Employee Handbook

Company Welcome

Dear New Employee,

On behalf of David M. Wolfford & Son, Incorporated (DWE); I would like to welcome you to our company.  We are excited to add you to our current team.  The moment you became a member of this team; you became an integral part of its function.  Every job in this company is important and you play a key role in the continued growth and success of our company.

Management believes that our people make our company special.  DWE can only be as good as the people who work here.  We are glad you chose to become part of our team and we look forward to training you and helping you become the best that you can be.  We have committed ourselves and our resources to train you in both safety and in the field of electricity.

We are also committed to protecting your welfare through the creation of a “World Class” safety program and environment.  DWE is committed to training you in practices and procedures that will be safe and cost effective.  Your commitment to achieving the levels of success both in the fields of safety and professional abilities is mandatory.

The purpose of this company is two-fold.  We exist to provide electrical services to our clients and provide safe, fulfilling careers to our employees.

This company must be profitable in order to survive.  If we are not profitable; the company will cease to exist.  If we cease to exist; we cannot assist our clients in constructing and renovating the buildings that service this country and we cannot provide mutually beneficial employment to our people.  As you will quickly discover; our success is based on delivering quality products and unsurpassed service on time, one time with no punchlist.  By working safely, intelligently and hard; by doing whatever it takes to succeed, we are flourishing in a very difficult economic environment.

We plan the work; and we work the plan for success.  Success of our company is guaranteed by ensuring that our employees are successful both financially and professionally.

Again, welcome aboard.  We’re glad you’re here.

Sincerely,

David M. Wolfford, Jr.
President

Employee Acknowledgement Form

The employee handbook describes important information about DWE, and I understand that I should consult the Human Resources Department or DWE management regarding any questions not answered in this handbook.

I have entered into my employment relationship with DWE voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or DWE can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to DWE's policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the chief executive officer or President of DWE has the ability to adopt any revisions to the policies in this handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

I also understand that this information will be made available to me on the company website.  The address is www.wolffordelectric.com.

Company History

David M. Wolfford, Sr. (our founder and serving CEO) graduated from George Washington High School in Alexandria, Virginia in 1957.  He enlisted in the United States Marine Corps nine days after graduation. He served three years in active duty and an additional three years in inactive duty.  He was honorable discharged in June of 1963.  Upon release from active duty in 1960, Dave worked as an electrician's helper with Walter C. Davis & Son, Inc., an Electrical Contractor located in Alexandria, Virginia.

He obtained his Journeyman's license in eighteen short months.  He was promoted to foreman six months later.  In 1969, he was again promoted to general field superintendent.  He was exposed to all forms of commercial construction by Walter C. Davis & Son, Inc., the largest non-union electrical contractor in Northern Virginia at that time.

In October of 1975, David, Sr. started David M. Wolfford & Son, Inc.  Between 1975, when the company originated and 1997, when he went into semi-retirement; DWE grew from a small two-man company doing various small electrical jobs to a bondable electrical contractor involved in the renovation and construction of various commercial and institutional buildings.  Many of the projects were banks; retail; churches, warehouses but the main claim to fame was schools.  DWE has become synonymous with school construction.  Since 1981, DWE has renovated and constructed over 350 school project and proudly states that DWE has never missed a school opening nor been assessed liquidated damages.

DWE mandated that honesty, integrity and looking out for the client would be the hallmark traits of our company.  This is true still to this day.

Upon Mr. Wofford’s semi-retirement, he appointed his son, David M. Wolfford, Jr., President to oversee the daily operations of the office and field personnel.  David Jr. (Skip) came to work for DWE full-time in October, 1978.  Skip began as an electrical apprentice and progressed through the positions of electrician, foreman, field superintendent, estimator, safety officer, project manager and vice-president.

Since those early days, DWE has grown in a controlled manner.  Growth was not for growth’s sake; but for the continued promotion of our employees.  DWE understands that the company is only as good as their employees.  That’s why DWE works very hard to support and improve the abilities of our employees.  Management believes that if DWE takes care of its employees; DWE’s employees will take care of her.

Currently, DWE employs over seventy full-time employees and has gross sales of twelve-million dollars per year.

Merit Shop vs. Union Shop

David M. Wolfford & Son, Inc. is a non-union contractor and was established as such when the company was originated.

David M. Wolfford & Son, Inc. believes in the values shared by Merit Shop Contractors.  Merit Shop Contractors are not "anti-union", we are "pro-competition".  We oppose discrimination and favoritism in all aspects of construction, from the employment of works to the award of construction contracts.  We believe the merit shop movement is a movement for the betterment of the individual... the construction industry... and the nation.  We believe in the system of free enterprise.

We believe employees and employers should have the right to determine wages and working conditions through either individual or collective bargaining, as they choose, within the boundaries of the law.

We believe the employer must have concern for the general welfare of the employee and that there must be a fair compensation for work performed. At the same time, we believe that the employee has an obligation for satisfactory performance of assigned work.

We support sound legislation in the areas of workers compensation, safety and unemployment compensation.

We believe legislation that embraces fair play for employer and employee is essential to the preservation of our free enterprise system.

We believe the law should protect the right of employees to work regardless of race, color, creed, age, sex, national origin or membership or non-membership in a labor organization. We believe work opportunities should be made available to all legal residents and we support programs toward this end.

We oppose violence, coercion, intimidation and the denial of the rights of employees and employers.

We believe it is incumbent upon all branches of government to be responsible stewards of taxpayer dollars and we believe that government should award contracts only to the lowest responsible bidder. We oppose unjust pressure to violate these principles.

We believe monopolies or any kind of price or wage fixing, in either the public or private sector, are detrimental to our system of free enterprise.

We believe the destiny of all Americans can be best served by cooperation, reconciliation and following the tenants of free enterprise and a democratic government. We believe business leaders can best preserve these tenets by becoming active in politics and civic affairs.

Nature of Employment

Employment with DWE is voluntarily entered into.  The employee is free to resign at will at any time, with or without cause.

Similarly, DWE may terminate the employment relationship at will at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law.

Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between DWE and any of its employees. The provisions of the handbook have been developed at the discretion of management.   These provisions can be amended or cancelled at any time, at DWE's sole discretion except for its policy of employment-at-will.

These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the Executive Management of DWE.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Equal Employment Opportunity Statement

DWE is an Equal Opportunity Employer.  Employment and advancement of employees will be made without consideration of an employee’s race; color; religion; sex; national origin; age; disability or any other characteristic protected by law.  DWE will base advancement opportunities and employment based on merit, qualifications, and abilities.

DWE will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are mandated to bring these issues to the attention of their immediate supervisor and the Executive Management immediately. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Business Ethics and Conduct

The successful business operation and reputation of DWE is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations as well as a diligent regard for the highest standards of conduct and personal integrity.

The continued success of DWE is dependent upon our client’s trust and we are dedicated to preserving it. Employees owe a duty to DWE, its customers and the public to conduct their selves in a way that will merit the continued trust and confidence of these parties.

DWE will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and DWE Executive Management for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every DWE employee. Disregarding or failing to comply with this standard of business ethics and conduct will lead to disciplinary action, up to and including possible termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Immigration Law Compliance

DWE is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with DWE within the past three years, or if their previous I-9 is no longer retained or valid.

Employees with questions or seeking more information on immigration law issues are encouraged to contact the Human Resources Department. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Employment Categories

It is the intent of DWE to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and DWE.

Each employee is designated as either nonexempt or exempt from federal and state wage and hour laws. nonexempt employees are entitled to overtime pay under the specific provisions of federal and state laws. exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee's exempt or nonexempt classification may be changed only upon written notification by DWE management.

In addition to the above categories, each employee will belong to one other employment category:

Regular full-time employees are those who are not in a temporary or introductory status and who are regularly scheduled to work DWE's full-time schedule. Generally, they are eligible for DWE's benefit package, subject to the terms, conditions, and limitations of each benefit program. 

Temporary employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of DWE's other benefit programs.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Access to Personnel Files

DWE maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases and other employment records.

Personnel files are the property of DWE and access to the information they contain is restricted. Generally, only supervisors and management personnel of DWE who have a legitimate reason to review information in a file are allowed to do so.

Employees who wish to review their own file should contact the Human Resources Department or Executive Management. With reasonable advance notice, employees may review their own personnel files in DWE’s Main Corporate offices located at 16186 Rogers Road, Culpeper, Virginia 22701 and in the presence of an individual appointed by DWE Executive Management.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Personnel Data Changes

It is the responsibility of each employee to promptly notify DWE of any changes in personal data. Information, such as personal mailing addresses; telephone numbers; quantity and names of dependents; individuals to be contacted in the event of an emergency; educational accomplishments; etc. should be accurate and current at all times.

If any personal data has changed, notify the Human Resources Manager immediately.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Employment Applications

DWE relies upon the accuracy of information contained in the employment application as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Performance Evaluations

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals on a bi-annual basis.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Compensation & Salary Administration

The compensation and salary administration program at DWE was created to achieve consistent pay practices, comply with federal and state laws, mirror our commitment to Equal Employment Opportunity and offer competitive salaries within our labor market. Because recruiting and retaining talented employees is critical to our success, DWE is committed to paying its employees equitable wages that reflect the requirements and responsibilities of their positions and are comparable to the pay received by similarly situated employees in other organizations in the area.

Compensation for every position is determined by several factors, including the essential duties and responsibilities of the job, and salary survey data on pay practices of other employers.  DWE periodically reviews its salary administration program and restructures it as necessary.

Employees should bring their pay-related questions or concerns to the attention of their immediate supervisors and Executive Management, who are responsible for the fair administration of departmental pay practices.

The Payroll Office is also available to answer specific questions about the compensation and salary administration program.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Medical Information Privacy

This Medical Information Privacy policy describes how health information about employees may be used and disclosed by DWE and how employees can get access to this information. DWE is committed to maintaining and protecting the confidentiality of our employees' personal information in compliance with the Health Insurance Portability and Accountability Act (HIPAA). The Human Resources Manager is the designated Privacy Officer for all employee medical information.

This policy of privacy practices applies to the health plans of DWE that are covered by privacy regulations, for example health benefit plans and dental plans (collectively referred to as the Benefit Plans). The Benefit Plans are required by federal and state law to protect the privacy of employees' individually identifiable health information and other personal information and to provide employees with notice about their policies, safeguards, and practices. When the Benefit Plans use or disclose employees' protected health information, the Benefit Plans are bound by the terms of this policy, or a revised policy, if applicable.

The Benefit Plans will not use employees' protected health information or disclose it to others without the employees' authorization, except for the following purposes:

Treatment: The Benefit Plans may disclose employees' protected health information, or employees' covered dependents' protected health information, to a health care provider or administrator for its provision, coordination, or management of the employees' health care and related services. For example, prior to providing a health service to an employee, the employee's doctor may ask for information concerning whether and when the service was previously provided to the employee. The Benefit Plans may use and disclose employees' protected health information for treatment activities of a health care provider.

Payment: The Benefit Plans may use and disclose employees' protected health information to facilitate payment of premiums for employees' coverage, and to determine and fulfill their responsibility to provide employees' medical, dental, and EAP benefits. For example, employees' protected health information may be used to make coverage determinations, administer claims, and coordinate benefits with other coverage employees may have. The Benefit Plans may also disclose employees' protected health information to a health plan or administrator to determine employees' eligibility for coverage, or for the health care provider to obtain payment for health care services provided to the employee.

Health Care Operations: The Benefit Plans may use and disclose employees' protected health information for their health care operations, or the health care operations of a third party administrator of the Benefit Plans. For example, the Benefit Plans may use protected health information to conduct quality assessment and improvement activities. Other health care operations may include providing appointment reminders, or sending employee’s information about treatment alternatives or other health-related benefits and services. The Benefit Plans also may disclose employees' protected health information to another health plan or provider that has a relationship with an employee, so that it can conduct quality assessment and improvement activities (for example, to perform case management).

Disclosure to Employer or Operating Company: The Benefit Plans may disclose employees' protected health information to DWE, or to a company acting on the behalf of DWE, so that it can monitor, audit, and otherwise administer the employee health benefit plan in which employees participate. DWE and its operating companies are not permitted to use protected health information for any purpose other than administration of employees' health, dental, and EAP benefits. The Benefit Plans will not disclose protected health information to DWE for the purposes of employment-related actions or decisions, or in connection with any other benefit or employee benefit plan. The Benefit Plans will identify employees who are authorized to receive and use protected health information.

Disclosure to Health Care Vendors and Accreditation Organizations: The Benefit Plans may disclose employees' protected health information to companies with whom they contract, if they need it to perform requested services. For example, the Benefit Plans may provide protected health information to vendors who provide important information and guidance to plan members with chronic conditions such as diabetes and asthma. Protected health information may be disclosed to accreditation organizations such as the National Committee for Quality Assurance (NCQA) for quality measurement purposes. When the Benefit Plans enter into these arrangements, they will obtain a written agreement to protect employees' protected health information.

Public Health Activities: The Benefit Plans may disclose employees' protected health information for the following public health activities and purposes: 1) to report health information to public health authorities that are authorized by law to receive such information for the purpose of controlling disease, injury, or disability; 2) to report child abuse or neglect to a government authority that is authorized by law to receive such reports; 3) to report information about a product or activity that is regulated by the U.S. Food and Drug Administration (FDA) to a person responsible for the quality, safety, or effectiveness of the product or activity; and, 4) to alert a person who may have been exposed to a communicable disease, if the Benefit Plans are authorized by law to give this notice.

Health Oversight Activities: The Benefit Plans may disclose employees' protected health information to a government agency that is legally responsible for oversight of the health care system or for ensuring compliance with the rules of government benefit programs, such as Medicare or Medicaid, or other regulatory programs that need health information to determine compliance.

For Research: The Benefit Plans may disclose employees' protected health information for medical research purposes, subject to strict legal restrictions.

To comply with the Law: The Benefit Plans may use and disclose employees' protected health information to comply with the law.

Judicial and Administrative Proceedings: The Benefit Plans may disclose employees' protected health information in a judicial or administrative proceeding or in response to a legal order.

Law Enforcement Officials: The Benefit Plans may disclose employees' protected health information to the police or other law enforcement officials, as required by law or in compliance with a court order or other process authorized by law.

Health or Safety: The Benefit Plans may disclose employees' protected health information to prevent or lessen a serious and imminent threat to employees' health or safety or the health and safety of the general public.

Government Functions: The Benefit Plans may disclose employees' protected health information to various departments of the government such as the U.S. military or the U.S. Department of State.

Workers' Compensation: The Benefit Plans may disclose employees' protected health information when necessary to comply with workers' compensation laws.

Other: The Benefit Plans may disclose employees' protected health information when necessary to file claims with re-insurers or stop-loss carriers or to obtain coverage with re-insurers or stop-loss carriers. The Benefit Plans may also disclose employees' protected health information to subrogation vendors to recoup payments made by the Benefit Plans that were reimbursed by other insurance arrangements.

Uses and Disclosures with Employees' Written Authorization: The Benefit Plans will not use or disclose employees' protected health information for any purpose other than the purposes described in this policy without the employees' written authorization. For example, the Benefit Plans will not supply protected health information to another company for its marketing purposes or to a potential employer with whom an employee is seeking employment without the employee's signed authorization. Employees may revoke an authorization that has previously been given by sending a written request to the Human Resources Manager, but not with respect to any actions the Benefit Plans have already taken.

Disclosure to Others Involved in an Employee's Care: The Benefit Plans may disclose protected health information about employees to a relative, a friend, the subscriber of employees' benefits, or any other person employees identify, provided the information is directly relevant to that person's involvement with employees' health care or payment for that care. For example, if a family member or a caregiver calls DWE with knowledge of an employee's protected health information, DWE may confirm protected health information or answer questions. Employees have the right to stop or limit this type of disclosure by contacting the Human Resources Manager or Executive Management. If an employee is a minor, the employee also may have the right to block parental access to the employee's protected health information in certain circumstances, if permitted by state law.

Employees may request restrictions on the use and disclosure of the employee's protected health information for the treatment, payment and health care operations purposes explained in this policy. While the Benefit Plans will consider all requests for restrictions carefully, the Benefit Plans are not required to agree to a requested restriction.

Employees may ask to receive communications of their protected health information from the Benefit Plans by alternative means of communication or at alternative locations. While the Benefit Plans will consider reasonable requests carefully, they are not required to agree to all requests.

Employees may ask to inspect or to obtain a copy of their protected health information that is included in certain records the Benefit Plans maintain. Under limited circumstances, the Benefit Plans may deny employees access to a portion of their records. If employees request copies, the Benefit Plans may charge employees copying and mailing costs.

Employees have the right to ask the Benefit Plans to amend protected health information that is contained in the Benefit Plans records. If the Benefit Plans determine that the record is inaccurate, and the law permits the Benefit Plans to amend it, the Benefit Plans will correct it. If the employee's doctor or another person created the information that the employee wants to change, the employees should ask that person to amend the information.

Upon request, employees may obtain an accounting of disclosures the Benefit Plans have made of their protected health information. The accounting that the Benefit Plans provide will not include disclosures made before April 14, 2003, disclosures made for treatment, payment or health care operations, disclosures made earlier than six years before the date of the request, and certain other disclosures that are exempted by law. If employees request an accounting more than once during any 12-month period, the Benefit Plans will charge those employees a reasonable fee for each accounting statement after the first one.

Employees may contact the Human Resources Manager to obtain a paper copy of this policy, even if the employees previously agreed to receive notices electronically. Employees must also contact the Human Resources Manager if they wish to make any of the requests listed above.

If employees want more information about privacy rights, do not understand their privacy rights, are concerned that the Benefit Plans have violated their privacy rights, or disagree with a decision that the Benefit Plans made about access to protected health information, they may contact the Human Resources Manager. Employees may also file written complaints with the Secretary of the U.S. Department of Health and Human Services. DWE will not take any action against employees if they file a complaint.

DWE may change the terms of this policy at any time. If DWE changes this policy, DWE may make the new policy terms effective for all protected health information that the Benefit Plans maintain, including any information the Benefit Plans created or received before DWE issued the new policy. If DWE makes any changes to the Medical Information Privacy policy, notice of the changes will be provided to employees.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Social Security Number Policy

To protect employees' personal information, DWE prohibits the use of employees' Social Security numbers for identification purposes, except as allowed by law.

DWE will not:

  • Publicly post or publicly display in any manner an employee's Social Security number. "Publicly post" or "publicly display" means to intentionally communicate or otherwise make available to the general public.
  • Print an employee's Social Security number on any card required for the employee to access products or services provided by DWE.
  • Require an employee to transmit his or her Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted.
  • Require an employee to use his or her Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.
  • Print an employee's Social Security number on any materials that are mailed to the employee, unless state or federal law requires the Social Security number to be on the document to be mailed.

However, Social Security numbers may be included in applications and forms sent by mail, including documents sent as part of an application or enrollment process; or to establish, amend, or terminate an account, contract, or policy; or to confirm the accuracy of the Social Security number.

In instances where DWE previously used an employee's Social Security number in a manner inconsistent with this policy, it will continue using that employee's Social Security number in that manner, if all of the following conditions are met:

  • The use of the Social Security number is continuous. If the use is stopped for any reason, the conditions listed above will apply.
  • The employee is provided an annual disclosure that informs the employee that he or she has the right to stop the use of his or her Social Security number in a manner prohibited by those conditions listed above.

A written request by an employee to stop the use of his or her Social Security number in a prohibited manner will be implemented within 30 days of the receipt of the request. There will be no fee or charge for implementing the request.

DWE will not deny services to an employee because the employee makes a written request to stop the use of his or her Social Security number.

DWE will continue to collect, use, or release Social Security numbers as required by state or federal law, and may use Social Security numbers for internal verification or administrative purposes.

Employees who have questions about this policy or who feel that their Social Security number has been used inappropriately by DWE should contact the Human Resources Manager.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Employee Benefits

Eligible employees at DWE are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.

The following benefit programs are available to eligible employees:

  • Simple IRA Retirement Program
  • Dental Insurance
  • Health Insurance
  • Life Insurance

Some benefit programs require contributions from the employee and some are fully paid by DWE.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Vacation Benefits

Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation and personal pursuits. Employees in the following employment classification(s) are eligible to earn and use vacation time as described in this policy:

  • Regular full-time employees 

The amount of paid vacation time employees receive each year increases with the length of their employment as shown in the following schedule:

  • After 1 year of eligible service the employee is entitled to a 1 week vacation each year. 

The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period that begins when the employee starts to earn vacation time. An employee's benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.)

Paid vacation time can be used in minimum increments of one week. To take vacation, employees must request advance approval from their supervisors by contacting the office and having a Vacation Request Form filled out and submitted to Management. Requests will be reviewed and approved/disapproved based on a number of factors, including business needs and staffing requirements.

Vacation time off is paid at the employee's base pay rate at the time of vacation. 

As stated above, employees are encouraged to use available paid vacation time for rest, relaxation and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees will forfeit the unused time.

Upon termination of employment, whether by the employee or the employer, unused vacation time will be forfeited.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Holidays

DWE will grant holiday time off to all employees on the holidays listed below:

  • New Year's Day (January 1)
  • Memorial Day (last Monday in May)
  • Independence Day (July 4)
  • Labor Day (first Monday in September)
  • Thanksgiving (fourth Thursday in November
  • Christmas (December 25) 

DWE will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times eight hours. Eligible employee classification(s):

  • Regular full-time employees
  • Temporary employees

To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the holiday. 

If a recognized holiday falls during an eligible employee's paid absence (such as vacation), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied. 

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Worker's Compensation Insurance

DWE provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment.  Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately.  This will enable an eligible employee to qualify for coverage as quickly as possible. 

Neither DWE nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Jury Duty

DWE encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees may request unpaid jury duty leave for the length of absence. If desired, employees may use any available paid time off (for example, vacation benefits).

Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

Either DWE or the employee may request an excuse from jury duty if, in DWE's judgment, the employee's absence would create serious operational difficulties. 

DWE will continue to provide health insurance benefits for the full term of the jury duty absence. 

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Benefits Continuation (COBRA)

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under DWE's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at DWE's group rates plus an administration fee. DWE provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under DWE's health insurance plan. The notice contains important information about the employee's rights and obligations.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Health Insurance

DWE's health insurance plan provides employees and their dependents access to medical and dental insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan:

  • Regular full-time employees 

Eligible employees may participate in the health insurance plan subject to all terms and conditions of the agreement between DWE and the insurance carrier. 

A change in employment classification that would result in loss of eligibility to participate in the health insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Refer to the Benefits Continuation (COBRA) Policy for more information.

Details of the health insurance plan are described in the Summary Plan Description (SPD). An SPD and information on cost of coverage will be provided in advance of enrollment to eligible employees. Contact the Human Resources Department for more information about health insurance benefits.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Life Insurance

Life insurance offers you and your family important financial protection. DWE provides a basic life insurance plan for eligible employees. 

Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious injury or death resulting from an accident. AD&D insurance coverage is provided as part of the basic life insurance plan.

Employees in the following employment classifications are eligible to participate in the life insurance plan:

  • Regular full-time employees 

Eligible employees may participate in the life insurance plan subject to all terms and conditions of the agreement between DWE and the insurance carrier.

Details of the basic life insurance plan including benefit amounts are described in the Summary Plan Description provided to eligible employees. Contact the Human Resources Manager for more information about life insurance benefits.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Simple IRA Retirement Program

DWE has established a Simple IRA Retirement Program to provide employees the potential for future financial security for retirement.

To be eligible to join the program, you must complete 12 months of service and be 21 years of age or older. You may join the plan only during open enrollment periods. Eligible employees may participate in the program subject to all terms and conditions of the plan.

The program allows the employee to elect how much of their compensation is to be contributed and direct where the investment is to be invested so that the employee can tailor their own retirement package to meet their individual needs. DWE also contributes an additional matching amount to each employee's program contribution.

Because your contribution to this program is automatically deducted from your pay before federal and state tax withholdings are calculated, you save tax dollars now by having your current taxable amount reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable tax rules typically apply to this program.

Complete details of the program are described in the Summary Plan Description provided to eligible employees. Contact the Human Resources Department for more information about the program.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Timekeeping

Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require DWE to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved by Executive Management before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Employment Termination

Termination of employment is an inevitable part of personnel activity within any organization and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

  • Resignation-voluntary employment termination initiated by an employee. 
  • Discharge-involuntary employment termination initiated by the organization. 
  • Layoff-involuntary employment termination initiated by the organization for non-disciplinary reasons. 
  • Retirement-voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization. 

Since employment with DWE is based on mutual consent, both the employee and DWE have the right to terminate employment at will, with or without cause, at any time.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Administrative Pay Corrections

DWE takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Payroll Manager so that corrections can be made as quickly as possible.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Pay Deductions

The law requires that DWE make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. DWE also must deduct Social Security taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base." DWE matches the amount of Social Security taxes paid by each employee. 

If you have questions concerning why deductions were made from your paycheck or how they were calculated, the Payroll Manager can assist in having your questions answered.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Safety

To assist in providing a safe and healthful work environment for employees, customers and visitors; DWE has established a workplace safety program. This program is a top priority for DWE. The Safety Department has responsibility for implementing, administering, monitoring and evaluating the safety program. Its success depends on the alertness and personal commitment of all.

DWE provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications. 

Employees and supervisors receive periodic workplace safety training. The training covers potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards. 

Some of the best safety improvement ideas come from employees. Those with ideas, concerns or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor(s) or bring them to the attention of the Safety Department or Executive Management. 

Reports and concerns about workplace safety issues can be made anonymously through the company website if the employee wishes. All reports can be made without fear of reprisal.

Each employee is required to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition or work practice to the appropriate supervisor and to Executive Management. 

Employees who violate safety standards; cause hazardous or dangerous situations, fail to report or, where appropriate, remedy such situations, will be subject to disciplinary action, up to and including termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees shall notify immediately the Human Resources Manager and their direct supervisor. Where such accidents result in “Lost Time” from work; the President shall be contacted immediately. 

In the instance of a “Lost Time” injury; a written report is to be submitted to the President before the end of the work shift detailing events, conditions and occurrences as they relate to the injury.

Omissions or falsifications of data and information in these reports will result in disciplinary action and possible termination of employment.  Safety is for the welfare of our employees and DWE will not tolerate any actions, inactions or omissions that can/will create an unsafe environment for them.

Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures.

DWE has a separate Safety Program & Procedures Guideline that will be issued to you.  Additionally, this information is available on the company website at www.wolffordelectric.com.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Overtime

When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these assignments will be provided. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. 

Failure to work scheduled overtime or overtime worked without prior authorization from the supervisor may result in disciplinary action, up to and including possible termination of employment.

DWE has classified their overtime work and participation requirements as follows:

"Would you like to work?:" Elective for the employee.  Denial of this request will bear no disciplinary actions on the part of DWE.

"We need you to work:" Intermediate condition.  Every effort must be made by the employee to work but previous engagements like participation in a wedding, scheduled vacations, etc. would allow the employee to decline the request.  Every other effort must be made by the employee to meet his employment obligations.

"We’re working:" Mandatory attendance.  Failure of an employee to work in this situation is grounds for immediate termination.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Use of Company Equipment & Vehicles

Company equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective or in need of repair. Prompt reporting of damages, defects and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Medical Leave

DWE provides medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a serious health condition or disability. For purposes of this policy, serious health conditions or disabilities include inpatient care in a hospital, hospice, or residential medical care facility; continuing treatment by a health care provider and temporary disabilities associated with pregnancy, childbirth, and related medical conditions.

Employees in the following employment classifications are eligible to request medical leave as described in this policy:

  • Regular full-time employees 

Eligible employees should make requests for medical leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

A health care provider's statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to DWE. Employees returning from medical leave must submit a health care provider's verification of their fitness to return to work.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of 12 weeks within any 12 month period. Any combination of medical leave and family leave may not exceed this maximum limit. If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension. Employees will be required to first use any accrued paid leave time before taking unpaid medical leave.

Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities. 

Subject to the terms, conditions, and limitations of the applicable plans, DWE will continue to provide health insurance benefits for the full period of the approved medical leave. 

So that an employee's return to work can be properly scheduled, an employee on medical leave is requested to provide DWE with at least two weeks advance notice of the date the employee intends to return to work. When a medical leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to return to work on the agreed upon return date, DWE will assume that the employee has resigned.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Family Leave

DWE provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to childbirth, adoption, or placement of a foster child; or to care for a child, spouse, or parent with a serious health condition. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider.

Employees in the following employment classifications are eligible to request family leave as described in this policy:

  • Regular full-time employees 

Eligible employees should make requests for family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

Employees requesting family leave related to the serious health condition of a child, spouse, or parent may be required to submit a health care provider's statement verifying the need for a family leave to provide care, its beginning and expected ending dates and the estimated time required.

Eligible employees may request up to a maximum of 12 weeks of family leave within any 12 month period. Any combination of family leave and medical leave may not exceed this maximum limit. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. Employees will be required to first use any accrued paid leave time before taking unpaid family leave. Married employee couples may be restricted to a combined total of 12 weeks leave within any 12 month period for childbirth, adoption, or placement of a foster child; or to care for a parent with a serious health condition. 

Subject to the terms, conditions, and limitations of the applicable plans, DWE will continue to provide health insurance benefits for the full period of the approved family leave. 

Benefit accruals, such as vacation, will continue during the approved family leave period.

So that an employee's return to work can be properly scheduled; an employee on family leave is requested to provide DWE with at least two weeks advance notice of the date the employee intends to return to work. When a “Family Leave Event” ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to return to work on the agreed upon return date, DWE will assume that the employee has resigned.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Personal Leave

DWE provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy:

  • Regular full-time employees 

As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from the HR Department.

Personal leave may be granted for a period of up to 30 calendar days every 1 year. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With Management’s approval, an employee may take any available sick leave or vacation leave as part of the approved period of leave.

Requests for personal leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence. 

Subject to the terms, conditions, and limitations of the applicable plans, DWE will continue to provide health insurance benefits for the full period of the approved personal leave. 

Vacation benefits will continue to accrue during the approved personal leave period.

When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, DWE cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the expiration of the approved leave period, DWE will assume the employee has resigned.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Military Leave

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable.

The leave will be unpaid. However, employees may use any available paid time off for the absence. 

Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible. 

Benefit accruals, such as vacation or holiday benefits, will be suspended during the leave and will resume upon the employee's return to active employment.

Employees on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with USERRA and all applicable state laws.

Employees returning from military leave will be placed in the position they would have attained had they remained continuously employed or a comparable one depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

Contact the Human Resources Department for more information or questions about military leave.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Court Appearance Leave

If an employee is the victim of a crime or a witness to a crime, or a member of a crime victim’s family, the employee may request time off to attend court proceedings related to that crime. In this context, a crime includes domestic violence, sexual assault and stalking, as well as other crimes for which judicial proceedings are called. Family members include the employee’s child or children, parent, or spouse.

The employee requesting court appearance leave must give advance notice whenever possible of the need for leave to the Human Resources Department, and provide documentation verifying the need for the leave. Acceptable documentation includes:

  • a police report indicating that the employee or a member of the employee’s family was a victim of a crime;
  • a court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee has appeared in court; or,
  • documentation from a medical professional, domestic violence advocate, health care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence, sexual assault, or other crime.

Court appearance leave may be requested to:

  • prepare for and attend court proceedings;
  • receive medical treatment or attend to medical treatment for a victim who is the employee's daughter, son, parent or spouse; or,
  • obtain necessary services to remedy a crisis caused by domestic violence, sexual assault, stalking, or any other crime.

While this leave is unpaid leave, the employee may use accrued leave during the leave period.

DWE will make every attempt to maintain the confidentiality of any information provided as certification of the need for court appearance leave.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Employee Conduct & Work Rules

To ensure orderly operations and provide the best possible work environment, DWE expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action up to and including termination of employment:

  • Theft or inappropriate removal or possession of property
  • Falsification of timekeeping records
  • Working under the influence of alcohol or illegal drugs
  • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
  • Fighting or threatening violence in the workplace
  • Boisterous or disruptive activity in the workplace
  • Negligence or improper conduct leading to damage of employer-owned or customer-owned property
  • Insubordination or other disrespectful conduct
  • Violation of safety or health rules
  • Sexual or other unlawful or unwelcome harassment
  • Excessive absenteeism or any absence without notice
  • Violation of personnel policies
  • Unsatisfactory performance or conduct

Employment with DWE is at the mutual consent of DWE and the employee and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Drug & Alcohol Use

It is DWE's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.

While on DWE premises and while conducting business-related activities off DWE premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

If an employee has been prescribed medication(s) for a medical condition; the employee must advise Management of what type and what dosages they have been prescribed.  Depending on what has been prescribed by the employees doctor; DWE reserves the right to prevent the employee from working while on certain medications.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences. 

Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program. Leave may be granted if the employee agrees to abstain from use of the problem substance; abides by all Wolfford Electric policies, rules, and prohibitions relating to conduct in the workplace; and if granting the leave will not cause DWE any undue hardship. 

Under the Drug-Free Workplace Act, an employee who performs work for a government contract or grant must notify DWE of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Sexual & Other Unlawful Harassment

DWE is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive; including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

  • Unwanted sexual advances.
  • Offering employment benefits in exchange for sexual favors.
  • Making or threatening reprisals after a negative response to sexual advances.
  • Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.
  • Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
  • Verbal sexual advances or propositions.
  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
  • Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

If you experience or witness sexual or other unlawful harassment in the workplace; report it immediately to your supervisor.  If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you are to immediately contact the Human Resources Department or the company President. You can raise concerns and make reports without fear of reprisal or retaliation.  DWE will not tolerate this kind of conduct.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Department or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Attendance & Punctuality

To maintain a safe and productive work environment, DWE expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on DWE. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence.

If an employee is going to be late or tardy; they are to contact the main office and advise them of such.  It is unacceptable to try and go to work without letting management know that you’re late for work.  Management realizes that things happen that are out of our control at times and the occasional absence or tardiness is to be expected.  Management wants to monitor and control excessive instances of such.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Personal Appearance

All employees are expected to wear proper clothing and foot wear for work.  Standard measures call for long pants and no cut off tee shirts.  Shorts may be worn where allowed by the General Contractor.  Clothing displaying any vulgar or indecent/inappropriate images or wording are strictly prohibited.  Work boots are to be worn on the work site.  Steel toe boots are not necessary unless otherwise specified by the General Contractor.  Failure to properly dress could lead to the employee being sent home without pay and eventually terminated if problem persists.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Return of Property

Employees are responsible for all DWE property, materials, or written information issued to them or in their possession or control.

All DWE property must be returned by employees on or before their last day of work. Where permitted by applicable laws, DWE may withhold from the employee's check or final paycheck the cost of any items that are not returned when required. DWE may also take all action deemed appropriate to recover or protect its property.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Resignation

Resignation is a voluntary act initiated by the employee to terminate employment with DWE. Although advance notice is not required, DWE requests at least 2 weeks' written resignation notice from all employees.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Security Inspections

DWE wishes to maintain a work environment that is free of illegal drugs, alcohol, explosives, or other improper materials. To this end, DWE prohibits the possession, transfer, sale, or use of such materials on its premises. DWE requires the cooperation of all employees in administering this policy.

Storage devices may be provided for the convenience of employees but remain the sole property of DWE. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of DWE at any time, either with or without prior notice.

DWE likewise wishes to discourage theft or unauthorized possession of the property of employees, DWE, visitors, and customers. To facilitate enforcement of this policy, DWE or its representative may inspect all persons entering and/or leaving the premises and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto DWE's premises.

Effective Date: 4/23/2012

Revision Date: 4/23/2012

Drug Testing

DWE is committed to providing a safe, efficient, and productive work environment for all employees. Using or being under the influence of drugs on the job may pose serious safety and health risks. To help ensure a safe and healthful working environment, job applicants and employees may be asked to provide body substance samples (such as urine and/or blood) to determine the illicit or illegal use of drugs. Refusal to submit to drug testing may result in disciplinary action, up to and including termination of employment.

Copies of the drug testing policy will be provided to all employees. Employees will be asked to sign an acknowledgment form indicating that they have received a copy of the drug testing policy. Questions concerning this policy or its administration should be directed to the Human Resources Manager.

Effective Date: 4/23/2012
Revision Date: 4/23/2012

Progressive Discipline

The purpose of this policy is to state DWE's position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.

DWE's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

Although employment with DWE is based on mutual consent and both the employee and DWE have the right to terminate employment at will, with or without cause or advance notice, DWE may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. If more than 3 months have passed since the last disciplinary action, the process will normally start over.

DWE recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employmen t, without going through the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline.

By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and DWE.

Effective Date: 4/23/2012
Revision Date: 4/23/2012