Thompson Contracting, Inc.
Employee Handbook
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Introduction - Statement of Hire
Thompson Contracting is pleased to provide this handbook to its employees. Please keep this handbook and refer to it when you have questions. This handbook is designed to acquaint you with the Company's benefits and policies by covering certain frequently asked questions. It is, however, impossible to address every issue that may arise during the course of employment, so the Company encourages employees to use common sense and good judgment and to ask questions when they are uncertain as to how to proceed.
Employment with Thompson Contracting is "at will", which means that both the Company and its employees are free to end the employment relationship at any time, with or without notice, for any lawful reason. In addition, the Company may modify of rescind policies or benefits at any time, with or without notice, for any lawful reason. While an employee may receive promotions, pay raises and the like during his or her employment, such employment decisions do not change the "at will" nature of the employment relationship. The "at will" relationship may not be changed except in writing signed by both the employee and the President of Thompson Contracting.
This handbook supersedes and rescinds all previous Company Policies or management memos that may have been issued on subjects covered herein.
Thompson Contracting is an equal opportunity employer. We do not discriminate unlawfully in any aspect of employment with regard to age, race, sex, national origin, disability, creed, color, veteran's status, religion, or because of any person's membership in any other group or category which is legally protected.
If you feel that you have been unlawfully discriminated against at work, or if you feel that a fellow employee is being unlawfully discriminated against, Thompson Contracting encourages you to immediately notify your supervisor. If possible, such notice should be in writing (signed and dated), stating the date, place, time and nature of the alleged discrimination, and the name(s) and position(s) of the offending party and any witnesses to the alleged discrimination. If you feel that your supervisor is involved in the discrimination in any way, or you believe that for some other reason your supervisor cannot be approached, then the following people, in this order, should be notified: Jim Stafford or Kay Smith.
Thompson Contracting requires all employees to fully comply with this policy.
Introductory Employment Period
Each new employee is hired on an introductory employment basis for a 90-day period. Prior to the end of the introductory employment period, the new employee's performance will be reviewed and, if performance has been satisfactory, he or she will become a regular employee. Paid personal leave will accrue from the initial date of employment, but the employee will not be eligible to use paid personal leave until the employee has worked for the Company for twelve (12) consecutive months. The company will not be eligible to participate in the Company's health insurance plan until the employee has completed the introductory employment period.
An employee's completion of the introductory employment period does not guarantee employment for any specific period of time. Introductory employees, like all employees of Thompson Contracting, are employed "at will" and may be discharged for any lawful reason prior to or after the conclusion of the 90-day introductory employment period.
The work week on which wages, including overtime is based, consists of a consecutive 168-hour period. The workweek begins at 12:01 am Monday, and ends at 12:00 am (midnight) on the following Sunday. A typical workday is from 7:00 am to 5:30 pm. Employees may be required to work Saturdays or overtime as necessary at the Company's discretion.
Employees classified as nonexempt will receive overtime pay at a rate of one and one half times their regular rate of pay for each hour worked in excess of 40 hours in any given work week. Working overtime which has not been authorized by a supervisor in advance will lead to discipline, up to and including discharge. Any questions concerning hours worked in a given work week, or overtime pay should be addressed to the supervisor for whom you worked during that work week.
Regular, dependable attendance at work is required of all employees. At the Company's discretion, absences may be excused, or an employee may receive discipline up to and including discharge for unexcused absenteeism. Probationary employees are particularly scrutinized for absenteeism problems and, and may be held to a higher standard of attendance than non-probationary employees.
Each employee is responsible for notifying his or her supervisor of an absence as soon as practicable, and in no event later than 24 hours before you are scheduled to report to work. Failure to so notify your supervisor will be a violation of this policy unless the Company determines that the circumstances dictate otherwise. If your supervisor is not available, leave a message at the following number: (919) 779-0065.
Absences may be excused for reasons of personal illness, jury duty, or other reasons at the discretion of the Company. The company may request validation of the reason for the absence. Sometimes the Company may permit an employee to used earned vacation time on order to receive pay for an absence. Validation of an absence or reporting the absence on time will not necessarily guarantee that it will be excused or that it will not be a violation of this policy. Frequent absenteeism, even for "good" reasons, can prevent the Company from meeting its goals, and may be a violation of this policy.
Certain absences are protected under the Family Medical Leave Act ("FMLA") of 1993. The Company is committed to allowing employees to exercise their rights under the FMLA. Accordingly, nothing in this Attendance Policy diminishes or affects an employee's rights under the FMLA, or any other law. Please refer to the Company's FMLA Policy contained in this handbook for a more thorough discussion of the FMLA.
Family and Medical Leave Policy
Eligibility
Thompson Contracting ("the Employer"), in accordance with the Family and Medical Leave Act of 1993, permits eligible employees to take up to 12 weeks of unpaid leave in a 12-month period for the birth or placement of a child, or a serious health condition. This policy sets forth employee eligibility and obligations associated with taking a qualifying FMLA leave.
Employees who have worked for this employer for at least 12 months and at least 1,250 hours during the 12-month period immediately prior to the date leave will commence, may take up to 12 weeks of unpaid leave during any 12-month period.
Employees are entitled to take up to 12 weeks of unpaid FMLA leave in a 12-month period. For purposes of this policy, the 12-month period on which eligibility for leave shall be based is a period measured backward from the date tan employee last used FMLA leave. Therefore, if an employee takes 4 weeks of FMLA leave on February 1; 4 weeks of FMLA leave on April 1; and 4 weeks of FMLA leave on August 1, such employee will not be entitled to any additional FMLA leave until the following February 1, at which time he/she will be entitled to 4 weeks of leave; on April 1 he/she will be entitled to another four weeks and so forth.
A husband and wife who are both employed by Thompson Contracting, and are otherwise eligible for FMLA leave, are limited to a combined total leave in a 12 month period of the leave is taken for: 1) the birth of a child or to take care of the child after birth; 2) the placement of a child with the employee for adoption or foster care, or to take care of the child after placement; or 3) to care for the employee's parent with a serious health condition.
Reasons for Taking Leave
FMLA protected leave may be taken for any of the following occurrences:
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Birth and/or care of the employee's newborn child. |
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Placement of a child for adoption or foster care. |
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Care of the employee's spouse, child or parent who has a serious health condition. |
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A serious health condition that makes the employee unable to perform any one of the essential functions of his/her job or requires the employee to be absent from work to obtain medical treatment from a qualifying health care provider. |
Advance Notice, Medical Certification and Other Reports
The employee seeking FMLA leave must provide at least 30 days advance written notice when the need for leave is foreseeable. If an employee fails to provide 30 days notice, leave may be denied until 30 days after the date of notice is given. If leave must begin in less than 30 days from the date that notice is given; the employee must give as much notice as is practicable (one or two days after learning of the necessity for leave). In such cases where the need for leave is unforeseeable, employees must give as much notice ad possible under the circumstances. Requests for leave should be submitted to Thompson Contracting's office.
Leave taken because of the birth of a child or to care for a newborn child or child placed in the employee's home by adoption or foster care must be taken within the 12-month period immediately following the child's birth or placement.
Employees that have accrued paid leave time (sick, vacation, personal) are required to substitute such accrued paid leave to cover any period of otherwise unpaid FMLA leave. Once the employee has exhausted his/her bank of accrued paid leave, the duration of the FMLA leave will be unpaid.
The employee must provide a medical certification form completed and signed by the employee's health care provider when the request for leave is due to the employee's own serious health condition or to care for a seriously ill spouse, child or parent. Required medical certification forms for the employee's use are available upon request. This medical certification form must be completed by your health care provider and returned to Thompson Contracting no later than 15 calendar days after the date leave is requested. Failure to provide certification of a serious health condition may result in leave time being delayed or denied.
The employee must notify the employer every 30 days of his/her status and intent to return to work. Employees on leave longer than 30 days may be required to recertify their serious health condition or the serious health condition of a family member by submitting another completed medical certification form. In such circumstances, failure to recertify a serious health condition by submitting a completed medical certification form within 15 calendar days after each 30-day anniversary date will result in the leave losing its FMLA protection.
The employee must provide a medical certification (fitness for duty report) to resume work before returning from leave sue to the employee's own serious health condition. Otherwise, the employee may not be permitted to return to work until he or she submits the required certification. Failure to provide a fitness for duty report may result in the employee being terminated from employment. The fitness for duty report must list any limitations upon your ability to return to work, as well as the anticipated duration of such limitations.
Medical Insurance Coverage
If the employee is covered under the employer's group health insurance plan during unpaid leave, the employer will continue to pay its portion of the health insurance premium, and the employee must continue to pay his/her share of the premium to the employer. Failure of the employee to pay his/her share of the premium will result in loss of coverage if the premium is more than 30 days late.
If the employee does not return to work after the expiration of leave, the employee may be required to reimburse the employer for payment of health insurance premiums paid during the period of unpaid leave, unless the employee does not return to work due to:
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the continuation, recurrence or onset of a serious health condition either affecting the employee or the employee's family member which would otherwise entitle the employee to leave under the FMLA. |
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certain circumstance beyond the employee's control. |
Reinstatement
Upon return from FMLA leave, the employee will be reinstated to the same or equivalent job, with the same pay and benefits, unless the employee has received a written notice that special circumstances apply.
Vacation Benefits
During unpaid leave, the employee will not accrue vacation or sick leave benefits, and will not receive holiday pay.
Workers' Compensation and Disability Leave
Any employee who takes FMLA leave for a condition which also qualifies for workers' compensation or disability leave will not be entitled to substitute accrued paid leave for the period covered by workers' compensation or disability benefits, but such time will be counted against the employee's 12-week FMLA entitlement. If an employee is certified to return to a light duty position, but chooses not to do so, and instead chooses to remain on FMLA leave, or if such employee's workers' compensation or disability benefits cease for any reason, such employee will then be required to substitute accrued paid leave for the duration of the FMLA leave. If the employee exhausts his accrued paid leave, the remainder of the leave will be unpaid.
Application for FMLA Leave
Each employee seeking FMLA leave will be provided with an application. Applications for leave must be submitted in writing to Thompson Contracting's office. Applications must be submitted at least 30 days prior to the leave when the need for leave is foreseeable, or as soon as possible if 30 days notice is not practicable under the circumstances.
Designating the Leave
An employee will normally be advised whether his leave will be counted as FMLA leave within two business days after making a request for leave. If the employer does not designate the leave as FMLA leave, and the employee wants the leave to be counted as FMLA leave because the leave was due to an FMLA qualifying reason, the employee must, within two days after returning to work, notify the employer of its desire to have the leave counted as FMLA leave. Failure to notify the employer within two business days after returning to work that the leave was taken for an FMLA qualifying reason will result in such leave losing its FMLA protection. Any such request must be in writing, and submitted to Thompson Contracting's office.
UNPAID sick leave is earned at the rate of one day per month beginning with the first full month following the employee's probationary period. No sick leave may be earned during the employee's probationary period. Each employee may accumulate up to a maximum of 14 days of sick leave.
Sick leave may be used to cover absences for actual periods of illness or a genuine medical emergency in the immediate family.
In cases of illness, the employee should notify his or her supervisor at least 2 hours before his or her normal starting time. Thompson Contracting may require, at its discretion, an employee to produce a doctor's excuse to support an absence.
In limited circumstances, sick leave may also be utilized when an employee is absent from work due to a work-related injury. For further information, refer to Thompson Contracting's FMLA policy or contact Thompson Contracting's office.
Upon separation of employment for any reason, all unused sick leave is forfeited.
If you are injured while performing services for Thompson Contracting or become ill due to a work-related condition, you may be entitled to benefits under Workers' Compensation laws. The Company carries Workers' Compensation insurance for your protection, without cost to you. All injuries or illnesses, which you suspect may be job-related, MUST be reported to you Supervisor IMMEDIATELY. Failure to immediately report all job-related illnesses or injuries may result in discipline, up to and including discharge.
Employers Report of Injury to Employee - Form 19 - Includes important information to employees in English and Spanish
For additional forms and information visit the NC Industrial Commission website.
Thompson Contracting will not tolerate any unlawful harassment of employees. Types of unlawful harassment covered by this policy include harassment of an individual because of that person's sex, race, religion, color, national origin, age, disability or any other classification protected by law. Any employee who engages in any form of unlawful harassment will be disciplined. Discipline may include, but is not limited to, transfer, demotion, suspension or discharge. Thompson Contracting also forbids retaliation of any type against an employee for reporting any type of unlawful harassment.
Thompson Contracting also prohibits sexual harassment in any form. The definition of sexual harassment is as follows:
Unwelcome sexual advances, requests for sexual favors and other verbal, graphic or physical conduct of a sexual nature, when 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; 2) submission to or a rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; or 3) such conduct has a purpose of effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
If you feel that you have been unlawfully harassed at work, or if you feel that a fellow employee is being unlawfully harassed, Thompson Contacting encourages you to immediately notify your supervisor. If possible, such notice should be in writing (signed and dated), stating the date, place, time, nature of the harassment and the names(s) and position(s) of the offending party and any witnessed to the alleged harassment. If you feel that your supervisor is involved in the harassment in any way, or believe that for some other reason your supervisor cannot be approached, then the following people, on this order, should be notified: Jim Stafford, Kay Smith.
We encourage reports of any such acts when they happen. All reports of unlawful harassment will be investigated promptly. Supervisors who fail to effectuate this policy or who fail to investigate conduct of allegations of the type, which are prohibited by this policy will be subject to discipline up to and including discharge. In all cases, the employee who reports unlawful harassment will be advised of the results of the investigation. To the greatest extent possible, Thompson Contracting will attempt to maintain the confidentiality of any harassment investigation. The disclosure of any information relating to a charge of unlawful harassment will be made only on a need-to-know basis.
Thompson Contracting requires all employees to fully comply with this policy.
The following outlines the Company's policy governing conduct and discipline. This policy is designed to promote peaceful, orderly and safe conduct of employees while on Company property or conducting Company business, and to protect the Company's reputation in the community by prohibiting certain off-duty employee conduct.
Typically, the company utilizes a progressive discipline procedure containing the following disciplinary steps:
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First Offense: Oral or Written Warning |
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Second Offense: Written Warning |
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Third Offense: Final Written Warning or Probation |
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Fourth Offense: Discharge |
THE COMPANY MAY BEGIN THE DISCIPLINARY SEQUENCE AT ANY STEP. INCLUDING PROCEEDING DIRECTLY TO EMPLOYMENT TERMINATION. The sequence may vary depending upon the nature and severity of the offense,
The prohibited conduct listed below is represent the types of unacceptable behavior which result in disciplinary action, up to and including discharge:
Insubordination, including refusal to follow lawful instructions, rules or direction from a supervisor (such as refusing to perform jobs other than those the employee typically performs).
Violation of the Company's Substance Abuse Policy.
Leaving the building or the assigned work area during work hours without permission from your supervisor.
Theft of Company property or the property of other employees; possessing Company property or the property of other Company employees without permission.
Damaging Company property or the property of other employees.
Falsifying Company records, including employment records, time cards or job applications.
Altering a time card without permission from a supervisor, punching the time card of another employee or having another employee punch your time card.
Possession of weapons on Company property.
Violation of the Company's Bulletin Board Policy.
Violation of the Company's Sick Leave or Attendance Policies.
Running or horseplay on Company property, a work site or while on Company business.
Loafing, loitering or wasting time during work hours, or interfering with others in the performance of their duties.
Violation of the Company's policy prohibiting unlawful harassment.
failure to immediately report job-related injuries or accidents.
Poor job performance.
Sleeping on the job.
Parking in unauthorized areas.
Poor housekeeping or littering on Company property or at a work site.
Gambling on Company property, while at a work site or while on duty.
Failure to punch your time card each time you begin and end work (hourly employees only).
Tardiness in returning from lunch or breaks.
Conduct off the job which causes workplace problems, or which, in the opinion of the Company, reflects poorly on Thompson Contracting.
Tape or video recording other employees or customers without obtaining their permission in advance.
Failing to cooperate or give accurate information in a Company investigation.
Fighting on Company property.
Wasting company materials or supplies.
Immoral conduct on Company property or a work site.
Using profanity of a sexual nature or using profanity to taunt or provoke other employees.
Loitering in the Company office.
Unauthorized use of company tools, equipment or materials.
Failure to perform work in accordance with all safety and transportation requirements.
The list set forth above is not all-inclusive. Engaging in conduct which violates common sense of engaging in behavior which is inconsistent with the Company's best interests, will also be met with discipline, up to and including discharge.
It is the policy of Thompson Contracting to provide employees with a working environment free of problems associated with substance abuse. Accordingly, employees are prohibited from engaging in the following conduct: 1) the illegal use of drugs, whether on or off duty; 2) the use of alcohol on duty; 3) the abuse of alcohol off duty which adversely affects the employee's job performance; and 4) any off duty conduct related to the illegal use or possession of drugs or abuse of alcohol which reflects adversely on the reputation of the Company in the community. Employees who engage in the prohibited conduct identified above, or who engage in conduct which is inconsistent with the spirit of this Policy, will receive discipline, up to and including discharge.
In order to effectuate this substance abuse policy, Thompson Contracting may, in its sole discretion, require its employees to submit to substance abuse testing upon request. Failure to submit to a substance abuse test when requested by a supervisor or alteration or attempted alteration of a sample submitted for substance abuse testing will result in discipline, up to and including discharge. In addition, each employee, as a condition of continued employment, shall submit to a drug and alcohol test if there is cause to believe that the employee is engaging in prohibited conduct. "Cause" includes, but is not limited to, involvement in an accident; engaging in conduct in violation of Company policy; violence; conduct exhibiting less than total consciousness of self-control; difficulty in performing normal tasks; exhibiting the odor of alcohol or marijuana; being involved in any occurrence which requires further investigation in the Company's discretion or any unusual appearance or behavior.
Employees who work near or operate motor vehicles or potentially dangerous machinery or equipment are required to ask their physicians whether prescription drugs will affect their ability to operate or work near motor vehicles or potentially dangerous machinery or equipment. An employee who, pursuant to a doctor's order, is using prescription drugs while on duty or during any day which the employee is scheduled to work, shall supply his supervisor with a doctor's certificate which authorizes him to continue working with motor vehicles or potentially dangerous machinery or equipment. Supervisors shall submit a copy of this doctor's certificate to Kay Smith or Thompson Contracting's office.
Any employee who works with motor vehicles or potentially dangerous machinery or equipment and is unable to obtain a doctor's certificate which authorizes him to continue this work while taking prescribed medication shall be placed on leave of absence while using the prescribed drug, unless other suitable work is available which does not involve the operation of or working near motor vehicles or potentially dangerous machinery or equipment. The assignment of such alternative work shall be in the sole discretion of the Company.
Any employee who is arrested for conduct related to the illegal use or possession of drugs or the abuse of alcohol must immediately notify his or her supervisor of the arrest. Failure to so notify a supervisor will result in immediate discipline, up to and including discharge.
Hourly employees will be entitled to one week of paid personal leave after completing one year of employment. Paid personal leave for supervisors will be agreed upon at the time of employment or during their annual performance review.
Thompson Contracting requires 60 days written notice if employees wish to request a full week of paid personal leave. If an employee wishes to take 2 or more days off in a row, 30 days written notice is required.
Upon termination from employment, all unused paid leave is forfeited.
If an employee has a concern or complaint, there is a proper way to be heard. In most cases, problems can be corrected by direct communication between the individuals involved. If not, an employee may pursue the matter further. When an employee has a complaint and wants help, here are the steps to be taken.
First, the employee should talk to his or her immediate supervisor and discuss the problem. In most cases, the immediate supervisor will have the authority to resolve the problem.
Second, if for any reason the problem is not resolved by talking with the supervisor, arrangements should be made to meet with the next level of management. This person will try to resolve the problem within 5 working days.
Third, if the problem still is not resolves\d, the employee should put his or her problem in writing and send it to Jim Stafford, who will review the matter and decide the best way to resolve it. Gene's decision will be final. Remember that a problem cannot be solved unless the company is made aware of it.
Thompson Contracting will observe and comply with all state and federal laws and regulations relating to military service and leave. Please speak with Jim Stafford if you have any questions concerning specific application of such laws and regulations, or questions concerning your obligations.
Except for certain holidays designated in advance, the Company is open for business every workday of every year. All offices are open on days of inclement weather. Hourly employees are granted time off without pay in the event of inclement weather at the Company's discretion. Where specific skills are necessary for Company operation, the Company may provide transportation to employees who are otherwise unable to get to work due to inclement weather.
Policy Prohibiting Possession of Weapons
A state law became effective December 1, 1995, allowing a person to carry a concealed handgun so long as that person obtains a state-issued permit.
Our goal is to provide the safest possible workplace for our staff and visitors. Thompson Contracting DOES NOT allow any weapons (including concealed handguns) on our property, including all parts of our building, company trucks, grounds, work sites and parking lots. The only exception to this policy is that law enforcement officials who are on duty at the time may carry weapons on our property as authorized by their supervisors. If a weapon is found on our property or at a work site in violation of this policy, the responsible employee will be immediately discharged and local law enforcement officials will be contacted. When we discover a vendor, contractor or any other visitor in possession of a weapon in violation of this policy, we will immediately call local law enforcement officials.
Thompson Contracting pays $75.00 per month toward the cost if premiums for health care coverage for all employees, with employees responsible for the balance.
Thompson Contracting cannot guarantee that all employees will be eligible to participate in the Company's health insurance plan. Of the insurance carrier refuses coverage to the employee for any reason, the Company is under no obligation to locate, or pay for, substitute coverage.
A summary plan description for the Company's 401(K) Plan is available at the office. For information concerning this plan, please see Kay Smith.
Supervisors may date only those employees who do not directly or indirectly report to them. Violations of this policy will result in discipline, up to and including discharge.
General Safety and Health Provisions Policy
* Also review the Thompson Contracting Safety Plan for additional information
Work and Safety Rules
All contractors and Subcontractors shall be familiar and comply with occupational safety and health standards for construction ad outlined in Title 29 Part 1926 of the Occupational Safety and Health Standards for Construction.
Thompson Contracting requirements are as follows:
The standard working hours for this project are 7:00 am to 5:30 pm Monday through Friday. To maintain continuity and coordination, all companies should plan to work these hours.
Each company working on this project site is required to submit a copy of their corporate safety policy to Thompson Contracting's office per OSHA requirements. All OSHA rules must be complied with on this project. In addition; A) Each company working on this site is required to obtain a copy of Thompson Contracting Safety Policy. Where applicable, Thompson Contracting Safety Policy exceeds OSHA standards and it will be the responsibility of each company to follow this policy; B) These safety requirements are a part of the Subcontract Agreement between Thompson Contracting, Inc. and the Subcontractor.
Each company is required to submit a list of MSDS pertinent to the materials they may have on the project or submit copies of those MSDS to the Thompson Contracting Supervisor. A list of MSDS or a master file of MSDS must be kept in the construction office. If a contractor elects to submit only a list, those MSDS must be on the project site, organized and readily available for inspection at ALL times.
Hard hats are required at all times when in the building or working on the grounds. Welders must use hard hat/shield combinations. Hard hats should contain the respective contractor name. This identification can be embossed, a company sticker or written with a permanent marker.
Safety glasses or other eye protection means are required as the specific task mandates. Safety glasses must be marked Z87.
A written Hazard Communication Program must be kept and practiced by all contractors.
All workers must wear appropriate clothing, including sturdy work shoes. Shorts, including mid calf type, are not allowed. Persons arriving on the project site without proper clothing, hard hats, work boots, etc. will not be allowed to work!
No power tool is to be operated without the proper guards and/or safeties in place.
It is the expectation that each subcontractor provide a supervisor for their work, regardless of there contract size or duration. This supervisor should arrive on the project site day one with the appropriate drawings, specifications and an understanding of his company's scope of work. If the supervisor is changed during the project, the subcontractor must prepare the new supervisor for his duties. A change is subject to Thompson Contracting approval/notification.
Each subcontractor supervisor must have a means of telephone or paging contact.
Thompson Contracting field phones are not for use by any person not employed by Thompson Contracting.
Ladders shall be in good condition and used for the proper purpose per OSHA guidelines.
Toilets: Portable toilets will be provided by Thompson Contracting or the General Contractor.
Good housekeeping must be practiced at all times by all contractors. Daily cleanup is required and consists of area policing and sweeping of the specific work area by whichever contractors have worked in that area. Debris must be removed from the work areas and placed in the dumpster at the end of each working day. Dumpsters will be provided by Thompson Contracting or the General Contractor. The individual contractors should provide trash receptacles. The individual contractors must provide brooms. Food containers, drinking bottles, cups, etc. must be disposed of properly or this privilege will be limited to the parking area.
All injuries, regardless of severity, must be reported to the Thompson Contracting supervisor and an accident report must be completed within 24 hours.
All visitors must report to the Thompson Contracting supervisor before entering the site.
Anyone creating an unsafe condition must erect the necessary barricades, covers and warning apparatus.
Any person under the influence of intoxicants, narcotics or non-prescription drugs will not be allowed to work on this project. Any worker caught possessing, using or distributing alcohol or drugs (including paraphernalia) will be removed from the project permanently. Thompson Contracting will notify the proper authorities of any illegal activities occurring or being conducted on this site.
A weekly safety meeting will be conducted by Thompson Contracting at the construction site. Attendance by a representative of each contractor on site is mandatory.
A weekly foreman's meeting will be held at the Thompson Contracting construction site each Monday at 7:00 am. Attendance by a representative of each contractor is mandatory. The topic of discussion will be the previous week's production and the upcoming two-week look-ahead. Each representative must come to this meeting prepared to discuss his activities and coordination needs in detail.
The supervisor from each subcontractor must fill out the daily subcontractor work sheet by 9:00 am the day after the work. This sheet is located with the Thompson Contracting Supervisor and provides Thompson Contracting with manpower and daily activity information and takes no more than approximately 2 minutes to complete.
Thompson Contracting will not be responsible for theft of any item from this site. Contractors must secure their own tools and equipment.
Additional scope work: Compensation will not be considered for any work performed by any contractor without prior written approval by a Thompson Contracting supervisor. If additional work is to be performed on a "Time & Material" basis, time sheets for daily activity must be completed by the contractor and signed by the Thompson Contracting supervisor within 24 hours of the work being performed. Time tickets for work performed more than 24 hours prior will not be signed. Lump sum additional work may be submitted on one sheet when that work is completed. Current paperwork is an absolute necessity!
All contractors must possess a current copy of all drawings and specifications pertaining to his work. A drawing list will be posted on the construction bulletin board and should be referenced often. Deviation from plans and specifications is strictly forbidden without written permission. Any work found not in compliance with plans and specifications is subject to removal and reinstallation.
Each worker on this site is responsible for both safety and quality control. the installations on this site are to be of the highest possible quality. Inferior quality work will be repaired or replaced.
Punchlist activities on recent projects have become too time intensive and subcontractor efforts have often been lacking. At the punchlist stage of the project, each subcontractor will assign a specific individual to coordinate his or her respective punch list activities. It is the contractors responsibility to find and repair all punchlist work items the first time through the list. Thompson Contracting will not "point out" each item to the subcontractor. Items found incomplete after the subcontractor indicates that they are complete may be repaired by Thompson Contracting and backcharged to the subcontractor rather than request another return trip by the subcontractor.
Subcontractors must make arrangements for the receipt of and unloading of any materials. Thompson Contracting will not receive or unload materials or supply unloading equipment.
Any operator running motorized vehicles, i.e. fork lifts, etc., must comply with OSHA standard effective March 1, 1999 stating that any operator of any type of fork lift (any equipment approved for the use of lifting materials) must have written certification that they have passed classroom and field training requirements as described in the new OSHA standard 29CFR - Construction standard 1929.602 which will refer back to General Industry Standard 29CFR-1910.178(1). Any further questions shall be directed to the Safety Director. All subcontractors with employees who may fall into this category will be required to furnish Thompson Contracting with written certification showing that employee has received this required training prior to commencement of heir work, with no exceptions.
Thompson Contracting, Inc. shall comply with all applicable occupational safety and health standards.
Thompson Contracting, Inc. will enforce all safety, work and health rules.
All accidents, injuries or liability claims regardless of the severity must be reported to:
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Your immediate Supervisor on site |
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Jim Stafford - 614-1932 |
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Kay Smith - 779-0065 |
Only authorized employees are allowed in the work areas and on equipment. Company employees are allowed in company vehicles. No one is to ride on any equipment other than the operator who is in the seat.
Strict adherence to all posted signs on job sites is mandatory.
Fire extinguishers and first aid kits must be maintained in all company vehicles. Subcontractors are responsible for providing their own.
GOGGLES and/or SHIELDS, STEEL TOE BOOTS and EARPLUGS must be worn on job sites at required times. HARD HATS must be worn at all times in the work areas.
Hand tools shall not be used for any other purpose than that intended, and all damaged or worn parts promptly repaired or replaced.
Power tools shall be operated only by authorized personnel, with guards furnished by the manufacturer "in place", and if electrical shall be grounded or double insulated.
Material Safety Data Sheets (MSDS) have been provided to all Foreman and Supervisors. Any questions concerning MSDS should be directed to the Job Foreman.
When backing or unloading equipment make sure to look back and have a clear view of your vehicle's path. If your view is blocked, then you will be responsible for having someone to direct you and/or traffic that may be affected by your movement.
Employees must wear SHIRTS, LONG PANTS AND WORK BOOTS OR SHOES. NO TANK TOPS, CUT OFFS, ETC. ARE PERMITTED.
General excavation and trench construction in soils other than rock, shale or consolidated slag, shall be shored and/or braced if over five feet in depth and not cut to the natural angle of repose of the surrounding material.
This company considers no operation more important than worker safety and health. We will provide and maintain safe and healthful working conditions and establish safe work methods and practices at all times.
Each level of management must display an interest in company safety and health objectives and set a good example by complying with company safety and health rules. Management interest must be vocal, visible and continuous, from top management to foreman.
The company management is responsible for developing and supporting an effective safety and health program. Management is also responsible for designating an individual on each site who is responsible for overall site safety and health. Management will ensure that appropriate safety and health training is provided, that inspections are performed and that accident investigations are conducted and reviewed.
The project supervisors are responsible for maintaining safe and healthful working conditions and practices in the areas under their supervision. They are responsible for safety orientation, safety training, job-site inspections, correction of identified hazards and accident investigations.
Foreman are responsible for the safety and health of all employees working under their supervision. They are responsible for hazard corrections on their work areas, for ensuring that all necessary personal protective equipment is available and used, for obtaining and providing medical treatment for injured employees and for conducting weekly safety meetings.
The site safety coordinator has the authority and responsibility to provide guidance and aid to supervisors, foreman and employees in preventing accidents. The coordinator shall be knowledgeable in construction safety and health practices and the OSHA regulations.
Seat belt shall be worn at all times by drivers of vehicles and operators of equipment.
All employees are expected to follow safe working practices, obey rules and regulations and to work in a manner which maintains the high safety standards developed and sanctioned by the company, including the use of personal protective equipment. All employees are expected to take an active interest and participate in the safety and health program. All employees must recognize responsibility to prevent injuries and illnesses and take necessary actions to do so. Employees are expected to notify management of any unsafe conditions immediately. Management will not take any reprisal against employees for such notifications.
All managers, superintendents, foremen and employees will be evaluated with regards to occupational safety and health as a part of their overall job performance.
We want to make our safety and health efforts so successful that we make elimination of accidents and injuries not just a goal, but a way of life.
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To ensure that no employee is assigned a job without the necessary training. |
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To establish and require a safety and health program that emphasizes the integration of safety and health measures into each job task so that safety and health and job performance become inseparable. |
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To require safety orientation for new and transferred employees, timely and appropriate training, a management/employee safety committee, a self-inspection program, proper engineering controls and a personal protective equipment program. |
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To apply federal, state, local and company safety/health regulations to each site. |
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To provide accident and near miss investigation procedures to determine accident causes and the actions required to prevent recurrences. |
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To develop safety and health publicity and promotion to maintain interest and participation. |
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To review the safety and health efforts of the company annually to evaluate the success in meeting the goals and objectives so that deficiencies can be identified and the program can be revised accordingly. |
By accepting mutual responsibility to operate safely, we will all contribute to the well being of personnel and subsequently the company
The supervisor, or site safety coordinator, will conduct regular (at least weekly) inspections of the site, materials and equipment. The person conducting these inspections must be capable of identifying existing and predictable hazards in the work environment or working conditions that are unsanitary, hazardous or dangerous to employee, and have the authority to take prompt corrective measures to eliminate them. Hazards and corrective actions will be documented for each self-inspection.
The supervisor, or site safety coordinator, will conduct formal accident and near miss investigations to identify accident causes and prevent additional occurrences of the same incident.
All employees are expected to notify their supervisor of any occupational injuries and illnesses immediately, without regard to the event's severity. Management will ensure that any necessary medical attention is provided, appropriate incident investigation procedures are followed, and record the incident in the OSHA 200 Log of Injuries and Illnesses, if necessary. Incidents will be recorded in the OSHA 200 Log in accordance with the guidelines provided on the back of the form. This information will be reviewed by management on a monthly basis to discover any trends and prevent common injuries or illnesses.
The company provides a list of emergency telephone numbers on each site. First aid supplies are also available on each job site if medical attention is not accessible, within 3 to 4 minutes, the company will designate at least two first aid responders. These responders will receive red Cross first aid/CPR and bloodborne pathogens exposure control training. These responders will also be provided with the necessary bloodborne pathogens personal protective equipment: gloves, masks, etc. Each site will also be provided with appropriate bloodborne pathogens disposal bags and disinfectant. Any employee who is occupationally exposed to blood or other potentially infectious bodily fluids will be offered the hepatitis B vaccination and other medically prescribed follow-up treatments.
Any manager, supervisor, foreman or employee found violating any of the above safety and health rules or performing any other hazardous activity on the job site or while performing labor for the company will be subjected to the progressive discipline system: verbal warning, written warning, suspension without pay and termination.
All newly hired employees and recently transferred employees will receive site specific safety and health training prior to beginning their job assignments. The supervisor, safety coordinator and/or foreman will conduct this training. The training will include an overview of the company's safety and health rules as well as task specific training. All training will be documented and entered into the employee's personnel file and safety records.
The company will conduct on-going safety and health training with all employees on a weekly basis. Management will select a specific safety or heath topic each week. The weekly topics will relate to the project's current status. The company will designate a trainer for each session, typically the supervisor, safety coordinator or foreman. Each session will be documented and attendance recorded.
No family members or friends are permitted on the job site except in the case of emergency.
Backup alarms shall be installed and in working order on all off road trucks, lowboys, dump trucks and equipment.