Red
Mountain Roofing’s Policies
All of the policies here, contained in Red
Mountain Roofing’s Safety Manual (a.k.a. Injury and Illness Prevention Program)
and miscellaneous policies contained in memorandums and employee
acknowledgement forms constitute Red Mountain Roofing’s policies. All
policies must be followed. Red Mountain
Roofing, LLC. complies with all applicable federal, state and local laws as
they concern the employer/employee relationship, and nothing contained herein
should be construed to violate any of the rights or responsibilities contained
in such laws.
Red Mountain Roofing shall be abbreviated
throughout this policy as RMR.
Table of Contents
Immediate Termination
Offenses
All Higher Levels are in
the Employee s Chain of Command
Last Command &
Employee Disagreement
Non-Communication with
Chain of Command
New Hires through Ninety
Days and through the First Year of Active Employment
Security and Protection
of Red Mountain Roofing’s Assets
Personal Items: Safety
Glasses, Gloves, High Vis T-shirts
Personal Protection
Equipment (PPE): Harnesses, Lanyards (some may be retractable), Anchors
Personal Vehicle
Compensation Policy
Vehicle Usage Standards
& Procedures
Driver Records Monitoring
& Samba Safety
Samba Safety Link: Click
Here to Enroll in Samba Safety.
Driving Standards &
Procedures
Red Mountain Roofing
Vehicles are for Red Mountain Roofing Business Only
Accidents and Moving
Violations
Passengers: Only Red Mountain Roofing Employees
Allowed
Driver Productivity &
Expectations
Company Purchases,
Receipts and Employee Reimbursement
Lunch Hour is Required
& Assumed
Lunches/Employer-Hosted
Parties with RMR: Paid or Not?.
Lunch Outings with RMR
Executives
Lunch Outings: Working
Lunches with RMR Executives
Lunch at the Office or
Jobsite: Working Lunches
Employer-Hosted
Parties/Breakfast/Luncheons/Dinner at Any Venue for Employees
Employer-Hosted
Parties/Breakfast/Luncheons/Dinner at Any Venue for Customers
Usage of Any Personal
Items at Work or For Work Purposes
After-Hours Emergency
Leak Calls
Onsite Camera Monitoring
& Recording
Fit for Duty / Fitness
for Duty
Not Fit for Duty for
Medical Reasons
Drug & Alcohol
Testing Request
Absence Reporting /
Call-Outs for any Non Paid Sick Leave Reason
Scheduled Start Time for
Roofers, Crews and Operations Managers
Scheduled Start Time for
Office Workers
Scheduled Start Time for
Supervisors
Early Arrivals for
Roofers, Crews & Operations Managers
Off-the-Clock Work is
Strictly Prohibited
Clock-in / Clock-out
Required for Employees, Supervisors and Operations Managers
Confidentiality of
Employee Compensation Policy
Technology Usage Policy:
Phones, Computers, Internet, Email, and Other Technology
Red Mountain Roofing,
LLC. s Right to Monitor and Consequences for Misuse
For Employees Leaving the
Company
Safety Incidents Must Be
Reported by Every Employee
Any Role Where Help is
Needed Policy
SAFETY: Single-Ply
Application – Fire Prevention Policy
Employee Performance Issues
Red
Mountain Roofing is dedicated to improving every employee given the employee
demonstrates a capability and willingness to improve. As capability is a factor, Red Mountain
Roofing will generally provide 3 written notices of improvement needed, which
gives the employee 3 opportunities to make the improvements required. Employees in certain trusted positions, such
as manager, estimator and sales and marketing will receive softer notices and
encouragement related to performance; however, these employees should not
expect to receive 3 written notices prior to termination given the potential
harm to the company that may occur due to keeping these employees on staff
while being performance managed.
Immediate Termination Offenses
While
Red Mountain Roofing is dedicated to improve every
employee, the following is a list of offenses which Red Mountain Roofing deems
as immediate termination offenses. As
with all issues, Red Mountain Roofing will listen to the employee’s position on
any offense for which the employee is being accused. Given the circumstances related to the event,
Red Mountain Roofing at its sole discretion may make a
determination to write up an employee rather than terminate.
1. Insubordination
a. This
includes failure to follow direction of any owner, any executive, any manager,
any supervisor or any crew leader
b. This
includes disrespect of anyone in an employee’s chain of command.
c. Non-communication
with anyone in an employee’s chain of command.
2. Bad
behavior on a jobsite
a. Foul
language
b. Emotional
outburst
c. Smoking
where smoking has been prohibited.
Unless permission has been established as to where smoking is
permissible, smoking is prohibited anywhere else.
d. Inappropriate
gestures
e. Fighting
or yelling
f.
Any criminal activity associated with Red
Mountain Roofing or which leads police to a Red
Mountain Roofing jobsite
3. Issues
identified by a Red Mountain Roofing customer for which the customer demands
the employee’s removal from a jobsite.
a. For
some customers, smoking on a jobsite can get a worker banned from a
jobsite.
4. Emotional
Outburst at RMR
a. Slamming
doors, grunting, rolling of eyes,
b. Yelling,
fighting, throwing things,
c. Gestures
or any other behavior which might be perceived as creating a hostile
environment
5. Gross
Negligence.
a. Any
acts displaying a reckless disregard for safety and/or property.
6. Unsafe
behavior
7. Sleeping
on the job
8. Employee
working or reporting to work in a Not Fit for Duty state.
9. Lying
to a supervisor or manager
10. Workplace
harassment, creating or contributing to a hostile environment
11. Frequent
pattern absences. This would be defined
as employees consistently not showing up on the same day every week. Absences determined to be Paid Sick Leave
do not apply.
12. Retaliation
in any form.
Employee Self-Termination
Every
employee has the right to self-terminate at any time. The following are a
list of actions that are construed as self-termination actions.
1. No-call
and no-show for any day in which an employee is scheduled to work where the
Paid Sick Leave policy doesn t apply.
2. Any
disagreement where an employee decides that he/she will not follow any of Red
Mountain Roofing’s policies
3. Failure
to report for drug testing or submit to drug testing, which is construed as
disagreement to comply with Red Mountain Roofing’s policy on drug testing
Smoking/Vaping
Smoking and/or
vaping of any substance whereby any other person would be subjected to the 2nd
hand fumes is strictly prohibited. Smoking
and/or Vaping in any RMR vehicles, offices and warehouse is also strictly
prohibited.
Chain of
Command
RMR
has a chain of command, which means that each employee is expected to follow
the direction of his/her immediate supervisor.
If the immediate supervisor cannot be reached, the employee shall seek
direction from the immediate supervisor of his/her immediate supervisor. Respecting the chain of command, each
employee is expected to inform his/her immediate supervisor of any direction or
command received by a higher-level supervisor.
While this chain of command is in place, every employee must adhere to RMR’s
policies and report any violations up the chain of command to David, Chris or
Suzanne.
All Higher Levels are in the Employee s Chain of Command
While
the Chain of Command includes all supervisors up through the company owners and
executives, any supervisor with whom an employee is engaged in conversation
with a higher level must be considered in the chain of command and must be
respected and treated in the same fashion as an employee’s immediate
supervisor.
Conflicting Direction
An employee
may get different inputs and direction from different supervisors, and this is
always a possibility for every employee at every level. Supervisors provide direction based on the
best information they have at the time they are providing the direction. As things change throughout any given day,
the direction may be changed by another supervisor. In addition, supervisors often discuss
different approaches to the handling of different scenarios to best address the
needs of the company and any given situation.
When an employee is contending with a different or perceived conflict in
the direction provided by different supervisors, the employee is expected to
inform the supervisor currently providing the conflicting input with the
previous direction provided. The
supervisor, at that time, will decide on the direction the employee should take
from that moment.
Last Command & Employee Disagreement
While it is ok to disagree in an agreeable
manner with anyone in an employee’s chain of command, the employee must follow
the last command provided regardless of the employee’s agreement.
Non-Communication with Chain of Command
If an employee feels the need to depart any
situation in an emotional state, the employee may disengage for a period of time not to exceed 1 hour for the purposes of
cooling off.
New Hires through Ninety Days and through the First
Year of Active Employment
The Company reserves the right to require that all new
hires complete ninety (90) days of active employment with the Company prior to
using granted paid sick leave or any PTO (only applicable as granted). The Company reserves the right to require
that all new hires complete 1 full year of active employment prior to using any
other granted paid leave.
PTO (Paid Time Off)
Individuals in higher level positions may be granted
PTO. PTO grants are a single-time,
incentive-based grant, which is evaluated against an employee s higher-level
contribution to the company s overall profitability. Each PTO grant is good for one active year of
employment from the anniversary of the grant.
The anniversary of the grant shall be delayed by an amount equal to any
leaves of absence as leaves of absence are not considered active employment. Consecutive
year grants are not a guarantee.
Separating Employees
Employees in the process of separating from the company
for any reason in the weeks following a holiday are not eligible for any type
of paid leave, with the exception of PSL.
General Respect
All employees are expected to respect all
other employees, managers, subordinates and all others with dignity and
decency. Disrespect comes in many forms
and will not be tolerated.
Retaliation
Retaliation against
any employee who has engaged in any protected activity is unacceptable and is
grounds for immediate termination.
Protected activity includes but is not limited to the following:
1.
Participation in an EEO process or opposition to
discrimination
2.
Reporting of any safety issue, including
drug/alcohol use on the job
3.
Reporting of any employee being in a not fit for
duty state while on the job
4.
Reporting of any bad behaviors of other
employees regardless of level in the company which goes against Red Mountain
Roofing policies
*Please report any retaliation directly to
David Figueroa or Suzanne Murray. We
will investigate every reported matter and take appropriate action.
Employee Productivity
All employees are expected to stay productive
throughout the entire workday. Employees
are expected to not be sitting at any time during the day with the exception of
break times (1 15 minute break per 4 hours worked) and
lunch.
Onsite Supervisors
Onsite supervisors are directly responsible for:
1. Safety
onsite
2. Staying
at the site throughout the entirety of the day
a. If
employee absolutely must leave, permission shall be obtained via text message from
someone in the supervisor s chain of command
3. Cleanliness
of the site
Supplemental Pay
Red Mountain Roofing provides a supplemental
pay to incentivize higher performance that results in higher profits, and is an
additional incentive pay for the following with the requirement
that all conditions are met in a given work week.
1.
Attendance. Employee works a
full day or until work is complete for the day for every day of the work week,
which is Monday through Friday.
Employees are allowed one exception for every 8-week period.
2.
Quality.
The employee s work, which includes the work of the entire crew with which the
employee is working, is of a high-quality nature with no identified issues.
*
Note: Supplemental pay is specifically geared to
reward higher performance that results in higher profitability for the company. As an individual cannot be separated from the
crew/team, employees are expected to encourage each other to perform to the
benefit of everyone. An employee
struggling to perform on a team with others not sharing in the desire to
perform should speak to a supervisor/manager/executive.
3.
Quantity. The employee along with the crew completes an
amount of work commensurate with that expected of a high performing crew.
4.
Pictures. The employee turned in pictures of all work
for every day of the work week. Pictures
shall provide a pictorial story of the work completed in a
given day for each and every day.
5.
No
identified issues regardless of when the issue actually
occurred. Issues include the
following:
a.
Overspray
damage. Cars, carports, walls, A/C s and
other rooftop equipment, patio furniture and more need to be covered. Taping off walls to ensure straight lines and
more.
b.
Debris
including flying debris. All items on
the roof must be secured prior to the end of each day to prevent debris from
flying when exposed to wind. Debris must
be minimized throughout each day removed at the end of
each day.
c.
Damage
to vehicles and/or equipment not due to normal wear and tear.
d.
Loss
of equipment.
e.
Preventable
Damage. AC s on
the ground next to the roof, pavers, concrete and more must be protected from
damage by falling debris, forklifts and equipment.
6.
Safety. The employee is in
compliance with safety throughout the entire work week.
7.
Supervisor
supplemental pay requires the following in addition to everything already
listed.
a.
Daily
Checklists completed for all assigned jobs for the day
b.
SD
Cards turned in with Pictures taken with RMR supplied cameras every day
c.
Jobs
cleared were cleared correctly
d.
Reporting
of information was correct
Travel, Per Diem & Hotels
Per diem is
provided when an employee s overnight travel causes an additional expense to
the employee s food costs beyond that which an employee would already spend on
food. i.e. Most employees have food at home, which they
can cook at home for less than they would spend on a business trip. The per diem amount is established prior to
the employee s travel and the amount is based on the location where the
employee will be working.
Pay is based on
the travel time to the location and the actual hours worked.
Hotels
reservations and payment is provided by RMR, but that does not include any
additional expenses which an employee might charge to their room. Examples of things not included: charges for
video, entertainment, bar items and anything that isn t part of the cost of the
lodging itself.
Security
and Protection of Red Mountain Roofing’s Assets
All
employees shall take best efforts to protect RMR’s
assets. This includes:
Computer
and Technology
1. Ensure
that Norton Security is up to date and running at all times. If the software license expires, it is the
employee’s responsibility to inform the IT department and ensure that the
software license is updated as soon as possible.
2. Avoid
clicking on any link that comes through email.
Prior to clicking on any link that comes through an email, employee must
make a phone call to the sender to verify the legitimacy of the link prior to
clicking.
3. Avoid
responding to any requests for company information.
4. Never
connect a USB to power any device, including but not limited to:
phones, fans, USB is an integrated
module in the computer, and connecting devices, while possible, can damage the
internal USB module.
Equipment
1. Employees
are expected to protect all RMR equipment from theft, damage or loss.
a. Employees
parking trucks in parking lots are expected to secure all equipment on/in the
vehicle.
b. Equipment
shall never be left in a vehicle in view of any passersby as even a locked
vehicle is subject to having the glass broken and equipment stolen.
Personal Items: Safety Glasses, Gloves, High Vis
T-shirts
Red Mountain Roofing supplies safety glasses,
gloves, high-visibility t-shirts and other personal items when employees first
start on the job. As items wear out,
employees may exchange worn out items for replacement items with no cost to the
employee. However, if an employee loses
an item, the item will need to be replaced at the employee s expense. For convenience, Red Mountain Roofing has
items that may be purchased for the following prices.
|
Item |
Price Red |
|
Safety Glasses (clear or smokey) |
$4.00 each |
|
Gloves |
$4.00 per pair |
|
High-Visibility T-Shirts |
$10.00 each |
|
Hooded High Visibility T-Shirts |
$13.00 each |
Personal Protection Equipment (PPE): Harnesses, Lanyards (some
may be retractable), Anchors
Red Mountain Roofing provides all of the necessary PPE needed for the job. Maintaining issued PPE is the responsibility
of each person. Worn out PPE may be
turned in for replacement. Prior to
leaving the company, each individual is expected to
return all issued PPE back to Red Mountain Roofing. Any PPE not returned to the company prior to
an employee s departure will be held against the employee s remaining paychecks
at the replacement price, which accommodates expected depreciation of the
PPE. Any lost PPE may be purchased by
the employee at the following prices.
|
Item |
Price Red |
|
Harness Kit (Harness, Lanyard, Anchor) |
$99.00 each |
|
Harness Only |
$59.00 each |
|
Safety Lanyard (adjustable) |
$73.90 each |
|
Roof Anchor (reusable) |
$14.99 each |
|
Retractable Lifeline (Yo-Yo) |
$499.00 each |
Personal Vehicle Compensation Policy
Vehicle
mileage is paid out in fuel for the employee’s vehicle. This policy is in place to ensure the
employee has fuel, which can be compensated by RMR more quickly than cutting a
check to the employee for the reimbursement.
Although paid out in an equivalent fuel amount rather than cutting the
employee a check, the amount includes more than just the fuel usage. The rate is a calculation that assumes the
following:
|
|
Mileage |
Compensation |
|
Oil |
3,000 |
$50 |
|
Tires |
40,000 |
$800 |
|
Insurance |
n/a |
Not |
|
Annual |
25,000 |
$500 |
|
Total |
|
|
|
|
$ |
$/mile |
|
Oil |
50/3000=0.0167 |
$0.0167 |
|
Tires |
800/40000=0.02 |
$0.02 |
|
Insurance |
0 |
$0.00 |
|
Annual |
500/25000=0.02 |
$0.02 |
|
Total |
.0167+.02+.02=0.0567 |
$0.0567 |
Anything
not listed in this calculation for non-fuel usage is not included,
and amounts while assumed are the amounts for which Red Mountain Roofing
is willing to compensate the employee.
The
fuel compensation should be calculated as follows:
Gallons
of Fuel for Fuel Used is based on the vehicle and shall be compensated as
follows
1. Truck:
Employee Miles / 13 miles per gallon
2. Small
SUV: Employee Miles / 18 miles per gallon
3. Sedan:
Employee Miles / 22 miles per gallon
4. Gallons
of Fuel For Non-Fuel = .0567 * Employee Miles / Avg.
Fuel Price Today from AAA s website on the day or week of the covered trip
Example:
Employee
drove 100 miles for Red Mountain Roofing
Gallons
of Fuel for Fuel Used = 100/13=7.6923 gallons
Gallons
Adder for Non-Fuel = (.0567*100)/5=1.134
Total
Fuel for employee mileage = 7.6923+1.134=8.8263 *this should be rounded to the
nearest gallon
Total
Fuel for employee mileage = 9 gallons
Paycheck
Payout: The Exception
While
a paycheck payout is the exception, should the employee take a check for
compensation, the gas price will be based on the average fuel price on AAA s
website on the day or week of the covered trip.
To
qualify for a fuel reimbursement, the following conditions must be met:
1. A
Red Mountain Roofing GPS tracker was plugged into the employee’s vehicle for
the miles which are being claimed
2. The
employee must have provided a copy of his/her proof of current insurance for
the time when mileage is being claimed
3. The
employee must send a text message to Suzanne and David prior to every trip
4. The
employee’s trip must be pre-approved by Suzanne and David prior to driving
5.
Reimbursable miles do not include:
a. Miles
to/from the job site from/to home
b. Miles
to/from the office from/to home
c. Miles
to/from lunch
d. Miles
to/from convenience/grocery stores unless specifically directed to go to a
convenience store for RMR
6. Employee
must keep a log of all trips
7. At
the time of being reimbursed in fuel, employee must send a picture of the fuel
pump after pumping fuel to David and Bill
8. Employee
agrees to Red Mountain Roofing’s Fuel Policy
IRS compensation: The IRS provides an
upper limit for fuel compensation. Should
your fuel compensation exceed this limit, you would be taxed on any amounts
over the limit by the IRS. This figure
has no bearing on Red Mountain Roofing s fuel compensation calculation.
Employees not agreeing with this personal
vehicle compensation policy shall not drive for RMR.
Vehicle Usage Standards & Procedures
The Company has developed a vehicle usage policy. Company owned vehicles and/or those personal
vehicles used by company employees for business purposes will be operated in a
safe and economical manner. The
Guidelines are:
1.
Operate vehicles in a manner consistent with the
Driving Standards & Procedures .
Operating any vehicle outside outlined rules
may result in forfeiture of all driving privileges or employment termination.
2.
All traffic violations received while operating
a company vehicle will be paid by the employee.
All damage to personally owned vehicles while on
company business are the sole responsibility of the employee.
3.
Report all accidents to the manager consistent
with The Company Driving Standards and Procedures .
4.
If driving a company provided vehicle, report
vehicle defects and needed repairs to company management so necessary repairs
can be made. The employee is not to give
permission for the vehicle to be driven by any other person, including family
members. Specific permission must be
obtained from company management for any personal use of the vehicle.
Driver Records Monitoring & Samba Safety
The Company has made a commitment to safety and has signed
up to work with Samba Safety to ensure all drivers records meet minimum requirements
for safety on an ongoing basis. Samba
Safety will provide and maintain a list of drivers that meet their Safety
criteria to continue being qualified to drive for Red Mountain Roofing. The process begins with all drivers
registering on the Samba Safety website by clicking on the following link: click
here to Enroll with Samba Safety.
After enrolling with Samba Safety, Samba Safety will inform Red Mountain
Roofing of any driver s clearance to drive.
If a driver s records change and the driver is no longer considered to
be a safe driver, Samba Safety will inform Red Mountain Roofing of the change and the driver will be taken off the drivers list
and prohibited from driving for Red Mountain Roofing.
Samba
Safety Link: Click Here to Enroll in Samba Safety
Driving Standards & Procedures
The Company has made a commitment of
safety, service, and quality to both our employees and customers. The Company mandates that our employees
operate all vehicles used while conducting company business, whether the
vehicle is owned by the company or not, in a safe and economical manner. Policy guidelines are summarized by the
following:
1. All
vehicle operators must be Fit for Duty as described in the Fit for Duty policy.
2. Vehicles
are not to be operated unless in a safe operating condition.
3. Drivers
must be physically and mentally able to drive safely.
4. Drivers
must conform to all traffic laws with allowances made for adverse weather and
traffic conditions.
5. Respect
the rights of other drivers and pedestrians.
Courtesy is contagious.
6. Drivers
may not use drugs or alcohol while operating a vehicle for company business.
7. A
driver s position is contingent upon the individual maintaining an insurable
status with Red Mountain Roofing s auto insurance company.
Red Mountain Roofing Vehicles are for Red Mountain Roofing
Business Only
Red Mountain Roofing employees may
be granted access to Red Mountain Roofing vehicles to drive home and back to
work again at the sole discretion of Red Mountain Roofing. In such cases, the following rules apply:
1. Red
Mountain Roofing s management approval is required.
2. Vehicles
are not to be used for personal use for any reason beyond the employee s drive
to and from work. No other driving of
the vehicle is permissible. GPS trackers
monitor vehicle operation, and any violation of the driving policy is subject
to disciplinary actions.
3. While
employees are permitted to drive vehicles home, drive
time to and from work, whether to the jobsite or the job, is considered
personal use and the employee is considered off the clock for the drive.
4. Employees
may never allow any passenger other than another Red Mountain Roofing employee.
Vehicle Stops
Between Red Mountain Roofing s
yard and the jobsite and on days when the outside temperature exceeds 90
degrees, employees are permitted for the purpose of purchasing ice to stop at a
convenience store for a duration not to exceed 10 minutes. Stops at any other
location are not permissible. Unauthorized
detours in violation of this policy will result in all employees in the vehicle
being docked for the entire detour from the path from the jobsite to the
worksite. Stops at an employee s residence or any other residence not related
to Red Mountain Roofing s contracted work are never permitted, and such stops will
result in disciplinary action.
Accidents and Moving Violations
All accidents and moving
violations, whether on company time or not, and whether or
not in a company vehicle, are to be reported to management of The
Company within the first business day following the accident or violation. All accidents will be reviewed, and
determination made as either preventable or non-preventable. A preventable accident is defined as an
accident in which the driver failed to do everything reasonably possible to
avoid the accident.
MVR Standards
Motor Vehicle Records (MVR) will
be checked annually on all employees where driving is any part of their job
description. The MVR will be reviewed to
ascertain the employee holds a valid license and their driving record is within
the parameters set by company management.
MVR checks which reveal:
1. Three
(3) or more traffic violations for drivers age 25 and
older, employees under the age of 25 are subject to a case by case review based
on the company s insurance restrictions and may change as insurance company
restrictions change.
2. One
of the following types of traffic convictions:
Refusal to take a breath analyzer test;
Driving while intoxicated or while disabled by use of a drug;
Two or more preventable accidents in a twelve (12) month period;
Fleeing the scene of an accident;
Homicide or assault arising out of the operation of a motor
vehicle, or criminal negligence in the operation of a motor vehicle resulting
in death;
Driving while license is suspended or revoked;
Reckless or dangerous driving which results in injury to a person;
Racing;
Passing a stopped school bus;
will disqualify the employee from
driving a vehicle during business hours or for business use under any
circumstance.
Traffic Violation includes seat belt convictions but does
not include such nonmoving violations as weight violations or improper or
inadequately maintained equipment.
The number of convictions
allowed will be reduced by one for each at-fault accident of the particular driver.
Cell Phones and Texting
Employees must adhere to all
federal, state or local rules and regulations regarding the use of cell phones
while driving. Accordingly, employees must not use cell phones if such conduct
is prohibited by law, regulation or other ordinance. If you are not sure
whether the use of a cell phone while driving is prohibited in a particular
area, please check with the human resource department.
Employees should not use handheld
cell phones for business or personal purposes while driving. Should an employee
need to make a business call while driving, he/she should locate a lawfully
designated area to park and make the call or use a hands-free speaking device
such as a speakerphone/ earpiece.
Use of a cell phone also
includes reading, looking up and sending data on the phone/device, including
e-mails and text messages.
Passengers: Only Red Mountain Roofing
Employees Allowed
Hitchhikers and passengers, other
than company employees, are not permitted.
Seat Belts
Seat belts must be worn whenever
the vehicle is in motion.
Securing Cargo
Cargo will be secured, and all
doors locked while en route and while the vehicles
are parked.
Driver Productivity & Expectations
An employee assigned as a driver on any given day must be
productive as a driver on that day.
1.
Drivers must follow the Driving Standards &
Procedures policy and maintain safe driving habits at all
times.
2.
The role for drivers is to deliver materials to
jobsites and to the yard but comes with additional responsibilities.
3.
Drivers are expected to load and unload
materials of all kinds by hand. This includes
all of the following and more: tile, trash, metal,
rolls of material, buckets of material, barrels, Drivers may be required to manually remove
trash and debris from dump trailers or dump trucks as well in the event of issues.
4.
Drivers are expected to wear back support and
gloves when loading and unloading materials.
5.
Drivers are expected to be driving, loading,
unloading or working in the yard throughout the entirety of the day.
6.
Drivers shall not stay on a jobsite longer than
is necessary to load or unload or perform some other activity necessary on
site.
7.
Drivers shall never be stationed on any jobsite
for more than 15 minutes. Exceptions
must be cleared with a manager with proper reasoning, which must be cleared
with an executive of Red Mountain Roofing.
8.
Drivers must operate forklifts and trucks with
trailers and must be certified to operate a forklift.
9.
Drivers are responsible to inform the operations
managers of any concerns with materials (including extra materials, forklifts
and porta potties not delivered or picked up as required), cleanliness, safety
and more when onsite.
10.
Drivers are in a safety-sensitive role and must
never test positive for drugs & alcohol, regardless of whether
or not the drug is legally obtainable, while on the job which would impair
an employee’s ability to the slightest degree per the Fit for Duty
policy. If a driver tests positive for
any drug that would affect impairment to the slightest degree, in addition to
other actions, the driver position is forfeited by the employee and the
employee may be reassigned if not terminated as a laborer or roofer with a expected change in pay.
11.
Safety. Drivers provide another layer of protection
for safety. Every time a driver enters a
jobsite, the driver is responsible for ensuring onsite safety. All of the following
shall be addressed by drivers:
a.
Vehicle
Maintenance and Safety. Drivers must ensure
that vehicles are maintained and safe prior to driving. All safety concerns must be reported
immediately to the operations managers and actions must be taken to ensure that
vehicle safety is maintained at all times.
b.
Overweight
trailers. Drivers must ensure that
trailers are not overweight and must manage the pickup of trailers that do not
exceed safe weights, coordinating with the operations managers and the other
driver.
c.
Harness
and Safety. Drivers shall speak to all
workers to gain compliance in getting all workers harnessed, tied-off and
anchored.
d.
Ladders. Drivers shall speak to workers to ensure that
ladders extend at least 3 rungs above the roofline and that all ladders are
tied to the roof.
e.
Ground
Safety. Drivers shall recognize and gain
compliance for ground safety. No person
should be able to walk on the ground below roofers working where a danger
exists for a person on the ground to be hit by falling debris.
f.
Ground
Nails and Debris. Drivers shall
recognize and rectify issues with ground nails and debris, which pose a safety
hazard in addition to being unsightly.
12.
Vehicles
in Danger. Drivers shall recognize and
gain help in getting vehicles moved that are in any kind of danger of being
damaged from roofing operations. This
includes vehicles in danger of overspray, vehicles in danger of being damaged
from falling debris, and more.
13.
Preventable
Damage. Drivers shall recognize and gain
help in protecting all of the following and more: AC s
on the ground next to the roof, pavers, concrete and more, all of which must be
protected from damage by falling debris, forklifts and equipment.
14.
When
picking up materials, verify loads for accuracy and deliver them as instructed;
verify any paperwork for accuracy.
15.
In
general, drivers are the eyes of Red Mountain Roofing at every jobsite. Drivers maintain the overall responsibility
for each site.
Company Purchases, Receipts and Employee Reimbursement
Receipts that provide the details for every
item purchased must be submitted to Codi and David for all items purchased for
Red Mountain Roofing regardless of whether the items were purchased using a
company debit/credit card or a personal debit/credit card. Credit/debit card transactions that are
missing the itemized detail of what was purchased are not acceptable.
All items purchased for the company must be
pre-approved.
Employee Debit Cards
Employee Debit cards are provided for Red
Mountain Roofing business purchases only.
All expenditures must be pre-approved.
In addition to a violation of this policy and any punitive actions,
unauthorized expenditures will be considered personal and will deducted from the employee’s paycheck.
Lunch Hour is Required & Assumed
Unless an employee can prove otherwise, a
1-hour unpaid lunch is assumed for any employee working for more than 4
hours. Every employee is expected to
take an uninterrupted lunch for the full lunch period, and any pressure to work
during this period must be reported to an RMR executive. Working through lunch is an exception that
requires pre-approval via text message or email from his/her immediate
supervisor for every lunch in which an employee is claiming to not take a
lunch.
Lunches/Employer-Hosted Parties with RMR: Paid or Not?
The general
rule for getting payment from RMR is that the employee is engaged in working. While RMR may pay for lunch brought to the
office, delivered to a jobsite or where RMR may pay for lunch at a restaurant, payment
for work at that luncheon requires that the employee be engaged in work.
Lunch Outings
with RMR Executives
RMR executives often like to take employees
out to lunch where the cost of the meal is covered by RMR. These lunch offerings are completely optional,
are provided as a morale booster to employees wishing to join and are not to be
construed as a working lunch. While
discussions about work may ensue, work is not the purpose of such lunches. As such, lunch outings are not paid by RMR.
Lunch Outings: Working Lunches with RMR Executives
RMR executives sometimes hold working lunches
with an individual employee for the purpose of discussing an individual
employee s progress and direction with the company. These lunches are qualified as working
lunches and as such are eligible for payment.
The employee is responsible for turning in the time for these lunches on
his/her timesheet for the week and annotating the time as a working lunch. Employees should clarify in advance whether or not the lunch outing is a working lunch.
Lunch at the Office or Jobsite: Working Lunches
RMR executives sometimes purchase lunch for
the office or for a jobsite. An employee
who takes the food and continues working is eligible to be paid for the time
worked. An employee who takes the food
and stops working is not eligible to be paid for the time not worked.
Employer-Hosted Parties/Breakfast/Luncheons/Dinner
at Any Venue for Employees
RMR executives sometimes host parties/breakfast/luncheons/dinner
at different venues for employees. As
these events are hosted purely as an employee benefit and employees are not
expected to work or even attend, employees shall not be paid for their
attendance.
Employer-Hosted Parties/Breakfast/Luncheons/Dinner
at Any Venue for Customers
RMR executives sometimes host
parties/breakfast/luncheons/dinner at different venues for customers. These events are hosted for RMR s
customers. Employees are invited so that
they may enjoy an event as a fringe benefit of the hosted party. Employees not actually working where an
employee is just enjoying the food and drinks and the
party are not paid to attend the event.
Significant others are often invited as well as part of the employee
benefit. However, an employee who actually works the event, abstains from drinking more than
one alcoholic drink, and meets with RMR customers, current and potential, may
be paid for working the event. Any
employee expected to work the event will have that
discussion in advance with an executive of the company, and expectations will
be discussed and documented in a follow-up email.
Breaks
Every employee earns 15 minutes of paid break
time for every 4 hours worked.
Usage of Any Personal Items at Work or For Work Purposes
The
use of any personal items of any kind by the employee is a personal choice by
the employee and is already a consideration for the employee’s total
compensation by Red Mountain Roofing. No
additional compensation will be provided by Red Mountain Roofing for the
personal use of any item that an employee may have and use for their purposes
at Red Mountain Roofing. Any perceived
benefit to the company has already been weighed and negotiated as part of the
employee’s total pay.
Employees
not agreeing with this usage of personal items policy shall not use personal
items for work purposes.
Off-Hours On-Call for Phones
Pay
for being on-call to answer phones is specifically provided for those who agree
to be on call for a flat rate payment as provided below. Time spent on the phone for this time should
not be included on the employees timesheet except for
a single statement that they were on phones for that week.
The
following policy is in regards to employees who answer
phones after hours and on weekends. When
storms or rain are expected, Red Mountain Roofing gains business after hours
and on weekends. Our ability to capture
the business of those customers is much better if we have someone answering phones. That said,
the call volumes, even when we do have major weather events, aren t typically
very high as most expect that we are closed.
The probability of phone calls also diminishes significantly after about
8pm and even more so after 9pm.
In
coming up with a pay system for phone call answering and estimate calendaring,
we put a system in place that we believe is fair and reasonable to both the
employee and Red Mountain Roofing. This
system accommodates the fact that the employee has to
be ready to answer phones. At the same
time, this system accommodates both high volumes of phone calls and low volumes
of phone calls. Keep in mind that the
typical number of calls is about 4 during weather events. The following reflects our current pay policy
and employee expectations when answering phones and
calendaring estimates.
Flat
Rate Pay: Minimum Pay
If
the number of phone calls per evening is 6 or less, then the following pay is
earned.
$20
per weekday evening
$50
per weekend day
$50
per paid holiday
Hourly
Rate: Additional Pay
If
the number of phone calls per evening is greater than 6, then the employee
shall receive 10 minutes for each phone call processed beyond the 6 phone
calls.
Maximum
Pay
Hourly
rate for hours in which phone calls were answered. This would be 1.5 times the hourly rate,
which is the same rate paid for overtime hours.
The employee will either receive pay based on this hourly rate or the
flat rate provided, but the employee will not receive both.
Responsibilities
for employees answering phone calls & calendaring estimates
All phone calls should be answered with the
standard Red Mountain Roofing Greeting in a manner consistent with good
customer orientation.
Fit For
Duty. Employees must be Fit For Duty as described in the "Fit for Duty"
Policy. This means that an employee must
abstain from drinking alcohol, smoking marijuana or taking any medications that
would impair the clarity necessary for answering phone calls and making sound
judgment. If an employee cannot be Fit
for Duty for answering phone calls, the employee must find a replacement and
should not answer calls.
Every phone
call must be logged in the logbook. Employees are expected to have a printed or
electronic calendar so that they can schedule appointments for callers. Without the ability to schedule appointments,
there is no cause for the employee to be answering phones.
After-Hours Emergency Leak Calls
As an incentive for employees to respond to After-Hours
Emergency Leak Calls, RMR s minimum payout for each after-hours emergency
call-out is 2 hours at a double-time rate. All hours from check-in to
checkout will be paid out at the double-time rate. If a call-out is just one call and only takes
1 hour, RMR will pay each employee for 2 hours. If a call-out is for 2
calls and it takes 2.5 hours, RMR will pay each employee the 2.5 hours worked.
The incentive is that any employee responding from their home should be paid a
minimum of 2 hours for having to leave their home, but that doesn t mean that RMR
is paying 2 hours minimum per call, rather 2 hours minimum per deployment. Moreover, after-hours rates do not apply to
scheduled events regardless of the timing.
After-Hours Emergency Leak Call rates only apply to employees getting an
unexpected call to deploy immediately when not at work and not checked-in.
GPS Tracking
Most of Red Mountain Roofing’s vehicles are equipped with
GPS trackers, which monitor vehicle location, driving speed and more, and
history is available as provided by the GPS tracker company.
GPS Trackers & Tampering
Tampering with, disabling or destroying a GPS tracker,
including connections to the GPS tracker, will result in disciplinary action up
to and including termination. GPS
trackers send out a signal as soon as they are disconnected to alert Red
Mountain Roofing of the event.
Onsite Camera Monitoring & Recording
Red Mountain Roofing has many cameras everywhere onsite to
monitor activities for all onsite business to keep us all productive, safe,
secure and efficient. Most cameras are
continuously recording both audio and video 24 hours per day. Retention of recordings varies depending on
the camera and system. Red Mountain
Roofing does not currently employee any hidden cameras. Recorded audio and video may be used to
identify bad behavior for the purposes of keeping everyone safe and
effective. Recordings related to
employee behavior may be retained in an employee’s personnel file.
Computer Monitoring
Many
security threats are avoided by consistent monitoring. This includes computer security as well as
onsite security. Given different
employees are working remotely at any given time, security is even more
important.
Productivity
is important to the company to ensure we stay in business, and for every
employee as non-productivity from one employee puts a burden on every other
employee.
Given
these factors, RMR has adopted the use of camera & computer monitoring
& recording.
Computer Security
1.
The
computer you log into at work is actively monitored for all behavior.
This is the case whether you are remote or not.
2.
Nothing you
do on your work computer should ever be considered private. That is the
case not only with your computer, but also with all work accounts. RMR
owns all of your work accounts.
3.
Your
computer screen must always be locked when away from your desk.
4.
When
working from home, you must disconnect from your work computer before walking
away. This is the at-the-office equivalent of locking your screen.
.
Any
behavior on your work computer will be associated with you, which includes
ensuring security of your computer and all behavior associated with your
computer behavior when you are connected.
Computer Productivity
All employees outfitted with a computer
are measured by computer productivity. Considerations
are made for time employees are out of the office but
working for Red Mountain Roofing.
1.
All
employees are expected to be productive throughout their entire work shift
2.
Employee
productivity on the computer is being monitored and recorded with monitoring
software
3.
Employee
time sheets will be verified with computer activity
.
Our new
software monitors when you connect, the applications you use and your activity
in each application.
4.
Employees
will be considered off the clock when there is no computer activity, whether
the employee is in the office or not.
.
Any period
of inactivity of 15 minutes or more will be excluded from the employee’s
timesheet. All office employees have the
right to 1 morning and 1 afternoon 15-minute break. This is a use it or lose it policy. Breaks not taken do not accrue and cannot be
combined.
a.
Being
connected to your work computer is not enough. Our software monitors
application activity and takes screen shots that show what an employee is actually doing. You
must be active to get credit for working.
b.
Employees
attempting to trick the system to get credit for productivity rather than just
being productive are easily identified.
Identified employees will be performance managed, and any remote working
privileges will be revoked.
5.
Regarding
the working hours expected of you, this policy has no impact. If you were
hired to work between 8 and 5 with a 1 hour lunch,
this does not change that. For those expected to cover lunch for each
other, you must still take different lunch times to ensure coverage throughout
the entire day.
Computer Remote Working
1.
Working
Remotely is an individual privilege and not a right
.
Working
remotely is not expected to be a regular occurrence and requires
pre-authorization.
a.
All office
employees were hired to work from the office. We may grant you the
privilege to work remotely for intermittent periods or long periods, but we
always reserve the right to revoke that privilege and require you to work from
the office.
b.
We allowed
most to work from home during the Covid pandemic and the Stay
at Home Order.
c.
Productivity
shown during any individual employee’s working from home periods will be used
to determine future privilege to work remotely. This is on an employee by
employee basis and is based on demonstrated productivity when working
from home as well as the need for an individual employee to interact with
others in the office. When granted the
privilege to work from home, it is in your best interest to show how productive
you can be from home.
2.
Employees
responsible for answering phones must answer phones without disruptions.
Phone calls to the office are recorded and these recordings are reviewed for
good phone behavior.
3.
Working
hours remain the same for employees working remotely as if they were in the
office.
4.
Remote
employees must have a dedicated office with a dedicated computer workstation setup with 2 monitors.
5.
Remote
employees must have a stable and high performance
internet connection.
6.
As working
remotely is a privilege, Red Mountain Roofing is under no obligation to provide
the hardware, internet connection or anything else related to you working from
home.
Fit for Duty / Fitness for Duty
Definition:
The employee is physically and mentally capable of safely performing the
essential functions of his/her job.
Every
employee is expected to report to work in a "Fit For
Duty" state. This means that every
employee is expected to be free from any limitations for
the role in which the employee was hired.
Any injury or medication that impairs an employee’s ability to the
slightest degree deems the employee Not Fit for Duty. This includes but is not limited to
prescription medication, alcohol, marijuana, a hangover and anything else that
would impair an employee’s ability to the slightest degree in the expected
performance of the essential function of an employee’s job. This Fit For Duty
policy is in addition to Red Mountain Roofing’s Drug & Alcohol policy.
Not Fit for Duty for Medical Reasons
If
an employee is not Fit for Duty due to a medical reason and has not attempted
to work when Not Fit For Duty, the employee may apply for an Earned Paid Sick
day, but pre-approval is required where reasonably possible and an employee
shall provide a doctor’s note for any absences greater than three consecutive
days or three days within a calendar month for which the employee requests to
apply Earned Paid Sick time. An employee Not Fit for Duty with a medical
reason and a doctor’s note may apply for pre-approval with no guarantee of a
grant for limited duty where light duty would be unaffected by the impairment; e.g. An employee with a hand injury may still be
able to function in a role where the employee is not using the injured
hand. Pre-approval by Red Mountain Roofing is at the sole discretion of
Red Mountain Roofing and is a requirement for the employee to be at work.
Back to Work After an Injury
After
an employee is injured on the job, Red Mountain Roofing will at its sole
discretion identify job duties and responsibilities that accommodate all doctor
recommended work restrictions. If an
employee is injured on the job, the employee must discuss duties and
responsibilities with his/her supervisor.
Coming back to work with work restrictions requires the employee to comply
with all doctor recommended restrictions.
If an employee is asked to violate his/her work restriction, the
employee must immediately notify the person asking the employee to violate the
work restriction of the violation, and the employee must continue to not
violate the work restriction. Should any person demand the employee violate a
work restriction, the employee shall immediately raise the issue up the chain
of command without ever violating the restriction. If Red Mountain Roofing is
able to accommodate an employee s work restrictions, the employee is
responsible to return to work with the new duties assigned. Employees must report to Red Mountain Roofing
to discuss potential duties that accommodate an employee s work restrictions in
accordance with the doctor s note provided to Red Mountain Roofing. If an employee is not released to work under
any conditions, the employee is not required to report to Red Mountain Roofing. Failure to report to Red Mountain Roofing as
required will be treated the same as a failure to show up for work.
Drug Testing
Together
with RMR’s drug and alcohol testing described in our safety manual, which is
included in Red Mountain Roofing’s policies, Red Mountain Roofing engages in
pre-employment, pre-raise, post-injury, random and suspicion-based drug
testing. Every employee is subject to
testing and must report to the testing facility as requested between 3pm and
the closing time of the testing facility unless requested to report earlier. Failure to report for testing will be
construed as a request to self-terminate and a disagreement by the employee to
follow RMR’s policies. Employees testing
positive for any drug and violating RMR s Fit for Duty policy shall not be
eligible for a raise for a minimum of 6 months after the violation.
Invalid Tests
The
drug testing facility has means to detect falsified specimens. Employees and candidates applying to Red
Mountain Roofing for employment will be notified of any invalid tests that are
suspected of being falsified, and the individual will have the opportunity to submit
another specimen prior to leaving the lab testing facility. Candidates applying to Red Mountain Roofing
for employment are not eligible for hire until a valid test is provided. An existing employee sent for random or suspicion based testing and not submitting a valid test will
be on indefinite unpaid leave until a valid test is provided. Valid testing results must comply with Red
Mountain Roofing s Drug & Alcohol policy.
THC Testing
THC
testing results come from saliva collections and the results of the testing are
short term. THC is not tested as part of
the urine panel, which can show THC usage from a longer period
of time.
Drug & Alcohol Testing Request
Following
Red Mountain Roofing s Drug & Alcohol Testing policy, you have been
identified to take a drug & alcohol test.
This test is a requirement of your continued employment at Red Mountain
Roofing.
Test
Request Date:
Option 1: I acknowledge and consent to the
Drug & Alcohol Testing. My
employment at Red Mountain Roofing will be based on a determination from the
results.
Employee
concerns (please provide any concerns you have regarding this test):
Option 2: I acknowledge but do not consent to
the required Drug & Alcohol Testing.
I understand that I am self-terminating rather than submit
to the test.
BEREAVEMENT LEAVE
Arizona
law does not provide for bereavement leave.
At Red
Mountain Roofing, every employee may be granted 3 days (equivalent to 24 hours)
of leave with supervisor approval for the passing of a child, grandchild,
sibling, spouse/partner, parent or grandparent.
An employee with accrued earned paid sick time may apply
those hours for this leave.
At Red
Mountain Roofing, every employee may be granted 1 day (equivalent to 8 hours) of
leave with supervisor approval for the passing of 1st cousins, and aunts and
uncles that are the siblings of the employee s parents. An employee with accrued earned paid sick
time may apply those hours for this leave.
An
employee may be granted 3 days of leave with supervisor approval for the
passing of any close relationship with an additional 2 days of leave if an
employee must travel, but earned accrued paid sick time is only applicable for
the specific cases already stated.
Reasonable
evidence for this leave shall be provided by the employee when applying for accrued
earned paid sick time to be used. Reasonable
evidence consists of the following: Name of the person(s) who has/have passed,
relationship to the employee, location of the services and a link to the published
obituary.
ATTENDANCE
All employees, including salaried employees,
are subject to this policy. Employee attendance
is critical to Red Mountain Roofing s efficiency and profitability. Employees must arrive Fit for Duty as
provided in the Fit for Duty policy and be prepared to commence work at their
scheduled start time.
Paid Sick Leave
The Company provides every employee (including part-time
and temporary employees) Paid Sick Leave (PSL) in accordance with Arizona law.
Employees may use PSL for:
Their own medical treatment or condition.
Care of a family member with a medical
condition.
Closure of the Company or the employee s child s
school due to a health emergency.
Dealing with the effects of domestic violence,
sexual violence, abuse or stalking of either the employee or his/her family
member.
All employees, including part time
and temporary employees, will be granted a bank of 40 hours of PSL the first
day of each calendar year, to be used for any of the above reasons. Granted but
unused paid sick leave will not carry over to the next calendar year nor will
it be paid out upon separation of employment.
The Company Year begins on January 1. All employees are
entitled to use up to no more than 40 hours of PSL per Company Year, January 1
through December 31. The Company reserves the right to require that all new
hires complete ninety (90) days of active employment with the Company prior to
using granted PSL. Employees who leave the Company and return within nine (9)
consecutive months will have granted but unused PSL reinstated, which they can
use right away.
To request PSL, Employees are required to talk, write,
email or text their supervisor or to complete a form with management.
The Company requires seven (7) days advance notice
of the need for PSL when employees know in advance of their need to take PSL,
so the Company s operations will not be disrupted.
If the employee becomes ill, injured or an unexpected emergency arises which prevents his/her coming
to work, and the employee has unused PSL, the employee must notify his/her
supervisor no later than one (1) hour before the start of the scheduled workday
of the need for PSL. If the supervisor is not available, employees must contact
a member of Management. If the employee
is physically unable to contact the Company, he/she must direct another person
to make the contact on his/her behalf. Contact may be orally, in writing or by
email or text to the supervisor. Leaving a message with a fellow staff employee
or with the answering service or texting the office is not considered proper
notification.
When an employee calls in for PSL, he/she is to advise the Company of the expected date of return.
After three (3) consecutive workdays of PSL, Management may require reasonable
documentation that the PSL has been used for an eligible PSL purpose. For employee and family member health issues,
this is a document signed by a healthcare professional indicating that PSL is
necessary. For domestic or sexual violence, abuse or stalking, the employee can
use a police report, a court order, evidence from a prosecutor, signed
statement from a domestic or sexual violence program or victim services
organization, signed statement from a witness advocate, signed statement from
an attorney, clergy member or medical or other professional as to the employee
or family member s status as a victim or the employee s own statement affirming
that the employee or family member is a victim.
The Company will not ask you to explain the nature of the
health condition or the details of the domestic or
sexual violence, abuse or stalking for PSL purposes. The Company keeps all of
your PSL documentation confidential.
However, the Company has the right to require a physician
release for you to return to work under the Arizona Workers Compensation Act
if you use PSL after an industrial injury.
The Company will record all your used and available PSL
with your paycheck stub. There is no payout of accrued unused PSL upon
termination.
For conditions and family members covered by the law,
please see the poster on the bulletin board or go to www.azica.gov
on the Internet.
The law prohibits the Company from retaliating against
employees for using PSL. This includes
discharge, suspension, demotion, reduction of hours or any other adverse
action. The Company cannot use PSL to count against employees or to be the
basis of any adverse action against employees. Employees have the right to file
a complaint with the Industrial Commission of Arizona if they believe any PSL
rights have been violated. See the poster or go to www.azica.gov
on the Internet for more information.
Absence Reporting / Call-Outs
for any Non Paid Sick Leave Reason
All employees not able to be at work on time
on any given day must call or text an operations manager and/or an executive of
the company prior to the Scheduled Start Time provided below. Employees are responsible for notifying in
the event of absences, late arrivals, or early departures each day of the
absence, tardiness, or early departure. Unscheduled absences, tardiness, and
unscheduled early departures (whether excused or unexcused), or failure to
provide appropriate notification may result in corrective action up to and
including termination of employment.
Excused Absences
Excused absences are absences, tardiness, and
early departures due to approved FMLA leave, Short-Term Disability leave,
military leave, jury duty, workers compensation, other approved leave, or
reasonable accommodation as required by law.
Attendance Tracking
The attendance of every employee is tracked
and maintained.
Scheduled Start Time for Roofers, Crews and Operations Managers
The scheduled start time for roofers and
crews and operations managers, subject to change by an operations manager for
roofers and crews or an executive of the company for operations managers, is 6:30
A.M. in the winter months. The time will
adjust in the summer, but this adjustment will be advertised by an operations
manager or an executive of the company.
Scheduled Start Time for Office Workers
The scheduled start time for office workers
is 8:00 A.M. throughout the entire year.
While it is important to have office workers available for customers
from 8:00 A.M. to 5:00 P.M., most office positions consist of work that is not
reliant on others. As such, start and
stop times do come with some degree of flexibility for office workers around
the core 8:00 A.M. to 5:00 P.M. timeframe; however, all schedule deviations
must be pre-approved by an executive of the company.
Scheduled Start Time for Supervisors
The scheduled start time for supervisors may precede
the scheduled start time for Roofers and Crews with the approval of operations
managers, while the scheduled start time for Operations Managers requires the
approval of an executive of the company.
This is to ensure readiness and proper oversight of attendance of
Roofers and Crews. All start times
should be pre-negotiated and agreed upon with an operations manager for roofers
and crews or an executive for an operations manager.
Early Arrivals for Roofers, Crews & Operations Managers
Employees and Managers may not begin working
and may not clock-in / check-in until their scheduled start time. Unless an early check-in is approved by an
operations manager for an employee or an executive of the company for
Operations Managers, the clock does not start until the scheduled start time and no one shall begin working without checking in. Early check-ins are strictly prohibited.
Off-the-Clock Work is Strictly Prohibited
No person shall work off the clock.
Clock-in / Clock-out
Required for Employees, Supervisors and Operations Managers
Employees, Supervisors and Operations
Managers are all required to clock-in and clock-out to establish start and stop
times. Employees must clock-in using the
clock-in device, accessible in the small room that leads into the
warehouse. As a secondary measure and to
ensure no one gets missed, a camera has been provided next to the clock-in
device. After clocking-in or out with
the clock-in device, each employee should look into the camera and state
his/her name. The cameras record video,
which can be later viewed to capture any clock-ins/outs that were not properly
registered by the clock-in device. Any
employee having difficulties clocking in/out with the device should discuss the
issue with his/her manager.
Timesheets
Timesheets are important for establishing the
hours associated with each job where an employee works. As such, every employee must fill out a
timesheet every week and turn in the timesheet by Tuesday as a requirement to
receive a paycheck on that week for work performed in the previous week. For any discrepancies between the time
reported on an employee’s timesheet and the clock-in machine and associated
camera, the clock-in machine information will be used. To be clear, the clock-in machine and
associated camera is the primary administrative tool for establishing an
employee s start and end times for any given day.
Pattern Absences
Unscheduled absences the day before or after
a scheduled holiday, vacation, or personal day; on a desirable day off (e.g.,
the day after the Superbowl), a specific day of the week (e.g., Mondays or
Fridays), or a weekend; a specific or unique workday; or as sick leave or other
paid time off is accrued. After 2
pattern absences that don t fall under the Paid Sick Leave policy and have
occurred for an employee during any 6-month period of time,
employees will be notified that their absences were identified as pattern
absences. After having absences
identified as being pattern absences, an employee has the option to provide
evidence that the absences were excused as defined above. If the absences were not excused, the pattern
absences will need to be proven as excused. The inability to provide a
verifiable documented excuse for a pattern absence will result in disciplinary
action and any holidays in the 6 months following the disciplinary action will
be unpaid. In addition, any absence in
the 6 months following the disciplinary action will require a documented excuse
for Earned Paid Sick Time. Additionally,
missing days leading up to a holiday is assumed to be a pattern absence, and
verifiable documentation will be required to prove the absence as excused prior
to any vacation days being paid to the employee.
Verifiable Documentation
Verifiable documentation is generally a
doctor s note that states that the employee needed to be out from
work during the period of time that an employee missed
work. Verification of the note by Red
Mountain Roofing should be expected.
No-Call / No-Show Absences
Employees are subject to immediate corrective
action for no-call / no-show absences. No-Call
/ No-Show absences are absences that are not reported in advance of the
absence.
Holiday Pay
Holiday pay is a benefit provided by Red Mountain Roofing
for full-time employees who have worked at Red Mountain Roofing for at least six
months with no breaks and no pattern or unexcused absences in the 6 months
preceding identified paid holidays. Absences
that fall under the Paid Sick Leave policy are not considered to be pattern
or unexcused absences. Holiday pay for
employees missing days leading up to a holiday is assumed to be a forfeiture by
the employee for holiday pay, subject to the employee providing verifiable
documented proof of an excused absence.
Holidays are paid out at an amount that is calculated based on 8 times
an employee s hourly pay for each holiday.
While the calculation is computed based on an employee s hourly rate,
holiday pay is paid out as a fixed amount and shall not be construed as being
hours earned or granted. As such,
holiday pay has no effect on hours earned for the week. Red Mountain Roofing at its sole discretion
will decide which days are defined as Red Mountain Roofing Holidays, which of
those identified holidays will be paid, subject to any attendance issues for
each of those days. Part-time employees
are currently not eligible for holiday pay.
Part-Time Employment
For Holiday Pay considerations, employees are considered to be full-time employees when their number
of hours worked exceeds 30 hours per week for 10 of the 13 weeks leading up to
a given holiday. Employees not meeting this criteria are classified as being part-time employees
for the purposes of holiday pay.
Maternity/Paternity Pay
The Company reserves the right to require that all new
hires complete 1 full year of active employment prior to being granted any
Maternity/Paternity Pay. Employees will
be granted 24 hours of paid leave for the birth event of an employee s
biological child, which may be used in the first 3 business days following the
birth. Only 1 event will be paid per year.
Accurate Reporting
All
employees are expected to provide accuracy when providing reports. This includes but is not limited to employee
time sheets, job cards, and expense reports.
Accurate reporting has a business impact on everything we do as a
company. In dealing with government
contracts and jobs where we bill our customers for hours, we have a legal
obligation to be correct. You have a
legal obligation in reporting accurately to Red
Mountain Roofing. Inaccurate reporting
on your part is grounds for disciplinary action up to and including
termination.
Lending Policy
Red
Mountain Roofing is not a bank and not a lending agency and therefore does not
engage in lending money to employees.
That said, Red Mountain Roofing often has opportunities for employees to
get additional hours to make more money.
Please discuss with your immediate supervisor or manager.
In the event that RMR does lend money
to an employee for any reason, RMR reserves the right to hold back any portion
owed to employee against any amount owed by an employee. Example: If an employee is terminating
his/her employment for any reason, all amounts owed may be held against the
employee s final paycheck.
Confidentiality of Employee Compensation Policy
Each
employee is compensated based on the value of the employee s contribution to
Red Mountain Roofing, and that value is determined solely by Red Mountain
Roofing. As contribution value varies
from employee to employee, so does the compensation. To avoid misunderstandings and confusion
between employees relative to the compensation of each employee, all employees
are expected to keep their own compensation private.
Technology Usage Policy: Phones, Computers, Internet, Email, and
Other Technology
Objective
Red Mountain Roofing, LLC. recognizes technology as phones, computers, internet, email,
and other technology as being central to workplace efficiency and overall
effectiveness. Therefore, employees are encouraged to use all technology
appropriately. Unacceptable use of technology can place Red Mountain Roofing,
LLC. and others at risk. This policy outlines the company s guidelines for
acceptable use of technology, which expands but is not limited to phones,
computers, internet, email, calendars, storage, internet
service and any other technology used as part of the
employee s job at Red Mountain Roofing, LLC, referred to throughout this
document as technology.
Scope
This policy extends to all email and other internet accounts related to Red Mountain
Roofing, LLC. that are used for the purposes of communicating, storing or
processing any information related to Red Mountain Roofing, LLC. Regardless of who setup
your phone, email, calendar, storage, internet service and the like, if the
technology is being used for Red Mountain Roofing, LLC., this policy extends to
those accounts.
Use
Guidelines
Red Mountain Roofing, LLC. has established the
following guidelines for employee use of the technology in an appropriate,
ethical, and professional manner.
1. All technology
provided by Red Mountain Roofing, LLC., including phones, computer systems,
communications networks, company-related work records and other information
stored electronically, is the property of the company and not the employee. In
general, use of the company s technology systems and electronic communications
should be job-related and not for personal convenience.
2.
Employees may not use Red Mountain Roofing, LLC. s Internet,
email or other electronic communications to transmit, retrieve or store any
communications or other content of a defamatory, discriminatory, harassing or
pornographic nature. No messages with derogatory or inflammatory remarks about
an individual s race, age, disability, religion, national origin, physical
attributes, or sexual preference may be transmitted. Harassment of any kind is
prohibited.
3.
Disparaging, abusive, profane, or offensive language;
materials that might adversely or negatively reflect on Red Mountain Roofing,
LLC. or be contrary to its legitimate business interests; and any illegal
activities including piracy, cracking, extortion, blackmail, copyright
infringement and unauthorized access to any computers on the Internet or
email are forbidden.
4.
Copyrighted materials belonging to entities other than Red
Mountain Roofing, LLC. may not be transmitted by employees on the company s
network without permission of the copyright holder. Employees must respect all
copyrights and may not copy, retrieve, modify or forward copyrighted materials,
except with permission or as a single copy for reference only. Saving
copyright-protected information to a network drive without permission is
prohibited. Sharing the URL (uniform resource locator or address ) of an Internet
site with other interested persons for business reasons is permitted.
5.
Employees may not use the system in a way that disrupts its
use by others. This includes sending or receiving excessive numbers of large
files and spamming (sending email to thousands of users.)
6.
To prevent contamination of Red Mountain Roofing, LLC.
technology and communications equipment and systems by harmful computer
viruses, downloaded files should be checked for possible infection through the
IT department. Also, given that many browser add-on packages (called
plug-ins ) may not be compatible with other programs and may cause problems
for the systems, downloading plug-ins is prohibited without prior permission
from IT.
7.
Every employee of Red Mountain Roofing, LLC. is responsible
for the content of all text, audio or image files that he or she places or
sends over the company s Internet and email systems. No email or other
electronic communications may be sent that hide the identity of the sender or
represent the sender as someone else. Red Mountain Roofing, LLC. s corporate
identity is attached to all outgoing email communications, which should reflect
corporate values and appropriate workplace language and conduct.
8.
Email and other electronic communications transmitted by Red
Mountain Roofing, LLC. equipment, systems and networks are not private or
confidential, and they are the property of the company. Therefore, Red Mountain
Roofing, LLC. reserves the right to examine, monitor and regulate email and
other electronic communications, directories, files and all other content,
including Internet use, transmitted by or stored in its technology systems,
whether onsite or offsite.
9.
Employees may not alter the software provided on laptops
without the expressed consent of the IT department at Red Mountain Roofing,
LLC. Employees may not circumvent
monitoring or virus software in any way.
10.
Internal and external email, voice mail, and text messages
are considered business records and may be subject to discovery in the event of
litigation. Employees must be aware of this possibility when communicating
electronically within and outside the company.
Red Mountain Roofing, LLC. s Right to Monitor and Consequences
for Misuse
All company-related technology, including
computer systems, equipment and company-related work records, belongs to Red
Mountain Roofing, LLC. and not the employee. Employees understand the company
routinely monitors use patterns, and employees should observe appropriate
workplace discretion in their use and maintenance of such company
property. Because all the computer
systems and software, as well as email and Internet connections, are the
property of Red Mountain Roofing, LLC., all company policies apply to their use
and are in effect at all times. Any employee who
abuses the company-related technology, including social media, may be denied
future access, and, if appropriate, be subject to disciplinary action up to and
including termination, within the limitations of any applicable federal, state
or local laws.
For Employees Leaving the Company
All employees leaving the company for any reason are expected to
surrender all computers, email accounts, access to all computers, storage and
other technology related to Red Mountain Roofing, LLC. Any access attempts by a previous employee to
any technology after leaving the company will be considered unlawful and will
be pursued as a legal matter by Red Mountain Roofing, LLC.
Questions
Regarding the Use of Red Mountain Roofing, LLC. Technology
If you have questions regarding the appropriate
use of technology related to Red Mountain Roofing, LLC., please contact your
supervisor, manager or the IT department.
Optional Medical Insurance
Red
Mountain Roofing offers medical insurance with an insurance provider that is
selected at the end of each year. The
actual benefits are stated by the insurance company and are not represented by
Red Mountain Roofing. Red Mountain will pay
half of the cost of the employees portion of the
insurance. Employee is solely
responsible for the cost of any participating spouse or family. An employee may participate in the program
after 60 calendar days of the start of his/her employment.
SAFETY MANUAL
Red
Mountain Roofing takes the safety of every employee seriously. A safety manual has been provided to every
employee and the most updated safety manual is available on Red Mountain
Roofing’s website. Please scroll to the
bottom of the Red Mountain Roofing’s home page on its website,
and click on "Employees".
The location may also be found at the following URL: https://redmountainroofing.com/employees/. Click on "Employee Handbook / Safety –
English" or "Manual del Empleado / Seguridad – Espa ol".
The safety manual is incorporated with Red Mountain Roofing’s policies
and is considered a part of Red Mountain Roofing’s overall policy. Every employee must adhere to all of Red Mountain Roofing’s policies.
Safety Incidents Must Be Reported by Every Employee
All employees are required to report every safety incident
to a first line supervisor immediately after an incident occurs. In addition to reporting the safety incident,
every employee is expected to contribute an Incident Investigation Report and
participate in an Incident Investigation.
SAFETY PAY
Safety
is already part of each employee s total pay.
For piecework crews, $15.00 per square is already included for the
combined payment rate per square for each crew.
For hourly employees, 10% of each employee s pay is every hourly
employee s safety payment. This portion
of each employee s pay is subject to forfeiture due to non-compliance with the
safety policy.
SAFETY VIDEO
All
employees must review either the "Safety Video (English) – Day 1" or
the "V deo de Seguridad
(Espa ol) D a 1" located at https://redmountainroofing.com/employees/
SAFETY COMPLIANCE
Compliance
with Safety is a condition of employment at Red Mountain Roofing.
SAFETY NON-COMPLIANCE
Failure
to comply with the safety policy will result in the following 4-step penalty
system. Each employee restarts at the
beginning of every day.
1. First
Offense: Employee is verbally warned.
2. Second
Offense: $5.00 of employee s safety pay is forfeited and employee receives a
written notice.
3. Third
Offense: $20.00 of employee s safety pay is forfeited and employee receives a
written notice.
4. Fourth
Offense: Employee receives a written
notice and is suspended for the balance of the day and $20.00 of the employee s
safety pay is forfeited.
Employees discovered by any auditor to be
non-compliant with safety will immediately receive a 2nd offense or
higher penalty with a written notice.
Failure to comply with any safety command will result in a written
notice and failure to immediately comply is grounds for immediate dismissal
from the jobsite.
Ongoing and repeated behavior will result in disciplinary
action up to and including termination.
SAFETY ACKNOWLEGEMENT FORM
As
an employee of Red Mountain Roofing, I acknowledge and understand the
following.
1.
I am
responsible to wear a safety harness at all times when
on the roof. Additionally, my safety
harness must fit tight enough to secure me in the event of a fall.
.
I will put
my harness on prior to getting on the roof.
a.
I will not
take my harness off until I get back on the ground. I will not take my harness off when I am on
the roof.
2.
I am
responsible to have my safety harness tied to a rope,
which is tied to a safety strap, not shared by any other. My personal safety strap must be properly
secured to the roof to protect me in case I fall.
.
I will
connect my harness to a rope and to an installed anchor prior to starting work.
a.
I will
connect my harness to a rope and to an installed anchor as soon as I get on the
roof.
3.
My ladder
is required to be in good working condition, with no cracks, bends or other
damage that would affect the safety of the ladder in supporting me.
4.
My and/or
the crew s ladder is required to be tied to the roof.
5.
I am
required to wear a mask when I or any other roofer is cutting tile on the
roof.
6.
I
understand the following Non-Compliance Policy, I agree to this policy and
understand that Red Mountain Roofing conducts regular audits to ensure
compliance with safety for my protection.
In addition, Red Mountain Roofing will track compliance to this
policy.
7.
In
addition, Red Mountain Roofing has auditors performing spot checks of sites
daily. Pictures of non-compliance are
kept on record and will be used for enforcement.
8.
I
understand that a copy of Red Mountain Safety Guidelines can be found at www.RedMountainRoofing.com/employees by clicking on the Employee Handbook / Safety.
Any Role Where Help is Needed Policy
Regardless of the role for which any employee
is hired, every employee of RMR is expected to perform in any and every role
where help is needed at any time. As
such, all roofers are expected to assist with tear-off, all office personnel
are expected to answer phone calls, any roofer may be asked to drive, any
repair tech may be asked to join a roofing crew, a person hired to perform
AR/AP functions may be asked to work on reports or respond to work order emails,
and anytime help is needed, any person may be asked to perform in any role
where help is needed.
SAFETY: Single-Ply Application – Fire Prevention Policy
1.
Inspection
prior to Leaving the Jobsite every day.
.
A diligent
inspection of any hot tar or heat application work performed by or on behalf of
the Insured immediately preceding the insured’s departure from the premises
each day.
2.
Signed
documentation every day.
.
A
specifically designated employee complete a signed and
dated written report of each inspection showing the time of the completion of
work and the time of the inspection. Copies of all reports shall be maintained
by the Insured at the insured’s office for no less than one (1) year following
completion of the work.
3.
2-hour stay
on job after stopping heat work on any job.
.
The insured
will ensure that a person remains at the job-site of
any hot tar or heat application for a period of time not less than two (2)
hours after the hot tar or heat application process has been completed, and
that such person will inspect the areas at, beneath, behind, and around where
the application process took place prior to leaving the site. The insured’s
designated employee (as provided in b. above), must complete a written report
stating the time the hot tar or heat application was finished, the areas of the
operations and inspections, the time the insured and designated employee left
the jobsite, and the time the other person remaining at the job site left the
job site. The report must be signed and dated the day of the work and a copy
maintained at the Insured’s office for no less than one (1) year following
completion of the work.
4.
15lb or
larger chemical, fully charged, Fire Extinguishers during heat application and
up to 2 hours after heat application has stopped.
.
The insured
and all persons designated in b. and c. above have at hand a functional fully
charged 15 lb or larger dry chemical fire
extinguisher during any hot tar or heat application process work and for at
least two (2) hours after the completion of such work each day.