We are looking to hire several painters to join our team ASAP. We do primarily commercial but some residential. Must have a reliable Car/truck and a Cell Phone. The following is our employee handbook to see what we are looking for:
Work Rules/Handbook for Better-tone Decorators Employees
Rev 04/09/2024
In order for Better-tone Decorators to continue operating in a safe, orderly and efficient manner it is necessary for the following Work Rules to be followed. Infractions of policies on Company Property, Company Time, or Contracted Job Sites is considered serious in nature and is subject to disciplinary action.
Employment at Will Statement
Your employment with Better-tone Decorators is a voluntary one and can be terminated at any time by you or Better-tone at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment status of Better-tone Decorators employees.
These policies are not intended to be a contract of employment or promise of continued employment.
Probationary Employment
All new employees must satisfactorily complete a probationary period of 90 business days. The new employee’s performance and abilities will be monitored for this period to ensure they are capable of performing the necessary tasks to be successful in the position. Successful completion of this probationary period does not guarantee continued employment with the company, change the at-will status of your employment, or indicate that a pay increase will be given.
Immediately Terminable Offenses
All employees should take note that the following offenses are considered serious enough in nature to warrant the immediate termination of employment without the use of the progressive discipline policy. The list contains the most common events that will result in immediate discharge. This is not an exhaustive list. It is up to the Company to determine appropriate discipline based on the infraction committed.
Unauthorized use or possession of firearms on company premises, company time, and/or a contracted jobsite.
The use, possession, distribution, sale, or offering for sale of any alcoholic beverage, illegal drug (including marijuana), narcotics, or any controlled substances. Employees will be subject to random and reasonable suspicion drug and alcohol testing.
Insubordination (intentional refusal to do assigned work).
Fighting, assaulting, provoking a fight, or attempting to harm another individual.
Operation of a company vehicle in a reckless manner.
Operation of a company vehicle while under the influence of alcohol, illegal drugs, narcotics, or a controlled substance.
Dishonesty, which included falsifying company records. That includes daily production quantities and hours worked.
Theft or attempted theft of property from another person (whether from the company, another employee, a subcontractor, a client, or a jobsite).
Progressive Discipline
Progressive discipline will be used to deter unwanted behaviors or acts not listed above and not deemed by the company to warrant immediate discharge. Offenses that will be disciplined include, but are not limited to:
Violations of the attendance policy
Violations of safety policies and procedures. This includes not having appropriate PPE on a jobsite, carelessness or negligence, and violating safety policies on a specific job site.
Horse play or disorderly conduct.
Distribution of unauthorized materials.
Inappropriate personal appearance.
Not Submitting weekly hours and production in a timely manner.
Failure to secure tools/company property
Violation of any company policies or procedures (written or verbal)
Steps in the progressive discipline policy may be skipped based on severity of the offense.
Disciplinary Actions under the Progressive Discipline Policy
Verbal Warning
2nd Verbal Warning
Written Warning
Final Written Warning
Suspension without pay
Discharge for cause
Inspection of Personal Possessions
All persons and personal possessions are subject to inspection/search at any time. This includes personal vehicles. Searches can be conducted at any time during the workday, upon entering or leaving a job site, or any time the company has a subject to search include but are not limited to lunch boxes, handbags, back packs, thermos bottles, and luggage bags. If requested to do so, the item in question must be opened and displayed to the owner/supervisor making the request. Refusal to do so may result in termination of employment.
Company Property
Employees are required to ensure that all company tools and property are properly secured during each break/meal period and at the end of each workday. If there is a theft occurring on site (even if not Better-tone Decorator’s property), employees are to notify Owner, Supervisor, or Project Manager immediately upon learning of any such thefts. Failure to properly secure tools and property will result in replacement fees being charged to the employee if a theft occurs due to the employee’s negligence. Company vehicles that are borrowed to employees for regular use are to be kept clean and properly maintained at the employees expense. (to be treated and cared for as if its your own vehicle) Company vehicles are not a right and are issued as a reward to keep wear and tear of vehicles of employees who have such earned this opportunity.
Safety Policy
It is the policy of this company to ensure a safe, healthful workplace for all its employees. Injury and illness losses from incidents are costly and preventable. This company will employ an effective accident prevention program that involves all its employees in the effort to eliminate workplace hazards.
Management: Management is accountable for preventing workplace incidents, injuries and illnesses. Management will provide top-level support of safety program initiatives. Management will consider all employee suggestions for achieving a safer, healthier workplace. Management also will keep informed about workplace safety and health hazards, and it will regularly review the company safety and health initiatives.
Supervision: Supervisors are responsible for supervising and training workers in a safe work practice. Supervisors must enforce company and individual job site safety rules to eliminate hazardous conditions.
Employees: All employees are expected and encouraged to participate in safety and health program activities including reporting hazards, wearing all PPE (personal protective equipment), following all safety rules of the assigned job site, and reporting unsafe work practices and conditions. All accidents are to be reported immediately to your supervisor no matter how trivial the incident seems. It is mandatory that all employees wear the required PPE for each individual job site. Employees are responsible for consulting with the job site supervisor to find out which PPE is required on their job site.
Employees may return worn out or defective items to their supervisor for replacements. Employees are to immediately report all lost or stolen PPE items. Employees are required to provide approved protective footwear as necessary for the job site they are assigned to.
Employees are not to use their cell phone for personal use during work hours (not including break times), unless granted permission by their supervisor.
Attendance
Regular and predictable attendance is an essential responsibility of each employee at Better-tone Decorators. Absences, early departures, and tardiness create disruptions and work scheduling complications for supervisors and co-workers and are expected to be kept at a minimum.
Employees are expected to be at their assigned jobsite as scheduled, on time and prepared to work. This includes having all required PPE and tools for the assigned job location. Employees are expected to remain at work for their entire scheduled shift.
Employees are required to call or notify their job site supervisor that they will be late to work no later than 45 minutes prior to the start of their scheduled shift.
Any employee who fails to report to work without notifying his or her supervisor for two consecutive days will be considered to have abandoned their position or quit without notice.
Employees who report off for three consecutive days or more for the same illness or injury will be required to produce proof of physician’s care on the day they return to work. The verification must include the nature of the illness or injury, when the employee will be able to return to work, and whether the employee can perform all necessary functions of the job. If the employee is not capable of performing all functions of the job, the verification must list all restrictions placed on the employee and the length of time the restrictions will be imposed. The site supervisor will determine if the restrictions can be accommodated. If a doctor’s note is not provided on the date of return, the employee will not be permitted to return to work until the documentation is provided. Failure to provide the information may result in disciplinary action up to and including termination of employment.
Request for time off must be made in writing to the owner/ office at least two weeks in advance, when practicable. All Request for time off will be reviewed on a case-by-case basis. You will be notified of the decision ASAP.
Hours of Production
Work week starts on each Thursday of the week and ends each Wednesday of the week. Employees are mandatory to work Monday-Friday, 8-hours a day, unless OT and/or other arrangements are approved by the office/ owner of the company. Employees are not allowed to leave the jobsite before 8 hours of work completion without prior approval from their supervisor/ owner of the company.
Start time of the workday will be based upon the job supervisors request per jobsite. If the start time conflicts with your personal schedule you are to get approval of start time via the office/ and or owner of the company prior to the start of the work week.
Employees are required to submit their weekly hours and production to the office manager no later than Wednesday at 6 pm. Employees are required to submit hours even if they are on vacation. Your paycheck may not be ready on the usual pay date if the hours are not submitted in a timely fashion. You may be required to wait until the next payroll run for your paycheck. Failure to do so will result in disciplinary action up to and including discharge of employment. Mandatory overtime will be required on an as need basis.
Paid Holidays
Regular full-time employees are eligible to receive holiday pay after they have completed their 90-business day probationary period. Each employee mush work 90 eight-hour days to count toward their probationary period. The following days are paid holidays when they fall on a Monday-Friday regularly scheduled workday.
New Year’s Day
Independence Day (July 4th)
Thanksgiving Day
Christmas day
Labor Day
Memorial Day
The following conditions apply to holiday pay:
Holiday pay will not be considered as time worked for the purpose of overtime calculations.
Holiday pay will be computed at the employee’s base rate of pay.
The employee must be present on their last scheduled day prior to the holiday and the first scheduled day after the holiday in order to receive holiday pay.
Holiday pay will not be granted to employees on an unpaid leave of absence.
If an employee is scheduled to work on a holiday, they will receive 1.5 time their base hourly rate for that day.
Personal Paid Time off
The following conditions apply to personal paid time off:
After 1 year of employment with our company you will be granted 5 days/40 hours of personal paid time off.
A two-week notification to the office is mandatory for your request off for these days.
These hours will not be counted toward overtime paid for the work week.
Personal hours cannot be carried over to the next calendar year. Any unused time will be zeroed out after December 31st.
Employee termination or putting two-week notice in is an automatic dissolution of PTO
2nd year 8 days of PTO
3rd year 11 days of PTO
4th+ years 14 days of PTO
Jury Duty
An employee will be granted the necessary time off for jury duty service. The company will pay the employee their wages and deduct the juror fee paid to the employee from their wages. The employee shall notify the office immediately, in writing, of the requirement for this leave and present a copy of the notice to report for jury duty.
An employee who reports for jury duty and is excused from serving before noon or not required to report on a particular day must report to work for the day, according to the work schedule of his or her job site. If the employee is currently assigned to an out-of-town job site, the employee will call the office for a local assignment on days they are excused before noon or not required to report for service. However, the combination of jury duty and jobsite work on a single day shall not amount to more than normal workday.
Bereavement Leave
Regular full-time employees who have completed their probationary period are eligible to receive bereavement leave due to the death of an immediate family member. The employee should notify the office immediately if they need bereavement leave.
Bereavement pay is paid at the employee’s base rate of pay at the time of leave. It will not include incentives, bonuses, or overtime pay.
The employee will be granted up to three consecutive days of leave with regular pay following the death of the employee’s spouse, child, step-child, parent, step-parent, mother-in-law, father-in-law, sister, brother, step-sister, or step-brother. To be eligible for leave the employee must generally attend the funeral of the deceased relative.
Employees will be granted one day off with regular pay in the event of the death of a sister-in-law, brother-in-law, aunt, uncle, grandparent, grandchild, or spouse’s grandparent. To be eligible for leave the employee must generally attend the funeral.
Documentation such as a copy of the obituary, the funeral program, or the death certificate will be required when the employee returns to work. Failure to provide the documentation will result in the absence being considered unapproved. Discipline may occur according to the progressive discipline policy.
Additional unpaid time off may be granted depending on the circumstances such as that distance, the employee’s responsibility for making funeral arrangements, and the employees responsibility in the disposition of the estate of the deceased. Additional unpaid time off must be request in writing and include the above information as well as how much additional time is being requested.
Travel Accommodations/Incentives
Travel Time/Pay
When possible, transportation in the form of a carpool, will be arranged for out-of-town jobs. The use of the carpool is for your convenience only and is not a requirement. However, if you miss the carpool or choose not to utilize the carpool, you will not be compensated for your travel time or expenses and you will be expected to arrive at the jobsite on time. If an employee is asked and agrees to use their personal vehicle to drive the carpool for the company’s convenience, that employee will be compensated for milage for the trip.
Meal Reimbursement
If you are staying in an apartment or hotel with a kitchenette in your room you will not receive meal reimbursements. If you utilize the carpool, transportation will be provided on a reasonable basis for you to purchase groceries.
If the hotel room doesn’t have a kitchenette in it, you will be reimbursed for up to $30.00 per day for lunch and dinner only. Breakfast is served each day at the hotel. If you choose not to eat the breakfast, you are free to purchase breakfast at your own expanse. All snacks and drinks (other than those with a meal) are at your own expense.
All itemized receipts must be turned in no more than 5 days after you return form each trip. You may scan and email then or text a picture of them (daily/weekly/after each trip). The picture/scan must be clear and visible to the receiver.
Any receipts not received in the 5-day window will not be reimbursed.
Lost receipts will not be reimbursed.
Receipts showing only a total will not be reimbursed. It is your responsibility to ensure you have an itemized receipt.
Alcohol will not be reimbursed unless you are given written instructions to take a client to dinner and alcohol authorized.
Receipts will be reimbursed on the next available payroll. If payroll was already processed when the receipts are received, you will receive the reimbursement in the next payroll cycle.
Travel Time to and from Jobsites
If you are required to begin working on one jobsite and travel to a different jobsite in the same working day, you will get paid your standard hourly wage; this travel time will not count as overtime pay. If the jobsite is out of town and is two hours or more drive time from Minneapolis, MN, you will get paid your standard hourly wage for travel back to Minneapolis, MN. For example, if the drive time to the jobsite is 7 hours away and your wage is $1-/hour you will receive a travel bonus of $70. This time will not be counted towards your labor hours as OT. The above will be paid in the bonus section of your paycheck. If at anytime you quit or are asked to leave the jobsite due to behaviors, you will not get paid travel time and it will be your responsibility to make travel arrangements back home.
Smoking/Vaping/Tobacco Use
All employees must observe and comply with designated smoking/vaping/tobacco use requirements at each jobsite location, housing accommodations, and/or public place. Any Damage (financial or physical) caused by smoking/vaping/tobacco use in a forbidden location will be the sole responsibility of the employee. Smoking/vaping/tobacco use is only permitted in designated locations and while on an approved break. Chewing tobacco is not forbidden on jobsites unless posted otherwise but spitting on jobsite floors is forbidden and “spit containers” are not to be left laying around to leave a mess.
Breaks
In General, each employee is entitled to one morning break, one afternoon break, and one unpaid meal period. Generally, the morning and afternoon breaks will be 15 minutes. Lunch breaks are 30 minutes. We typically require all employees to take a lunch break. In some instances, due to workflow, not taking a lunch break is acceptable. Shortening or skipping a lunch break is not mandatory and these instances should be kept to a minimum. All break schedules will be determined by the jobsite supervisor.
Shortening or skipping a lunch break when not requested by a jobsite supervisor or member of the officer staff is considered an offense that will be disciplined according to the progressive discipline policy. Employees must notify the company if they shortened or skipped their lunch when providing their weekly hours and production.
Company Owned Tools & Supplies
When an employee has possession or responsibility of company tools and/or supplies they are fully responsible for the possession. If the tool and/or supply gets lost or stolen, the employee will reimburse the tool and/or supply within 24 hours of it being lost or stolen. If in that 24-hour period it is not replaced with exact or same value, the employer will deduct the cost of the tool and/or supply from the next paycheck cycle. If an employee leaves for a break or walks away from the tool and/or supply, the employee is responsible to make sure that the tool and/or supply is locked in a safe place. It the tool and/or supply are stolen or lost while the employee is on a break or walks away form the work area, the employee is still liable for that tool and/or supply. Any repairs to company equipment that are caused do to employee negligence will be taken out of their next check
Quality of Production & Workmanship
When an employee is told a duty to complete and has been shown the steps to perform the duty, and the quality of the duty/workmanship is not completed correctly or not to the standards of Better-tone Decorators, the employee will not be compensated to redo the workmanship to the correct standard. If another employee or subcontractor will need to fix the workmanship, the employee who did it incorrectly will be deducted the time from their weekly hours to compensate the other employee or subcontractor.
Better-tone Decorators Receipt and Acknowledgement of Company Work Rules/Handbook
I acknowledge receiving a copy of Better-tone Decorators Work Rules/Handbook dated 04/09/2024. I have read it and understand their terms and conditions. I agree to follow these rules and regulations as well as any established in the future. I further understand that these work rules provide an overview of company policies and procedures and may not represent all the rules and regulations in force. By signing below, I understand that I am responsible for all information contained in the Company Work Rules/Handbook.
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