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HOME | CONTACT | QUALIFICATIONS | RESUME | GUIDELINES
EMPLOYEE GUIDELINES From the Office of A DBA Company of Advanced Home Exteriors Inc. “Affordable Excellence & Quality Service†1925 Hoffman Road NE Salem, OR 97305 Advance Native Construction has been in the Construction Business for eleven years in Various Western State. We have always taken pride in the quality of our work and the excellence of our service to our customers. It is our goal to maintain our reputation through hiring qualified, skilled employees who share this goal. Given that, the following are some guidelines that we feel are the minimum requirements that should be followed. HOURS
Working hours will be set on a project-by-project basis. The job Superintendent will be responsible for notifying all employees of project hours and any changes to those hours. Tardiness will not be tolerated. Should any employee arrive late, they will be given a verbal warning and reminder. Consistent tardiness, whether it be 15 minutes or longer could result in payroll decreases or termination. If, for uncontrollable reasons, the employee is late for work, it is their responsibility to contact the project Superintendent. If they are unable to contact the Superintendent, they must call the office (503-585-3696) to make them aware of the situation. All employees shall have a neat appearance and wear proper clothing for the work that will be done. Hard hats, appropriate footwear and clothing will be worn as required (No tank tops, shorts (cut-offs) allowed) by project conditions according to State and Federal requirements. ALCOHOL AND DRUGS
Substance abuse has become one of the most serious problems facing the construction industry. ADVANCED NATIVE CONSTRUCTION will not allow any drug or alcohol use on any of its projects. Should an employee arrive at the job site with signs of alcohol or drug use, they will be promptly sent home and will receive a verbal warning. Should any employee return to work with signs of continued use of alcohol or drugs, said employee will be terminated immediately. ADVANCED NATIVE CONSTRUCTION will enforce this policy fairly and equitably with all violators. BENEFITS Will be provided in accordance with the Specification and Guideline of the Project. TERMINATION AND WARNING POLICY FOR EMPLOYEES Policy: Advanced Native Construction Inc. maintains a safe and professional atmosphere for all employees on all projects and offices. It is our intent to always maintain this atmosphere and should an employee behave in a unsafe or unprofessional manner it is our policy to correct this behavior immediately by issuing warnings and possibly terminate the employee. Our policy is a strict policy to insure that employees abide by all safety policies and procedures. Below is the policy enforced by Advanced Native Construction Inc. to maintain a safe and professional atmosphere.
Advanced Native Construction Inc.’s Policy is non-negotiable and is final.
From the Office of Advanced Native Construction A DBA Company of Advanced Home Exteriors Inc. “Affordable Excellence & Quality Service†1925 Hoffman Road NE Salem, OR 97305 TO: All Employees Illegal drugs in the workplace are a danger to us all. They impair safety and health, promote crime, lower productivity and quality, and undermine public confidence in the work we do. We will not tolerate the illegal use of drugs here – and now, by Law, we cannot. Under the Federal Drug-Free Workplace Act, in order for this company to be considered a “responsible source†for the award of federal contracts, we have developed the following policy: Effective immediately, any location at which company business is conducted, whether at this or any other site, is declared to be drug-free workplace, This means: All employees are absolutely prohibited from unlawfully manufacturing, distributing, dispensing, possessing, or using controlled substances in the workplace. The following is a partial list of controlled substances. Personnel can provide a complete listing and explanation of controlled substances. (1) Marijuana (THC metabolite) (2) Cocaine (3) Amphetamines (4) Opiates (including Heroin) (5) Phencyclidine (PCP) (6) Others include- Morphine, Hashish, Diet Any employee violating the above policy is subject to discipline, up to and including termination, for the first offense. Employees have the right to know the dangers of drug abuse in the workplace, the company’s policy about them, and what help is available to combat drug problems. This document spells out the company’s policy. We will institute an education program for all employees on the dangers of drug abuse in the workplace. To assist employees in overcoming drug abuse problems, the company may offer the following rehabilitative help. Medical benefits for substance abuse treatment. Information about community resources for assessment and treatment. Counseling Program Employee Assistance Program. In addition, the company will provide supervisory training to assist in identifying and addressing illegal drug use by employees. Any employee convicted of violating a criminal drug statute in this workplace must inform the company of such conviction (including pleas of guilty and nolo contendere) within five days of the conviction occurring. Failure to so inform the company subjects the employee to disciplinary action, up to and including termination for the first offence. By Law , the company will notify the federal contracting officer within 10 days of receiving such notice from an employee or otherwise receiving notice of such a conviction. The company reserves the right to offer employees convicted of violating a criminal drug statute in the workplace participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline. If such a program is offered, and accepted by the employee, then the employee must satisfactorily participate in the program as a condition of continued employment. ALL EMPLOYEES ARE ASKED TO ACKNOWLEDGE THAT THEY HAVE READ THE ABOVE POLICY AND AGREE TO ABIDE BY IT IN ALL RESPECTS. BY LAW, THIS ACKNOWLEDGEMENT AND AGREEMENT ARE REQUIRED OF YOU AS A CONDITION OF CONTINUED EMPLOYMENT. Please refer any questions on the above policy to your supervisor. HOME | CONTACT | QUALIFICATIONS | RESUME | GUIDELINES
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