An Equal Opportunity Employer - "Safety First"

Affirmative Action Plan - FY 2008 January 1, 2008 – December 31, 2008
January 1, 2008

I reaffirm M.A. DeAtley Construction’s policy concerning Equal Employment Opportunity and Affirmative Action. M.A. DeAtley Construction supports the concept of bias-free environment where employees and candidates for employment are respected for their qualifications regardless of race, color, religion, gender, national origin, sexual orientation, age, disability, veteran status or any other characteristics protected by law or executive order.

Through our efforts to obtain the most qualified employees for our workforce, we continually improve our ability to identify and recruit qualified individuals from underrepresented groups. However, additional efforts must be made for us to meet M.A. DeAtley Construction’s commitment to affirmative action and the commitment to construction excellence.

The realization of these goals will take their personal commitment of each employee. I urge maximum effort and cooperation in carrying out our policy of nondiscrimination. Responsibility for designing, implementing, auditing, appraising and reporting our affirmative action progress is assigned to the Human Resource Department in conjunction with the EEO Officer. M.A. DeAtley construction’s management will continue to support and dedicate itself to assure equal employment opportunity.

Mark A DeAtley
President

Equal Employment Opportunity/Affirmative Action Contact:
Mark DeAtley, President
Deedee Pearson, EEO Officer

Employee Handbook - Revised: March 2003
We welcome you as an employee of M.A. DeATLEY CONSTRUCTION, INC.

It is our belief that our employees are the most important part of our operation and we sincerely hope you concur with this philosophy. We feel we have selected the finest individuals in our industry to share in our enthusiasm and spirit of being a leader in the construction business. You, as an employee, will become a major factor in the success of our company. For an organization such as ours to continue to be successful, it is important that you participate with the spirit of teamwork to share in the rewards of our success. M.A. DeATLEY CONSTRUCTION, INC. is a progressive, professional and profitable organization that you can be proud to be associated with.

Table of Contents
Introduction
Equal Employment Opportunity
Immigration Law Compliance
Business Ethics and Conduct
Safety
Housekeeping
Incident Reporting
Safety Committee
Personal Protective Equipment Requirements
General Employment Guidelines and Work Rules
Orientation and Probationary Period
Job Assignments
Work Schedules
Employment Categories
Licenses and Certificates
Personnel Files and Records
Performance Evaluation
Employment of Relatives
Drug and Alcohol Policy
General Rules and Guidelines
Progressive Discipline Procedure
Grievance Procedure
Employee Benefit Programs
Medical/Dental/Vision
Medical Benefits (COBRA)
Unemployment Insurance
Holidays
Vacation Benefits
Leaves of Absence
Funeral Leave
Pension and Profit Sharing
Prevailing Wage(Davis-Bacon)
401K Plan
Workers' Compensation Insurance
Family and Medical Leave
Jury Duty
Military Leave
Timekeeping/Payroll
Payroll Procedure
Direct Deposit
Administrative Pay Corrections
Overtime
Employment Termination
Employee Acknowledgment


Introduction

The handbook is designed to acquaint you with M.A. DeATLEY CONSTRUCTION, INC. policies, procedures, employee benefits and working conditions. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by M.A. DeATLEY CONSTRUCTION, INC. to benefit you. One of our objectives is to provide a work environment that is conducive to both personal and professional growth by providing you with information needed to promote fair and consistent treatment for each employee.

No employee handbook can anticipate every circumstance or question about policy. Our policies and procedures are continually subject to modification and development. Each employee of M.A. DeATLEY CONSTRUCTION, INC. can assist in keeping our personnel programs up to date by notifying management whenever problems are encountered or improvements can be made in the administration of our policies and procedures.

Management reserves the right to amend or to change this handbook at any time. The purpose of this handbook is to provide information about company policy, and may be supplemented with detailed supporting documentation of policies and procedures. It is not to be construed or in any way to be considered a contract or guarantee of continued employment. The employee may resign or the company may terminate the employment relationship at any time. Your employment is at will, permitting you or M.A. DeATLEY CONSTRUCTION, INC. to end our relationship for any reason, or for no reason at all, with or without cause, at any time, and without prior notice.

Employees will be notified of such changes to the handbook as they occur.

Our employees will be treated as individuals in our organization on their own merit, abilities, skills, knowledge and attitude.


President’s Statement of Equal Opportunity

M.A. DeATLEY CONSTRUCTION, INC. is in full accord with the fundamental principle that all persons are entitled to opportunity regardless of race, creed, color, national origin, sex, veteran status, age or disability.
In continuing support of this basic philosophy, the Company intends to actively pursue programs to assure equal opportunity, to all persons; that they be entitled to demonstrate their ability and worth entirely on their aptitude, training, skill and past performance.

Recruitment, training, and decisions of employment are to be based solely upon the individual’s qualifications for the position being filled. The same criteria holds true for compensation, benefits, transfers, layoffs, return from layoff, re-application of temporary help and all other Company sponsored programs.
As the president of M.A. DeATLEY CONSTRUCTION, INC., I retain the overall responsibility of our equal opportunity policy. I strongly endorse our commitment to equal opportunities within our Company, and stress that all personnel (especially management and supervisory), share the responsibility for the Company’s equal opportunity program.
We are committed to the guidelines set forth in Executive Order 11246, Executive Order 11758, the Civil rights Act of 1964, and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (VEVRAA), American’s with Disabilities Act of 1990(ADA) and we herein reaffirm that commitment.
 

M.A. DeATLEY CONSTRUCTION, INC. has established a standard of “fairness and consistency” in recruiting, hiring, and overall welfare of its employees and dedicates its management staff to this standard.

Mark DeAtley, President

Immigration Reform and Control Act

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

It is the intent of M.A. DeATLEY CONSTRUCTION, INC. to hire only the persons who are United States citizens or who are legally authorized to work in the United States. Federal law requires proof of identity and employment authorization for all new employees hired after November 6, 1986.

Mark DeATLEY, President

Business Ethics and Conduct

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

The continued success of M.A. DeATLEY CONSTRUCTION, INC. is dependent upon our customers' trust and we are dedicated to preserving that trust. Employees owe a duty to M.A. DeATLEY CONSTRUCTION, INC. and its customers, to act in a way that will merit the continued trust and confidence of the public.

M.A. DeATLEY CONSTRUCTION, INC. will comply with all applicable laws and regulations and expects its employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

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

Compliance with this policy of business ethics and conduct is the responsibility of every M.A. DeATLEY CONSTRUCTION, INC. employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

For the remainder of this document the term “ the company” will be interpreted to mean M.A. DeATLEY CONSTRUCTION, INC.

Safety

M.A. DeATLEY CONSTRUCTION, INC. has developed and will maintain a complete accident prevention plan as well as the necessary safety training programs. Each individual from top management to the individual craftsman or worker is responsible for the safety and health of those persons in their charge as well as their co-workers. By accepting mutual responsibility to work safely we will all contribute to the safety, health, and well being of all. Active participation in the support of our safety commitment is essential, and required of all personnel.

Housekeeping

Good housekeeping is essential to a well run, safe operation, and is one of our primary goals. Your work area and equipment should be inspected daily for possible safety hazards, infractions or problems and then either repaired or reported immediately.

Incident Reporting

All injury and equipment accidents or near misses no matter how minor you may feel they are must be reported to your immediate supervisor. An Accident / Incident form must be filled out as soon as possible. Prompt and proper care of a minor accident will, in most instances, prevent a potential major disability.

Safety Committee

The Company has established a Safety Committee that meets monthly to discuss issues concerning safety practices of the company, and of each project. Committee members are appointed by the Company and elected from the project crews. Members serve terms of one year, and may be reappointed to additional terms.
REMEMBER – Think Safe, Be Safe!

Personal Protective Equipment (PPE) Requirements

1. Hard Hats – Are required at all job locations. They are not required when inside the cab of equipment with rollover protection, or inside a building, or van without overhead hazards.

2. Safety Vests - Are required at all job project locations. They are not required when inside a permanent building.

3. Safety Glasses – All employees and visitors are required to wear safety glasses at all times when in the shop. All other employees and visitors are required to wear safety glasses when they are performing work, or in a work area where risk of eye injury is present.

4. Seat Belts - Seat belts must be worn at all times when operating equipment that have seat belts installed and when operating motor vehicles in conjunction with your duties as an employee of the company.

5. Hearing Protection – Must be worn when operating equipment, and when working in noisy environments.

6. Respiratory Protection – When the working environment is determined by the supervisor to be to dusty employees will be required to wear respiratory protection.

NOTE:

A. Shop office vans require PPE based on the hazards present.

B. All subcontractors, and visitors must comply with M.A. DeATLEY Construction site PPE requirements.

General Employment Guidelines and Work Rules

Orientation and Probationary Period

An orientation program will be conducted prior to commencing work to give you a clear understanding of what is expected and allow you time to ask questions.

New employees are subject to a probationary period of 30 calendar days. This is to give the new employee and the Company an opportunity to evaluate the employee’s interest in the job, attitude, and ability to do the work. At the end of the 30 day period the employee and his/her supervisor will meet for an evaluation. That evaluation may result in continuation of employment or termination. However, a decision to continue employment does not result in a contract. Employment is considered “at will” at all times, and the Company and all employees retain the right to terminate employment at any time with or without cause.

If at any time during the period of employment (including after the probationary period) an employee’s work is unsatisfactory, or the employee does not appear to be suited to the position a transfer to a different job may be offered, or employment may be terminated.

Employees are not eligible for benefits until the probationary period has been successfully completed.

Job Assignments

Your job assignment will be explained to you by your supervisor. The assignment will be based upon the supervisor’s judgment of your skills and attitude, and the work requirements of each project. This job assignment and the method and attitude in which you carry it out is a determining factor of your future and ultimately the success of our Company. Part of your responsibility as an employee is to promptly question anything you do not understand and to carry out your responsibilities as explained.

Work Schedules

Management may find it necessary to schedule hours and days of work other than Monday through Friday or eight hours per day. It may also be necessary to schedule mandatory overtime. You will be notified of schedule changes as soon as change requirements are determined. ( Example: 10 Hours per day, Monday through Thursday, or three 12 hour shifts + four(4) hours scheduled on the fourth day, Sunday through Wednesday.) You will be given a letter of understanding to sign acknowledging you may be assigned to work non conventional schedules. See - Timekeeping/Payroll for Overtime Pay rules.

Employment Categories

The company has established the following Job Classifications for determining Shop Rates of pay for the Non-prevailing wage projects:

Mechanic Operator
Truck Driver Oiler
Grade Checker Laborer(General, Shop)
Carpenter Apprentice
Foreman

Each of these Job Classifications have multiple levels(3-4) to reflect differences in skills and years of service. You will be assigned a rate level based upon your skills and years of service. Since these rate levels are reviewed annually, an employee can request a copy of the detailed listing of the current rates from the Payroll Office.

Licenses and Certificates

Employees hired to fill a position requiring a particular license or certificate (i.e. a CDL and medical certificate) must provide evidence of a current license and or certificate prior to commencing work. Employees are responsible for determining, obtaining, and timely renewal of licenses and certificates, and must submit copies of renewals to the Human Resource Dept. for inclusion in their personnel files. Job requirements can not be adjusted because employees lack a proper license. When directed to perform a task that requires license or certificate you must inform your supervisor if you do not have a current and proper document.

Employees will be responsible for all fines, and penalties incurred resulting from improper, or lack of appropriate license, or certificate.

Personnel Files and Records

Personnel records are maintained for every employee. These records are confidential Company property and contain your home address, phone number, tax exemptions, performance evaluations, and other information. Please notify personnel of any changes. Both outstanding work and poor work will be noted in your file. You may request to view your records at anytime by requesting an appointment with the Human Resource Manager.

Performance Evaluations

From time to time Management will evaluate an employees performance and job skills. This evaluation will be used to position you in the job classification pay level schedule.

Employment of Relatives

It is the policy of the company to employ the most qualified individuals available for all job openings. However, it is necessary that judgment be used in placement of employees who are closely related. It is recognized that employment of relatives in positions requiring continuous association tends to create a burden on employees within the working environment of the department or office. A specific situation to be avoided is that of a supervisor-subordinate relationship for relatives.

A relative is considered as follows( but not limited too): Spouse(Husband or Wife), Significant Other(Boy Friend or Girl Friend), Father, Mother, Father-in-Law, Mother-in-Law, Children(Son or Daughter), Sister, Brother, Sister-in-Law or Brother-in-Law.

Drug/Alcohol Policy

The company has established a policy creating a Drug and Alcohol Free Workplace. All employees are required to report to work free from the influence of drugs or alcohol.

Under the Plan the Company may perform drug and alcohol tests for the following reasons:
1. Pre-employment
2. Post accident
3. Reasonable cause
4. Random

Each employee will receive a copy of the Drug/Alcohol Policy and will be required to sign an acknowledgment of the policy and procedures.

General Company Rules and Guidelines

Our Company rules are fundamental in character, and designed for the protection of us all. They are also designed to give management a consistent guideline so all employees are treated fairly, equally, and consistently.

We require the cooperation of all employees in the observance of these rules and regulations.

Rules prohibiting the following offenses are examples and not all inclusive. Any violation of these rules by an employee justifies imposing disciplinary action, including suspension or termination.

1. Violation of the Drug and Alcohol Policy.

2. Fighting, wrestling, or engaging in horseplay.

3. Committing an unsafe act that risks life, injury, or damage to Company equipment.

4. Smoking within restricted areas while on Company property or job sites.

5. Gambling (does not include authorized pools or lotteries).

6. Soliciting that is not authorized by management or the posting or distribution of pictures or literature not authorized by management.

7. Marking or defacing of Company property.

8. Stealing or attempting to remove material from Company property or job sites without authorization of management.

9. Dishonesty, including misuses or misappropriation of Company funds, materials, equipment or products. Falsification of employment, or other Company records.

10. Insubordination, refusal to do assigned work, failure to carry out any reasonable order of management, or treating management or other employees in a disrespectful manner.

11. Not adhering to safety regulations, or the Company’s Safety and Accident Prevention Policy.

12. ATTENDANCE - Absenteeism -Any employee who is absent from work shall be responsible for notifying his/her supervisor at least two hours prior to when he/she is scheduled to work, and when he/she will report back to work. Any employee who fails to comply with this rule will be subject to disciplinary action up to and including termination. In addition, each employee will be at his/her work area and ready to work at the starting time, and will work up until quitting time. Habitual tardiness will be subject to disciplinary action up to and including termination.

13. FAILURE TO REPORT FOR WORK No employee will be retained on the payroll whose absence from work is unreported for twelve (12) consecutive hours.

14. HARASSMENT - Harassment on the basis of sex is a violation of Sec. 703 of Title VII of the Civil Rights Act of 1964. The Policy of M.A. DeATLEY CONSTRUCTION, INC. is in agreement with sec. 703.

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. Also, when submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual as such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.”

Also, any harassment on the basis of race, creed, color, national origin, sex, veteran status, age, sexual orientation, or disability will not be tolerated. You should report any incident of this nature to your supervisor or the Company EEO Officer.

15. It is also Company policy to respect the rules and regulations prescribed by our customers, subcontractors, and vendors.

Progressive Discipline Procedure
(General Guidelines)

Counseling - When a problem occurs, the supervisor will counsel the employee and make certain that they understand what is expected.

Verbal Warning (with written documentation) – This step occurs when the employee fails to heed the supervisor’s counseling.

Written Warning - This step is used when an employee again has an undesired performance issue.

Final Warning - Is given when an employee has another undesired performance issue.

Termination of Employment - Occurs after the above steps have been followed and the employee continues to have performance issues.

Violation of the General Company Rules and Guidelines, and other serious violations may be dealt with in a more severe manner up to, and including termination of employment without following the Progressive Discipline Procedure.

Grievance Procedure

In an effort to establish the smoothest possible working relationship among the employees of The Company, a standard system of settling employee grievances has been established.

First, what is a grievance? A grievance is the dissatisfaction which an employee feels when he/she believes, rightly or wrongly, that he/she has not been treated fairly. This may concern hours of work, holiday eligibility, and other related terms or conditions of employment or when he/she believes a mistake has been made in the administration of a rule, plan or a Company Policy.

A clear and open channel for the expression of suggestions and complaints is a fundamental principle of sound employee relations. Therefore, each employee is encouraged to talk with his/her supervisor about any problem, complaint or suggestion that may arise concerning work.

Procedure

The employee talks about his/her problem or makes suggestions to his/her immediate supervisor. The supervisor is given the first opportunity to act on the suggestion or to settle any complaint.

It should then be made clear to the employee that if he/she is not satisfied with his/her supervisor’s decision, or if there is any uncertainty, he/she is at liberty to take his/her problem to the Human Resource Manager of The Company. At this point, a decision will be made by management on how to explain, and solve the problem.

In the event the employee feels the decision is unfair or unjust, the matter will then be referred to a personnel committee consisting of management and hourly employees.

The committee will consist of three (3) hourly and two (2) management employees. The aggrieved employee will select one (1) management and two (2) hourly employees, and the supervisor will select one (1) management and one (1) hourly employee. The committee shall convene in 10 working days or less from the date of the request for a committee review. The committee will present the facts and a recommended decision to the President of the Company who will make the final decision. The Presidents decision shall be final.

Employee Benefits

Medical/Dental/Vision

Medical, dental, vision, and life insurance benefits are provided by The Company. Summary Plan Handbooks can be obtained from the administrative office upon request. A summary of coverage may also be obtained from the Company’s web site.

These benefits are effective the first of the month following 90 calendar days (3 months) after employment began. (i.e. employee is hired on the 12th day of June his/her insurance becomes effective August 1st)

An employee that is re-called from lay-off will have company paid coverage the 1st of the month following the date of re-call.

When employees are placed on seasonal layoff insurance premiums will continue based upon the following schedule:

Less than six months of service and:
500 hrs worked = one month of company paid premiums

Six months or greater of service and:
1000 hours worked = three months of company paid premiums
750 hours worked = two months of company paid premiums
500 hours, or less, worked = one month of company paid premiums

If the layoff lasts longer than the continuation eligibility the employee may continue the insurance benefits by paying the premium through the COBRA plan. When Company paid benefits have ended a notice will be sent to the employee advising of their right to contact our insurance carrier to continue benefits under COBRA.

Unemployment Insurance

The company pays state and federal tax to provide employees with unemployment insurance coverage. This insurance is administered by state agencies that determine eligibility, amount and duration of benefits.

Holidays

The Company has established select days during the year as paid holidays for all eligible employees. Observed holidays are:
New Years Day
Memorial Day
Independence Day (July 4th)
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day

If a holiday falls on a Saturday, it will be observed on the preceding Friday. If a holiday falls on Sunday, it will be observed the following Monday.

Eligible employees will receive, in observance of the holiday, an amount equal to eight hours of pay at their established hourly shop rate. If employees are required to work on an observed holiday the employee will be paid his/her work wage plus 8 hours straight time pay for the holiday.

Must be employed by the Company thirty (30) calendar days prior to the paid holiday, and work your last scheduled day in the week prior to the holiday.
Must be a regular, full-time employee to receive holiday pay. Persons classified as casual, short-term are not eligible.
These requirements are in effect unless a project has differing contract requirements.

Holiday pay is not included in the computation of overtime pay.

Vacation

M.A. DeATLEY Construction, Inc. recognizes the need for employees to have time away from work for personal rest and relaxation. It is the policy of the Company that regular full-time employees take their vacation days every year.

Eligibility Requirements:

After working one full year all regular full-time employees are eligible for vacation benefits. A regular full-time employee is defined as an employee who completes more than 1,000 hours per employment year.

Casual, short-term or part-time employees are not eligible for vacation benefits.

Vacation pay will be based on the employees established hourly shop rate of pay at the time vacation is taken.

Vacation benefits will be computed based upon the number of years of service based upon employment anniversary date as follows:

1 through 4 years of service = 40 hours (1 week) vacation pay
5 through 9 years of service = 80 hours (2 weeks) vacation pay
10 or more years of service = 120 hours (3 weeks) vacation pay

If a regular full-time employee works less than 1,000 hours during a year and has completed at least one full year of employment vacation benefits will be computed on a percentage basis, as follows:

1,000 + hours equals 100%
750 - 999 hours equals 75%
500 - 749 hours equals 50%

Vacations must be taken during the twelve (12) months following your anniversary date of employment. (i.e. any person hired August 14, 1999 shall be considered as August 14, 1999 and each succeeding anniversary date shall be August 14 of the following years)

Vacations must be scheduled in advance. A vacation request form may be obtained from your immediate supervisor.

Except in unusual circumstances, employees who are eligible for at least one week of vacation should take it all at one time. However, Management may, at its election, allow individuals to divide their vacation time, so long as it does not unnecessarily disrupt the operations of the Company.

Vacation time may not accumulate from year to year (no carry over of unused vacation) and employees may not elect payment in lieu of taking vacation. If your vacation request is denied and the Company prevents you from using your requested vacation time prior to your anniversary date you will be paid the amount of your requested vacation time. The amount paid will not exceed the balance of your accrued vacation hours.

When a Company paid holiday falls within a scheduled approved vacation, pay for that day will be charged to the holiday account and not deducted from vacation accrual. The employee may take an additional day or days of vacation at the end of their scheduled vacation, with prior approval of management.

An employee who terminates employment prior to the completion of one year of employment will not be entitled to any pay for accrued vacation. When terminating after one year, the earned but unused vacation will be paid. If an employee is terminated for misconduct unused vacation pay will be forfeited.

Leave of Absence

If you find it necessary to be absent from work for a prolonged period of time you should submit a written request for leave of absence to your immediate supervisor.

If you take an approved leave of absence we cannot guarantee re-employment when you return from your leave. If your position or a comparable job is not available, you will be placed on layoff and will be subject to re-call based upon seniority and work skills.

Funeral Leave

Funeral leave may be granted in the event of death of an immediate member of the family. Funeral leave is unpaid.

Pension and Profit Sharing Plans

The Company provides a pension and profit-sharing plan for all full-time employees. These plans are provided to aid you and your family in preparing financially for your retirement years, and are based upon Non-Prevailing Wage Project hours of work.

Summary plan descriptions are available in the administrative office (and on the Company web site).

Prevailing Wage/Fringe Benefits

On projects that are Prevailing Wage(Davis/Bacon) the project contract provides for an hourly rate for each job classification to be paid to the company or to the employee to cover the costs of benefits. The company has an approved benefit program and this money is used to provide the Medical/Dental benefits, Holiday/Vacation Pay, training of Apprentices, and a retirement account for each individual. The actual amount of money deposited to your individual retirement account will vary depending upon the total annual cost of the other programs.

If an employee terminates and has accumulated less than $5000.00 in the retirement account he/she will be offered the opportunity to cash-out the fund, invest in another approved plan, or leave it invested. Distribution of funds occurs only once a year usually in March or April for the previous calendar year.

Special Note: Retirement is based on the Davis/Bacon Prevailing Wage project hours and is totally different from the Pension and Profit Sharing Plan.

401K Plan

The Company provides and encourages you to invest in the 401K Savings Investment Plan. The company will match a percentage of the amount you invest. For more details about eligibility and company match you may request the 401K Plan Summary at the administrative office.

Workers' Compensation Insurance

The company provides Workers' Compensation Insurance coverage for all employees. For work projects in the state of Washington injury claims need to be filed through the Washington State Department of Labor and Industries. For work projects in the states of Idaho, Oregon, or Montana injury claims need to be filed through Liberty Northwest. Make sure you always report any injury
immediately to your supervisor to assure the appropriate claim forms are prepared and filed.

Family and Medical Leave

It is the intent of M.A. DeATLEY CONSTRUCTION, INC. to follow all the guidelines set forth in the Family and Medical Leave Act of 1993.

Jury Duty

Any employee that has been selected for Jury Duty will be granted necessary time off for full filling their obligation. The Company requests that you supply your immediate supervisor with a court clerks verification of your attendance.

Military Leave

Any employee that requires time away from work for military duty will be granted necessary time to fulfill his or her obligation. Every employee will be treated in accordance with all applicable State and Federal Laws.

Timekeeping/Payroll

Payroll Procedure

Employees are required to turn in daily time cards. Your time cards must be legible or no time will be posted by your supervisor. Employees will be paid each Thursday following the week worked unless Thursday is a holiday. In that case payday will be on Wednesday, or the working day prior to the holiday.

Deductions will be made from each pay check for Social Security (FICA), Federal and State income taxes, and Medicare (part of the Social Security).

For income tax purposes, the Company will furnish you, the U.S. Treasury Department, and all states that require reporting a statement of your yearly earnings, and the amount withheld for taxes. This “W-2” form will be issued to you before January 31st of each year.

Direct Deposit

The Company uses direct deposit as the sole method for distributing its payroll . This facilitates the payroll process and assures that your earnings will be available to you at your bank by Thursday A.M..

Administrative Pay Corrections

If you think there has been an error in calculating of your pay contact your supervisor immediately. They will investigate the time sheets and make any corrections you are due. This correction will be applied to your next check. Like wise, if the Company discovers an error a correction will be made and applied to your next check. The Payroll Office will provide you with a detailed list of why any adjustments were made.

Overtime

An overtime rate of 1.5 times your regular hourly rate of pay is paid for all hours worked over 40 in your scheduled work week of Sunday thru Saturday.

This method of paying overtime will be in effect unless the project contract requirement is different.

Employment Termination

If your employment is terminated you will be paid all hours owed on the next regular payday.

If your termination is for Misconduct you will forfeit all accrued and unused vacation pay.

Employee Acknowledgment

The employee handbook describes important information about M.A. DeATLEY CONSTRUCTION, INC., and I understand that I should consult management (or the Company web site section on Company policies and procedures) regarding any questions not answered in the handbook. I have entered into my employment relationship voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or the Company can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the President of the Company has the ability to adopt any revisions to the policies in this handbook.

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