True Flow Sprinklers
EMPLOYEE
HANDBOOK
TABLE OF CONTENTS
Introduction
Purpose
Scope
Sexual Harassment Policy
- Introduction
- Definition of Sexual Harassment
- Policy
- Implementation
- Additional Considerations
Relationship Policy
- Definition of Relationship
- Policy
- Implementation
Dress and Grooming Policy
- Purpose
- Policy
- Implementation
Non-Compete Agreement
- Purpose
- Policy
- Implementation
Zero Tolerance Drama Policy
- Purpose
- Definition of Workplace Drama
- Policy
- Implementation
Absenteeism Policy
- Purpose
- Definitions
- Policy
- Implementation
At-Will Employment Policy
- Purpose
- Policy
- Implementation
Review and Acknowledgement
Welcome to True Flow Sprinklers! We are committed to providing high-quality sprinkler repair and installation services to our clients. This Employee Handbook is designed to help you understand our company’s policies, procedures, and expectations. Our goal is to maintain a positive, respectful, and productive work environment for all employees. Please read this handbook carefully and refer to it whenever you have questions about your employment with us.
This handbook aims to establish clear guidelines and policies that promote a safe, respectful, and productive workplace at True Flow Sprinklers. It provides employees with information on company policies, procedures, and expectations to ensure consistency and fairness in all aspects of employment.
The policies outlined in this handbook apply to all employees, contractors, and volunteers at True Flow Sprinklers, regardless of position or tenure. These policies are designed to ensure that everyone is treated with respect and that our work environment remains professional and conducive to productivity.
Sexual Harassment Policy
INTRODUCTION
True Flow Sprinklers is committed to providing a workplace free from all forms of discrimination and harassment, including sexual harassment. This policy outlines what constitutes sexual harassment, the company's stance on such behavior, and the procedures for reporting and investigating complaints.
Definition of
Sexual Harassment
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that:
Creates a hostile, intimidating, or offensive work environment. Interferes with an individual’s work performance. Affects an individual’s employment opportunities.
Examples include:
Unwanted sexual advances
Requests for sexual favors
Physical contact of a sexual nature
Sexually suggestive comments or jokes
Displaying sexually suggestive images or objects
Retaliation against someone who has complained about sexual harassment
Policy
True Flow Sprinklers strictly prohibits sexual harassment in any form. All employees are expected to conduct themselves in a professional manner and to treat all colleagues with respect. Any employee who engages in sexual harassment will be subject to disciplinary action, up to and including termination of employment.
Implementation
Reporting: Employees are encouraged to report any incidents of sexual harassment to Boden Huffaker (Owner) or Briant Stafford (Co-Owner). All reports will be treated confidentially.
Investigation and Resolution: Complaints will be promptly and thoroughly investigated. The company will take appropriate corrective action if it is determined that sexual harassment has occurred.
No Retaliation: Retaliation against any employee who reports sexual harassment or cooperates in an investigation is strictly prohibited.
Additional considerations
Inclusivity: The policy protects individuals of all genders, sexual orientations, and gender identities.
Bystander Intervention: Employees are encouraged to safely intervene when witnessing harassment.
Confidentiality: The company is committed to protecting the privacy of complainants.
Support Services: Information about available resources for victims of sexual harassment, such as counseling or legal assistance, will be provided.
RELATIONSHIP Policy
Definition of
Relationship
A relationship, in this context, refers to any romantic affiliation between two colleagues within the company.
Policy
To prevent conflicts of interest and maintain a professional work environment, romantic relationships between colleagues are strictly prohibited. This includes flirting, romantic teasing, physical affection, or any behavior that could suggest a romantic involvement.
Implementation
Any romantic relationships must be reported to Boden Huffaker, the HR Manager/Owner.
Investigation and Resolution: Upon investigation, one or both parties involved in a romantic relationship may be subject to dismissal.
Consequences: Employees engaging in romantic relationships may face termination if the relationship is kept secret from management or violates company policy.
DRESS AND GROOMING Policy
Purpose
To ensure that all employees maintain a professional appearance that reflects positively on the company.
Policy
Employees are expected to dress in a manner that is professional and appropriate for their work. This includes wearing clean, neat clothing and maintaining personal grooming standards.
Implementation
Enforcement: Supervisors will ensure compliance with the dress and grooming policy. Employees who do not adhere to these standards may be asked to change or sent home.
Exceptions: Reasonable accommodations will be made for employees’ religious beliefs or disabilities, in accordance with applicable laws.
Non-Compete Agreement
Purpose
To protect True Flow Sprinklers’s business interests and proprietary information.
Policy
Employees agree not to work for any other landscape or sprinkler contractor within a 50-mile radius of Rexburg, Idaho, without prior permission. This restriction lasts for one year following termination. Additionally, employees agree not to start their own landscape company within this area for two years following termination.
Implementation
Agreement: Employees will sign a non-compete agreement as part of their employment contract.
Enforcement: Violations of this agreement may result in legal action to enforce the terms.
Zero Tolerance Drama Policy
Purpose
To maintain a positive, respectful, and productive work environment by establishing a zero-tolerance stance on workplace drama. This policy aims to prevent behaviors that can lead to a toxic work environment and to ensure that all employees are treated with dignity and respect.
Definition of
Workplace Drama
Workplace drama includes, but is not limited to:
Gossiping about colleagues or company matters.
Spreading rumors or false information.
Engaging in cliques or exclusionary behaviors.
Undermining colleagues or management.
Displaying passive-aggressive behavior.
Creating unnecessary conflict or tension.
Engaging in any form of bullying or harassment.
Policy
True Flow Sprinklers has zero tolerance for workplace drama. All employees are expected to communicate respectfully and contribute to a positive work environment.
Implementation
Respectful Communication: Employees must communicate professionally and provide constructive feedback privately.
Prohibition of Gossip and Rumors: Gossiping about colleagues, company matters, or any non-work-related issues within the workplace is strictly prohibited.
Conflict Resolution: Employees should address conflicts directly and seek supervisory help if needed.
Positive Work Environment: Employees should strive to create a positive and inclusive work environment by supporting and encouraging each other.
Reporting Drama: Employees who witness or experience workplace drama are encouraged to report it to their supervisor or HR representative. Reports will be treated confidentially and investigated promptly.
Consequences: Engaging in workplace drama will result in disciplinary action, up to and including termination.
Absenteeism Policy
Purpose
To establish clear guidelines for attendance and absenteeism, ensuring that all employees understand their responsibilities and the importance of regular attendance to maintain productivity and efficiency within True Flow Sprinklers.
Definitions
Absence: Failure to report for work as scheduled.
Unscheduled Absence: An absence without prior approval or notification.
Scheduled Absence: An absence approved in advance by a supervisor.
Tardiness: Arriving late for work or returning late from breaks.
Policy
Employees are expected to report to work on time and maintain regular attendance. Unscheduled absences and habitual tardiness may lead to disciplinary action.
Implementation
Notification: Employees must notify their supervisor as soon as possible if unable to report to work, ideally at least one hour before the scheduled shift.
Scheduled Absences: Scheduled absences, such as vacations or medical appointments, must be approved in advance by the employee’s supervisor. Employees should submit requests for scheduled absences at least two weeks in advance.
Unscheduled Absences: Unscheduled absences should be reported to the employee’s supervisor as soon as possible. Excessive unscheduled absences may result in disciplinary action.
Tardiness: Employees are expected to arrive at work and return from breaks on time. Habitual tardiness may result in disciplinary action.
Documentation: For absences due to illness lasting more than three days, a medical certificate may be required. Employees returning from an extended absence may be required to provide documentation of their fitness to return to work.
Leave Entitlements: Employees are entitled to leave as per the company's leave policies, including vacation, sick leave, and other applicable leave. Employees should refer to the employee handbook for details on leave entitlements and procedures.
Consequences of Excessive Absenteeism: Excessive absenteeism, whether scheduled or unscheduled, may lead to disciplinary action, up to and including termination. Supervisors will monitor attendance records and address patterns of absenteeism with the employee.
Support for Employees: True Flow Sprinklers recognizes that there may be legitimate reasons for absences. Employees are encouraged to discuss any personal or medical issues with their supervisor or HR representative. The company may provide support or accommodations where appropriate, in accordance with applicable laws and company policies.
At-Will Employment Policy
Purpose
To clarify the at-will employment relationship between True Flow Sprinklers and its employees.
Policy
Employment with True Flow Sprinklers is at-will, meaning that either the employee or the company may terminate the employment relationship at any time, with or without cause or notice. However, it is illegal to terminate an employee for reasons such as serious illness or conditions protected under the Americans with Disabilities Act (ADA) or the Family and Medical Leave Act (FMLA).
Implementation
Legal Compliance: The company will comply with all applicable federal, state, and local laws regarding employment termination.
Employee Rights: Employees are encouraged to be aware of their rights under the law and to communicate any concerns to HR.
Review and Acknowledgment
This Employee Handbook is intended to provide guidance and clarity on the policies and expectations at True Flow Sprinklers. All employees are required to review this handbook thoroughly and acknowledge their understanding of its contents.