HAND BOOK
SCOPE OF AGREEMENT
We are a company registered in the state of Texas, and Florida with offices in Houston, Dallas, TX and, Miami, FL. We provide general labor, hotel service, skill labor, Construction & Remodeling services in the continental United States. We have been in business since 2011.
We are confident, you will find in our company a dynamic and rewarding service production, and we look forward to a productive and successful association, we are proud of our work and value our business relationship.
This handbook has been made to serve as a guide to reflect who we are, to support the commitment between our clients and our company. It contains only general information, it is not intended to be comprehensive or to address all the possible applications or exceptions to, the general policies and procedures of any company.
Neither this presentation nor any other company document confers any contractual right, either expressed or implied to remain as an employee. Nor warrants them terms and conditions fixed in its contract with the main contractor. Their participation as employee not is for any time specific and can be finished to will, with or without cause and without prior notice by the main contractor, and is possible that resign by any reason and in any time, except that not is can give by finished the agreement of employee in the middle of an assignment.
The procedures, practices, and policies described herein may be modified or discontinued from time to time. We will try to inform you of any changes as they occur. This handbook and the information it contains should be treated as confidential.
For further information and clarification please don't hesitate to contact us.
EQUAL OPPORTUNITY
We are an Equal Opportunity Company. Employee will be recruited, selected, and contracted on the basis of ability to get the job done. Applicants are selected without discrimination because of race, color, religion, sex, age, marital status, military status, national origin, ancestry, disability, or any protected class. This policy applies to all terms and conditions of working as an employee for main contractor, including selection, placement and compensation.
SKILLED & GENERAL LABORERS PHYSICAL DEMANDS
Skilled & General Workers Frequently:
Stand for long periods of time.
Use their hands to handle, control, or feel objects, tools, or controls.
Repeat the same movements.
Walk or run for long periods of time.
Bend or twist their body.
Kneel, stoop, crouch, or crawl.
It is not as important, but still necessary, for workers to ve able to:
Choose quickly and correctly among various movements when responding to different signals.
Adjust body movements or equipment controls to keep pace with speed changes of moving objects.
See differences between colors, shades, and brightness.
Keep or regain the body's balance or stay upright when in an unstable position.
React quickly using hands, fingers, or feet.
Focus on one source of sound and ignore others.
Hear sounds and recognize the difference between them.
Move arms and legs quickly.
Determine from which direction a sound came.
See objects in very bright or glaring light.
See objects in very low light.
While looking forward, see objects or movements that are off to the side.
On this section, you are representing that you are physically able to safely perform the above tasks with or without reasonable accommodation and can safely perform all physical duties of jobs to which you may be assigned.
RULES AND EXPECTATIONS
We solicitate that you call our office to determine if work is available for you.
In order to receive payment, main contractor requires all workers to have and comply with all required proper documents, as well as, we require that when being present in a project to complete and sign legibly a daily time sheet. If you need help, please let your leadman on site know. Failure to complete the time sheet will result in not getting paid.
If you have any problems with a job, or questions about your pay, please ask your employer's representative on site. You are not to speak with the master contractor-client.
If in the course of a project we assign lodging and because your negligently or willfully, in whole or in part, contribute to the damage of a reserved housing, it is expressly understood that you shall be responsible for all monetary damages to said room and the contents thereof. You agree the monetary damages shall be deducted from any amount due for your work.
FEDERAL AND STATE MEALS AND BREAKS REQUIREMENTS
Federal law does not currently require employers to provide meal, lunch, or break periods for their employees. However, it does place obligations on employers who, at their own discretion, choose to do so. Specifically, federal law requires an employer who grants employee non-meal rest period (usually the type lasting 20 minutes or less) to pay employees for their time on break. On the other hand, if an employer grants employees a bona fide meal or lunch period (usually of the type lasting more than 30 minutes), an employer does not need to pay for the break time as long as the employee is free to do what they wish while on break.
STATE MEAL AND BREAK REQUIREMENTS
State meal, lunch, and break requirements vary from state to state and cover the spectrum of limitations. Please note that many states do not have any meal or break requirements, only have meal or break requirements for minors, or only provide for meal or break periods in certain situations. When state law is silent regarding meals and breaks, federal law applies.
WORKPLACE SAFETY
It is the responsibility of each employee to conduct all tasks in a safe and efficient manner, and to comply with all the employer requirements following and respecting OSHA safety regulations.
It is the employer's policy to comply with OSHA standards therefore employee will adhere to all rules and guidelines as they specifically relate to Personal Protection equipment (PPE) regarding appropriate work clothes, work shoes, work harness, work eyewear, work gloves, work respirator, or any other safety requirement required or issued by main contractor. Failure to follow main contractor safety and health regulations, or engaging in any conduct which places the worker, the client, or company property at risk can lead to the termination of your employee agreement.
If at any time a worker thinks he or she is not safely able to execute his or her work duties, because he or she feels unsafe, due to any reason, he or she should immediately communicate this to the employer on-site representative.
The possession of any weapons on your person, or in your property while at a jobsite, or in a company vehicle driving to, or from a job site, or at a company office or location is strictly prohibited. This includes anything which can be used as a weapon (e.g. guns, knives, lasers, etc.). Failure to adhere to the above will result in the termination of your employee agreement.
Any threat or act of violence, direct or indirect, verbal, physical, or otherwise, by one or more employees against another, at the job site, and, or in the course of work as an employee with on-site employer's representative will not be tolerated, and will result in the termination of your employee agreement.
Our company encourages workers to bring their disputes to the attention of on-site employer's representative before the situation escalates. We will not take action against master contractor-client for raising such concerns.
ANTI-HARASSMENT
The most productive and satisfying work environment is one in which work is accomplished in a spirit of mutual trust and respect. Harassment is a form of discrimination that is offensive, impairs morale, undermines the integrity of working relationships and causes serious harm to the productivity, efficiency and stability of our organization.
All employee has the right to work in an environment free from discrimination and harassing conduct, including sexual harassment. Harassment on the basis of an employee's race, color, creed, ancestry, national origin, age (40 and over), disability, sex, or membership in the military reserve is expressly prohibited under this policy.
In general, harassment means persistent and unwelcome conduct or actions on any of the bases underlined above. Sexual harassment is one type of harassment and includes unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of a sexual nature.
Unwelcome verbal or physical conduct of a sexual nature includes, but is not limited to:
The repeated making of unsolicited, inappropriate gestures or comments.
The display of offensive sexually graphic materials not necessary for our work.
Harassment on any basis (race, sex, age, disability, etc.) exists whenever Submission to harassing conduct is made, either explicitly or implicitly, a term or condition of an individual's employment.
The conduct interferes with an employee's work or creates an intimidating, hostile or offensive work environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors, and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors, sexual jokes and innuendo, verbal abuse of a sexual nature, commentary about an individual's body, sexual prowess or sexual deficiencies, leering, whistling, or touching, insulting or obscene comments or gestures, display in the workplace of sexually suggestive objects or pictures, and other physical, verbal, or visual conduct of a sexual nature
Employees who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with an employer's on-site representative. Any reported allegation of sexual harassment or any other form of prohibited harassment will be investigated promptly. The investigation may include interviews with the parties involved, and where necessary with the individuals who may have observed the alleged conduct or may have other relevant knowledge. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. If an employee believes that the on-site representative is the harasser, or is uncomfortable discussing the harassment with the on-site representative, the employee should immediately contact to any of our offices.
Retaliation against an individual for reporting harassment or for participating in an investigation of a claim of harassment is a serious violation of this policy, and like the harassment itself, will be subject to disciplinary action.
False and malicious complaints of sexual harassment may be subject of appropriate disciplinary action.
I understand the above anti-harassment policy. I promise to promptly report all prohibited harassment to my employer.
PAYMENT OF WAGES
Earnings payment is made weekly for the prior week. Paydays are weekly on every Friday.
Overtime payment is also made weekly with such payment covering hours worked over 40 in the prior week period. It is employer's policy that payments will be given directly to the employee.
If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday after the previously mentioned schedule.
If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday after the previously mentioned schedule.
In the event of a lost paycheck, the employer must be notified in writing as soon as possible before a replacement check can be issued. In the event the lost paycheck is recovered and the employer identifies the endorsement as that of the employee, the employee must remit the amount of the replacement check to the employer within 24 hours of the time it is demanded.
The workweek covers seven consecutive days beginning at 12:00 AM Monday and ending at the end of 11:59 PM on Sunday.
Overtime is defined as hours worked in excess of 40 hours in a workweek to be paid as time and a half the regular rate fulfilled within the same project.
Travel time spent in travel away from home outside of normal working hours as a passenger on an automobile, an airplane, train, boat, bus is not work time and is not paid when assignments do not require the employee to be away from home overnight, time spent commuting from home to the jobsite and back is not paid worktime.
On assignments that require the employee to be away from home overnight, the time spent commuting from the hotel or other living quarters to the jobsite will not count as time worked.
Time spent by an employee traveling from jobsite to jobsite during the workday is not considered as a work time.
In the occurrence of any type of an accident outside the working day or outside the jobsite, the employer's company will not be responsible, and if there is a charge, it will be on employee's expenses.
A bonus will be given at the company's decision for the leadman's collaboration.
A bonus will be given at the company's decision for the collaboration of the driver.
No payment will be given if the employee leaves the work area without giving a justified notice to the main company or the leadman
There may be different ways to obtain your worked hours payment.
In case, you are or feel you are missing a payment please let your employer's representative on-site know immediately or please call directly to any of our offices, we will examine your case and help you clarify any misunderstanding.
ACKNOWLEDGMENT: EMPLOYEE ACKNOWLEDGES THAT WE AS AN EMPLOYER PROBABLY WITHHOLD AND DEDUCT INCOME TAX FROM YOUR INCOME AS IT WAS SHOWN AND FILLED ON YOUR W4 FORM BY YOU AND PAY IT TO THE IRS IN YOUR NAME.
DRUG-FREE WORKPLACE POLICY; CONSENT FOR DRUG & ALCOHOL TESTING
PURPOSE AND GOAL: Employer is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment. This organization encourages employees to voluntarily seek help with drug and alcohol problems.
COVERED WORKERS: Any individual who conducts business for the organization, is applying for a position or is conducting business on the organization's property is covered by our drug-free workplace policy. Our policy includes, but is not limited to employees and subcontractors.
APPLICABILITY: Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the organization. Therefore, this policy applies during all working hours, whenever conducting business or representing the organization, while on organization property, at company-sponsored events, while at any job-site, while traveling as passenger on any transportation provided by employer, and while be on the property of any employer's customer.
This policy also calls for drug screenings on a random basis, as well as accident screenings. The policy further states that any worker who, as a result of testing, is found to have detectable levels of prohibited or unauthorized drugs, alcohol or any other intoxicating substances in his or her system, is in violation on Main contractor policy and subject to disciplinary action, including termination.
PROHIBITED BEHAVIOR: It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants. This includes illegal drugs, controlled substances, marijuana, drug paraphernalia, counterfeit or designer drugs, inhalants, and any other drugs or substances that will in any way affect work safety, work ability, alertness, coordination, judgment, response, or the safety or others on the job.
NOTIFICATION OF CONVICTIONS: Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate.
SEARCHES: Entering any employer's or customer's properties or a company job-site constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of pockets and clothing, lockers, wallets, purses, briefcases and lunchboxes, desks and work stations, and vehicles and equipment, and any other property brought employer's or customer's property or a company job-site.
DRUG TESTING: To ensure the accuracy and fairness of our testing program, all testing will be conducted according to Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for individuals who test positive to provide a legitimate medical explanation, such as a physician's prescription, for the positive result; and a documented chain of custody.
Each employee, as a condition of his/her contractual working relationship with the employer, will be required to participate in post-accident, near-miss, reasonable suspicion and follow-up testing upon selection or request of the employer or other company representative.
The substances that may be tested for are: Amphetamines, Cannabinoids (THC), Cocaine, Opiates, Phencyclidine (PCP), Alcohol, Barbiturates, Benzodiazepines, Methaqualone, Methadone and Propoxyphene.
Testing for the presence of alcohol may be conducted by analysis of breath, saliva and/or blood.
Testing for the presence of the metabolites of drugs may be conducted by the analysis of urine, blood and/or hair.
Any person who tests positive will be immediately removed from duty, and may be subject to disciplinary action up to and including termination of your employee agreement).
An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test.
CONSEQUENCES: One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. In the case of applicants, if he or she violates the drug-free workplace policy, the offer of an employee agreement can be withdrawn. The applicant may reapply after six months and must successfully pass a pre-work drug test. If an employee violates the policy, he or she will be immediately removed from service and subject to disciplinary action, up to and including termination of the employer's agreement.
ASSISTANCE: Employer recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees our drug-free workplace policy. Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem. Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help. However, the ultimate financial responsibility for recommended treatment belongs to the contractor.
CONFIDENTIALITY: All information received by the organization through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies. All drug-testing information will be maintained in separate confidential records.
SHARED RESPONSIBILITY: A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both, employee and employer management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform work duties is impaired due to on- or off-duty use of alcohol or other drugs.
In addition, the employees are encouraged to:
Be concerned about working in a safe environment.
Report dangerous behavior to employer's representative on job-site.
It is the employer's representative's responsibility to Inform employees of the drug-free workplace policy.
It is the employer's representative's responsibility to observe employee performance.
It is the employer's representative's responsibility to Investigate reports of dangerous practices.
COMMUNICATION: Communicating our drug-free workplace policy to both employees and employer's representative's on job-site is critical to our success. To ensure all employees are aware of their role in supporting our drug-free workplace program
ACKNOWLEDGMENT: Employee acknowledges has read and understands the policy. Employee agrees to comply with employer drug Free workplace policy, and agrees to be subject to search and drug testing as described above. Employee further agrees to the consequences of refusing or interfering with a drug test as described above.
CONTRACTOR FILES
Employees files maintained by Main contractor management and are considered confidential.
PARKING AREA RULES
The employer has free parking for its employees, however, it is not an obligation to provide such parking, in case of using the facilities of the employer, the employee will consent that it is at your own risk. We are not responsible for theft or damage to your vehicle, improperly parked vehicles will be towed at the owner's expense.
FEES
If I am working on a project and for personal reasons, I decide not to attend work and stay in the room that was provided to me by my employer, the first time I will get a charge of $25.00, the second time I will get the same charge and I will be fired.
The employer for the first time will provide a free of charges, payment card, where I'll be credited my working hours, if lost and I need to replace it will have a charge of $ 25.00 dls.
Any damage to the employer's property, such as but not limited to automobiles, offices, as well as, any property provided by the employer for the employee to perform their work will be evaluated with the appropriate person and in the correct manner to determine the total amount of the damages.
EMPLOYEES HANDBOOK, ACKNOWLEDGEMENT AND RECEIPT
