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					                                 Copyright Taylor Roofing Inc



Receipt for Employee Manual
I acknowledge that I have received a copy of the Employee Handbook for Taylor
Roofing (collectively, “Taylor Roofing” “TR” or the "Company"). I agree to read it
thoroughly, including the statements in the Introduction describing the purpose and
effect of the Employee Handbook. I agree that if there is any policy or provision in the
Employee Handbook that I do not understand, I will seek clarification from my
supervisor or an Owner of the Company.

I understand that Taylor Roofing is an “at will” employer and as such, employment with
Taylor Roofing is not for a fixed term or definite period and may be terminated at the will
of either party, with or without cause, and without prior notice. No supervisor or other
representative of the Company (except an Owner) has the authority to enter into any
written or verbal agreement for employment for any specified period of time, or to make
any agreement contrary to the above. In addition, I understand that this Handbook
states Taylor Roofing’s policies and practices in effect on the date of publication.

I understand that nothing contained in the Handbook may be construed as creating a
promise of future benefits or a binding contract with Taylor Roofing for benefits or for
any other purpose. I also understand that these policies and procedures are continually
evaluated and may be amended, modified or terminated at any time.
I understand that nothing in this Manual creates or is intended to create a promise or
representation of continued employment. Employment position and compensation at
the company are “at will” and may be terminated at the well of the Company at any time.
I have the right to terminate my employment at any time, with or without cause or notice,
and the Company has the same right. My status as an “at-will” employee may not be
changed except in writing, signed by the President/Owner of Taylor Roofing, Inc.
Employment "at-will" is the sole and entire agreement between me and the Company
concerning the duration of my employment and the circumstances under which my
employment may be terminated. This Manual shall supersede any and all prior
Manuals, agreements or statements; oral or written issued by the Company.
I also understand that the foregoing agreement regarding my "at-will" employment
status is the entire agreement between the Company and myselfI concerning the
duration of my employment and the circumstances surrounding which my employment
may be terminated. This agreement supersedes all prior agreements, understandings,
and representations, whether written or oral, concerning my employment with the
Company.

I understand and agree that signing below, or continuing employment with the
Company, that the "at-will" nature of my employment and the requirement to submit all
covered employment violated disputes to binding arbitration may only be changed in
writing that specifically states that it is modifying the binding arbitration requirement
and/or the "at-will" nature of the employment relationship, and that is signed by the
Owner of the Company.

In the event that any term or provision of this Agreement is determined to be invalid or


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void to any extent, such term or provision shall be enforced to the extent permissible
and all remaining terms and provisions of this Agreement shall continue to be in effect.

This Manual should not be construed as creating an “employment contract.” The
Company has the right to add, change or delete wages, benefits, guidelines and all
other working conditions, as it deems appropriate, at any time, without notice, consent
or agreement

Please sign and date this receipt and return it to your Supervisor.

Date:_: ______________________________________

Signature:_: ___________________________________

Print Name:_: __________________________________




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Chapter 1
Taylor Roofing Employee Manual




Purpose of this Manual
The success of any service company is based on several factors. The most important
is service to our customers. Taylor Roofing, Inc (collectively “Taylor Roofing” or the
“Company”) is proud of its record of service. We have put together a winning
combination of people-oriented employees, first class quality products and a
management philosophy that has made us a benchmark for others in our field.

This Manual will explain our rules and work standards in some detail and serve as a
guide as an employee of Taylor Roofing, Inc. We intend this Manual to offer two-way
communications: what you can expect from us, and what we expect from you.

There are several things that are important to keep in mind about this manual.

First: it contains only general information and guidelines governing the conduct of the
Company’s business and its employees. Except for the extent provided for in any
applicable other written contract with Taylor Roofing, neither this manual or any
other Company document confers any contractual right, either express or
implied, to remain in the Company’s employ. Nor does this guarantee any fixed
terms or conditions of your employment. This manual does not alter the
‘employee at will’ relationship in any way. Your employment is not for any
specific time and may be terminated at will, with or without cause and without
prior notice by the Company, or you may resign for any reason at any time. No
Supervisor or other representative of the Company (except the Owner) has the authority
to enter into any agreement for employment for any specified period of time, or to make
any agreement contrary to the above.

Second: the procedures, practices, policies and benefits described may be modified or
discontinued from time to time and the content of this Manual constitutes only a
summary of employee benefits, personnel guidelines and guidelines, and employment
regulations in effect at the time of publication. It is your responsibility to learn the rules
and standards and abide by them. Take adequate time to study and review the manual.
We strongly encourage you to ask questions. If you have any question, ask your
supervisor to clarify it for you. We realize that no one has all the answers and we are
here to help you. We also recognize that being able to communicate freely with your
supervisor or any Company management personnel will allow us to work in harmony
and be a productive work force.. As an employee of the Company you must abide by
the guidelines stated in this Manual, and any new or revised guidelines issued by Taylor
Roofing, Inc. We will try to inform you of any changes as they occur.



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. You have the right to terminate your employment at any time, with or without cause or
notice, and the Company has the same right. Your status as an “at-will” employee may
not be changed except in writing, signed by the President/Owner of Taylor Roofing, Inc.
Employment "at-will" is the sole and entire agreement between you and the Company
concerning the duration of your employment and the circumstances under which your
employment may be terminated. This Manual shall supersede any and all prior
Manuals, agreements or statements; oral or written issued by the Company.
Welcome to Taylor Roofing
Welcome! Taylor Roofing, Inc. is first and foremost a place to work and earn a living,
but we also strive for it to be a friendly and pleasurable work environment.

We are proud of our fine reputation. Our success has been made possible because of
our services to our customers. Taylor Roofing is proud of its record of service. We
have put together a winning combination of people-oriented employees, first-class
quality products and a management philosophy that has made us the benchmark for
others in our field. Please do your part to help Taylor Roofing, Inc. continue to earn the
public confidence and trust we now enjoy.

The continued success of our company is directly related to the performance of our
employees. To attract the very best we offer an excellent pay and fringe benefit
package that is continually reviewed and updated. To keep our staff with us we offer
real opportunity of career growth to anyone willing to work for it.

Our customers form their impressions of our business with every contact you make
whether in person or by telephone. You are this Company! We are pleased that you
are joining our team and hope that your contributions will assist us in our remaining a
leader in this community and our industry.

Again, welcome to Taylor Roofing, Inc.!

Sincerely,

Jim Taylor
President




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Core Values:

Mission Statement:
To be an industry leader in the provision of commercial and industrial roofing installation
services to our clients in Southeastern Iowa. We will achieve this by investing in our
people, technology and high standards of service to ensure 110% customer satisfaction.


Service Excellence:
Providing proactive, cost-efficient and timely services that are focused on quality. The
services will be delivered with a positive attitude through ethical and sound business
practices.

Team Building, Motivation and Development:
Providing an environment which promotes employee motivation. Creating teams by
attracting qualified team members as well as providing on going training for the benefit
and development of the individual and the company.

Innovation:
Pursuing continuing improvements through the development and integration of new
technologies, methods and means.

Commitment to Success:
Dedicated to the commitment of our shareholders, a growing relationship with our
suppliers, and the participation or our team members in the communities, which we
service.




Customer Relations Philosophy
Customer satisfaction is vital to the success of our Company. Maintaining satisfied
customers is our highest priority. Let’s face it - without them, we would not be here. In
our efforts to obtain customer satisfaction, we have developed a strong Customer
Relations Guidelines. Therefore, please observe the following:

CUSTOMERS are the most important people in our business.
CUSTOMERS are not dependent on us. We are dependent on them.
CUSTOMERS are human beings with feelings and emotions like our own.
CUSTOMERS are not someone with whom to argue or match wits.
CUSTOMERS are deserving of courteous and attentive treatment.




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Employee Relations Philosophy
Taylor Roofing, Inc.’s Employee Relations Philosophy is based on the belief that the
Company and its Employees constitute a “team.” Through this team, employees not
only receive pay for their contributions but also unique benefits from working together as
a part of a large organization.

It is impossible to outline every detail of your employment, but we have made every
effort to define basic guidelines. We do our best to offer pleasant working conditions,
competitive wages and benefits, open communication, and employee involvement in our
organization.

We believe that our success is due in large part to the positive relationship between the
Company and our employees. Please tell us if you have a problem. We are always
looking for ways to make this a better place to work


Taylor Roofing, Inc. is pleased to acquaint you with our company              .

Company History
       Owned by James B. Taylor.
       In business since 1988.
       Installed over three quarter of a million square feet of the Duro-Last Roofing
        System.
       Member of the National Roofing Contractor’s Association.
       Member of the Midwest Roofing Contractor Association.
       Preliminary investigations are done to give you the most accurately surveyed
        condition of your roof.
       Professional installers make sure your roof is properly installed with minimal or
        no disruption to your business operation.
       Provide a Duro-Last Roofing System which is simply “The World’s Best Roof”
       Since 2003, we’ve been recognized by Duro-Last as an Elite Contractor for
        superior installation and service, an honor only given to the top 5%.
       Continuous growth sustained because we work to satisfy you, our customer,
        before, during and after your Duro-Last is installed.




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Company Guidelines

At Will Employment
Your employment with Taylor Roofing, Inc. is "at-will", which means that your
employment may be terminated at any time, for any reason or for no reason at all by
you or the Company. Taylor Roofing, Inc. also has the sole discretion to change your
compensation, the benefits offered to you, the terms and conditions of your
employment, and any and all provisions of this Manual, except for your employment "at-
will" status.


Equal Employment Opportunity
It is the policy of Taylor Roofing, Inc. to provide equal opportunity in employment to all
employees and applicants for employment. No person shall be discriminated against in
employment because of race, religion, color, sex, sexual orientation, gender identity,
age, national origin, disability or any other characteristic protected by applicable federal
or state law. The policy applies to all the terms and conditions of employment including,
but not limited to recruitment, hiring, compensation, training, promotion, transfer,
demotion, downgrading, layoff and termination.

Any employee who believes the Company’s equal opportunity policy has been violated
is urged to report the situation to their immediate supervisor or the owner without delay.
All complaints will be investigated promptly and thoroughly. Complaints will be kept
confidential to the extent possible, consistent with the Company’s need to conduct a
thorough investigation. No employee will be subjected to any form of retaliation for filing
a good faith complaint under the policy or assisting in the investigation on any
complaint.

Violation of this policy will result in immediate and appropriate discipline.


Immigration Law and Compliance
Taylor Roofing, Inc. requires every new employee to complete new hire paperwork as
well as any and all state/federal government issued forms including the Federal I-9
Form. In addition to completing the I-9 form, you must provide the supporting
documents that verify your eligibility to be employed. Completion of the new hire
paperwork is your first assignment and should be turned in to your Supervisor prior to
performing any other duties.




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Attendance:
Each of our employees plays an important role in getting the day’s work done.
Therefore, each employee is expected to be at their work area on time each day and to
remain there throughout their scheduled hours. Absenteeism or tardiness, even for
good reason, is disruptive to our operations and interferes with our ability to satisfy our
customer’s needs
All employees are expected to adhere to the work schedule assigned to them.
If you are unable to begin work at the standard starting time of 7:00AM, you are to
contact your Immediate Supervisor at least 30 minutes before the starting time to report
your absence or reason for being late.

Do NOT leave a message with the answering service or with another employee.
Contact the Immediate Supervisor directly. If the Immediate Supervisor does not
answer, leave a voicemail message with a phone number you can be contacted at.

Excused absence or excused lateness will only be considered if the following
applies:
      1.) You have notified the Immediate Supervisor before your starting time of the
          day you’ll be late or missing work with the reason. It is up to the Owner to
          deem this a legitimate reason for being absent or late.
      2.) Employees who notify the Immediate Supervisor they have encountered an
          emergency.
      3.) You are not habitually absent or late.


Unexcused absences or lateness include the following:
     1.) Consistently using “overslept” as an excuse. Set two alarms or have a back-
         up battery-operated one if need be.
     2.) Habitual absences or tardiness.
We understand that certain circumstances may cause you to be delayed or
absent without prior written consent. Therefore, the company will allow one late arrival
or unscheduled and unexcused absence in a six month period.

On the second late arrival or unscheduled absence, the employee will be given a written
reprimand. On the third unscheduled and unexcused absence or tardiness you will be
given a one day suspension without pay. On the fourth late arrival or unscheduled
absence, the employee will be subject to termination of employment. Any employee
who is absent for more than two consecutive workdays due to
illness, injury, or workman’s compensation will be required to present a physician’s
statement upon returning to work. The statement should indicate that an illness or injury
existed, and verification that the employee is physically able to return to work safely.
During this time, the Human Resources Person or the Immediate Supervisor should be
kept up to date with the status of the employee. This is necessary due to scheduling
constraints and potential medical paper work.
Any employee who fails to report to work without notice on any workday will


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be considered to have voluntarily terminated employment effective at the close of
business on that day, unless other arrangements have been made in writing and
approved by the company management.
.




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Alcohol and Drug Guidelines
Alcohol and Drug Guidelines:
Alcohol and drug abuse ranks as one of the most serious health problems in the United
States. Our employees are our most valuable resource and their safety and health is of
paramount concern. We are committed to providing a safe working environment that
will protect our employees and others, provide the highest level of service, and minimize
the risk of accidents and injuries. The commitment is jeopardized when any Taylor
Roofing employee comes to work under the influence, possesses, distributes or sells
drugs in the workplace or abuses alcohol. Therefore, the Company has adopted a zero
tolerance for drug and alcohol use on the job.

All Taylor Roofing employees are covered under the Alcohol and Drug Guidelines. The
guidelines also relate to job applicants being offered employment in that they must
successfully pass a drug screen as a precondition to employment.
It is a condition of employment for all employees to submit to drug and alcohol testing
under the following circumstances, as well as any other circumstances described in this
Manual:
         1. Post Offer
         2. Post-Accident
         3. Reasonable Suspicion
         4. Random

General Guidelines:
Taylor Roofing, Inc. employees have a responsibility to their co-workers and to the
public to deliver services in a safe and conscientious manner. Continuing research and
practical experience have proven that even limited quantities of narcotics, abused
prescription drugs or alcohol can impair reflexes and judgment. This impairment, even
when not readily apparent, can have catastrophic results. For these reasons, we have
adopted guidelines that all employees must report to work completely free from the
presence of drugs and the effects of alcohol.


Drug Use, Distribution, Possession and Impairment:
All employees are prohibited from manufacturing, cultivating, distributing, dispensing,
possessing or using illegal drugs and other unauthorized, mind-altering or intoxicating
substances while on Taylor Roofing, Inc. property or job sites (including parking areas
and grounds), or while otherwise performing their work duties for Taylor Roofing, Inc.
Included within this prohibition are lawful controlled substances that have been obtained
illegally or improperly. This does not prohibit the possession and proper use of lawfully
prescribed drugs taken in accordance with the prescription.


Employees are also prohibited from having any such illegal or unauthorized controlled
substances in their system while at work, and from having excessive amounts of



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otherwise lawful controlled substance in their systems. No employee should report to
work under the influence of or while possessing in their body, blood or urine, illegal
drugs in any amount at or above the cut off levels as established by the Department of
Transportation (DOTAn alcohol concentration level of 0.4 gms of alcohol or more per
210 liters of breath or its’ equivalent is considered a positive test and violates this policy.
Evidential breath testing devices, alcohol screening devices, and the qualifications for
personnel administering initial and confirmatory testing are required to be and will be
consistent with the applicable provisions of 49 C.F.R. Section 40 adopted as of January
1, 1999.

All employees are prohibited from distributing, dispensing, possessing or having alcohol
in their system while at work or on duty. Drinking alcoholic beverages in any quantity
while working or driving a Taylor Roofing vehicle (whether on or off duty) is not allowed.
If arrested for Driving While Intoxicated an employee must notify their supervisor
immediately, and must do so regardless of whether the arrest occurred while the
employee was on or off the job.


Prescription Drugs:
The proper use of medication prescribed by your physician is not prohibited. Since an
Employees’ proper use of prescribed drugs may affect their job performance by
causing dizziness or drowsiness, Employees are required to immediately notify
their Supervisor of their situation. Your safety and the safety of your co-workers are
essential. It is the employee’s responsibility to determine from their physician whether a
prescribed drug may impair job performance. Employees can also report the use of
prescription or non-prescription drugs, which may affect drug tests, by completing a
written, consent form prior to testing. All employees are prohibited from using
prescription drugs illegally (ie: to use prescription drugs that have not been legally
obtained or for a purpose other than as prescribed.)


Notification of Impairment:
Every supervisor, manager and employee shares responsibility for maintaining a safe
andsafe and drug free work environment and all employees should encourage anyone
who has a drug or alcohol problem to seek help.
It’s the responsibility of each employee who observes or has knowledge of another
employee in a condition that impairs that employee's performance of job duties, who
presents a hazard to the safety and welfare of others, or is otherwise in violation of
these guidelines, to promptly report that fact to their immediate Supervisor and the
Owner. Supervisors and managers will attend drug awareness training as required by
Iowa law.

Testing Circumstances:

Taylor Roofing, Inc. may conduct drug tests in the following circumstances:



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        1.     Prospective Employee. Prospective employees mayemployees may be
               required to submit to a drug test. Refusal to submit or a positive confirmed
               drug test will be used as a basis for refusal to hire the prospective employee.

        2.     Reasonable Suspicion. ‘ Reasonable suspicion’ is based on a belief hat
               an employee is using or has used drugs or alcohol in violation of Taylor
               Roofing’s guidelines drawn from specific objective behaviors and facts
               including, but not limited to the following:

                    a. Direct observation while at work of drug or alcohol use or of the
                        physical symptoms of being impaired due to substance abuse,
                    b. Abnormal conduct or erratic behavior while at work or a significant
                        deterioration in work performance,
                    c. A report of alcohol or other drug use by a reliable and credible
                        source,
                    d. Evidence that an individual has tampered with any drug or alcohol
                        test during employment,
                    e. Evidence that an employee has used, possessed, sold, solicited or
                        transferred drugs while working for the Company.
                    f. Evidence that an employee has caused an accident while at work
                        causing sufficient injury to require a report to OSHA, or resulting
                        in damage to property, including equipment, in an amount
                        reasonably estimated at the time of the accident, to exceed one
                        thousand dollars ($1000.00)
        3. Accident Investigation. Drug and alcohol testing will be conducted in
        investigating accidents in the workplace causing sufficient injury to require a
        report to OSHA, or resulting in damage to property, including equipment, in an
        amount reasonably estimated at the time of the accident, to exceed one
        thousand dollars ($1000.00).

        4. Drug or Alcohol Rehabilitation. Drug and alcohol testing will be conducted
        during, and after completion of, drug or alcohol rehabilitation.

        5.     Random Testing. Unannounced testing of workers randomly selected from
               pools of employees consisting of the entire employee population of Taylor
               Roofing, Inc. Employees who are randomly chosen to participate in a
               random drug test will be notified where to report to complete the
               requirements of the test and the designated time period in which to do so.

               Taylor Roofing will rely and take action upon the results of any blood test for
               drugs or alcohol made on any employee involved in an accident at work if
               the test is administered by or at the direction of the person providing
               treatment or care of the employee and Taylor Roofing has lawfully obtained
               the results of said test.




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Disciplinary Action for Drug & Alcohol Guidelines is as follows:
                  Refusal to submit to a drug/alcohol test will result in immediate
                   termination
                  If a drug or alcohol test has a positive result, employee will be terminated
                   immediately, with option to reapply in 3 months, and would be subject to
                   post-offer screen at time of re-hire.


Testing of Minors
In the event the prospective employee or employee tested is a minor, any notice
required to be sent to the minor employee or prospective employee concerning a
confirmed positive drug or alcohol test shall also be provided to the parent of the minor
by certified mail, return receipt requested.

Enforcement Guidelines:
In order to enforce these guidelines, Taylor Roofing, Inc. may investigate potential
violations and require personnel to undergo drug/alcohol screening, including urinalysis,
blood tests or other appropriate tests. Where appropriate, the Company may require
personnel to undergo searches of all areas of the Company’s physical premises,
including, but not limited to; work areas, personal articles, employee’s clothes,
desks, work stations, lockers, and personal and Company vehicles, etc.
Employees will be subject to disciplinary action, up to and including termination, for
refusing to cooperate with searches or investigations, submit to screenings, or for failing
to execute consent forms when required by management.


Investigations/Searches
When the Owner has reasonable suspicion that an employee has violated the
substance abuse guidelines, the Owner, or their designee, may inspect vehicles,
lockers, work areas, desks, purses, briefcases, toolboxes and other locations or
belongings without prior notice, in order to ensure a work environment free of prohibited
substances. An employee may be asked to be present and remove a personal lock.
Employees are hereby notified that locked areas or containers do not prevent a search
and thus employees should understand there are no expectations of privacy on
Company premises and/or job sites. When the employee is not present or refuses to
remove a company lock, the Company Representative may do so for him/her. Any such
searches will be coordinated with a representative of management. The Company may
also use unannounced drug detection methods.

Employee Assistance
The Company expects employees who suspect they have an alcohol or drug problem to
seek treatment. It is the responsibility of the employee to seek and accept assistance
before drug and alcohol problems lead to disciplinary action. Confidentiality of records
and information will be maintained in accordance with all local, state, and federal laws.

Entrance into a treatment program does not relieve an employee of the obligation to


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satisfy the Company’s standards regarding an employee’s performance. Participation in
such a program will not prevent the Company from administering disciplinary action for
violation of guidelines, nor will it relieve the employee of their responsibility to perform
their job in a satisfactory, safe and efficient manner.

In addition, Taylor Roofing maintains a file of resource information on various means of
employee assistance in the surrounding area. Employees are encouraged to use this
file privately and confidentially. The information is located in Taylor Roofing office.




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Employee Alcohol and Drug Testing Procedures:

   Samples or specimens to be used for drug and alcohol testing will be collected off-
    site at an appropriate facility knowledgeable about drug and alcohol testing. The
    Company will provide transportation or pay reasonable transportation costs to and
    from the testing facility.

   The Company will pay the costs of sample or specimen collection and for the initial
    test and confirming test referred to below.

   Before the sample or specimen is collected, the testing facility may require that the
    employee present reliable individual identification.

   The collection of the specimen or sample will be performed under sanitary conditions
    and with regard to the privacy of the individual from whom the specimen or sample is
    being obtained.

   Employees will be provided an opportunity to provide any information they believe
    relevant to the test, including identification of prescription or non-prescription drugs
    currently or recently used, or other relevant medical information. To assist the
    employee in providing this information, the Company will provide the employee with
    a list of drugs to be tested.

   Sample collection for purposes of drug testing will be performed so that the
    specimen is split into two components. The first portion of the specimen or sample
    will be of sufficient quantity to allow for an initial test and confirming test. The
    second portion of the specimen or sample will be of sufficient quantity to allow for
    the employee to obtain a second, independent confirmatory test.

   Alcohol testing will be done by evidential breath testing devices and conducted by
    breath alcohol technicians trained to proficiency in the operation of the testing
    device. The procedures used for alcohol testing will be consistent with the United
    States Department of Transportation’s regulations governing alcohol testing.

   If the initial drug or alcohol test results are positive, the initial test results must be
    confirmed before the testing facility notifies the Company of the results. A medical
    review officer will review and interpret any confirmed positive test results prior to the
    results being reported to Taylor Roofing.

   If an initial positive test result is confirmed, the employee will be notified in writing by
    certified mail, return receipt requested, of the results of the test. If the employee is
    being notified of a positive drug test result, the employee will also be notified of the
    employee’s right to request and obtain a confirmatory test of the second sample
    collected. This second confirmatory test will be done at an approved laboratory of
    the employee’s choice and at the employee’s cost.



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   All confirmatory testing for drugs (including any second, independent confirmatory
    tests requested by the employee) must be conducted at a laboratory certified by the
    United States Department of Health and Human Services Substance Abuse and
    Mental Health Services Administration or at a facility approved by the Iowa
    Department of Public Health.



.
[NOTE: The following section is inconsistent with the previous section entitled
Disciplinary Action for Drug and Alcohol Guidelines. It is also not recommended
because Iowa law requires that uniform disciplinary action be set forth in the policy; I
do not believe that test would be met by saying that the discipline is “up to and including
termination.”]

Any act taken against an employee or prospective employee shall be based only on the
results of the drug and alcohol test.




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                                  Copyright Taylor Roofing Inc




Anti Harassment Guidelines:
Taylor Roofing, Inc. intends to provide a work environment that is professional and free
from intimidation, hostility or other offences. Taylor Roofing will not tolerate harassment
of any form that violates federal or state laws of any of our applicants, employees,
customers, vendors, or suppliers. Prohibited harassment can take many forms. It may
include but is not limited to:
    1. Verbal harassment, such as making a joke or comment that refers to a certain
        race, color, religion, sex age, national origin, disability, sexual orientation, gender
        identity, or any other characteristic protected by state or federal law, derogatory
        comments, vulgar or profane words and expressions or slurs.
    2. Physical harassment, such as unwelcome touching, assault, blocking, impairing
        or otherwise physically interfering with an individual’s normal work or movement.
    3. Visual forms of harassment, such as derogatory posters, cartoons, drawing,
        electronic, photographs.
    4. Sexual harassment, which may include a range of subtle and not so subtle
        behaviors and may involve individuals of the same or different gender.
    5. Depending on the circumstances, examples of sexual harassment may include
        but are not limited to:
        Unwelcome or unwanted sexual advances. This includes physical contact
           and verbal conduct of a sexual nature which is considered unaccepted or
           unwelcome by another individual.
        Requests or demands for sexual favors. This includes expressed and
           implied, subtle or blatant, pressure or requests for sexual favors accompanied
           by any implied or expressed promise of preferential treatment or negative
           consequences concerning an employee’s employment status.
        Verbal abuse or comments which are sexually oriented and considered
           unacceptable by another individual. This includes comments or compliments
           which extend beyond mere courtesy, jokes which are clearly unwelcome or
           considered offensive, and other comments, innuendo or actions of a sexual
           nature which are offensive to others.
        Sexually-oriented conduct which interferes with work performance of another:
           This includes unwanted sexual attention which reduces personal productivity
           or interferes with performance of assigned tasks.
        Creating a work environment which is intimidating, hostile or offensive
           because of unwelcome or unwanted sexually oriented conversation,
           suggestions, requests, demands, physical contact or attention

Sexual harassment may also include harassing conduct which is targeted at an
individual because of that person’s gender but is not necessarily sexual in nature.
Prohibited harassment includes both harassment directed at the targeted individual and
harassment which takes place within the individual’s earshot.


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                                 Copyright Taylor Roofing Inc




The policy applies to all applicants and employees, and prohibits harassment,
discrimination and retaliation whether engaged in by a fellow employee or supervisor or
someone not directly connected to Taylor Roofing such as an outside vendor or a
customer.

If you have any questions about what constitutes harassing behavior, speak with your
Supervisor and/or the Owner.

Reporting Harassment
Taylor Roofing strongly encourages the reporting of all incidents of discrimination,
harassment or retaliation, regardless of the offender’s identity or position. If you feel
that another employee is harassing you, you should immediately notify the Owner. If
you do not feel that the matter can be discussed with the Owner, you should contact
any Supervisor and arrange for a meeting to discuss your complaint. Company
management and its employees are responsible for creating an atmosphere free of
discrimination and harassment and for taking action to end the behavior if it occurs.

Harassment of employees by non-employees is also a violation of these guidelines.
Any employee who experiences harassment by a non-employee, or who observes
harassment of an employee by a non-employee, should report such harassment to their
Supervisor, and the Owner. Harassment of our customers or clients by our employees
is also strictly prohibited

Anti- Retaliation Guidelines
Your notification to the Company is essential. You will not be penalized in any way for
reporting a harassment problem in good faith. The Company prohibits employees from
hindering internal investigations and our internal complaint guidelines. Retaliation
against an individual is a serious violation of this guideline and will be subject to
disciplinary action up including discharge.


Investigation and Response Procedure
We cannot help resolve a harassment problem unless we know about it. It is your
responsibility to bring these matters to our attention so that we can take the necessary
corrective action. All complaints of harassment that are reported to a Supervisor or the
owner will be investigated as promptly as possible and confidentiality will be maintained
through the investigatory process to the extent consistent with adequate investigation
and appropriate corrective action. Findings will be shared with employee filing the
complaint. If the owner determines that an employee has violated this guideline,
appropriate disciplinary action will be taken




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                                 Copyright Taylor Roofing Inc


Cellular Phones
If you are assigned a Company issued cellular phone, it is to be charged, and always on
during working hours. Like any Company issued equipment, it is important that your
Company cellular phone is in good working condition at all times. If your Company
cellular phone is damaged, report it to your Supervisor and turn it in immediately for
repair. You will not be expected to pay for the cost of repair or replacement, if it is
determined that the damage occurred through no fault of your own.

A Company issued cellular phone is to be used for Company purposes only. This
means that all calls incoming and outgoing are business related. Personal calls are not
business related and will not be paid by the Company. Phone bills are periodically
reviewed and if it is determined that personal calls on a Company phone exceed the
maximum minutes paid by the Company, you will be required to reimburse the
Company for any and all such personal calls.

Personal cellular phones may only be used during emergencies and non-working hours
such as breaks and meal times. Social and or lengthy conversations on personal
cellular phones distract from your duties and may ultimately become a safety hazard.

Use of any cellular phone, while driving a Company vehicle is strictly prohibited. And it
is recommended that you do not use any cellular phone while driving a personal vehicle.


Conduct
Our commitment to the customer is to provide quality service which includes minimizing
scrap, damage, waste or inferior product. Our commitment to the Company includes
proper use and maintenance of equipment, tools and company property. When
authorized, company may use machines, tools, vehicles or their company property in a
responsible manner. Every employee is expected to respect company and customer
property and report any damage immediately. Our credibility with customers is the most
important element of our relationship. Employees are expected to be honest in their
dealings with the customer, supervisor and co-workers.



Confidentiality
All records and files of the Company are property of the Company and considered
sensitive. No employee is authorized to copy or disclose any file or record. Sensitive
information includes, but is not limited to, all letters or any other information concerning
transactions with customers; customer personal information; payroll or personnel
records of past or present employees; financial records of the Company; internal
reports; business strategies, plans, and techniques, records pertaining to purchases
from vendors or suppliers; correspondence and agreements with customers or
suppliers; and documents concerning operating guidelines of the Company. All
telephone calls, letters, or other requests for information about current or former
employees should be immediately directed to the Owner


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                                 Copyright Taylor Roofing Inc


Conflict of Interest
It is our policy to forbid employees to perform construction duties in private transactions,
or engage in any other business, which competes with the Company. An employee
may not buy or sell tools, supplies or services in personal transactions with customers
and/or suppliers without express written approval from the Owner. Nor may employees
perform work if such work conflicts with the proprietary interest of the Company.
Company guidelines also forbid financial interest in an outside concern that does
business with, or is a competitor of the Company (except where such ownership
consists of securities of a publicly owned corporation regularly traded on the public
stock market).

Rendering directive, managerial, or consulting services to any outside concern that
does business with or is a competitor of the Company, except with the knowledge and
written consent of the Owner of Taylor Roofing Inc., is also prohibited. If you think that
there is a possibility that you may have a conflict, it is your responsibility to notify the
Owner and obtain their approval in writing.

Courtesy
Courtesy is the responsibility of every employee. Everyone is expected to be
courteous, polite and friendly to customers, vendors and suppliers, as well as to their
fellow employees. Respectful, courteous behavior avoids intimidating, profane or
discriminatory language that injures the image or reputation of the Company or is
disrespectful toward fellow employees, customers, suppliers or vendors.
Taylor Roofing expects every employee to have a positive attitude towards fellow
workers, customers, suppliers and vendors. A bad attitude creates a difficult working
environment and prevents the Company from providing quality service to our customers

Fraud and False Statements
No employee or applicant may ever falsify any application, medical history record,
invoice, paperwork, time sheet, time card, investigative questionnaire or any other
document.

Gifts and Gratuities
Employees are prohibited from accepting inducements or rewards of any kind, and in
any amount whatsoever, which are tied to any Company project, from sources outside
the Company. This prohibition includes, but is not limited to cash; incentive payments;
trips; clothing, tickets, merchandise; or any other possible incentive or inducement. All
such incentives and inducements are the property of the Company and the Owner must
receive them.
The Owner is solely responsible for determining how the reward will be distributed. The
Company may keep the gift, or in turn, pass it to an employee or group of employees.
In all cases, the Owner shall make the final determination




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                                 Copyright Taylor Roofing Inc


Insubordination
We all have a duty to perform at the highest professional level and everyone, including
your Supervisor, must follow directions from someone. It is against Company
guidelines for an employee to refuse to follow the directions of a Supervisor or
management official, or to treat a Supervisor or management official in an insubordinate
manner. Employees must fully cooperate with Company investigations into potential
misconduct. Refusal to fully disclose information in the course of a Company
investigation is a form of insubordination.


Internet and Electronic Communication
The Company’s electronic communication systems, including personal computers,
internet usage, voice and email systems are the property of Taylor Roofing, Inc. and for
business use only. Communications transmitted through these systems must have a
business purpose. The Company may access the Electronic Communication Systems
and obtain the communications within the systems without notice to users of the system
when it deems it is appropriate to do so. Employees with Internet access should not
consider their Internet usage to be private.

Taylor Roofing Inc. provides Internet access to some employees to assist and facilitate
business communications and work-related research. Internet access should be used
for legitimate business purposes only in the course of your assigned duties. All
materials, information and software created, transmitted, downloaded or stored on the
Company's computer system are the property of Taylor Roofing Inc. and may be
accessed only by authorized personnel.

Prior authorization from the Owner is required before introducing any software into the
computer system. Any software or other material downloaded into computers may be
used only in ways consistent with the licenses and copyrights of the vendors, authors or
owners of the material. Displaying, downloading, distributing or transmitting obscene,
harassing, offensive or unprofessional messages, accessing any site that is sexually or
racially offensive or discriminatory and/or transmitting any of the Company's confidential
or proprietary information is prohibited.

Moonlighting
Any unauthorized moonlighting of any kind will not be allowed and attempting to
compete in whole or part with Taylor Roofing Inc., is strictly prohibited and grounds for
immediate termination. Competition is too keen in our marketplace to allow our
employees to work against our best interest with any customer, past or present,
Likewise, an employee may not do free-lance work in a customer’s location.

At no time is it acceptable to use Company equipment, tools, materials or supplies for
any project not contracted through Taylor Roofing Inc. If it is determined that you have
violated these guidelines you may be required to reimburse the Company for the cost of
the materials and/or supplies AND also pay for the use of the Company equipment and
tools. History has shown that moonlighting is never as productive as expected.


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Off-Duty Use of Company Facilities or Property
Employees are prohibited from being on the Company premises or job sites, or making
use of Company tools, materials and supplies while not on duty. Employees are
expressly prohibited from using Company vehicles, Company property, and Company
equipment or tools for personal use.


Salvage and Scrap Materials
All materials used and/or removed from customer job sites, are the property of Taylor
Roofing Inc. No employee shall remove from the premises any salvage or scrap
materials without being properly billed or receiving written authorization to the contrary
from their Supervisor.
Solicitation
Our main job at Taylor Roofing Inc. is to give our customers the best service possible.
In order to allow employees to provide customers and their jobs with their undivided
attention, the solicitation by an employee or another employee for the support of an
organization is prohibited during work time. In addition, the distribution of advertising
materials, or other literature is also prohibited in working areas.


Theft
To protect you, your co-workers and Taylor Roofing Inc., we reserve the right to inspect
all Company and employee purses, briefcases, packages, toolboxes, lockers and
vehicles on Company property and job sites. If you must remove Company property
from the premises, you must obtain permission in advance from your Supervisor. If a
theft is suspected, a full investigation and search may be conducted. The Company will
not tolerate anyone's refusal to cooperate with a search or inspection.

Trade Secrets
All employees must safeguard sensitive Company information. The nature of our
business and the economic well being of our company is dependent upon protecting
and maintaining proprietary company information. Continuing employment with our
company is contingent upon compliance with this guideline.

As an employee of Taylor Roofing Inc. once hired, you are expected to keep any and all
Company trade secrets confidential. Trade Secrets includes, but is not limited to,
products, programs, processes, designs, business systems, marketing plans, pricing
strategies, license agreements, concept information, business know how, salary
information. and any other information pertaining to any business of the Company.
Employees who have questions regarding whether information is confidential should
speak with a supervisor or the owner.

Your participation in the development of any trade secret, intangible asset or other
proprietary/confidential information does not give you the right to disclose or utilize


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                                 Copyright Taylor Roofing Inc


these intangible assets or information




Workplace Violence Guidelines
Taylor Roofing, Inc. has zero tolerance for violent acts or threats of violence against our
applicants, employees, customers, vendors or suppliers. No employee should commit
or threaten to commit any violent act against an applicant, co-worker, customer, vendor
or supplier.

Workplace violence includes fighting, threatening words or aggressive conduct. In
addition, Taylor Roofing, Inc does not allow the possession of weapons of any kind on
Company premises or job sites.

Any employee who is subjected to, or threatened with, violence by an applicant, co-
worker, customer, vendor or supplier, or is aware of another individual who has been
subjected to, or threatened with, violence, is required to report this information to their
Supervisor or the Owner immediately.

It is your responsibility to report immediately any acts of violence, or potential acts of
violence, that you are aware of to the Owner. All reports will be taken seriously and
thoroughly investigated. If it is determined that an employee has violated Company
guidelines, appropriate disciplinary action will be taken.

Do not assume that a threat is not serious. Bring all threats to our attention so that we
may deal with them appropriately. All threats will be thoroughly investigated, and all
complaints that are reported to a Supervisor or the Owner, will be treated with as much
confidentiality as possible.




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                                Copyright Taylor Roofing Inc



Customer and Community Relations

Community Relations
It is important that the Company be known as a community-minded member of the area.
All employees are asked to accept their share of responsibility in helping to maintain
and enhance the Company’s fine reputation.

Customer Contact
If you are the designated customer contact on a job site, you will be notified in advance.
If you are not the contact, you will be notified who that person is. To minimize confusion
and streamline customer requests and/or changes, all customer communication will be
handled by the designated customer contact.


Customer Complaints and/or Problems
Even the best companies have customer complaints. Handling customer complaints
properly means we avoid damaging our Company image. Correcting the situation
retains the customer’s business and goodwill. Accept a customer’s complaint with
courtesy and respect. Most importantly, do not argue and if a customer tries to argue
with you, be courteous. Always refer the customer to your supervisor or the owner.

Assure the customer that the employer will do all that is ‘reasonably possible’ to satisfy
the complaint. The first step of the process will be informing management of the
concern.

When speaking with a customer, never criticize another employee or competing
company. Under no circumstances should an employee discuss internal affairs of
Taylor Roofing, Inc with any customer.




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                                 Copyright Taylor Roofing Inc



Employment Status
Normal Hours of Work
Your Immediate Supervisor will inform you of the hours you are to work. The normal
workday begins at 7:00 AM with a ½ hour unpaid lunch and it typically ends at 3:30 PM.
The actual workday will begin at the time the Immediate Supervisor requires employees
to be present. It’ll be when the Immediate Supervisor requires the employees present at
the shop or job site. When transportation is provided to and from the job site, travel time
will be paid at the travel time rate.

Employees may drive directly to the job site with prior permission from their Immediate
Supervisor, however drive time will not be paid, and the employee start time begins
when actual work begins. Stop time will be when job site is secure for the day for those
who provide their own transportation.

Additional Hours of Work and Scheduling Requirements
As the need requires, your actual work schedule may vary from time to time to conform
to job requirements. If your schedule changes, your Supervisor will notify you with as
much advance notice as possible. It is your responsibility to find out the work schedule if
uncertain.

Scheduling is a crucial part of organizing the following day’s work. You are responsible
to know your schedule, the job duties you are expected to perform, the location of the
job site and the time you are required to report to work.. If you are unable to work, you
must personally notify your Supervisor directly and explain why you will not be at work.
The Company has a business to run, and if you are not able to complete your duties,
someone else will need to be contacted, or work will need to be rescheduled. Please
be considerate to your co-workers and act in a dependable, reliable manner at all times.




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                                Copyright Taylor Roofing Inc


Break and Meal Periods
Each workday, employees are given two-15 minute break periods. One is before lunch
and one is after lunch. The Supervisor will advise employees if there are changes in the
regularly scheduled break times. Since this time is counted and paid as time worked,
employees will not leave the work site. The normal meal period is one half hour
Under certain circumstances, a one-hour meal period may be allowed . allowed.
Employees are not compensated for their mealtime. The immediate supervisors will
schedule meal period to accommodate operating needs. Employees wishing to leave
the job site for lunch may do so using their own transportation, use of company vehicles
is not allowed
Employees should bring food and drinks to the job site for break and lunch periods as
job sites can change unexpectedly and food may not be available nearby.
Although time may be rescheduled by the Supervisor, normal production breaks and
lunch periods are:
     Morning Break: 9:00 AM. - 9:15 AM
     Lunch 11:30 AM-12:00 Noon. A lunch break is mandatory and it must be ½ hour
     Afternoon Break 2:30 PM -2:45 PM

Note: Employees must return to the work area immediately following the break period.


Overtime
Employees may be required to work beyond normally scheduled hours or weekend
work in order to meet production needs and meet deadlines. We appreciate your
cooperation during these times and the Company will attempt to give as much advance
notice as possible when scheduling overtime.

Note: NO EMPLOYEE MAY WORK UNAUTHORIZED OVERTIME HOURS.

Working overtime without Supervisor approval may result in disciplinary action. Taylor
Roofing Inc. will adhere to all State and Federal regulations regarding overtime hours
and payment.


Overnight Stays
When required to stay in a hotel or motel, your lodging will be furnished by the
Company. Meals and miscellaneous expenses will be compensated at $15.00 dollars
(called per Diem) per day.

You’re expected to put these charges on the company provide credit card, but you‘re
required to have two people per room and the cost of the room should be $55.00 or less
per night. If the room is going to be more, you must get prior approval from your
Immediate Supervisor



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                                Copyright Taylor Roofing Inc


Timekeeping
By law, Taylor Roofing, Inc. is required to keep accurate records of time worked by
production employees. Accurate recording of time worked and absences from work is
the responsibility of every employee.

Employees must accurately and clearly record the start and ending times and document
the time deducted for meal period. Time records must be turned in daily.

Note; ALL TIME RECORDS, JOB REPORTS, RECEIPTS AND OTHER REQUIRED
      PAPER WORK MUST BE SIGNED AND SUBMITTED BEFORE PAYMENTS
      CAN BE PROCESSED.


Timekeeping Guidelines
Unless otherwise notified, each employee is required to record their hours of work for
Taylor Roofing Inc. using a time card or through a hand-written record. Accurately
recording your time is required in order to be sure that you are paid for all hours worked
as required by State and Federal wage and hour laws. You will be informed your first
day on the job how you are required to keep your time. Whatever your method of
timekeeping, you are expected to follow the established guidelines in keeping an
accurate record of your hours worked.

Every employee along with the Supervisor must initial any changes or corrections to
your time card/record. Under no circumstances may an employee record another
employee’s time card. Failure to record time correctly is a violation of Company
guidelines. Excessive violations of these Company guidelines may result in disciplinary
action.




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                                 Copyright Taylor Roofing Inc



Employee Classification
Full-Time Employees
A full time employee is normally scheduled to work at least forty (40) hours per week for
an indefinite period.. Full-time employees are eligible for all of the benefits set forth in
the following pages.

Part-Time Employees
A part-time employee is normally scheduled to work fewer than thirty-two (32) hours per
week for an indefinite period and usually work less than 1000 hours annually. Part-time
employees are not eligible for most benefits. Part-time employees should contact the
Office Manager to determine the benefits offered for part time work.

Temporary Employees
Temporary employees are employees who are employed to work on special projects for
short periods of time, or on a “fill-in” basis. A temporary position is required for an
unknown duration which is usually less than six months. Temporary employees are not
eligible for any benefits.

If you have any questions concerning your classification or the benefits for which you
qualify, please contact your Supervisor.


Job Descriptions
Your position with the Company is very important. Your understanding of your duties
and responsibilities is just as important. Upon beginning employment with the
Company, you typically are provided with a written Taylor Roofing Inc. Manual which
outlines your specific job at the company.

You will be required to follow the specific chapters of the Manual you hold because they
become your current job description. And since the chapters are always changing and
getting better your job description is also always changing.

You must have the ability to perform every item covered, with or without reasonable
accommodation. Failure to perform your duties may result in disciplinary action, up to
and including termination. If you have any questions regarding your duties and
responsibilities outlined in your manual, please review it with your Supervisor.




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                                Copyright Taylor Roofing Inc


Jobsite Guidelines
Taylor Roofing Inc. has a detailed outline of Jobsite Guidelines that must be followed at
every Jobsite. You will be given this outline when assigned a location and will be
expected to ask your Supervisor if you need assistance understanding any guidelines.
A violation of the set guidelines may be grounds for disciplinary action.




90- dayDay Introductory Period
For every new employee, the first ninety (90) days of full-time employment is an
introductory period. During this time, you are able to learn about the Company, your
job, and your new surroundings. The goal of Taylor Roofing, Inc. is to hire employees
that can work harmoniously together and can perform assigned tasks safely and
efficiently.

During these first ninety (90) days, your job performance, attendance, attitude and
overall interest in your job will be observed by your Supervisor. Throughout the
introductory period, the Company will be assessing your selection as an employee.

Likewise, you during the first ninety (90) days of work, you will have an opportunity to
find out if you are suited to, and enjoy your new position. The 90 day introductory
period is called the introductory period. Both you and the Company will have the
opportunity to evaluate your success and compatibility with the job.

During the introductory period, you will be provided with training and guidance from your
Supervisor. After the first ninety (90) days of employment, you may or may not receive
an Initial Performance Review. Employees who fail to demonstrate the level of
commitment, performance and attitude expected by Taylor Roofing, Inc. may be
terminated at any time during the introductory period. However, completion of the
introductory period does not change or alter your “at-will” employment status. You
continue to have the right to terminate your employment at any time, with or without
cause or notice, and the Company continues to have the same right.

As a result of an excused absence during your introductory period, or for other reasons
identified by the Owner, your introductory period may be extended to give you a further
opportunity to demonstrate your ability to perform your duties. If your introductory
period is extended, you will be notified in writing.




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                                Copyright Taylor Roofing Inc


Performance Criteria and Reviews
Employees are expected to make every effort to learn their job and to perform at a level
of satisfaction to the Company. From time to time, your Supervisor may conduct
performance reviews base on your performance. However, you’re always welcome to
discuss your performance with your Supervisor at any time that is convenient for the
both of you.

Taylor Roofing, Inc is constantly evaluating performance of employees to help them
clearly define and understand responsibilities. Criteria used for evaluating performance
and factors considered when evaluating employee performance include:
            Personal appearance
            Steady attendance
            Being on time and ready to work at the start of the day
            Ability to follow instructions and complete assigned work
            Ability to work under the direction of senior employees
            Speed and thoroughness in accomplishing the assigned task(s)
            Willingness to perform work in a cheerful manner
            Demonstrates quality work
            Availability to work overtime as required
            Ability to learn and master new skills
            Demonstrates a respectful manner toward all customers.


Performance and Salary Reviews
Performance reviews for all full-time and part-time employees will generally be
conducted at the end of the first 90 days of employment and periodically after that time.
Salary adjustments do not automatically follow a performance review,review; however,
at the sole discretion of the Company, salary levels may also be reviewed. Salary
adjustments are determined based on merit and not based solely on length of service or
cost of living index and is management’s sole discretion.

Although the most recent review is considered when making wage adjustment, a
positive performance review does not guarantee a wage increase or continued
employment. .




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                                Copyright Taylor Roofing Inc


Opportunities for Advancement
From time to time, there may be an opportunity of advancement for qualified employees
with a good employment track record at Taylor Roofing Inc. Your Supervisor is not
solely responsible for notifying you of any opportunity that may exist. You are
encouraged to notify your Supervisor or the Owner that you are interested in advancing
not only through your actual words, but also with your actions; reporting to work on time,
acting professionally with customers and vendors, efficiently performing your current
duties, etc.

Taylor Roofing Inc would prefer to promote from within, but reserves the right not to do
so




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                                Copyright Taylor Roofing Inc



Employment Benefits


Your Pay:
Taylor Roofing, Inc. follows all state and federal law requirements with regard to
distribution of paychecks. . Each paycheck will include earnings for work performed
through the end of the previous week starting on Monday and ending on Sunday.
When a payday falls on a holiday, paycheck stubs will be distributed on the last work
day before the holiday. For employee to be eligible for overtime pay, they must work 48
hours before any time is eligible for overtime.      Any questions about your check,
including deductions, should be discussed with your Supervisor immediately. Taylor
Roofing, Inc. pays by direct deposit.
An employee must record and submit time information (start time, lunch break and
ending time) to the office on a daily basis.
Paycheck stubs are issued at the end of the work shift every Friday


Paid Holidays
       New Year’s Day
       Memorial Day
       Fourth of July
       Employee’s birthday
       Thanksgiving Day
       Christmas Day
To be eligible for holiday pay [8 hours per holiday], an employee must be a regular full
time employee and must work the entire last scheduled day before the holiday and the
entire first scheduled day after the holiday. Holiday pay does not count as “hours
worked” for the purpose of calculating an employee’s entitlement to overtime during the
week in which the holiday occurs.

When a holiday falls on a Friday, time off on the following Saturday must be requested
and approved by your Supervisor at least two (2) weeks in advance. And when a
holiday falls on a Monday, time off on the previous Saturday also must be requested
and approved by your Supervisor at least two (2) weeks in advance.
Where a holiday falls on a weekend, it will be observed on either the preceding Friday
or following Monday.




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                                Copyright Taylor Roofing Inc




Paid Vacation Overview:

Vacation Earning Schedule:

Period of Service   Vacation Pay Earned Per Period
After 1 Year        5 Work Days/40 Hours
After 2 Years       10 Work Days/80 Hours
After 5 Years       12 Work Days/96 Hours
After 10 Years      15 Work Days/120 Hours

Only full-time employees are eligible for vacation pay. Contact your Supervisor for
detailed information on your eligibility for vacation pay, how the dollar amount of your
vacation pay is calculated and the amount you are entitled to receive. To be eligible for
vacation pay, you must work your last scheduled day before the vacation and your first
scheduled day after the vacation.
Employees are required to take vacation and are normally not permitted to take pay in
lieu of time off. All vacation must be taken in full day increments.

Vacations must be scheduled with, and approved by; your Supervisor at least two (2)
weeks in advance. The Company reserves the right to refuse an employee’s request
for vacation if, in the Owner’s judgment, scheduling the vacation at the time sought
would be inconsistent with the smooth operation of the Company’s business.

Employees who are on any leave of absence do not accrue vacation time while on
leave.

Company 401K Plan - Simple IRA
Taylor Roofing, Inc. sponsors a Simple IRA Retirement Plan available to employees
who meet eligibility requirements. This Plan allows you to defer receipt of a portion of
your salary, and have the Company contribute this deferred amount, up to 3% of wages,
to the Plan on your behalf. Simple IRA contributions are not reported as W-2 wages
and therefore, are not currently taxable. This comprehensive Plan offers employees the
opportunity to save for the future in the most tax-efficient way. The Office contact has
detailed information relative to the Plan. Consult the Retirement Plan Document for all
information regarding eligibility, coverage and benefits. The Plan Document ultimately
governs your entitlement to Simple IRA benefits.

Bonus & Incentive Pay
From time to time additional bonus or incentive pay may be offered at the discretion of
the Owner of Taylor Roofing Inc. These monies are discretionary and may be offered,
for example, one month and eliminated the next. Amounts may vary as well as
frequency. Employees should not count on such discretionary bonus or incentive pay
as part of their usual compensation when budgeting personal finances.




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                                 Copyright Taylor Roofing Inc


Health Insurance Benefits
Health benefits are offered to full-time employees, following the completion of the
mandatory waiting period designated by our insurance carrier. Our benefit plans are
considered to be excellent and provide coverage needed to help protect our employees
and their families from catastrophic losses due to illness or injury. Consult the Plan
Documents for all information regarding eligibility, coverage and benefits. The Plan
Document ultimately governs your entitlement to benefits.

The company will pay half the cost of health insurance. The employee’s portion will be
taken out of their weekly paycheck.


Training
All requests for additional training will be taken into consideration on a case-by-case
basis. In some instances, on-the-job training may be the answer and in others textbook
education is the solution. In all instances Taylor Roofing Inc. and the employee must
both benefit from the additional training. An employee’s past performance, the cost of
such training, along with other factors will determine approval or denial of a training
request. All requests for training should be submitted in writing to the Owner, as the
Owner will be the sole decision maker.


Unpaid Pregnancy Disability Leave
The Company will grant pregnancy disability leave in accordance with the requirements
of applicable state law in effect at the time the leave is granted.  Employees must
contact your Supervisor or the Owner as soon as they become aware of the need for
pregnancy disability leave.


Unpaid Personal Leave of Absence
Additional types of Unpaid Personal Leaves of Absence may be granted at the sole
discretion of the Owner, for up to a maximum of thirty (30) days. An extension beyond
thirty (30) days will be considered on an individual basis.

An employee returning from a personal leave will be offered the same position held at
the time of leaving, if available. If this position is not available, a comparable position
will be offered, if available. If neither the same nor a comparable position is available at
the time, the returning employee will be given preferential consideration for any position
for which he/she applies and for which he or she is deemed by management to be
qualified. A returning employee will be given such preferential consideration for a
period of sixty (60) days following their notification to the Company in writing that he/she
is ready and able to return to work.

Note: There are no guarantees of reinstatement and your return will depend on
      your qualifications for existing openings.


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If your leave expires and you have not contacted the Owner, it will be assumed that you
do not plan to return and you have terminated your employment. Time spent on
personal leave of absence will not be used for computing benefits such as vacation or
holidays. It is understood that you will not obtain other employment or apply for
unemployment insurance while you are on a personal leave of absence. Acceptance of
other employment while on leave will be treated as a voluntary resignation from
employment at our Company.

During a personal leave of absence, the Company's medical insurance plan (if offered)
allows covered employees and their eligible dependents to maintain medical insurance
benefits by electing and paying for continuation coverage through COBRA. The
employee and their eligible dependents must pay the monthly premiums for any
continuation coverage as elected. It is the Plan Document that ultimately governs your
eligibility and entitlement to these benefits.

You should speak directly with the Owner prior to taking leave to ensure your
understanding of all of your obligations to the Company while on leave, such as your
periodic reporting and re-verification obligations. Failure to comply with Company
guidelines may substantially affect your return to work under these guidelines.


Unpaid Bereavement Leave
Our full-time employees are eligible to receive up to three (3) days of Unpaid
Bereavement Leave in the event they miss regularly scheduled workdays due to the
death or funeral of a member of the employee’s immediate family. Your immediate
family includes your spouse, children, stepchildren, parents, legal guardians,
grandparents, grandchildren, brother or sister, brother-in-law, sister-in-law, son-in-law,
daughter-in-law, your spouse’s parents, and any other relative permanently residing in
the same household.

An employee who is notified of a death in their immediate family while at work will be
paid for the remainder of the scheduled hours that day. The three (3) day eligibility for
unpaid bereavement leave will not commence until the next regularly scheduled
workday that is lost. All time off in connection with the death of one of the above-listed
individuals should be scheduled with the Owner.


Unpaid National Guard/Military Leave of Absence
Employees who require time off from work to fulfill military duties will be treated in
accordance with applicable requirements of state and federal laws. You are expected
to notify the Company of upcoming military duty by providing the Owner with a copy of
your orders as soon as possible

At the conclusion of the leave, an employee generally has the right to return to the same



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position held prior to the leave in accordance with applicable federal and state laws.

Social Security Insurance
The Federal Insurance Contributions Act, which is better known as the Social Security
Act, requires Taylor Roofing, Inc. to deduct a percentage of your pay, match it with an
equal amount from the Company, and send it to the government to be deposited in your
Social Security account. If you are not familiar with the retirement and disability benefits
provided under Social Security, check with your local Social Security office for a more
complete explanation.

Civic Duties
Taylor Roofing, Inc. encourages each of its employees to accept their civic
responsibilities. We are a good corporate citizen and are pleased to assist you in the
performance of your civic duties.

Jury Duty:
If you receive a call to jury duty, please notify your Supervisor immediately so he/she
may distribute your work with as little disruption as possible. Employees who are
released from jury service before the end of their regularly scheduled shift, or who are
not asked to serve on a jury panel, are expected to call their Supervisor as soon as
possible and report to work if requested.

The Company will not pay you for your time taken to complete your Jury Duties.
However, employees who serve on jury duty may utilize available vacation time.

Witness Duty:
If you receive a subpoena to appear in court, please notify your Supervisor immediately.
You are expected to return to work as soon as your service as a witness is completed.

The Company will not pay you for your time taken to complete your Witness Duties.
However, employees who serve as a witness may utilize available vacation time.

Voting:
Although polls are open for extended hours, we realize that in some instances our
employees may find that these hours are not sufficient to enable them to make it to the
polls. If you have a problem in this respect, please let your Supervisor know so that we
can arrange for you to have the necessary time off to vote.




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Day to Day Procedures:


Bonding
Certain employees may be required to be of character, reputation, honesty, and integrity
as to be “bondable” to the limits required by the law and as per the profile set forth in the
Company’s insurance coverage.


Bulletin Boards
Taylor Roofing Inc. maintains bulletin boards, which are to be used solely for posting
information regarding Company guidelines, governmental regulations and other matters
of concern to all employees and related to the employees’ employment by the
Company. Please check the bulletin boards regularly so that you will be familiar with
the information posted there. Bulletin boards are reserved for the exclusive use of the
Company.

Change Orders
Changes from the job plans and specifications may not be made to any job for any
reason unless authorized in writing, by your Supervisor or the Owner of Taylor Roofing
Inc. More often than not, a Supervisor will handle the details of any change order,
however if you are approved to authorize a change order on a job site, you will be
notified in advance. Change orders usually mean more work for you, and may
ultimately mean more business for the Company. When handling change orders, keep
in mind that Customers are the lifeblood of our business and should always be treated
with respect and consideration.

Company Expenses & Reporting
Normally, Supervisors are the only employees authorized to make purchases on behalf
of the Company. If you are required to make a Company purchase, you will be given a
Company Credit Card or notified of Expense Reporting guidelines. At no time should
employees purchase materials or supplies without authorization from their Supervisor or
the Owner. All reporting and receipts need to be turned in daily.

The company credit card and credit accounts are to be used for business use only,
meaning gas purchases for company vehicles only, and materials to be used for a job or
the shop. They should not be utilized for purchasing gas for personal vehicles, food or
drinks for yourself and others, or any other personal use. Misuse of the company credit
cards and credit accounts will result in disciplinary action including termination and
pressing legal charges. A $20.00 service charge, on any purchases not meeting these
criteria, will be assessed to any employee that is utilizing the company credit card &
credit accounts for personal use. Any charges made on a company account or credit
card that receipts are not turned into office will result in those charges being payroll
deducted from the employee’s next payroll check along with the $20.00 service charge.



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Company Keys and Property
Each Taylor Roofing Inc. employee to whom a key is given is responsible for proper use
of that key and will be required to sign for it. A lost or misplaced key must be reported
immediately to your Supervisor. Never duplicate or loan a key to anyone, for any
reason. See your Supervisor if you need another key. Employees who take a leave of
absence must turn in any keys, tools and/or other Company property prior to beginning
their leave. At the end of your employment all keys, tools and/or other Company
property must be turned in to the Owner.

Food and Beverages
All food and beverages must be consumed in the proper areas as designated by the
Company. All related trash, drink bottles or cans; leftovers and etcetera from breaks and
lunches must be disposed of properly and immediately. Check with your Supervisor to
find the area. It is never acceptable to take food or drinks from an owner storage
facility. The only exception is if a homeowner offers it to you. The Company requires
full compliance with these guidelines.

Use of Company Vehicle
Only employees with an unrestricted, current driver’s license may operate Taylor
Roofing, Inc. vehicles or use a vehicle to conduct Taylor Roofing, Inc. business. If your
license is revoked or suspended you must notify your supervisor immediately.

Every employee driving a Company vehicle must strictly comply with all speed and
traffic laws while on the job, but they must also maintain a good personal driving record.
Our insurance carrier may periodically review the driving records of all of our employees
and reserves the right to charge an additional premium for covering employees with
poor driving records, or refuse to cover such employees while driving Company
vehicles.

Energy Conservation
Every employee should be mindful that wasting energy not only costs money it harms
the environment. As you leave each day, turn off lights, computer screens, air
conditioners, or any other equipment that consumes electricity or natural gas.
Additionally, we ask that you conserve water.

Equipment
You should also be mindful that the equipment that you use is expensive to replace. At
the end of the day, always lock up tools and store unused materials in a safe and
secure place. Take care of vehicles assigned to you as well as keys and other property
such as gas cards and cellular phones. If you have lost or damaged a company item,
notify your Supervisor or the Owner immediately. Depending on the circumstances, you
may or may not be required to replace the item. The Owner will be the sole decision
maker in replacement decisions.




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Meetings
From time to time, individual or staff meetings may be held for the purpose of providing
instruction, training, or counseling, or to review Company operating guidelines. If such
a meeting is called and includes your department or you individually, attendance will be
required.


Off-Duty Social and Recreational Activities
During the year, the Company may sponsor social or recreational activities for its
employees. Your attendance at such social activities is completely voluntary and is not
work-related. Neither the Company, nor its insurer, will be liable for the payment of
workers’ compensation benefits for any injury that arises out of an employee’s voluntary
participation in any off-duty recreational, social, or athletic activity that is not part of the
employee’s work-related duties.

Outside Employment
There may be times when some of us are faced with the opportunity, or the need, to
have two jobs. It is important that your outside interests do not interfere with your
primary job with Taylor Roofing Inc. including overtime assignments. No employee shall
maintain an outside business or financial interest, or engage in any outside business
which conflicts or appears to conflict with the interest of Taylor Roofing, Inc. or interferes
with the ability to fully perform the job responsibilities.

An employee should be careful that extra hours of work do not affect the safe
performance of their regular job duties by leaving him/her tired and slow to react. If your
second job could create a potential conflict of interest, for example, working for a
competitor, you are required to obtain written approval, in advance, from the Owner.
Full-time employees of Taylor Roofing Inc. may not hold full-time employment with
another company.


Parking
Employees are allowed to have only one vehicle on Company property or job sites at
any given time. Storage for additional employee owned vehicles or recreational
equipment is not available. The Company assumes no responsibility for damage to, or
loss of, automobiles or other personal property. If you have any questions as to where
you should park your vehicle, please ask your Supervisor.


Personal Mail
All mail that is delivered to Taylor Roofing Inc. is to be business related. Therefore,
please have all personal mail, mailed and delivered to your home. Company postage
meters and letterhead may not be used for personal correspondence.




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Personal Telephone Calls and Visits
We have a limited number of telephone lines at Taylor Roofing Inc., and it is essential
that we keep those lines open for business calls. Therefore, we ask our employees to
refrain from making or receiving personal calls, except in emergencies. Your
Supervisor must approve all long distance business calls, unless your job duties include
the routine making of long distance calls.

Therefore, employees may not use company telephones to make personal calls unless
approved by the owner or office manager or in emergencies. Employees may not use
Company telephones to make business related, long-distance calls without the
permission of the supervisor. Employees will be personally and financially liable for
unauthorized calls and subject to disciplinary action, up to and including termination.

Note: The same rule applies to fax, email, company issued cell phone and copier
      usage as applies to telephone usage.

Personal visits by friends or relatives during work hours can be disruptive to our
operations and for safety reason are discouraged. If you receive a non-business-
related visit from a friend or relative, you must notify your Supervisor at the time of your
guest’s arrival and departure. Non-employees are strictly forbidden from entering work
or unauthorized areas.


Personnel Record Access
Taylor Roofing Inc. maintains personnel records for every employee. These records are
considered Company property; however they are available for your review. You may
discuss your need to review your records with the Owner and set an appointment time
that is convenient for both you and the Company. Appointments to review personnel
records will be during your off-duty hours and must be made in advance.




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Safety and Security

Emergencies
Call 911 for fire or medical emergencies. In the case of an emergency it is always
better to error on the side of caution, so if you are unsure, call 911 first and then
immediately contact your Supervisor or the Owner.

Safety
It is our policy to promote safety on the job. The health and well being of our employees
is foremost among our concerns. For this reason, you are urged to follow common
sense safety practices, and correct or report any unsafe conditions, defective tools, or
equipment to your Supervisor. Each employee shall be instructed regarding the
Company’s safety program. Safety manuals are required to have been reviewed by
each employee, and are available in the office. Every employee is required to attend
safety meetings and is expected to assist Taylor Roofing Inc. in maintaining safe
working conditions. Safety is a state of mind and requires constant vigilance and
common sense. Safety is everyone’s responsibility. Remember: SAFETY FIRST.

All accidents - including those that do not involve serious injury and/or those
involving customers - must be reported immediately to your Supervisor. If your
Supervisor is      unavailable, then the injured person should be taken to a doctor,
hospital or clinic. Employees injured on the job should be taken to the Company
designated facility. If the person is seriously injured, if you cannot judge the
seriousness of the injury, or the person feels that they cannot be transported without an
ambulance, call 911 immediately. It is only through full knowledge of every accident
that the Company can become a safer, healthier place for everyone to work.


Workers’ Compensation Insurance
The Company pays the entire amount of the Workers’ Compensation Insurance
premium, which provides benefits to employees who experience an injury or illness
connected with employment. To be eligible for Workers’ Compensation benefits, your
injury or illness must be a direct result of your employment. Your entitlement to benefits
is governed by state law, so it is essential that you report all work-related accidents,
injuries, and illnesses immediately.

Be aware that state law makes it a crime to file a knowingly false or fraudulent claim for
Workers’ Compensation benefits, or to submit knowingly false or fraudulent information
in connection with any Workers’ Compensation claim. Violation of this law is punishable
by imprisonment, fines or both. Filing a false or fraudulent Workers’ Compensation
claim is also a violation of Company guidelines, and may result in disciplinary action.




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Injuries
If faced with a medical emergency, call 911. An employee suffering a non-medical
emergency should be escorted to the designated workers compensation facility for
examination and assessment. Never send an injured employee alone to be evaluated.
If you are unsure, call 911 first and then immediately contact your Supervisor or the
Owner. Report all injuries no matter how small!

Hazardous and Toxic Materials
If your job requires that you handle hazardous or toxic materials, you are expected to
comply with all laws, rules and regulations concerning their safe handling and disposal.
If you have any questions about the materials you work with, or the proper safety
guidelines to follow, please discuss them with your Supervisor.
If you find, or suspect you have found, any hazardous or toxic materials such as
asbestos, lead based paint, PBC, etc., immediately notify your Supervisor and stop
working. Your Supervisor will assess the situation and inform you if and/or when you
should continue to work.

Smoking
Smoking in the presence of some customers and co-workers may be considered
offensive; therefore we expect that employees who smoke will exercise good judgment
as to when and where they smoke. Smoking is prohibited in all Company buildings,
Company vehicles, and on job sites. Smoking must be confined to designated outdoor
areas and cigarettes must be properly disposed of in ash receptacles. Of course,
smoking is prohibited in all areas where paint and flammable materials are present.

Housekeeping
Employees are responsible for maintaining job sites, shop, trucks and other work areas
in a presentable and professional manner. At the close of each business day, ensure
that all tools and equipment are clean and put away. All materials and supplies should
be securely stored or removed from site. No tools or paperwork should be left out
overnight. Employees may not litter or discard such items as cigarettes or wrappers on
Company property or job sites. Remember that we want our customers to look upon us
as a professional, neat organization.

Work areas must be maintained in a clean, healthy and orderly fashion to prevent
unsafe conditions and potential accidents. Tools and equipment should be properly
stored when not in use to prevent falls. If you observe conditions or equipment that is
potentially dangerous, report them immediately to your Supervisor. It is each
employee’s responsibility to make sure their work area is clean and orderly at the
completion of their scheduled work shift.




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Searches and Inspections
Taylor Roofing Inc. reserves the right, at all times and without prior notice, to conduct
searches and inspections. These inspections may be conducted during or after
business hours and in the presence or absence of the employee. Inspections may
occur when determining whether any Company guidelines have been violated, when
promoting safety in the workplace or to ensure compliance with state or federal laws.

The Company reserves the right to question and search or inspect any employee or
other individual entering onto or leaving the Company premises and/or job sites. The
search and inspection may include any Company property such as vehicles, lockers,
toolboxes, desks, cabinets, etc., along with packages or items that an individual may be
carrying, including briefcases, backpacks, shopping bags, etc, and may also include any
item brought onto Company property or job sites. These items are subject to inspection
and search at any time, with or without prior notice.

The Company also requires individuals while on the job or on the Company's premises
to submit to reasonable inspection of their personal property, vehicles and/or persons.
An individual may also be requested to self-inspect their personal property or person by
displaying the contents of any lunch box, handbag, pocket, etc., in the presence of the
Owner or local law enforcement agent. The Company will not tolerate anyone's refusal
to cooperate with a search or inspection.




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Work Status

Changes to Personnel Records
To keep your personnel records up to date, to ensure that the Company has the ability
to contact you, and to guarantee that the appropriate benefits are offered to you,
employees are expected to notify the Owner or Office contact promptly of any change of
name, address, phone number, number of dependents, or other applicable information.

Lay-Offs
From time to time it is possible that business conditions may cause the workforce to be
reduced through lay-offs. In the event of a lay-off, one or more factors will be
considered; ability, performance, productivity, and tenure. Taylor Roofing Inc. will follow
all state and federal laws pertaining to lay-offs, and will provide as much advanced
notice as possible.

Job Abandonment
Any employee, who fails to report to work for two (2) consecutively scheduled workdays
without notice to, or approval from their Supervisor, will be deemed to have voluntarily
terminated employment with the Company.


Notice of Resignation
In the event, you choose to resign from your position, as much advanced notice as
possible is appreciated. You are responsible for returning all Company property in your
possession, or for which you are responsible. These guidelines in no way alter the "at-
will" employment relationship between you and the Company.


Re-employment
The Owner must approve all offers of re-employment. Employees who are rehired by
Taylor Roofing, Inc. will lose their original anniversary date for all purposes and will be
reassigned a new date corresponding to their first day on the job after re-employment.

Retirements
Please provide the Owner with at least ninety (90) days advance notice of your intended
retirement date so plans can be made to hire a replacement upon your retirement. This
guideline in no way alters the "at-will" employment relationship between you and the
Company.




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Death of Employee
If an employee dies, their final paycheck will be issued on the next regularly scheduled
payday and benefits, if offered, will be arranged with the appropriate next of kin. After
receiving the death certificate, the Owner will process it along with other required
documents in order to have any benefits due, paid to the employee’s beneficiary.


Exit Interview
Any employee leaving Taylor Roofing Inc. may be requested to provide an exit
interview, either in person or by telephone, with a designated Company Representative
or the Owner. The purpose of this interview is to explore the reasons for separation and
your work experience at the Company.




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What We Expect of You
This section of the Manual discusses your responsibilities to Taylor Roofing, Inc. as an
employee. Please thoroughly familiarize yourself with these guidelines and apply them
to your work. The result of your effort will be a more efficient, productive and pleasant
atmosphere for you, your co-workers and our customers.

How to Solve a Problem
If there is something about your job or work environment that is bothering you we
encourage you to discuss it with your Supervisor. We have found that if you have a
problem, it can usually be resolved by following these simple steps:
        1.     Any concern should first be discussed with your immediate Supervisor.
        2.     If your Supervisor cannot solve the problem, or if you are not satisfied
               after Step 1, ask your Supervisor, you may schedule a meeting through
               the office manager with the Owner.
The Owner is available for advice and assistance in solving your problems. When you
inform us of your concern or problem, we will try to answer your concern or solve your
problem as soon as possible. Taylor Roofing, Inc. subscribes to a formal system of
binding arbitration for disputes with our employees that cannot be resolved by
other means and that would otherwise be subject to resolution in court.

As a responsible adult, every Taylor Roofing, Inc. employee is responsible their actions
at work. Compliance to Taylor Roofing, Inc. Company Guidelines is expected. The
supervisor has a responsibility to the Company and the Owner to enforce the following
corrective action approach fairly.

The Company Guidelines are in place for the orderly conduct of our business. If you
have any questions about what we expect of you, please discuss with your Supervisor.
Taylor Roofing, Inc.’s identification of these rules does not alter the "at-will" nature of
your employment. You have the right to terminate your employment at any time, with or
without cause or notice, and the Company has the same right. Taylor Roofing will
enforce the Corrective Action Approaches described:




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Taylor Roofing’s Three Step Corrective Action
The following corrective action approach is typically in effect for violation of the
Company Guidelines listed below:
    Attendance
    Cellular Phones
    Courtesy
    Gifts and Gratuities
    Off Duty Use of Company Facilities or Property
    Solicitation
    Safety Meeting absence
Step #1:       A private discussion using written documents like the manual and file the
               letter in the file. Let them know the upcoming steps if the behavior
               continues
Step #2:       A Corrective Action write up referring to any written documentation. This
               also can include digital photos or a customer who sends in a letter to
               express poor customer service. Let them the next steps if behavior
               continues
Step #3:       A Suspension of 1 to 2 days with no pay and a sign off that they know the
               next occurrence will result in immediate termination
Note:          No more than 4 corrective actions are allowed in a rolling 12 month period
Note:          Lie, Cheat or Steal and there are no Four Steps of Discipline

Taylor Roofing’s Typically Follows a One Day Corrective Action
Suspension, or Immediate Dismissal, for the Following Violations of
Company Guidelines:
       Confidentiality
       Alcohol and Drug Guidelines
       Anti harassment
       Conflict of interest
       Fraud and False Statements
       Insubordination
       Internet and Electronic Communication
       Moonlighting
       Salvage, Scrap Materials
       Theft
       Trade Secrets
       Workplace Violence
A Corrective Action Suspension of 1 day1 day with no pay OR immediate dismissal is
typical of these specific violations. But be aware, this is only a partial list and meant to
give some examples of when this type of corrective action process would be followed



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                                Copyright Taylor Roofing Inc


It is important to emphasize following the corrective action procedure does not modify
the right of an at-will relationship between youbetween you Taylor Roofing, Inc.

In Summary
This Manual outlines the benefits, practices, and guidelines of the Company in effect at
the time of publication. You should keep this Manual as a guide and ready reference. If
you have questions about information contained herein, please do not hesitate to
discuss them with your Supervisor. Your Supervisor is a very important source of
information, and will be more than happy to assist you.




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  Receipt for Employee Manual ....................................................................................1
  This Manual should not be construed as creating an “employment contract.” The
  Company has the right to add, change or delete wages, benefits, guidelines and all
  other working conditions, as it deems appropriate, at any time, without notice, consent
  or agreement.............................................................................................................223
  Purpose of this Manual...........................................................................................334
  Welcome to Taylor Roofing....................................................................................445
  Core Values: ............................................................................................................556
  Mission Statement: .................................................................................................556
  Service Excellence:.................................................................................................556
  Team Building, Motivation and Development: .....................................................556
  Innovation:...............................................................................................................556
  Commitment to Success: .......................................................................................556
  Customer Relations Philosophy............................................................................556
  Employee Relations Philosophy............................................................................667
  Company History ....................................................................................................667
  Company Guidelines ..............................................................................................778
  At Will Employment ................................................................................................778
  Equal Employment Opportunity ............................................................................778
  Immigration Law and Compliance.........................................................................778
  Attendance: .............................................................................................................889
       Excused absence or excused lateness will only be considered if the following
       applies:...............................................................................................................889
       Unexcused absences or lateness include the following: ...................................889
  Alcohol and Drug Guidelines...........................................................................101011
       Alcohol and Drug Guidelines: ......................................................................101011
       General Guidelines: .....................................................................................101011
       Drug Use, Distribution, Possession and Impairment: ..................................101011
       Prescription Drugs: ......................................................................................111112
       Notification of Impairment: ...........................................................................111112
       Testing Circumstances: ...............................................................................111112
       Disciplinary Action for Drug & Alcohol Guidelines is as follows: ..................131313
       Enforcement Guidelines:..............................................................................131314
       Investigations/Searches...............................................................................131314
       Employee Assistance...................................................................................131314
       Alcohol and Drug Testing Procedures: ........................................................151515
       Procedure following Positive Test Results ..Error! Bookmark not defined.Error!
       Bookmark not defined.16
       Returning/Continuing To Work: ..Error! Bookmark not defined.Error! Bookmark
       not defined.16
       Anti Harrassment
       Reporting Harassment .................................................................................181817
       Anti- Retaliation Guidelines .........................................................................181818
       Investigation and Response Procedure .......................................................181818
  Cellular Phones .................................................................................................191919
  Conduct..............................................................................................................191919



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 Confidentiality ...................................................................................................191919
 Conflict of Interest ............................................................................................202020
 Courtesy.............................................................................................................202020
 Fraud and False Statements ............................................................................202020
 Gifts and Gratuities...........................................................................................202020
 Insubordination .................................................................................................212121
 Internet and Electronic Communication .........................................................212121
 Moonlighting......................................................................................................212121
 Off-Duty Use of Company Facilities or Property............................................222222
 Salvage and Scrap Materials ...........................................................................222222
 Solicitation.........................................................................................................222222
 Theft ...................................................................................................................222222
 Trade Secrets ....................................................................................................222222
 Workplace Violence Guidelines.......................................................................232323
Customer and Community Relations..................................................................242424
 Community Relations .......................................................................................242424
 Customer Contact .............................................................................................242424
 Customer Complaints and/or Problems .........................................................242424
Employment Status ..............................................................................................252525
 Normal Hours of Work ......................................................................................252525
 Additional Hours of Work and Scheduling Requirements ............................252525
 Break and Meal Periods....................................................................................262626
 Overtime.............................................................................................................262626
 Overnight Stays.................................................................................................262626
 Timekeeping ......................................................................................................272727
 Timekeeping Guidelines...................................................................................272727
 Employee Classification...................................................................................282828
      Full-Time Employees ...................................................................................282828
      Part-Time Employees ..................................................................................282828
      Temporary Employees.................................................................................282828
 Job Descriptions ...............................................................................................282828
 Jobsite Guidelines ............................................................................................292929
 90- day Introductory Period .............................................................................292929
 Performance Criteria and Reviews..................................................................303030
 Performance and Salary Reviews ...................................................................303030
 Opportunities for Advancement ......................................................................313131
 Employment Benefits .......................................................................................323232
 Your Pay: ...........................................................................................................323232
 Paid Holidays.....................................................................................................323232
 Paid Vacation Overview: ..................................................................................333333
      Vacation Earning Schedule: ........................................................................333333
 Company 401K Plan - Simple IRA ...................................................................333333
 Bonus & Incentive Pay .....................................................................................333333
 Health Insurance Benefits ................................................................................343434
 Training ..............................................................................................................343434
 Unpaid Pregnancy Disability Leave ................................................................343434



Confidential                                          Page 50                                             4/27/2014
                                              Copyright Taylor Roofing Inc


  Unpaid Personal Leave of Absence ................................................................343434
  Unpaid Bereavement Leave .............................................................................353535
  Unpaid National Guard/Military Leave of Absence ........................................353535
  Social Security Insurance ................................................................................363636
  Civic Duties........................................................................................................363636
       Jury Duty:.....................................................................................................363636
       Witness Duty................................................................................................363636
Day to Day Procedures: .......................................................................................373737
  Bonding..............................................................................................................373737
  Bulletin Boards..................................................................................................373737
  Change Orders ..................................................................................................373737
  Company Expenses & Reporting ....................................................................373737
  Company Keys and Property ...........................................................................383838
  Food and Beverages.........................................................................................383838
  Use of Company Vehicle ..................................................................................383838
  Energy Conservation ........................................................................................383838
  Equipment..........................................................................................................383838
  Off-Duty Social and Recreational Activities ...................................................393939
  Outside Employment ........................................................................................393939
  Parking ...............................................................................................................393939
  Personal Mail .....................................................................................................393939
  Personal Telephone Calls and Visits ..............................................................404040
  Personnel Record Access................................................................................404040
Safety and Security ..............................................................................................414141
  Emergencies......................................................................................................414141
  Safety .................................................................................................................414141
  Workers’ Compensation Insurance.................................................................414141
  Injuries ...............................................................................................................424242
  Hazardous and Toxic Materials .......................................................................424242
  Smoking .............................................................................................................424242
  Housekeeping....................................................................................................424242
  Searches and Inspections................................................................................434343
Work Status...........................................................................................................444444
  Changes to Personnel Records.......................................................................444444
  Lay-Offs..............................................................................................................444444
  Job Abandonment.............................................................................................444444
  Notice of Resignation .......................................................................................444444
  Re-employment .................................................................................................444444
  Retirements .......................................................................................................444444
  Death of Employee............................................................................................454545
  Exit Interview .....................................................................................................454545
What We Expect of You........................................................................................464646
  How to Solve a Problem ...................................................................................464646
  Taylor Roofing’s Four Step Corrective Action ...............................................474747
  Taylor Roofing’s Typically Follows a One or Two Step Corrective Action for the
  Following Violations of Company Guidelines: ...............................................474747



Confidential                                          Page 51                                             4/27/2014
                                             Copyright Taylor Roofing Inc


In Summary ...........................................................................................................484848




Confidential                                        Page 52                                           4/27/2014

				
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