Employee Handbook | Personnel Policies
Effective January 1 2017
Contents
GOVERNING PRINCIPALS........................................................................................................................................................ 5
Introduction...................................................................................................................................5
Equal Employment Opportunity......................................................................................................5
Non-Harassment ............................................................................................................................5
Sexual Harassment.........................................................................................................................6
Drug Free and Alcohol-Free Workplace ...........................................................................................6
Workplace Violence .....................................................................................................................10
Pay Transparency Policy Statement ..............................................................................................10
Your Personnel File ......................................................................................................................11
Anniversary Date..........................................................................................................................11
Business Hours.............................................................................................................................11
Open Door Policy .........................................................................................................................12
OPERATIONAL POLICIES ....................................................................................................................................................... 12
Employee Classifications...............................................................................................................12
Introductory Period......................................................................................................................12
Work Schedules ...........................................................................................................................13
Meals and Rest Periods ................................................................................................................13
Lactation Breaks...........................................................................................................................13
Timekeeping Procedures ..............................................................................................................13
Overtime .....................................................................................................................................14
Per Diem Policy ............................................................................................................................15
Payment of Wages .......................................................................................................................16
Safe Harbor Policy for Exempt Employees .....................................................................................16
Direct Deposit ..............................................................................................................................17
Employee Online Self-Service Web Portal .....................................................................................17
Salary/Pay and PTO Advances ......................................................................................................17
Travel Time, Reimbursable Expenses, and Commuting in a Company Vehicle.................................18
Job Responsibilities-Task Assignment ...........................................................................................20
Employment Records ...................................................................................................................20
Performance Reviews...................................................................................................................20
Reductions in Force (RIF) ..............................................................................................................20
Termination of Employment.........................................................................................................21
Severance Policy ..........................................................................................................................21
Exit Interviews .............................................................................................................................22
Employment Verification and References......................................................................................22
Page | 1
BENEFITS ............................................................................................................................................................................... 22
Benefits Overview ........................................................................................................................22
Company-Observed Paid Holidays ................................................................................................23
PTO – Paid-Time-Off Program .......................................................................................................23
Worker’s Compensation ...............................................................................................................24
401k Retirement Savings Plan.......................................................................................................24
Group Health Insurance................................................................................................................25
Employer Paid Term Life/AD&D Insurance ....................................................................................25
Supplemental Voluntary Life Insurance.........................................................................................25
Short Term / Long Term Disability Insurance.................................................................................25
Continuing Education ...................................................................................................................26
Employee Assistance Program ......................................................................................................26
LEAVES OF ABSENCE............................................................................................................................................................. 26
Personal Leave .............................................................................................................................26
Jury Duty......................................................................................................................................27
Bereavement Leave......................................................................................................................27
Voting Time Off............................................................................................................................27
Military Leave ..............................................................................................................................27
Family Medical Leave ...................................................................................................................28
GENERAL STANDARDS OF CONDUCT................................................................................................................................... 33
Workplace Conduct ......................................................................................................................33
Punctuality and Attendance .........................................................................................................34
Use of Company Communications and Computer Systems.............................................................34
Use of Social Media & Technology ................................................................................................35
Personal and Company-Provided Communication Devices.............................................................38
Camera Phones/Recording Devices...............................................................................................39
Inspections...................................................................................................................................40
Solicitation & Distribution ............................................................................................................40
Confidential Company Information...............................................................................................40
Customer/Client Service ...............................................................................................................40
Interaction with Clients ................................................................................................................41
Conflict of Interest and Business Ethics .........................................................................................41
Public Relations / Statements to the Media ..................................................................................42
HEALTH & SAFETY................................................................................................................................................................. 42
Employees Who Are Requested to Drive .......................................................................................43
Ergonomics ..................................................................................................................................43
Safety and Accidents ....................................................................................................................43
Page | 2
• Support fellow workers in seeking help.
• Report dangerous behavior to their supervisor.
• It is the supervisor's responsibility to:
• Observe employee performance.
• Investigate reports of dangerous practices.
• Document negative changes and problems in performance.
• Counsel employees as to expected performance improvement.
• Clearly state consequences of policy violations.
Communication - Communicating our drug-free workplace policy to both supervisors and employees is critical to our
success. To ensure all employees are aware of their role in supporting our drug-free workplace program, all employees
will be required to acknowledge receipt of this handbook policy through electronic signature acknowledgement
procedures.
The policy will be reviewed in orientation sessions with new employees.
The policy and assistance programs will be reviewed at safety meetings. Every supervisor will receive training to help
him/her recognize and manage employees with alcohol and other drug problems.
The unlawful possession, manufacturing, distribution, dispensation or use of any controlled substance is inconsistent with
the Company's objective of operating in a safe and efficient manner and is strictly prohibited.
Accordingly, no employee shall engage in the unlawful possession, manufacture, distribution, dispensation or use of any
controlled substance (illegal drug) during working hours or at any time on Company or client premises.
No employee shall report to work or continue to work while under the influence of any drug whose manufacture, sale,
dispensation, distribution, use or possession is unlawful.
No employee shall use or have in his or her possession on Company or client premises any prescription medication other
than medications currently prescribed by a physician for the employee. Employees taking physician-prescribed
medications that could potentially impair their job performance should immediately notify Safety and Employee Services
so that the company can engage in the Interactive Process to determine whether a reasonable accommodation can be
provided. Employees should not report to work under the influence of any drug, even prescription drugs, if their ability to
perform the job is impaired in any way.
Employees taking physician-prescribed medication that will not impair their job performance should present a statement
from the prescribing physician to the Employee's Supervisor indicating the duration of the prescription and stating that
the use of the prescription will not impair the employee's ability to perform his or her specific job duties. This Policy does
not require or request the prescribing physician or the employee to identify the prescription drug or the medical condition
for which it is prescribed.
The use of alcoholic beverages by employees engaged in the operation or maintenance of Company equipment and/or
facilities is inconsistent with the objective of operating in a safe and efficient manner. Accordingly, no employee shall use
or possess alcoholic beverages on Company or client premises or during shift/working hours.
No employee shall report to work or continue to work under the influence of alcoholic beverages. The use of alcohol at
Company approved functions (business meals, employee gatherings, celebration events, cocktail hours at conferences,
etc.) is acceptable if (1) The activity and/or an employee's involvement in an activity is pre-approved by the Company
management and (2) Such consumption is done in moderation so as to protect the safety of the employee, fellow
employees, clients and the public in general.
Lockers, desks, storage areas and Company vehicles are Company property and must be maintained according to Company
standards. All such areas must be kept clean and are to be used only for work-related purposes. The Company reserves
Page | 8
the right, at all times and without further notice, to have Company representatives conduct inspections of any or all
employee lockers and other Company property for the purpose of determining if this Policy has been violated.
All vehicles and containers, including bags, boxes, personal bags/purses, lunch pails, brought onto Company premises are
subject to Company inspection at any time a Company representative authorized by Company to make such a
determination has a reasonable suspicion that a Company rule, policy or regulation has been violated and such an
inspection is reasonably necessary in the investigation of such violation(s). Such inspections will be conducted, to the
extent reasonably possible, in a manner designed to preserve the dignity of the employee. Inspections will be done in a
private area, and will be conducted by a member of the same sex. An employee who refuses to consent to such an
inspection may be subject to disciplinary action up to and including termination.
As a condition of continued employment, employees must abide by this Policy. As a further condition of continued
employment, any employee who is convicted of a violation of any criminal drug statute related to the unlawful
manufacture, distribution, dispensation, possession or use of controlled substances in the workplace must inform the
Company no later than five (5) days after such conviction of the fact of the conviction. Any employee who is so convicted
shall be subject to disciplinary action, up to and including, but not limited to, termination of employment.
National EWP in its sole discretion may require an employee who is convicted of any offense set forth above to
satisfactorily participate and complete a drug use/abuse assistance or rehabilitation program as a condition of continued
employment.
During Employment - Reasonable Suspicion-Based Drug Testing
If National EWP has a reasonable suspicion that an employee is (1) intoxicated or under the influence of drugs or alcohol
or (2) has used drugs or alcohol on Company premises, jobsites, or during working time, the employee may be directed to
undergo an immediate drug and/or alcohol test at an independent licensed laboratory to determine his/her fitness for
duty.
A reasonable suspicion may be based upon the employee's appearance, conduct and/or behavior (including, but not
limited to, slurred speech, bloodshot eyes, unstable movement, inability to comprehend and respond to questions,
physical symptoms of alcohol or drug influence, lapses in performance, and/or the smell of alcohol on one's breath or
person) or upon other factors constituting reasonable suspicion. Failure to cooperate with the drug test will result in
immediate termination.
Reasonable suspicion-based testing may also be directed when an employee is involved in any accident. If the employee
works in a position where an accident may put the public, the employee, or a co-worker in danger of serious harm, then
the employee may be tested after any accident. An example of such a position may include but is not limited to a truck
driver.
If the employee is not employed in such a position, testing as a result of an accident will occur when the accident results
in any of the following: (1) the death of a person; (2) permanent or partial disability; or (3) a personal injury requiring
medical attention away from the scene of the accident; or (4) damage to Company property, unless National EWP has
determined that, without any dispute, the incident is totally the fault of others; or Any industrial injury where an employee
injures himself or herself on the job or causes injury to another person (employee or third party) shall constitute
reasonable suspicion and shall be a basis for requiring the employee to be tested for drugs and alcohol.
Any physical or verbal altercation with another employee or with a non-employee during working hours or at any time on
Company premises unless National EWP has determined that, without any dispute, the incident is totally the fault of
others.
Refusal to cooperate fully in these drug and/or alcohol testing procedures due to reasonable suspicion will result in
immediate termination. If the Company directs an employee to undergo drug or alcohol testing based upon a reasonable
suspicion, the employee will be placed on unpaid leave from the time of the initial testing until test results are received
Page | 9
and reviewed by National EWP. In the event drug and alcohol screen results are negative, the Company may convert the
unpaid leave to a paid leave at no charge to the employee's PTO balance.
During Employment - Random Testing
Based on the safety-sensitive nature of the work performed by field employees, on a periodic basis during the course of
employment, field employees will be randomly selected for alcohol and drug testing. The field employees selected for
testing will be notified and tested. Any field employee who refuses to be tested, adulterates a test, deliberately avoids
testing, or has a positive test result, will be terminated.
Workplace Violence
National EWP is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of
personal injury to employees and damage to Company and personal property.
We do not expect employees to become experts in psychology or to physically subdue a threatening or violent individual.
Indeed, we specifically discourage employees from engaging in any physical confrontation with a violent or potentially
violent individual. However, we do expect and encourage employees to exercise reasonable judgment in identifying
potentially dangerous situations.
Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit
one or more of the following behaviors or signs: over-resentment, anger and hostility; extreme agitation; making ominous
threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant
decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior;
reacting to questions with an
antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in the workplace;
overreacting or reacting harshly to changes in Company policies and procedures; personality conflicts with co-workers;
obsession or preoccupation with a co-worker or Supervisor; attempts to sabotage the work or equipment of a co-worker;
blaming others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.
Prohibited Conduct - Threats, threatening language or any other acts of aggression or violence made toward or by any
Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical
harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons,
stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or
intimidation. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company
premises.
Procedures for Reporting a Threat - All potentially dangerous situations, including threats by co-workers, should be
reported immediately to any member of management with whom the employee feels comfortable. Reports of threats
may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and
respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations.
No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good
faith under this policy.
If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the
Company will take swift and appropriate corrective action. If an employee is the recipient of a threat made by an outside
party, that employee should follow the steps detailed in this section. It is important for us to be aware of any potential
danger in our offices. Indeed, we want to take effective measures to protect everyone from the threat of a violent act by
an employee or by anyone else.
Pay Transparency Policy Statement
Company will not discharge or in any other manner discriminate against employees or applicants because they have
inquired about, discussed or disclosed their own pay or the pay of another employee or applicant. However, employees
who have access to the compensation information of other employees or applicants as a part of their essential job
Page | 10
functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to
compensation information, unless the disclosure is: (a) in response to a formal complaint or charge; (b) in furtherance of
an investigation, proceeding, hearing or action, including an investigation conducted by the employer; or (c) consistent
with the contractor's legal duty to furnish information.
Your Personnel File
Keeping your personnel file up-to-date can be important to you with regard to pay, deductions, benefits and other matters.
If you have a change in any of the following items, please be sure to notify your supervisor as soon as possible:
• Legal name;
• Home address;
• Home and Mobile (cell) telephone numbers;
• Person to call in case of emergency;
• Number of eligible dependents;
• Marital status;
• Change of beneficiary;
• Driving record or status of driver's license, if you operate any vehicles on behalf of the Company (proof of
insurance will be required);
• Military or draft status;
• Exemptions on your W-4 tax form.
Coverage or benefits that you and your family may receive under the Company's benefits package could be negatively
affected if the information in your personnel file is incorrect. Company refers to information in the personnel file when
decisions are made in connection with promotions, transfers, layoffs and recalls; therefore, it is in your best interest to be
sure your personnel file includes information about completion of educational or training courses, outside civic activities,
and areas of interest and skills that may not be part of your current position. You may request to review of your personnel
file from the human resource representative; in addition, you may receive copies of any documents which may or may
not be at your cost.
The Company will make copies of the contents of personnel records upon request by the employee (or authorized
representative) at reasonable intervals and at reasonable times but no later than thirty (30) calendar days from the date
the employer receives a written request.
Anniversary Date
The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various
employment conditions and benefits described in this handbook.
Business Hours
Our regular administrative (Business Services Group and/or Field Offices) operating hours are 8:00am to 5:00pm Monday
through Friday. Because of our commitment in delivering excellent customer service, the Company retains the right to
increase the number of shifts to be worked and the hours of operation of those shifts. Any alternative work arrangements
must be approved by your supervisor and submitted in writing to senior management for final approval.
Non-exempt personnel must seek approval before performing any work remotely and if it is incurred, it must be
recorded in time keeping records.
Any employee who believes s/he has been treated unfairly regarding work hours should immediately bring this to the
attention to their supervisor or the Employee Services Manager of the Company for resolution.
Page | 11
Payment of Wages
• Non Exempt-Hourly classified employees will be paid weekly for all the time worked during the past pay period.
• Exempt-Salaried classified employees will be paid biweekly for all work performed during the past pay period.
Payroll stubs (wage statements) will itemize deductions made from gross earnings. By law, the Company is required to
make deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions also
may include any court-ordered garnishments. Payroll stubs also will differentiate between regular pay received and
overtime pay received.
If there is an error in an employee's pay, the employee should bring the matter to the attention of the Field Office Manager
or their current supervisor immediately so the Company can resolve the matter quickly and amicably. Live paper paychecks
will be given only to the employee, unless he or she requests that they be mailed, or authorize in writing another person
to accept the check.
Safe Harbor Policy for Exempt Employees
It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and
federal laws. To ensure proper payment and that no improper deductions are made, employees must review pay stubs
promptly to identify and report all errors.
Employees classified as exempt salaried employees will receive a bi weekly salary which is intended to compensate them
for all hours they may work for National EWP. This salary will be established at the time of hire or classification as an
exempt employee. Annual exempt salary compensation is prorated and divided into 26 bi weekly payroll cycles. While it
may be subject to review and modification from time to time, such as during salary review times, the bi weekly salary will
be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work
performed. Under federal and state law, salary is subject to certain deductions. For example, unless state law requires
otherwise, salary can be reduced for the following reasons:
• Full-day absences for personal reasons.
• Full-day absences for sickness or disability.
• Full-day disciplinary suspensions for infractions of our written policies and procedures.
• Family and Medical Leave absences (either full- or partial-day absences).
• To offset amounts received as payment from the court for jury and witness fees or from the military as military
pay.
• The first or last week of employment in the event the employee works less than a full week.
• Any full work week in which the employee does not perform any work.
• Salary may also be reduced for certain types of deductions such as a portion of health, dental or life insurance
premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.
In any work week in which the employee performed any work, salary will not be reduced for any of the following reasons:
• Partial day absences for personal reasons, sickness or disability.
• An absence because the employer has decided to close a facility on a scheduled work day.
• Absences for jury duty, attendance as a witness, or military leave in any week in which the employee performed
any work (subject to any offsets as set forth above).
• Any other deductions prohibited by state or federal law.
However, unless state law provides otherwise, deductions may be made to accrued leave (PTO) for full- or partial-day
absences for personal reasons, sickness or disability.
If the employee believes he or she has been subject to any improper deductions, the employee should immediately report
the matter to a supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to contact
Page | 16
that person (or if the employee has not received a prompt and fully acceptable reply), he or she should immediately
contact Employee Services Manager or any other supervisor in National EWP with whom the employee feels comfortable.
Direct Deposit
National EWP strongly encourages employees to use direct deposit. Direct Deposit is available for checking, savings, or a
prepaid money card deposit. You designate the routing number and account number for your week or bi weekly payroll
deposit. Direct Deposit takes effect immediately there is not pre noting--thus it's very important your routing and bank
account numbers are accurate when you designate your account.
You may designate more than one account to deposit a flat dollar amount into on and the remainder of your net pay into
another. You cannot designate a percentage of your net pay, you must designate flat dollar amounts when adding multiple
direct deposit accounts. Authorization for direct deposit can be completed online via the Company's employee service
portal or by requesting an electronic form by emailing Employee Services at [email protected].
NOTE: If you do not set up Direct Deposit, your weekly or bi weekly net pay will be prepared in the form of a paper check
and it will be mailed to the address we have on file on Friday for the previous week's hours processed. Pay date is every
Friday for nonexempt employees and every other Friday for exempt salaried employees. It is the responsibility of all
employees to keep mailing addresses up to date and current at all times. Failure to notify Employee Services or change
your contact information including your mailing address, could cause a delay in receiving your paper pay check and other
important company notices and announcements.
Employee Online Self-Service Web Portal
National EWP offers 24/7/365 online access to your pay, benefits, personal, and company-wide news and information.
Employees must register with our ADP Workforce Now Self-Service Portal to gain access to view pay stubs, print and
download W2s, change personal information, enroll and change benefits, view current PTO balance, and manage their
401k Retirement Account. From a single sing on, all employees can also enjoy special employee only discounts offered
through our ADP Workforce Now employee portal.
To register for ADP Employee Self Service go to: https://workforcenow.adp.com and follow these instructions:
1. Under "Welcome to ADP: Go to "First Time User" on the right and click "Register Here"
2. Under let’s get you started: Enter the registration code: NATBPYOLO-1234
3. Click YES to register with BlackPine/National EWP
4. Enter your SSN and your birth date
5. Follow the remaining steps to set up your security questions.
Once you've successfully logged in, you can then begin to manage your National EWP employee personnel, benefits, pay,
and 401k plan. Additionally, you can also download the smart phone app appropriate for your phone or tablet's operating
system. This app will only allow you to view your current information anywhere, any time.
VERY IMPORTANT!! To make changes to your personal information, you must use the ADP Workforce Now URL to log in
(noted above & below). At this time, you cannot modify your personal information using the ADP smartphone app. You
can make changes with your phone, but you must log into the ADP Workforce website outside of the smart phone app.
• ADP Workforce Now Web Portal Log In: https://workforcenow.adp.com
• ADP SmartPhone App: http://www.adp.com/our-products/adp-mobile-solutions/overview.aspx
*Please note that National EWP & ADP do not provide cell phone tech support for the Smartphone app--you're encouraged to contact your smartphone's
operating system helpdesk/tech support in the event of technical app issues.
Salary/Pay and PTO Advances
National EWP does not permit advances on salary/pay or against unearned PTO accrual.
Page | 17
Travel Time, Reimbursable Expenses, and Commuting in a Company Vehicle
Given the nature of the business at National EWP, and the various classes of employees, we cannot cover every possible
scenario for travel. To the extent you have questions or concerns, please address those to Employee Services. Under no
circumstances will an employee be reimbursed for Travel that is not addressed herein, without his/her Supervisor
approval. Where at all possible, any scenario not covered herein must be pre-authorized.
The Company follows all applicable state and federal law with respect to its Travel Policy. The Company reserves the right
to exercise discretion, according to applicable state law, and to modify this policy at any time. To the extent this Policy
conflicts with state or federal law, the remaining portions stay in effect.
At various times while traveling the employee could be paid his normal hourly wage. At other times employees will be
paid a travel rate that is typically lower than the employee's normal hourly wage but will meet state and federal minimum
wage requirements. See below for travel time and compensation scenarios. Rates are subject to applicable state, federal
and contract wage an hour requirements and will be adjusted in accordance with those if necessary.
• Commute time is defined as the traveling that occurs from your place of residence to the job site and vice versa.
Thus, job assignments that do not involve overnight stays are within the employee's "reasonable commuting"
distances are not compensable. Field employees are responsible for reporting to these job assignments and the
Company does not provide mileage reimbursement or travel coordination. Employees are not paid for the time
spent commuting to job sites that do not involve an overnight stay.
• Travel that takes place after the Employee has met with others to travel to a site is not compensable. This includes
travel time from the hotel to the job site.
• Travel that takes place during your normal work hours where you travel from one site to the other or run errands
for a job, including mobilization and demobilization is compensable at the employee's normal hourly wage and
the employee should record this time on their timesheets.
• An employee may also travel after hours on a work day in order to relocate to a new work location. Employees
will be paid the company travel rate for travel time to move to a new work location if they have already worked
on a jobsite that same day. Employees must record this travel time on their timesheets and must indicate the
amount of time spent traveling.
• Employees who transport materials where driving is part of their normal job description (truck drivers) will be paid
their normal hourly wage while they conduct their normal job duties.
• When overnight travel is required, the Company may pay for transportation on a common carrier i.e., plane, bus
or vehicle. Travel time associated with this type of overnight stay travel is compensated as follows:
California Residents or those required to work inside California state lines:
Per California state law - All travel time, after employee arrives at airport to fly out of town and/or travel time that is
associated with an overnight stay inside of California, is compensable and should be reported on timesheets for employees
who reside or work in California. The compensation rate for this type of travel is the company travel rate for travel time
associated with an overnight stay.
Non-California Residents or those working outside of California state lines:
Per Federal law - Travel time associated with an overnight stay where the company has paid for your transportation on a
common carrier, the travel time takes before or after the assigned work rotation and/or it takes place on non-working
days is not compensable.
There will be no wage paid for this type of travel time for Non-California residents or those working outside of California
and they should not report this travel time on their timesheets.
Regardless of residency or what state the employee is working in; the employee is responsible for providing transportation
between his/her legal place of residence and the airport and vice versa. Travel time from home to the airport and from
the airport to home is not compensable. This is considered the employee's normal commute. This time should not be
recorded on the employee's timesheet.
Page | 18
The company will provide transportation from the airport to the jobsite or hotel and will provide daily transportation from
the hotel to the jobsite.
Given the nature of the business at National EWP, and the various classes of employees, we cannot cover every possible
scenario for travel. To the extent you have questions or concerns, please address those to Employee Services.
Under no circumstances will an employee be reimbursed for Travel that is not addressed herein, without his/her
Supervisor approval. Where at all possible, any scenario not covered herein must be pre-authorized.
COMMUTING IN A COMPANY VEHICLE
An employee must obtain approval to drive a company vehicle between the job site and his/her legal place of residence.
Employees driving a company vehicle are not required to transport company tools, equipment, materials or co-workers,
but may provide transportation to fellow employees if they so choose.
Employees provided company vehicles recognize and agree that the vehicle is being provided for the employee's benefit
and convenience and the employee is not performing any work for employer while commuting in the vehicle. Employee
must also sign the Commuting Flexibility Agreement in order to maintain this privilege.
REIMBURSEABLE EXPENSES
While performing work, field employees may incur reimbursable business expenses. Requests for reimbursements of
business related expenses are submitted on an Expense Reimbursement form and legible receipts must be provided.
This form must be accompanied by supporting documentation and approved by the supervisor. These forms and the
accompanying receipts must be submitted to accounting in a timely manner, not to exceed thirty days after the expense
is incurred.
QUICK GUIDE TO TRAVEL & COMPENSATION
SITUATION NOT PD PAID RATE OF PAY
Home to office, hotel, airport or jobsite X
Hotel to Jobsite X
Airplane time when traveling to stay overnight or home from X
rotation and you are not a CA resident and you are not
working in CA state lines.
Airport to hotel travel time X Normal hourly wage
Jobsite or hotel to airport to fly home X Normal hourly wage
Jobsite to another jobsite during shift
X
Transporting materials during your regularly scheduled shift
X
Airplane time when traveling to stay overnight or home from X Travel rate
rotation and you are a CA resident and/or are working inside a
CA state lines
Jobsite to jobsite after hours to go to work on different jobsite X Travel rate
the next day during a scheduled rotation.
Page | 19
Job Responsibilities-Task Assignment
During your employment with Company your job responsibilities may change to best suit the business needs of the
Company. From time to time, you may be asked to work on special projects, or to assist with other work or operations
necessary or important to the operation of your department or the Company. Your cooperation and assistance in
performing such additional work is appreciated. To ensure success of the Company, we reserve the right, at any time, with
our without notice, to alter or change job responsibilities, reassign, or transfer job positions, or assign additional job duties.
Job Postings
National EWP is dedicated to assisting employees in managing their careers and reaching their professional goals through
promotion and transfer opportunities. This policy outlines the on-line job posting program which is in place for all
employees. To be eligible to apply for an open position, employees must meet several requirements:
• Should be a current, regular, full-time or part-time employee
• Been in a National EWP current position for at least six months
• Should not be on an employee conduct/performance-related probation or warning
• Must meet the job qualifications listed on the job posting
• Required to provide the employee's manager with notice prior to applying for the position
If the employee finds a position of interest on the job posting website and meet the eligibility requirements, an on-line
job posting application must be completed in order to be considered for the position. Not all positions are guaranteed to
be posted. The Company reserves the right to seek applicants solely from outside sources or to post positions internally
and externally simultaneously.
For more specific information about the job openings, please contact Employee Services.
Employment Records
In order to obtain their position, employees provided us with personal information, such as address and telephone
number. This information is contained in the employee's personnel file.
The employee should keep his or her personnel file up to date by informing Employee Services of any changes. The
employee also should inform Employee Services of any specialized training or skills he or she may acquire in the future, as
well as any changes to any required visas. Unreported changes of address, marital status, etc. can affect withholding tax
and benefit coverage. Further, an "out of date" emergency contact or an inability to reach the employee in a crisis could
cause a severe health or safety risk or other significant problem.
Performance Reviews
Depending on the employee's position and classification, National EWP endeavors to review performance as deemed
necessary. However, a positive performance evaluation does not guarantee an increase in salary, a promotion or
continued employment. Compensation increases and the terms and conditions of employment, including job assignments,
transfers, promotions, and demotions, are determined by and at the discretion of management.
In addition to these formal performance evaluations, the Company encourages employees and supervisors to discuss job
performance on a frequent and ongoing basis.
Reductions in Force (RIF)
Under some circumstances, the Company may need to restructure or reduce its workforce. If restructuring our operations
or reducing the number of employees becomes necessary, the Company will attempt to provide advance notice, if
possible, to help prepare affected individuals.
Page | 20
Annual Award & Carryover Balance Maximum
An eligible employee begins accruing PTO after having completed one month (no less than 30 days) of continuous
employment. Employees will be allowed to accrue PTO up to 1.5 times their annual entitlement. Unused PTO rolls over to
the next year. In no event will any employee be permitted to accrue more than 240 hours of PTO in total. The accrual of
PTO hours will stop once the employee reaches their annual accrual cap at any given time. Once the balance is reduced
by taking time off using PTO, accruals will be reinstated. PTO will not be counted as time worked for purposes of computing
overtime.
Advance Notice & Scheduling of PTO
Employees who qualify for PTO must provide management with as much advance notice as possible when scheduling PTO.
For single day use due to illness, employees must personally contact their supervisor each day they are absent. Employees
absent due to illness may be required to provide a signed medical provider statement verifying fit for duty/return to work
status before they will be allowed to resume their duties.
Generally, for time off in excess of 2 consecutive days, 3 weeks advance notice must be given and approved in writing. All
PTO requests are reviewed and approved or declined within the sole discretion of the Company's management.
Using & Cashing Out PTO
PTO shall be paid at the regular rate of pay in effect at the time the PTO is taken. PTO can only be used by taking paid time
off and cannot be cashed out in lieu of taking time off during active employment. Other than as required by each state's
wage and hour laws, paying out unused PTO balance at time of separation, is at the Company's discretion. The maximum
amount of PTO used is 8 hours per day and/or up to a maximum of 50 hours per week.
While the normal workweek is 40 hours, the Company will allow an employee to "cash out" an additional 10 hours if a full
week of PTO is being taken. This is a limited exception to the "no cash out of PTO rule" and the exception is being made
to allow employees to have spending money while on PTO.
No advance use of PTO is allowed meaning that employees cannot go negative in their PTO bank.
PTO is earned on a weekly basis when hours worked are processed. It is credited to an employee's PTO bank during each
payroll cycle (weekly or bi weekly). Eligibility to earn PTO is contingent on an employee having worked or used PTO each
week. PTO is not earned for the weeks/months when unpaid leave is taken, when no hours are turned for a specific
workweek, or when short or long term disability benefits are paid, or during layoff periods.
If an employee will be out of work due to illness or due any other emergency for which notice could not be provided, the
employee must call in and notify his or her supervisor as early as possible, but at least by the start of the employee's
workday. If an employee calls in sick for three (3) or more consecutive days, the employee may be required to provide
his or her supervisor with a doctor's note on the day the employee returns to work.
Worker’s Compensation
On-the-job injuries are covered by our Workers' Compensation Insurance Policy, which is provided at no cost. If employees
are injured on the job, no matter how slightly, they should report the incident immediately to their Supervisor. Failure to
follow Company procedures may affect the ability of the employee to receive Workers Compensation benefits. This is
solely a monetary benefit and not a leave of absence entitlement.
Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave
of Absence sections of this handbook for more information.
401k Retirement Savings Plan
Eligible employees are able to participate in the Company's 401k retirement savings plan. Plan participants may make pre-
tax contributions to a 401k traditional or Roth retirement account. Upon becoming eligible to participate in this plan,
employees will receive an employee benefits booklet describing the plan and how to enroll online in greater detail.
Page | 24
Group Health Insurance
The Company provides a comprehensive medical, dental and vision insurance plan for regular fulltime employees
(scheduled to work 30 hours per work week or more) and their dependents. Coverage is effective the first of the month
following their date hire.
The company pays 100% of employee group health premium when an employee elects/enrolls in group health benefits
(med/den/vis). Dependent coverage is available and the employee is responsible for a portion of the dependent premium
collected via pre designated/authorized payroll deductions. Exact premiums vary year to year. In the event of an increase
in health insurance premium rates, all employees may be required to contribute to the cost of increased premiums to
retain coverage.
Details about medical, dental, vision insurance coverage and dependent cost premiums are available in separate
publications distributed by the Employee Services Team.
Employer Paid Term Life/AD&D Insurance
The Company provides employer paid life insurance in the amount of $50,000 for term life to include AD&D. Employer
paid Life/AD&D insurance is at no charge to employees, however, it is not portable at time of employment separation.
The plan terminates when employment terminates. Details about our term life insurance program are provided separately
in the supplemental employee benefits booklet provided by Employee Services.
Supplemental Voluntary Life Insurance
As do many employees, you may have a need for additional life insurance protection above and beyond the coverage we
provided. With this in mind, we offer you the opportunity to purchase additional life insurance coverage as outlined below.
Take advantage of the reduced group rates as well as the "no medical questions asked" for coverage up to the guarantee
issue amount.
Please note: if you do not apply for coverage when you first become eligible and/or would like to apply for coverage over
and above the guaranteed issue amounts, medical evaluations will be required and coverage may be denied. Voluntary
term Life/AD&D insurance purchased is paid by employees through a post-tax payroll deduction and is portable at time of
employment separation. Contact Employee Services for more information.
Short Term / Long Term Disability Insurance
For employees outside of California, we offer at no additional charge, short-term and long-term disability insurance for
regular full-time employees. Details about these coverages are available in separate publications distributed by the
Employee Services Team. California employees/residents STD/LTD is provided through the State of California Employment
Development Department known as CASDI. For more information about CASDI or National EWP's STD/LTD application
information, please contact Employee Services.
California Employees—National EWP withholds California employees CA SDI tax which a statutory short-term disability
program is provided by the Employment Development Department of California. This is solely a monetary benefit and not
a leave of absence. If you are a resident of work/live in California, to file an SDI claim, please go to:
http://www.edd.ca.gov/disability/SDI_Online.htm.
For all other out of state resident/employees contact Employee Services for more information on Short Term Disability
Claim information.
Any employee who will be out of work due to a disability, must also request a formal leave of absence. See the Leave of
Absence sections of this handbook for more information.
Page | 25
Continuing Education
Some employees may be required to attend training programs, seminars, conferences, lectures, meetings, or other
outside activities for the benefit of the Company. Attendance at such activities, whether required by the Company or
requested by individual employees, requires the written approval of your immediate supervisor. To obtain approval,
please submit a written request detailing relevant information, including date(s), duration, location, cost, expenses, and
the nature, purpose, and justification for attendance. All requests will be considered; however, decisions will be at the
Company's discretion and the Company has no obligation to grant such requests.
For attendance at events required or authorized by the Company, customary and reasonable expenses will be reimbursed
upon submission of proper receipts (i.e., registration fees and materials); any additional expenses will be considered for
reimbursement on a case-by-case basis. While the Company wants to encourage you to improve your knowledge, job
skills, and promotional qualifications, some outside activities may not qualify for reimbursement or compensation under
this policy without prior written approval.
Employee Assistance Program
At no charge to employees, National EWP provides an employee assistance program (EAP) for all its employees. This
program offers qualified counselors to help you cope with personal problems you may be facing such as life balance,
grief/loss, stress reduction, finances, growing a family, problematic alcohol or drug abuse, elder care, legal consultations
to name a few. If you or your family are in need of EAP, please contact Employee Services at 530-419-7340 for further
details.
LEAVES OF ABSENCE
Personal Leave
If employees are ineligible for any other Company leave of absence, National EWP, under certain circumstances, may grant
a personal leave of absence without pay. A written request for a personal leave should be presented to management at
least two (2) weeks before the anticipated start of the leave. If the leave is requested for medical reasons and employees
are not eligible for leave under the federal Family and Medical Leave Act (FMLA) or any state leave law, medical
certification also must be submitted.
The request will be considered on the basis of staffing requirements and the reasons for the requested leave, as well as
performance and attendance records. Normally, a leave of absence will be granted for a period of up to eight (8) weeks.
However a personal leave may be extended if, prior to the end of leave, employees submit a written request for an
extension to management and the request is granted. During the leave, employees will not earn PTO. The Company does
not continue to pay premiums for health insurance coverage for employees on personal (non statutory) leaves of absence.
However, you may self-pay the premiums under the provisions of COBRA of 1985. Contact the Employee Services
Department for additional information.
When the employee anticipates returning to work, he or she should notify management of the expected return date. This
notification should be made at least one week before the end of the leave. Upon completion of the personal leave of
absence, the Company will attempt to return employees to their original job or a similar position, subject to prevailing
business, considerations. Reinstatement, however, is not guaranteed.
Failure to advise management of availability to return to work, failure to return to work when notified or a continued
absence from work beyond the time approved by the Company will be considered a voluntary resignation of employment.
Personal leave will run concurrently with any Company-provided Short-Term Disability Leave of Absence.
Page | 26
Jury Duty
National EWP realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees
will be allowed time off to perform such civic service as required by law. Employees are expected, however, to provide
proper notice of a request to perform jury duty and verification of their service.
Employees also are expected to keep management informed of the expected length of jury duty service and to report to
work for the major portion of the day if excused by the court. If the required absence presents a serious conflict for
management, employees may be asked to try to postpone jury duty. In most cases hourly (nonexempt) employees will
not be paid for jury duty except where required by law.
Exempt (salaried) employees will be paid their full salary for any week in which time is missed due to jury duty if work is
performed for the Company during such week.
Bereavement Leave
We know the death of a family member is a time when employees wish to be with their families. If the employee is a full-
time employee and loses a close relative, he or she will be allowed paid time off of up to zero days to assist in attending
to his or her obligations and commitments.
For the purposes of this policy, a close relative includes a spouse, domestic partner, child, parent, sibling or any other
relation required by applicable law. Employees must inform their Supervisors prior to commencing bereavement leave. In
administering this policy, the Company may require verification of death.
The Company will grant up to three consecutive days of unpaid leave of absence to employees in the event of the death
of an employee's close relative as defined above. Exempt (salaried) employees will not be required to use PTO for the first
day of the leave.
An employee's supervisor may approve additional unpaid time off.
Voting Time Off
In the event an employee does not have sufficient time outside of working hours to vote in a statewide election, if required
by state law, the employee may take off enough working time to vote. Such time will be paid if required by state law. This
time should be taken at the beginning or end of the regular work schedule. Where possible, your Supervisor should be
notified at least two days prior to the voting day.
Military Leave
If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an
unpaid military leave of absence. To be eligible for military leave, employees must provide management with advance
notice of service obligations unless they are prevented from providing such notice by military necessity or it is otherwise
impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutory limitations,
employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and
state laws.
Employees should ask management for further information about eligibility for Military Leave. If employees are required
to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absence not
to exceed the number of days allowed by law (including travel). They should give management as much advance notice of
their need for military leave as possible so that we can maintain proper coverage while employees are away.
Page | 27
Family Medical Leave
The Leave Policy
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides
employees information concerning FMLA entitlements and obligations employees may have during such leaves. If
employees have any questions concerning FMLA leave, they should contact Employee Services Manager 530-419-7336.
I. Eligibility
FMLA leave is available to "eligible employees." To be an "eligible employee," an employee must: 1) have been employed
by the Company for at least 12 months (which need not be consecutive); 2) have been employed by the Company for at
least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and 3)
be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.
II. Entitlements
As described below, the FMLA provides eligible employees with a right to leave, health insurance benefits and, with some
limited exceptions, job restoration.
A. Basic FMLA Leave Entitlement:
The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during
a 12-month period. The 12-month period is determined based on a rolling 12-month period measured backward from the
date an employee uses his/her FMLA leave. Leave may be taken for any one, or for a combination, of the following reasons:
• To care for the employee's child after birth or placement for adoption or foster care;
• To care for the employee's spouse, son, daughter or parent (but not in-law) who has a serious health condition;
• For the employee's own serious health condition (including any period of incapacity due to pregnancy, prenatal
medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of
the employee's job; and/or
• Because of any qualifying exigency arising out of the fact that an employee's spouse, son, daughter or parent is a
military member on covered active duty or called to covered active duty status (or has been notified of an
impending call or order to covered active duty) in the Reserves component of the Armed Forces for deployment
to a foreign country in support of contingency operation or Regular Armed Forces for deployment to a foreign
country.
A serious health condition is an illness, injury, impairment or physical or mental condition that involves either an overnight
stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the
employee from performing the functions of the employee's job, or prevents the qualified family member from
participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3
consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of
continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet
the definition of continuing treatment.
Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on
covered active duty and attending post-deployment reintegration briefings.
B. Additional Military Family Leave Entitlement (Injured Servicemember Leave)
In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter,
parent or next of kin of a covered servicemember is entitled to take up 26 weeks of leave during a single 12-month period
to care for the servicemember with a serious injury or illness. Leave to care for a servicemember shall only be available
during a single-12 month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during
the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care
for the injured servicemember.
Page | 28
the military for leaves arising out of qualifying exigencies arising out of a different covered active duty or call to covered
active duty status of the same or a different military member.
When leave is taken to care for a covered servicemember with a serious injury or illness, the Company may require
employees to obtain certifications completed by an authorized health care provider of the covered servicemember. In
addition, and in accordance with the FMLA regulations, the Company may request that the certification submitted by
employees set forth additional information provided by the employee and/or the covered servicemember confirming
entitlement to such leave.
E. Substitute Paid Leave for Unpaid FMLA Leave
Employees must use any accrued paid time while taking unpaid FMLA leave.
The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave and the paid time will
run concurrently with an employee's FMLA entitlement.
Leaves of absence taken in connection with a disability leave plan or workers' compensation injury/illness shall run
concurrently with any FMLA leave entitlement. Upon written request, the Company will allow employees to use accrued
paid time to supplement any paid disability benefits.
F. Pay Employee's Share of Health Insurance Premiums
During FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they
had continued to work. Unless the Company notifies employees of other arrangements, whenever employees are
receiving pay from the Company during FMLA leave, the Company will deduct the employee portion of the group health
plan premium from the employee's paycheck in the same manner as if the employee was actively working.
If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by
the Company upon leave.
The Company's obligation to maintain health care coverage ceases if an employee's premium payment is more than 30
days late. If an employee's payment is more than 15 days late, the Company will send a letter notifying the employee that
coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not
return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because
of a serious health condition or other circumstances beyond their control), they will be required to reimburse the Company
for the cost of the premiums the Company paid for maintaining coverage during their unpaid FMLA leave.
IV. Exemption for Highly Compensated Employees
The Company may choose not to return highly compensated employees (highest paid 10% of employees at a worksite or
within 75 miles of that worksite) to their former or equivalent positions following a leave if restoration of employment
will cause substantial economic injury to the Organization. (This fact-specific determination will be made by the
Organization on a case-by case basis.)
The Organization will notify employees if they qualify as a "highly compensated," if the Organization intends to deny
reinstatement, and of an employee's rights in such instances.
V. Questions and/or Complaints about FMLA Leave
If you have questions regarding this FMLA policy, please contact Employee Services Manager. The Company is committed
to complying with the FMLA and, whenever necessary, shall interpret and apply this policy in a manner consistent with
the FMLA.
The FMLA makes it unlawful for employers to: 1) interfere with, restrain or deny the exercise of any right provided under
FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement
in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should
contact Employee Services Manager immediately. The Company will investigate any FMLA complaints and take prompt
Page | 32
and appropriate remedial action to address and/or remedy any FMLA violation. Employees also may file FMLA complaints
with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.
VI. Coordination of FMLA Leave with Other Leave Policies
The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any State or local law
that provides greater family or medical leave rights. For additional information concerning leave entitlements and
obligations that might arise when FMLA leave is either not available or exhausted, please consult the Company's other
leave policies in this handbook or contact Employee Services Manager at 530-419-7336.
GENERAL STANDARDS OF CONDUCT
Workplace Conduct
National EWP endeavors to maintain a positive work environment. Each employee plays a role in fostering this
environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.
Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules
all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the
Company's sole discretion. The following are examples of some, but not all, conduct which can be considered
unacceptable:
1. Obtaining employment on the basis of false or misleading information.
2. Stealing, removing or defacing National EWP property or a co-worker's property, and/or disclosure of confidential
information.
3. Completing another employee's time records (other than supervisor’s crew time cards).
4. Violation of safety rules and policies.
5. Violation of National EWP's Drug and Alcohol-Free Workplace Policy.
6. Fighting, threatening or disrupting the work of others or other violations of National EWP's Workplace Violence
Policy.
7. Failure to follow lawful instructions of a supervisor.
8. Failure to perform assigned job duties.
9. Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual
lateness or unexcused absences.
10. Gambling on Company property.
11. Willful or careless destruction or damage to Company assets or to the equipment or possessions of another
employee.
12. Wasting work materials.
13. Performing work of a personal nature during working time.
14. Violation of the Solicitation and Distribution Policy.
15. Violation of National EWP's Harassment or Equal Employment Opportunity Policies.
16. Violation of the Communication and Computer Systems Policy.
17. Unsatisfactory job performance.
18. Any other violation of Company policy.
Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and National EWP
reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Company will deal
with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a
given situation.
The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.
Page | 33
Punctuality and Attendance
Employees are hired to perform important functions at National EWP. As an employee of the Company, you are expected
to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your
supervisor.
When you are absent, your assigned work must be performed by others. As with any group effort, operating effectively
takes cooperation and commitment from everyone. Therefore, attendance and punctuality are very important.
Unnecessary absences and lateness are expensive, disruptive and place an unfair burden on fellow employees and
Supervisors. We expect excellent attendance from all employees. Excessive absenteeism or tardiness will result in
disciplinary action up to and including discharge.
We do recognize, however, there are times when absences and tardiness cannot be avoided. In such cases, employees
are expected to notify Supervisors as early as possible, but no later than the start of the work day.
Asking another employee, friend or relative to give this notice is improper and constitutes grounds for disciplinary action.
Employees are expected to call and speak with their immediate supervisor stating the nature of the illness and its expected
duration, for every day of absenteeism. Excessive absenteeism or tardiness, whether excused or not, will not be tolerated.
Unreported absences of three (3) consecutive work days generally will be considered a voluntary resignation of
employment with the Company.
Use of Company Communications and Computer Systems
National EWP's communication and computer systems are intended primarily for business purposes; however limited
personal usage is permitted if it does not hinder performance of job duties or violate any other Company policy. This
includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use
of the National EWP systems.
National EWP may access the voice mail and e-mail systems and obtain the communications within the systems, including
past voice mail and e-mail messages, without notice to users of the system, in the ordinary course of business when the
Company deems it appropriate to do so. The reasons for which the Company may obtain such access include, but are not
limited to maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance
with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company
operations continue appropriately during an employee's absence.
Further, National EWP may review Internet usage to ensure that such use with Company property, or communications
sent via the Internet with Company property, are appropriate. The reasons for which the
Company may review employees' use of the Internet with Company property include, but are not limited to maintaining
the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software
copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations
continue appropriately during an employee's absence.
The Company may store electronic communications for a period of time after the communication is created. From time
to time, copies of communications may be deleted.
The Company's policies prohibiting harassment, in their entirety, apply to the use of Company's communication and
computer systems. No one may use any communication or computer system in a manner that may be construed by others
as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any
other characteristic protected by federal, state or local law.
Further, since the Company's communication and computer systems are intended for business use, all employees, upon
request, must inform management of any private access codes or passwords.
Page | 34
Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.
No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate
authorization. Violators of this policy may be subject to disciplinary action, up to and including discharge.
Use of Social Media & Technology
The Company recognizes the value of technology, computer hardware, and software. With the developments in Social
Media, the availability of information and the speed with which information can be passed from one party to another
often times we forget to stop and really think about how we are using our technology or what we are using it for. This
often results in unnecessary cost, hardware destruction, viruses that destroy critical data, damage to relationships or
breech of contracts.
For this reason we have implemented the following Social Media, Email, and Technology Policy. This policy is to be
followed by all employees.
For the purpose of this policy, social media includes any website or electronic forum that allows for open communication
on the Internet including, but not limited to:
• Social networking sites (LinkedIn, Facebook, etc.)
• Micro-blogging sites (Twitter)
• Blogs (including personal and company blogs)
• Online encyclopedias (Wikipedia)
• Video and photo-sharing sites (Instagram, YouTube, etc.)
• Phone texting (Apple text, Yammer, etc.)
Posting - Most online social platforms are open for all to see. Despite privacy policies, employees cannot always be sure
who will view, share or archive the information including photos and videos that are posted. Company employees should
remember that conduct, online or otherwise that negatively or adversely impacts the employee's ability to perform his/her
job , the ability of co-workers to perform his/her job or adversely affects clients, partners, or associates of the Company
or Company legitimate business interest, may result in disciplinary action, up to and including termination. For this reason
Company policy is that employees do not post any proprietary information, pictures of worksites, equipment or other
employees on any form of social media.
Using Social Media at Work - Unless required by his/her job duties or otherwise permitted by Company management,
employees are not to use social media during working hours whether in the office, while operating equipment, or
performing any other duties. Employees are not allowed to use Company email addresses for non-business purposes such
as to register on social networks, blogs or other websites for personal use.
Industry Specific Mandates - Posting pictures, videos and/or information for personal use that was captured while on
company property, traveling to/from client sites while on company time or in a company vehicle and/or at client job sites
is strictly prohibited. The majority of our contracts specifically prohibit non-authorized distribution of photography or
video. Any photography, videos or information collected on a jobsite for Company marketing or presentation usage must
be approved by the employee's direct supervisor and the Company's client. Such media collected by an employee is the
sole property of the Company including all rights of usage and copyright.
Employees are NOT Authorized to Speak on Behalf of the Company - Unless explicit permission is given, Company
employees should express only personal opinions online and employees must never represent himself or herself as a
spokesperson of the Company, its competitors, customers, colleagues or those associated with the Company. Employees
are not authorized to use any of the Company's logos or service marks on their personal website, blogs or other personal
social media sites. If an employee chooses to use a personal hardware device on personal time to post online content
Page | 35
The use of tape recorders, Dictaphones or other types of voice recording devices anywhere on Company property,
including to record conversations or activities of other employees or management, or while performing work for the
Company, is also strictly prohibited, unless the device was provided to you by the Company and is used solely for legitimate
business purposes.
Inspections
National EWP reserves the right to require employees while on Company property, or on client property, to agree to the
inspection of their persons, personal possessions and property, personal vehicles parked on Company or client property,
and work areas. This includes lockers, vehicles, desks, cabinets, work stations, packages, handbags, briefcases and other
personal possessions or places of concealment, as well as personal mail sent to the Company or to its clients. Employees
are expected to cooperate in the conduct of any search or inspection.
Solicitation & Distribution
To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on work
time. "Work time" is defined as the time an employee is engaged, or should be engaged, in performing his/her work tasks
for National EWP Solicitation of any kind by non-employees on Company premises is prohibited at all times.
Distribution of advertising material, handbills, printed or written literature of any kind in working areas of the Company is
prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.
Confidential Company Information
Each employee is responsible for safeguarding the confidential information obtained during employment.
During the course of work, an employee may become aware of confidential information about National EWP's business,
including but not limited to information regarding Company finances, pricing, products and new product development,
software and computer programs, marketing strategies, suppliers and customers and potential customers.
An employee also may become aware of similar confidential information belonging to the Company's clients. It is
extremely important that all such information remain confidential, and particularly not be disclosed to our competitors.
Any employee who improperly copies, removes (whether physically or electronically), uses or discloses confidential
information to anyone outside of the Company may be subject to disciplinary action up to and including termination.
Employees may be required to sign an agreement reiterating these obligations. Any breach of this policy may also include
legal action taken by the Company.
Customer/Client Service
Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an employee encounters
an uncomfortable situation that he or she does not feel capable of handling, the general manager should be called
immediately. Ours is a service business and all of us must remember that the customer always comes first. Our customers
ultimately pay all of our wages. Remember, while the customer is not always right, the customer is never wrong.
Customers are to be treated courteously and given proper attention at all times. Never regard a customer's question or
concern as an interruption or an annoyance. You must respond to inquiries from customers, whether in person or by
telephone, promptly and professionally.
Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make
sure the call is received. Through your conduct, show your desire to assist the customer in obtaining the help he or she
needs. If you are unable to help a customer, find someone who can. All correspondence and documents, whether to
customers or others, must be neatly prepared and error-free.
Page | 40
Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business.
Never argue with a customer. If a problem develops or if a customer remains dissatisfied, ask your supervisor or the
general manager to intervene.
Interaction with Clients
The opinions and attitudes our clients have toward our Company may be determined for a long period of time by the
actions of one employee. It is sometimes easy to take a client for granted, but if we do, we run the risk of losing not only
that client, but also his or her associates, friends, or family who may also be clients or prospective clients.
The nature of our Company requires that employees perform most of the work connected with a client's assignment at
the client's office. The importance of professional conduct when working in a client's location cannot be emphasized
enough. Professional conduct is a broad term that is open to many interpretations.
The following are guidelines for appropriate conduct when working at a client's location:
• Discussions with client employees should be limited to matters that concern their department and level of
responsibility.
• Long, personal discussions with client personnel are discouraged. Such disruptions of work will only offend client
executives and client employees.
• Internal affairs may not be discussed with client personnel.
• Comments or criticisms involving other competitors and their particular work or fees should be avoided.
• Refrain from discussing shortcomings or idiosyncrasies of client employees.
• Avoid conversation involving client matter in all public places.
• Avoid discussing procedural programs with management while client employees are present.
• Purchases from a client must be made at normal prices.
• Borrowing money from a client is not permitted unless the client's business involves lending money.
• Company employees may not solicit clients for charitable donations.
• Entertaining clients is allowed. However, you must first receive approval from your manager.
• Each employee must be sensitive to the importance of providing courteous treatment in all working relationships.
Conflict of Interest and Business Ethics
It is National EWP's policy that all employees avoid any conflict between their personal interests and those of the
Company. The purpose of this policy is to ensure that the Company's honesty and integrity, and therefore its reputation,
are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have,
personal interests or relationships that actually or potentially conflict with the best interests of the Company.
It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the situations
that would constitute a conflict in most cases include but are not limited to:
• Holding an interest in or accepting free or discounted goods from any organization that does, or is seeking to do,
business with the Company, by any employee who is in a position to directly or indirectly influence either the
Company's decision to do business, or the terms upon which business would be done with such organization;
• Holding any interest in an organization that competes with the Company;
• being employed by (including as a consultant) or serving on the board of any organization which does, or is seeking
to do, business with the Company or which competes with the Company;
• Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from any
organization seeking to do business with the Company.
A conflict of interest would also exist when a member of an employee's immediate family is involved in situations such as
those above.
Page | 41
All employees must avoid situations involving actual or potential conflict of interest. Personal or romantic involvement
with a competitor, supplier, or subordinate employee of the Company, which impairs an employee's ability to exercise
good judgment on behalf of the Company, creates an actual or potential conflict of interest. Supervisor-subordinate
romantic or personal relationships also can lead to supervisory problems, possible claims of sexual harassment, and
morale problems.
An employee involved in any of the types of relationships or situations described in this policy should immediately and
fully disclose the relevant circumstances to his or her immediate supervisor, or any other appropriate supervisor, for a
determination about whether a potential or actual conflict exists. If an actual or potential conflict is determined, the
Company may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose
facts shall constitute grounds for disciplinary action.
This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of the usual
business amenities, for example, occasional business-related meals or promotional items of nominal or minor value.
It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate family)
and the
Company.
Use of Facilities, Equipment and Property including Intellectual Property
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property,
employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety
standards and guidelines.
Employees should notify their Supervisor if any equipment, machines, or tools appear to be damaged, defective, or are in
need of repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of
equipment and possible injury to employees or others. The Supervisor can answer any questions about an employee's
responsibility for maintenance and care of equipment used on the job.
Employees also are prohibited from any unauthorized use of the Company's intellectual property, such as audio and video
tapes, print materials and software. Improper, careless, negligent, destructive, or unsafe use or operation of equipment
can result in discipline, up to and including discharge.
Further, the Company is not responsible for any damage to employees' personal belongings unless the employee's
Supervisor provided advance approval for the employee to bring the personal property to work.
Public Relations / Statements to the Media
All media inquiries regarding the position of the Company as to any issues must be referred to CEO/President. Only
CEO/President is authorized to make or approve public statements on behalf of the Company. No employees, unless
specifically designated by CEO/President, are authorized to make those statements on behalf of Company. Any employee
wishing to write and/or publish an article, paper, or other publication on behalf of the Company must first obtain approval
from CEO/President.
HEALTH & SAFETY
The health and safety of employees and others on Company property are of critical concern to National EWP. The
Company intends to comply with all health and safety laws applicable to our business. To this end, we must rely upon
employees to ensure that work areas are kept safe and free of hazardous conditions.
Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize
dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management
immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the Company's
Page | 42
premises, or in a product, facility, piece of equipment, process or business practice for which the Company is responsible
should be brought to the attention of management immediately.
Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also
issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should
familiarize themselves with these rules and guidelines, as strict compliance will be expected.
Any workplace injury, accident, or illness must be reported to the employee's Supervisor as soon as possible, regardless
of the severity of the injury or accident.
Employees Who Are Requested to Drive
Employees who are required to drive a Company vehicle or their own vehicles on Company business will be required to
show proof of current valid driving license and current effective insurance coverage before the first day of employment.
The Company participates in a system that regularly checks state Department of Motor Vehicles (DMV) records of all
employees who drive as part of their job.
The Company retains the right to transfer to an alternative position, suspend, or terminate an employee whose license is
revoked, or who fails to maintain personal automobile insurance coverage or who is uninsurable under the Company's
policy.
Employees who drive their own vehicles on Company business will be reimbursed at the IRS approved rate per mile.
Ergonomics
The Company is subject to Cal/OSHA ergonomics standards for minimizing workplace repetitive motion injuries. The
Company will make necessary adjustments to reduce exposure to ergonomic hazards through modifications to equipment
and processes and employee training. The Company encourages safe and proper work procedures and requires all
employees to follow safety instructions and guidelines. The Company believes that reduction of ergonomic risk is
instrumental in maintaining an environment of personal safety and well-being, and is essential to our business. We intend
to provide appropriate resources to create a risk-free environment. If you have any questions about ergonomics, please
contact your supervisor.
Safety and Accidents
Safety is the responsibility of every employee. Sound judgment and safe practices must be exercised in the work habits of
all employees. All employees must utilize safety equipment where applicable: this includes clothing, safeguards, safety
appliances, or devices furnished for protection. All employees must wear suitable clothing for the type of work being
performed. Employees must comply with all fire protection and prevention practices. All employees must comply with all
laws, rules, policies, guidelines and regulations regarding safety.
Employees who observe an unsafe condition, equipment or practice, should report them immediately to the employee's
supervisor. All on-the-job accidents or injuries to employees, no matter how small, should also be reported immediately
to the employee's supervisor. Employees must complete all required reports of injury regardless of how minor the injury
may appear to be. Any questions regarding safety should be directed to the employee's immediate supervisor or an
Employee Services or
Safety representative.
In compliance with California law, and to promote the concept of a safe workplace, the Company maintains an Injury and
Illness Prevention Program. The Injury and Illness Prevention Program is available for review by employees and/or
employee representatives in the general manager's office. In compliance with California's Proposition 65, the Company
will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.
Page | 43
STATE SPECIFIC ADDENDUMS
California Addendums
CA-Equal Employment Opportunity
National EWP is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color,
national origin, ancestry, sex, gender, gender identity, pregnancy, childbirth or related medical condition, religious creed,
physical disability, mental disability, age, medical condition (cancer), marital status, veteran status, sexual orientation,
genetic information, or any other characteristic protected by federal, state or local law. Our management team is
dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation,
benefits, employee activities and general treatment during employment.
The Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified
employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business.
If you need assistance to perform your job duties because of a physical or mental condition, please let the Employee's
Supervisor know.
The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such
accommodation does not pose an undue hardship on the Company's operations. If you wish to request such an
accommodation, please speak to the Employee's Supervisor.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to
bring these issues to the attention of the Employee's Supervisor. The Company will not allow any form of retaliation
against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers,
violation of this policy will lead to discipline, up to and including discharge. All employees must cooperate with all
investigations.
CA-Discrimination, Harassment and Retaliation Prevention
National EWP does not tolerate and prohibits discrimination, harassment or retaliation of or against job applicants,
contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on
the basis of race, religious creed, color, age, sex, sexual orientation, gender, gender identity, gender expression, national
origin, ancestry, marital status, medical condition as defined by state law (cancer or genetic characteristics), disability,
military and veteran status, pregnancy, childbirth and related medical conditions, or any other characteristic protected by
applicable federal, state or local laws and ordinances. The Company is committed to a workplace free of discrimination,
harassment and retaliation.
Discrimination Defined
Discrimination under this policy means treating differently or denying or granting a benefit to an individual because of the
individual's protected characteristic.
Harassment Defined
Harassment is defined in this policy as unwelcome verbal, visual or physical conduct creating an intimidating, offensive or
hostile work environment that interferes with work performance. Harassment can be verbal (including slurs, jokes, insults,
epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays or
emails) or physical conduct (including physically threatening another, blocking someone's way, etc.) that denigrates or
shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy,
even if it is not unlawful.
Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a professional and
respectful manner.
Page | 48
Sexual Harassment Defined
Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or
unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or
physical conduct of a sexual nature.
Examples of conduct that violates this policy include:
• Unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal
movement;
• Requests for sexual favors or demands for sexual favors in exchange for favorable treatment;
• Obscene or vulgar gestures, posters or comments;
• Sexual jokes or comments about a person's body, sexual prowess or sexual deficiencies;
• Propositions or suggestive or insulting comments of a sexual nature;
• Derogatory cartoons, posters and drawings;
• Sexually-explicit emails or voicemails;
• Uninvited touching of a sexual nature;
• Unwelcome sexually-related comments;
• Conversation about one's own or someone else's sex life;
• Conduct or comments consistently targeted at only one gender, even if the content is not sexual;
• Teasing or other conduct directed toward a person because of the person's gender.
Retaliation Defined
Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy,
opposed practices prohibited by this policy, or participated in the reporting and investigation process described below.
"Adverse conduct" includes but is not limited to:
1. Shunning and avoiding an individual who reports harassment, discrimination or retaliation;
2. Express or implied threats or intimidation intended to prevent an individual from reporting harassment,
discrimination or
3. Retaliation; and
4. Denying employment benefits because an applicant or employee reported harassment, discrimination or
retaliation, or
5. Participated in the reporting and investigation process described below.
All discrimination, harassment and retaliation is unacceptable in the workplace and in any work-related settings such
as business trips and business-related social functions, regardless of whether the conduct is engaged in by a supervisor,
co-worker, client, customer, vendor or other third party.
Reporting Procedures
The following steps have been put into place to ensure the work environment is respectful, professional, and free of
discrimination, harassment and retaliation. If an employee believes someone has violated this policy or the Equal
Employment Opportunity Policy, the employee should promptly bring the matter to the immediate attention of
Employee's Supervisor. (Phone numbers are available through the Company directory.) If this individual is the person
toward whom the complaint is directed the employee should contact any higher level manager in the reporting chain. If
the employee makes a complaint under this policy and has not received a satisfactory response within five (5) business
days, he or she should contact Employee Services Manager immediately.
Every supervisor who learns of any employee's concern about conduct in violation of this policy, whether in a formal
complaint or informally, must immediately report the issues raised to Employee Services Manager.
Investigation Procedures
Page | 49
The words you are searching are inside this book. To get more targeted content, please make full-text search by clicking here.
HB-NATIONAL EWP Jan 2017
Discover the best professional documents and content resources in AnyFlip Document Base.
Search