WALTER HILL PLUMBING, INC.
Whether you have just joined our staff or have been at Walter Hill Plumbing, Inc. for a while, we are confident that you will find our company a dynamic and rewarding place in which to work, and we look forward to a productive and successful association. We consider the employees of Walter Hill Plumbing, Inc. to be one of its most valuable resources. This handbook has been written to serve as the guide for the employer/employee relationship.
There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to the Human Resource department. Neither this handbook nor any other company document confers any contractual right, either express or implied, to remain in the company’s employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the company, or you may resign for any reason at any time. No supervisor or other representative of the company (except the president) has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above.
The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur.
This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except Walter Hill Plumbing, Inc. employees and others affiliated with Walter Hill Plumbing, Inc. whose knowledge of the information is required in the normal course of business.
Some subjects described in this handbook are covered in detail in official policy documents. Refer to these documents for specific information because the handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies are controlling and override any statements made in this or other documents.
Walter Hill Plumbing, Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. Walter Hill Plumbing, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Walter Hill Plumbing, Inc. expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of Walter Hill Plumbing, Inc. employees to perform their expected job duties is absolutely not tolerated.
ADA & ADAAA
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of Walter Hill Plumbing, Inc. to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.
The company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Walter Hill Plumbing, Inc.. Contact the Human Resource department with any questions or requests for accommodation.
COMPENSATION, TIME & ATTENDANCE
TIME CLOCK AND ATTENDANCE
Employee Time Clock
Walter Hill Plumbing, Inc. provides and maintains an Outdoor Digital Time Clock for your convenience. Upon hire you will be provided a 3 digit code exclusive to you. This code will be used to clock IN and OUT of work. Lunch break time is automatically deducted for you. You only have to clock IN when you arrive at work and clock OUT when you go home. Remember, the clock doesn’t let you clock OUT if you did not clock IN.
You forgot to clock in or out?
DO NOT CLOCK OUT THEN BACK IN TO “FIX” A MISSED CLOCK OUT FROM THE DAY BEFORE.
Report your error to office management if you forgot to clock in, let us know the time you arrived at work and the time you left work for the missed day, and what day it was.
If the time clock gives you a strange error please alert the Management. For bonus points email the network administrator.
ANY TIME NOT ACCOUNTED FOR BY WEDNESDAY MORNING 8AM WHEN PAYROLL BEGINS WILL BE ADJUSTED ON THE NEXT WEEKS PAYCHECK. *YOU WILL NOT RECEIVE THE MISSING SUM OF MONEY UNTIL YOUR NEXT PAYCHECK* YOUR ATTENDANCE AND CLOCKING IN/OUT IS SOLELY YOUR RESPONSIBILITY. SEE MANAGEMENT TO FIX ANY ERRORS PROMPTLY TO AVOID THIS SITUATION.
Time off Requests
policy regarding time off requests
|☐||TIME OFF REQUESTS REQUIRE AT MINIMUM 24 HOUR NOTICE OR WILL BE CONSIDERED A CALL OUT|
|☐||TIME OFF REQUESTS MUST BE SUBMITTED TO SHERYL FREEMAN IN THE OFFICE|
|☐||TIME OFF REQUESTS MAY BE DENIED, IN WHICH CASE IT WILL BE CONSIDERED A NO SHOW IF YOU DO NOT COME TO WORK ON THE REQUESTED DAY|
|☐||TIME OFF IS CONSIDERED UNPAID UNLESS OTHERWISE DETERMINED BY MANAGEMENT|
Policy regarding Holidays,Holiday pay and Sick Days
|☐||YOUR EMPLOYMENT AGREEMENT MUST GRANT YOU HOLIDAY OR SICK DAYS FOR THIS TO APPLY:|
|☐||WALTER HILL PLUMBING INC. WILL PROVIDE YOU WITH 1 WEEK PAID VACATION PER YEAR OF EMPLOYMENT. YOU MUST INFORM MANAGEMENT 2 WEEKS PRIOR TO YOUR PAID VACATION DATE.|
|☐||WALTER HILL PLUMBING INC. DOES NOT PROVIDE YOU WITH PAID SICK DAYS – A DOCTORS NOTE MAY BE REQUESTED. IF ONE IS NOT PROVIDED THIS WILL BE CONSIDERED A CALL OUT INSTEAD OF EXCUSED ABSENCE.|
|☐||IF YOU ARE GOING TO BE OUT SICK, PLEASE NOTIFY MANAGEMENT AS SOON AS POSSIBLE. IF YOU ARE UNABLE TO INFORM US, PLEASE HAVE A FRIEND OR FAMILY MEMBER INFORM US IF IT WILL BE MORE THAN ONE DAY. FAILURE TO INFORM MANAGEMENT AND SUPPLY A DOCTORS NOTE WILL MAKE THE TIME OFF CONSIDERED A NO CALL NO SHOW.|
Policy regarding not showing up for work and calling out for the day.
|☐||NO CALL NO SHOW CAN LEAD TO IMMEDIATE TERMINATION OR OTHER DISCIPLINARY ACTIONS|
|☐||IF YOU CALL OUT THE SAME DAY AS YOUR SHIFT WIITHOUT PROPER NOTICE, IT MAY BE CONSIDERED AN UNEXCUSED ABSENCE. IF YOU CALL OUT MORE THAN 3 TIMES IN 1 MONTH, THIS MAY LEAD TO TERMINATION OR OTHER DISCIPLINARY ACTION AT MANEGEMENTS DISCRETION.
ACTIONS TAKEN RANGE FROM USING UP DAYS FROM YOUR VACATION/HOLIDAY PAID DAYS, WORK SUSPENSION, OR TERMINATION.
Paid vacation Policy
|☐||WALTER HILL PLUMBING, INC. PROVIDES 1 WEEK PAID VACATION PER 1 YEAR OF EMPLOYMENT. YOUR FIRST VACATION WEEK IS GRANTED AFTER 1 YEAR.|
|☐||VACATION DAYS MAY BE REVOKED AS A COURSE OF DISCIPLINARY ACTION BY MANAGEMENT|
|☐||2 WEEK NOTICE IS REQUIRED BEFORE TAKING YOUR PAID VACATION.|
Performance and Salary Review
Performance appraisals are conducted on an annual cycle. Employees will receive a performance review on the established date each year. The performance appraisal will be discussed, and both the employee and manager will sign the form to ensure that all strengths, areas for improvement and job goals for the next review period have been clearly communicated. Performance evaluation forms will be retained in the employee’s personnel file.
Merit increases are based on company performance and financials and are not guaranteed. A performance review does not always result in an automatic salary increase. The employee’s overall performance and salary level relative to his/her position responsibilities are evaluated to determine if a salary increase would be warranted.
Budget allocations for merit increases are planned for and allocated before the start of each calendar year. The annual salary increase program is designed to assist management in planning and allocating merit and promotional increases that reward individual performance, that are market competitive and that are internally equitable.
Salary adjustments are occasionally requested or warranted at times other than the employee’s scheduled annual salary reviews. Out-of-cycle salary increases must be preapproved by the department manager, HR and the company president. Human Resources will review all salary increase/adjustment requests to ensure internal equity and compliance with company policies and guidelines.
Payment of Wages
Salary payment is made weekly] for base salary due up to the pay date.
Paydays are usually Friday.
Overtime payment, which is included with the nonexempt employee’s base salary payment, is also paid weekly] with such payment covering hours worked in the last pay period.
It is the company’s policy that employee paychecks will only be given personally to that employee or mailed to his/her home address.
If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday before the aforementioned schedule.
Employees may be paid by check or through direct deposit of funds to either a savings or checking account at the financial institution of their choice. Cash pay out may be available for some employees, please contact HR for more information.
In the event of a lost paycheck, the Human Resource department must be notified in writing as soon as possible and before a replacement check can be issued. In the event the lost paycheck is recovered and the company identifies the endorsement as that of the employee, the employee must remit the amount of the replacement check to the company within 24 hours of the time it is demanded.
If an employee’s marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted to the Human Resource department.
Except for extreme emergencies and vacation pay, no salary advances will be made.
Mandatory Meal Period
Employee meal periods are important to company productivity and employee health. Employees who work at least 6 consecutive hours will be provided a meal break not to exceed 30 minutes. The meal period will not be included in the total hours of work per day and is not compensable. Nonexempt employees are to be completely relieved of all job duties while on meal breaks.
Walter Hill Plumbing, Inc. Company Meal policy extends your meal break to 60 minutes if you work a Full Shift (9 hours, minus 1 hour for lunch for a total of an 8 hour shift)
Salaried employees, as they are paid a weekly salary regardless of the hours they work, may choose to take breaks as needed. Nonexempt employees are permitted a 15-minute rest break for each four hours of work. Nonexempt employees on rest breaks are not required to clock in and clock out because this time is considered “time worked” and is compensable.
Impermissible Use of Meal Period and/or Rest Breaks
Neither the lunch period nor the rest break(s) may be used to account for an employee’s late arrival or early departure or to cover time off for other purposes—for example, rest breaks may not be accumulated to extend a meal period, and rest breaks may not be combined to allow one half-hour long break.
Overtime Pay (nonexempt employees)
Nonexempt employees who exceed 40 hours of work time in a workweek will be paid time and one half.
Paid leave, such as holiday, sick or vacation pay, does not apply toward work time.
The workweek begins at 12:00 a.m. on Wednesday morning and ends at 11:59 p.m. on Tuesday night.
Employees who anticipate the need for overtime to complete the week’s work must notify the supervisor in advance and obtain approval before working hours that extend beyond their normal schedule.
During busy periods employees may be required to work extended hours.
On-Call Pay (nonexempt employees)
An on-call employee who is called back to work outside his or her normal work schedule shall be paid for the time worked or a minimum of two (2) hours, whichever is greater.
Time worked while on call will be calculated at the employee’s regular rate of pay. If an employee is called back to work, he or she will be paid for travel time. If an on-call employee is not called back, no pay will be earned. Overtime compensation is applicable only when total hours worked exceed 40 hours in a workweek.
Employee Travel and Reimbursement
Employees will be reimbursed for reasonable expenses incurred in connection with approved travel on behalf of the company.
Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel policies, the most conservative course of action should be adopted.
Travel for staff must be authorized in advance. Travelers should verify that planned travel is eligible for reimbursement before making travel arrangements. Upon completion of the trip, and within 30 days, the traveler must submit a Travel Reimbursement Form and supporting documentation to obtain reimbursement of expenses. For more details, refer to the company intranet for detailed travel policies, procedures and authorization and reimbursement forms.
Exempt employees will be paid their regular salary for weeks in which they travel. Nonexempt employees will be paid for travel time in accordance with federal and state wage payment laws.
Personal Leave of Absence
Employees who require time off in addition to vacation may request a personal leave of absence without pay for up to a maximum of 30 days. An extension may be approved in limited circumstances.
All regular employees employed for a minimum of 90 days are eligible to apply for an unpaid personal leave of absence. Job performance, absenteeism and departmental requirements will all be taken into consideration before a request is approved.
Please contact Human Resources for more information on request procedures.
The employee must return to work on the scheduled return date or be considered to have voluntarily resigned from his or her employment. Extensions of leave will only be considered on a case-by-case basis.
An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor immediately.
Bereavement leave will be granted unless there are unusual business needs or staffing requirements.
Bereavement leave is granted according to the following schedule:
- Employees are allowed three days of unpaid leave in the event of the death of the employee’s spouse, child, father, father-in-law, mother, mother-in-law, brother, sister, stepfather, stepmother, stepbrother, stepsister, stepson or stepdaughter.
- Employees are allowed one days of unpaid leave in the event of death of the employee’s brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle, grandparent, grandchild or spouse’s grandparent.
- Employees are allowed up to four hours of bereavement leave to attend the funeral of an employee or retiree of the company.
All employees should be able to vote either before or after regularly assigned work hours. However, when this is not possible due to work schedules, employees will receive up to three hours during the work day to vote. Time off for voting should be reported and coded appropriately on timekeeping records.
Employees who are chosen to serve as election officials at polling sites will be permitted to take required time off to serve in this capacity. It is incumbent on employees who are chosen to act as election officials to notify their manager a minimum of seven days in advance of their need for time off in order to accommodate the necessary rescheduling of work periods. Time engaged as an election official should be reported and coded appropriately on timekeeping records.
Military Leave of Absence
Walter Hill Plumbing, Inc. is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is the company’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or company policy. If any employee believes that he or she has been subjected to discrimination in violation of company policy, the employee should immediately contact Human Resources.
Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave of absence.
Employees requesting leave for military duty should contact Human Resources to request leave as soon as they are aware of the need for leave.
The company currently offers regular full-time employees regularly scheduled to work a minimum of 30 hours per week enrollment in medical insurance coverage options after they have been employed for 30 days.
Employees have up to 30 days from their date of hire to make medical plan elections. Once made, elections are fixed for the remainder of the plan year. Changes in family status, as defined in the Plan document, allow employees to make midyear changes in coverage consistent with the family status change. Please contact the Human Resource department to determine if a family status change qualifies under the Plan document and IRS regulations.
At the end of each calendar year during open enrollment, employees may change medical and dental elections for the following calendar year.
The Human Resource department is available to answer benefits plan questions and assist in enrollment as needed.
Changed to current Healthcare Law will be causing changes in this policy by January 1, 2016. You will be issued a new benefits package offer or must opt for personal health insurance through the Affordable Care Act of 2012 Laws set in place by the federal government.
Each working day begins at 6:30 A.M. Arrive to work ready & able to work. Office workers Schedule may be different.
All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Walter Hill Plumbing, Inc..
Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime.
Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.
Walter Hill Plumbing, Inc. has established the following categories for both nonexempt and exempt employees:
- Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the company’s full-time schedule of 37.5 hours per week. Generally, these employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program.
- Regular, part time: Employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible for some of the benefits offered by the company subject to the terms, conditions and limitations of each benefits program.
- Temporary, full time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
- Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
Temporary workers are not eligible for company benefits unless specifically stated otherwise in company policy or are deemed eligible according to plan documents.
Background and Reference checks
To ensure that individuals who join Walter Hill Plumbing, Inc. are well qualified and to ensure that Walter Hill Plumbing, Inc. maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form.
All offers of employment are conditioned on receipt of a background check report that is acceptable to Walter Hill Plumbing, Inc.. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead Walter Hill Plumbing, Inc. to deny employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment.
Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job related.
Walter Hill Plumbing, Inc. also reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above.
Employment of relatives and personal relationships
Walter Hill Plumbing, Inc. wants to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, cousins and domestic partner relatives.
If employees begin a dating relationship or become relatives, partners or members of the same household and if one party is in a supervisory position, that person is required to inform management and Human Resources of the relationship.
Walter Hill Plumbing, Inc. reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved.
Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established.
Walter Hill Plumbing, Inc. supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws.
Outlined below are the steps of our progressive discipline policy and procedure. Walter Hill Plumbing, Inc. reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee’s work record; and the impact the conduct and performance issues have on our organization.
The following outlines Walter Hill Plumbing, Inc.’s progressive discipline process:
- Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a written record of the discussion is placed in the employee’s file for future reference.
- Written warning: Written warnings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an employee’s personnel file. Employees should recognize the grave nature of the written warning.
- Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or placed on a performance improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur.
Walter Hill Plumbing, Inc. reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge.
Termination and Resignations
Separation of employment within an organization can occur for several different reasons.
- Resignation:Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. Management reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs warrant such action. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given.
- Retirement:Employees who wish to retire are required to notify their department director and the Human Resource department in writing at least one (1) month before the planned retirement date.
- Job abandonment:Employees who fail to report to work or contact their supervisor for three (3) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. The supervisor shall notify the Human Resource department at the expiration of the third workday and initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire.
- Termination:Employees of Walter Hill Plumbing, Inc. are employed on an at-will basis, and the company retains the right to terminate an employee at any time.
Return of Company Property
The separating employee must return all company property at the time of separation, including uniforms, cell phones, keys, PCs and identification cards. Failure to return some items may result in deductions from the final paycheck. An employee will be required to sign the Wage Deduction Authorization Agreement to deduct the costs of such items from the final paycheck.
The separating employee shall contact the Human Resource department as soon as notice is given to schedule an exit interview. The interview will be on the employee’s last day of work or another day, as mutually agreed on.
Accrued vacation leave will be paid in the last paycheck unless the employee resigned and did not give and work a full two weeks’ notice
Health insurance terminates the last day of the month of employment, unless an employee requests immediate termination of benefits. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided. Employees will be required to pay their share of the dependent health and dental premiums through the end of the month.
Former employees who left Walter Hill Plumbing, Inc. in good standing and were classified as eligible for rehire may be considered for reemployment. An application must be submitted to the Human Resource department, and the applicant must meet all minimum qualifications and requirements of the position, including any qualifying exam, when required.
Supervisors must obtain approval from the Human Resource director or designee prior to rehiring a former employee. Rehired employees begin benefits just as any other new employee. Previous tenure will not be considered in calculating longevity, leave accruals or any other benefits.
An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire.
Promotions and Transfers
Employees with more than twelve months of service may request consideration to transfer to other jobs as vacancies become available and will be considered along with other applicants. At the same time, the company may initiate transfers of employees between departments and facilities to meet specified work requirements and reassignment of work requirements.
Walter Hill Plumbing, Inc. offers employees promotions to higher-level positions when appropriate. Management prefers to promote from within and may first consider current employees with the necessary qualifications and skills to fill vacancies above the entry level, unless outside recruitment is considered to be in the company’s best interest.
To be considered, employees must have held their current position for at least 12 months, have a satisfactory performance record and have no disciplinary actions during the last 12 months. Management retains the discretion to make exceptions to the policy.
Same-Sex Marriages, Civil Unions and Domestic Partners
Same-sex marriages/Civil Unions are persons who:
- Are at least 18 years of age and of the same of the same biological gender
- Have participated in a legally recognized marriage or civil union ceremony in a state which legally allows and recognizes same-sex marriages/civil unions.
Domestic partners are persons who:
- Are at least 18 years of age and of the same gender.
- Are not legally married to any person and are not related in any way that would prohibit marriage in the company’s state of operation.
- Share permanent residence.
Domestic partners must have two of the following:
- Joint lease, mortgage or deed.
- Joint ownership of a vehicle.
- Joint ownership of a checking account or credit account.
- Designation of the domestic partner as beneficiary for the employee’s life insurance or retirement benefits.
- Shared household expenses.
Domestic partners are persons who:
- Are at least 18 years of age and of the same gender.
- Are not legally married to any person and are not related in any way that would prohibit marriage in the company’s state of operation.
Share permanent residence
Company registration of a domestic partnership will be required for coverage under company benefits.
- An employee who wishes to register a domestic partnership must contact the Human Resource department for information and the registration form. Upon receipt of a properly completed form, the department will consider the partnership registered as of the date on the form’s signature line.
- Children of domestic partners are eligible for benefits under the same conditions as are the children of employees’ legal spouses.
- Enrollment of domestic partners and eligible dependent children is subject to the same rules as enrollment of other dependents.
- Domestic partners and their enrolled dependents receive the same or equivalent benefits as spouses, and their enrolled dependents receive group continuation health coverage through COBRA and/or individual conversion.
- An employee may terminate a domestic partnership by notifying Human Resources in writing of the termination of the domestic partnership within 30 days of its termination.
The tax consequences of a domestic partnership are the responsibility of the employee. The value of benefits provided to an employee’s domestic partner (and to the domestic partner’s eligible children, if any) is considered part of the employee’s taxable income, unless the employee’s domestic partner qualifies as a dependent under Section 152 of the Internal Revenue Code.
Questions regarding this policy should be directed to the Human Resource department.
Workers’ Compensation Benefits
The company is covered under statutory state workers’ compensation laws. Employees who sustain work-related injuries must immediately notify their department supervisor.
It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client.
Although most safety regulations are consistent throughout each department and program, each employee has the responsibility to identify and familiarize her/himself with the emergency plan for his/her working area. Each facility shall have posted an emergency plan detailing procedures in handling emergencies such as fire, weather-related events and medical crises.
It is the responsibility of the employee to complete an Accident and Incident Report for each safety and health infraction that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee disciplinary action, including termination.
Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the employee, client or company property at risk can lead to employee disciplinary action and/or termination.
The Health and Safety Committee and the safety director shall have the responsibility to develop and the authority to implement the safety and health program in the interest of a safer work environment.
Drug & Alcohol Free Workplace
Walter Hill Plumbing, Inc. has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, Walter Hill Plumbing, Inc. is committed to the elimination of drug and/or alcohol use and abuse in the workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy applies to all employees and all applicants for employment of Walter Hill Plumbing, Inc.. The Human Resource department is responsible for policy administration.
Employee Assistance and Drug-Free Awareness
Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about those consequences and sources of help for drug/alcohol problems is available from the Human Resource department, whose members have been trained to make referrals and assist employees with drug/alcohol problems.
Walter Hill Plumbing, Inc. will assist and support employees who voluntarily seek help for such problems before becoming subject to discipline and/or termination under this or other policies. Such employees may be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Such employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety sensitive or that require driving or if they have violated this policy previously.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.
The following work rules apply to all employees:
- Whenever employees are working, are operating any company vehicle, are present on company premises, or are conducting related work off-site, they are prohibited from:
- Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
- Being under the influence of alcohol or an illegal drug as defined in this policy.
- The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing company business or while in a company facility is prohibited.
- Walter Hill Plumbing, Inc. will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked.
- Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.
The company retains the right to require the following tests:
- Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent workplace use, possession or impairment. Human Resources must be consulted before sending an employee for reasonable suspicion testing.
- Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously damage a company vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing must take place as soon as physically possible.
- Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to and including discharge. Depending on the circumstances and the employee’s work history/record, Walter Hill Plumbing, Inc. may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies for a minimum of one (1) year but not more than two (2) years. If the employee either does not complete his/her rehabilitation program or tests positive after completing the rehabilitation program, he/she will be subject to immediate discharge from employment.
Applicants who refuse to cooperate in a drug test will be terminated.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated.
The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge.
Employees will be paid for time spent in alcohol/drug testing and then suspended pending the results of the drug/alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test; this meeting will include a member of management and Human Resources. Should the results prove to be negative, the employee will receive back pay for the times/days of suspension.
Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the medical review officer (MRO) shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files.
Walter Hill Plumbing, Inc. reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge.
Crimes Involving Drugs
Walter Hill Plumbing, Inc. prohibits all employees from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company business. Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.
Anti Harassment Policy and complaint procedure.
Walter Hill Plumbing, Inc. is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Walter Hill Plumbing, Inc. expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.
It is the policy of Walter Hill Plumbing, Inc. to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. Walter Hill Plumbing, Inc. prohibits any such discrimination or harassment.
Walter Hill Plumbing, Inc. encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Walter Hill Plumbing, Inc. to promptly and thoroughly investigate such reports. Walter Hill Plumbing, Inc. prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Walter Hill Plumbing, Inc. (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, Human Resources or any member of management.
When possible, Walter Hill Plumbing, Inc. encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Walter Hill Plumbing, Inc. recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
Walter Hill Plumbing, Inc. encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
If a party to a complaint does not agree with its resolution, that party may appeal to Walter Hill Plumbing, Inc.’s HR Manager or Foreman.
Violence in the workplace
All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others.
Conduct that threatens, intimidates or coerces another employee, customer, vendor or business associate will not be tolerated. Walter Hill Plumbing, Inc. resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. Walter Hill Plumbing, Inc. treats threats coming from an abusive personal relationship as it does other forms of violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor, security personnel, Human Resources, member of Walter Hill Plumbing, Inc.’s Threat Management Team or any member of senior management. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.
Employees should promptly inform the Human Resource department of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. Walter Hill Plumbing, Inc. will not retaliate against employees making good-faith reports. Walter Hill Plumbing, Inc. is committed to supporting victims of intimate partner violence by providing referrals to Walter Hill Plumbing, Inc.’s employee assistance program (EAP) and community resources and providing time off for reasons related to intimate partner violence.
Walter Hill Plumbing, Inc. will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. Walter Hill Plumbing, Inc. will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, Walter Hill Plumbing, Inc. may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.
Walter Hill Plumbing, Inc. encourages employees to bring their disputes to the attention of their supervisors or Human Resources before the situation escalates. Walter Hill Plumbing, Inc. will not discipline employees for raising such concerns.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
DETOURS AND LOITERING
- No Store trips except on your lunch break. Some exceptions may be made. No loitering at stops en route to a job site, no loitering on the job.
- Employee is responsible for damage to Walter Hill Plumbing, inc. Property while on duty.
- Employers vehicles, machinery and equipment to be used solely for Employers business.
Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor.
This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.
All inquiries from the media must be referred to Sheryl Freeman, HR Manager. Extension 103
Conflicts of Interest
Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of Walter Hill Plumbing, Inc. may conflict with the employee’s own personal interests. Company property, information or business opportunities may not be used for personal gain.
Conflicts of interest could arise in the following circumstances:
- Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while employed with Walter Hill Plumbing, Inc.
- Hiring or supervising family members or closely related persons.
- Serving as a board member for an outside commercial company or organization.
- Owning or having a substantial interest in a competitor, supplier or contractor.
- Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all company employees.
Employees with a conflict-of-interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their manager or the Human Resource department.
Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below.
Activities and conduct away from the job must not compete with, conflict with or compromise the company interests or adversely affect job performance and the ability to fulfill all job responsibilities. Employees are prohibited from performing any services for customers on nonworking time that are normally performed by Walter Hill Plumbing, Inc.. This prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or application of any confidential information. In addition, employees are not to solicit or conduct any outside business during paid working time.
Employees are cautioned to carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If Walter Hill Plumbing, Inc. determines that an employee’s outside work interferes with performance, the employee may be asked to terminate the outside employment.
Employees who have accepted outside employment may not use paid sick leave to work on the outside job. Fraudulent use of sick leave will result in disciplinary action up to and including termination.
Attire and Grooming
It is important for all employees to project a professional image while at work by being appropriately attired. Walter Hill Plumbing, Inc. employees are expected to be neat, clean and well groomed while on the job. Uniform shirts and pants will be issued to you.
Walter Hill Plumbing, Inc. provides standard uniforms for all employees. You will receive upon employment (5) WHP branded shirts, and 5 work pants. WHP maintains a uniform charge deduction from your weekly paycheck, if you would like to opt out and buy-out the uniforms please consult management. Management reserves the right to determine appropriateness. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to change clothes. Continued disregard of this policy may be cause for disciplinary action, which may result in termination.
No altering of Employer issued uniforms. Uniforms are to be worn everyday at work. Work boots are REQUIRED. Sneakers and Tennis shoes will not be accepted. Employees dealing with the general public are to have shirts tucked in and a belt worn.
Cell Phone, Computer and Other Internet Use
The following guidelines have been established for using the Internet, company-provided cell phones and e-mail in an appropriate, ethical and professional manner:
- Internet, company-provided equipment (e.g., cell phone, laptops, computers) and services may not be used for transmitting, retrieving or storing any communications of a defamatory, discriminatory, harassing or pornographic nature.
- The following actions are forbidden: using disparaging, abusive, profane or offensive language; creating, viewing or displaying materials that might adversely or negatively reflect upon Walter Hill Plumbing, Inc. or be contrary to Walter Hill Plumbing, Inc.’s best interests; and unauthorized access of any computers and company-provided equipment such as cell phones and laptops.
- Employees may not copy, retrieve, modify or forward copyrighted materials, except with permission or as a single copy to reference only.
- Employees must not use the system in a way that disrupts its use by others. Employees are prohibited from sending or receiving files that are not related to work.
- Employees should not open suspicious e-mails, pop-ups or downloads. Contact IT with any questions or concerns to reduce the release of viruses or to contain viruses immediately.
- Internal and external e-mails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending e-mail within and outside the company.
- Apps are not to be installed on the Company Phones. Any pre-loaded Apps that are non-essential for work are to be ignored and not used, this includes but is not limited to; Pandora, R-dio, iHeart Radio, Spotify, Facebook, Twitter, Instagram, SnapChat and any other form of data using apps that are non-essential to company use.
- Do not delete non-spam email from your deleted items folder. If you are asked to archive your email please notify IT staff so it may be backed up properly. If your email stops sending and receiving, there is a chance you have exceeded your email storage space and IT will need to archive your email to continue service. IT recommends you do not delete email you wish to keep and store it in another folder, this way deleted items may be emptied periodically.
- The use of your personal cell phone while on duty is prohibited. You or your Team leader will have a company provided cell phone. Your spouse, family, and emergency contacts may use the work phone number to reach you in case of emergency. Personal Cell phones are to be left in your car or at home. Walter Hill Plumbing, inc. will not be held responsible for the loss of your personal equipment if left on the premises, please be responsible.
Right to Monitor
All company-supplied technology and company-related work records belong to the company and not to the employee. Walter Hill Plumbing, Inc. routinely monitors use of company-supplied technology. Inappropriate or illegal use or communications may be subject to disciplinary action up to and including termination of employment.
Social Media—Acceptable Use
Below are guidelines for social media use.
Employees may not post financial, confidential, sensitive or proprietary information about the company, clients, employees or applicants.
Employees may not post obscenities, slurs or personal attacks that can damage the reputation of the company, clients, employees or applicants.
When posting on social media sites, employees must use the following disclaimer when discussing job-related matters, “The opinions expressed on this site are my own and do not necessarily represent the views of Walter Hill Plumbing, Inc..”
Walter Hill Plumbing, Inc. may monitor content out on the Internet. Policy violations may result in discipline up to and including termination of employment.
Social Media includes but is not limited to; Facebook, Twitter, Instagram, MySpace, SnapChat, Imgur, Youtube …
Solicitations, Distributions and Posting of Materials
Walter Hill Plumbing, Inc. prohibits the solicitation, distribution and posting of materials on or at company property by any employee or nonemployee, except as may be permitted by this policy. The sole exceptions to this policy are charitable and community activities supported by Walter Hill Plumbing, Inc. management and company-sponsored programs related to Walter Hill Plumbing, Inc.’s products and services.
- Nonemployees may not solicit employees or distribute literature of any kind on company premises at any time.
- Employees may only admit nonemployees to work areas with management approval or as part of a company-sponsored program. These visits should not disrupt workflow. An employee must accompany the nonemployee at all times. Former employees are not permitted onto company property except for official company business.
- Employees may not solicit other employees during work times, except in connection with a company-approved or sponsored event.
- Employees may not distribute literature of any kind during work times or in any work area at any time, except in connection with a company-sponsored event
- The posting of materials or electronic announcements are permitted with approval from Human Resources.
Violations of this policy should be reported to Human Resources.
Employee Personnel Files
Employee files are maintained by the Human Resource department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis.
A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with antidiscrimination laws.
Personnel file access by current employees and former employees upon request will generally be permitted within three days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resource department. Personnel files may not be taken outside the department.
Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.