LIMITED CONTRACTING CO., INC.

EMPLOYEE HANDBOOK

Welcome to Limited Contracting! 

Starting a new job is exciting, but at times can be overwhelming. This employee handbook has been developed to help you get acquainted with our company and answer many of your initial questions. 

As an employee of Limited Contracting, the importance of your contribution cannot be overstated. Our goal is to provide the finest-quality products and services to clients and to do this more efficiently and economically than our competitors. By satisfying our clients' needs, they will continue to do business with us and will recommend Limited Contracting to others. 

You are an important part of this process. Your work directly influences our company's reputation. 

This employee handbook explains our personnel policies and benefits, and the specific opportunities and responsibilities that exist for you within our company. In an effort to be responsive to the needs of a growing organization, changes or additions to this handbook will be made when necessary. We will keep you informed when these changes are made. 

We are glad you have joined us, and we hope you will find your work to be both challenging and rewarding. 

Sincerely, 

John McAvoy, President 

TABLE OF CONTENTS

SECTION ONE: A WORD ABOUT OUR HANDBOOK

EQUAL EMPLOYMENT OPPORTUNITY • LIFE-THREATENING ILLNESSES • A WORD ABOUT OUR EMPLOYEE RELATIONS PHILOSOPHY • NON-HARASSMENT • SEXUAL HARASSMENT • CATEGORIES OF EMPLOYMENT • ANNIVERSARY DATE • DRIVER’S LICENSE/DRIVING RECORD • IMMIGRATION REFORM AND CONTROL ACT • TALK TO US

SECTION TWO: YOUR PAY AND PROGRESS

RECORDING YOUR TIME • GARNISHMENT/CHILD SUPPORT • DIRECT DEPOSIT/ACCESS CARD • PERFORMANCE REVIEWS • JOB DESCRIPTIONS • PROMOTIONS AND TRANSFERS • PAY RAISES • PAY ADVANCES • OVERTIME • ON CALL • REPORTING • LINEUP/INCLEMENT WEATHER • ASSIGNING WORK

SECTION THREE: TIME AWAY FROM WORK AND OTHER BENEFITS

EMPLOYEE BENEFITS • HOLIDAYS • VACATION • PERSONAL DAYS • ANNOUNCED ABSENCE • UNANNOUNCED ABSENCE • VOTING LEAVE • MILITARY LEAVE • MATERNITY LEAVE • BEREAVEMENT • VOLUNTEER FIREFIGHTER/EMS LEAVE • VICTIMS OF CRIMES • DISABILITY • SOCIAL SECURITY • UNEMPLOYMENT INSURANCE • WORKERS’ COMPENSATION • 401(K) QUALIFIED RETIREMENT PLAN

SECTION FOUR: ON THE JOB

CONFIDENTIALITY • DISCUSSIONS WITH CLIENTS • SPREADING FALSE, MISLEADING INFORMATION • ATTENDANCE AND PUNCTUALITY • WORKWEEK • WORK ASSIGNMENTS • ON THE JOB TRAINING • CLEANUP • STANDARDS OF CONDUCT • ACCESS TO PERSONNEL FILES • CHANGES IN PERSONAL DATA • PROTECTING COMPANY INFORMATION • COMPANY NEWS • CARE OF EQUIPMENT • COMPANY VEHICLES • PERSONAL REQUIREMENT/TOOL REQUIREMENTS • PERSONAL PROPERTY • VISITORS • SIGNING IN AND OUT • SEVERE WEATHER • SEASONAL EMPLOYMENT • DRESS POLICY • SIDE JOBS • IF YOU MUST LEAVE US

SECTION FIVE: SAFETY IN THE WORKPLACE

EACH EMPLOYEE’S RESPONSIBILITY • WORKPLACE SEARCHES • WORKPLACE VIOLENCE • HAZARD COMMUNICATION • GOOD HOUSEKEEPING • SMOKING IN THE WORKPLACE • NO WEAPONS IN THE WORKPLACE • SUBSTANCE ABUSE

EMPLOYEE ACKNOWLEDGEMENTS

Our company is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: veteran status, uniform service member status, or any other protected class under federal, state, or local law. 

In Ohio, the following are a protected class: race; color; religion; sex; pregnancy, or any illness arising out of and occurring during the course of pregnancy, childbirth or related medical conditions; national origin; disability; age [40 or over], military status and ancestry. 

You may discuss equal employment opportunity-related questions with the President or any other member of management. 

Employees occasionally develop serious or life-threatening illnesses. Our company is committed to supporting such employees' efforts to continue their normal pursuits, including working. When necessary and where required by law, the company will provide reasonable accommodations to otherwise qualified individuals with disabilities, including employees with serious or life-threatening illnesses. All employees, including employees with serious or life-threatening illnesses, must maintain acceptable performance standards. 

The company will not seek genetic information in connection with requests for accommodation. An employee's medical information is confidential. Disclosure of employee medical information is restricted to limited situations where a manager or supervisor has a job-related reason to know it. Employees who disclose employee medical information without proper authorization will be subject to disciplinary action, up to and including discharge. 

Employees with questions or concerns about life-threatening illnesses are encouraged to contact the President for information and referral to appropriate services and resources. 

We are committed to providing the best possible climate for maximum development and goal achievement for all employees. Our practice is to treat each employee as an individual. We seek to develop a spirit of teamwork; individuals working together to attain a common goal. 

In order to maintain an atmosphere where these goals can be accomplished, we provide a comfortable and progressive workplace. Most importantly, we have a workplace where communication is open, and problems can be discussed and resolved in a mutually respectful atmosphere. We take into account individual circumstances and the individual employee. 

We firmly believe that with direct communication, we can continue to resolve any difficulties that may arise and develop a mutually beneficial relationship.

We prohibit harassment of one employee by another employee, supervisor, or third party for any reason based on a “protected class” including, but not limited to: veteran status, uniform service member status, or any other protected class under federal, state, or local law. Harassment of third parties by our employees is also prohibited. 

In Ohio, the following are a protected class: race; color; religion; sex; pregnancy, or any illness arising out of and occurring during the course of pregnancy, childbirth, or related medical conditions; national origin; disability; age [40 or over], military status and ancestry. 

The purpose of this policy is not to regulate the personal morality of employees. It is to ensure that in the workplace, no employee harasses another for any reason or in any manner. The conduct prohibited by this policy includes conduct in any form including but not limited to e-mail, voice mail, chat rooms, Internet use or history, text messages, pictures, images, writings, words, or gestures. 

While it is not easy to define precisely what harassment is, it includes slurs, epithets, threats, derogatory comments or visual depictions, unwelcome jokes, and teasing. 

Any employee who believes that (s)he has been harassed should report the situation immediately to the following member of management who has been designated to receive such complaints: John McAvoy at (614) 206-5438 If an employee makes a report to this member of management and the manager either does not respond or does not respond in a manner the employee deems satisfactory or consistent with this policy, the employee is required to report the situation to any other member of management. 

The company will investigate all such reports as confidentially as possible. Adverse action will not be taken against an employee because he or she, in good faith, reports or participates in the investigation of a violation of this policy. Violations of this policy are not permitted and may result in disciplinary action, up to and including discharge. 

Any type of sexual harassment is against company policy and may be unlawful. 

We firmly prohibit sexual harassment of any employee by another employee, supervisor, or third party. Harassment of third parties by our employees is also prohibited. The purpose of this policy is not to regulate the morality of employees. It is to ensure that in the workplace, no employee is subject to sexual harassment. While it is not easy to define precisely what sexual harassment is, it may include: unwelcome sexual advances, requests for sexual favors, and/or verbal or physical conduct of a sexual nature including, but not limited to, sexually related drawings, pictures, jokes, teasing, e-mails, text messages, uninvited touching or other sexually-related comments. The conduct prohibited by this policy includes conduct in any form including but not limited to e-mail, voice mail, chat rooms, Internet use or history, text messages, pictures, images, writings, words or gestures. 

Sexual harassment of an employee will not be tolerated. Violations of this policy may result in disciplinary action, up to and including discharge. There will be no adverse action taken against employees who report violations of this policy in good faith or participate in the investigation of such violations. 

Any employee who believes that (s)he is a victim of sexual harassment should immediately report such actions in accordance with the following procedure. All complaints will be promptly and thoroughly investigated as confidentially as possible. 

Any employee who believes that (s)he is a victim of sexual harassment or has been retaliated against for complaining of sexual harassment, should report the situation immediately to the following member of management who has been designated to receive such complaints: John McAvoy at (614) 206-5438. If an employee makes a report to this member of management and the manager either does not respond or does not respond in a manner the employee deems satisfactory or consistent with this policy, the employee is required to report the situation to any other member of management. 

1. The company will investigate every reported incident immediately. Any employee, supervisor, or agent of the company who has been found to have violated this policy may be subject to appropriate disciplinary action, up to and including immediate discharge.  

2. The company will conduct all investigations in a discreet manner. The company recognizes that every investigation requires a determination based on all the facts in the matter. We also recognize the serious impact a false accusation can have. We trust that all employees will continue to act responsibly. 

3. The reporting employee and any employee participating in any investigation under this policy have the company's assurance that no reprisals will be taken as a result of a sexual harassment complaint. It is our policy to encourage discussion of the matter, to help protect others from being subjected to similarly inappropriate behavior. 

INTRODUCTORY PERIOD:

Full-time and part-time employees are on an introductory period during their first 90 days of employment. 

During this period of time, you will be able to determine if your new job is suitable for you, and your supervisor will have an opportunity to evaluate your work performance. However, the completion of the introductory period does not guarantee employment for any period of time thereafter. 

In addition to the preceding, employees are also categorized as "exempt" or "non-exempt". 

Upon hire, your supervisor will notify you of your employment classification.

The first day you report to work will be recorded in company records as your anniversary date. This date may be used to calculate many different company benefits. If you have any questions regarding your anniversary date, please see your supervisor. 

Employees in positions where the operation of a motor vehicle is an essential duty of the position must present and maintain a valid driver's license and acceptable driving record to our insurer. Changes in your driving record must be reported to the President immediately. Violations of this policy may result in immediate termination of your employment. 

In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended, and any state law requirements, if applicable, our company is committed to employing only individuals who are authorized to work in the United States. 

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. 

If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the company. 

We encourage you to bring your questions, suggestions, and complaints to our attention. We will carefully consider each of these in our continuing effort to improve operations. 

If you feel you have a problem, present the situation to your foreman so that the problem can be settled by examination and discussion of the facts. We hope that your foreman is able to satisfactorily resolve most matters. 

If you still have questions after meeting with your foreman or if you would like further clarification on the matter, request a meeting with the President. (S)he will review the issues and meet with you to discuss possible solutions. 

Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. Your job will not be adversely affected in any way because you choose to use this procedure. 

If at any time you do not feel comfortable speaking with your foreman or the next level of management, discuss your concern with any other member of management with whom you feel comfortable. 

Non-exempt employees must record their hours using our time-keeping app. 

Accurately recording your time is required in order to ensure that you are paid for all hours worked. You are expected to follow the established procedures in keeping an accurate record of your hours worked. Time must be recorded as follows: 

• Start Time: You must be out of your vehicle, PPE and basic hand tools in place. Start time noted on your previous night’s text. Be sure to clock in a few minutes before start time. Clocking in after start time may result in you being recorded as tardy.  

• Clock Out: You must clock out on the app when you are finished working. Your end time will be rounded up to the nearest 15 minutes.  

• Please review your time daily and on Tuesday evening, you must make sure all your time is recorded correctly.  

• Although it is only mandatory for employees who drive company vehicles, we encourage everyone to use the location service on the app.  

All employees subject to this policy are required to accurately record all time worked. 

For payroll purposes, the workweek starts on Wednesday and ends on Tuesday. 

Overstated or lying about your time is theft. If we find you have purposefully overstated your time, you will be discharged immediately.   

We use Tsheets to record all employee’s time. It is essential that you use the app every day and that it is accurate. It is helpful if you use location service when using the app. Misusing the app by not clocking out on time and notifying the President that your hours are overstated may result in disciplinary action up to termination.

TSHEETS MOBILE APP TUTORIAL: CLOCKING IN AND OUT

You will be paid weekly on Friday for the period that ends on the previous Tuesday.  

When our payday is a holiday, you normally will be paid on the last working day before the holiday. 

Please review your paycheck for errors. If you find a mistake, report it to the President immediately. The President will assist you in taking the steps necessary to correct the error. 

Remember complaining to your co-worker(s) about an incorrect paycheck will not get it fixed. Please report all concerns about pay and hours to The President. 

When an employee's wages are garnished by a court order, our company is legally bound to withhold the amount indicated in the garnishment order from the employee's paycheck. Our company will, however, honor applicable federal and state guidelines that protect a certain amount of an employee's income from being subject to garnishment.

We strongly encourage direct deposit and/or access cards. You have the option of receiving your payment in a payroll check, having your pay deposited into your bank account, or deposited directly to an access card through our direct deposit/access card program. 

All employees with live checks must make arrangements, the day before payday, to have your check delivered to your worksite with a company truck the day before payday. If these arrangements are not made in advance your paycheck will be mailed to you. 

Your performance is important to our company. Twice each year, according to your anniversary date, your foreman and the President will review your job progress within our company and help you to set new job performance plans. Foremen will be reviewed by the President. 

Our performance review program provides the basis for better understanding between you, your foreman, and the President, with respect to your job performance, potential, and development within the company. 

New employees will generally be reviewed at the end of their introductory period. 

The company maintains a job description for each position in the company. The job description outlines the essential duties and responsibilities of the position. When the duties and/or responsibilities of a position change, the job description is revised to reflect those changes. If you have any questions or wish to obtain a copy of your position's job description, please see your supervisor. 

We believe that career advancement is rewarding for both the employee and the company. We will promote qualified employees to new or vacated positions whenever possible. In addition, your supervisor is available to discuss transfer opportunities with you. 

Job openings may be announced verbally. If you are interested in applying for one of these positions, notify the President. 

Depending upon your performance and our company's profitability, adjustments in your pay may be made when there has been an improvement in or sustainment of an already good performance during the review period. 

Pay advances will not be granted to employees. 

There will be times when you will need to work overtime so that we may meet the needs of our clients. Non- exempt employees must have all overtime approved in advance by their supervisor. 

Non-exempt employees will be paid at a rate of time and one-half their regular hourly rate for hours worked in excess of 40 hours in a workweek, unless state law provides a greater benefit in which case, we will comply with the state law. 

Only actual hours worked count toward computing weekly overtime. 

If you have any questions concerning overtime pay, check with the President. 

It may be necessary for individuals in certain positions to be available by telephone after hours during the week or on the weekend. Employees who are required to be on call will be compensated in accordance with applicable state and federal wage and hour laws. 

The company will make every effort to notify employees in advance when it is not necessary to report to work. These circumstances may include inclement weather, fire, flood, power outage, lack of work, etc. In the event, you report to work without being notified in advance and your services are not needed, you will be paid for two hours at your normal rate of pay. In cases of inclement weather, we will ask that you texted before you leave your house. If you don’t text prior to leaving your house and you drive to the site this time will not be eligible for the two hours of show-up time.  

Everyone needs to text the President before 8:00 PM the night before the next workday If you don’t receive a text from the President. Never assume we are not working. It is your responsibility to make sure you know where you are working or get a text from the President confirming we are not working.  

If you have to call off or be late you need to do it in text and tell the President exactly why you need off or why you will be tardy. Be prepared to provide proof (receipt for flat tire, speeding ticket etc) Please, no personal medical information other than temperature and relative symptoms as they relate to COVID. NEVER COME TO WORK WITH A TEMPERATURE OVER 99.9 and call the President if it is over 98.7. When texting, please make sure you are out of group text.   

If you have to be off due to an illness or injury you need a “return to work slip” from and Doctor or clinic. 

If bad weather is predicted, make sure you dress for the elements and leave at an appropriate time to be ready for work at start time. 

Your safety is always our number one priority. With that said when the weather is bad; icy roads, heavy rain, lightning, cold temperatures we may not work at all. If we do work this is what we consider when making lineup: 

◦ Proximity to job 

◦ Your skillset (finisher, labor ) that matches the task we are doing 

◦ Seniority  

This is not an all-inclusive list  

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

Our company has developed a comprehensive set of employee benefit programs to supplement our employees' regular wages. Our benefits represent a hidden value of additional income to our employees. 

This employee handbook describes the current benefit plans maintained by the company. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling. 

The company reserves the right to modify its benefits at any time. We will keep you informed of any changes. 

All-time off will be calculated as follows:

• Any employee in their introductory period is to be on time and have no missed days.

• After the introductory period, all employees can only miss three days total until their anniversary date.

• When missing a day the days will be accounted as follows:

  • The first days missed will be your paid days, then personal then follows any sick time accumulated. 

Our company normally observes the following unpaid holidays during the year: 

• New Year's Day Memorial Day  

• Labor Day  

• President’s Day 

• MLK Day 

 Our company normally observes the following PAID holidays during the year: 

• Fourth of July  

• Thanksgiving  

• Christmas  

Full-time employees are eligible for three paid holidays after completing 30 days of employment. 

Exempt employees will receive holiday pay in compliance with state and federal wage and hour laws. 

You are not eligible for paid holidays if you have an unnnaounced absence the workday before or the workday after the holiday.

Full-time employees are eligible for paid vacation time as follows from your first day: 

1st Year: every 520 hours** you receive 8 paid hours.32 Hrs max. per year 

3rd Year: every 520 hours** you receive 16 paid hours. 64 Hrs max. per year 

5th Year: every 520 hours** you receive 20 paid hours 80 Hrs max. per year 

** only for the purposes of paid time off, overtime will be calculated as 1.0 hours.  

Your hours worked reset January 01 of every year  

Submit vacation requests in writing at least three months in advance to the President. When possible, vacation requests are granted, taking into account operating requirements. Length of employment may determine priority in scheduling vacation times. 

Vacation or holidays cannot be carried over from one year to the next nor is vacation pay granted in lieu of taking the actual time off. 

Vacation cannot be taken during our busy season. 

Upon termination or quitting, eligible employees will not be paid for accrued unused vacation, unless state law dictates otherwise.

Paid time off and/or vacation time that an employee has accrued and not used is no longer valid after the employee puts their 2 weeks notice in.

Full-time employees are eligible for unpaid personal days each year. 

Personal days are calculated according to the calendar year. 

After completing your introductory period, you earn one unpaid personal day for every four months worked, up to a maximum of three unpaid personal days each year. 

Requests for planned personal days must be given to the President for approval. 

Personal days cannot be carried over to the following year nor can employees be paid in lieu of taking the actual time off. 

Upon termination, employees are not paid for earned but unused personal days. 

Full-time employees are eligible, after completing their introductory period, for three unpaid sick days each year. 

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

Sick days are calculated according to the calendar year. 

All employees who are eligible to take earned sick days are allowed to use this time to care for a sick child. 

Sick days cannot be carried over to the following year. Employees are not paid in lieu of taking the actual time off. 

Employees are not paid for earned but unused sick days upon termination. 

Being absent is either being late, leaving early, or missing altogether. 

Announced absences are any absence that is announced and approved by the President one week prior to the absence. These absences need no excuses or documentation. You are eligible for 3 announced absences per year. 

An unannounced absence is any absence that is announced less than one week or not approved by the President. This is the penalty schedule for an unannounced absence.  

1. Being late or leaving early will cost you 4 hours out of Vacation then Holiday Hours.  

2. Missing a whole day will cost you 8 hours Vacation then Holiday Hours. 

After 3 unannounced absences, you will be eligible for termination 

You can be exempt from losing paid time off for the following reasons: 

1. Death in your immediate family or emergency medical condition 

2. Death of a family pet or emergency medical condition 

3. Documented illness  

4. Transportation issues, wrecks, breakdowns, flat tires 

All the exemptions above must have official documentation. 

You will not be penalized for unannounced Jury, Military, Victim of Crimes, or Volunteer  Firefighter  /  EMS time off.  However, these excused unannounced absences will still need documentation.  

Employees summoned for jury duty are granted an unpaid leave in order to serve. 

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

We reserve the right to request proof of jury service issued by the Court upon return. 

Make arrangements with the President as soon as you receive your summons. 

We expect you to return to your job if you are excused from jury duty during your regular working hours. 

Our company believes that every employee should have the opportunity to vote in any state or federal election, general primary or special primary. Employees will be granted a reasonable amount of unpaid time off in order to vote. We reserve the right to select the hours you are excused to vote. 

Exempt and salaried employees will be provided time off with pay as required by state law. 

Notify your supervisor of the need for voting leave as soon as possible. When you return from voting leave, you must present a voter’s receipt to your supervisor as soon as possible. 

Employees who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law. 

The time off will be unpaid, except where state law dictates otherwise. Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

Accrued vacation may be used for this leave if the employee chooses. Military orders should be presented to the President and arrangements for leave made as early as possible before departure. Employees are required to give advance notice of their service obligations to the company unless military necessity makes this impossible. You must notify the President of your intent to return to employment based on requirements of the law. Your benefits may continue to accrue during the period of leave in accordance with state and federal law. 

Additional information regarding military leaves may be obtained from the President. 

Full-time employees who have completed their introductory period are eligible for three paid days for the birth of a child.

Requests for Maternity leave should be made to the President as soon as possible. 

Full-time employees who have completed their introductory period are eligible for three paid days for the death of an immediate family member. Members of the immediate family include spouses, parents, brothers, sisters, children, grandchildren, grandparents, and parents-in-law. 

Requests for bereavement leave should be made in writing to the President as soon as possible. 

An employee who serves as a volunteer firefighter or provider of emergency medical services is permitted unpaid leave when they are absent or late to work in order to respond to an emergency prior to their scheduled shift. 

The employee must provide written notification to the company no later than 30 days after being certified as a volunteer firefighter or volunteer emergency services provider. 

The employee must make every effort to notify the company that (s)he may be late or absent from work due to being dispatched to an emergency. If notification is not possible, the employee must provide the company with a written explanation of the absence due to an emergency from the chief of the volunteer fire department or director of the EMS services. 

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

The company will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime. Affected employees must give the company reasonable notice that leave under this policy is required. 

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

Full-time employees are eligible for an unpaid disability leave after one year of employment. Disability leave due to non-occupational illness, injury or pregnancy-related disability is not to exceed four weeks. 

Employees requesting leave must provide written notice of the disability, including a doctor's certificate stating the nature of the disability and the expected date of return to work. The company will not seek genetic information in connection with requests for disability leave. All medical information received by the company in connection with a request for leave under this policy will be treated as confidential. 

You may continue your medical insurance coverage by making arrangements with the President to pay the entire monthly premium in advance each month. 

When you are able to return to work, give us at least one week’s advance written notice. Include a doctor's certificate stating that you are medically able to return to your normal duties. 

We will return you to the same or similar position you held prior to the disability leave, subject to our staffing and business requirements. Your continued absence from work beyond your disability (as determined by your physician) will be deemed a voluntary discharge of your employment. 

This leave may run concurrently with any other leave where permitted by state and federal law. 

During your employment, you and the company both contribute funds to the federal government to support the Social Security program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age. 

Upon separation from employment, you may be entitled to state and federal unemployment insurance benefits. Information about unemployment insurance can be obtained from your supervisor. 

On-the-job injuries are covered by our Workers' Compensation insurance policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your supervisor and the President. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition which could lead or contribute to an employee accident. Additionally, the company will attempt to provide a reasonable accommodation that is medically necessary, feasible, and does not impose an undue hardship on the company as prescribed by applicable federal, state, or local law. 

Our company will abide by all requirements set forth by the state's Workers' Compensation law and any other applicable laws or regulations. We will not take any adverse action against an employee in retaliation for filing a Workers' Compensation claim. 

The amount of the benefits payable to you and the duration of payment depends upon the nature of your injury or illness. You will be taken to a nearby urgent care center or hospital if you cannot be treated adequately on the company premises. 

Our company provides eligible employees with a 401(k) Qualified Retirement plan which is an excellent means of long-term savings for your retirement. The company's contribution, if any, is determined by the employer on an annual basis. 

You can obtain a copy of the Summary Plan Description which contains the details of the plan including eligibility and benefit provisions from the President.  In the event of any conflict in the description of any plan, the official plan documents, which are available for your review, shall govern. If you have any questions regarding this plan, see the plan administrator. See addendum 

Our professional ethics require that each employee maintain the highest degree of confidentiality when handling client matters. 

To maintain this professional confidence, no employee shall disclose client information to other clients, friends, or members of one's own family. 

Questions concerning client confidentiality may be addressed with the President. 

When working on an assignment, you may be asked to offer specific suggestions or comments regarding his/her practices. 

Prior to discussing any suggestions with a client, your recommendations must first be approved by the President. 

In the workplace, gossip or spreading misinformation is an activity that can drain, distract and downshift employee job satisfaction.  

• Knowingly spreading false, misleading information about; coworkers, their family, the company, or its clients is strictly prohibited.  

• Gossip often is about conjecture that can injure another person’s credibility, reputation and is not first-hand knowledge. 

In order to have a more professional, gossip free workplace we will: 

1. Stay focused on the task at hand and reduce talking about matters unrelated to work.  

2. Never repeat anything that you do not have firsthand knowledge of and permission to disclose. 

3. If another person on my crew does something unethical, incorrect, against procedures, or disruptive I will use the proper channels to report this to the person in authority to take corrective action…

4. If you are ever concerned with something you have heard about the company, its clients, a policy or procedure, workload, always feel free to contact the President directly.  

Attendance and punctuality are important factors for your success within our company. We work as a team and this requires that each person be in the right place at the right time. YOU NEED TO BE READY AT THE START TIME.  

If you are going to be late for work or absent, notify the President 2 hours prior to start time via text. Other than being hospitalized all texts must be by the employee, no friend, spouse, or family call-ins. 

Personal issues requiring time away from work, such as doctors’ appointments or other matters, should be scheduled during your non-work hours if possible or late in the afternoon. 

If you are absent for one day without notifying the company, it is assumed that you have voluntarily abandoned your position with the company, and you will be removed from the payroll. Your official status will be “Abandoned Position” 

Because we are a task-oriented business, your work schedule may vary depending on your job. Our normal workday is 7:30 a.m. to finish., Monday through Friday. However, depending on weather conditions and daylight the company may start earlier or later or work a Saturday. Employees who are not ready for work by the designated start time will be subject to disciplinary action, up to and including discharge.  Check with your supervisor if you have questions about your hours of work. 

Simply ask your crew leader if you can, grab a bite, get a drink, use the phone, or any other time you need to leave your workstation. We will make every attempt to get you a break, it may just not be at an exact time. Clearly, if you need to use your phone for an emergency let your crew leader know. Employees are expected to bring their lunch to the job site and are not allowed to leave the job site during their meal break. Although you may break for lunch this time will not be deducted from your check. You are getting paid from start time to end time no time deductions. If you leave your workstation or the job site, on your phone, or at your car without permission that time will be deducted from your check.

Work assignments will be distributed by the production manager. If you complete a task and have not received a new task, ask your crew leader for another task. Standing around is not permitted.

Once you have begun an assignment you will report directly to your foreman for all matters relating to its completion. 

Your supervisor is responsible for initiating all on-the-job training for employees within your crew. This may include safety training, participation site training, and continuing education, when necessary, for job safety and work performance. Training will be conducted during regular working hours whenever possible. 

The company will pay for any required training programs. Employees may be tested from time to time to evaluate the effectiveness of the training program. 

If you have any questions regarding training, please see your supervisor. 

Clean up as you go. There should be no trash, concrete overpour thicker than 1”, forms, or scrap material from our phase of work.  

Each employee has an obligation to observe and follow the company's policies and to maintain proper standards of conduct at all times. If an individual's behavior interferes with the orderly and efficient operation of a department, corrective disciplinary measures will be taken. 

Disciplinary action may include a verbal warning, written warning, suspension with or without pay, and/or discharge. The appropriate disciplinary action imposed will be determined by the company. The company does not guarantee that one form of action will necessarily precede another. 

Among other things, the following may result in disciplinary action, up to and including discharge: violation of the company's policies or safety rules; insubordination; unauthorized or illegal possession, use, or sale of alcohol or controlled substances on work premises or during working hours, while engaged in company activities or in company vehicles; unauthorized possession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty; physical harassment; sexual harassment; disrespect toward fellow employees, visitors or other members of the public; performing outside work or use of company property, equipment or facilities in connection with outside work while on company time; poor attendance or poor performance. These examples are not all-inclusive. We emphasize that discharge decisions will be based on an assessment of all relevant factors. 

Nothing in this policy is designed to modify our employment-at-will policy.

Upon request, you may inspect your own personnel file up to two times each year. Inspections will be held on company premises in the presence of a company official. Contact the President to arrange a time to view these records. You will be permitted to review the records in your personnel file related to your qualification for employment, compensation and disciplinary action. You are not permitted access to any letter of reference maintained by the company. If you disagree with the accuracy of any statement in the records and no correction can be agreed upon, you may submit an explanatory statement, which will be attached to the records. 

You may request to inspect or receive a copy of your compensation records. For purposes of this policy, “compensation records” includes your name, address, occupation, pay rate, hours worked for each day (non-exempt employees only), and each amount paid. We will provide these records to you without charge. Likewise, we will provide your records to a person acting on your behalf if you provide us with a signed, written statement authorizing us to release specific information to the designated person. 

In addition, employees may request a copy of their medical records maintained by the company upon payment of reasonable copy costs. 

For more information, contact the President.

In the interest of maintaining productivity and a proper business environment, employees may not distribute literature or other materials of any kind or solicit for any cause during the working time of any employee involved. 

Employees may not distribute literature or other materials of any kind in working areas, at any time, whether or not the employees are on working time. Likewise, employees may not solicit for any cause during the working time of any employee involved. 

Non-working time includes, but is not limited to, lunch or break. 

Non-employees are prohibited from soliciting or distributing materials on company premises at any time. 

To aid you and/or your family in matters of personal emergency, we need to maintain up-to-date information. 

Changes in name, address, telephone number, marital status, number of dependents or changes in next of kin and/or beneficiaries should be given to the President promptly. 

Protecting our company's information is the responsibility of every employee and we all share a common interest in making sure it is not improperly or accidentally disclosed. Do not discuss the company's confidential business with anyone who does not work for us. All client concerns must be addressed with the President. 

All telephone calls regarding a current or former employee's position/compensation with our company must be forwarded to the President. 

The company's address shall not be used for the receipt of personal mail. 

A company's reputation for integrity is its most valuable asset and is directly related to the conduct of its officers and other employees. Therefore, employees must never use their positions with the company, or any of its clients, for private gain, to advance personal interests or to obtain favors or benefits for themselves, members of their families or any other individuals, corporations or business entities. 

The company adheres to the highest legal and ethical standards applicable in our business. The company's business is conducted in strict observance of both the letter and spirit of all applicable laws and the integrity of each employee is of utmost importance. 

Employees of the company shall conduct their personal affairs such that their duties and responsibilities to the company are not jeopardized and/or legal questions do not arise with respect to their association or work with the company. 

Information of interest and importance to you is regularly inserted in your paycheck. We suggest that you look at it regularly. 

You are expected to demonstrate proper care when using the company's property and equipment.  No property may be removed from the premises without the proper authorization of management. If you lose, break or damage any property, report it to your supervisor at once. The company may take action to recoup any replacement costs and/or seek the return of company property through appropriate legal recourse. 

Operators of company vehicles are responsible for the safety, operation, and cleanliness of the vehicle. 

Accidents involving a company vehicle must be reported to the President immediately. Follow the instructions on the back of the insurance card in the event of an accident. 

Employees are responsible for any moving and parking violations and fines which may result when operating a company vehicle. 

Company vehicles may only be used for job-related travel. 

The use of seat belts is mandatory for operators and passengers of company vehicles. 

For those employees who drive a company vehicle to and from work, your work time begins when you arrive at the worksite and your work time ends when you leave the worksite. 

For those employees who are required to pick up a company vehicle at the shop, your work time begins when you arrive at the shop and is paid at the Driver’s rate. 

All employees are required to have basic hand tools such as; tool pouch, hammer, tape, utility knife, rubber boots, float, trowel, approved edger, and jointer. Entry level laborers are not required to have finishing tools.

The company is not responsible for loss or damage to personal property. Valuable personal items, such as purses and all other valuables should not be left in areas where theft might occur. 

If you are expecting a visitor, please notify the President. All visitors must first check in with the foreman. Visitors are not allowed in any area of the job site without being accompanied by an authorized employee. Under no circumstances will visitors be allowed in confidential, unauthorized or potentially hazardous areas. 

Your foreman verifies your start and end times. You are required to text your time after every shift. The text should read: Name, Day, Date, In / Out 

Severe weather is to be expected during winter months. Although driving may at times be difficult, when caution is exercised the roads are normally passable. Except in cases of severe storms, we are all expected to work our regular hours. Time taken off due to poor weather conditions while the business remains open is to be used as a personal day or is unpaid. 

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

If extreme weather conditions require closing of the building, you will be notified by your supervisor. 

Due to the nature of our industry and operations, work availability may fluctuate at times depending on the time of year and/or climate conditions. When you are notified that there is no work to be performed on a certain day, you are required to continue calling the office on a daily basis to determine if work is available and if your services are needed. 

Occasional use of the company's telephones for a personal emergency may be necessary, routine personal calls on company cell phones are not permitted. 

Personal cellular telephones may not be used while on company or worksite premises and when on the clock. Employees are prohibited from using cellular telephones to text messages during working hours while on company premises. 

When family members need to contact you have them call the President; John McAvoy 614-206-5438 and he will get you a message. 

Employees are expected to maintain the highest standards of personal cleanliness and present a neat, professional appearance at all times. 

Our clients' satisfaction represents the most important and challenging aspect of our business. Whether or not your job responsibilities place you in direct client contact, you represent the company with your appearance as well as your actions. The properly-attired individual helps to create a favorable image for the company, to the public and fellow employees. 

We hope that you will not find it necessary to seek additional outside employment/side jobs However, if you are planning to perform work outside Limited Contracting Co., Inc., you must notify the President in writing. 

Outside employment must not conflict in any way with your responsibilities within our company. You may not work for competitors nor may you take an ownership position with a competitor. 

Employees may not conduct outside work or use company property, equipment or facilities in connection with outside work while on company time or without contacting the President. 

It is strictly prohibited to work for builders* while employed with Limited Contracting Co., Inc. 

*a builder is someone who builds more than one unit per year, advertises, or is registered as a builder or contractor. 

Should you decide to leave your employment with us, we ask that you provide the President with at least one week's advance notice. Your thoughtfulness is appreciated and will be noted favorably should you ever wish to reapply for employment with the company. If you decide not to give one week's advance notice your check will be held for a reasonable time to ensure not only exclusive to, all company property has been returned and no accounts have not been charged without authorization. 

Employees who are rehired following a break in service in excess of three months, other than an approved leave of absence, must serve a new initial introductory period, whether or not such a period was previously completed. Such employees are considered new employees from the effective date of their reemployment for all purposes, including the purposes of measuring benefits. 

Our company does not provide a "letter of reference" to former employees. Instead, upon request, we will confirm our employees' dates of employment, salary history, and job title. 

Additionally, all resigning employees must complete a brief exit interview form prior to leaving. All company property, including this handbook, must be returned upon termination. Otherwise, the company may take further action to recoup any replacement costs and/or seek the return of company property through appropriate legal recourse. 

You should notify the company if your address changes during the calendar year in which termination occurs so that your tax information will be sent to the proper address.

If you do not work your 2-weeks notice, your official termination date is the last day you work and your official status will be “resigned”

Notice is preferred, but Limited Contracting Co., Inc. is not obligated to let you work your entire notice.

Paid time off (including, but not limited to vacation days, personal days, and sick days) is not valid after putting in your notice.

Safety can only be achieved through teamwork at our company. Each employee, supervisor, and manager must practice safety awareness by thinking defensively, anticipating unsafe situations, and reporting unsafe conditions immediately. 

Please observe the following precautions: 

1. Notify your supervisor of any emergency situation. If you are injured or become sick at work, no matter how slight, you must inform your supervisor immediately. 

2. The unauthorized use of alcoholic beverages or illegal substances during working hours will not be tolerated. The possession of alcoholic beverages or illegal substances on the company's property is forbidden. 

3. Use, adjust and repair machines and equipment only if you are trained and qualified. 

4. Get help when lifting or pushing heavy objects. 

5. Understand your job fully and follow instructions. If you are not sure of the safe procedure, don't guess...ask your supervisor. 

6. Know the locations, contents, and use of first aid and fire fighting equipment. 

7. Wear personal protective equipment in accordance with the job you are performing.

8. Comply with OSHA standards as written in our safety procedures manual. 

A violation of a safety precaution is in itself an unsafe act. A violation may lead to disciplinary action, up to and including discharge. 

Please see the safety handbook for specific safety guidelines. 

To protect the property and to ensure the safety of all employees, clients, and the company, the company reserves the right to conduct personal searches consistent with state law, and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes or any other possessions or articles carried to and from the company's property. In addition, the company reserves the right to search any employee's office, desk, files, locker, equipment, or any other area or article on our premises. In this regard, it should be noted that all offices, desks, files, lockers, equipment, etc. are the property of the company, and are issued for the use of employees only during their employment. Inspection may be conducted at any time at the discretion of the company. 

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection, as well as employees who after the inspection are believed to be in possession of stolen property or illegal substances, will be subject to disciplinary action, up to and including discharge, if upon investigation they are found to be in violation of the company's security procedures or any other company rules and regulations. 

Violence by an employee or anyone else against an employee, supervisor, or member of management will not be tolerated. The purpose of this policy is to minimize the potential risk of personal injuries to employees at work and to reduce the possibility of damage to company property in the event someone, for whatever reason, maybe unhappy with a company decision or action by an employee or member of management. 

If you receive or overhear any threatening communications from an employee or outside third party, report it to the President at once. Do not engage in either physical or verbal confrontation with a potentially violent individual. If you encounter an individual who is threatening immediate harm to an employee or visitor to our premises, contact an emergency agency (such as 911) immediately. 

All reports of work-related threats will be kept confidential to the extent possible, investigated, and documented. Employees are expected to report and participate in an investigation of any suspected or actual cases of workplace violence and will not be subjected to disciplinary consequences for such reports or cooperation. 

Violations of this policy, including your failure to report or fully cooperate in the company's investigation, may result in disciplinary action, up to and including discharge. 

Our company may use some chemicals (e.g., cleaning compounds, inks, etc.) in some of its operations. You should receive training and be familiar with the handling, use, storage and control measures relating to these substances if you will use or likely be exposed to them. Material Safety Data Sheets (MSDS) are available for inspections in your work area. You must follow all labeling requirements. 

Please consult with the designated safety coordinator prior to purchasing chemicals for the company or bringing them on to our premises. For additional information, please refer to our company's written Hazard Communication Program. If you have any questions, ask your supervisor or the safety coordinator. 

Good work habits and a neat place to work are essential for job safety and efficiency. You are expected to keep your place of work organized and materials in good order at all times. Report anything that needs repair or replacement to your supervisor. 

Our company is committed to providing a safe and healthy environment for employees and visitors. Smoking is not permitted on any job site or in company vehicles. 

Violation of this policy may result in disciplinary action, up to and including discharge. 

Possession use or sale of weapons, firearms, or explosives on work premises, while operating company machinery, equipment, or vehicles for work-related purposes or while engaged in company business off-premises is forbidden except where expressly authorized by the company and permitted by state and local laws. This policy applies to all employees, including but not limited to, those who have a valid permit to carry a firearm. 

Employees who are aware of violations or threats of violations of this policy are required to report such violations or threats of violations to their supervisor immediately. 

Violations of this policy will result in disciplinary action, up to and including discharge. 

The company has vital interests in ensuring a safe, healthy, and efficient working environment for our employees, their co-workers, and the clients we serve. The unlawful or improper presence or use of controlled substances or alcohol in the workplace presents a danger for everyone. For these reasons, we have established as a condition of employment and continued employment with the company the following substance abuse policy. 

Employees are prohibited from reporting to work or working while using illegal or unauthorized drugs. Employees are prohibited from reporting to work, or working when the employee uses any drugs, except when the use is pursuant to a doctor's orders and the doctor advised the employee that the substance does not adversely affect the employee's ability to safely perform his or her duties. 

In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, sale, or possession of illegal drugs and alcohol in the workplace including: on company-paid time, on company premises, in company vehicles, or while engaged in company activities. Employees are also prohibited from reporting for duty or remaining on duty with any alcohol in their systems. Employees are also prohibited from consuming alcohol during working hours, including meal and break periods. 

Your employment or continued employment with the company is conditioned upon your full compliance with the foregoing substance abuse policy. Any violation of this policy may result in disciplinary action, up to and including discharge. Furthermore, any employee who violates this policy who is subject to termination may be permitted in lieu of termination, at the company's sole discretion, to participate in and successfully complete an appropriate treatment, counseling, or rehabilitation program as recommended by a substance abuse professional as a condition of continued employment and in accordance with applicable federal, state and local laws. The company assures that any information concerning an individual's drug or alcohol use will remain confidential. 

Consistent with its fair employment policy, the company maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions. We encourage employees to seek assistance before their drug or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves, or others. The company will attempt to assist its employees through referrals to rehabilitation, appropriate leaves of absence, and other measures consistent with the company's policies and applicable federal, state, or local laws. 

The company further reserves the right to take any and all appropriate and lawful actions necessary to enforce this substance abuse policy including, but not limited to, the inspection of company-issued lockers, desks, or other suspected areas of concealment, as well as an employee's personal property when the company has reasonable suspicion to believe that the employee has violated this substance abuse policy. 

The company does administer random drug testing. All employees are required to sign a consent form upon employment. 

This policy represents management guidelines only and should not be interpreted as a contract of employment. 

Receipt of Employee Handbook and Employment-At-Will Statement 

This is to acknowledge that I have received a copy of the Limited Contracting Co., Inc. Employee Handbook and I understand that it contains information about the employment policies and practices of the company. I agree to read and comply with this Employee Handbook. I understand that the policies outlined in this Employee Handbook are management guidelines only, which in a developing business will require changes from time to time. I understand that the company retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and the company. I understand that this Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements. 

I understand that except for the policy of at-will employment, which can only be changed by the President of the company in a signed written contract, the company reserves the right to revise, delete and add to the provisions of this Employee Handbook at any time without further notice. All such revisions, deletions, or additions to the Employee Handbook will be in writing and will be signed by the President of the company. I understand that no oral statements or representations can change the provisions of this Employee Handbook. 

I understand that this Employee Handbook is not intended to create contractual obligations with respect to any matters it covers and that the Employee Handbook does not create a contract guaranteeing that I will be employed for any specific time period. 

THIS COMPANY IS AN AT-WILL EMPLOYER. THIS MEANS THAT REGARDLESS OF ANY PROVISION IN THIS EMPLOYEE HANDBOOK, THE COMPANY OR I MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY REASON, WITH OR WITHOUT CAUSE OR NOTICE. NOTHING IN THIS EMPLOYEE HANDBOOK OR IN ANY DOCUMENT OR STATEMENT, WRITTEN OR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENT AT WILL. NO OFFICER, EMPLOYEE, OR REPRESENTATIVE OF THE COMPANY IS AUTHORIZED TO ENTER INTO AN AGREEMENT— EXPRESS OR IMPLIED—WITH ME OR ANY EMPLOYEE FOR EMPLOYMENT FOR A SPECIFIED PERIOD OF TIME UNLESS SUCH AN AGREEMENT  IS IN A WRITTEN CONTRACT SIGNED BY THE PRESIDENT OF THE COMPANY. 

Receipt of Changes or Additions to Employee Handbook 

I received a revised copy of the updated policies for my Employee Handbook. I understand that I am responsible for reading the updated and/or new policies, replacing them in my Employee Handbook with this revised version, and complying with the revised policies. The policies which have been updated and/or added to the Employee Handbook include: 

•  A Word About This Handbook Equal Employment Opportunity Life-Threatening Illnesses

• Non-Harassment Sexual Harassment Disability Leave 

• Confidentiality of Client Matters Solicitation and Distribution 

In addition, the following policies have been deleted from the Employee Handbook: 

• Americans with Disabilities Act 

These Employee Handbook policies supersede and replace the former Employee Handbook policies contained in the Employee Handbook. 

If I have questions regarding these policies or the content or interpretation of any policy in the Employee Handbook, I will bring them to the attention of the Human Resources Director, the President, or a member of management.