Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

New Hire Orientation

New HIre Orientation HR
by

Elisha Humber

on 7 February 2014

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of New Hire Orientation

Getting to Know You
Your name?
Where you came from?
What area will you be working in?
What brought you to Hoar Construction?
An interesting fact about you?

History of Hoar Construction
Golden Rule
It is our desire that Hoar employees strive to be exemplary in their treatment of others. Honesty and integrity will be foremost in our every thought and decision. Fairness, caring, and mutual respect for our
fellow man will be evident in our every action.

Family Oriented
We must have a sincere respect for our families. Compassion and understanding will define our character as we consider the needs of others.

Relentless Pursuit of Improvement
With a disciplined and determined work ethic, we must strive for improvement in our company, our community, and ourselves. Our recruiting and training programs will be unsurpassed in leading people to succeed.

Stewardship
We are entrusted with the resources of others and the future of this company. As caretakers we will add value to each other, our clients, our projects and our community.
Welcome to Hoar Construction!!!
New Employee HR Orientation
Getting to Know You
Getting to Know Hoar Construction
Our Core Values
Organization Review
Misc. Office Information
Hours, tour, complete paperwork
Your Pay Check
Employer At Will
Your Benefits
Employee Handbook Quick Review
Including Open Door Policy and Grievance process
Lunch with your mentor

What We Will Cover Today
Questions
Open-Door Policy
No matter how hard the employee and the Company try, there will be times when problems arise at work.

Whatever the problem, it is important that the employee do something about it. The management of this company is interested in correcting any unfairness toward employees or any misunderstandings between employees.
This company endorses an “Open Door Policy”.
Smoking by employees will not be permitted in any areas of the home office building.

Smoke breaks shall be taken only during regular coffee break times.

Excessive smoke breaks may be grounds for disciplinary measures.
Smoking Policy
All Company employees are responsible for helping to assure that we avoid harassment. If you feel that you have experienced or witnessed harassment, you are to notify immediately your project superintendent or department manager.

If you are uncomfortable reporting to this designated person, you should contact Allyson George, Director of Human Resources.
Policy and Procedures for Harassment Complaints
Cont’d
A bulletin board is located in the office break room so that it can be easily seen.

The bulletin board is intended to be a vehicle for two-way communication. Employees may post items on the board with supervisor approval.
Bulletin Boards
The safety and well being of employees of HOAR Construction and the people around them is of critical importance to the company, when driving while engaged in the business of HOAR Construction
Vehicle Safety Policy
In the Birmingham Office Go to the 1st Floor, huddle in the corridor next to Su’s Brunch.

Stay away from windows and entrances
In Case of Tornados
Hoar Construction’s Drug Abuse and Alcohol Misuse program was developed for the purpose of improving:

Employee Health & Safety

Assuring Quality and Productivity
Substance Abuse Program & Procedures
A bonus is not guaranteed. Any bonuses that are approved are awarded in December depending on the profitability of the Company and the performance of the employee and are at the discretion of the Board of Directors.

Only Employees that are Full-Time Regular and Part-Time Regular are considered eligible for a bonus.
Bonus
Management makes decisions regarding promotions based on the following criteria:

Past Performance and Capability
Knowledge, Education, Skills and Abilities
Attendance Record and Dependability
Ability to get along with co-workers, clients, subcontractors and suppliers
Display of Positive Attitude Toward Work, Company and Clients
Ambition, Initiative, Willingness to Work
Aptitude for the Job to be Filled.
Promotions and Transfers
Positions in our Company are classified in accordance with the Fair Labor Standards Act (Wage & Hour Law) as either one of the following:

Exempt

Non-exempt
Wage and Hour Classifications
Hoar is an Equal Opportunity Employer and complies with all non-discrimination regulations.

Equal employment opportunity means that all personnel decisions are to be made in a nondiscriminatory manner. If you believe that the Company has violated this policy please direct your concerns to Allyson George, Director of Human Resources.
Employment Policies
Salary or “Merit” increases for all employees are awarded each June 1st, after one-year of employment, and will be awarded solely based on the previously stated criteria.
Salary Administration
What is LifeWorks?
An employer-sponsored program
Confidential help to manage the competing demands of work, home, and life
24-hour assistance from Spanish-speaking consultants every day
Information available by phone, in person, and online
www.lifeworks.com (disabilities accessible)
Hoar Construction
LifeWorks Integrated EAP and WL Employee Presentation

Maximum contribution by employee is $15,500 (by law)

If over age 50, a $5000 catch up contribution is allowed
Benefits

401K plan offered after one year of employment

Hoar matches a percentage of employee contribution depending on company profit
Benefits

Travel assistance and medical evacuation plans via Blue Cross Blue Shield and Cigna

Online Will preparation via Cigna

All at no expense to employees
Benefits

Voluntary Vision plan (one-stop doctors)

Voluntary Supplemental Term Life

Flexible Medical and Dependent Care Pre-tax Dollar Plans

All available through payroll deduction
Benefits

Self-insured medical, dental, and RX

Short Term & Long Term Disability paid by Hoar
Benefits

Highly competitive

Recently benchmarked against other construction company offerings
Benefits
0-6 Months: No Vacation.

At the End of 6 Months: 2 ½ Days.

6-12 Months: Accrue .417 days per month. So that at the end of 12 months you would have 5 accumulated vacation days.

Beginning the 13th month: Accrue .834 days per month. This equals 10 days at the end of 24 months.
Vacations
Employee Benefits

Hoar Construction is an “At Will” Employer.

Which means employees have the right to resign their position at any time, with or without cause.

This also means that Hoar Construction has similar rights to terminate the employment relationship at any time, with or without notice and with or without cause.
If you have any questions regarding our Payroll or Benefits

Please call Christi Morrow at extension 2358
Benefits and Payroll Manager
Direct Deposit
Elect to have your net pay transmitted to a checking or savings account at your preferred bank or credit union.
First Check
New employees typically receive one paper check before their direct deposit takes effect.
Your Paycheck
Employees should dress in appropriate business attire. Avoid extremes either in too casual or too formal. Neatness and cleanliness are the basic requirements.
Personal Appearance Standards
Core Values
Our core values determine who we are and shall not be compromised for financial gain or short-term expediency. They shall guide our every action with one another, in our Company, with our Clients, and in our Communities. With these essential and enduring principles we will build value in everything we do.
Golden Rule
It is our desire that Hoar employees strive to be exemplary in their treatment of others. Honesty and integrity will be foremost in our every thought and decision. Fairness, caring, and mutual respect for our fellow man will be evident in our every action.
Family Oriented
We must have a sincere respect for our families. Compassion and understanding will define our character as we consider the needs of others.
Relentless Pursuit of Improvement
With a disciplined and determined work ethic, we must strive for improvement in our company, our community, and ourselves. Our recruiting and training programs will be unsurpassed in leading people to succeed.
Stewardship
We are entrusted with the resources of others and the future of this company. As caretakers we will add value to each other, our clients, our projects and our community.
Values Building Value
Hoar Construction Intranet Site
http://intranet/default.aspx
Hoar Construction Website
http://www.hoarllc.com/
Hoar Construction Quick History
Hoar Construction was established in 1940 by Mr. F.R. Hoar in Birmingham, Alabama.
Since its incorporation, Hoar Construction has steadily grown to become a full-service, nationwide general contractor.
Today, under the leadership of Robert O. Burton, Hoar Construction’s staff of 640 full-time employees works from headquarters in Birmingham, regional offices in Nashville, Houston and Orlando, and from project sites across the country.
Getting to Know Hoar Construction
What is your name?
Where are you from?
Where will you be working?
What brought you to Hoar Construction?
One fun fact about you?
Getting to Know YOU!
The Company forbids retaliation against anyone who has reported harassment or assisted in investigating a complaint.

The Company’s policy is to investigate all such complaints and other information it receives about harassment thoroughly and promptly
Policy and Procedures for Harassment Complaints
Cont’d
The Company is committed to maintaining a work environment that is free of discrimination. In keeping with this commitment. We will not tolerate harassment of anyone.

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person’s protected status, such as sex, color, race religion, national origin, age or disability.
Policy and Procedures for Harassment Complaints
Use stairs (NOT ELEVATORS), which are marked with “Exit” signs. Maps are posted in several locations indicating nearest exit. Gather in parking lot opposite Day Care Center. We will gather to have a head count.
In Case of Fire
Employee Handbook
Rule and Regulations
Highlights
HOAR
Construction
Evaluation of your performance will be done by your immediate supervisor. It is the formal opportunity for you and your supervisor to discuss your job and your performance.

This is a communication process between you and your supervisor, in which employees are encouraged to discuss their jobs and any concerns they might have regarding their position.

Discuss possible areas of improvement regularly with your supervisor
Performance Evaluation
Employment with our Company as a staff employee will normally fall into one of three classifications:

Full-Time Regular

Part-Time Regular

Temporary
Employment Classifications
A commitment to always being there
One place to turn for family, life, money, and work questions and concerns
A real person to talk to
Easy-to use online service with articles,
self-assessments, newsletters, locators,
and much more
Referrals to local services and national resources
Free materials

Benefits Contact: Denise Richard - 2281

401K Contact: Bobbi Stewart - 2357

Paycheck Questions: Christi Morrow - 2358

Links to carriers and documents on Hoar intranet
Benefits
New Year’s Day
Friday, January 1, 2010

Memorial Day
Monday, May 31, 2010

Independence Day
Friday, July 2, 2010

Labor Day
Monday, September 6, 2010

Thanksgiving and the Day After
Thursday, November 25, 2010
Friday, November 26, 2010

Christmas Eve and Christmas Day
Friday, December 24, 2010
Monday, December 27, 2010
Paid Holidays
Normal paydays are every two weeks on Wednesday for office employees.

For our job site employees payday is Friday of each week.

Our pay periods end on Sunday at midnight.
Your Paycheck
Normal work hours for all home office

There will be a one-hour lunch break

Part-Time Regular and Temporary Employees’ Office Hours

Employees at the Job Sites.
Standard Hours of Work
New Employee Orientation
Welcome
to
Hoar Construction

(And Government instructs us to stay put.) We will stock water, plastic sheeting and tape in the supply closet. Our first reaction will be to go home, but if instructed to stay put, we will have moderate supply of tape/sheeting, and water for our use.
In Case of Chemical / Bio Attack
Your eligibility for salary increases will be determined by your performance, attendance, your overall effectiveness in meeting previous criteria, your contribution to Company goals, Core Values, and our overall compensation philosophy.
Salary Administration
Hoar Construction at Work…
Jay Daily
Vice President
Business Development
Randall Curtis
Vice President Government Div.
Coker Barton
Healthcare
Mike Lanier
Program Management
Joe Guillaume
Field Operations
Michael Parks
Florida
Gerald King
Tennessee
Stacey Berthon
Alabama
Doug Eckert
Executive Vice President Business Affairs
Alan Herndon
Operations
Brian Cook
Texas
Steve McCord
Executive Vice President and COO
Jeremy DiPiazza
Chief Financial Officer
David Freeman
Vice President Estimating
Russ Hale
Vice President Business Development / Preconstruction
Robert O. Burton
President
Corporate Organizational Chart
Misc Office Information
Tour
Break
Bio and Pictures
Complete and check new hire paperwork
Presentation Review

Your Pay Information
Getting to Know Hoar Construction
Hoar Construction Intranet Site - http://intranet/default.aspx
Hoar Construction Website - http://www.hoarllc.com/
Hoar Construction Quick History
Hoar Construction was established in 1940 by Mr. F.R. Hoar in Birmingham, Alabama.
Since its incorporation, Hoar Construction has steadily grown to become a full-service, nationwide general contractor.
Today, under the leadership of Robert O. Burton, Hoar Construction’s staff of 640 full-time employees works from headquarters in Birmingham, regional offices in Nashville, Houston and Orlando, and from project sites across the country.
Employee Benefits
Thank You!!!
Standard work hours for all home offices - Monday - Thursday 7-5 and Friday 7-11

Always be sure you take your lunch break!
Standard
Office Hours
Personal Appearance Standards
Employees should dress in appropriate business casual attire. Avoid extremes either in too casual or too formal. Neatness and cleanliness are the basic requirements.

Hoar Construction is an “At Will” Employer.

Which means employees have the right to resign their position at any time, with or without cause.

This also means that Hoar Construction has similar rights to terminate the employment relationship at any time, with or without notice and with or without cause.
Includes:
Self insured medical and dental
Blue Cross Blue Shield of Alabama
Self insured prescription
Medco
Voluntary vision plan (one-stop doctors)
VSP
Voluntary supplemental term life
Cigna
Flexible medical and dependent care pre-tax dollar plans
FlexCorp
All available through payroll deduction

401K plan offered after one year of employment

Hoar matches a percentage of employee contribution depending on company profit

Maximum contribution by employee is $15,500 (by law)

If over age 50, a $5000 catch up contribution is allowed

Benefits Contact: Denise Richard - 2281 or Elisha Humber 2375

401K Contact: Bobbi Stewart - 2357

Paycheck Questions: Christi Morrow - 2358

Links to carriers and documents on Hoar intranet
Life Insurance
After 90 days of continuous service, Hoar Construction provides term life and accidental death and dismemberment insurance to all full time benefit eligible employees at no cost. In addition, after 90 days of continuous service, full time regular employees may elect to purchase additional insurance themselves, their significant other and/or children.
Online Will preparation via Cigna

Short term and long term disability paid by Hoar Construction.
Hoar Construction provides construction management, program management, design build and general contracting services from offices in Birmingham, Houston, Orlando, and Nashville.
Established in 1940, in 2010 the firm celebrates 70 years of service to clients in the healthcare, commercial, retail, institutional, heavy civil and federal markets.
The company was founded on principles of honesty and integrity and those same values continue to guide the firm today. Hoar is committed to providing value to every client and has earned a strong reputation in the industry.
Engineering News Record Magazine places Hoar on their top lists of general contractors, construction managers, and program managers, and ranks Hoar as one of the nation’s top green builders.
The firm has been selected as one of the top 25 Best Medium Sized Companies to Work For in America for the past three years by the Society for Human Resource Management and the Great Place to Work Institute.
Hoar has also been selected as General Contractor or the Year by the American Subcontractors Association of Alabama for two of the last three years.
Your Paycheck
Normal paydays are every two weeks on Wednesday for office employees.

For our job site employees payday is Friday of each week.

Our pay periods end on Sunday at midnight.
Your Paycheck
Direct Deposit
Elect to have your net pay transmitted to a checking or savings account at your preferred bank or credit union.
First Check
New employees typically receive one paper check before their direct deposit takes effect.
401(k) and Payroll Manager
If you have any questions regarding your paycheck or 401 (k) questions

Please call Christi Morrow at extension 2358
Leaves of Absence
Bereavement Leave
Jury Duty Leave
Military Leave
Family and Medical Leave
Short Term & Long Term Disability paid by Hoar

Other Benefits
Online Will preparation via Cigna
All at no expense to employees
New Year’s Day - Tuesday, January 1, 2013

Memorial Day - Monday, May 27, 2013

Independence Day - Thursday, July 4, 2013

Labor Day - Monday, September 2, 2013

Thanksgiving and the Day After - Thursday, November 28 and Friday, November 29, 2013

Christmas Eve and Christmas Day - Tuesday, December 24 and Wednesday, December 25, 2013

Plus 1 additional Floating Holiday to be taken as you choose with Manager approval
Paid Holidays
Paid Time Off
Each benefit eligible employee will accrue PTO either weekly or bi-weekly in hourly increments based on their length of service from the first day of employment.

PTO is added to the employee's PTO bank when their weekly or bi-weekly paycheck is issued.

PTO taken will be subtracted from the employee's accrued time bank in one hour increments.

Bi-Weekly Accrual
FULL TIME (F/T) - Bi-Weekly

Year 0-4: 120 hours/year or 3 weeks/year 4.62 hours/pay period
Years 5+: 160 hours/year or 4 weeks/year 6.15 hours/pay period

Plus 2 Work Life Balance Days to be taken as you choose with your managers approval.
What is LifeWorks?
An employer-sponsored program.
Completely confidential help to manage the competing demands of work, home, and life.
24-hour assistance from Spanish-speaking consultants every day.
Information available by phone, in person, and online
www.lifeworks.com (disabilities accessible)
A commitment to always being there
One place to turn for family, life, money, and work questions and concerns.
A real person to talk to
Easy-to use online service with articles, self-assessments, newsletters, locators, and much more.
Referrals to local services and national resources.
Free materials
Employee Handbook
Rule and Regulations
Highlights

Hoar is an Equal Opportunity Employer and complies with all non-discrimination regulations.

Equal employment opportunity means that all personnel decisions are to be made in a nondiscriminatory manner. If you believe that the Company has violated this policy please direct your concerns to Elisha Humber, Director of Human Resources.
Employment Policies
Employment with our Company as a staff employee will normally fall into one of three classifications:

Full-Time Regular

Part-Time Regular

Temporary
Employment Classifications
Evaluation of your performance will be done by your immediate supervisor. It is the formal opportunity for you and your supervisor to discuss your job and your performance.

This is a communication process between you and your supervisor, in which employees are encouraged to discuss their jobs and any concerns they might have regarding their position.

Discuss possible areas of improvement regularly with your supervisor
Performance Evaluation
Positions in our Company are classified in accordance with the Fair Labor Standards Act (Wage & Hour Law) as either one of the following:

Exempt

Non-exempt
Wage and Hour Classifications
Management makes decisions regarding promotions based on the following criteria:

Past performance and capability
Knowledge, education, skills and abilities
Attendance record and dependability
Ability to get along with co-workers, clients, subcontractors and suppliers
Display of positive attitude toward work, company and clients
Ambition, initiative, willingness to work
Aptitude for the job to be filled.
Promotions and Transfers
Your eligibility for salary increases will be determined by your performance, attendance, your overall effectiveness in meeting previous criteria, your contribution to Company goals, Core Values, and our overall compensation philosophy.
Salary Administration
The safety and well being of employees of HOAR Construction and the people around them is of critical importance to the company, when driving while engaged in the business of HOAR Construction
Vehicle Safety Policy
Use stairs (NOT ELEVATORS), which are marked with “Exit” signs. Maps are posted in several locations indicating nearest exit. Gather in parking lot opposite Day Care Center. We will gather to have a head count.
In Case of Fire
In the Birmingham Office Go to the 1st Floor, huddle in the corridor next to Su’s Brunch.

Stay away from windows and entrances
In Case of Tornadoes
(And Government instructs us to stay put.) We will stock water, plastic sheeting and tape in the supply closet. Our first reaction will be to go home, but if instructed to stay put, we will have moderate supply of tape/sheeting, and water for our use.
In Case of Chemical /
Bio Attack
Substance Abuse Program & Procedures
Hoar Construction’s Drug Abuse and Alcohol Misuse program was developed for the purpose of improving:

Employee Health & Safety

Assuring Quality and Productivity
The Company is committed to maintaining a work environment that is free of discrimination. In keeping with this commitment. We will not tolerate harassment of anyone.

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based on a person’s protected status, such as sex, color, race religion, national origin, age or disability.
Policy and Procedures for Harassment Complaints
All Company employees are responsible for helping to assure that we avoid harassment. If you feel that you have experienced or witnessed harassment, you are to notify immediately your project superintendent or department manager.

If you are uncomfortable reporting to this designated person, you should contact Elisha Humber, Director of Human Resources.
The Company forbids retaliation against anyone who has reported harassment or assisted in investigating a complaint. The Company’s policy is to investigate all such complaints and other information it receives about harassment thoroughly and promptly
Smoking by employees will not be permitted in any areas of the home office building.

Smoke breaks shall be taken only during regular coffee break times.

Excessive smoke breaks may be grounds for disciplinary measures.
Smoking Policy
Open-Door Policy

No matter how hard the employee and the Company try, there will be times when problems arise at work.

Whatever the problem, it is important that the employee do something about it. The management of this company is interested in correcting any unfairness toward employees or any misunderstandings between employees.
This company endorses an “Open Door Policy”.
Grievances
Any employee who believes that a condition of employment is unjust, inequitable, or a hindrance to effective operations or performance may initiate a grievance.

Your Grievance Officers are:
Elisha Humber - 205-423-2375

Denise Richard - 205-423-2281
Who is eligible?
Regular status full time employees and their spouse or a qualifying Adult
Child(ren) - as described in our plan document
Our Core Values

The RELENTLESS PURSUIT OF IMPROVEMENT (RPI) is one of 4 Core Values from which the foundation of Hoar was built and which we still stand on today.

Striving for improvement in everything we do requires Action! Everyone at Hoar is empowered to identify opportunities to Add Value and Eliminate Waste at every level of our company.

Our employees are our most important resource. We all possess the knowledge, skills and motivation to ensure that Hoar continues to improve in all aspects of our business. We have created an easy process to empower everyone to make a difference. We want to hear from YOU!

Share your ideas and proposed solutions for improvement in the space provided below. Your comments will be forwarded to our RPI Council. The RPI Council is a group of your peers from all areas of the company. This group is in place to ensure that you are provided the resources needed to fully evaluate and implement your improvement. The RPI Council will reach out to you once your idea is received. We look forward to your ideas. Thank You!

EVERY IDEA THAT ADDS VALUE AND ELIMINATES WASTE IS WORTH EXPLORING!

To submit an idea go to our Intranet site at: http://97.0.0.81/core/rpi/RPISubmitIssue.aspx
The Relentless Pursuit of Improvement
WWW.LifeWorks.com

1-888-267-8126

user id: hoar
password: eap
Full transcript