UNITED BUILDERS SERVICE AND ALTITUDE PARTNERS, LLC COMPANY POLICIES
GENERAL SAFETY RULES
These general safety rules are designed to provide you with knowledge of the recognized and established safe practices and procedures that apply to many of the work situation you may encounter while employed at this organization. It would be impossible to cover every work situation. If you are in doubt about the safety of any condition, practice or procedure, consult your supervisor for guidance.
1. Accident Reporting: Report all accidents or near misses to your supervisor before the end of your shift.
2. Falsification of company records, including employment applications, time records or safety documentation will not be tolerated.
3. Hazard Reporting: Employees are responsible for notifying a supervisor immediately of any unsafe condition and/or practice.
4. Alcohol or Illegal Drugs: No illegal drugs or alcohol will be allowed on the worksite. Employees will notify their supervisor of any prescription drugs that might affect their judgment.
5. Seat Belts: All Employees who drive or ride in company vehicles or are on company business and drive their own vehicles must wear seat belt.
6. Horseplay: Wrestling, running, pushing, throwing, any item in play or other disorderly conduct is forbidden while on the job.
7. Machinery: Report broken or malfunctioning equipment to your supervisor immediately. Only trained, authorized employees are permitted to service or repair equipment and then only after deactivating all energy sources and locking out equipment. Only authorized machinery with all required guards will be used. If you are not familiar with the safety operation of a piece of machinery, ask your supervisor for instruction.
8. Hazardous Materials: Follow proper use and handling procedures for all hazardous materials. Do not use chemical if you are not familiar with the hazardous properties or have not received and been trained on the required protective equipment.
9. Housekeeping: All employees are required to keep their work area clear of debris or other tripping or slipping hazards. All debris must be disposed of properly in designated areas.
10. Personal Protective Equipment: Employees must practice proper use, care and storage of personal protective equipment.
11. Signs/Labels: Pay attention to all signs and labels. They are present as reminders for safety.
12. Drinking Water: Always drink from regular water fountains or approved water coolers.
13. Hygiene: It is each employee’s responsibility to maintain personal hygiene particularly when working with hazardous chemicals. Eat or smoke only in designated areas, and always wash your hands before eating/smoking.
14. Concentrate: Most accidents can be avoided by concentrating on the job to be done. Always be aware of your surroundings and what is going around you. Safety is a full time job.
Safety rules are provided as guidelines for safe operations. All employees must follow these rules as a condition of employment. This applies to all employees and subcontractors. All employees will have access to a copy of the following safety and health rules upon initial employment through their superintendent. Employees will be subject to disciplinary action for violations of safety rules. Such action may include any one or more of the following depending on the severity of the violation.
1. Limb or Life Threatening - First Offense: The worker will be immediately suspended for three days without pay. The infraction will be documented in the worker’s personnel file and the employee will have to repeat safety training without pay
2. Limb or Life Threatening - Second Offense: Immediate termination
3. Not Limb or Life Threatening - First Offense: A verbal warning should be given and the
employee/subcontractor told to get into compliance immediately. Correction of the issue is
required ASAP! The verbal warning should be documented in the supervisor’s daily log book.
3. Not Limb or Life Threatening - Second Offense: A written warning will be given and documented in the worker’s personnel file
5. Not Limb or Life Threatening - Third Offense: The worker will be immediately suspended for one day without pay and will have to repeat safety training without pay
6. Not Limb or Life Threatening - Fourth Offense: Immediate termination
Employees shall be afforded instructive counseling and/or training to assure a clear understanding of the infraction and the proper conduct under organizational guidelines. However, nothing in this policy of the safety program will preclude management from terminating an employee for a safety violation. This is not a progressive discipline system and any safety violation may lead to an employee’s termination without prior instruction or warning. Management reserves the right to impose whatever disciplinary action it deems appropriate such as: 1) Verbal warning with documentation in personnel file. 2) Written warning outlining nature of offense and necessary corrective action with documentation in personnel file. 3) Suspension and retraining without pay. 4) Termination.
Management, including supervisory personnel, shall be subject to the above disciplinary action for the following reasons: 1) Repeated safety rule violation by employees under their supervision. 2) Failure to provide adequate training prior to job assignment. 3) Failure to report accidents and provide medical attention to employee injured at work. 4) Failure to control unsafe conditions or work practices. 5) Failure to maintain good housekeeping standards and cleanliness on their jobs.
SAFETY EQUIPMENT
As an employee of the company or any of its subcontractors, certain safety measures that must be adhered to. Workers are required to wear the following at all times, unless otherwise noted: Safety Glasses, Ear plugs (as needed for noise), Hard hat, Leather work boots, Long pants, No loose-fitting clothes, Shirt with 4” sleeve or longer, Safety vests (as needed). Should the worker fail to follow the above safety measures, they may be asked to leave the job site immediately.
The company shall provide all new employees with safety equipment, known as PPE (Personal Protective Equipment), which will include:
1. Hard Hats
2. Safety Glasses
3. Safety Vests
4. Safety Gloves (if applicable)
These items are provided at no cost to the employee and become the employee’s responsibility. In the event of lost or misplaced safety equipment, the employee will be responsible for covering the cost of replacement. Upon termination from employment, voluntary or otherwise, the employee will be responsible for turning in all assigned safety equipment. Failure to return all safety equipment will result in the withholding from final paycheck of any cost of replacement. If an employee is found to be without any required safety equipment during a job site safety audit, the employee will have the opportunity to retrieve their equipment immediately, can obtain replacement equipment which will result in a payroll deduction for the cost of said equipment, or must leave the job site immediately and will be unable to return until they possess all required safety equipment
ALCOHOL & DRUG POLICY
The company is concerned with the safety of its employees. Any employee caught drinking or using controlled substance drugs on the jobsite premises will be terminated. This includes being caught throwing out any alcoholic container or having alcoholic containers or drug paraphernalia visible in the employee’s vehicle. Drinking or using controlled substances while working puts every employee on the jobsite at risk. The employee shall contact a jobsite superintendent or foreman if the witness any of the above described behavior.
OVERTIME
All field employees must have written authorization from supervisor and Vice President of Field Operations. Office and administrative staff must receive approval for overtime from in writing from their direct supervisor and the President. Any violation of this policy could result in immediate termination of employment.
TIME OFF
The company’s sick/personal time and vacation time policy is as follows:
PAID SICK TIME
SALARIED: At the discretion of their direct supervisor, salaried employees are eligible for up to 5 paid sick days per year, regardless of duration of employment. Sick days must be approved by their direct supervisor in writing and their supervisor must be notified at least one hour prior to the beginning of the employee’s work day.
HOURLY: Hourly employees are not eligible for paid sick time unless approved by executive management. If the employee will miss work, they must notify their supervisor at least one hour prior to the beginning of the work day. The employee may be eligible to make up missed hours at their supervisor’s discretion.
VACATION TIME
SALARIED: Salaried employees are eligible for one week (5 days) of paid vacation after the first year of employment and two weeks (10 days) after the second year of employment. All vacation requests must be submitted the their direct supervisor in writing at least two weeks prior to the requested days off.
HOURLY: Hourly employees are not eligible for paid vacation time unless approved by executive management. All vacation requests must be submitted to their direct supervisor in writing at least two weeks prior to the requested days off. The employee may be eligible to make up missed hours at their supervisor’s discretion.
CELL PHONE USAGE
USE OF CELL PHONES IN MEETINGS
Employees should set cell phones on vibrate or on low volume when they are in meetings so they don’t miss important calls and others are not distracted.
PERSONAL PHONE CALLS
While at work, employees are expected to exercise the same discretion in using personal cell phones as they use with Company phones. Personal calls during the workday, regardless of the phone used, can interfere with employee productivity and be distracting to others. Employees should restrict personal calls during work time, and should use cell phones only during scheduled breaks or lunch periods in non-working areas. Other personal calls should be made during non-work time, and employees should ensure that their friends and family members are instructed of this policy.
UNSAFE WORK CONDITIONS
The Company prohibits the use of cell phones, tablets, or similar devices while at any work site at which the operation of such device would be a distraction to the user and/or could create an unsafe work environment. Such work sites must be secured or the device used only by an employee who is out of harm’s way at such work environments.
USE WHILE DRIVING
The Company prohibits employee use of cell phones or tablet devices for Company-related purposes while driving. This prohibition includes receiving or placing calls, text messaging, surfing the Internet, using apps, receiving or responding to e-mail, checking for phone messages, or any other purpose related or not related to Company employment, the Company, its customers, vendors, volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the Company, or any other Company-related activities not named herein. Employees may not use cell phones or similar devices to receive or place calls, text message, surf the Internet, check phone messages, or receive or respond to e-mail while driving. Employees must stop their vehicles in safe locations in order to use cell phones or other devices.
COMPANY EQUIPMENT
While working for the company, the employee shall take proper care of all company equipment that they are entrusted with. Upon termination, the employee will return all property of the company in proper working order. The employee may be held financially responsible for damaged property. This agreement includes, but is not limited to, the following: (laptops, cell phones, keys, other equipment). Failure to return equipment will be considered theft and may lead to criminal prosecution by the company
COMPANY PROPERTY
Where job or business needs demand immediate access to an employee, the Company may at its sole discretion issue a Company-owned cell phone and/or tablet to an employee for work-related activities. These devices are the sole property of the Company and are to be used for Company business use only.
CAMERA POLICY
The use of the devices’ camera shall be limited to approved Company-related activities only.
Employees may not take photographs and/or video, whether by camera phone or any other device, in “private” areas, including restrooms and locker rooms. Employees who violate this policy will be subject to disciplinary actions, which may include deletion of the photos and confiscation of the camera, termination of employment, or legal action.
During employee’s execution of work, taking of photos (e.g. of job site conditions, damaged work product, paperwork and documentation, blueprints, etc.) may be required. All photos on Company devices are the property of the Company and may be reviewed on the device at any time with or without notice.
REMOTE BACKUP
In an effort to preserve data in case of theft, loss or damage, all Company-supplied devices are set up with remote backup capability (often called “cloud backup” or “the cloud”).
Data is automatically backed up to the cloud as it is created or modified (e.g. email, contact lists, calendars, browser bookmarks, location, installed apps, notes device settings, and other data) and is constantly being updated to the cloud on all Company devices. All photos are backed up on “the cloud” automatically as pictures are taken. The Company has complete access to all device data sent to the cloud.
MISUSE
Company-supplied devices are paid for and owned exclusively by the Company. Company-supplied devices, and all devices’ content are the property of the Company. As such, employees should have no expectation of privacy regarding utilization of these devices. Cell phones and tablet records are audited by the Company to ensure no inappropriate use, activity or cellular provider overages have occurred. Said records that are audited include, but are not limited to, phone call details, minutes used, text messages and limits, emails, locations of device, cellular data amounts used, apps and files downloaded, and any other device usage. The Company subscribes to service plans that provide a sufficient amount of time and data to conduct Company business within the allocated allowable minutes and data usage before any charges are accessed to the account. If data usage and/or minutes are exceeded due to misuse creating additional charges to the account and/or if there are any charges for unauthorized text messaging, the employee will receive a bill for the additional charges and will be responsible for payment of these charges.
PROTECT FROM THEFT, LOSS OR DAMAGE
Employees in possession of Company devices are expected to protect the equipment from loss, damage, or theft. Employee agrees to report any lost or stolen device immediately to Company management. Time is of the essence when a device is stolen or lost as these devices are equipped with location tracking and maybe be located at any time, and have a greater probability of being recovered the quicker they are reported missing or stolen.
Upon resignation or termination of employment, or at any request of the Company, the employee will be asked to produce the phone for return and inspection. Any employee unable to present the phone in good working condition within a reasonable time period may be expected to purchase a replacement. Employees who leave the Company with outstanding debts for equipment loss, unauthorized charges, and/or devices that are inaccessible due to damage or a passcode block will be considered to have left employment on unsatisfactory terms and shall reimburse Company for the replacement costs of devices and may be subject to legal action for recovery of the loss.
PASSCODE PROTECTION
As stored data on devices is confidential and could be detrimental to Company if it got in the wrong hands, employees are required to have Company-supplied cell phones and tablets passcode protected. The passcode shall be assigned by Company and may be changed at Company’s discretion at any time. Employees are not allowed to change passcodes.
If a passcode is suspected of being compromised, employee is required to notify Company management immediately and have a new passcode assigned.
CREDIT CARDS
Employees issued a company credit card are responsible for any and all charges on that card. Credit card receipts need to be turned in on a weekly basis. Any personal, unauthorized or unsubstantiated charges will be deducted from the employee’s paycheck.
EXPENSE REIMBURSEMENTS
Expense reports must be turned in weekly with all receipts and supporting documentation attached. Any unsubstantiated unauthorized expenses missing documentation will not be paid.
FEDERAL & STATE LAWS
All employees have job protections in federal and state law. Colorado state law is reflected in the Colorado
Constitution and Colorado Revised Statutes (C.R.S.). Colorado Revised Statutes is the legal title of the collection of
compiled laws that have been revised, collected and reenacted as a whole to supplement the State’s constitution.
ANTI-DISCRIMINATION, RETALIATION & WORKPLACE HARASSMENT
United Builders Service & Altitude Partners values and respects all employees. United Builders Service & Altitude Partners are committed to maintaining a work environment free from any form of employee harassment, retaliation, or discrimination, and compliance with federal and state laws prohibit this type of behavior.
Employees are protected from workplace discrimination, retaliation, and harassment under various federal and state laws, including but not limited to:
1. The Colorado Anti-Discrimination Act (C.R.S. §§24-34-401, et seq.), which prohibits employment discrimination, retaliation, and harassment based on disability, race, creed, color, sex, sexual orientation, religion, age, national origin, or ancestry.
2. The State Employee Protection (Whistleblower) Act (C.R.S. §§24-50.5-101, et seq.), which prohibits retaliation for disclosure of information in certain circumstances.
3. Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000 (e), et seq.), which prohibits discrimination based on race, sex, color, religion, and national origin.
4. The Pregnancy Discrimination Act of 1978, an amendment to Title VII, which prohibits discrimination based on pregnancy, childbirth, or other related medical conditions.
5. The Family and Medical Leave Act (FMLA) (29 U.S.C. 2601, et seq.), which entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons.
6. The Americans with Disabilities Act as Amended (ADAAA) of 2008, which prohibits discrimination against qualified persons with a disability.
7. The Fair Labor Standards Act (FLSA) (29 U.S.C. §201), which establishes compensation requirements.