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New Employee Orientation

Abbott Onboarding Presentation - Draft

Paul Jentlie

on 5 January 2018

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Transcript of New Employee Orientation

New Employee Orientation


Drug and
Alcohol Policy
Family and Medical
Leaves of Absence (FMLA)
Part Time Office
Work Hours
Customer Relations
Code of Business Conduct
Welcome to Powell!
Problem Resolution Procedures

Discrimination/ Harassment
Inclement Weather
Attendance &
Education and

Open Shop
at Will
Our Benefits include:

You will be eligible for our Medical, Dental, Vision Prescription Benefits on the first calendar day of the month, following a minimum of 60 days of employment.

See human resources for a full description of our current benefits.

Abbott Handbook

You will receive your own copy of the Abbott Handbook. The Abbot Handbook contains a great deal of important information, we encourage you to read through all of it.

Direct Deposit
- Abbott needs to gather the information about your bank account that is required to set up direct deposit of your paycheck.

You have the option of directly your pay to one or multiple accounts to help you manage your money anyway you would like. - You will still be provided with a pay stub each week.


- If you have not already filled out our application online, we will have you fill this out. This allows us to have a consistent record on all Abbott Employees backgrounds.

Field Experience Survey
- If you will be a member of our Field staff, we have you fill out a short survey to help us identify your level of skills in many of the areas that we commonly work in. This helps us to identify which projects will be the best fit for you and also what areas we may want to focus your training in.
To get you started with Abbott we need to have some basic information to ensure you get paid, proper taxes are paid, etc…
I-9 - As an employer we are required by federal law to confirm that you have the “right to work” in the United States. This form confirms that Abbott has verified that you have the proper identification.

W-4 - The W-4 form allows you to define how much tax will be taken from you paycheck, so that you will not have a huge tax bill at the end of the year.

EEOC - In compliance with government regulations, we are required to record the number of employees in each of the categories of AGE, SEX, and ETHNIC ORGIN and MARITAL STATUS.

This information will be kept confidential and will be used in accordance with federal and state regulations. All decisions with regard to transfer, promotions or job assignments within J.R. Abbott will be made and administered without regard to race, color, national origin, sex, age, handicap, disabled or Vietnam era veteran or marital status, except when sex or age are bona fide occupational qualifications and except where handicaps or disabilities cannot be accommodated without undue hardship.
Global Leadership Team
EDH Leadership
Powell Leadership Team
Global Leadership Team
EDH Leadership Team
It is the policy of the Company to implement fair and effective personnel policies and to require all employees to serve the organization's best interest.
To provide equal employment opportunity and treatment regardless of race, religion, color, sex, marital status, sexual orientation, political ideology, age, national origin, disability, military status or any other basis protected by federal, state or local law;
To provide compensation and benefits commensurate with the work performed;
To establish reasonable hours of work based on the Company's production and service needs;
To monitor and comply with applicable federal, state, and local laws and regulations concerning employee safety;
To offer training opportunities for those whose needs and capabilities warrant such training;
To be receptive to constructive suggestions which relate to the job, working conditions, or personnel policies; and
To establish appropriate means for employees to discuss matters of interest or concern with their immediate supervisor or department head.

The Company's Goals for Employees include the following:
Deal with clients and vendors professionally and confidentially;
Perform assigned tasks efficiently;
Are punctual;
Demonstrate a considerate, respectful, and constructive attitude toward fellow employees;
Adhere to the policies adopted by the Company.
Powell Expects that our employee's
Powell has the sole right to exercise all managerial functions including, but not limited to:
Determine and change methods by which its operations are to be carried out;
Determine and change the nature, location, services rendered, quantity, and continued operation of the business;
Assign duties to employees according to the Company's needs and requirements and to carry out all ordinary administrative and management functions; and
Access all areas, including furniture, files, and communications on Company premises. No such areas or communications should be considered private to employees.
Dismiss, assign, supervise, & discipline employees;
Determine and change starting & quitting times;
Transfer employees within departments or into other departments & other classifications;
Determine & change the size and qualifications of the work force;
It is the policy of the Company that all employees who do not have a written employment contract with the Company for a specific, fixed term of employment are employed at the will of the Company for an indefinite period.
Employees who do not have a separate, individual written employment contract are employed at the will of the Company and are subject to termination anytime, for any reason, with or without cause or notice. Such employees may end their employment anytime and for any reason.

No Company representative is authorized to modify this policy for any employee or to enter any agreement, oral or written, contrary to this policy, unless such agreements are made in writing and signed by the President of the Company. Supervisory and management personnel are not to make any representations to employees or applicants concerning the terms or conditions of employment with the Company which are not consistent with Company policies. No statements made in pre-hire interviews or discussions, or in recruiting materials of any kind, are to alter the at-will nature of employment or imply that discharge will occur only for cause.

This policy may not be modified by any statements contained in this presentation or any employee handbook, employment application, Company recruiting materials, Company memorandum, or other materials provided to applicants and employees concerning their employment. None of these documents, whether singly or combined, are to create an express or implied contract of employment for a definite period, nor an express or implied contract concerning any terms or conditions of employment. Similarly, Company policies and practices with respect to any matter are not to be considered as creating any contractual obligation on the Company's part or as stating in any way that termination will occur only for "just cause." Statements of specific grounds for termination set forth in this Handbook or in any other Company documents are examples only, not all-inclusive lists, and are not intended to restrict the Company's right to terminate at-will.

Completion of an introductory period does not change an employee's status as an employee-at-will or in any way restrict the Company's right to terminate such an employee or change the terms or conditions of employment.

It is the policy of the Company to be service oriented and to require employees to greet clients courteously and respectfully. All employees have an obligation to represent Powell in a positive manner and to make clients feel as comfortable as possible in dealing with the organization.
The internal business affairs of the organization, particularly confidential information, represent proprietary assets that each employee has a continuing obligation to protect. The nature of our clients’ dealings makes it essential that we treat each transaction as a confidence under no circumstances are you to discuss our client's business publicly or with another client.

Employees are encouraged to report customer-related problems to their supervisor and to make suggestions to solve problems.

All media and other inquiries of a general nature should be referred to a member of the Executive Team. In addition, the Executive Team must approve all press releases, publications, speeches, or other declarations in advance.

Company/Client Property: All company and client property present on the company or client premises is the sole property of the company or client. If the property is located on Powell’s or the client’s premises, removal of that property shall be considered unauthorized removal of company property and the employee removing such property shall be subject to immediate dismissal. All company and client property left on the company or client premises remains the sole property of the company or client.
We have confidence in our personnel and respect for the dignity and individuality of each employee and therefore have maintained a non-organized environment.

All employees of the Company will be provided promotional opportunities based upon individual effort and performance without favoritism or discrimination
It is Powell's policy to maintain personnel records for applicants, employees, and past employees to document employment-related decisions, evaluate and assess policies, and comply with government record keeping and reporting requirements.
The Company strives to balance its need to obtain, use, and retain employment information with each individual's right to privacy. To this end, it attempts to restrict the personnel information maintained to that which is necessary for the conduct of its business or which is required by federal, state or local law.

Human Resources is responsible for overseeing the record keeping for all personnel information and will specify what information should be collected and how it should be stored and secured.

Employees have a responsibility to make sure their personnel records are up to date and should notify the Human Resources Coordinator in writing of any changes in at least the following:

Telephone number;
Marital status (for benefits and tax withholding purposes only);
Number of dependents;
Addresses and telephone numbers of dependents and spouse or a former spouse (for insurance purposes only);
Beneficiary designations for any of the Company's insurance and 401(k) plans; and
Persons to be notified in case of an emergency.

In addition, employees who have a change in the number of dependents or marital status must complete a new Form W-4, for income tax withholding purposes, within ten days of the change, if the change results in a decrease in the number of dependents.

Employees may annually inspect their own personnel records and may copy, but not remove, documents in the file. Such an inspection must be requested in writing to the Human Resources and scheduled at a mutually convenient time. All inspections must be conducted in the presence of the Human Resources Coordinator or other designated individual.

Personnel files are available only to direct supervisors or management employees who have a business-related need for employment-related information contained in the personnel file.

Employees are to refer all requests from outside the Company for personnel information concerning applicants, employees, and past employees to Human Resources. Human Resources normally will release personnel information only in writing and only after obtaining the written consent of the individual involved. Exceptions may be made to cooperate with legal, safety, and medical officials who have a business-related need for employment-related information contained in the personnel file. In addition, exceptions may be made to related limited general information, such as the following:

Employment dates.
Position held.
Confirmation of wages.

Corporate Leadership Team
It is the policy of the Company to establish the time and duration of the working hours as required by workload, client service needs, and the efficient management of personnel resources. The normal workweek is Sunday through Saturday. The normal workday will consist of eight hours with an unpaid meal period, generally of thirty minutes for manufacturing and field employees and approximately 60-minute duration for office employees. The specific periods and frequency is determined on a site-by site-basis. Rest or coffee breaks consisting of approximately one 15-minute break in the morning and one 15-minute break in the afternoon are considered as time worked.
Each supervisor will determine the schedule of hours and breaks for employees.

Supervisors may schedule overtime when it is deemed necessary. Employees are not permitted to work overtime without the prior approval of their supervisor or department head. For purposes of overtime compensation for nonexempt employees, only hours worked in excess of forty during a workweek will be counted, unless local jurisdictions dictate otherwise. Compensated overtime will be paid on an as worked basis at a rate of one and one-half times the regular rate of pay.

All hourly employees must clock in and out for lunch/meal periods. Supervisors must review and approve all time records prior to submitting to payroll.

Supervisors are responsible for the lunch period coverage and will try to accommodate personal preferences. Remember that prompt answers to the clients' questions are the cornerstones of superior service. If you need to change your lunch period for a valid reason, make sure coverage is provided.

Pay Procedures
It is the policy of the Company to pay employees by check or direct deposit every Friday for hours worked in the preceding workweek. The amount, method, and timing of such payments comply with any applicable laws or regulations.

If the regular payday occurs on a holiday, employees are paid on the last working day before the regular payday.

Each employee will receive, besides their check or deposit notice, a statement showing gross pay, deductions, and net pay. Local, state, federal, and Social Security taxes are deducted automatically. No other deductions are made unless required or allowed by law, contract, or employee obligation. Employees may elect to have additional voluntary deductions taken from their paycheck only if they authorize the deductions in writing.

Employees who discover a mistake in their paycheck, lose their paycheck, or have it stolen, should notify the Payroll Department immediately. In the case of a mistake, the error will be remedied promptly. If there is loss or theft, the Payroll Department will attempt to stop payment on the check and reissue a new one to the employee. However, the employee is solely responsible for the monetary loss and the Company cannot be responsible for the loss or theft of a check if it cannot stop payment on the check.

Non-exempt employees are paid overtime compensation at the rate of one and one-half times their regular hourly rate for work more than forty hours during their normal workweek, unless local jurisdictions dictate otherwise.
It is Powell's policy to designate and observe certain days as paid holidays. This policy applies to all employees at the regular rate of pay.
In order to receive holiday pay, an employee must work the last regularly scheduled workday immediately preceding the holiday and the first regularly scheduled workday immediately following the holiday. The exceptions to this policy provision are excused absences such as approved sick leave, vacation, paid time off or situations included in the inclement weather policy.

A holiday that occurs on a Saturday or Sunday, is observed the preceding Friday or the following Monday.

Employees may wish to observe certain days, which are not included in our regular holiday schedule. Accordingly, employees who wish to be absent on such occasions may obtain approval from their Manager. Employees may use vacation or paid time off days for such occasions.

Hourly workers will receive 8 hours of straight time pay as holiday pay. Any work performed on a holiday must be specifically authorized in advance by your manager. Overtime pay is only paid on physical hours worked, not holiday hours. Example: If you work four 10-hour shifts Monday through Thursday and the holiday is Friday, you will receive 48 hours of regular pay.

Holidays designated & observed by Powell are posted for employees at the beginning of each calendar year. Holidays are listed below.

New Year’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
The day after Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
The company provides paid time off (PTO) to each employee, to be used for personal reasons, the occasional sick day, doctor appointments, office/plant closures, vacation or any reason. Employees must be Benefits Eligible to be eligible for PTO.
Additional PTO for which an individual may become eligible for is based on years of service and will be granted in January of the year the applicable anniversary is achieved. For example, if an employee has 5 years of service on May 1, the employee is eligible for 160 hours of PTO beginning January 1st of that same year.

New employees will receive a prorated amount of PTO, based on the number of full months remaining in the calendar year in which they were hired.

*Years of Service is based on adjusted service date for rehires. Adjusted service date is only applicable to employees who left Powell then returned within 1 year. If an employee leaves Powell, then returns more than one year later, the most recent hire date is the adjusted service date and will be used to calculate years of service. If an employee has remained employed, years of service is based on hire date.

Management of PTO
You are responsible for managing your PTO account. It is important that you plan ahead for how you will use it. We encourage you to develop a plan for taking your vacations, as well as physician appointments and personal business. We also recommend holding some time in "reserve" for the unexpected, such as emergencies and illnesses.

Notice and Scheduling
You are required to provide your supervisor with reasonable advance notice and obtain approval prior to using PTO, when possible. This allows for you and your supervisor to prepare for your time off and assure that all staffing needs are met.

Minimum Increments of PTO
PTO can be taken in one (1) hour increments.

Maximum PTO Balance
The maximum PTO balance is 240 hours. An employee may rollover unused PTO into the next calendar year however, if that amount plus the PTO amount for the new calendar year on January 1st exceeds 240 hours, the excess will be forfeited. PTO cannot be cashed out.

The accrued and unused PTO is paid to employees upon termination of employment, based on full month accruals. The accrued, unused PTO balance will be paid at the employee’s base rate of earnings in effect on the date of termination, or upon change of employment status causing the employee to become ineligible to participate in the PTO plan.
Paid Time Off (PTO) accumulates from date of hire on a calendar year basis. PTO earned may be taken only after completion of the initial six months’ service. An employee whose employment terminates prior to the completion of six months service earns no PTO. PTO is earned as follows:
At the completion of each 10 years of continuous full-time service with the Company, a one-time bonus of 160 hours (20 days) is given. These bonus vacation days are to be taken, consecutively, within one year of completing the 10-year service requirement, or they will be lost.
For purposes of this policy, “continuous full-time service” is defined as employment without any breaks in service exceeding 30 days.
Senior Company Officers (Presidents and Executive Vice Presidents) earn 160 hours (20 days) vacation annually. Other officers earn vacation per the schedule in item two based upon years of service. The exception is that the number of vacation days shall be increased 40 hours (5 days), not to exceed a maximum of 160 hours (20 days).
Vacation dates must be requested a minimum of 30 days in advance and are subject to the approval of the employee’s manager.
Exceptions to this policy may be made at the discretion of the Executive Team.
Office & Superintendent BONUS Vacation Days
All part-time (working under 30 hours/wk) office employees shall be entitled to Paid Time Off benefits under the Powell PTO policy upon satisfying the minimum length of service requirements:
PTO time accumulates from date of hire on an anniversary year basis. PTO earned may be taken only after completion of the initial six months’ service. An employee whose employment terminates prior to the completion of six months service earns no vacation days.
Vacation is Accrued at rate at .06 per hour worked and the maximum number of vacation hours that can be earned is 120 (15 days)

In the interest of vacation days having the desired effect, it is expected that each employee take at least 40 hours (5 days) per year of earned vacation consecutively. Remaining unused vacation days should be taken in no less than full day increments. It is expected that vacation is to be taken in the year earned.

Employees whose employment terminates are paid for unused vacation through the date of termination. This may include unused vacation carried forward from the prior year, in accordance with this policy.

Employees who fail to provide at least two weeks’ written notice of their resignation to the Company shall forfeit and waive any right to payment of unused vacation/PTO.

Except for an employee whose employment terminates as noted above, no employee shall be entitled to receive pay in place of unused vacation/PTO.

For purposes of this policy, “continuous full-time service” is defined as employment without any breaks in service exceeding 30 days.

Vacation/PTO dates must be requested a minimum of 30 days in advance and are subject to the approval of the employee’s manager.

Part time employees are eligible for holiday pay on a pro-rata basis, based on the prior 3 months worked (ex. if you worked 50% in the 3 months prior to a holiday, you will receive 50% of the holiday pay).

Exceptions to this policy may be made at the discretion of the Executive Team.

Eligible employees may apply for family and medical leaves of absence according to legal requirements. Application requires completion of an Absentee Notice requesting a Family/Medical Leave and a Certification by the employee's treating physician or the treating physician of the employee's spouse, child, or parent. Information provided on these forms is used in determining if an employee qualifies for a leave. Except accrued vacation, sick pay, PTO or Workers' Compensation time loss benefits, employees do not receive compensation during an FMLA leave, nor do they accrue vacation, paid time off, holiday, or sick pay benefits.
Employees generally are eligible for an FMLA leave of absence if they have worked at least twelve months and a minimum 1,250 hours of work in the twelve-month period preceding the start date of the leave. Time paid but not worked is not counted toward the 1,250 hours, unless otherwise required by law. Eligible employees may be entitled to 12 work weeks (18 weeks for pregnancy) of unpaid leave in any twelve-month period: 1) to care for your newborn or newly-adopted child or newly-placed foster child, 2) to care for a child, parent, or a spouse who has a serious health condition, 3) because of your own serious health condition. A "serious health condition" is an illness, injury, impairment, or condition that generally involves inpatient care in a hospital, hospice, or residential medical care facility; a period or incapacity of more than three consecutive days; a chronic condition; multiple treatments; or continuing treatment by a health care provider. Besides the leave described above, a female employee may also be entitled to leave for the actual period of disability associated with pregnancy and childbirth.

Leave to care for a newborn, newly adopted child or newly placed foster child must be taken within twelve months of the birth, adoption, or placement. If the Company employs both parents, they are together entitled to 12 workweeks of unpaid leave.

If you wish to take leave and the need for the leave is foreseeable, you must submit an Absentee Notice requesting a Family/Medical Leave at least 30 days before the anticipated date the leave is to begin (14 days notice for a leave due to a child's terminal illness). The notice must state the reason for the leave and the dates during which you intend to take the leave. If you are not able to give the required notice because the need for the leave is not foreseeable, you must give notice as soon as possible. "As soon as possible" means as soon as both possible and practical, taking into account all of the facts and circumstances of the case. Medical certification and certain other responsibilities and details are spelled out in the Response to a Leave Request and Certification of Health Care Provider forms which will be sent to you by request. Upon conclusion of an FMLA leave, most employees are entitled to be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. However, under some circumstances, this may not occur. For example: if your position would have been eliminated, even if you were continuously working, then the company would offer a position with comparable pay and benefits. Then, certain "key" employees may lose their job restoration rights under some circumstances.

You must use any accumulated benefits to which you are otherwise entitled while on FMLA leave, such as accrued sick pay, paid time off, and vacation plan benefits. If leave pursuant to this policy would also qualify as leave under any other Company benefit or policy, the period of the FMLA leave will apply toward your entitlement for each type of leave that may apply.

By taking the leave, you will not lose any benefits, which accrued before the start of the leave. You will not be entitled to accrue sick pay, holiday, or vacation benefits during the leave. The Company will maintain its contributions to your health insurance premiums while you are on the leave. You will be required to continue your share of the premiums for yourself and your dependents. You will also be required to arrange in advance self-payment of your other insurance benefits. Note that if you do not return at the end of your leave, you may be required to repay the Company for its contributions to the cost of your health insurance premiums during your leave.

For further details concerning the application of this policy, please contact the Human Resources Coordinator. The policy will be administered according to the extent required by applicable laws and the regulations interpreting it.
The company provides maternity disability leave to all female employees for any period of disability associated with pregnancy and childbirth, even if the employee is not eligible for FMLA leave. Additionally, a female employee qualifies for FMLA leave, she may be allowed to take up to 12 weeks of unpaid leave immediately after her disability due to pregnancy or childbirth

Maternity Disability Leave
Powell expects its employees to be on the job whenever they are scheduled to work. However, circumstances may make it necessary for employees to be absent, and short- or long-term leaves of absence may be granted by the Company. Discretionary leaves of absence must be arranged with your supervisor. Despite the reasons for absence, frequent absences from work or absences for excessive periods may result in corrective disciplinary action, depending on circumstances. This policy applies to all employees regularly scheduled to work at least twenty-two hours per week.
Other Leaves of Absence
The Company encourages employees to fulfill their civic obligations, including serving on a jury. When an employee is required under summons or subpoena to appear as a witness, Powell will not attempt to have the employee excused or deferred from appearing. Employees will be granted time off with pay for the absence from work necessary to:

Appear for jury duty
Testify as a witness for the Company.
Respond to a subpoena to appear as a witness in any legal proceeding.
Appear at arbitration resulting from the referral, by a court, for a lawsuit that has been filed with the court
Respond to a subpoena to appear for a deposition.

Time off with pay, unless required by applicable law, will not be granted if the employee:

Is subpoenaed as a witness against the Company or its interests
Is subpoenaed as a witness as a direct party in the action (i.e., plaintiff, defendant, or grievant).
Voluntarily seeks to testify as a witness.

Powell will compensate employees for all time served for jury duty or witness service, at the employee’s regular rate including any shift premium. The Company does not provide reimbursement for travel or meal expenses unless serving as a witness for the Company. Employees are permitted to retain any monies provided to them by the court, in addition to their regular pay.

Generally, an employee on jury duty or witness service should return to work when dismissed from court if four or more hours remain in their regular workday, allowing for meal and travel time. If the employee serves a full day of jury duty or witness service and would normally work on second shift that same day, the employee will not be expected to work their shift.
Reservist or National Guard Duty:

For short periods of military duty (not to exceed two weeks), such as summer camp, is considered vacation time or leave without pay at the discretion of the employee. You are required to notify the Human Resources Coordinator in writing 30 days before you report for duty.

Emergency Military Duty:

Should you be required to take a leave of absence to fulfill your military obligations, the leave is considered vacation time or leave without pay at the discretion of the employee. The employee's job and benefits are protected according to Federal and State law. Insurance benefits are continued to the extent permitted under the group policies.
If there is a death in your immediate family, you are allowed a leave up to five working days following the death. Regular compensation will be paid for any of the five working days.

Members of the immediate family include: father, mother, sister, brother, spouse, son, daughter, granddaughter, grandson, grandparents, father-in-law, mother-in-law, or relative with whom you reside.

You must contact the Human Resources Coordinator prior to taking bereavement leave.

Any leave of absence exceeding 15-calendar days will require drug testing before you return to work.

Unpaid extended leaves of absence may be granted by the Company, in the Company’s sole discretion. Any employee wishing to take an extended leave of absence must submit a request for such a leave with the Human Resources Coordinator, setting forth the duration of and reason for the requested leave.

Human Resource will pre-approve all leaves.

There is no guarantee that you may return to your same job.
Powell's emergency management efforts are focused on prevention, preparedness, response, and recovery. We have processes in place to effectively manage emergency response, business continuity and crisis management.

In case of an emergency please follow the appropriate procedure:

Find cover or a safe place during the emergency.
After the emergency meet in the parking lot for role call.
The Emergency Response representative for your assigned area will conduct a role call to determine if anyone is missing.
The Human Resource/Safety Manger will contact management to notify them of our situation.
Powell believes that continuous training is beneficial not only to our employees, but to the Company as well. The Education and Training Policy has been developed to encourage our employees to increase their skills and competencies.

Eligible employees, working a minimum of 30 hours per week and employed for one year, may receive payment for tuition for courses of study that J.R. Abbott Construction determines are directly related to the employee's present position or which enhances the employee's potential for advancement within our firm.

All requests for continuing education courses and training must be submitted to the Human Resources Coordinator for approval, before the program begins. The following factors are considered in evaluating requests for educational assistance:

The nature and purpose of program;
The benefits to be derived by the employee and J.R. Abbott Construction;
The employee's level of responsibility and length of service;
The estimated cost; and
Any potential lost time or productivity while the employee participates in the program.

Employees are expected under normal circumstances to schedule class attendance outside their regular working hours.

Employees are required to pay for the program and will receive reimbursement for eligible expenses/costs for the course upon successful completion of the course and the receipt of the class transcript. However, if an employee is requested to attend a class by their direct supervisor (regardless of length of service), J.R. Abbott Construction pays for the program in advance.

Reimbursement Requirements

Grade Percent Reimbursed
4.0 - 3.5 A 100%
3.4 - 3.0 B 90%
2.9 - 2.2 C 80%
2.1 - D None

Employees who, before completing an approved program, voluntarily leave J. R. Abbott Construction or are terminated will not be reimbursed for any expenses associated with the program.

Powell is committed to protecting the safety, health, and well being of its employees and all people who come into contact with its workplace(s) and property, and/or use its products and services.

Recognizing that drug and alcohol abuse pose a direct and significant threat to this goal, and to the goal of a productive and efficient working environment in which all employees have an opportunity to reach their full potential, Powell is committed to assuring a drug-free working environment for all of its employees.

Drug and Alcohol Prohibitions
Powell strictly prohibits the illicit use, purchase, possession, sale, conveyance, distribution, or manufacture of illegal drugs, intoxicants or controlled substances in any amount or in any manner, including having a detectable presence of illegal drugs in the body systems.

In addition, Powell strictly prohibits employees from using or being under any influence of alcohol during working hours.

Prescription or nonprescription medications are not prohibited when taken in accordance with a lawful prescription or consistent with standard dosage recommendations. Employees in safety-sensitive jobs are responsible for notifying their supervisors when prescribed medications may interfere with their ability to do their jobs safely.

Drug and Alcohol Testing
Powell asserts its legal right and prerogative to test any employee for substance abuse. Employees may be asked to submit to a medical examination and/or to submit to urine, saliva, and/or breath testing for drugs or alcohol.

Employee acceptance of medical examinations and testing, when requested by Powell, is a mandatory condition of employment. Refusal to submit to such medical examinations and tests constitutes a violation of Company policy and is grounds for adverse employment action.

New Hires
All new hires and re-hires (re-hires over 15 days) of regular full-time or part-time employees will acknowledge receipt ofPowell’s policy during the application process and are required to submit to a pre-employment drug test. Failure to pass this drug test shall result in denial of employment and no further applications for employment, from this person, will be accepted for the following 6 months.

Notification of Criminal Convictions
Any employee convicted of a violation of a criminal drug statute that is workplace-related must notify Powell in writing within five calendar days of the conviction.

When Powell has any reason to believe that an employee is violating any aspect of this policy, he or she may be asked by the Company to submit immediately to a search or inspection at any time (including during breaks and the lunch period) while on Company premises or in Company property.

This includes a search of an employee’s person and/or the requirement that the employee make his or her locker, lunch box, briefcase, purse, pockets, wallet, personal belongings, desk, work station, vehicles or any other property he or she uses, or has access to, available for inspection.

Entry upon Company premises constitutes consent to search and inspections.

An employee refusal to consent to a search or inspection when requested by Powell constitutes a violation of Company policy and is grounds for adverse employment action.

Employee Assistance
Powell urges individuals with substance abuse problems to seek help, and Powell is committed to providing assistance.

The goal of Powell’s policy on Employee Drug and Alcohol Abuse is not only deterrence; it also is detection and treatment.

Powell therefore makes available to all employees a confidential employee assistance program (EAP) which the program’s ultimate goal is rehabilitation. This program is available at no cost to employees and their dependents, and includes initial assessment, referral, and counseling.

The EAP includes family support, counseling, and re-enforcement, all of which can be critical to the successful rehabilitation of a substance abuser.

Any subsequent treatment after referral from Powell’s EAP program to an outside treatment provider may be covered under the employee’s health care coverage. The costs of continuing or long-term rehabilitation services, whether covered by the employee’s medical plan or not, are the ultimate responsibility of the employee.

General Responsibility and Applicability
Substance abuse prevention is everyone’s responsibility. Powell expects all of its employees to recognize and accept this responsibility, and to do their part in assuring that, working together, we can achieve and maintain a drug-free working environment for all Powell employees.

This policy applies equally to all Powell employees, no matter what position or employment status, including all management employees, contract employees, and part-time employees—without exception.

Any violation of this policy shall result in adverse employment action up to and including dismissal and referral for criminal prosecution. However, nothing in this policy prohibits an employee from being terminated for reasons other than the positive test result. Employees may be disciplined for failure to report an injury in the workplace.

It is the policy of Powell to require employees to report for work punctually and to work all scheduled hours. Excessive tardiness and poor attendance disrupt workflow and customer services. This policy applies to all employees.
If you are unable to report for work because of illness or other valid reason, notify your direct supervisor. Do not leave messages with the receptionist at the office, office voice mail, or Human Resources. Do not leave a message with another employee or the answering service. It is your responsibility to have the telephone number of the job site trailer and to notify the superintendent of your absence before 9:00 AM for each day of absence. We want to be advised of the expected duration of the illness or problem.
A service intensive industry such as ours emphasizes communication that will provide superior client service. Therefore, if you must leave the office for personal reasons, inform your direct supervisor and the receptionist and change your voice mail message. As a courtesy to your co-workers, ensure those you work with and the receptionist knows you are leaving the office and whether you are available for client calls. Anyone anticipating an absence should notify his or her supervisor for approval. The supervisor forwards the request or approval to the Human Resources.

Tardiness occurs whenever an employee arrives at their work site after their scheduled start time. Consistent tardiness or absenteeism is not an acceptable work standard. An employee not calling or showing up to work may be terminated after two days of an unexcused absence.
Powell recognizes the role weather may play in an employee’s ability to report to work. The severity of conditions may vary depending on your location; employees are expected to exercise good judgment in assessing travel safety factors before leaving their home.

It is the employee’s responsibility to call the job site or main office on the morning of the inclement weather to verify the operating hours for the day.

If the office/job site is open and public transportation is running, you are expected to work a normal day. If you are unable to get to work, days lost because of inclement weather are considered vacation or PTO time unless an employee has exhausted their vacation allowance. If there are no vacation or PTO days available, the absence is recorded as a leave without pay.

In the event the office or job site is closed, hourly positions are not compensated for the duration of the closure.
The personal appearance of employees affects our clients' and vendors' impression of our organization's professionalism and character, and also affects morale within the organization. Personal appearance can affect how you are viewed within the company and be a factor in meeting your goals for promotion and additional responsibility. The professional image of Abbott Construction is expected to be reflected in employee attire and grooming. The overall appearance of an employee's attire should be professional, neat, clean, and coordinated. Our daily office standard can be described as “business casual”.
When you have a planned client meeting, appropriate attire is expected. For some planned owner meetings and presentations, you may be required to dress more formally with a suit and tie, slacks, blouse, or dress. Oftentimes a meeting is not pre-planned, or a client visits the office unexpectedly. For this reason, the expectation is that all Abbott employees present themselves professionally on a daily basis.

Monday through Friday jeans of any kind, brand, fit or color, are not an allowable office clothing option. An exception can be made for days when a majority of your day will be spent on a job site.

Clothing that reveals too much skin, your chest, your back, your stomach, or your underwear is not appropriate for a place of business. In our environment, clothing should be pressed and not wrinkled. Torn, dirty, or frayed clothing is unacceptable. All seams must be finished. Any clothing that has words, terms, or pictures that may be offensive to other employees is unacceptable.

Clothing that is inappropriate office attire includes:

Sweat pants, jeans, exercise pants, cargo pants, or shorts
Sweatshirts or hoodies
T-shirts, midriff tops or tank tops
Sheer fabrics worn alone
Skirts or dresses shorter than mid-thigh
Blouses or tops with plunging necklines
Flip-flops, Athletic shoes, tennis shoes, or slippers
Excessive jewelery, belts and accessories
Weekend wear such as overalls, baseball caps, gemmed and glittered clothing, denim skirts, etc.

Clothing that is appropriate office attire may include:

Khakis, slacks, or dress pants
Skirts and dresses longer than mid-thigh
Collared shirts, blouses, sweaters
Sport coats, cardigans, vests
T-shirt with a sport coat
Dress shoes, loafers, heels, flats, or boots
Modest jewelery, belts and accessories

Clothing that is required on the job-site includes:

Shirts with sleeves (no sleeveless, tank or muscle shirts)
Long pants
Hard hats
Safety glasses
Leather boots
Orange vests where required

No dress code can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear to work. If you experience uncertainty about acceptable, professional attire for work, or have doubts regarding what is appropriate, please ask your supervisor or Human Resources for confirmation. It is likely that a clothing item which cannot be easily and clearly identified as an allowable clothing option is in fact not acceptable.

If clothing fails to meet these standards, as determined by the employee’s supervisor and Human Resources, the employee will be asked not to wear the inappropriate item to work again. If the problem persists, the employee may be sent home to change clothes and will receive a verbal warning. Progressive disciplinary action will be applied if dress code violations continue.

The policy of the Company is to provide communications equipment necessary to promote the efficient conduct of its business. Communication equipment includes telephones; fax machines, computers, and other electronic media. All equipment is the sole property of J.R. Abbott Construction and the Company reserves the right to monitor and review all communications and electronic records. It is not our intent to do so except for legitimate business reasons.

The telephone is an extremely important factor in the servicing of our accounts. For many of our clients this contact forms the primary basis of their opinion of J.R. Abbott Construction Inc. A positive telephone contact with a client can enhance goodwill, while a negative experience can destroy a valuable relationship.

Employees should not use communications services and equipment for personal purposes except in emergencies or when extenuating circumstances warrant. This includes radios or other electronic devices. When personal use is unavoidable, employees are expected to log any user charges and reimburse the Company for them.

Employees should exercise care so that no personal correspondence appears to be an official communication of the firm. Personalized Company stationery and business cards may only be issued by the firm.

J.R. Abbott Construction has implemented the following formal policy controlling the acquisition, installation, and use of commercial and noncommercial computer programs ("Software") within the Company. All employees who use Software are expected to comply with the spirit, intent, and terms of the procedures outlined below.

Software is subject to ownership, copyrights, and licensing agreements from Software owners, vendors, or licensees. The right (license) to use Software normally stipulates restrictions on copying, distribution, and use. The Company has adopted the Software Control Policy set forth below to control the ordering, installation, copying, and use of Software. This will ensure that the Company and its employees do not infringe these copyrights or violate the terms and conditions of any of our license agreements with our vendors.

If, during any maintenance of computer equipment owned by the Company, unauthorized or possibly infringing copies of Software are discovered, the Information Systems Manager will notify the user of the Software to remove infringing or unauthorized copies. If appropriate to meet the Company's needs, the Information Systems Manager will arrange for acquisition of authorized copies of Software.

Employees will not make, possess, distribute, or use any unauthorized or infringing copy of Software. Employees will not make any copy of Software without the express authorization of the Information Systems Manager.

All Software installed on computer equipment owned by the Company must be registered with the Information Systems Manager. Registration provides the Company with Software update notices and demonstrates the Company's compliance with governmental Software licensing regulations.
All Software that employees believe is necessary or desirable for the performance of their jobs must be ordered through the Information Systems Department. Employees are not authorized to purchase or license copies of Software for the Company without approval of the Information Systems Manager.

Employees are not authorized to install any personally owned Software on the Company's computer equipment.

Employees will not make any copy of Software, owned or licensed by the Company, for personal use. Employees will not take any copies of Company-owned Software off the Company's business premises except use in conjunction with Company-owned computer equipment that has been authorized. The original copy of each Software acquired by the Company or by employees for use on the Company's computer equipment will be kept by the Information Systems Department. Normally, the working copy of the Software will be installed on the network. In a case where the Software cannot be installed on the network, the working copy will be installed on the intended user's hard drive.

Software will not be loaned or transferred from one individual within the Company to another without advising the Information Systems Manager so that records can be updated. Software will not be loaned to any person or company outside the Company. Employees will not accept or use Software from outside the Company.

The Company views Software control as a serious matter. The unauthorized duplication, misappropriation, or other improper use of Software by employees may violate the copyrights of the owners of the Software or place the Company in breach of its license agreements with the owners of Software, resulting in substantial penalties to the Company.

The copying of Software or removal of a copy of Software from the Company's business premises for personal use will be viewed as a misappropriation or theft of Company-owned property.

Employees may not drive company vehicles for personal use, or use personal vehicles for business purposes (excluding travel from your home, to the jobsite and back.). The company will check an employee's driving record, verify the existence of a valid driver's license, and make sure the employee is eligible for coverage under any applicable J.R. Abbott Construction insurance policy. Employees approved to drive on J.R. Abbott Construction business are required to inform their supervisor of any changes that may affect either their legal or physical ability to drive or their continued insurability.
Employees are not permitted, under any circumstances, to operate a J.R. Abbott Construction vehicle, or a personal vehicle for J.R. Abbott Construction business, when any physical or mental impairment renders the employee unable to drive safely. This includes, but is not limited to, circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of illness, medication, or intoxication.

Employees may not use J.R. Abbott Construction vehicles for non-business purposes. Internal Revenue Code requires that the personal use of a Company-owned automobile be treated as compensation.

Employees who use their personal vehicle for approved business purposes will receive a mileage allowance equal to the Internal Revenue Service optional mileage allowance for such usage. Charges for mileage allowance reimbursement must be approved by the employee's supervisor and submitted to the Accounting Department for payment.

Employees must report any accident, theft, or malicious damage involving a J.R. Abbott Construction vehicle, or a personal vehicle used on J.R. Abbott Construction business, to their Supervisor. Such reports must be made when possible, but no later than forty-eight hours after the incident.

Time spent by nonexempt (hourly) employees in driving J.R. Abbott Construction vehicles, or personal vehicles on J.R. Abbott Construction business during normal working hours, is to be considered hours worked for pay purposes.

Travel & Subsistence
The purpose of this policy is to provide a fair, uniform, and consistent basis for compensating employees working on projects out of the area and to provide a reliable basis for estimating the cost of performing out of area work with Seattle area personnel.
Hourly employees will receive a $2.00 per hour increase in pay when housed out of the area, in states that do not have an income tax.
Hourly employees will receive a $2.75 per hour increase in pay when housed out of the area, in states that have an income tax.
Salaried employees will receive a 20% increase in pay when housed out of the area, regardless of the state’s income tax status.
Income taxes will be deducted from employee’s gross income and paid to the state the employee is working in. It will be up to the employee to file appropriate income tax forms to claim any refunds.
All employees are paid for mileage at the standard IRS rate for travel to and from jobsites exceeding 60 miles each direction from home or office, whichever is closer, when not being housed at the jobsite.
When employees are housed out of the area, they are paid for the time traveling to and from the job, one time. If the job duration is longer than four weeks, employees get paid for one round trip home every four weeks, in the form of mileage or air fare, whichever is appropriate to the circumstance.
Subsistence is a minimum of $30.00 per day for all personnel. One week of subsistence is paid up front at the start of the job. Subsistence will be adjusted for different geographical areas in accordance with the standard area modification table.
Basic housing is provided; either through company purchased lodging, or through an allowance paid directly to the employee. Provision for housing is in addition to subsistence.
All employees are paid subsistence seven days per week, when being housed out of the area and working a minimum of forty hours per week.
Supervisor will notify the Payroll Department as to when subsistence will start and stop for all employees.

We believe all employees must be allowed to work in an environment free of discrimination or harassment. This includes protection against discrimination on the basis of race, color, sex, national origin, religion, age, marital status, sexual orientation, gender identity, political ideology, military status, disability or any other basis protected by federal, state or local law. To accomplish this, we must have the cooperation of our employees. If you believe that you or another employee has been subjected to harassment or discrimination, we urge you to report it immediately to your supervisor, any member of the Executive Team or the Human Resources Coordinator. If the matter is not resolved satisfactorily, it must be reported to the Human Resources Coordinator.
Sexual Harassment may be difficult to recognize in certain circumstances. It can consist of sexual favoritism, attempts to condition employment benefits on sexual concessions, or comments and/or conduct that creates a hostile or intimidating atmosphere. We want an open, friendly, non-coercive environment for both male and female employees. If you feel that the conduct or statements of any other employee may constitute sexual harassment, or may undermine our commitment to equal employment opportunity, you must report it immediately to your supervisor, Manager, and/or the Human Resources Coordinator. It is your obligation as an employee!

Your report will be taken seriously and investigated. You will be protected form retaliation against for making or supporting a complaint. We will protect the confidentiality of those involved to the extent that it is consistent with our need to investigate and resolve the problems.

Examples of prohibited conduct include:

Epithets, slurs, name calling, negative stereotyping or threatening, intimidating or hostile acts that relate to sex, sexual orientation, race, color, religion, national origin, age, disability or political ideology.
Any threats or suggestions of physical harm. Any actions of physical harm are grounds for immediate termination.
Written or graphic material displayed or circulated in our workplace that denigrates or shows hostility or aversion toward an individual or group because of sex, sexual orientation, race, color, religion, national origin, age, disability or political ideology.

Examples of prohibited sexual harassment include:

Vulgar or sexual comments, jokes, stories and innuendo.
Graphic or suggestive comments about someone’s body or manner of dress.
Display in the work place of sexually suggestive photographs, cartoons, graffiti and the like.
Intimidating, hostile, derogatory, contemptuous or otherwise offensive remarks that are directed at a person because of that person’s sex, whether or not the remarks themselves are sexual in nature, where the remarks cause discomfort or humiliation and interfere with the performance of the employee’s duties.
Retaliation against an employee for refusing sexual or social overtures, for complaining about sexual harassment, or for cooperating with the investigation of a complaint.

All reported incidents are investigated under the following guidelines:

All complaints are kept confidential to the fullest extent possible, and will be disclosed only to management and as necessary to allow us to investigate and respond to the complaint. No one will be involved in the investigation or response except those with a need to know.
Anyone who is found to have violated our anti-harassment policy is subject to corrective action up to and including immediate discharge. Corrective action will depend on the gravity of the offense. We will take whatever action we deem necessary to prevent an offense from being repeated.
We will not tolerate retaliation against anyone who makes a complaint in good faith or who cooperates in an investigation in good faith.
We expect you and want you to immediately report all incidents of harassment, discrimination or other inappropriate behavior as soon as possible. We want to provide you with a pleasant and productive working environment, but we can’t do that if these issues are not brought to our attention. Please join us in our efforts to maintain J.R. Abbott Construction as an enjoyable place to work for all employees.

First Choice EAP
Philosophy And Mission

The Company has retained First Choice EAP to provide referral and resources for employees and their family members.

First Choice's holistic approach to life event services is designed to enrich and support employees as they experience life changes — a new career, marriage, balancing work and life, diversity issues, relationship concerns, illness/ disability, childbirth, child care, parenting, and sick or aging dependents. First Choice believes that integrating these services into the customer's benefit system is vital to the continuity of life event support.

Program Description
The First Choice comprehensive benefits package includes:
Employee Assistance Program
Legal/Financial Service
Child/Family Referral Service
Adult/Elder Referral Service
Health Resources
Program Access
First Choice website
800 toll-free employee access
24-hour service
Professional counselors available at all times
TDD/TDY services for hearing impaired
Language Line with translation services for 140 languages
Service Delivery
Personalized service using a care manager
Pertinent educational materials
Tailored search for needed resources
Integrated service delivery offering more support than the traditional EAP
Employee orientation
Manager/supervisor hotline

Resource Library
First Choice's library of educational articles addressing virtually any life event including relationships, work, child care, adoption, schools, colleges, and the concerns of aging is available on the website. Using a PIN number assigned to the client company, employees may access, read and print articles through their office or personal computer at any hour.
First Choice's Legal/Financial service assists employees in the following ways:
Clarifying legal/financial concerns
Providing telephone consultation with an attorney or financial planner
Providing referrals to state-specific attorneys or financial planners for ongoing work at a discount rate
Following-up to ensure that needs have been met

Examples of legal needs include but are not limited to the following areas:
Domestic relations including custody, alimony and divorce
Landlord/tenant issues
Property claims
Home/boat/car purchase

Examples of common financial concerns include but are not limited to the following examples:
Estate planning
Retirement/investment planning
Budgeting/financial planning
Debt consolidation

First Choice's child/family referral program assists employees in:
Clarifying child/family needs
Referring to appropriate screened resources
Following-up to ensure that needs have been met

The program includes but is not limited to the following types of referrals:
Adoption agencies
Child care centers, homes, camps
Public/private schools
Colleges, universities, vocational schools
First Choice's Adult/Elder referral program assists employees in:
Identifying issues and clarifying adult/elder needs
Referring to appropriate screened resources
Following-up to ensure that needs have been met

The program includes but is not limited to the following types of referrals:
Adult day care/senior centers
Assisted living/nursing homes
Community resources: transportation, meals, support groups
Respite care

Health Resource is a health care information service. Experienced nurses are available to employees and their dependents. As a consumer’s resource for better health, this service gives easy access to health information, which supports an individual’s ability to make educated health care and wellness decisions, and assists him or her to become a more informed consumer.

By utilizing our toll-free number, employees and their dependents can access First Choice’s Health Resources 24 hours a day, 7 days a week, 365 days a year.
Program Components
Referrals to treatment
Referrals to community services
Referrals to child, elder, legal, financial and information resources
Substance abuse assessment
Manager hotline
Case management/follow-up
Educational materials
Mandatory referrals
Critical incident debriefings
We would appreciate a written letter of resignation be submitted to Human Resources Coordinator stating your reason for terminating employment. Then your exit interview is scheduled to inform you of any accumulated benefits and the extent of benefits coverage.

Employees who are laid off must complete and sign the employee Termination/Layoff form. The Supervisor then submits the form to the Human Resources Coordinator.

Any unpaid earned vacation or paid time off is paid on your final paycheck; provided that employees give at least two weeks’ written notice of their resignation to the Company.
All Abbott employees should have an opportunity to discuss any work-related problems. Complaints or problems of employees, except discipline or termination, should be handled through the following channels of communication:

1. Within 24 hours of the action leading to the complaint or problem, provide a written complaint or problem to your immediate supervisor for discussion.

2. If the problem is not resolved, you may report the complaint or problem to the next level of management within one week of the action leading to the problem.

3. If a satisfactory resolution is still not reached (after you bringing the matter to the next level of management), report the to the problem Human Resources Coordinator within two weeks of the action giving rise to the complaint or problem.

Immediately take complaints of a serious nature – those that require prompt management action – to the level of management best suited to deal with the problem. Such complaints may include sexual harassment or criminal conduct. See policy 79 for further details.

The problem resolution procedure has a maximum of three steps, but complaints or problems may be resolved at any step in the process.
It is the policy of the Company to comply with all applicable federal, state, and local health and safety regulations and to provide a work environment as free as practicable from recognized hazards. Employees are expected to comply with all safety and health requirements whether established by the Company or by federal, state, or local law.


It is the policy of J.R. Abbott Construction Inc. to maintain a safe working environment for our employees. Hard hats, safety glasses, and leather boots are required on all job sites for all J.R. Abbott personnel, clients, subcontractors and any other occasional visitors who enter the job site. In addition, orange vests must be worn on sites where major field equipment is used.

There may be a case-by-case exception to the mandatory personal protective equipment policy, only when approved by the site superintendent and the safety manager.

J.R. Abbott Construction will provide an $85 rebate for those employees who need prescription safety glasses. The prescription safety glasses must have the ANSI Z-87 or Z-87.1 stamped on the frame with side shields. To obtain the rebate, please send the receipt to Human Resources.

It is the policy of Abbott to provide work sites, tools and office equipment meeting recognized ergonomic standards for safety, work comfort, and productivity. Should you need any special accommodations for your office or workstation, you should make a request to your supervisor and the Safety Manager.

More information on our safety procedures will be discussed in your safety orientation and safety manuals.
Employees need to be cognizant of their personal safety at all times. Guests are to be escorted beyond the lobby area.

During our core hours, roughly 7:00 a.m. to 5:00 p.m., the office and job sites may be accessible to intruders. If you notice unescorted individuals on the premises, call either reception or the Superintendent. Do not attempt to question or detain the individual.

If you feel threatened because of a domestic situation or a work-related incident, you should notify your supervisor. Management, and receptionist can then be alerted to the possibility of unwanted visitors.

Perimeter doors are to be locked between 5:00 p.m. and 7:00 a.m. and throughout the weekend. If you are working before or after core operation hours, please do not unlock or block open security doors. Also, employees working after hours should park as close to the building as practical.

Office and jobsite desks and file cabinets do not provide foolproof security for your valuables. Do not make a habit of leaving money, purses, etc. exposed during the day or on the premises after hours. Any lost or stolen property on the company or the client’s premises is the sole responsibility of the employee.
J.R. Abbott Construction Inc. is committed to actively working with injured workers in order to promote their recovery and return to a full and productive life.

To this end, the people of J.R. Abbott Construction Inc. have adopted a Preferred Provider Coordinated Care Program in Snohomish, King and Pierce Counties, and a Transitional Light Duty Work Program.

1. Preferred Provider Coordinated Care Program
In Snohomish, King and Pierce Counties, injured workers are to report to a US Health Works/Health South network facility, (as the preferred provider), for diagnosis and treatment of on-the-job injuries. If the worker’s condition is so serious that taking extra time to go to a US Health Works/ Health South hospital would endanger the worker’s health, the closest emergency service should be accessed.

US Health Works/ Health South will coordinate the worker’s treatment and recovery and monitor the worker’s progress, and insure that the worker’s care is coordinated between his/her primary physician and other specialists.

For locations outside the three county US Health Works/ Health South network, J.R. Abbott Construction Inc. will monitor the injured worker’s care and return to work. Injured workers may report to any appropriate medical facility.
2. Transitional Light Duty Program
An important part of a worker’s recovery is a transitional light duty work program. It is the Company’s goal, whenever practical in the employer’s sole discretion, to keep injured workers on the payroll, in a position that is tailored to their specific condition and needs.

All Abbott employees are to report any injury incurred during the course of their work, to their superintendent or supervisor immediately. That superintendent or supervisor is to fill out and fax a completed accident report to the Safety Manager immediately after attending to the injured worker. The Safety Manager will monitor to assure that all parties respond and coordinate, as they should.
Hourly Employee Paid Time Off (PTO)
The company provides paid time off (PTO) to each employee, to be used for personal reasons, the occasional sick day, doctor appointments, office closures, vacation or any reason. Employees must be Benefits Eligible to be eligible for PTO.

Eligibility and Accrual
All hourly employees will earn PTO benefits for every hour paid, including overtime. However, once an employee reaches their maximum “PTO Annual Benefit” they will not accrue or earn additional hours during the remainder of the calendar year. The PTO accrual rate is based on years of service as follows:

Additional PTO, for which you may become eligible for, will go into effect as of January 1st in the year the applicable anniversary is achieved. For example, if an employee has 5 years of service on May 1st, the employee will accrue up to 160 hours of PTO beginning January 1st of that same year.

*Years of Service is based on adjusted service date for rehires. Adjusted service date is only applicable to employees who left Powell then returned within 1 year. If an employee leaves Powell, then returns more than one year later, the most recent hire date is the adjusted service date and will be used to calculate years of service. If an employee has remained employed, years of service is based on hire date.

Management of PTO
You are responsible for managing your PTO account. It is important that you plan ahead for how you will use it. We encourage you to develop a plan for taking your vacations, as well as physician appointments and personal business. We also recommend holding some time in "reserve" for the unexpected, such as emergencies and illnesses.

Notice and Scheduling
You are required to provide your supervisor with reasonable advance notice and obtain approval prior to using PTO, when possible. This allows for you and your supervisor to prepare for your time off and assure that all staffing needs are met.

Minimum Increments of PTO
PTO can be taken in one (1) hour increments.

Maximum PTO Balance
Employees may accrue and carry over PTO hours equal to one year’s PTO Annual Benefit. At the end of the calendar year, if an employee has a PTO balance that is greater than their current year PTO Annual Benefit, up to 50 percent of the Annual Benefit will be cashed out and the remainder will be forfeited.

Selling PTO
The company provides PTO in order for employees to take time off away from work. In the event you are unable to use all of your PTO, you may sell PTO. The minimum amount of PTO that can be sold is 40 hours and the maximum is half of the current year PTO Annual Benefit. The only exception to this is the automatic cash out that occurs in January, which is noted in the Maximum PTO Balance section above.

The PTO balance is paid to employees upon termination of employment for any reason. The unused PTO balance will be paid at the employee’s base rate of earnings (excludes overtime, shift premium, etc.) in effect on the date of termination, or upon change of employment status causing the employee to become ineligible to participate in the PTO plan.

Foreman & CRAFT Schedule - Paid Time Off (PTO)
Paid Time Off (PTO) Definition: Hours used by the employee, within the guidelines of the policy for paid time off, vacation, personal illness or injury, to care for a sick or injured child, doctor appointments, inclement weather days, or as deemed necessary by the employee.

PTO is earned as follows:
Paid Time Off (PTO) accumulates from date of hire on an hourly prorata basis. PTO earned may be taken only after completion of the initial six months’ continuous service. An employee whose employment terminates prior to the completion of six months from date of hire earns no PTO days (excluding lay-off).

Both straight and overtime hours count as one hour worked towards the earning of PTO.

PTO is to be taken in the anniversary year earned. The maximum carry forward amount is 30 days/240 hours.

PTO days must be arranged with and approved by the employee’s supervisor with as much notice as possible, taking into account the employee’s job duties.

If the PTO benefit is used for sick leave, the employee must notify his/her supervisor within one hour after the start of the regular work shift on each day absent. Failure to give proper notice may result in the reduction of PTO benefits.

PTO must be taken in 8-hour increments.

PTO periods must be scheduled to accommodate workloads and business requirements, plus the wishes of the employee. To minimize conflicts, please submit written PTO requests to your supervisor in advance.

A maximum of five PTO days may be advanced upon management’s approval. If termination occurs with a negative PTO balance, the final paycheck is deducted for the PTO hours advanced.

From your first year until the End of your fifth year you will earn 80 Hours (Ten Days) of PTO Annually.
From your sixth year through your 12th year you will earn 120 Hours (Fifteen Days) of PTO Annually.
After your 13th year with Abbott you will earn 160 Hours (Twenty Days) of PTO Annually.

Carpenters, Finishers, Laboror (field/craft):
From your 1st year through the end of your 5th year you will earn a minimum of 52 hours (6.5 days) to a Maximum of 56 hours (7 days) of PTO.
From your sixth year through your 12th year you will earn 80 Hours (Ten Days) of PTO Annually.
After your 13th year with Abbott you will earn 120 Hours (Fifteen Days) of PTO Annually.
The purpose of this orientation is to familarize you with what is in our policy manual so you know where to look as you have questions. Please review our manual on your own for a more in depth understanding of all policies.
Brett Cope
President & CEO
Don Madison
Chief Financial Officer
Gary Marker
Vice President, Operations
Fred Mudge
Vice President, Operations
Milburn Honeycutt
Chief Accounting Officer
Bob Callahan
Chief Human
Resources Officer
Rob Duncan
Chief Information Officer
Linn Cooper
Vice President, Sales
Dennis Thonsgard
Vice President,
Research & Product Development
Patrick Schiele
Vice President, Sertvice
Perry Weyant
General Manager
Brian Gerzeny
General Manager
North Canton Division
Terry McKertcher
General Manager
Powell Canada
Michael Galley
Managing Director
Powell United Kingdom
Corporate Officers
Jose Eapen
Sr. Director,
Brett Hess
Bobby Heard
Project Management
Joe Dulany
Quality Assurance
Kevin Fields
Health & Safety
Gary Marker
Vice President,
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