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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
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.
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..
Full-Time EmployeeAn 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 EmployeeAn 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 EmployeeAn 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 RepresentativeA 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..
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.
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.
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:
First Aid Procedures, how and when to report injuries, and the locations of first aid kits:
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:
What to do in an emergency including how to exit the workplace
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.
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:
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.
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.
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:
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.
All employees shall:
To limit the risk of fires, employees shall take the following precautions:
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:
The following sections address the major workplace fire hazards at Blackshor’s facilities and the procedures for controlling the 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:
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.
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:
George Blackburn and/or the Safety Officer will ensure the following:
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.
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:
Water, multi-purpose dry chemical (ABC), and halon 1211 are approved fire extinguishing agents for Class A 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:
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.)
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.
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:
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:
Other emergency procedures
Identification of hazardous chemicals used at this location:
Use and care of required personal protective equipment (PPE):
On-the-job training about what you need to know to perform the job safely:
Safety Meetings and Self-Inspections
Element 2 - Employee Safety Meetings
Element 3 – Self-inspections
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.
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
Personal Protective Equipment
Other general safe work practices
Straight type or extension ladders
Trenching and Excavating
Scaffold Safety Rules
Before starting work on a scaffold, inspect it for the following:
MOTORIZED VEHICLES and EQUIPMENT
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.
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.
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.
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.
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.
Drivers under the age of 21 are prohibited from operating vehicles or trucks that transport hazardous materials.
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.
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.
The appropriate Blackshor representative will review the driver’s MVR annually and any vehicle incidents and violations involving driver.
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.
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.
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 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.
This company keeps the following records on each company-owned vehicle:
All company reports and records are confidential and must not be released to third parties without the consent of George or Kim Blackburn.
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.
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:
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.
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.
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:
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.
This establishes Blackshor’s policy for protecting employees who
This policy will ensure that machinery, vehicles, tools, or equipment are stopped, isolated from all hazardous energy sources, and properly locked or tagged out.
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
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.
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:
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:
Employees must do the following when they remove lockout or tagout devices and re-energize equipment:
Special lockout/tagout situations
When an energy-isolating device is locked or tagged and it is necessary to test or position equipment, do the following:
Blackshor contractors will be aware of their respective lockout/tagout procedures before the contractor does onsite work.
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:
Current training records will be maintained for each authorized and affected employee including the employee’s name and the training date.
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.
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
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.
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.
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.
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.
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.
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.
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.
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.
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.
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:
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.
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 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.
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).
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.
Blackshor is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a no tolerance drug-free workplace policy that balances our respect for individuals with the need to maintain an alcohol and drug-free environment for the safety and well-being of EMPLOYEES, customers, and the public.
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.
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:
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:
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.
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 +
Please note we check each transaction to verify
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.
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:
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.