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In this EMPLOYEE HANDBOOK the employer, BLACKSHOR SNOW REMOVAL & EXCAVATING, INC., and any sister corporations will be referred to as simply BLACKSHOR, or the employer. Owners, George and Kim Blackburn, will be referred toas themselves or as the Owners. NATURE OF EMPLOYMENT-DISCLAIMER Employment with Blackshor is voluntarily entered into and is at-will in nature in accord with the law in Illinois. Every employee is employed at the will of the employer. The employer retains the right to terminate the employment relationship at any time with or without notice or cause. The employee is free to resign at any time with requested 2 week notice. The at-will employment relationship cannot be changed or modified without a written agreement signed by one of the Owners. Those workers who do not have Worker Comp insurance of their own operating under a sub contractor agreement or contract will be considered employees and this document applies to such persons if they are hired. This document is NOT a contract for a specified term of employment but a medium for explaining company policy, customs and practices. It is intended to be used as a guide to fair and equitable practices of employer-employee relationships and as a general guide for the employees for most of the employer’s employment policies. Certain Blackshor policies may continue to be expressed verbally as required by circumstances. CONFIDENTIALITY / NON-COMPETE Blackshor requires all employees to abide by this confidentiality and non-compete agreement as a condition of employment due to the possibility of them being privy to information which is confidential and/or intended for the company use only. This policy is necessary to safeguard the company’s confidential, unique and valuable proprietary information, including but not limited to all bidding and pricing information, and all customer information, and subcontractor and vendor information, which are part of the company’s competitive advantage in the marketplace. All employees are required to maintain such information in strict confidence and not disclose it to anyone during their employment and for a period of two years after their employment terminates. All employees are further required not to enter into employment with a competing business to Blackshor for a period of two years after termination of employment at Blackshor for a distance of a radius of at least 50 miles from Blackshor. If an employee is unsure of his/her obligations under this policy, he/she must consult with owners, George and Kim Blackburn. The disclosure of such information, or violation of the non-compete agreement, or the failure to comply with this policy in any other way, could result in disciplinary action, termination, and a civil lawsuit and having to pay Blackshor attorney fees.. EMPLOYMENT CLASSIFICATIONS Full-Time Employee • An employee hired for an indefinite period in a position for which the normal work schedule averages at least thirty-five (35) hours per week, and is designated as full- time. Part-Time Employee • An employee hired for an indefinite period in a position for which the normal work schedule is less than thirty-five (35) hours per week, and is designated as part-time. Seasonal Employee • An employee hired for a position for which the scheduled work week can be variable, but the position is required at Blackshor for only a limited duration (normally 3-4 months, or less). Sales Representative • A sales representative is an employee to whom the provisions of state and federal wage and hour laws regarding overtime pay do not apply. This employee will be paid a base income and/or a commission on sales to be determined by management. . EQUAL EMPLOYMENT OPPORTUNITY POLICY AND NONRETALIATION The Company supports the concepts of Equal Employment Opportunity and pledges to conduct all business and personnel transactions without (1) discrimination because of race, color, religion, sex, sexual orientation, age, marital status, military status, certain unfavorable discharges from military service, citizenship, ancestry, national origin, physical or mental disability, genetic information, or any other characteristic protected by law; or (2) retaliation for any worker opposing discrimination or harassment, participating in an investigation of alleged discrimination or harassment, or engaging in conduct consistent with the public policy of the State of Illinois. It is the Company’s philosophy to comply with all state, federal, and local equal employment opportunity laws and public policies. SAFETY AND ACCIDENT RULES COMPANY SAFETY AND HEALTH POLICY FOR BLACKSHOR The purpose of this policy is to develop a high standard of safety throughout all operations of Blackshor Snow Removal & Excavating, Inc. We believe that each employee has the right to derive personal satisfaction from his/her job and the prevention of occupational injury or illness is of such consequence to this belief that it will be given top priority at all times. It is our intention here at Blackshor to initiate and maintain complete accident prevention and safety training programs. Each individual from top management to the working person is responsible for the safety and health of those persons in their charge and coworkers around them. By accepting mutual responsibility to operate safely, we will all contribute to the well-being of personnel. EMPLOYEE SAFETY MANUAL /PROGRAM OUTLINE FOR BLACKSHOR Element 1 - Safety Orientation: Each employee will be given a safety orientation by the Safety Officer when first hired. The orientation will cover the following items: A description of the accident prevention program: • We have a formal written accident prevention program. It consists of this safety orientation, safety meetings as described in Element 2, and Self-inspections as outlined in Element 3. • We also have basic safety rules that all employees must follow. They are: • Never do anything that is unsafe in order to get the job done. If a job is unsafe, report it to your supervisor or foreman. We will find a safer way to do that job. • Do not remove or disable any safety device! Keep guards in place at all times on operating machinery. • Never operate a piece of equipment unless you have been trained and are authorized. • Use your personal protective equipment whenever it is required. • Obey all safety warning signs. • Working under the influence of alcohol or illegal drugs or using them at work is prohibited. • Do not bring firearms or explosives onto company property or on customer jobsites • Horseplay, running and fighting are prohibited at all times • Clean up spills immediately. Replace all tools and supplies after use. Do not allow scraps to accumulate where they will become a hazard. Good housekeeping helps prevent accidents. First Aid Procedures, how and when to report injuries, and the locations of first aid kits: • If you are injured or become ill on the job, report this to George Blackburn, Kim Blackburn, or The Safety Officer. • We have first aid qualified workers here but we do not have “designated” first-aiders. First aid at the job site is done on a Good Samaritan basis. • If you are involved as a Good Samaritan in a situation involving blood, you should: • Avoid skin contact with blood/other potentially infectious materials by letting the victim help as much as possible, and by using gloves provided in the first aid kit. • Remove clothing, etc. with blood on it after rendering help. • Wash thoroughly with soap and water to remove blood. A 10% chlorine bleach solution is good for disinfecting areas contaminated with blood (spills, etc.). • Report such first aid incidents within the shift to supervisors (time, date, blood presence, exposure, names of others helping). • First aid kit locations at the Office or company jobsite include: The cabinet in the restroom in the Office, and, 2) the Mechanic Shop. Temperature Extremes Workers should be aware that Heat related illness (HRI) and cold-induced illnesses (Hypothermia/frostbite) are well known, recognized workplace hazards for jobs performed outdoors. All work operations involving exposure to temperature extremes, either humidity/heat extremes or cold extremes have the potential for inducing heat stress and heat related illnesses or cold stress resulting in frostbite or hypothermia. Therefore, Blackshor has developed a policy to address these issues: Training material is available year round and covered in our annual meeting But employees have a responsibility to: • Dress appropriately for the weather – this includes safety waterproof boots at all times. Hats and gloves and appropriate weather clothing such as coats and coveralls for the winter. • Each employee should plan to hydrate and you are asked to come to work with a water supply (or get one from the office water supply) so you are not without hydration on the job. What to do in an emergency including how to exit the workplace • An Emergency Action and Evacuation Plan for the Blackshor Office building is posted in the hallway near the office back door. It lists the location of exits, fire extinguishers, first aid kits, and where to assemble outside. Fire Emergency • A fire extinguisher or fire extinguishers are available for use. • The Emergency Action and Evacuation Plan has instructions on how employees should handle a fire emergency at Blackshor but please note: • If you discover a fire: Tell another person immediately. Call or have them call 911 and a supervisor. • If the fire is small (such as a wastebasket fire) and there is minimal smoke, you may try to put it out with a fire extinguisher. • If the fire grows or there is thick smoke, do not continue to fight the fire. • Tell other employees in the area to evacuate. • Go to the designated assembly point outside the building. Fire Prevention Plan for Blackshor Snow Removal & Excavating, Inc. (hereinafterBlackshor) August 29, 2016 I. OBJECTIVE The purpose of this Fire Prevention Plan is to eliminate the causes of fire, prevent loss of life and property by fire, and to comply with the Occupational Safety and Health Administration’s (OSHA) standard on fire prevention, 29 CFR 1910.39. It provides employees with information and guidelines that will assist them in recognizing, reporting, and controlling fire hazards. II. BACKGROUND Blackshor is committed to minimizing the threat of fire to employees, visitors, neighbors, and its property. Blackshor complies with all applicable laws, regulations, codes, and good practices pertaining to fire prevention. Blackshor’s separate Emergency Action Plan spells out the procedures for responding to fires. This Fire Prevention Plan serves to reduce the risk of fires at Blackshor, at 5531 W. Plank Rd., Peoria, Il.,61604, in the following ways: A. identifies materials that are potential fire hazards and their proper handling and storage procedures; B. distinguishes potential ignition sources and the proper control procedures of those materials; C. describes fire protection equipment and/or systems used to control fire hazards; D. identifies persons responsible for maintaining the equipment and systems installed to prevent or control ignition of fires; E. identifies persons responsible for the control and accumulation of flammable or combustible material; F. describes good housekeeping procedures necessary to insure the control of accumulated flammable and combustible waste material and residues to avoid a fire emergency; and G. provides training to employees with regard to fire hazards to which they may be exposed. III. ASSIGNMENT OF RESPONSIBILITY Fire safety is everyone's responsibility. All employees should know how to prevent and respond to fires, and are responsible for adhering to company policy regarding fire emergencies. A. Management Management determines the Blackshor fire prevention and protection policies. Management will provide adequate controls to provide a safe workplace, and will provide adequate resources and training to its employees to encourage fire prevention and the safest possible response in the event of a fire emergency. B. Plan Administrator George Blackburn and/or the Safety Officer shall manage the Fire Prevention Plan for Blackshor, and shall maintain all records pertaining to the plan. The Plan Administrator shall also: 1. Develop and administer the Blackshor fire prevention training program. 2. Ensure that fire control equipment and systems are properly maintained. 3. Control fuel source hazards. 4. Conduct fire risk surveys (see Appendix A) and make recommendations. C. Supervisors Supervisors are responsible for ensuring that employees receive appropriate fire safety training, and for notifying George Blackburn when changes in operation increase the risk of fire. Supervisors are also responsible for enforcing Blackshor’s fire prevention and protection policies. D. Employees All employees shall: 1. Complete all required training before working without supervision. 2. Conduct operations safely to limit the risk of fire. 3. Report potential fire hazards to their supervisors. 4. Follow fire emergency procedures. IV. PLAN IMPLEMENTATION A. Good Housekeeping To limit the risk of fires, employees shall take the following precautions: 1. Minimize the storage of combustible materials. 2. Make sure that doors, hallways, stairs, and other exit routes are kept free of obstructions. 3. Dispose of combustible waste in covered, airtight, metal containers. 4. Use and store flammable materials in well-ventilated areas away from ignition sources. 5. Use only nonflammable cleaning products. 6. Keep incompatible (i.e., chemically reactive) substances away from each other. 7. Perform “hot work” (i.e., welding or working with an open flame or other ignition sources) in controlled and well-ventilated areas. 8. Keep equipment in good working order (i.e., inspect electrical wiring and appliances regularly and keep motors and machine tools free of dust and grease. 9. Ensure that heating units are safeguarded. 10. Report all gas leaks immediately. George Blackburn and/or the Safety Officer shall ensure that all gas leaks are repaired immediately upon notification. 11. Repair and clean up flammable liquid leaks immediately. 12. Keep work areas free of dust, lint, sawdust, scraps, and similar material. 13. Do not rely on extension cords if wiring improvements are needed, and take care not to overload circuits with multiple pieces of equipment. 14. Ensure that required hot work permits are obtained. 15. Turn off electrical equipment when not in use. B. Maintenance George Bl;ackburn and/or the Safety Officer will ensure that equipment is maintained according to manufacturers' specifications. Blackshor will also comply with requirements of the National Fire Protection Association (NFPA) codes for specific equipment. Only properly trained individuals shall perform maintenance work. The following equipment is subject to the maintenance, inspection, and testing procedures: 1. equipment installed to detect fuel leaks, control heating, and control pressurized systems; 2. portable fire extinguishers, automatic sprinkler systems, and fixed extinguishing systems; 3. detection systems for smoke, heat, or flame; 4. fire alarm systems; and 5. emergency backup systems and the equipment they support. V. TYPES OF HAZARDS The following sections address the major workplace fire hazards at Blackshor’s facilities and the procedures for controlling the hazards. A. Electrical Fire Hazards Electrical system failures and the misuse of electrical equipment are leading causes of workplace fires. Fires can result from loose ground connections, wiring with frayed insulation, or overloaded fuses, circuits, motors, or outlets. To prevent electrical fires, employees shall: 1. Make sure that worn wires are replaced. 2. Use only appropriately rated fuses. 3. Never use extension cords as substitutes for wiring improvements. 4. Use only approved extension cords [i.e., those with the Underwriters Laboratory (UL) or Factory Mutual (FM) label]. 5. Check wiring in hazardous locations where the risk of fire is especially high. 6. Check electrical equipment to ensure that it is either properly grounded or double insulated. 7. Ensure adequate spacing while performing maintenance. B. Portable Heaters All portable heaters shall be approved by George Blackburn. Portable electric heaters shall have tip-over protection that automatically shuts off the unit when it is tipped over. There shall be adequate clearance between the heater and combustible furnishings or other materials at all times. C. Office Fire Hazards Fire risks are not limited to Blackshor’s maintenance and storage facilities. Fires in offices have become more likely because of the increased use of electrical equipment, such as computers and fax machines. To prevent office fires, employees shall: 1. Avoid overloading circuits with office equipment. 2. Turn off nonessential electrical equipment at the end of each workday. 3. Keep storage areas clear of rubbish. 4. Ensure that extension cords are not placed under carpets. 5. Ensure that trash and paper set aside for recycling is not allowed to accumulate. D. Cutting, Welding, and Open Flame Work George Blackburn and/or the Safety Officer will ensure the following: 1. All necessary hot work permits have been obtained prior to work beginning. 2. Cutting and welding are done by authorized personnel in designated cutting and welding areas whenever possible. 3. Adequate ventilation is provided. 4. Torches, regulators, pressure-reducing valves, and manifolds are UL listed or FM approved. 5. Oxygen-fuel gas systems are equipped with listed and/or approved backflow valves and pressure-relief devices. 6. Cutters, welders, and helpers are wearing eye protection and protective clothing as appropriate. 7. Cutting or welding is prohibited in sprinklered areas while sprinkler protection is out of service. 8. Cutting or welding is prohibited in areas where explosive atmospheres of gases, vapors, or dusts could develop from residues or accumulations in confined spaces. 9. Cutting or welding is prohibited on metal walls, ceilings, or roofs built of combustible sandwich-type panel construction or having combustible covering. 10. Confined spaces such as tanks are tested to ensure that the atmosphere is not over ten percent of the lower flammable limit before cutting or welding in or on the tank. 11. Small tanks, piping, or containers that cannot be entered are cleaned, purged, and tested before cutting or welding on them begins. 12. Fire watch has been established. E. Flammable and Combustible Materials George Blackburn and/or the Safety Officer shall regularly evaluate the presence of combustible materials at Blackshor (see Appendix D). Certain types of substances can ignite at relatively low temperatures or pose a risk of catastrophic explosion if ignited. Such substances obviously require special care and handling. 1. Class A combustibles. These include common combustible materials (wood, paper, cloth, rubber, and plastics) that can act as fuel and are found in non-specialized areas such as offices. To handle Class A combustibles safely: a. Dispose of waste daily. b. Keep trash in metal-lined receptacles with tight-fitting covers (metal wastebaskets that are emptied every day do not need to be covered). c. Keep work areas clean and free of fuel paths that could allow a fire to spread. d. Keep combustibles away from accidental ignition sources, such as hot plates, soldering irons, or other heat- or spark-producing devices. e. Store paper stock in metal cabinets. f. Store rags in metal bins with self-closing lids. g. Do not order excessive amounts of combustibles. h. Make frequent inspections to anticipate fires before they start. Water, multi-purpose dry chemical (ABC), and halon 1211 are approved fire extinguishing agents for Class A combustibles. 2. Class B combustibles. These include flammable and combustible liquids (oils, greases, tars, oil-based paints, and lacquers), flammable gases, and flammable aerosols. To handle Class B combustibles safely: a. Use only approved pumps, taking suction from the top, to dispense liquids from tanks, drums, barrels, or similar containers (or use approved self-closing valves or faucets). b. Do not dispense Class B flammable liquids into containers unless the nozzle and container are electrically interconnected by contact or by a bonding wire. Either the tank or container must be grounded. c. Store, handle, and use Class B combustibles only in approved locations where vapors are prevented from reaching ignition sources such as heating or electric equipment, open flames, or mechanical or electric sparks. d. Do not use a flammable liquid as a cleaning agent inside a building (the only exception is in a closed machine approved for cleaning with flammable liquids). e. Do not use, handle, or store Class B combustibles near exits, stairs, or any other areas normally used as exits. f. Do not weld, cut, grind, or use unsafe electrical appliances or equipment near Class B combustibles. g. Do not generate heat, allow an open flame, or smoke near Class B combustibles. h. Know the location of and how to use the nearest portable fire extinguisher rated for Class B fire. Water should not be used to extinguish Class B fires caused by flammable liquids. Water can cause the burning liquid to spread, making the fire worse. To extinguish a fire caused by flammable liquids, exclude the air around the burning liquid. The following fire-extinguishing agents are approved for Class B combustibles: carbon dioxide, multi-purpose dry chemical (ABC), halon 1301, and halon 1211. (NOTE: Halon has been determined to be an ozone-depleting substance and is no longer being manufactured. Existing systems using halon can be kept in place.) F. Smoking Smoking is prohibited inside all Blackshor buildings. Certain outdoor areas may also be designated as no smoking areas. The areas in which smoking is prohibited outdoors are identified by NO SMOKING signs. VI. TRAINING George Blackburn and/or the Safety Officer shall present basic fire prevention training to all employees upon employment, and shall maintain documentation of the training, which includes: A. review of 29 CFR 1910.38, including how it can be accessed; B. this Fire Prevention Plan, including how it can be accessed; C. good housekeeping practices; D. proper response and notification in the event of a fire; E. instruction on the use of portable fire extinguishers (as determined by company policy in the Emergency Action Plan); and F. recognition of potential fire hazards. Supervisors shall train employees about the fire hazards associated with the specific materials and processes to which they are exposed, and will maintain documentation of the training. Employees will receive this training: A. at their initial assignment; B. annually; and C. when changes in work processes necessitate additional training Other emergency procedures Identification of hazardous chemicals used at this location: • We use a limited number of chemicals. • Always consult the labels on the chemical container itself and/or the Safety Data Sheet (SDS) for any chemical to be used on the job at Blackshor. The SDS information sheets are kept in the Office at the Safety Officer work station and at the Mechanic Shop. Use and care of required personal protective equipment (PPE): • Personal Protective Equipment is available to you as an employee of Blackshor. Some tasks in our company require an employee to wear PPE to protect against injury. Blackshor safety training outlines those tasks. • You are responsible for carrying, using in appropriate situation, and caring for PPE. You should also use the manufacturer’s instructions on how to use and care for the PPE. On-the-job training about what you need to know to perform the job safely: • Before you are first assigned a task, George Blackburn or a designated experienced worker will show you what to do along with safety instructions. Never operate any tools or equipment without the required PPE. • We have established safety rules and personal protective equipment (PPE) requirements based upon a hazard assessment for each task. • Do not use equipment or attempt to do any of these tasks that should or could require PPE without PPE. When in doubt error on the side of safety. USE PROTECTIVE EYEWEAR! Safety Meetings and Self-Inspections • Element 2 - Employee Safety Meetings • Safety instruction at the beginning of each job with a supervisor and at least annually with all employees will take place. • Review of any walk-around safety inspections conducted since the last safety meeting will take place. • Review of any citation to assist in correction of hazards will take place. • Evaluation of any accident investigations conducted since the last meetings to determine if the cause of the unsafe acts or unsafe conditions involved were properly identified and corrected will take place. • Documented attendance at annual meetings and other subjects discussed will take place. • Records of all annual safety meetings will be maintained for a period of at least 3 years. • Element 3 – Self-inspections • At the beginning of each job, and at least weekly thereafter one member of management will perform a walk-around safety inspection when required. However, each employee should report immediately any concerns on safety to the management team or owners so as to aid in keeping everyone safe. • Any documents required to be filled out at a job site will be maintained at the Blackshor Office. Safety Disciplinary Policy Blackshor believes that a safety and health Accident Prevention Program is unenforceable without some type of disciplinary policy. Our company believes that in order to maintain a safe and healthful workplace, the employees must be cognizant and aware of all company, State, and Federal safety and health regulations as they apply to the specific job duties required. The following disciplinary policy is in effect and will be applied to all safety and health violations. The following steps will be followed unless the supervisor / owner determines the seriousness of the violation would dictates going directly to Step 2 or Step 3. 1. A first time violation will be discussed orally between company supervision and the employee. 2. A second time offense will be followed up with time off without pay (3 day minimum) and a form along with copy of this written documentation will be entered into the employee’s personnel folder. 3. A third time violation will result in termination. If an employee of this company knowingly and willingly violates any of the safety rules or procedures, or puts his/her self in an imminent danger situation, the employee will be immediately discharged. GENERAL SAFE WORK PRACTICES FOR BLACKSHOR WORKERS Personal Protective Equipment • Suitable clothing must be worn; long pants, at least short-sleeved shirts and adequate foot wear. In the winter season you are required to bring and use hats and gloves and weather proof boots. • High visibility safety vests are issued and available in the office and should be worn at all times on many jobs as directed by the owners. • Hard hats, safety glasses or goggles must be used when a potential hazard exists. (Safety glasses must be ANSI Z87 or Z87.1 approved). • Hearing protection (earplugs or earmuffs) must be used in high noise areas. Housekeeping • Always store materials in a safe manner. Tie down or support materials if necessary to prevent falling, rolling, or shifting. Error on the side of safety and be sure your load is secure! • Shavings, dust scraps, oil or grease should not be allowed to accumulate. Good housekeeping is a part of the job. • Trash piles must be removed as soon as possible. Trash is a safety and fire hazard. • Immediately remove all loose materials from stairs, walkways, ramps, platforms, etc. • Do not block aisles, traffic lanes, fire exits, gangways, or stairs. • YOU are responsible for returning tools and materials to the place they belong and YOU are responsible for alerting Management or owners to safety hazards. Other general safe work practices • Avoid shortcuts – use ramps, stairs, walkways, ladders, etc. • Do not remove, deface or destroy any warning, danger sign, or barricade, or interfere with any form of accident prevention device or practice provided for your use or that is being used by other workers. • Get help with heavy or bulky materials to avoid injury to yourself or damage to material. • Do not use tools with split, broken, or loose handles, or burred or mushroomed heads. Keep cutting tools sharp and carry all tools in a container. • Know the correct use of hand and power tools. Use the right tool for the job. Fall Protection • Fall hazards of 10 feet or more will be outlined and addressed in our jobsite fall protection work plan. • Fall hazards of less than 10 feet will be protected by covers, guardrails or other methods and will be addressed in our self-inspections and safety meetings. • Standard guardrails must be erected around all floor openings and open-sided surfaces. Contact your supervisor for the correct specifications. Electrical • Ground-fault circuit interrupters (GFCI) will be used whenever possible. • Electric cords will be inspected daily and repaired or replaced as necessary. • Do not operate any power tool or equipment unless you are trained in its operation. • Use tools only for their designed purpose. Ladder safety • Inspect before use for physical defects. • Ladders are not to be painted except for numbering purposes. • Do not use ladders for skids, braces, workbenches, or any purpose other than climbing. • When you are ascending or descending a ladder, do not carry objects that will prevent you from grasping the ladder with both hands. • Always face the ladder when ascending and descending. • If you must place a ladder over a doorway, barricade the door to prevent its use and post a warning sign. • Only one person is allowed on a ladder at a time. • Do not jump from a ladder when descending. • All joints between steps, rungs, and side rails must be tight. • Safety feet must be in good working order and in place. • Rungs must be free of grease and/or oil. Stepladders • Do not place tools or materials on the steps or platform of a stepladder • Do not use the top two steps of a stepladder as a step or stand. • Always level all four feet and lock spreaders in place. • Do not use a stepladder as a straight ladder. Straight type or extension ladders • All straight or extension ladders must extend at least three feet beyond the supporting object when used as an access to an elevated work area. • After raising the extension portion of a two or more stage ladder to the desired height, check to ensure that the safety dogs or latches are engaged. • All extension or straight ladders must be secured or tied off at the top. • All ladders must be equipped with safety (non-skid) feet. • Portable ladders must be used at such a pitch that the horizontal distance from the bottom of top support to the foot of the ladder is about one-quarter of the working length of the ladder. Trenching and Excavating 1. The determination of the angle of repose and design of the supporting system shall be based on careful evaluation of pertinent factors, such as: a. Depth and/or cut/soils classification b. Possible variation in water content of the material while excavation is open c. Anticipated changes in materials from exposure to air, sun, water, or freezing d. Loading imposed by structures, equipment, or overlaying or stored material e. Vibration from equipment, blasting, traffic, or other sources Approximate Angle of Repose For sloping of sides of excavations Note: Clays, silts, loams or non-homogenous soils require shoring and bracing The presence of ground water requires special treatment Solid rock and compact shale (90°) Compacted angular gravels, glacial till ½:1 (63°26’) Recommended slope For Average soils 1:1 (45°) Compacted sharp sand 1 ½:1 (33°41’) Well rounded loose sand 2:1 (26°34’) Original ground line 2. Walkways or bridges with standard railings must be provided when employees or equipment are required to cross over excavations. 3. The walls and faces of all excavations in which employees are exposed to danger from moving ground must be guarded by a shoring system, sloping of the ground, or some other equivalent means. 4. No person is permitted to be under loads handled by power shovels, derricks, or hoists. 5. All employees must be protected with personal protective equipment for the protection of the head, eyes, respiratory system, hands, feet, and other parts of the body. Scaffold Safety Rules 1. General Before starting work on a scaffold, inspect it for the following: a. Are guardrails, toe boards, and planking in place and secure? b. Are locking pins at each joint in place? c. Are all wheels on moveable scaffolds locked? 2. Do not attempt to gain access to a scaffold by climbing on it (unless it is specifically designed for climbing) – always use a ladder. 3. Scaffolds and their components must be capable of supporting four times the maximum intended load. 4. Any scaffold, including accessories such as braces, brackets, trusses, screw legs, ladders, etc., damaged or weakened in any way, must be immediately repaired or replaced. 5. Scaffold planks must extend over their end supports not less than 6 inches or more than 12 inches, unless otherwise specifically required. 6. Scaffold platforms must be at least 18 inches wide unless otherwise specifically required or exempted. 7. Where persons are required to work or pass under the scaffold, scaffolds shall be provided with a screen between the toe board and guardrail, extending along the entire opening. The screen must be made of No. 18 gauge U.S. Standard wire, ½ inch mesh or equivalent protection. 8. All scaffolds must be erected level and plumb, and on a solid footing. 9. Do not change or remove scaffold members unless authorized. 10. Do not allow workers to ride on a rolling scaffold when it is being moved. Remove or secure all materials and tools on deck before moving. 11. Do not alter any scaffold member by welding, burning, cutting, drilling, or bending. MOTORIZED VEHICLES and EQUIPMENT 1. Do not ride on motorized vehicles or equipment unless a proper seat is provided for each rider. 2. Never ride in the bucket of a bobcat or loader, on the side of a truck or in the bed of a moving truck. This is against company policy. 3. Always be seated when riding authorized vehicles (unless they are designed for standing). 4. Do not operate any motorized vehicle or equipment unless you are specifically authorized to do so by your supervisor. 5. Always use your seat belts in the correct manner. 6. Obey all speed limits and other traffic regulations. 7. Always be aware of pedestrians and give them the right-of-way. 8. Always inspect your vehicle or equipment before and after daily use. 9. Never mount or dismount any vehicles or equipment while they are still in motion. 10. Do not dismount any vehicle without first shutting down the engine, setting the parking brake and securing the load. 11. Do not allow other persons to ride the hook or block, dump box, forks, bucket or shovel of any equipment. 12. Each operator must be knowledgeable of all hand signals and obey them. 13. Each operator is responsible for the stability and security of his/her load. BLACKSHOR MVR/VEHICLE SAFETY POLICY Summary It is the policy of Blackshor that our passenger vehicles (including vans, light-duty and Semi trucks) and all other company vehicles will be used only for company business and will be operated only by authorized persons who meet the driver criteria in our vehicle safety program. This policy applies to our company-owned vehicles and private or rental vehicles authorized for use on company business. All employees must comply with federal, state and local laws and policies and be “job-ready” when they are on company business. Job-ready means that employees must be physically and mentally able to do their jobs. Employees must not use intoxicants, drugs or medications that could impair their judgment or ability to drive. Managers and supervisors have the right to determine an employee’s job readiness. Employees who drive on company business must have a valid driver’s license and a satisfactory driving record AND they must have a current and paid for personal insurance policy. Violations of this policy may result in revocation or restriction of employee authorization to drive a company-owned or private vehicle on company business, and/or reassignment, demotion, suspension or dismissal. All employees are required to read, understand, and adhere to this policy and the consequences for violating it. Employee responsibilities Blackshor requires compliance with all elements of this policy. George Blackburn, the Safety Officer of Blackshor, or a representative of Blackshor’s insurance company will verify that employees have valid drivers’ licenses and are qualified to operate company vehicles before they begin driving on company business. Employees who drive on company business must follow all parts of this policy. Every Employee: • must do a walk around inspection of any vehicle before driving it and • must NOT use a company vehicle for personal business unless it is pre-approved, by owner, George Blackburn. • Must plug in GPS if plugging in is necessary before operation begins. When operating company vehicles, employees should remember that their driving habits reflect on all company employees. Company vehicles must be used legally, courteously and safely. Employees are strongly encouraged to plan mini-breaks every two hours during long periods of driving in good driving conditions and more often in poor conditions. Employees must use seat belts and require them to be worn by their passengers. Employees are responsible for the care of vehicles assigned to them and may be held liable for improper care and abuse of the vehicle. Misconduct could lead to withdrawal of driving privileges and/or disciplinary actions such as suspension, up to and including dismissal. • Employee specifically understands and agrees that he/she will be held responsible for sharing in the payment of damages and related costs and expenses caused to company property and equipment, customers’ property and equipment, or the property or equipment of others his/her acts or omissions to act while working for Blackshor. • George or Kim Blackburn will determine the appropriate share of said property and equipment damages and related costs and expenses to be paid. The employee will be billed for said damages and related costs and expenses. • Employee also understands there may be additional consequences to causing said damages and related costs and expenses, up to and including termination of employment at Blackshor. Safety Officer Responsibility The company Safety Officer, or an assigned company representative, must investigate any incident that involves a company vehicle. The purpose of the investigation is to identify the cause of an incident and to determine how it could have been prevented – not to assess fault. Requirements for all employees New employees and existing employees who drive on company business must read and sign an MVR consent form that permits Blackshor and/or its insurance company to complete a motor vehicle background check. The appropriate Blackshor representative will review this vehicle safety policy with each employee who drives on company business. Requirements for drivers under 21 Drivers under the age of 21 are prohibited from operating vehicles or trucks that transport hazardous materials. Licensing Employees who drive on company business must have a current, valid driver’s license before driving. Licenses will be photocopied and kept in employees’ files. Use of personal vehicles for company business George or Kim Blackburn must review and approve use of a personal vehicle for company business. Employees who drive company vehicles or may use personal vehicles on company business must provide evidence of automobile liability insurance as required by the state of Illinois. An insurance card or current certificate or proof of insurance will be kept in the employee’s personnel file. Blackshor does not provide liability insurance for employees who use their own vehicles on company business. Employees who use their personal vehicles on company business are responsible for all liability resulting from use of their vehicles. Any employee who drives a personal vehicle on company business and who does not maintain insurance coverage on that vehicle will be terminated. In the event of an accident the Employee specifically understands and agrees that he/she will be held responsible for sharing in the payment of damages and related costs and expenses caused to company property and equipment, customers’ property and equipment, or the property or equipment of others his/her acts or omissions to act while working for Blackshor. George or Kim Blackburn will determine the appropriate share of said property and equipment damages and related costs and expenses to be paid. The employee will be billed for said damages and related costs and expenses. Employee also understands there may be additional consequences to causing said damages and related costs and expenses, up to and including termination of employment at Blackshor. Motor vehicle record (MVR) review The appropriate Blackshor representative will review the driver’s MVR annually and any vehicle incidents and violations involving driver. Reporting incidents involving motor vehicles An incident report packet is located in the glove box of each company vehicle if a glove box exists, or can be obtained at the company office. The packet contains instructions on what to do in case of an incident. Drivers should become familiar with the forms before using vehicles. Employees or their supervisors are responsible for completing and filing all necessary reports within the time periods required by this policy. Failure to file a report may cause the loss of the employee’s license, driving privileges, and liability insurance coverage. Employees must immediately notify their supervisor and George or Kim Blackburn of any accident, collision or vandalism involving company or personal vehicles they use on company business. If the incident results in injuries or fatalities, employees or their supervisors must report them to the George or Kim Blackburn immediately after ensuring the injured have or will receive any necessary medical treatment. Employees or their supervisors, must forward copies of all vehicle accident forms received to George or Kim Blackburn. Employees involved in vehicle crashes should discuss details of the incident only with police officers, appropriate state officials, or a representative of Blackshor’s insurance carrier. Drivers are prohibited from signing or making any statements regarding responsibility for vehicle crashes except as required to the persons mentioned above. Drug testing and MVR checks after incidents involving vehicles After each incident, regardless of who is at fault, George or Kim Blackburn will require a drug test within eight hours and obtain an updated driver’s motor vehicle record (MVR) within three business days. Pre-trip walk-around inspections Employees are responsible for conducting walk-around inspections of company vehicles before driving each day or shift and note any defects or damage. Employees must also note defects or damage to seats, seat belts, interior lights, engine warning lights, rearview mirrors, and emergency equipment. (SEE & UNDERSTAND TAG OUT PROGRAM!) Employees must report any new defects or damage to George or Kim Blackburn immediately. One of them will evaluate the report and ensure that all hazards are repaired promptly. Vehicles that are unsafe to drive must be placed out of service immediately. Vehicle service and maintenance intervals Vehicle service and maintenance intervals are determined by the vehicle manufacturer. Maintenance will be performed by a qualified auto or truck mechanic. A signed and dated record of all maintenance work must be kept in the vehicle file. Vehicles that are unsafe to drive must be placed out of service until repairs are completed. Records kept on company vehicles This company keeps the following records on each company-owned vehicle: • Vehicle inspection report. Identifies damage or defective equipment. • All movement via an independent GPS company • Vehicle history report. Provides a complete history of the costs of maintenance, parts, and labor associated with the vehicles. All company reports and records are confidential and must not be released to third parties without the consent of George or Kim Blackburn. Definitions of terms used in this policy Accident. An unplanned or unintended incident involving a motor vehicle that results in injury, death, or damage. Collision. An unplanned or unintended incident in which a motor vehicle contacts another vehicle, person, or object. Crash. An incident involving one or more vehicles in motion. Incident. An event that resulted – or could have resulted – in personal harm or property damage. Injury. Physical harm or damage to a person. Motor vehicle. Any licensed mechanically or electrically powered device designed to be operated on public roads and streets. Passenger. Any person in a vehicle other than the driver. Preventable incident. One in which the driver failed to do everything that could have been done to avoid it. Remedial training. Training required following an incident to upgrade and renew skills and demonstrate proficiency. Written Hazard Communication Program GENERAL: It is the Policy of Blackshor Snow Removal & Excavating, Inc. to provide and maintain a safe and healthy workplace for all employees including those who work with potentially hazardous chemicals. This written program will be posted and available 24 hours a day, seven days a week in the Employee Safety Manual at the following locations: 1. Blackshor Office: Time Clock room and hallway 2. Blackshor Mechanic Shop: Shop Desk If you work with or around potentially hazardous chemicals, this program affects you. The HAZARD COMMUNICATION STANDARD is intended to inform you of any potential chemical hazards from products you may come in contact with at this facility. Container Labeling: All containers of chemical products received at this company and all containers used as secondary containers will contain a label listing their hazards, both physical and health hazards. If the label is missing, contact George Blackburn or the Safety Officer, currently Bob Gaubas, so that he/she may determine what the product is that has been received, and where it should be stored. DO NOT ATTEMPT TO USE ANY CHEMICAL THAT IS NOT READILY IDENTIFIABLE. MATERIAL SAFETY DATA SHEETS AND SAFETY DATA SHEETS: The Safety Officer, has the MSDS (Material Safety Data Sheet) and SDS (Safety Data Sheet) information on file in the Blackshor office at his work station from the various chemical manufacturers for all hazardous chemicals used in connection with this workplace. These information sheets list, in English, information available about any particular chemical: health hazards, emergency and first aid procedures, how the chemical could enter the body, the safe handling and use of the chemical, name of manufacturer, etc. The MSDS and SDS books may be found in these locations: 1. Blackshor Office-Book Is At Safety Officer Work Station 2. Blackshor Maintenance and Repair Shop-Book Is At Maintenance Desk HAZARDOUS MATERIALS INVENTORY LIST: Examples: acids, aerosols, battery fluids, catalysts, caustics, cleaning agents, degreasing agents, flammables, fuels, fungicides, industrial oils, insecticides, herbicides, office copier chemicals, pesticides, surfactants, solvents, wood preservatives. For a list of the Hazardous Materials which could be found at Blackshor look in the SDS (formerly MSDS) Books at Blackshor in the Table of Contents. BLACKSHOR LOCKOUT / TAGOUT POLICY Purpose This establishes Blackshor’s policy for protecting employees who • must do service or maintenance on machines, vehicles, or equipment, and, • who could be injured by malfunctioning equipment, an unexpected start-up, or release of hazardous energy. Service or maintenance includes erecting, installing, constructing, repairing, adjusting, inspecting, unjamming, setting up, trouble-shooting, testing, cleaning, and dismantling machines, tools, equipment or processes. This policy will ensure that machinery, vehicles, tools, or equipment are stopped, isolated from all hazardous energy sources, and properly locked or tagged out. Scope This policy applies to all Blackshor employees, and specifically to those who may be exposed to hazardous energy during service or maintenance work. Uncontrolled energy includes potential, kinetic, flammable, chemical, electrical, and thermal sources. Employer and employee responsibilities Blackshor is responsible for implementing and enforcing this policy. All employees must comply with this policy. Lockout and tagout devices • The tags used will be red in color. • Tagout devices must be attached with a metal tie. • Any employee who sees a tagout device must be able to recognize who attached it and its purpose, such as to warn against using the machinery, tool, or equipment. • YOU MUST WRITE YOUR NAME ON ALL TAGS YOU FILL OUT • A safety orange lockout device is available for authorized employees in Blackshor’s time clock room. Fill out a red tag upon using it. Exposure survey To ensure safety for all employees, Blackshor’s safety officer, or one of the owners, will conduct hazardous-energy surveys to determine affected machines, tools or equipment and necessary service and maintenance tasks which may require lockout or tagout procedures. Employee input during this survey will be encouraged. Energy control procedures Authorized employees who work on or test lockout or tagout machinery, vehicles, tools, or equipment or do service and maintenance on them must follow specific written energy-control procedures. The procedures must include the following information: • The intended use of the procedure-for example: what will be fixed • Steps for shutting down, isolating, blocking, and securing equipment • Steps for placing, removing, and transferring lockout devices • Equipment-testing requirements to verify the effectiveness of the energy-control procedures. When re-energizing equipment is necessary — when power is needed to test or position the equipment, for example — temporary removal of lockout or tagout devices is allowed. This applies only for the time required to perform the task and the procedure must be documented. Employees must do the following before they begin service or maintenance work: 1. Inform all affected employees of equipment shutdown. 2. Shut down equipment. 3. Isolate or block hazardous energy. 4. Remove any potential (stored) energy. 5. Lockout or tagout the energy sources. 6. Verify the equipment is isolated from hazardous energy and de-energized. Employees must do the following when they remove lockout or tagout devices and re-energize equipment: 1. Remove tools and replace machine or equipment components. 2. Inform coworkers about energy-control device removal. 3. Ensure all workers are clear of the work area. 4. Verify machine or equipment power controls are off or in a neutral position. 5. Remove the lockout or tagout device. 6. Re-energize equipment. Special lockout/tagout situations Energized testing When an energy-isolating device is locked or tagged and it is necessary to test or position equipment, do the following: 1. Remove unnecessary tools and materials. 2. Ensure that all other employees are out of the area. 3. Remove locks or tags from energy isolating devices. 4. Proceed with test. 5. De energizes equipment and lockout or tag out energy-isolating devices. 6. Operate equipment controls to verify that the equipment is de-energized. Contract service and maintenance services Blackshor contractors will be aware of their respective lockout/tagout procedures before the contractor does onsite work. Training Employees who may be exposed to hazardous energy will receive training before assignment to ensure that they understand Blackshor’s energy-control policy and have skills to apply, use, and remove energy controls. The training will include the current OSHA requirements and the following: • Affected employees will be trained in the purpose and use of energy-control procedures. An affected employee uses equipment that is being serviced under lockout or tagout procedures or works in an area where equipment is being serviced. • Authorized employees will be trained to recognize hazardous energy sources, the type and magnitude of energy in the workplace, the methods and means necessary for isolating and controlling energy, and the means to verify that the energy is controlled. An authorized employee locks out or tags out equipment to do service work. An affected employee becomes an authorized employee when that employee’s duties include service or maintenance work on equipment. • Employees whose jobs are in areas where energy-control procedures are used will be trained about the procedures and the prohibition against starting machines that are locked or tagged out. • Employees will be retrained annually to ensure they understand energy-control policy and procedures. • Authorized and affected employees will be retrained whenever their job assignments change, energy-control procedures change, equipment or work processes present new hazards, or when they don’t follow energy-control procedures. Current training records will be maintained for each authorized and affected employee including the employee’s name and the training date. Annual inspections Blackshor’s safety officer or one of the owners will perform and document annual inspections of these energy control procedures to ensure employee understanding and compliance. The documentation will include: 1) the equipment on which the procedures are used; 2) the date of the inspection; 3) the employees included in the inspection; and 4) the name of the inspector. Definitions Affected employee A person who uses equipment that needs or is being serviced under lockout or tagout procedures, or who works in an area where equipment is being serviced. Authorized employee A person who locks out or tags out equipment so service or maintenance work can be done. An affected employee becomes an authorized employee when that employee’s duties include service or maintenance work on equipment. Capable of being locked out An energy-isolating device that is designed with a hasp or other means of attachment to which, or through which a lock can be affixed, or if it has a locking mechanism built into it. Disconnect A switch that disconnects an electrical circuit or load (motor, transformer, or panel) from the conductors that supply power to it. An open circuit does not allow electrical current to flow. Under a lockout procedure, a disconnect must be capable of being locked in the open position. Energized Connected to an energy source or containing potential energy. Energy source Any source of energy. Examples: electrical, mechanical, hydraulic, pneumatic, chemical, and thermal. Energy-isolating device A mechanical device that physically prevents transmission or release of energy. Hazardous energy Any of the types of energy existing at a level or quantity that could be harmful to workers or cause injury through inadvertent release or start-up of equipment. Lockout device A device that locks an energy-isolating device in the safe position. Lockout Placing a lockout device on an energy-isolating device, under an established procedure, to ensure the energy-isolating device and the equipment it controls can’t be operated until the lockout device is removed. (An energy-isolating device is capable of being locked out if it has a hasp that accepts a lock or if it has a locking mechanism built into it.) Procedure A series of steps taken to isolate energy and shut down equipment. Servicing or maintenance Workplace activities such as constructing, installing, setting up, adjusting, inspecting, modifying, and maintaining machines or equipment. Also includes lubricating, cleaning, unjamming, and making adjustments or tool changes if a worker may be exposed to the unexpected startup of the equipment during such activities. Tagout device – this is the red tag titled “REPAIR TAG” (these are located in the room next to the time clock room where the soda machine is) All have the following information on it & all 4 areas MUST BE FILLED OUT by the user • Date • Item • Problem • Contact (this is the person filling it out). Tagout Placing a tagout device on the equipment means it can’t be operated until the repair is done and the tagout device is removed. SEXUAL AND OTHER DISCRIMINATORY HARASSMENT It is the policy of the employer to provide all employees with a work environment that is free of all forms of harassment based on the protected characteristics listed in the Equal Employment Opportunity and Non retaliation policy mentioned previously in this Handbook, including, but not limited to, age, race, religion, creed, disability, national origin, sex, and sexual orientation. Any such harassment is strictly prohibited by the employer as well as by federal, state, and local law. Conduct prohibited by this policy is unacceptable in the workplace as well as any work-related setting outside the workplace, such as business trips, business meetings, and business-related social events. Any person engaging in harassment, including sexual harassment in the form of unwelcome sexual advances, requests for sexual favors, or other such verbal or physical conduct creating an intimidating, hostile, or offensive working environment, is subject to discharge immediately. PROBATIONARY AND REGULAR EMPLOYEES’ GENERAL RULES AND BEHAVIOR POLICIES All new employees and all present employees transferred or promoted to a new job shall be placed on Probationary Status for a period of ninety (90) days. If the employer determines that the designated probationary period does not allow sufficient time to thoroughly evaluate the employee’s capabilities, work habits, and performance, the probationary period may be extended for a specified period at the discretion of one of the owners. In general, all employees, whether they are on probationary status or are then regular employees, will be provided with the time, training, supervision, and support required to become a contributing member of Blackshor. Should an employee demonstrate that he or she is not interested in or capable of handling the jobs assigned, or not capable of following the below-listed Blackshor behavior policies he/she may be terminated. Those behavior policies include: always report to work on time; report to a job site in a timely manner; report to George Blackburn any problems encountered on the job site; report to George Blackburn before leaving a job site to go to another job site or to the Blackshor office; report to George Blackburn before leaving from finishing any rework in the time suggested; do not steal, or intentionally, recklessly, or negligently and repeatedly, damage, any Blackshor property or the property of a Blackshor customer; always respond appropriately and politely to questions and suggestions from a supervisor or from George or Kim Blackburn; do not be insubordinate to a supervisor or to George or Kim Blackburn; immediately report any absence from work for any reason, and the reason for that absence, to a supervisor and George or Kim Blackburn; follow all other rules and policies listed in this Handbook or verbally given to the employee by his/her supervisor or George or Kim Blackburn at all times. Texting an absence or tardiness by an employee to a supervisor or to George or Kim Blackburn is NOT acceptable. The employee must speak to one of the owners. All employees are expected to arrive at work at their assigned times and days by their own form of travel. Once at work, if an employee will be working at a site away from the Blackshor office and will only be able to work a partial work day that day, then he/she will be responsible for arriving at the job site with his/her own personal vehicle. Blackshor will NOT provide transportation under those circumstances. All employees are required to obey company rules and directives issued by their supervisor or manager or by owners, George Blackburn and Kim Blackburn. A refusal to obey a supervisor’s or manager’s or owner’s order, or a lack of respect directed toward that supervisor, manager, or owner, or any Blackshor customer, will subject that employee to company discipline, including the possibility of termination. Any employee who has violated any of the above-mentioned employment rules or behavior policies, or any other employment rules and policies mentioned in this Handbook, or any reasonable rules or policies given to that employee verbally by a supervisor, manager or George or Kim Blackburn, during his/her employment, may be subject to immediate discharge at the discretion of George or Kim Blackburn. EMPLOYEE PERSONNEL FILES The employer will maintain a personnel file for each employee which will remain the employer’s property. Only documents related to an employee’s work history or personal history before or after hiring by Blackshor which have a clear business reason for being in his/her personnel file will be maintained there. Such documents may include any documents related to the employee’s Blackshor employment application or related documents and statements made by the employee therein. All required federal and state employment related documents will be maintained in the employee’s personnel file. Employees may see the information in their personnel files. If an employee disagrees with any of the information, he or she may submit in writing objections and requests for review of material with George or Kim Blackburn. TERMINATION OF EMPLOYMENT All terminations of employment are to be treated in a professional manner by all concerned. An employee may be dismissed or terminated at any time, for any reason, at the sole and absolute discretion of the employer. The employer may or may not, in its sole discretion, give notice of its intent to terminate or dismiss an employee. The employer is not required to give any such notice. TERMINATION PROCESSING PROCEDURES On the final day of employment, a terminated or dismissed employee must return all employer-owned property such as employer vehicles, keys to Blackshor buildings or vehicles, employer manuals, GPS equipment, other employer-owned equipment, mobile phones, employee ID cards, any Company gas or credit cards, and any other employer property such as tools, clothing, or supplies of any kind. An exit interview may be conducted with the terminated employee by the immediate supervisor or George or Kim Blackburn or Office person. • to identify all work in progress and to protect a customer’s right to have work completed in a timely manner. • to collect job sheets and receipts if applicable • to fill out the termination form which addresses return of company property • to work out payment plan if any outstanding balances are remaining owed to company from employee EMPLOYEE or COMPANY MOBILE PHONE/RADIO POLICY Every employee is responsible for charging and maintaining his/her OWN, or, in rare cases employer-owned and issued mobile phone, trac-phone, radio, phone clip or container, and charger(s). If there is any damage, destruction, or loss of any company owned mobile phone, trac-phone, radio, or other equipment, or charging equipment, issued by employer to the employee, said employee is liable to replace said equipment at his/her expense at the employer’s discretion. If you are a seasonal employee or an employee that does not use a company owned phone you are still responsible for having a working phone at all times as a condition of your employment. It is your responsibility to update the office and your personal file (see application tab on line at website Blackshor.com for information update form) with your correct phone number (and/or address), should yours change. It is also your responsibility to have a working phone so you can be contacted about work and schedules and on call duties. Usage of employer-issued mobile phones, trac-phones, radios, chargers, and other equipment shall be limited to employer work-related usage only. NO personal usage is allowed. NO inappropriate language will be allowed during any phone or radio transmissions. Employees are NOT to use their own personal mobile phones or company mobile phones for non-emergency personal business while working for the employer, except when on break or lunch time this includes but is not limited to texting or game playing while on the clock. Please use common sense during mobile phone conversations or radio transmissions, and do not use expletives or other inappropriate language. Remember you don’t know where the person or persons you’re calling is located or if others, not intended, can overhear the conversation. ALL FULL TIME, PART TIME, AND SEASONAL WORKERS ARE REQUIRED TO (provide themselves with) and HAVE A MOBILE PHONE THAT WORKS, IS FULLY CHARGED, AND CAN BE ANSWERED AS PART OF YOUR EMPLOYMENT REQUIREMENTS. PERSONAL LAP-TOP COMPUTER PROTOCOL Due to confidentiality concerns and the amount of computerized data inherent to the employer’s office, personal lap-top computers will not be allowed on the employer’s premises without authorization of George or Kim Blackburn. Personal storage items, CDs, DVDs, and USB Flash Drives will not be allowed on the premises for any reason and absolutely will not be allowed to be used in Company equipment without the authorization of George or Kim Blackburn. Anyone not adhering to this protocol will receive appropriate discipline up to and including termination. Any damage to employer equipment or loss of employer data by use of unauthorized equipment by an employee will be grounds for immediate termination of employment, the payment to the employer of the amount of any loss or damage, and possible criminal investigation and prosecution. EMPLOYER COMPUTER PROTOCOL AND E-MAIL PROTOCOL. Employees are given access to employer computers and given an employer e-mail address for work purposes only. They are not intended for personal use. An employer computer and e-mail account are NOT to be used to send or receive pornographic materials, or other inappropriate or personal material, or to be used for any sort of discrimination, retaliation, harassment, sexual or otherwise, or to be used for conducting personal business of the employee. Any employee who breaches or gives out secured employer software programs or passwords or other work-product of the Company will be treated as though he/she has committed a theft of employer property and has violated the employer confidentiality policy and will be immediately terminated from employment. Screen savers and other employee-downloaded material will be monitored by supervisors and the owners, and anything in questionable taste or that may result in computer or software problems for the employer will not be allowed. Employer internet use is for work purposes only. Personal Internet use is prohibited. NO DOWNLOADS OF FILES OR PROGRAMS WITHOUT SPECIFIC REQUESTS FROM THE OWNERS. Employee computer use will be monitored and anyone not adhering to the above protocol will be disciplined up to and including termination, depending on the seriousness of the violation of employer policy. TELEPHONE & OFFICE EQUIPMENT Employees are requested to limit personal situations such as phone calls to their lunch or break periods. Under no circumstances are employees permitted to make long distance (toll) calls using employer telephones, copies using the company copy machine, or faxes using the company fax, except under the following conditions: 1. Business related matters; OR, 2. If you have a personal matter and you wish to use Blackshor equipment, you are expected to obtain permission first from George or Kim Blackburn and you may be required to reimburse the employer for the cost. PAY PERIOD/TIME SHEETS All hourly full or part time non seasonal employee(s) are required to punch in and out at the time clock machine at the Blackshor office and to complete and initial a job time sheet for each separate job he/she does for Blackshor. When you are on a remote job that does not allow you to clock in at the time clock you should text to specified text phone your start and finish time. If you are a seasonal worker you will be given specific instruction of how to clock in or what will be used to mark your time. Employee data forms for the employer and its payroll service, must be completed by all employees documenting their absences from work for illness, vacation, or personal leaves. Any employee who is expected to clock in on the time clock as part of their normal routine must do so or it could push their pay back into the next pay period. All Blackshor employees acknowledge that Blackshor GPS devices and or security devices such as cameras will be required to be in operation for all jobs performed and the information from said devices will be used to assist to calculate appropriate payable employee hours. All seasonal and part-time workers acknowledge they may be required to use their own personal vehicles at times to travel to job sites and then will be required to install and use Blackshor GPS type equipment in their own vehicles for said jobs. During the snow season, seasonal employees are expected to use and turn back in all Blackshor GPS equipment to the Blackshor office immediately after completing a shift of work. Pay for that work will be withheld if this is not done. The work week is from your department’s monthly work schedule or from your supervisor or George or Kim Blackburn. The week starts each Sunday at 12:01 AM and ends the next Saturday after 11:59 PM. The employer has the right to set or change each employee’s work schedule as needed. Possible “pay” hours are determined by your allowed schedule, unless that schedule is changed by the employer, and by the hours reported as indicated above. Note if you do not follow instruction as to your department’s procedure for clocking in, or use your GPS as outlined, it could delay your pay or could cause us to not get paid from customer. You must follow procedures to be paid on time. LUNCH BREAK An automatic lunch break of 30 minutes will be deducted every time an employee works at least 5 hours during their work schedule. The schedule of an employee’s lunch break is set by his or her supervisor or George or Kim Blackburn and will be staggered with other employees in order to keep the office and outside job/duties functioning. Lunch breaks that are longer than 30 minutes will be deducted from work hours. OVERTIME COMPENSATION Overtime is never at the employee’s discretion. It shall only be incurred and paid at the request of George Blackburn or Kim Blackburn. Supervisors shall ensure that no unauthorized overtime hours are worked or paid. If your department is assigned to a maximum weekly total, or a set start and finish time, you will not be paid overtime without prior approval from George or Kim Blackburn. In addition to approval you must fill out the overtime sheet for consideration and signature which will submitted to owners before payment is authorized and made. OUTSIDE EMPLOYMENT The employer does not discourage you from holding employment elsewhere provided such secondary employment does not interfere with your work and responsibilities to Blackshor. All employees are strictly prohibited from holding a second job with a competitor of Blackshor. An employee on a paid or unpaid leave of absence may not work for another employer, or be self-employed, in the same or similar business as Blackshor without the prior written consent of the employer (note the non-complete agreement). CONFLICT OF INTEREST No employee of the Company shall maintain an outside business or financial interest, or engage in any outside employment, business or financial activity, which competes with or conflicts with the interests of the Company, or which interferes with his or her ability to fully perform job responsibilities at Blackshor. For example, and not by limitation, if your job responsibilities include purchasing, or you are in a position to influence such purchases, you should have no proprietary or financial interest in any business that furnishes products, materials, or services to the employer, or in any related transaction. NO TOLERANCE DRUG AND ALCOHOL FREE WORKPLACE In 1988, Congress enacted the Drug Free Workplace Act to require federal contractors to establish and maintain a work environment that is free from the effects of drug use and abuse. Federal Regulations 49 CFR Part 40 (§382) present the general terms of this program and its guidelines We agree with that goal and believe that Blackshor Snow Removal & Excavating, Inc., hereafter Blackshor, has responsibility to its employees and those who use or come in contact with its products/services, to ensure a safe and productive work environment. To satisfy these responsibilities, it is the policy of Blackshor and a condition of employment that an employee be present and able to perform their job free from the effects of alcohol, narcotics, depressants, stimulants, hallucinogens and cannabis or any other substances, which can impair job performance. Any and all individuals who are Blackshor employees, or who are applying for a position at Blackshor, or are conducting business on the employer's property, are covered by our drug-free workplace policy. Our policy includes, but is not limited to managers, supervisors, full-time employees, part-time seasonal employees, off-site employees, contractors, volunteers, interns and applicants. Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the employer. Therefore, this policy applies during all working hours, whenever conducting business or representing Blackshor, while on call, paid standby and while on employer property. It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or any illegal intoxicating substances. Our Drug and Alcohol Rules The following rules are extremely important and an employee who violates any one of them will be subject to disciplinary action, up to and including termination. 1. Alcohol An employee may not possess, use, transfer, offer, or be under the influence of any intoxicating liquor while at work or on company business. This rule prohibits using any alcohol prior to reporting to work, during breaks or meal periods, or in conjunction with any Company activity, except social or business events where a Corporate Officer has authorized the moderate consumption of Alcoholic Beverages. 2. An employee will be removed from a Safety Sensitive Position for 24 hours if your BA is more than .02 and less than .04. A Breath Test over .04 is a DOT Violation, and a referral will be required to a Substance Abuse Professional before being released back to a safety sensitive position. 3. Drugs An Employee may not possess, use, transfer, offer, share, attempt to sell or obtain, manufacture, or be under the influence of any drug or similar substance and also may not have any drugs of similar substances present in the body. Thus, an employee who tests positive for any illegal-drug violates this rule. This rule also pertains to Prescription drugs being taken without doctors authorization. 4. Drug Paraphernalia and Alcohol Containers An Employee may not possess any Drug Paraphernalia or Alcohol Containers. 5. Prescriptions/ Over–the-counter Medications It is the employees responsibility to check the potential effects of prescribed drugs and over-the counter Medications with your doctor or pharmacists before starting work, and to immediately let your supervisor know when such use makes it unsafe for you to report to work or do your job. 6. Adulterants Any substance that is used for the purpose of Manipulating a drug test by adding to the specimen or ingesting. Pre-Employment Testing. All safety sensitive employees and all semi drivers are required to pass a DOT pre-employment urine drug test before being hired. Random Testing Program. The Random-testing program is implemented by a third party and/or a computerized Selection Process throughout the year. The Third Party Administrator (TPA) combines the drivers from our company with drivers from other companies. The TPA selects 4 times per year and notifies the DER, Designated Employee Representative. The DER can notify the Driver within the selection period. When the driver is notified, they must test ASAP. The Federal Motor Carrier Safety Administration does not allow testing delays due to convenience or movement of freight. (FMCSA). Mandatory Post Accident Testing. Post accident drug and/or alcohol testing will be at supervisor or company request, or as Defined in 49 CFR Part 40. See Chart Type of accident involved Citation issued to the CMV driver? (Class A or B) Test must be Performed. i. Human Fatality ii. Bodily injury with immediate medical treatment away from scene.. iii. Disabling damage to any motor vehicle requiring tow away. Yes No Yes No Yes No Yes Yes Yes No Yes No Reasonable Suspicion Testing or Reasonable Cause At least one Supervisor will be trained in accordance to 49 CFR 382.603 of the Federal Register to make these observations of Work Performance, Behavior, and Physical Indicators. • Observable Symptoms or Unusual Behavior. • The Odor or Smell of Alcohol or Drugs on the employee’s breath or clothes or in an area (such as in a vehicle, office, work area, or restroom) immediately controlled or occupied by the employee. • Alcohol, alcohol containers, illegal drugs or drug paraphernalia in the employee’s possession or in an area controlled or occupied by the employee (vehicle, office, desk restroom. ) ; • Unexplained or Significant deterioration in job performance. • Unexplained significant changes in behavior (e.g., abusive behavior, repeated disregard of safety rules or procedures, insubordination, etc.); • Evidence that the employee may have tampered with a previous drug test. • Criminal citations, arrests or convictions involving drugs and alcohol. • Unexplained absenteeism or tardiness • Employee admissions regarding drug or alcohol use; • Any involvement in any work-related accident or near misses. • Any type of Paraphernalia discover on your person or Company Property Fit for Duty The company could require a fit for duty exam by a certified Medical Practitioner; this exam can be administered along with Drug and Alcohol Screen to determine if employee is fit for Duty. This could be requested in addition to the DOT Medical card Certificate. Duty to Cooperate An employee who fails to cooperate in the administration of this policy generally will be terminated and is in violation of §49 CFR Part 40. This includes such things as: • Refusing to consent to testing, to submit a sample, or to sign required forms. • Refusing to cooperate in any way (for example, refusing to courteously and candidly cooperate in any interview or investigation, including any form of truthfulness, misrepresentation or misleading statements or omissions.); • Any form of dishonesty in the investigation or testing process. • Refusing to test again at a time of the Company’s choosing whenever any test results in a finding of a dilute sample or reasonable suspicion. • Failure to accept the referral, to enter into and complete an approved treatment program, or to sign or adhere to the commitments in the Last Chance Performance Agreement. PERSON IDENTIFIED TO ANSWER QUESTIONS As part of Blackshor’s Policy to ensure fair and equal treatment of drivers, Blackshor understands that there may be questions and concerns involving the Controlled Substances and Alcohol Testing Policy. To assist drivers in understanding the requirements placed on drivers and Blackshor Kim Blackburn has been designated to answer any questions that may arise concerning the Controlled Substances and Alcohol Testing Policy, and may be contacted at: Phone: (309) 697-1133 Fax: (309)697-2003 Address 5531 W. Plank Road Peoria, IL 61614 THIRD PARTY ADMINISTRATOR Quick Health Labs (e-Lab Quick, LLC) 6926 N. University St. Suite F Peoria, IL 61614 Attn: Matthew West, Program Administrator Phone: 309-692-1485 Fax: 888-497-5315 DRUG TESTING LABORATORY Medtox Laboratories 402 W Count Road D St. Paul, MN 55112 Phone: 651-636-7466 MEDICAL REVIEW OFFICER Dr. James A. Thomas, MD, MRO 6926 N. University Suite F Peoria, IL 61614 Phone: 309-692-1485 49 CFR part 40 and 49 CFR part 382 must be available upon request to covered employees and representatives of employee organizations. 49 CFR part 40 is accessible on line at http://www.dot.gov/ost/dapc, by fax on demand at 1-800-225-3784 requesting document 151, by phone at 1-866-512-1800, or by writing to U.S. Department of Transportation, Office of Drug and Alcohol Policy and Compliance, 400 Seventh Street SW, Room 10403, Washington, D.C. 20590. Any employee who is convicted of a criminal drug violation in the workplace must notify the employer in writing within five calendar days of the conviction. The Company will take appropriate action within 30 days of notification up to and including possible termination. Federal and/or private contracting agencies will be notified when appropriate. Entering the employer's property constitutes a worker’s consent to searches and inspections for alcohol, illegal drugs, or intoxicants. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time by George Blackburn or his representative. Searches can be conducted of pockets and clothing, lockers, wallets, purses, briefcases and lunchboxes, desks and work stations and vehicles and equipment. Each employee, as a condition of employment, will be required to participate in pre-employment, pre-duty, periodic, random, post-accident, reasonable suspicion, return-to-duty and follow-up alcohol, illegal drug, or intoxicant testing, upon selection or request of George Blackburn or his representative. Any employee who tests positive will be subject to termination. An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person, or, sends an imposter, will not sign the required forms, or refuses to cooperate in the testing process in such a way that prevents completion of the test. To fully implement this no tolerance drug-free policy, all employees are encouraged to: • Be concerned about working in a safe environment and watch for and observe all violations of this policy; • Report dangerous drug or alcohol or illegal intoxicating substance behavior being committed by any person to their supervisor immediately. LANDSCAPE LITTER, WASTE AND REFUSE DISPOSAL BY EMPLOYEES BLACKSHOR EMPLOYEE RULES OF CONDUCT & EMPLOYEE POLICIES Reference: Proper Disposal of Landscape Waste, Litter and Refuse I. Proper Disposal of Personal or Employer Landscape Waste, Litter and Refuse: It is a policy of Blackshor that all employees shall not dispose of any personal property or Blackshor property, including any landscape waste, litter or refuse, on the premises at Blackshor at any time, except that paper, plastic, wood, metal, glass, water and other consumable liquids, or styrofoam products may be placed in the Blackshor dumpster in the back yard. Workers shall not dump, throw, place, or otherwise dispose of, any paper products, plastic products, wood products, metal products, glass products, rubber products, liquid products, except water or consumable beverage products, or any styrofoam, other similar or non-biodegradeable substance on the premises at Blackshor at 5531 W. Plank Rd., Peoria, Il., on any neighboring properties, or on any job site property, or any other property, while working for Blackshor. Specifically, Blackshor workers shall NOT: 1. Dump, throw, place, or otherwise dispose of any paper products, including cardboard, paper cups, paper towels, paper candy wrappers or food wrappers, newspapers, or any other paper product on the grounds at Blackshor or on any neighboring property or on any job site; 2. Dump, throw, place, or otherwise dispose of any plastic bottle, plastic cup, plastic bag, or other plastic container or product on the grounds at Blackshor or on any neighboring property or any job site; 3. Dump, throw, place, or otherwise dispose of any wood products, scrap wood pieces, or tree stumps or other tree parts, on the grounds at Blackshor or on any neighboring property or on any job site; 4. Dump, throw, place, or otherwise dispose of any metal cans, metal scrap pieces, or metal parts, on the grounds at Blackshor or on any neighboring property or on any job site; 5. Dump, throw, place, or otherwise dispose of any glass bottles, glass scrap pieces, or other glass containers on the grounds at Blackshor or on any neighboring property or on any job site; 6. Dump, throw, place, or otherwise dispose of any rubber products such as tires or other rubber products associated with vehicles, or other similar product on the grounds at Blackshor or on any neighboring property or on any job site; 7. Dump, throw, place, or otherwise dispose of any liquid product such as oil, vehicle coolants or fluids of any kind or other similar product on the grounds at Blackshor or on any neighboring property or on any job site. Water or other consumable beverages may be disposed of in the back yard area near the Blackshor dumpster; 8. Dump, throw, place, or otherwise dispose of any styrofoam product such as a cup or other container or any insulation of any kind or other similar product on the grounds at Blackshor or on any neighboring property or on any job site; 9. Dump, throw, place or otherwise dispose of any landscape waste or similar product on the grounds at Blackshor or on any neighboring property or any job site, without the express permission of George or Kim Blackburn. Such landscape waste if allowed shall be placed in a temporary designated area of the Blackshor back yard where such substances shall be mulched immediately if possible and properly stored, or properly disposed of if not mulchable. 10. Landscape Workers, Mow Crew Workers, and Other Workers are specifically responsible for the placement of all landscape waste in the designated area of the Blackshor back yard where such substances shall be mulched and properly stored or otherwise disposed of; 11. Sweep Truck Workers are specifically responsible for washing out the sweeper hopper upon returning to the Blackshor premises. Any paper, plastic, wood, metal glass, styrofoam, or other non biodegradeable substance shall be raked up and disposed of in the Blackshor Dumpster in the back yard. II. Employee Misconduct All employees are subject to discipline by employer for employee misconduct for any violation of the above policies by themselves or by those employees who they are responsible for supervising while working for Blackshor. Such discipline shall include, as possible sanctions: oral and/or written reprimands, fines, assessment of costs for the cleanup of said items, or termination of employment depending on the quantity of items improperly disposed of and the possibility of past repeated misconduct. All employees are responsible for reporting as soon as possible to George Blackburn, or Kim Blackburn, of Blackshor, any violation of these policies by another person, whether another Blackshor employee or a private citizen, which they observe. The failure to report damage or said violation shall also be considered employee misconduct. Employee specifically understands and agrees that he/she will be held responsible for sharing in the payment of damages and related costs and expenses caused to company property and equipment, customers’ property and equipment, or the property or equipment of others his/her acts or omissions to act while working for Blackshor. George or Kim Blackburn will determine the appropriate share of said property and equipment damages and related costs and expenses to be paid. The employee will be billed for said damages and related costs and expenses. Employee also understands there may be additional consequences to causing said damages and related costs and expenses, up to and including termination of employment at Blackshor. EMPLOYER FUEL CARD, CREDIT CARDS, AND CHECK PURCHASES EMPLOYEES MUST turn in receipts WITH INFO: WHO – WHAT – WHEN – WHERE – WHY – WHAT FOR, if it is for a vehicle or for other equipment AS SOON AS purchases are made. Auto parts for any Blackshor Vehicle are to be purchased whenever possible at O’Reilly’s – going forward they will deliver the parts so plan ahead with requests. Fuel purchases are to be made only with the following information – Driver id = last 4 of your social security # if you are authorized to purchase Odometer = truck # you are in + • Truck number again, if only filling truck (ex. 4444) • Number of gas cans, if filling cans with a 0 before can number (example 4401 = truck 44 and 1 gas can) • 09 if fuel for a transfer tank or pony motor (example 4409 = truck 44 and pony motor) Please note we check each transaction to verify • Employee on the clock • Truck at the service station • Right kind of fuel being used Not texting your purchases – especially gas - will cause your card to be deactivated. Purchases you make for a job should be identified with the job name and stapled to the job sheet in addition to the information being texted in. All employees must turn in at the Blackshor office daily all records and receipts of any fuel purchase at the end of the workday. The employee is NOT to make any purchases on an employer fuel card that are for personal usage for himself or for anyone else. The unauthorized use of an employer fuel card will result in termination of the employee and a request for prosecution by employer for theft. If an employee is issued a Blackshor credit card (ie. Mastercard, Visa, Discover, Lowes, Menards card) or an employer company check or company petty cash for a specific company purpose, then he/she shall use said items for the purchase of employer work-related items ONLY and shall send a text message for all purchases to the employer as outlined above or by the owners or your supervisor. All employees MUST have prior approval from George or Kim Blackburn prior to ever using said credit card or employer check or petty cash for any such purchase. All Employees must turn in at the Blackshor office daily all records and receipts of any item purchases at the end of the job with job sheet or workday. The employee is NOT to make any purchases on an employer credit card or with an employer check or petty cash that are for personal items of any kind or for his/her personal use or for the use of any other unauthorized person. • The unauthorized use of an employer credit card or check or petty cash will result in termination of the employee and a request for prosecution by the employer for theft or other appropriate criminal charges. • NO PURCHASES OF ANY PERSONAL ITEMS OR PERSONAL REFRESHMENTS SUCH AS SOFT DRINKS ARE ALLOWED ON COMPANY CREDIT CARDS. USE OF, THEFT OF, OR DAMAGE TO THE EMPLOYER’S PROPERTY AND DAMAGE TO OR LOSS OF EMPLOYEE UNIFORMS Blackshor will provide each employee with the necessary equipment and/or tools, phones, computers, or other items, to do his/her assigned job. None of the vehicles, equipment or tools, phones, computers, or other Blackshor property, shall be used by an employee for personal use. Nor shall any of these items be removed from the physical location of the employer’s business without the permission or direction of George or Kim Blackburn. No employee will borrow, take, or give away any personal property, including vehicles, equipment and/or tools, of Blackshor without specific prior approval of George or Kim Blackburn. Any items borrowed with the permission of George or Kim Blackburn shall be returned promptly after use in good operating condition, and no later than twenty-four (24) hours after the item has been borrowed, unless otherwise agreed by George or Kim Blackburn. Each employee will be responsible for the expense of repairing or replacing any Blackshor vehicle, equipment, tools, phones, or other Blackshor property which is damaged or lost due to his/her careless or reckless or negligent use, or due to theft by the employee. This may include the insurance deductible which may apply, as determined by the owners. Non-office/ non-season workers could be required to wear employer branded uniforms while working at Blackshor (depending on position and contractual agreements with customers). Charges for uniforms are subject to change. Employees required to wear uniforms will be charged as follows: • The cost of set up prior to receiving uniforms is 5 weekly payments of $6.00 per week for normal non jean pants and $6.25 for jeans • Then once uniforms are received the cost of cleaning/renting said uniforms will be $6.00 per week or $6.25 for jeans. • Size changes will cost on average $30 and will also be charged to the employee as an additional $6.00 per week until paid. • Upon termination of the employee’s job at Blackshor all uniforms are to be returned to the office in good condition. • For any uniform pant or shirt not returned the employee will be charged $39.50 per item. • For any uniform jacket not returned the employee will be charged $60.00 per item.. When it is determined an employee must reimburse Blackshor for any company vehicles, equipment or tools, phones, computers, or other Blackshor property, damaged or lost or stolen by him/her, or for uniform items not returned by him /her upon termination, by paying for the replacement of said items, the reimbursement will be accomplished immediately by: 1) lump sum payment; or 2) other agreed method. The theft of any of Blackshor’s vehicles, equipment or tools, phones, computers, or any other Blackshor property, or of uniforms, by an employee may result in the termination of the employee immediately and result in a demand for reimbursement immediately. In addition Blackshor will prosecution for any theft of employer property in appropriate cases. APPLICANT / EMPLOYEE ACKNOWLEDGEMENT You also acknowledge that this Employee Handbook is NOT a contract of employment. You acknowledge and understand that it is your responsibility to abide by the rules and procedures in this Handbook, and any revisions made to it, at all times during employment at Blackshor. Further, you agree to comply with and adhere to the Blackshor written and oral policies on: 1) maintaining the confidentiality of Blackshor proprietary information such as bidding and pricing information and all customer information; 2) NOT competing with Blackshor’s business activities with current customers during employment and for a period after your employment; 3) non-discrimination policies toward any co-worker or other employee or customers; 4) non sexual harassment toward any co-worker or other employee of Blackshor or customers; 5) the Employee Safety Manual and all other safety practices and procedures and the reporting of all work-related accidents; 6) the probationary period of my employment and the maintenance of accurate and truthful information in my personnel file records; 7) all employer termination or dismissal procedures; 8) the use of, and/or damage to, employer phones, mobile phone, radios, vehicles, tools, supplies, computers and software, employer e-mails, copiers, printers, and other related equipment; 9) accurately and truthfully regarding lunch breaks, completing all employee job sheets, punching in and out using the Blackshor time clock, the system called t-sheet, and utilizing GPS as instructed; 10) no tolerance of the use of drugs, alcohol and any other intoxicating substances at work or before work; 11) the proper disposal of wastes, litter, and hazardous substances at Blackshor or at any customer job site or public place while working; 12) the use or misuse of employer fuel or credit cards; 13) the use or misuse of employer checks or petty cash for work-related items; 14) the use or misuse of, and/or damage of, any employer property; 15) making reimbursement to Blackshor for any damaged , lost, stolen, or misplaced Blackshor equipment or property, or for insurance deductibles for such property, due to acts of any employee; and, 16) any and all other reasonable Blackshor policies and rules pertaining to the employee’s conduct, misconduct, or failure to act appropriately while working at Blackshor. 17) I understand Personal computers as well as thumb drives, personal back-up systems, or any memory devices are prohibited on company property. 18) Any and all company purchases must be text in to the text phone. 19) Job sheets or route sheets MUST be turned in at the end of the shift for Blackshor to bill customer properly, and for me as an employee to be paid. As an applicant, or employee, I understand and acknowledge that there is no specific length or term of this employment. The employer can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal, state, or local laws. I understand and agree that my attitude can affect the overall productivity of this company. I agree if I can’t say something nice – I won’t say anything at all. I understand complaining makes me a poor investment for Blackshor. I have read, understand, and agree to comply with the Blackshor Policies and Procedures as outlined Employee Handbook. I agree to and with Blackshor Drug Testing Policy. I agree to supply proof of Auto Insurance to Blackshor and I authorize Blackshor to obtain my MVR. I also understand that the company will periodically review my motor vehicle record (MVR) and assess my eligibility to drive a motor vehicle on company business.
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