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  • Writer's pictureMartin Ortega

Kenyon


Introduction

This Employee Handbook (“Handbook”) is a compilation of personnel policies, practices and procedures currently in effect at Kinyon Construction (“Company”); Amongst them is the Company’s Health, Safety and Environment Manual (“HS&E”). The HS&E goes further into detail on specific Company policies and may be referenced in this Handbook and can be found on any jobsite or at the office, speak to a supervisor or Safety Officer if you need access to one. This Handbook applies to California employees.

 

The Handbook is designed to introduce you to Kinyon Construction, familiarize you with Company policies, provide general guidelines on work rules, benefits and other issues related to your employment, and help answer many of the questions that may arise in connection with your employment.

 

This Employee Handbook is not a contract. This Handbook does not create a contract, express or implied, guaranteeing you any specific term of employment, nor does it obligate you to continue your employment for a specific period of time. Your employment is strictly “at will”. The purpose of the Handbook is simply to provide you with a convenient explanation of present policies and practices at the Company. This Handbook is an overview or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions regarding the applicability of a particular policy or practice should be addressed to the Human Resources Department.

 

The Company reserves the right to modify any of our policies and procedures, including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However, such a notice is not required for changes to be effective.


General Employment Policies and Practices

 

Equal Employment Opportunity

Kinyon Construction is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the elimination of all discriminatory practices. Details of our equal employment opportunity policies are further explained in Anti-Discrimination & Harassment below. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.

 

Employment Policy – At Will Employment

Kinyon Construction’s employment policy is “at-will.” Under the “at-will” policy, neither you nor the Company is committed to continuing the employment relationship for any specific term. Rather, the employment relationship will continue at will. Either side may terminate the relationship at any time, with or without cause and with or without notice. Also the Company retains the right to demote, transfer, change job duties, and change compensation at any time with or without notice and with or without cause in its sole discretion. In deciding to work for the Company, or continuing to work for the Company, you must understand and accept these terms of employment.

 

This Employee Handbook is not a contract. It does not create any agreement, express or implied, guaranteeing you any specific terms or conditions of employment. Nothing contained in this Handbook should be construed as creating a contract guaranteeing employment for any specific duration, nor does the Handbook obligate you to continue your employment for a specific period of time. Unless you have entered into a written employment agreement that supersedes this document, either you or the Company may terminate the employment relationship at any time. The Handbook does not guarantee any prescribed process for discipline and discharge.

 

No manager or other representative of the Company, other than the President, has the authority to enter into any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable unless it is in writing and signed by the President and the employee.

 

Recruitment and Hiring

Kinyon Construction’s primary goal when recruiting new employees is to fill vacancies with persons who have the best available skills, abilities or experience needed to perform the work. Decisions regarding the recruitment, selection and placement of employees are made on the basis of job-related criteria.


 

 

Employment Classifications

The following terms will be used to describe employment classifications and status:

Probationary Employees

 

Employees are hired by the company on a trial basis for a period of 30 calendar days for the purpose of assessing their ability to perform assigned tasks. Such employment may be terminated at any time, with or without cause, at any time during or after the 30-day period if such action is deemed appropriate by the employee or the Company. The 30-day period may be extended by the Company, in its sole discretion, if it determines that such an extension is desirable or appropriate for any reason.

 

Full-Time Employee

 

Full-time employees are those who are regularly scheduled to work at least 30 hours per week that are not hired on a temporary basis.

 

Part-Time Employee

 

Part-time employees are those who are regularly scheduled to work fewer than 30 hours per week that are not hired on a temporary basis. Part-time employees are not eligible for Company paid benefits, with the exception of the 401(k) plan, except as required by law. Any employee who works 1,000 hours per year or more may participate in the 401(k) plan.

 


 

Hours of Work

Our standard workday begins on Monday at 8:00 a.m. and ends at 4 pm. Work schedules for our employees are established within this framework. A normal working schedule for regular full-time employees consists of 40 hours each workweek. Punctual and consistent attendance is a condition of employment. Employees must take all meal periods and breaks. Employees must record all work time via timesheet and in/out forms and never work off the clock.

 

As part of our responsibility to our clients, the public, and to other employees, we expect our employees to be at work as scheduled, to arrange their personal schedules to accommodate our established working hours, and to notify us as early as possible if they expect to be absent or tardy. Employees are expected to be at work, ready to begin work, at the beginning of their assigned shift.


 

California Meal and Rest Period Policy

Kinyon Construction complies with federal and state legal requirements concerning meal and rest periods.

 

The Company recognizes that employees perform at their best when they have the rest and nourishment they need. This policy explains when the Company expects employees to take meal and rest periods.

 

Any employee, supervisor, or manager who fails to observe meal and rest period policies will be subject to discipline, up to and including termination of employment. Violations of this policy should be reported to any supervisor or the Human Resources Department. Every report will be fully investigated and corrective action will be taken where appropriate.

 

 

In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Company’s investigation of such reports. Any form of retaliation in violation of this policy will result in disciplinary action, up to and including termination.


Meal Periods

Kinyon Construction provides at least a 30-minute meal period to employees who work more than five hours, unless they work six or fewer hours total and elect in writing to waive the first meal period. The Company provides a second 30-minute meal period to employees who work more than 10 hours in a workday, unless they work twelve or fewer hours total, did not waive the first meal period, and elect in writing to waive the second meal period. Employees should take their first meal period before the end of the fifth hour of work and should take their second meal period before the end of the tenth hour of work. Meal periods cannot be taken at the beginning or end of shifts. Employees will be relieved of all of their duties during meal periods and are allowed to leave the office or location of their work in the field.

 


Rest Periods

Non-exempt employees are authorized and permitted to take a 10 minute paid rest period for every four (4) hours worked, or major fraction thereof. The Company authorizes and permits rest periods according to the following schedule:


Attendance and Punctuality

It is important for you to report to work on time and to avoid unnecessary absences. The Company recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, frequent absenteeism or tardiness may result in disciplinary action, up to and including discharge. Excessive absenteeism or frequent tardiness puts an unnecessary strain on your co-workers and can have a negative impact on the success of the Company.

 

You are expected to report to work when scheduled. Whenever you know in advance that you are going to be absent, you should notify your immediate supervisor or the designated manager. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than one hour before you are due at work. In the event your immediate supervisor is unavailable, you must speak with a manager. If you must leave a voicemail, you must provide a number where your supervisor may reach you if need be.

 

 

You are expected to be at your workstation/jobsite at the beginning of each business day. If you are delayed, you must call your immediate supervisor to state the reason for the delay. As with absences, you must make every effort to speak directly with a manager. Regular delays in reporting to work will result in disciplinary action, up to and including discharge.

 

 

Work Space/Job Site

Employees are responsible for maintaining the workspace/job site assigned to them. A clean, orderly workspace provides an environment conducive to working efficiently. Employees should keep in mind that their workspace is part of a professional environment that portrays the Company’s overall dedication to providing quality service to its clients. Therefore, your workspace should be clean, organized and free of items not required to perform your job.

 

Office/Work Equipment

Certain equipment is assigned to staff depending on the needs of the job, such as a calculator, personal computer, printer and access to our central computers and servers. This equipment is the property of the Company and cannot be removed from the office without prior approval from your supervisor. It is expected that you will treat this equipment with care and report any malfunctions immediately to staff members equipped to diagnose the problem and take corrective action. This equipment is strictly prohibited from personal usage of any kind. Violation of this policy is subject to disciplinary action, up to and including discharge.


 

Performance Reviews, Salary Reviews

Performance reviews will be completed by your supervisor or manager and reviewed during a conference with you. Factors considered in your review include the quality of your job performance, your attendance, meeting the requirements of your job description, dependability, attitude, cooperation, compliance with Company employment policies, any disciplinary actions, and year-to-year improvement in overall performance. Compensation increases are given by the Company at its discretion in consideration of various factors, including your performance review.

 

 

Internet Access

Access to the Internet is given principally for work-related activities or approved educational/training activities. Incidental and occasional personal use and study use is permitted. This privilege should not be abused and must not affect the employee’s performance of employment-related activities.

 

Social Media Policy

Kinyon Construction recognizes that many employees engage in “social media activity” while off duty. For purposes of this Policy, social media activity includes all types of postings on the Internet, including but not limited to, postings on social networking sites such as Facebook, LinkedIn, Snapchat, and Instagram; blogs and other on-line journals and diaries; bulletin boards and chat rooms; microblogging, such as Twitter; and postings of video or audio on media-sharing sites, such as YouTube, Flickr, or Snapchat.

 

This Social Media Policy applies to all employees. This Policy applies to social media activity that relates in any way to the Company’s business, employees, customers, vendors, or competitors or that identifies an employee’s affiliation with the Company (other than as an incidental mention of place of employment in personal social media activity unrelated to the Company).

 

This Policy applies to social media activity when on or off duty, while using the Company’s or personal electronic resources, and whether or not the employee posts anonymously or using a pseudonym. Unless specifically authorized, employees are prohibited from using the Company’s


electronic resources to engage in social media activity or from otherwise engaging in social media activity during working time. Employees may use personal devices, such as a non-Company smart phone or tablet, during rest breaks and meal periods to engage in social media activity as long as the employee’s personal device is not connected to the Company’s network.

 

 

Any conduct that adversely affects an employee’s job performance or the performance of fellow employees, or otherwise adversely affects the Company’s legitimate business interests, may result in disciplinary action, up to and including termination. Similarly, inappropriate postings, including but not limited to discriminatory remarks, harassment and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may result in disciplinary action, up to and including termination. However, this restriction will not apply to any postings made in the exercise of any rights granted to an employee by federal law.

 


Smoking

In order to provide a safe and comfortable working environment for all employees, smoking is strictly prohibited at all times inside any Kinyon Construction building and/or at any job site, unless in a designated smoking area.

 

Drug-Free Workplace

Kinyon Construction takes seriously the problem of drug and alcohol abuse, and is committed to providing a substance abuse-free workplace for its employees. Substance abuse of any kind, such as the unlawful use of narcotics, is inconsistent with the behavior expected of our employees, subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines our ability to operate effectively and efficiently. The Company has adopted a formal policy related to substance abuse. A copy of the complete policy is contained in this Handbook.

 

Drug and Alcohol Abuse Policy

Kinyon Construction is committed to providing its employees a safe, efficient, and productive work environment. In keeping with this commitment, the Company has adopted a variety of policies to ensure that employees perform their duties safely, efficiently, and in a manner that protects their interests as well as those of their co-workers and our customers.

 

The goals of this policy would be severely compromised by drug or alcohol abuse in the work place. The Company has therefore adopted a strict policy regarding the inappropriate use or


possession of drugs or alcohol. There are two components to this policy. The first involves a general prohibition against conduct that is detrimental to the objectives of the policy and the interests of the Company and its employees. The second involves methods of detecting inappropriate drug or alcohol use, including the testing of job applicants and employees for substance abuse.

 

1.     General Rules

 

Employee involvement with alcohol or drugs can be extremely disruptive and harmful to the work place. It can adversely affect the quality of work and the performance of employees, pose serious safety and health risks to the user and others, and have a negative impact on work efficiency and productivity. Accordingly, the Company requires all employees to report for work fit to perform their duties and prohibits the use or possession of alcohol or illegal drugs. All employees must adhere to the rules stated in this policy.

 

The use, possession, distribution, transfer or sale of illegal drugs or alcohol, or being under the influence of drugs or alcohol, is strictly prohibited while on duty, while on the Company's premises or while operating a vehicle or potentially dangerous equipment owned or leased by the Company. Any violation of this policy may result in disciplinary action, up to and possibly including immediate discharge.

 

Any employee who is under the influence of any prescribed medication must advise his supervisor of that fact, and the precise type of medication involved, before reporting to work.

 

2.     Pre-employment Testing

 

All job applicants applying for employment with the Company must submit to and pass a drug screening test. All offers of employment are conditioned upon the successful completion of the testing procedure.

 

3.     Reasonable Suspicion Testing

 

In cases when an employee's supervisor or other Company superior has reasonable suspicion to believe that the employee possesses or is under the influence of drugs and/or alcohol and such use or influence may adversely affect the employee's job performance, or the safety of the employee or co-workers, alcohol and/or drug screening may be ordered. This suspicion must be based on any objective symptoms, such as factors related to the employee's appearance, behavior, speech and/or other facts. If an employee is on medically-prescribed medication, it is the employee's responsibility to advise his supervisor of this fact before he reports to work.

 

Testing may also be required if an employee is found to be in possession of physical evidence, i.e., drugs, alcohol or paraphernalia, possibly connected with the use of an illicit drug. Testing may also be required if illicit drugs and/or alcohol are found in the employee's immediate work area. However, it should be emphasized that possession of drugs or alcohol is prohibited whether or not it is determined that the employee also used such substances.


4.     Post Mishap Testing

 

Alcohol and/or drug screening may be required following any work-related accident or any violation of safety precautions or standards, whether or not an injury resulted from such accident or violation.

 

5.     Testing

 

Violation of this policy or failure to cooperate fully with any request to test may result in disciplinary action up to and including termination. The Company will pay the full cost of any testing that it has requested of an applicant or employee, including the reasonable cost of any transportation to and from the designated testing facility.

 

Safety and Accident Rules

Safety is a joint venture at Kinyon Construction. We provide a clean, hazard-free, healthy, safe environment in which to work and make every effort to comply with all relevant federal, state and local occupational health and safety laws, including the federal Occupational Safety and Health Act (OSHA) along with the Mine Safety and Health Administration (MSHA). The Company’s Health, Safety and Environmental Manual (HS&E) Section 2.1 Illness and Injury Prevention Plan (IIPP) Subsection II (B) states: “All employees are responsible for using safe work practices, for following all directives, policies and procedures, and for assisting in maintaining a safe and healthful work environment.”

As an employee, you have a duty to comply with the safety rules of the Company, and you are expected to take an active part in maintaining this hazard-free environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment where required. Your workspace should be kept neat, clean and orderly. You are required to report any accidents or injuries regardless of how serious – including any breaches of safety – and to promptly report any unsafe equipment, working condition, process or procedure to a supervisor and the Company’s Safety Officer. Concerning Accident Investigation, Section 2.1 Illness and Injury Prevention Plan Subsection (IIPP) Subsection V (A) of the HS&E states: “All incidents, injuries and/or exposures are to be investigated immediately.” Immediately involving a Company Safety Officer is key for these investigations to be effective; also included in this portion of the HS&E is a thorough breakdown of the Accident Investigation procedure, as well as Section 9 of the HS&E. In addition, if you become ill or get hurt while at work, you must notify your manager immediately. Failure to do so may result in a loss of benefits under the state workers’ compensation law.

 

Failure to abide by the Company’s safety and accident rules and HS&E may result in disciplinary action, up to and including termination.

 

 

Anti-Discrimination & Harassment

 

Discrimination Is Prohibited

The employer is committed to providing a work environment that is free of discrimination. Kinyon Construction is an equal opportunity employer and makes all employment decisions without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. This policy applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, benefits, compensation and training. We seek to comply with all applicable federal, state and local


laws related to discrimination and will not tolerate the interference with the ability of any of the Company’s employees to perform their job duties.

 

The Company makes decisions concerning employment based strictly on an individual’s qualifications and ability to perform the job under consideration, the comparative qualifications and abilities of other applicants or employees, and the individual’s past performance within the organization.

 

This policy against discrimination applies to all employer agents and employees, including supervisors and non-supervisory employees, and to nonemployees who engage in unlawful harassment in the workplace. Furthermore, it prohibits unlawful harassment in any form, including verbal, physical and visual harassment, and prohibits retaliation of any kind against individuals who file complaints in good faith or who assist in an employer investigation.

 

Workplace Harassment

Kinyon Construction is committed to providing a work environment that provides employees equality, respect and dignity. In keeping with this commitment, the Company has adopted a policy of “zero tolerance” with regard to employee harassment. Unlawful harassment may take many forms, including:

 

·       Verbal conduct, such as epithets, derogatory comments, slurs, or unwanted sexual advances, invitations or comments.

·       Visual conduct, such as derogatory posters, cartoons, drawings or gestures.

·       Physical conduct, such as assault, blocking normal movement, or interference with work directed at an employee because of the employee's sex or other protected characteristic.

·       Threats and demands to submit to sexual requests in order to keep one's job or avoid some other loss, and offers of job benefits in return for sexual favors.

·       Retaliation for having reported unlawful harassment.

 

This policy applies to all terms and conditions of employment. Harassment of any other person, including, without limitation, fellow employees, contractors, visitors, clients or customers, whether at work or outside of work, is grounds for immediate termination. The Company will make every reasonable effort to ensure that its entire community is familiar with this policy and that all employees are aware that every complaint received will be promptly, thoroughly and impartially investigated and resolved appropriately. The Company will not tolerate retaliation against anyone who complains of harassment or who participates in an investigation.

 


 

Compensation

 

Payroll Practices

Employees are paid weekly. If the regularly scheduled payroll date falls on a Saturday, the Company will attempt to deliver paychecks on Friday. If the regular payday falls on a Sunday, employees will be paid on Monday. When a payroll date falls on a holiday, employees will, when possible, be paid on the last business day before the holiday. Otherwise, employees will be paid on the first business day following the scheduled payroll date.

 

Salary Deductions and Withholding

The Company will withhold the following from your paycheck:

 

Taxes

 

Federal, state and local taxes, as required by law, as well as the required FICA (Social Security and Medicare) payments.

 

Insurance/Supplemental Insurance

 

Your contribution to State Disability Insurance, health insurance or other insurance premiums for yourself and any eligible family members or to other contributory benefit programs.

 

Other Deductions

 

State and Federal Income Tax Liens, other deductions which you authorize, including 401(k) contributions.

 

Direct Deposit

You may have your paycheck deposited directly into your bank account. You will be given the authorization form for deposit by your immediate supervisor, designated manager, or the Human Resources Department.


ry with each job, please check with the appropriate supervisor for those rates.

 

 

Religious Observance

Federal and state equal opportunity laws generally require employers to accommodate the religious beliefs of employees, but do not require them to provide paid leave. The Company respects your religious beliefs; therefore, employees who require time off may use personal days. This leave must be requested through the department manager two weeks prior to the event, and may be declined, only if causing the Company undue hardship.

 

Procedure

 

Requests for time off should be submitted to your supervisor as soon as you know when you wish to schedule your time off, but in no event less than two weeks prior to the time requested. Time off requests are approved by your immediate supervisor. This is coordinated so that sufficient staff is available to provide adequate coverage at all times, and there may be Company-wide or department-specific “blackout dates,” as necessary. Time off requests are granted on a first-come, first-served basis. In the event of a conflict in requests, your supervisor will consider the Company’s staffing needs during the relevant period, as well as the length of service with the Company of the employees involved.

 

Personal/Sick Leave

A.  ​Eligibility

An employee qualifies to accrue paid sick leave under this policy upon the start of the employee’s employment or July 1, 2015, whichever is later.

B.  Leave Benefit

Employees accrue one hour of paid sick leave for every 30 hours of work performed. Unless a local ordinance requires otherwise, employees may not accrue more than 24 hours or three regularly-scheduled workdays of paid sick leave, whichever is greater, at any given time.


Employees who reach the applicable cap will cease to accrue further paid sick leave hours until paid sick leave is used, at which point the employee will continue to accrue additional paid sick leave up to the cap. Paid sick leave not used in a year otherwise carries over from year to year.

C.  Leave Usage

Employees may take the greater of 24 hours or three regularly-scheduled workdays’ worth of paid sick leave per leave year for any of the qualifying reasons discussed below, as well as any reasons allowed for under an applicable local paid sick leave ordinance. For the purposes of this policy, the leave year is the employee’s anniversary year.

Paid sick leave may be used for the diagnosis, care (including preventive care), or treatment of an existing health condition of an employee and certain family members of the employee.

A family member includes a child, parent, spouse, domestic partner, grandparent, grandchild, or sibling. For purposes of this policy, a “child” means a biological or adopted child, a foster child, a step-child, a legal ward, or a child to whom the employee stands in loco parentis (in the place of a parent). Similarly, a “parent” under this policy means a biological or adoptive parent, a foster parent, a step-parent, an employee’s legal guardian, a legal guardian of an employee’s spouse or domestic partner, or a person who stood in loco parentis when the employee was a minor child.

 

D.  Compensation for Sick Leave

 

Paid sick days ordinarily are paid at the employee’s normal rate of pay earned during regular work hours. Accrued, unused paid sick leave is not paid out upon termination or resignation. However, employees separating from employment who are rehired within one year from the date of separation will have their previously accrued and unused paid sick days reinstated. The employee also will begin accruing paid sick leave upon re-hire (assuming the employee’s bank is below the applicable cap). In addition, if the employee is re-hired within one year from the date of separation, any number of days that the employee previously worked for the Company will be credited toward the 90 calendar days that an employee must have worked for the Company before being eligible to use paid sick leave under this policy.

 

 

Notification Procedures

 

When you are absent from work and your absence has not been previously scheduled, you must personally notify your immediate supervisor or manager as soon as you are aware that you will be late or unable to report to work. Leaving a voicemail or message with another staff member does not qualify as notifying your supervisor.

 

 

If you are absent because of an accident or you are absent for longer than seven (7) days due to illness, compensation is paid under the benefits of the Company’s short-term disability plan, provided you are eligible for and participate in that plan.

 


 

Introduction

This Employee Handbook (“Handbook”) is a compilation of personnel policies, practices and procedures currently in effect at Kinyon Construction (“Company”); Amongst them is the Company’s Health, Safety and Environment Manual (“HS&E”). The HS&E goes further into detail on specific Company policies and may be referenced in this Handbook and can be found on any jobsite or at the office, speak to a supervisor or Safety Officer if you need access to one. This Handbook applies to California employees.

 

The Handbook is designed to introduce you to Kinyon Construction, familiarize you with Company policies, provide general guidelines on work rules, benefits and other issues related to your employment, and help answer many of the questions that may arise in connection with your employment.

 

This Employee Handbook is not a contract. This Handbook does not create a contract, express or implied, guaranteeing you any specific term of employment, nor does it obligate you to continue your employment for a specific period of time. Your employment is strictly “at will”. The purpose of the Handbook is simply to provide you with a convenient explanation of present policies and practices at the Company. This Handbook is an overview or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions regarding the applicability of a particular policy or practice should be addressed to the Human Resources Department.

 

The Company reserves the right to modify any of our policies and procedures, including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However, such a notice is not required for changes to be effective.


General Employment Policies and Practices

 

Equal Employment Opportunity

Kinyon Construction is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the elimination of all discriminatory practices. Details of our equal employment opportunity policies are further explained in Anti-Discrimination & Harassment below. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.

 

Employment Policy – At Will Employment

Kinyon Construction’s employment policy is “at-will.” Under the “at-will” policy, neither you nor the Company is committed to continuing the employment relationship for any specific term. Rather, the employment relationship will continue at will. Either side may terminate the relationship at any time, with or without cause and with or without notice. Also the Company retains the right to demote, transfer, change job duties, and change compensation at any time with or without notice and with or without cause in its sole discretion. In deciding to work for the Company, or continuing to work for the Company, you must understand and accept these terms of employment.

 

This Employee Handbook is not a contract. It does not create any agreement, express or implied, guaranteeing you any specific terms or conditions of employment. Nothing contained in this Handbook should be construed as creating a contract guaranteeing employment for any specific duration, nor does the Handbook obligate you to continue your employment for a specific period of time. Unless you have entered into a written employment agreement that supersedes this document, either you or the Company may terminate the employment relationship at any time. The Handbook does not guarantee any prescribed process for discipline and discharge.

 

No manager or other representative of the Company, other than the President, has the authority to enter into any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable unless it is in writing and signed by the President and the employee.

 

Recruitment and Hiring

Kinyon Construction’s primary goal when recruiting new employees is to fill vacancies with persons who have the best available skills, abilities or experience needed to perform the work. Decisions regarding the recruitment, selection and placement of employees are made on the basis of job-related criteria.


 

 

Employment Classifications

The following terms will be used to describe employment classifications and status:

Probationary Employees

 

Employees are hired by the company on a trial basis for a period of 30 calendar days for the purpose of assessing their ability to perform assigned tasks. Such employment may be terminated at any time, with or without cause, at any time during or after the 30-day period if such action is deemed appropriate by the employee or the Company. The 30-day period may be extended by the Company, in its sole discretion, if it determines that such an extension is desirable or appropriate for any reason.

 

Full-Time Employee

 

Full-time employees are those who are regularly scheduled to work at least 30 hours per week that are not hired on a temporary basis.

 

Part-Time Employee

 

Part-time employees are those who are regularly scheduled to work fewer than 30 hours per week that are not hired on a temporary basis. Part-time employees are not eligible for Company paid benefits, with the exception of the 401(k) plan, except as required by law. Any employee who works 1,000 hours per year or more may participate in the 401(k) plan.

 


 

Hours of Work

Our standard workday begins on Monday at 8:00 a.m. and ends at 4 pm. Work schedules for our employees are established within this framework. A normal working schedule for regular full-time employees consists of 40 hours each workweek. Punctual and consistent attendance is a condition of employment. Employees must take all meal periods and breaks. Employees must record all work time via timesheet and in/out forms and never work off the clock.

 

As part of our responsibility to our clients, the public, and to other employees, we expect our employees to be at work as scheduled, to arrange their personal schedules to accommodate our established working hours, and to notify us as early as possible if they expect to be absent or tardy. Employees are expected to be at work, ready to begin work, at the beginning of their assigned shift.


 

California Meal and Rest Period Policy

Kinyon Construction complies with federal and state legal requirements concerning meal and rest periods.

 

The Company recognizes that employees perform at their best when they have the rest and nourishment they need. This policy explains when the Company expects employees to take meal and rest periods.

 

Any employee, supervisor, or manager who fails to observe meal and rest period policies will be subject to discipline, up to and including termination of employment. Violations of this policy should be reported to any supervisor or the Human Resources Department. Every report will be fully investigated and corrective action will be taken where appropriate.

 

 

In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Company’s investigation of such reports. Any form of retaliation in violation of this policy will result in disciplinary action, up to and including termination.


Meal Periods

Kinyon Construction provides at least a 30-minute meal period to employees who work more than five hours, unless they work six or fewer hours total and elect in writing to waive the first meal period. The Company provides a second 30-minute meal period to employees who work more than 10 hours in a workday, unless they work twelve or fewer hours total, did not waive the first meal period, and elect in writing to waive the second meal period. Employees should take their first meal period before the end of the fifth hour of work and should take their second meal period before the end of the tenth hour of work. Meal periods cannot be taken at the beginning or end of shifts. Employees will be relieved of all of their duties during meal periods and are allowed to leave the office or location of their work in the field.

 


Rest Periods

Non-exempt employees are authorized and permitted to take a 10 minute paid rest period for every four (4) hours worked, or major fraction thereof. The Company authorizes and permits rest periods according to the following schedule:


Attendance and Punctuality

It is important for you to report to work on time and to avoid unnecessary absences. The Company recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, frequent absenteeism or tardiness may result in disciplinary action, up to and including discharge. Excessive absenteeism or frequent tardiness puts an unnecessary strain on your co-workers and can have a negative impact on the success of the Company.

 

You are expected to report to work when scheduled. Whenever you know in advance that you are going to be absent, you should notify your immediate supervisor or the designated manager. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than one hour before you are due at work. In the event your immediate supervisor is unavailable, you must speak with a manager. If you must leave a voicemail, you must provide a number where your supervisor may reach you if need be.

 

 

You are expected to be at your workstation/jobsite at the beginning of each business day. If you are delayed, you must call your immediate supervisor to state the reason for the delay. As with absences, you must make every effort to speak directly with a manager. Regular delays in reporting to work will result in disciplinary action, up to and including discharge.

 

 

Work Space/Job Site

Employees are responsible for maintaining the workspace/job site assigned to them. A clean, orderly workspace provides an environment conducive to working efficiently. Employees should keep in mind that their workspace is part of a professional environment that portrays the Company’s overall dedication to providing quality service to its clients. Therefore, your workspace should be clean, organized and free of items not required to perform your job.

 

Office/Work Equipment

Certain equipment is assigned to staff depending on the needs of the job, such as a calculator, personal computer, printer and access to our central computers and servers. This equipment is the property of the Company and cannot be removed from the office without prior approval from your supervisor. It is expected that you will treat this equipment with care and report any malfunctions immediately to staff members equipped to diagnose the problem and take corrective action. This equipment is strictly prohibited from personal usage of any kind. Violation of this policy is subject to disciplinary action, up to and including discharge.


 

Performance Reviews, Salary Reviews

Performance reviews will be completed by your supervisor or manager and reviewed during a conference with you. Factors considered in your review include the quality of your job performance, your attendance, meeting the requirements of your job description, dependability, attitude, cooperation, compliance with Company employment policies, any disciplinary actions, and year-to-year improvement in overall performance. Compensation increases are given by the Company at its discretion in consideration of various factors, including your performance review.

 

 

Internet Access

Access to the Internet is given principally for work-related activities or approved educational/training activities. Incidental and occasional personal use and study use is permitted. This privilege should not be abused and must not affect the employee’s performance of employment-related activities.

 

Social Media Policy

Kinyon Construction recognizes that many employees engage in “social media activity” while off duty. For purposes of this Policy, social media activity includes all types of postings on the Internet, including but not limited to, postings on social networking sites such as Facebook, LinkedIn, Snapchat, and Instagram; blogs and other on-line journals and diaries; bulletin boards and chat rooms; microblogging, such as Twitter; and postings of video or audio on media-sharing sites, such as YouTube, Flickr, or Snapchat.

 

This Social Media Policy applies to all employees. This Policy applies to social media activity that relates in any way to the Company’s business, employees, customers, vendors, or competitors or that identifies an employee’s affiliation with the Company (other than as an incidental mention of place of employment in personal social media activity unrelated to the Company).

 

This Policy applies to social media activity when on or off duty, while using the Company’s or personal electronic resources, and whether or not the employee posts anonymously or using a pseudonym. Unless specifically authorized, employees are prohibited from using the Company’s


electronic resources to engage in social media activity or from otherwise engaging in social media activity during working time. Employees may use personal devices, such as a non-Company smart phone or tablet, during rest breaks and meal periods to engage in social media activity as long as the employee’s personal device is not connected to the Company’s network.

 

 

Any conduct that adversely affects an employee’s job performance or the performance of fellow employees, or otherwise adversely affects the Company’s legitimate business interests, may result in disciplinary action, up to and including termination. Similarly, inappropriate postings, including but not limited to discriminatory remarks, harassment and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may result in disciplinary action, up to and including termination. However, this restriction will not apply to any postings made in the exercise of any rights granted to an employee by federal law.

 


Smoking

In order to provide a safe and comfortable working environment for all employees, smoking is strictly prohibited at all times inside any Kinyon Construction building and/or at any job site, unless in a designated smoking area.

 

Drug-Free Workplace

Kinyon Construction takes seriously the problem of drug and alcohol abuse, and is committed to providing a substance abuse-free workplace for its employees. Substance abuse of any kind, such as the unlawful use of narcotics, is inconsistent with the behavior expected of our employees, subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines our ability to operate effectively and efficiently. The Company has adopted a formal policy related to substance abuse. A copy of the complete policy is contained in this Handbook.

 

Drug and Alcohol Abuse Policy

Kinyon Construction is committed to providing its employees a safe, efficient, and productive work environment. In keeping with this commitment, the Company has adopted a variety of policies to ensure that employees perform their duties safely, efficiently, and in a manner that protects their interests as well as those of their co-workers and our customers.

 

The goals of this policy would be severely compromised by drug or alcohol abuse in the work place. The Company has therefore adopted a strict policy regarding the inappropriate use or


possession of drugs or alcohol. There are two components to this policy. The first involves a general prohibition against conduct that is detrimental to the objectives of the policy and the interests of the Company and its employees. The second involves methods of detecting inappropriate drug or alcohol use, including the testing of job applicants and employees for substance abuse.

 

1.     General Rules

 

Employee involvement with alcohol or drugs can be extremely disruptive and harmful to the work place. It can adversely affect the quality of work and the performance of employees, pose serious safety and health risks to the user and others, and have a negative impact on work efficiency and productivity. Accordingly, the Company requires all employees to report for work fit to perform their duties and prohibits the use or possession of alcohol or illegal drugs. All employees must adhere to the rules stated in this policy.

 

The use, possession, distribution, transfer or sale of illegal drugs or alcohol, or being under the influence of drugs or alcohol, is strictly prohibited while on duty, while on the Company's premises or while operating a vehicle or potentially dangerous equipment owned or leased by the Company. Any violation of this policy may result in disciplinary action, up to and possibly including immediate discharge.

 

Any employee who is under the influence of any prescribed medication must advise his supervisor of that fact, and the precise type of medication involved, before reporting to work.

 

2.     Pre-employment Testing

 

All job applicants applying for employment with the Company must submit to and pass a drug screening test. All offers of employment are conditioned upon the successful completion of the testing procedure.

 

3.     Reasonable Suspicion Testing

 

In cases when an employee's supervisor or other Company superior has reasonable suspicion to believe that the employee possesses or is under the influence of drugs and/or alcohol and such use or influence may adversely affect the employee's job performance, or the safety of the employee or co-workers, alcohol and/or drug screening may be ordered. This suspicion must be based on any objective symptoms, such as factors related to the employee's appearance, behavior, speech and/or other facts. If an employee is on medically-prescribed medication, it is the employee's responsibility to advise his supervisor of this fact before he reports to work.

 

Testing may also be required if an employee is found to be in possession of physical evidence, i.e., drugs, alcohol or paraphernalia, possibly connected with the use of an illicit drug. Testing may also be required if illicit drugs and/or alcohol are found in the employee's immediate work area. However, it should be emphasized that possession of drugs or alcohol is prohibited whether or not it is determined that the employee also used such substances.


4.     Post Mishap Testing

 

Alcohol and/or drug screening may be required following any work-related accident or any violation of safety precautions or standards, whether or not an injury resulted from such accident or violation.

 

5.     Testing

 

Violation of this policy or failure to cooperate fully with any request to test may result in disciplinary action up to and including termination. The Company will pay the full cost of any testing that it has requested of an applicant or employee, including the reasonable cost of any transportation to and from the designated testing facility.

 

Safety and Accident Rules

Safety is a joint venture at Kinyon Construction. We provide a clean, hazard-free, healthy, safe environment in which to work and make every effort to comply with all relevant federal, state and local occupational health and safety laws, including the federal Occupational Safety and Health Act (OSHA) along with the Mine Safety and Health Administration (MSHA). The Company’s Health, Safety and Environmental Manual (HS&E) Section 2.1 Illness and Injury Prevention Plan (IIPP) Subsection II (B) states: “All employees are responsible for using safe work practices, for following all directives, policies and procedures, and for assisting in maintaining a safe and healthful work environment.”

As an employee, you have a duty to comply with the safety rules of the Company, and you are expected to take an active part in maintaining this hazard-free environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment where required. Your workspace should be kept neat, clean and orderly. You are required to report any accidents or injuries regardless of how serious – including any breaches of safety – and to promptly report any unsafe equipment, working condition, process or procedure to a supervisor and the Company’s Safety Officer. Concerning Accident Investigation, Section 2.1 Illness and Injury Prevention Plan Subsection (IIPP) Subsection V (A) of the HS&E states: “All incidents, injuries and/or exposures are to be investigated immediately.” Immediately involving a Company Safety Officer is key for these investigations to be effective; also included in this portion of the HS&E is a thorough breakdown of the Accident Investigation procedure, as well as Section 9 of the HS&E. In addition, if you become ill or get hurt while at work, you must notify your manager immediately. Failure to do so may result in a loss of benefits under the state workers’ compensation law.

 

Failure to abide by the Company’s safety and accident rules and HS&E may result in disciplinary action, up to and including termination.

 

 

Anti-Discrimination & Harassment

 

Discrimination Is Prohibited

The employer is committed to providing a work environment that is free of discrimination. Kinyon Construction is an equal opportunity employer and makes all employment decisions without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. This policy applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, benefits, compensation and training. We seek to comply with all applicable federal, state and local


laws related to discrimination and will not tolerate the interference with the ability of any of the Company’s employees to perform their job duties.

 

The Company makes decisions concerning employment based strictly on an individual’s qualifications and ability to perform the job under consideration, the comparative qualifications and abilities of other applicants or employees, and the individual’s past performance within the organization.

 

This policy against discrimination applies to all employer agents and employees, including supervisors and non-supervisory employees, and to nonemployees who engage in unlawful harassment in the workplace. Furthermore, it prohibits unlawful harassment in any form, including verbal, physical and visual harassment, and prohibits retaliation of any kind against individuals who file complaints in good faith or who assist in an employer investigation.

 

Workplace Harassment

Kinyon Construction is committed to providing a work environment that provides employees equality, respect and dignity. In keeping with this commitment, the Company has adopted a policy of “zero tolerance” with regard to employee harassment. Unlawful harassment may take many forms, including:

 

·       Verbal conduct, such as epithets, derogatory comments, slurs, or unwanted sexual advances, invitations or comments.

·       Visual conduct, such as derogatory posters, cartoons, drawings or gestures.

·       Physical conduct, such as assault, blocking normal movement, or interference with work directed at an employee because of the employee's sex or other protected characteristic.

·       Threats and demands to submit to sexual requests in order to keep one's job or avoid some other loss, and offers of job benefits in return for sexual favors.

·       Retaliation for having reported unlawful harassment.

 

This policy applies to all terms and conditions of employment. Harassment of any other person, including, without limitation, fellow employees, contractors, visitors, clients or customers, whether at work or outside of work, is grounds for immediate termination. The Company will make every reasonable effort to ensure that its entire community is familiar with this policy and that all employees are aware that every complaint received will be promptly, thoroughly and impartially investigated and resolved appropriately. The Company will not tolerate retaliation against anyone who complains of harassment or who participates in an investigation.

 


 

Compensation

 

Payroll Practices

Employees are paid weekly. If the regularly scheduled payroll date falls on a Saturday, the Company will attempt to deliver paychecks on Friday. If the regular payday falls on a Sunday, employees will be paid on Monday. When a payroll date falls on a holiday, employees will, when possible, be paid on the last business day before the holiday. Otherwise, employees will be paid on the first business day following the scheduled payroll date.

 

Salary Deductions and Withholding

The Company will withhold the following from your paycheck:

 

Taxes

 

Federal, state and local taxes, as required by law, as well as the required FICA (Social Security and Medicare) payments.

 

Insurance/Supplemental Insurance

 

Your contribution to State Disability Insurance, health insurance or other insurance premiums for yourself and any eligible family members or to other contributory benefit programs.

 

Other Deductions

 

State and Federal Income Tax Liens, other deductions which you authorize, including 401(k) contributions.

 

Direct Deposit

You may have your paycheck deposited directly into your bank account. You will be given the authorization form for deposit by your immediate supervisor, designated manager, or the Human Resources Department.


ry with each job, please check with the appropriate supervisor for those rates.

 

 

Religious Observance

Federal and state equal opportunity laws generally require employers to accommodate the religious beliefs of employees, but do not require them to provide paid leave. The Company respects your religious beliefs; therefore, employees who require time off may use personal days. This leave must be requested through the department manager two weeks prior to the event, and may be declined, only if causing the Company undue hardship.

 

Procedure

 

Requests for time off should be submitted to your supervisor as soon as you know when you wish to schedule your time off, but in no event less than two weeks prior to the time requested. Time off requests are approved by your immediate supervisor. This is coordinated so that sufficient staff is available to provide adequate coverage at all times, and there may be Company-wide or department-specific “blackout dates,” as necessary. Time off requests are granted on a first-come, first-served basis. In the event of a conflict in requests, your supervisor will consider the Company’s staffing needs during the relevant period, as well as the length of service with the Company of the employees involved.

 

Personal/Sick Leave

A.  ​Eligibility

An employee qualifies to accrue paid sick leave under this policy upon the start of the employee’s employment or July 1, 2015, whichever is later.

B.  Leave Benefit

Employees accrue one hour of paid sick leave for every 30 hours of work performed. Unless a local ordinance requires otherwise, employees may not accrue more than 24 hours or three regularly-scheduled workdays of paid sick leave, whichever is greater, at any given time.


Employees who reach the applicable cap will cease to accrue further paid sick leave hours until paid sick leave is used, at which point the employee will continue to accrue additional paid sick leave up to the cap. Paid sick leave not used in a year otherwise carries over from year to year.

C.  Leave Usage

Employees may take the greater of 24 hours or three regularly-scheduled workdays’ worth of paid sick leave per leave year for any of the qualifying reasons discussed below, as well as any reasons allowed for under an applicable local paid sick leave ordinance. For the purposes of this policy, the leave year is the employee’s anniversary year.

Paid sick leave may be used for the diagnosis, care (including preventive care), or treatment of an existing health condition of an employee and certain family members of the employee.

A family member includes a child, parent, spouse, domestic partner, grandparent, grandchild, or sibling. For purposes of this policy, a “child” means a biological or adopted child, a foster child, a step-child, a legal ward, or a child to whom the employee stands in loco parentis (in the place of a parent). Similarly, a “parent” under this policy means a biological or adoptive parent, a foster parent, a step-parent, an employee’s legal guardian, a legal guardian of an employee’s spouse or domestic partner, or a person who stood in loco parentis when the employee was a minor child.

 

D.  Compensation for Sick Leave

 

Paid sick days ordinarily are paid at the employee’s normal rate of pay earned during regular work hours. Accrued, unused paid sick leave is not paid out upon termination or resignation. However, employees separating from employment who are rehired within one year from the date of separation will have their previously accrued and unused paid sick days reinstated. The employee also will begin accruing paid sick leave upon re-hire (assuming the employee’s bank is below the applicable cap). In addition, if the employee is re-hired within one year from the date of separation, any number of days that the employee previously worked for the Company will be credited toward the 90 calendar days that an employee must have worked for the Company before being eligible to use paid sick leave under this policy.

 

 

Notification Procedures

 

When you are absent from work and your absence has not been previously scheduled, you must personally notify your immediate supervisor or manager as soon as you are aware that you will be late or unable to report to work. Leaving a voicemail or message with another staff member does not qualify as notifying your supervisor.

 

 

If you are absent because of an accident or you are absent for longer than seven (7) days due to illness, compensation is paid under the benefits of the Company’s short-term disability plan, provided you are eligible for and participate in that plan.

 


 

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