GPALS Electric
Policies and Procedures
Handbook

Revised
August, 2008
 

TABLE OF CONTENTS

A. CONFIDENTIAL

B. CONFIDENTIAL

C. CONFIDENTIAL

D. INSURANCE

E. EMPLOYEE GRIEVANCE

F. ALCOHOL/ DRUG POLICY

G. TERMINATION POLICY

H. PAYROLL


I. EXTERNAL INFORMATION DISCLOSURE

J. TIME CARDS

 

The company may require written proof of absences under this policy. Doctor's notice is required for absences in excess of three (3) consecutive days.

A day of absence is defined as eight (8) hours for application of this policy. A half-day is defined as four (4) hours.

    

D) INSURANCE PROCEDURES

GPALS Electric is presently researching new health benefits. Employees will be notified of any changes in this area.

Workers compensation claims

: If an employee is injured on the job, whether or not time is lost, the employee's supervisor and personnel department must be notified IMMEDIATELY, as per the Company Safety Policy. Claims must be authorized and filed by the personnel department. Exact details of the injury must be reported by phone and/or fax to the personnel department and then the claim will be filed. A post accident drug and/or alcohol test may be required.

Reporting requirements vary by state. Please make sure every injury is reported to the personnel department.

Damage to property

: If an employee damages any customer property or any property of a customer's client or causes personal injury to a non-employee, the employee's supervisor and the personnel department must be notified immediately. The personnel department will handle the filing of the claims. A post accident drug and/or alcohol test may be required.

Failure to report accidents and or injuries will be cause for disciplinary action up to and including termination of employment.

Verbal or physical fighting among employees will not be tolerated. GPALS Electric is not responsible for such actions between employees. If such fighting occurs, then employees may be terminated from employment with GPALS Electric. The employee signing this handbook agrees that they cannot pursue any legal actions against GPALS Electric for damage or harm caused by another employee.

GPALS Electric will not be held responsible for damage to hotel; rental cars or other items that have been damaged caused be a deliberate or negligent act of the employee. By signing this handbook he/she is accepting all costs and burdens relating to such damage. The employee also will not come forth to GPALS Electric for such damages.

 

 E) EMPLOYEE GRIEVANCE

Occasionally there will be misunderstandings between employees and their super visors or other employees. In the event of a grievance, the employee should first go to their immediate supervisor. If the supervisor cannot correct the problem the supervisor is to go to their supervisor. This is to continue until the grievance is corrected. GPALS Electric would like all grievances to be resolved as soon as possible.

GPALS Electric has an open door policy regarding employee grievances. All levels of management are available to discuss employee grievances. All grievances must first be submitted in writing to the employee's direct supervisor. The supervisor should respond directly to the employee in writing. If the employee feels their grievance has not been resolved to their level of satisfaction the grievance and written response should be sent to the next level of management up to, and including the president.

If an employee has a grievance he/she should go through the proper channels. It will not be tolerated by the company for the employees to air grievances or complaints to other employees. Airing complaints and grievances to other employees causes distention and poor work performance. This type of behavior is subject for termination of employment.

 

F) ALCOHOL/DRUG ABUSE

GPALS Electric, Inc. recognizes alcohol and or drug use as a potential problem that could greatly impact upon job performance. All employees are subject to random drug testing. Refusing such a test will be grounds for dismissal.

The safety policy and procedures manual outlines further the use of alcohol and/or drugs by an employee. All employees are to comply with the policies.

The basics of the policy are as follows:

  1. GPALS will not tolerate alcohol or drug use while working on a job. This includes usage prior to arriving for work.
  2. GPALS does not accept the use of any drugs that are not prescribed for use by a doctor. Any employee using unauthorized drugs will have their employment terminated immediately.

     

  3. If there is reason to believe that an employee was drinking prior to arriving to a job or while on the job location GPALS will send the employee to be drug tested. This test however will be at GPALS expense. This policy goes for drug usage as well. However, testing may be administered using on-site drug testing kits as well, which will be sent out for analysis.

  

G) TERMINATION POLICY

GPALS Electric will abide by all Federal and state regulations as well as company policies concerning any employee who terminates employment whether voluntary or involuntary. All employees will be treated fairly and with respect to any termination procedure. Any violation of this policy will be reported, in writing, to the personnel department. The following are termination policy procedures,

Any employment termination with GPALS Electric must be in one of two categories.

Upon termination of an employee whether it is voluntary or involuntary, the personnel department should be notified immediately. A termination report form is to be completed by the employees, supervisor and submitted to the personnel department. The required written resignation letter should be attached to this form. Supervisors should be very specific as to the reasons of termination.

It is important thatGPALS Electric receives all property form any employees who are terminated, whether voluntary or involuntary. Any property that is not returned by the employee will be deducted from his/her final paycheck. GPALS Electric will accept a payment plan from employees for any remaining balance due after termination. The employees supervisor is responsible for securing GPALS Electric, property. By signing for this handbook, the employee agrees to let GPALS Electric, withhold any moneys due to the company from the employees’ final paycheck.

Upon voluntary termination the employee must give a written two-week notification in advance of termination and must for the entire two weeks in order to receive any accrued vacation pay. Otherwise no vacation pay is due.

The employee's final pay will be processed on the following normal payroll date. A check will be mailed to the address given by the employee unless other arrangements are made with the personnel department.

F) Termination, (Dismissal for cause)

The following actions are some of which will be immediate cause for dismissal:

1) Disrespect of, and/or damage to company or Customer's property.

2) Theft of company or Customer's property.

3) Solicitation of Customers for other than company business.

4) Fighting or improper behavior on company time.

5) Any action causing the Company to lose a Customer, or a Customer's work.

6) Any action leading to a bad or improper representation of the Company.

7) Disrespect or insubordination of a supervisor or Officer of the Company, or a Customer or their Representative.

8) Repeated lateness or absenteeism. (More than 3 days absent requires a doctors note or letter before returning to work).

9) Lateness, absenteeism, or leaving the work area before the end of normal work hours without proper notification. (The Company policy here is to assume that the employee has quit or voluntarily terminated himself/herself).

10) Consuming or possessing food or drinks in the work areas, or any areas other than designated break or lunch rooms or areas.

11) Wearing shabby or torn clothes and having a poor appearance on the worksite. (Remember, you are a representation of our Company, and our Customers form an opinion of our Company based on the impression you leave with them).

12) The use of foul or offensive language.

13) The consumption of alcohol during Company work hours, including lunch time or overtime.

14) Consumption of drugs at anytime will not be tolerated. (Keep in mind that we have a mandatory random drug and/or alcohol testing policy, and that any specific violation of Company policy, negative incidence, or injury shall be cause for an immediate drug/alcohol test.

15) Operating a Company vehicle while under the influence of drugs or alcohol.

16) Allowing a non-employee or an unauthorized person to use, be in, or ride in a Company vehicle or in or on Company equipment.

17) Allowing a non-employee or an unauthorized person to use Company tools or materials.

18) Repeated failure to properly fill out and submit all required paperwork and/or time/piecework pay sheets at the specified time paperwork is due.

19) Repeated abuse of, or failure to treat equipment, vehicles, tools or materials properly. (This includes keeping vehicles, shop and worksites clean at all times). Employees who do not adhere to this rule will be required to clean the above mentioned areas/vehicles on their own time. Failure to do so will be cause for immediate dismissal.

20) Failure to adhere to the Company Safety Policy and Procedures.

These are just a few of the more serious actions, which are cause for immediate dismissal. However, keep in mind that Any improper action or violation of Company Policy or Customer Policy, whether listed or not, shall be reviewed and may be also be cause for immediate dismissal.

  

H) PAYROLL FORMS

When an employee starts with GPALS Electric they will complete a payroll form for the personnel department. This form contains information about the employee, which should be kept up to date at all times. Whenever an employees’ status changes, such as change of address, primary emergency contact, etc., the employee should complete a new form and submit it to the personnel department.

The employees address should always be kept up to date to insure the employee receives their paychecks and company literature. If an employee terminates they still have the responsibility to update the address in order to receive a W2 form at the end of the year.

 

All , GPALS Electric employees will sign an information disclosure policy form.

This form states that employees will not discuss or disclose, either directly or indirectly, to any other persons or entity business information, confidential or proprietary, concerning any customer of , GPALS Electric other than in the regular scope of conducting GPALS Electric business.

The above policy is necessary as GPALS Electric business practices and methods have been developed, acquired and maintained at great effort and expense and are of valuable assets of the company.

Please remember that pay for all employees is confidential and is not to be discussed with other employees at any time. If employees discuss pay it will be a cause for termination of employment.

 

  

J) TIME CARDS & PIECE WORK CARDS

Employees who receive a time or piecework card should fill it out daily with the job they are working on written in for the day given. The time card should reflect the hours worked daily, this does not include time for meals. Exempt employees must account for any time less than 40 hours for the week. All vacation or sick leave forms that apply for the given week must be attached to the time cards.

All piece workers shall be paid at an hourly rate equal to minimum wage rate for the state they are working in. A bonus piece rate shall be applied to the number of pieces properly completed by each employee and signed off by a supervisor. If the dollar amount exceeds the minimum wage rate, including overtime for the week, than the employee shall be paid the difference as a bonus. This bonus shall be paid twice a month.

Overtime pay is given to exempt and non-exempt employees. Overtime is paid after the employee has worked 40 hours for the given week. Vacation, holiday, and sick hours do not count toward these 40 hours.

Non-exempt or hourly employees overtime hours are paid at time plus one-half rate.

Falsification of time cards is cause for immediate termination of employment. If an employee fills out a false time card then the employee agrees to have the week in which the falsification occurred paid at the legal minimum wage rate for the hours on the time card. Again, this action will be cause for termination of employment.

  

When an employee of GPALS Electric has to perform business Out-of State, at the request of GPALS Electric, the following travel expense reimbursement policy applies. All employees must complete a "Business Expense Statement" for reimbursement. However, if the employee is being paid on a piece work rate for the work performed out of state then GPALS Electric will not pay expenses.

For hourly employees GPALS Electric will reimburse $15.00 a day for food. Receipts are not required for meal reimbursements of $15.00 per day of out-of-state travel. The maximum hotel/motel reimbursement will not exceed $40.00 a day (in some parts of the country this rate will be higher but must be pre-approved for payment. These items, food and hotel, will not be granted to those employees on a piece work rate of pay.

Expenses such as tolls, parking, postage, etc. will be reimbursed provided receipts are attached to the expense form.

Falsification of an expense form is a violation of company policy and is cause for disciplinary action up to and including termination.

 

III. UNIFORM POLICY

All field employees of GPALS Electric are required to wear any designated uniform while working on jobs. The uniforms are an important part in showing the professional image at GPALS Electric,. The uniforms should be clean and neat when arriving on a job site.

If no uniforms are designated employees must dress with a neat and clean appearance. Dirty or severely stained and/or ripped or shabby looking clothing is not acceptable.

It is the employees’ responsibility to have the proper work shoes, eye protection, and any other items needed or required by the customer to perform work at their location.

FAILURE TO COMPLY MAY RESULT IN THE EMPLOYEE BEING REMOVED FROM THE JOB SITE.

It is the employees’ responsibility to cover costs in cleaning the uniforms.

 

  

IV. VEHICLE POLICY

Vehicles that are used by employees should be kept clean at all times. The employee using the vehicle is responsible for any traffic violations. The employee is responsible for the safe operation of the vehicle at all times while the vehicle is in their control.

No alcoholic beverages or drugs are allowed to be consumed in a company vehicle. Violation of this policy is cause for disciplinary action up to and including termination of employment. Post vehicle accident drug/alcohol testing may be required.

No bumper stickers or signs may be displayed on company vehicles.

Only authorized GPALS Electric employees may be a passenger in or may operate a company vehicle. Transporting hitchhikers is prohibited. Any employee caught transporting unauthorized personnel in a company vehicle shall be terminated immediately.

All employees must be cleared to drive a company vehicle by the personnel department. Employee driving records will be checked from time to time. If there is a DUI charge on an employees driving record the employee will not be permitted to drive a company vehicle until the DUI charge is cleared off their driving record.

A purchase order must be obtained prior to any work being performed on a vehicle. A purchase order will not be assigned unless there is a list of work to be performed along with an estimated dollar amount for the work.

Any damage to the vehicle caused by the employees negligence will be at the expense of the employee and if need be will be deducted from the employees paycheck. By signing for this handbook the employee agrees to allow such deductions.

A Mileage and maintenance log for each vehicle must be filled out daily. All fluid levels must be checked daily. Any noticeable or unusual sounds or performance of the vehicle must be reported immediately. Any employee who knowingly operates a vehicle in poor condition and thus causes damage shall be responsible for payment of repairs.

 

V. MATERIAL PURCHASING

All requests for material must go through the project manager or purchasing manager, as applicable, on a purchase requisition form at least 1 week prior to the time material is needed. All material must have proper approval prior to being ordered.

Employees are not allowed to wander through the warehouse, or remove material without the warehouse managers’ approval. Employees must have proper paperwork to remove material.

Under no circumstance may any changes be made without obtaining a purchase order from the purchasing manager.

Employees may not purchase materials unless pre- authorized from the corporate office.

 

 VI. TOOLS

Employees may be issued company owned tools from time to time. The employee is directly responsible for tools borrowed. If any tools are lost or damaged it is the responsibility of the employee to replace it.

Personal tools are to be obtained by the employee. Any loss or damage to personal tools is the employees’ responsibility. The company will not be held responsible for lost or stolen tools of the employee.

ELECTRICIAN/ ELECTRICAL LIGHTING RETROFIT/HELPERS TOOL REQUIREMENTS: INSTALLERS

2-Channel locks

1-Knife

1-6’ tape measure

1-Small flathead screwdriver

1-Electricians’ knife

1-Large flathead screwdriver

1-Small flat head screwdriver

1-Med. Philips head screwdriver

1-Large flat head screwdriver

1-Pair side cutters/ lineman pliers

1-Medium Philips head screwdriver

1-Socket set

1-Pair side cutters

1-Battery powered drill

1-Hammer

1-Pair wire strippers

1-Socket set

1-Apron

1-Allen wrench set

1-Pair diagonal cutting pliers

1-Battery powered drill

1-Wire strippers

1-Apron

  

VII. GPALS Electric

ADDENDUM TO

EMPLOYEE HANDBOOK

To: All employees

Reference: Company policy

 

All employees are required to read and sign this addendum to the employee handbook. All the items listed below will be strictly adhered to, unless changed by the office.

Any travel time will be included as hours worked on each job, and will not be accepted as travel time alone, (which is not charged to a specific job).

Shop time listed on a time card will not be accepted unless pre-approved by the office.

All time shown on the white labor and material sheets must not be less than the hours reported on the weekly time cards. If this happens, the lesser of the 2 times will be used to compute the pay.

Each job must have separate invoices and ship tickets.

Material for more than one job on ship tickets or invoices is not acceptable.

If the time cards are not received as specified above, you will be paid for no more then 20 hours or 50% of days worked whichever is less, until the documentation is provided for the actual hours worked. All late documentation will then be paid in the next pay period of the following week.

Should an employee choose to travel in a company vehicle, assigned to the job and to a specific supervisor, as part of a car pool with that supervisor, he/she will not be paid travel time to and from job site, unless prior arrangements have been made with the appropriate person from the corporate office. Remember you are responsible for your own expense to and from the job site.

If such a purchase is made for the above mentioned items, then by signing this sheet you are authorizing GPALS Electric to deduct such purchase from your payroll check.

All employees are expected to report to work at least 10 minutes prior to the scheduled start time, so they will be ready to start work exactly at the time set forth for the starting work time listed above.

All employees will be docked pay at 15 minute intervals for late starts or early quits on a per day basis. IE: If you start the normal shift time late, let’s say at 8:35 am, then your start time will show as 8:45 am. If you stop work early, let’s say 3:50 PM, then your stop time will show as 3:45 PM.

ADHERENCE TO ALL THE ABOVE RULES AND REGULATIONS IS MANDATORY. NOT ADHERING TO THESE RULES AND REGULATIONS SHALL BE CAUSE FOR DISMISSAL, AND /OR DISCIPLINARY ACTIONS.

 

 I HAVE READ AND UNDERSTAND ALL OF THE ABOVE MENTIONED RULES AND REGULATIONS, AND I AM FURTHER AUTHORIZING GPALS Electric TO DEDUCT FROM MY PAY THE COST OF ANY PERSONAL PURCHASES, AS WELL AS COSTS INCURRED BY GPALS Electric FOR LOSS OR DAMAGE OF ANY TOOLS, EQUIPMENT OR MATERIALS USED BY OR ASSIGNED TO ME, AND SPECIFIED AS PROPERTY OF DCPE, FOR WHICH I AM RESPONSIBLE.

Signed: ___________________________Date: _______________
(Employee)

Signed: ___________________________Date: _______________
(Employer Representative)

PAYROLL INFORMATION

 

Date:_____________

_____New Employee


______Change Employee Date

 Name:___________________________________

Address:_____________________________________________________________

_____________________________________________________________________

 Telephone Number:____________________________________________________

Social Security Number:________________________________________________

Driver License Number:_________________________________State:__________

Birthdate:_______________________________________________Age:_________

Marital Status: Single:___________________Married:_______________

Spouse Name:_________________________________________________________

Spouse Social Security Number:_________________________________________

Spouse Employer:_____________________________________________________

Emergency Contact:___________________________________________________

Emergency Phone Number:_____________________________________________

TO BE FILLED OUT BY SUPERVISOR OR MANAGER

 

Date of

Employment:___________________________________________

 

Job description:_________________________________________

 

Department:____________________________________________

 

Pay rate:________________________

 

( )Hourly ( ) Salary ( )Piecework

 

( )Full time ( ) Part time ( ) Temporary

 

EMPLOYEE HANDBOOK ACCEPTANCE FORM

I acknowledge the receipt of the complete GPALS Electric employee policies and procedures handbook, (pages 1 through 32). I agree to all the terms and conditions listed in the employee handbook given to me by GPALS Electric


Employee Signature:______________________Date:_____________


Employer's
Representative

Signature:________________________Date:___________

I acknowledge the receipt of the GPALS Electric Safety Policy and Procedures Manual. I agree to all the terms and conditions listed in the Safety Manual.

Employee

Signature:________________________Date:___________

Employer's Representative

Signature:________________________Date:___________

 

  

EXTERNAL/INTERNAL INFORMATION DISCLOSURE POLICY

It is the policy of GPALS Electric that no employee in any fashion, form, or manner, either directly or indirectly, use, disclose, or divulge, in whole or part, to any other persons or entity any business information, including confidential or proprietary information, concerning any customers of GPALS Electric acquired by an employee as a result of his/her employment by GPALS Electric other than in the regular and proper scope and course of conducting GPALS Electric business.

The above policy is necessary as GPALS Electric customers, business practices, and business methods have been developed, acquired, and maintained at great effort and expense and constitute valuable assets to the company. Please be aware of this policy in you formal and casual correspondence with anyone external to GPALS Electric. Think before you write or speak. Routine information within GPALS Electric can be damaging and cause us to lose a competitive advantage in the market place if improperly used, disclosed, or divulged.

 

Policy acknowledgement:_________________________ Date:_________
(Employee Signature)

Policy acknowledgement:_________________________ Date:_________
(Employer's Representative Signature)