Bridges Employee Safety Orientation Manual by l32bEg8


									                  Table of Contents

  I. Table of Contents                       1

 II. Introduction                            2

 III. Management Safety Policy               3

 IV. Hazard Recognition                      4

 V. General Construction Safety Rules        5

 VI. Safety Responsibilities                10

VII. Fire Protection and Prevention         12

VIII. Hazard Communication: Right-to-Know   13

 IX. Construction Drug Abuse Policy         14

 X. Employee File Signature Sheet           15

Substance Abuse and Policy Guideline        16

    Drug and Alcohol Policy                 20

    Definitions                             22

    Acknowledgement Signature Sheet         24

                          II. Introduction

The Bridges Construction Mission Statement: Our mission is to
provide superior service and quality products to our customers at
outstanding value, outperforming competition, to yield a suitable
return to our shareholders and provide a regarding environment for
our employees.

A rewarding environment is a safe environment. However, there is a
deadly enemy that interferes with your safety on the job. Even the
company you work for can’t protect you from it. It is your attitude
that boasts “it can’t happen to me”. True, it is the responsibility of the
company to provide you with a safe work environment. Every effort is
made to plan safety into the scope of the job. Yet, you have the
ultimate responsibility to work safely so that you do not endanger
yourself or your fellow workers.

The highest priority is being placed on your safety at the jobsite. This
maximizes productivity while reducing accidents and injuries. Value
your well-being and the safety of others around you. Always control
the safety of the job; don’t allow the job to control the safety, or
safety won’t exist.

             III. Management Safety Policy
Bridges Construction recognizes management’s responsibility in
providing and maintaining the safest possible conditions for our
employees. The efficiency of these conditions can be measured
directly by ability to control unnecessary loss. Accidents resulting in
personal injury and/or damage to property and equipment represent
needless waste in the form of personal suffering, lost time, talent and
money. It is our goal as a company to develop a positive attitude
towards safety at the jobsite. A good safety record is clear evidence of
good management.

Bridges Construction safety principles are:

1. Safety and accident prevention is Bridges Construction’s top

2. The most important element of our safety program is you, our

3. All accidents are preventable.

4. Employees will be rewarded for working safely.

                                                 Aurelia Adams, Owner
                                                  Bridges Construction

                IV. Hazard Recognition

A new employee to construction is at the greatest risk of injury!

1. 61% of all construction accidents in 1989 were to employees with
less than 1 year’s experience.

2. Please recognize you are at risk due to your lack of experience.

3. Don’t be afraid to ask questions.

4. Don’t succumb to “macho” peer pressure.

5. If you see an unsafe condition or unsafe act, report it immediately.

6. Follow proper work procedures “by the book”; shortcuts create

7. Use the personal protective equipment assigned to you.

8. Alcohol or any substance abuse will not be tolerated. There are
strict policies followed to deal with offenders of alcohol or drugs.
Please think about your family, your job, and yourself before choosing
to become involved with any drugs that could alter your judgment and
place yourself, a co-worker, or a stranger in danger.

     V. General Construction Safety Rules

1. Beware of all hazards: know the fall protection plan.

   a. Most cooling tower jobs require working a elevations from 6 feet
to 60 feet above the ground. The most severe hazard you face while
working on a cooling tower is falls.

  b. If you have any fear of heights, dizziness while climbing, or
symptoms of vertigo you should make this condition known to your
supervisor. He may be able to find alternative work for you.

   c. All jobs have a fall protection plan. This plan will be outlined by
the supervisor. Make sure you understand what is required of you to
carry out this plan – if you don’t understand a procedure, ask your
supervisor to explain it!

    d. It is your responsibility to follow the fall protection plan to protect
yourself. Don’t give in to the temptation of circumventing the rules to
appear “macho” to your fellow workers. If you are found violating a
fall protection safety rule you will be subject to the following
probationary procedures:

      1. First incident – warning from the supervisor and retaining
      2. Second incident – one week suspension without pay
      3. Third incident – permanent dismissal

   e. General fall protection safety rules:

      1. You must wear and use your safety belt and lanyard
         (harness) whenever you are working 6 feet or more above
         the basin floor and not on a guarded scaffold or platform.

      2. When moving about the tower you must always walk on
         scaffold planks or platforms.

     3. When changing elevations in the tower you must always use
        appropriate ladders. Climbing on the framing is not allowed.

     4. You must be tied off whenever you are stopped at a work
        point to install or remove material, to move platforms or
        scaffold boards, or to load material into a tower. Always tie-
        off at the highest point possible to limit your potential fall

     5. When working inside a fan cylinder opening, you must work
        from a guarded (handrail, kneerail, toeboard) scaffold,
        completely plank the opening, or tie off the mechanical
        equipment while working from scaffold boards.

     6. Beware of openings such as fan cylinder floor openings and
        access hatch openings. There may be times during the
        construction that these openings are unguarded.

     7. When doing repair work, test the strength of members you
        are working on before putting your full weight on them. In
        older towers these members are rotten and can easily break
        with your full weight.

2. All issued personal protective equipment is required to be worn at
all times.

  a. Head Protection – You will be issued a hard plastic protective
     helmet to be worn at all times while on the jobsite. It is your
     responsibility to keep the helmet clean and in good condition.
     Hard hats are necessary to protect you from the following

        1. Falling objects
        2. Blows from obstructions while walking through the tower
        3. Objects swinging while being hoisted

  b. Eye Protection – You will be issued a pair of safety glasses with
     high impact lenses and side shields to be worn at all times while
     on the jobsite. It is your responsibility to keep the glasses clean
     and usable.

NOTE: If you wear corrective lenses they must be safety glass
with side shields or ask your superintendent for goggles to be worn
over your glasses.

Safety glasses are necessary to protect you from the following

     1. Flying objects, particularly while driving nails, grinding,
        drilling or sawing.

     2. Airborne debris such as sawdust or “flash” from plastic fill
        grids. Beware of debris from operations occurring upwind
        from where you are working. Do not try to remove foreign
        matter yourself.

  c. Respiratory Protection – Certain tasks may require that you wear
     a respirator. Your supervisor will train you in its use and
     maintenance. Physical examinations are required to determine
     your fitness to wear a respirator.

  d. Hearing Protection – Hearing protection will be provided in all
     recognized high noise areas.

  e. Foot Protection – Tennis shoes and sandals are not allowed.
     Cowboy boots are not allowed unless they have a rubber sole
     suitable for climbing. Rubber soled work boots are required
     unless steel-toed safety shoes are required by the customer.

  f. Hand Protection – You should wear work gloves when handling
     treated lumber.

3. Use ladders to change working elevations.

  a. Make sure the ladder you are about to climb is secured to the
    tower framing and will not move.
  b. Before climbing a ladder make sure both hands will be free to
    climb. Don’t carry tools or materials while climbing and instead
    them up in a bucket or by rope after reaching your work
  c. Always climb facing the ladder with both feet on the rungs facing
    the ladder.

4. Use the right tools and equipment for the job.

  a. Keep your tools clean.
  b. Check the condition of your tools frequently – worn tools are
  c. Don’t force tools beyond their capacity or use “cheaters” to
    increase their capacity.
  d. Don’t use tools for pry bars.
  e. Don’t use portable power tools unless you are completely familiar
    with them. Make sure before using a power tool that the proper
     guards are installed.
  f. Be familiar with the tools you are using. If you are unfamiliar with
    the tool, ask for help.
5. Beware of electrical shock hazards and report all unsafe conditions.

  a. Inspect extension cords for cuts or abrasions and report them to
    your supervisor; keep cords out of high traffic areas.
  b. Make sure your cord is plugged into a ground fault interrupter or
      grounded circuit before starting work.
  c. Make sure that power tool switches and triggers are operating

  d. Avoid using power tools in wet areas.
  e. Don’t lift power tools by pulling on their cords.

6. Horseplay, fighting, alcohol, illegal drugs, or firearms will not be
  tolerated on our jobsites.

7. Smoking will be allowed only in designated areas.

8. Keep your work area free of clutter and trash to avoid tripping
  a. Be aware of nails protruding from boards and remove or bend
     them flush.
  b. Discard trash and debris in proper containers daily.
  c. Pick up your tools and working materials and store them at the
     end of the day.
  d. Don’t set tools or materials on scaffold boards or framing
     members where they can easily fall.
9. Use proper lifting techniques to avoid back injuries.

  a. Lift with your legs and keep your back straight.
  b. If an object is too heavy to be lifted easily, get help.
  c. Position yourself in the tower to avoid awkward material handling

              VI. Safety Responsibilities

1. Superintendent Responsibility

  a. It is the responsibility of the superintendent to see that the
    foremen carry out the safety plan and help provide a safe working

2. Foreman Responsibility

  a. The foreman is the key to a successful safety program. His
    attitude will influence everyone on the job.
  b. Safety should be included in the foreman’s pre-plan along with
    tools and material. When work is started everything is ready and
    thought out.
  c. It is the foreman’s responsibility to conduct weekly
    “Tool Box” talks. He will discuss various topics and address any
     Concerns you might have.
  d. All accidents must be reported immediately or the company paid
    medical help cannot be provided. This reporting policy will be
    explained in the supervisor’s safety manual.

3. Employers Responsibility

  a. The ultimate responsibility is yours. All we can do is provide tools
    and the proper equipment for you to work safely. If you are
    found violating a safety rule, you will be subject to the following
    probationary procedures:

      1. Two warnings – First verbal, second written

      2. Third incident – 3 day suspension
      3. Fourth incident – Further discipline leading to dismissal

NOTE: The above probationary procedure applies in all cases except
fall protection. See General Construction Safety Rules for probationary
policy in regards to the fall protection plan.

All accidents are to be reported immediately or company paid medical
help cannot be provided.

Employees are expected to report mentally and physically prepared to
do their jobs.

Know the fall protection plan.

Proper work clothing must be worn when reporting to work.

  a. Proper footwear
  b. Shirts with sleeves
  c. Long pants or jeans
  d. No excessive jewelry

      VII. Fire Protection and Prevention
Gasoline and other flammable liquids should be stored in OSHA
approved safety cans.

Shut off equipment before refueling.

Welding and burning should be done by qualified personnel. When
work is being done in a confined area, a fire watch should be assigned.

            VIII. Hazard Communication

Right – to - know

1. Each area superintendent has a Hazard Communications Manual
   with instructions on administration of this program.

2. Your superintendent or foreman maintains Material Safety Data
   sheets for all known hazardous materials at your jobsite. You may
   request to see any of these MSDS’s you wish.

3. Most products have labels describing precautions in handling, first
   aid, health hazards, fire, etc. Each container of hazardous material
   should have an NFPA label affixed to the container.

4. Follow all warnings and instructions found on labels and MSDS’s.
   Storage, use, first-aid, health hazards, fire hazards, transportation
   requirements , etc. are all important factors in controlling your
   exposure to hazardous materials.

5. The Material Safety Data Sheet (MSDS) is the foundation to this
   program. If you have any questions concerning a hazardous
   material you are asked to work with or near at the jobsite, you may
   request the MSDS for that material to obtain the information you

     IX. Drugs & Alcohol Abuse Rules For

1. No employee may report to work while under the influence of illegal
   drugs or alcohol.

2. The use, sale, purchase, transfer, or possession of alcohol or illegal
    drugs on jobsites or company provided vehicles is prohibited.
    Violation subjects employee to immediate discharge.

3. Confidential drug and/or alcohol testing will occur at these times:

      a. Pre-employment physicals or pre-job drug tests.
      b. Where employee’s behavior or performance cause a
          reasonable belief that he or she is working under the
      c. Following a work place accident where medical treatment is

4. Current employees who refuse to be tested will be subject to
   disciplinary action up to and including discharge. Where test
   findings reasonably support the conclusion that the employee was
   indeed under the influence, the employee will be subject to
   disciplinary action up to and including discharge.

  Applicants refusing to take a drug test will not be further considered
  for employment. Applicants will normally not be permitted to begin
  work until completion of drug testing with negative results.

5. The company will pay for any pre-employment or pre-job drug test.
   The expense of subsequent drug test to determine re-hire
   qualification will be borne by the employee.

        X. Employee File Signature Sheet

This is to acknowledge that I have received my copy of the Employee
Safety Orientation handbook and an orientation on its contents. I will
read and abide all the rules and regulations in the Employee Safety
Orientations handbook any additional safety rules and regulations on
my job.

     Employee Signature: __________________________________

     Date: ______________________________________________

This is to acknowledge that I delivered an Employee Safety Orientation
handbook to the person who signed the above receipt and that I gave
an orientation to him on the contents of the handbook and other safety
rules and regulations of his job.

     Foreman/Supervisor: _________________________________

     Date: ______________________________________________

                  Bridges Construction

    Substance Abuse and Policy Guideline

This policy guideline is written because of our concerns for safety, the
consequence of error in the conduct of our business, and our desire to
maintain a workforce and workplace free of alcohol and drugs.

Bridges Construction is responsible for ensuring that each employee,
supervisor, contractor, vendor, subcontractor, sales representative,
investigative agency, authorized visitor and the like are informed of
the provisions of this guideline and the consequence of failure to

                  Bridges Construction
                15120 Old State Road 350
                  Moores Hill, IN 47032
                    (812) 744-4223
                    (812) 744-4224

                                                   Aurelia Adams

To: All Bridges Construction Employees
Subject: Alcohol & Controlled Drug Abuse Policy Guidelines

We have had an alcohol and drug abuse policy in effect since January,
1989. My purpose in having a policy is twofold: first and foremost is
to foster a safe workplace and work environment, and second to offer
help and rehabilitation to the employee with a problem. Our best
avenue is through peer pressure and peer support. Violations of the
guidelines damage us all directly or indirectly and we must deal with
those impacts.

Policy application will be sensitively balanced with concern for
protecting the personal, civil, and constitutional rights of each
employee and the management rights of the company. We will act
when reasonable suspicion is found. We reserve the right to test for
substance abuse when accidents occur or reasonable suspicion is
found. If any employee feels unjustly treated by actions taken, he/she
may appeal in writing within thirty days of the occurrence. The
request should state all the reasons why relief should be granted. The
company will render a final decision on the appeal, in writing, within
thirty days after the appeal is received.

Page 24 must be signed and returned.

Should you have any questions after reading these guidelines, your
supervisor will be glad to discuss them with you. You may also contact

Very truly yours,

Aurelia Adams

      Alcohol and Controlled Drug Abuse
               Policy Guideline

1. We want a safe work environment in the work place.

2. We want to help those employees who have a problem, and
volunteer for help.

3. We reserve the right to test any employee, given reasonable

4. We reserve the right to test all new employees as a condition of

5. We comply with the law. Society has established certain guidelines,
and we will basically comply, i.e., operating machinery, alcohol levels;
but society does not “randomly” test. We won’t either.

6. Discipline for violation of policy can include actions up to and
including termination.

The purpose of this guideline is to provide expanded information about
Alcohol and Drug Policy for the Bridges Construction workforce,
supervisors, contractors, subcontractors, customers, investigative
agencies, and visitors (hereafter referred to as Group) to clearly
understand that the use, possession, distribution, sale or manufacture
of any controlled substance (including alcohol or drug paraphernalia of
misuse of legitimate prescription drugs) while in our facilities, on
Bridges Construction properties or at Bridges Construction worksites is
absolutely prohibited. Additionally, members of this Group may not
enter or work on Bridges Construction properties or any of its work
sites when a measurable presence of unauthorized substance exists in
their bodies.

Violation or refusal to comply may be cause for permanent termination
of relational privileges of entry or access to work sites and cancellation
of contracts and removal from bid lists for such period of time as
deemed appropriate by Bridges Construction owner.

The following guideline applies to all members of the Group working in
or requiring access to our facilities, properties, and work site or
customer properties, unless otherwise accepted.

The intent of Bridges Construction is to exclude all alcohol (as well as
all substances and drugs which are illegal or controlled under the laws
of the United States of America or states, cities, counties or countries
where work/services are performed) and all drugs and substances
which impair an individual’s ability to safely and competently perform

In addition to controlled substances, this guideline applies to synthetic
or designed drugs and all prescription drugs used without a current
prescription issued to the user and issued by a licensed physician or
used in an amount greater than prescribed. If there is any question as
to whether or not a substance is prohibited by this guideline, the
decision of either the designated Bridges Construction medical
authority or the customer’s medical representative will govern,
whichever is the more stringent.

Exceptions (following) may be granted from certain requirements at
the discretion of the facility/site manager and (where applicable) the
customer if their rules are more stringent.

      1. Persons in the Group performing work covered by the
         Department of Transportation (DOT) regulations will be
         required to comply with a drug program set forth in the
         Code of Federal Register (CFR);
      2. Persons who are at the site for short periods of time such as
         making deliveries;
      3. Group members who come on the site solely for observation,
         inspection, conference or similar activities.

Short-notice hiring may be permitted to begin work pending the
receipt of the results of pre-access requirements.

When customer requirements are less stringent than Bridges
Construction, the on-site Bridges Construction manager may choose to
allow access based on customer reasoning. Other exceptions will need
the approval of the facility/site manager and the safety director and
the president if deemed necessary.

                   Drug and Alcohol Policy

Bridges Construction recognizes that alcohol, illegal drug, controlled
substance abuse and excess use of over-the-counter drugs in the work
place are major concerns. Prohibiting the use or influence of alcohol,
illegal drugs and controlled substances in the workplace will improve
the safety and health of all our employees. The object of Bridges
Construction’s policy is to provide and maintain a safe and healthy
workplace for all employees and protect the interests of Bridges
Construction’s owners, employees and customers.

Accordingly, the improper use, abuse, possession, distribution,
manufacture, dispensation, purchase, transfer or sale of alcohol,
controlled substances and inhalants or illegal drugs by employees
when on work time, on duty or on company premises is prohibited.
Employees must not report for duty, be on company premises or
represent the company while under the influence of alcohol, illegal
drugs or controlled substances.

An employee’s use of a prescription or over-the-counter medicine can
pose a significant risk to the safety of the employee and of others.
Employees must report the use of medically authorized drugs or other
substances that may impair job performance to their immediate
supervisor and may be required to provide properly written medical
authorization from a physician to work while using such authorized
drug. It is the employee’s responsibility to determine from the
physician whether or not the prescribed drug would impair his/her job
performance. Any failure to report the use of such drugs or other
substances, or failure to provide evidence of medical authorization,
may result in disciplinary action up to and including termination.

Bridges Construction reserves the right to conduct applicant drug
testing and employee drug and alcohol testing. Bridges Construction
has a policy or pre-employment drug testing, reasonable suspicion
drug and/or alcohol testing and unannounced drug testing (see below
for definitions).

Post Offer Drug Testing. All final applicants receiving job offers for
positions, including full-time, part-time and temporary, will have the
job offers conditioned on satisfactorily passing a drug test. Individuals
with positive drug testing results will not be hired and may not apply
or be considered for three (3) months after a positive test result.

Unannounced Drug Testing. New employees and rehabilitating
employees may be subject to random testing during probation periods.
Such employees remain in the testing pool and may be randomly
selected again during the remaining probation period.

Post Accident Drug Testing. All employees who have an accident
requiring professional medical attention shall receive a drug test prior
to leaving the medical facility.

Reasonable Suspicion Drug and/or Alcohol Testing. Employee
drug and/or alcohol testing may be conducted on any employee
whenever the company has a reasonable suspicion that an employee
or group of employees is under the influence of alcohol, illegal drugs or
controlled substances.

Consent, Cooperation and Consequences. Individuals taking a
drug and/or alcohol test must sign a consent form for the test that
allows release of the test results to the company. Any employee who
refuses to consent to drug and/or alcohol testing, tamper with a
sample, tests positive or otherwise violates this policy may be placed
on leave, until an appropriate disciplinary action is determined, which
may be up to and including termination.

Inspections, Searches and Investigations. Bridges Construction
also reserves the right to inspect and/or search all company property,
as well as any employee’s personal property on the company
premises, for alcohol, controlled substances, illegal drugs and
inhalants or related paraphernalia.

Rehabilitation and Positive Testing. Bridges Construction attempts
to provide employees the opportunity to deal with drug and alcohol-
related problems. Any employee who voluntarily requests assistance
in dealing with a drug and/or alcohol problem is urged to seek
professional counseling for an assessment and, if appropriate, to enter
a treatment program. Generally, employees who self-refer to such
programs before a positive drug test result or a work performance
problem arises will not be disciplined. Professional counseling and
treatment programs for drug and/or alcohol problems may be available
through company-provided New Directions Employee Assistance
Program and health care insurance. Any cost not covered by health
care insurance is the employee’s responsibility. Discontinuation of any
involvement with drugs and/or alcohol is an essential requisite for
participation in any treatment program.

As a result of a positive test you will be subject to disciplinary action,
up to and including termination. You may request review by
management. If your provable, documented, extraordinary mitigating
circumstances are accepted by management, any disciplinary action
arising from a drug and/or alcohol problem or as a condition of
continued employment, may require participation in a drug and/or
alcohol treatment program. An employee who is so required must be
evaluated for drug and/or alcohol use by an accredited professional.
An employee will be required to participate in follow-up care as part of
a comprehensive drug and/or alcohol program. Depending upon the
nature of the conduct that led to the employee’s mandated
participation in a drug and/or alcohol treatment program, the
employee may be required to submit to random urine or other
screening for drugs and/or alcohol for a specified period of time and to
meet various performance standards that are imposed as a condition
of continuing employment.

NOTE: Bridges Construction reserves the right to determine whether
reasonable suspicion exists, the level of discipline to be applied and
whether an employee should be given the opportunity to participate in
a drug and/or alcohol treatment program.

For the purpose of this policy, the following definitions are provided:

1. Alcohol: Means ethyl alcohol (ethanol). References to use or
possession of alcohol include use or possession of any beverage,
mixture or preparation containing alcohol.

2. Controlled Substances: Means any substance (other than alcohol
but including prescription medicine) that has known mind- or function-
altering effects which may impair or effect the ability to perform work,
the access to which is controlled by law.

3. Illegal Drugs: Any form of drug, narcotic, hallucinogen,
depressant, stimulant, cannabis or other substance capable of creating
or maintaining impairment or otherwise affecting one’s physical,
emotional or mental state; the sale, purchase, transfer, use of
possession of which is prohibited by law.

4. Employee: Any individual who performs work for Bridges
Construction is subjected to the provisions of these guidelines.

5. Company Premises: Company premises include all company
property, facilities, parking lots, garages, workplaces, storage
structures and company-owned vehicles and equipment.

6. Under the Influence: A detectable level of alcohol, illegal drugs
or controlled substances in an employee’s urine reported by the
laboratory or as determined by some other test, or use of alcohol,
illegal drugs or controlled substances that result in any noticeably or
perceptible impairment of the employee’s mental or physical facilities
or job performance.

7. Reasonable Suspicion: An observation or observations of an
employee’s condition or performance that indicates controlled
substance, illegal drugs or alcohol use that may impair an employee’s
faculties. Examples include altered work performance, appearance
(including, for example, noticeable odor of an alcoholic beverage or
marijuana), behavior or speech involvement in or the course and
scope of employment that results in or has the potential to result in
physical injury or property damage.

8. Work Time: Time during the normal workday, including meal and
rest periods.

Any questions about this policy should be referred to Bridges
Construction. Any violation of this policy may subject the employee to
disciplinary action up to and including termination.

For clarification, interpretation or application, please contact the Safety
Director for your operation.

Nothing in this statement of policy is to be interpreted as constituting
a waiver of management’s responsibility to maintain discipline or the
right to invoke disciplinary measures in the case of misconduct which
may result from, or be associated with, the use of alcohol and/or

Officers, managers, supervisors, and professionals who knowingly
allow this Alcohol and Drug Abuse Policy to be disregarded by
employees assigned to them, will be subject to disciplinary action for
failure to provide a safe working environment.

Bridges Construction reserves the right to revise this policy at any time
without notice.


I, ______________________________________________________

acknowledge that I have received this “Drug and Alcohol Policy

Guideline” effective November 1, 2004. I understand that I am

expected to cooperate with the administration of this policy and

comply with its terms.

Employee Signature


(Return to Bridges Construction or to your supervisor)

Mission Statement

Our mission is to provide superior service and quality products to our
customers at outstanding value, outperforming competition, to yield
an attractive return to our shareholders, provide a rewarding
environment for our employees, and to be the world’s leading supplier
of equipment, technology and service for water cooling systems,
serving people’s needs in an environmentally safe manner.

Employee’s Vision

We, the employees of Bridges Construction, will be the universal
leader in providing quality products and extraordinary services to
delight our customers. We will constantly improve, be flexible, and
respect customers and each other. Building on our collective strengths
and resources we will achieve a culture where each employee is highly
valued and fully utilized by:

         Investing in tools, training, and personal growth opportunities
         Facilitating communication, participation, and openness
         Entrusting and encouraging decision making throughout the
         Recognizing and rewarding individual and team
         Ensuring a safe, healthy and enjoyable work place
         Encouraging good corporate and individual citizenship

A “hassle free”, high performance environment with systems and
organizations that:

     Encourage teamwork
     Inspire individual accomplishment
     Demand continuous improvements
     Promote flexibility and creativity

Total quality for our customers by:

     Doing things right the first time, on time
     Listening to and learning from internal and external customers
     Treating all customers with honesty and respect
     Never compromising quality of service or product
     Accepting our obligation to the environment
     Adding value for our customers in everything we do


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