate against or harass any employee or applicant for employment because of race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, familial status, veteran status, membership or activity in a local human rights commission, or status with regard to public assistance. We will take affirmative steps to ensure that all of our company’s employment practices are free of discrimination. Such employment practices include, but are not limited to, the following: hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection, layoff, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. We will provide reasonable accommodation to applicants and employees with disabilities whenever possible. Hunt Electric Corporation will evaluate the performance of its management and supervisory personnel on the basis of their involvement in achieving these Affirmative Action objectives as well as other established criteria. In addition, all employees are expected to perform their job responsibilities in a manner that supports equal employment opportunities.
EMPLOYEE STANDARDS
To maintain a standard of excellence, all employees must continue to act and perform in a professional manner. The actions of any individual representing Hunt Electric Corporation reflect on all. Therefore, the following policies and standards have been put in place:
Employees of Hunt Electric Corporation are expected to:
1. Conduct themselves in a business like and professional manner. Disobeying, threatening or striking supervisory or any other personnel will be considered gross insubordination.
2. Treat others respectfully. Verbal or physical abusiveness to co- workers, customers or any of their representatives, such as the general contractor, architect, engineer and etc., will not be tolerated.
3. Refrain from conducting personal business during working hours.
4. Care for the property of others. Intentional destruction of, or damage to the equipment, materials, tools, premises and etc., of either Hunt Electric Corporation or others, will not be tolerated.
5. Report to and be ready for work at the scheduled time and place. An employee who will be late for or absent from work shall notify their Foreman or the main office immediately. The third documented failure to comply with this requirement will be considered sufficient cause for termination.
6. Remain on the jobsite throughout the working hours. Employees are not to leave the jobsite early without permission of their immediate supervisor.
7. Keep all lunch breaks to no longer than forty-five (45) minutes and breaks to no longer than fifteen (15) minutes, including time to and from the work area. When at all possible, breaks shall be taken in the employee’s immediate work area.
8. Take direction from their supervisory personnel. Verbal insubordination to supervisory personnel is not acceptable behavior.
9. Socializing and wasting of working time, whether as an individual, with a co-worker or the personnel of other companies are not acceptable behavior.
10. Use care at all times. Carelessness and/or abuse of material, tools, equipment, etc., whether the property of Hunt Electric Corporation or others, is harmful and unacceptable.
11. Respond promptly to report the theft, loss or unauthorized disclosure of the Company proprietary information.
12. Infractions of minor policies and standards may result in verbal and written warnings after the first occurrence. Repeat infractions after written warning has been given, will be considered grounds for further disciplinary action up to and including termination.
PROCEDURES FOR ADMINISTERING STANDARDS
I. All employees are to be treated fairly and equally.
II. Company officials are to make sure that supervisory personnel handle all infractions properly and equally.
III. Before issuing a warning or administering discipline of any nature, it is the responsibility of the Company, or its representative, to make sure that an infraction has in fact, taken place and that all information is accurate.
IV. An employee who is being warned or terminated has the right to know what they are being charged with and also should be given an opportunity to respond to the charges before discipline is administered.
V. Basic types of disciplinary action to be used are:
A. Verbal Warning
1. A verbal warning is to take place as soon as possible following an infraction.
B. Written Warning
1. A written warning should always follow and confirm a verbal warning. The written warning should sight the infraction, refer to the verbal warning and issue a stern warning that any repeat infraction could lead to further discipline, up to and including termination.
C. Termination
1. An employee may be terminated after having received verbal and written warnings.
D. Disciplinary Procedures
1. A verbal warning should be delivered by the employee’s immediate supervisor or other supervisory personnel.
2. A written warning should be given to the employee with copies to the owner and the employer.
3. Termination of an employee by their supervisor should take place only after discussion with the owner.
SAFETY RULES SUMMARY
I. General Safety Information
A. No employee shall be required to work in surroundings or under working conditions, which are unsafe, hazardous or dangerous to their health or safety as provided in the Occupational Safety and Health Act or the Safety Manual as adopted by the Joint Safety Committee of the Electrical Industry.
B. Our company is interested in our employee’s safety. The Company intends to provide our employees with the tools, safety equipment and working
conditions that will help our employee’s do their best. In return, the Company expects certain things from their employees like cooperation, usage of safety equipment, helping their Foreman by following their instructions and by offering suggestions.
1. Electrical Safe Work Practices (ESWP)
C. The General Foreman will see to it that a site safety orientation is provided to employees upon their arrival to the jobsite. Each employee will receive site safety orientation to inform them about site-specific procedures regarding injury reporting and emergency evacuation procedures.
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II. Accident Prevention
A. Regular inspection of jobsites, materials and equipment shall be made by persons designated by the Company. Employees shall not operate equipment or machinery for which they have not been qualified, either by experience or training.
F. Clothing
1. Employees will dress in a professional manner. Long pants, short- sleeve shirts and work boots are minimum requirements. Tank tops, muscle shirts, short pants and tennis shoes are not allowed. Clothing must be in good condition.
2. Work boot specifications are determined based on job site requirements. Not all job sites require steel toed boots.
3. Polyester or synthetic clothing shall not be worn because of the hazards associated with arc flash/blast events. Synthetic clothing can melt onto the skin during these events, causing severe burns.
4. If uniforms are provided, they must be worn. Under no circumstances should an employee wear a competitor’s article of clothing while working for the Company.
III. Housekeeping
A. Keep all debris cleared from work area, passageways and stairs.
B. Put all scrap in its proper place.
C. Secure materials to prevent slipping or rolling.
D. Keep toolbox and gang boxes clean and orderly.
E. Put lunch scraps, newspapers, etc., in waste cans with their lids secured on top.
F. Do not leave any flammable materials exposed.
G. Get in the habit of keeping the jobsite clean, neat and orderly.
IV. First Aid & Medical Treatment
A. First aid kits will be provided for jobsites and trucks as needed.
B. Notification
1. The Foreman should be immediately notified of all injuries. Failure to report an injury within 24 hours, or seeking treatment prior to reporting an injury, will result in disciplinary action. Foremen are required to provide prompt notification of all reported injuries through WorkCare On-Line Injury Assessment Service. WorkCare’s phone number is 888- 449-7787.
C. First Aid
1. Band aids, eye drops, disinfectant and relief of finger nail blood blisters are considered first aid. Notify the Foreman of the injury so a first report of injury can be filed with the insurance company. This will preserve your rights in the event you seek medical attention at a later date. Sprain and strain type injuries not requiring medical attention may be referred to OnSite Solutions Physical Therapy.
E. Injury Review
1. An accident review will be conducted for all recordable injuries. The review will be attended by the injured employee, their Foreman, Project Manager, a Safety Representative and another employee.
G. Accident Prevention
1. The employee will be required to participate in the accident investigation. This procedure is intended to prevent similar future accidents and is not intended to find fault or place blame.
I. Non-Work Related Injuries
1. If an employee has an off the job injury and they have any work restrictions/limitations from their doctor; the Company must be notified before an employee returns to work. This allows the Company to determine if we can accommodate their restrictions.
J. Re-Orientation
1. If an employee is injured twice in one year they may be required to go through the safety orientation class again. If the employee’s injury is deemed of interest to the Labor Management Safety Committee they would be required to come into the office for further discussion about the accident for learning purposes.
V. Emergency Action Plans
A. Hunt Electric Corporation work locations are very diverse and typically associated with general contractors (GC) or occupied commercial/industrial settings. All Hunt Electric Corporation work locations will require coordinated emergency plans for evacuation, fire, medical emergency, weather, etc. The emergency plan will be written, posted and communicated (verbally and written) to all Hunt Electric Corporation employees when the plan is first developed, when employees first occupy the site and as the plan changes.
B. The general contractor or business owner may have an established plan, procedures, unique alarms and phone access to sound an emergency. In these circumstances,
VII. Tools, Hand & Power
A. All tools, whether furnished by the employer or the employee, shall be maintained in safe condition. All power tools shall be properly guarded when in use.
B. Use of portable tools:
1. Inspect all equipment prior to using.
2. Be sure the tool is properly grounded or use a ground fault circuit interrupter. Listed, double insulated or battery-powered tools are also acceptable.
C. Report the following unsafe conditions:
1. Defective or broken insulation on cords.
2. Improper or poorly made connections to terminals.
3. Broken or defective plug.
4. Loose or broken switch.
5. Brushes sparking.
6. Defective or broken guards.
7. Defects in the tool housing.
8. Don’t overstrain the tool.
VIII. Electrical
A. All electrical work shall be in accordance with the provisions of the National Electric Code (NEC). If live work is necessary, it shall be conducted in accordance with NFPA 70E and the Hunt Electric Corporation Safety Manual.
B. Ladders
1. Climbing to and from one level to another is one of the chief causes of accidents on a construction site. For the employees own safety and the safety of those working next to one another, follow these simple rules:
i. Choose the right ladder and use the right length ladder, neither too long nor too short. Be sure it has safety feet or is secured. Read the load label to insure you are choosing the proper weight limitation of the ladder.
ii. Place ladders with care making sure the feet have a firm footing on a level surface.
iii. Climb the ladder carefully and wear proper shoes with soles in good condition and free of grease or mud. Always face the ladder and hold on with both hands when going up or down.
XIV. Safety Enforcement Policy
A. It is the goal of Hunt Electric Corporation to provide each employee with a safe working environment. Each employee has an obligation to comply with the company safety policy and follow safe work practices. Hunt Electric Corporation has established a safety enforcement policy directed at the individual employee who fails to comply. Compliance with the Safety Enforcement Policy starts with an employee’s first day of employment. An employee’s failure to comply with our stated safety policy is a violation.
B. Enforcement is outlined below:
1. Major Policies and Standards
i. Infractions of major policies and standards are considered to be grounds for immediate discharge without any need for advance warning.
2. Minor Policies and Standards
i. Infractions of minor policies and standards will result in verbal and written warnings after the first occurrence. Repeat infractions after a written warning has been given will be considered grounds for further disciplinary action, up to and including termination.
DRUG/ALCOHOL TESTING AND SUBSTANCE ABUSE POLICY
I. Program Statement
A. Hunt Electric Corporation places a high priority on workplace safety. The dangers and costs which alcohol and other chemical abuse can create in our workplace have a significant impact on productivity and safety. We are
committed to combat and eliminate substance abuse in our workplace. We are also committed to a program that includes a strong rehabilitation component where appropriate. This program is subject to all applicable laws and regulations, procedural safeguards, scientific principles, and legitimate interests of privacy and confidentiality. When drug and alcohol testing is performed,
all testing shall be conducted in accordance with the policies and procedures outlined in this program.
F. Reasonable Suspicion – A belief based on specific facts and rational inferences drawn from these facts sufficient to lead someone to suspect that the person is using drugs or alcohol. Criteria for determination are listed on the “Checklist for Reasonable Suspicion”.
G. Individual Reasonable Suspicion Orientation Program – A class to train individuals to recognize and handle reasonable suspicion situations.
H. Checklist for Reasonable Suspicion – A preapproved form used to document suspicious substance abuse behavior and appearance.
I. E.A.P. – Employee Assistance Program.
J. Evaluator – A non-bargaining unit individual trained in Reasonable Suspicion Assessment, who fills out the Reasonable Suspicion Checklist.
III. Confidentiality
A. All parties to this program have only the interest of employees in mind and therefore encourage any employee with a substance abuse problem to come forward and voluntarily accept our assistance in dealing with the illness. An employee assistance program will provide guidance and direction for you during your recovery period. If an employee volunteers for help, the company will make reasonable efforts to return the employee to work upon recovery. The company will take action to assure the employee’s illness is handled in a confidential manner.
B. All actions taken under this program will be confidential and disclosed only to those with a “need to know” pursuant to Minnesota Statute Section 181.954.
C. When a lab test is required, the specimen will be identified with a code number, not by a name, to ensure the confidentiality of the donor. Each specimen container will be properly labeled and made tamperproof. The donor must witness this procedure.
D. Unless an initial positive result is confirmed as positive, it will be deemed negative and reported by the laboratory as such.
IV. Rules – Disciplinary Actions – Grievance Procedures
A. Rules – All employees must report to work in a physical condition that will enable them to perform their jobs in a safe and efficient manner. Except for medications taken pursuant to a physician’s prescription, employees shall not:
1. Use, possess, dispense, or receive prohibited substances on company premises.
2. Report to work with any amount above the thresholds of prohibited substances in the program in their system.
B. Discipline – When the company has reasonable suspicion to believe an employee is under the influence of a prohibited substance, for reasons of safety, the employee may be suspended until the employee’s test results are available. If the employee’s test results prove negative, the employee shall be
reinstated with back pay and with no adverse personnel action taken against the employee.
a work-related personal injury or caused another employee to sustain a work-related personal injury.
D. Has caused a work-related accident or was operating or assisting another to operate machinery, equipment or vehicles involved in a work-related accident.
E. When required by our customer prior to starting work on their project— consistent with all applicable state laws.
F. An employee who has been referred for chemical dependency assessment or evaluation or treatment by Hunt Electric Corporation, who is participating in a chemical dependency program under an employee benefit plan, or who has been referred to chemical dependency education, programming or training
following a confirmed positive test, may be requested or required to undergo a drug and/or alcohol test without prior notice at any time during the evaluation