CemTex Concrete Ready Mix, LLC.
Employee Handbook
January, 2015
Cemtex Concrete Ready Mix, LLC. 2219 Hartwick Rd. • Houston • TX • 77093
President’s Letter To Our Valued Employees, Welcome to CemTex Concrete Ready Mix LLC. You have joined a fast moving organization that provides employees with growth opportunities, job satisfaction, attractive compensation and the chance to make direct contributions to our future success. This handbook outlines the terms of your partnership with us, what you can expect from CemTex Concrete Ready Mix LLC and what we expect and offer you in return. Our commitments to you are simple and straightforward: • Individual development: Our goal is to attract and retain the highest quality employees. We want you to succeed, and we are committed to providing you with the skills and knowledge you need to thrive in today’s fluid business environment. In return, we want you to actively manage your career: where do you want to be, how can you improve your performance and how can we help you get there? • Competitive pay for competitive performance: CemTex Concrete Ready Mix LLC has reshaped its
operations to give employees more authority and responsibility, and we make sure you are rewarded for superior performance. In return, we expect you to strive to achieve the organization’s goals and contribute to the Company’s bottom line. In the end, this is what will help us grow our competitive advantage. • A safe place to work: We will provide you with a safe and clean working environment. In return, we
expect you to perform your work to the highest standards of quality and safety. We encourage you to become familiar with the information contained in this handbook. If you have questions that are not covered in this content, please direct them to your supervisor or to your appropriate Human Resources representative. We are hopeful that your association with us will be mutually rewarding. Sincerely,
Raul Garza Sr. Raul Garza Sr. Chairman, Principal and Chief Executive Officer The information contained herein is set forth merely as a guideline and each matter will be decided on an individual basis. Further, the Company (CemTex Concrete Ready Mix LLC.) reserves the right to change any guidelines, compensation or benefits at any time without notice. All references in this handbook will be to the “Company,” meaning CemTex Concrete Ready Mix LLC. Policies contained in this handbook are summarized, and reference should be made to the actual policy in the Management Guide for specific information or interpretation.
TABLE OF CONTENTS I.
Welcome………………………………………………………………………………………………………….…….
Page 3
II.
To Our Employees……………………………………………………………………………………….….………
Page 3
III.
To Our Customers…………………………………………………………………………………………….…….
Page 4
IV.
Introduction………………………………………………………………………………………….………………..
Page 4
V.
Attendance……………………………………………………………………………………………………………..
Page 4
VI.
Work Days……………………………………………………………………………………………………………...
Page 4
VII.
Probationary Period……………………………………………………………………………………………….
Page 5
VIII.
Time Cards………………………………………………………………………………………………………………
Page 5
IX.
Overtime…………………………………………………………………………………………………………………
Page 5
X.
Paychecks……………………………………………………………………………………………………………….
Page 6
XI.
Observed Holiday……………………………………………………………………………………………………
Page 6
XII.
Vacations………………………………………………………………………………………………………………..
Page 6
XIII.
Leaves of Absence…………………………………………………………………………………………………..
Page 6
XIV.
Parenting Leave of Absence…………………………………………………………………………………….
Page 7
XV.
Promotions……………………………………………………………………………………………………………..
Page 8
XVI.
Pay Increases………………………………………………………………………………………………………….
Page 8
XVII.
401 (K) Plan…………………………………………………………………………………………………………….
Page 9
XVIII.
Health Insurance…………………………………………………………………………………………………….
Page 9
XIX.
Physical Exam Reimbursement……………………………………………………………………………….
Page 9
XX.
Layoffs, Resignation & Re-Employment………………………………………………………………….
Page 9
XXI.
Work Uniforms………………………………………………………………………………………………………
Page 10
XXII.
CemTex Vehicles…………………………………………………………………………………………………….
Page 10
XXIII.
Security…………………………………………………………………………………………………………………..
Page 11
XXIV.
Grievance Policy……………………………………………………………………………………………………..
Page 11
XXV.
Workplace Violence………………..……………………………………………………………………………..
Page 12
XXVI.
Probation….……………………………………………………………………………………………………………
Page 12 1|Page
XXVII.
Discipline Process……………………………………………….………….………………………………………
Page 12
XXVIII.
Safety……………………………………………………………………………………………………………………..
Page 13
XXIX.
Safety Rules…………….………………………………………………………………………………………………
Page 14
XXX.
Drug, Alcohol, Substance Abuse and Drug Testing……………………………………………………
Page 16
XXXI
Agreement to Arbitrate Employment Claims…………………………………………………………..
Page 20
XXXII.
Weapons and Firearms……………………………………………………………………………………………
Page 22
XXXIII.
Work Rules…………………………………………………………..……………………..………………………….
Page 22
XXXIII.
Policy on Harassment…………………………………………………………………………………………….
Page 24
XXXV.
Advances / Loans…………………………………………………………………………………………………….
Page 24
XXXVI.
New Employee Orientation……………………………………………………………………………………..
Page 24
Handbook Acknowledgement-Employee Copy………………………………………………………..
Page 26
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I. WELCOME We would like to take this opportunity to welcome you to CemTex Concrete Ready Mix, LLC. This handbook is designed to enable you to become better acquainted with our organization, philosophy and policies that affect your work. We have tried to supply straight to the point answers to questions you may have. If you have any other questions, do not hesitate to ask your supervisor. The management of CemTex Concrete Ready Mix, LLC. (CemTex) endorses the policies and principles set forth in this handbook as the basis for our relations with all persons associated with the company. In addition to the contents of this handbook, CemTex has other company policies, which also apply to its employees. In applying the policies contained in this handbook and other company policies, a specific policy will apply over a general policy. While CemTex believes wholeheartedly in the policy and procedures described in this handbook and other company policies, they are not terms and conditions of employment. CemTex reserves the right to modify, revoke, change or improve any of the provisions set forth in this handbook or in the company policies in whole or in part at any time which we believe are appropriate. CemTex is a family owned company in a highly competitive market place. Our principle business is to supply concrete and related products to our customers. Our motto is “the customer is our priority�. Therefore, it is imperative that each employee due everything they can to service the needs of our customers. This will create repeat business and future jobs for more employees.
II. TO OUR EMPLOYEES We will, in a fair and reasonable way, respect the dignity of each employee as an individual. We will pay salaries, which compare favorably with the prevailing rates of pay for comparable work in our community and surrounding areas. We will meet with friendliness and understanding any employee who has a problem affecting employment at CemTex, with the objective of finding a fair and early solution to that problem. We will maintain a fair and reasonable standard of personal and family protection within our work force with respect to employee accommodations, safety, cleanliness, and vacation with pay.
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We will devote our best efforts and thinking to the building and expansion of our business which will provide a happy and productive future for all employees.
III. TO OUR CUSTOMERS We will provide to the best of our abilities, a high quality product at competitive prices. We will place great emphasis on providing the product on a timely basis to better assist the customer in running his business in a successful manner.
IV. INTRODUCTION CemTex and subsidiaries manufacture CemTex concrete and related products for the construction industry throughout Houston, Texas. Your job and the company’s future depends on our ability to deliver a high quality product and service at a cost that will enable us to sell the product at a competitive price and still maintain a profit margin which allows for future expansion of our plants and equipment. Maintaining an acceptable profit margin provides benefits for each CemTex employee and their family.
V. ATTENDANCE Each employee must call in prior to their starting time if he/she is unable to be at work. If a person is absent for more than one consecutive day, he/she must call in each day prior to their starting time. Anyone who is late (2) times in a four- (4) week period is subject to termination. We must stress the importance of attendance because all of our plans are based on the fact that you the employee will be available for work. Regular attendance is an important job requirement due to the fact that absenteeism is a major factor affecting production, delivery and planning. A good attendance record is also an important factor in your progress and ability for a promotion within the company.
VI. WORK DAYS The standard workweek is Monday through Saturday. During the summer months and/or during those occasions when full production capacity is needed, there may be changes in the standard workweek. Your plant manager will advise you of any changes. Lunch break is one half (1/2) hour and will be taken if you are not being loaded (Drivers). Office staff starting and ending times vary on depending on the volume of work therein. Contact your plant manager for details concerning your individual work schedule. 4|Page
During the winter months and/or during those occasions when full production capacity is not needed, there may be changes in the standard workweek. Your plant manager will advise you of any changes.
VII. PROBATIONARY PERIOD As a new employee, you will want to become better acquainted with your work and your fellow employees, just as we want to get better acquainted with you. Accordingly, there will be a probationary period for the first ninety (60) days of work, and after the satisfactory completion of this period you become a regular full time or part time employee (unless, of course, it is mutually understood that your employment is on a temporary basis.)
VIII. TIME CARDS You will be assigned a time clock ID Code. You alone are responsible for punching your code in or out. Your pay is calculated from your time clock registry. You should be prepared to start work immediately after punching in. Personal wash and cleanup time will take place after you have punched out. In the event you must leave during working hours on other than company business, you must first obtain permission from your plant manager. The employees’ time card must be punched out when leaving and in when returning. Lunch is one-half (1/2) hour. Time codes must be punched out and in at the beginning and end of your lunch break. Only YOU are allowed to punch your time code.
IX. OVERTIME Hourly Employees: Overtime hours are costly to the company. However, the company has and plans to continue to allow overtime completing the daily business. Time and one half (1/2) of the regular straight time rate of an employee shall be paid for all work performed in excess of (40) hours in any one-week. During the summer months when full production is needed, there may be changes in the standard workweek. Your plant manager will inform you of any changes. Salary Employees: Salary range of pay that has been established to be paid to employees performing a particular job or function. The salary range is determined by market pay rates, established through market pay studies, for people doing similar work in similar industries in the same region of the country. All Salary employees have at least 2 people they oversee or supervise and will work at least 40 hours on a given week. 5|Page
Commission Employees: A sales commission is a sum of money paid to an employee upon completion of a task, usually selling a certain amount of goods or services. Employers sometimes use sales commissions as incentives to increase worker productivity. A commission may be paid in addition to a salary or instead of a salary. The Fair Labor Standards Act (FLSA) does not require the payment of commissions. 0T
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Commissioned employees refer to sales representatives and Delivery Drivers.
X. PAYCHECKS You will receive your paycheck on a weekly basis. Paychecks are distributed on the last day of the workweek as you check out. You will be paid for the previous workweek. Pay periods start Thursday end Wednesday the following week. Pay checks are given Friday unless if falls on a Holiday in which the paycheck will be given on the next business day.
XI. OBSERVED HOLIDAYS New Year’s Day Memorial Day Fourth of July
Labor Day Thanksgiving Day Christmas Day
In order to be paid for a holiday, an employee must work a full shift the day before and the day after a holiday and the holiday must fall on a regular work day.
XII. VACATIONS All employees are eligible for five (5) days of vacation after one (1) full year of employment. One (1) week of vacation is allowed during the summer construction season with prior approval of your supervisor.
XIII. LEAVES OF ABSENSE An employee who has completed their probationary period of employment may be granted a leave of absence without pay for any of the following reasons: 1) Death or severe illness in the immediate family. 6|Page
2) Compelling personal reason. 3) Such other reasons the Company deems justifiable, provided that written permission for such leave is obtained from the company prior to the employee taking leave. An employee who does not return or overstays a leave of absence will be considered to have terminated his/her employment. The maximum leave of absence is three (3) calendar days, except in the case of maternity which will or can commence with the written notice from a medical doctor stating that it would be beneficial for health reasons that the employee be released from work duties. Granting a leave of absence will depend upon individual circumstances on a case by case basis. Vacations earned prior to lave will be paid. Vacation periods that fall within leave time span will not be paid. Holidays also will not be paid because of the before and after policy. Time in service with the company will continue during absence of employee.
XIV. PARENTING LEAVE OF ABSENCE 1) For the purpose of this provision concerning parenting leave of absence,” employee” is defined as follows: Employee means a person who performs services for hire for the company, for an average of 20 or more hours per week, and includes all individuals employed at any site owned or operated by CemTex. “Employee” does not include an independent contractor. 2) For the purpose of this provision concerning parenting leave of absence,” child” is defined as an individual less than eighteen (18) years of age or an individual under twenty (20) who is still attending secondary school. 3) CemTex will grant an unpaid leave of absence to an employee who is a natural or adoptive parent in conjunction with the birth or adoption of a child. The length of the leave shall be determined by the employee, but may not exceed one (1) week. 4) A leave of absence under the preceding paragraph shall began at a time requested by the employee. All requests for such a leave of absence shall be made in writing and shall be submitted to the plant manager at least thirty (30) days prior to the date the leave is to begin. The leave may not begin more than six (6) weeks after the birth or adoption, except that in the case where the child must remain in the hospital longer than the mother, the leave may not begin more than six weeks after the child leaves the hospital. 5) An employee returning from a parenting leave of absence in conjunction with the birth or adoption of a child is entitled to return to employment in the employees’ former position or in a position of comparable duties, number of hours, and pay. An employee returning from a leave of absence longer than one (1) week must notify the plant manager at least one (1) weeks prior to return from leave. An employee returning from a leave of 7|Page
absence relating to school conferences or classroom activities is entitled to return to employment in the employee’s former position. 6) If, during a parenting leave of absence, CemTex experiences a layoff and the employee would have lost a position had the employee not been on leave, pursuant to the company’s layoff and recall system, the employee is not entitled to reinstatement in the former or comparable position. In such circumstances, the employee retains all rights under the layoff and recall system as if the employee had not taken leave. 7) An employee returning from a parenting leave of absence is entitled to return to employment at the same rate of pay the employee had been receiving when the leave commenced, plus any automatic adjustments in the employees’ pay scale that occurred during the leave period. The employee returning from a parenting leave of absence is entitled to retain all accrued pre-leave benefits of employment and seniority as if there had been no interruption in service 8) An employee, by agreement with CemTex, may return to work for an average less than twenty (20) hours per week during the leave period without forfeiting the right to return to employment at the end of the leave period, as provided in paragraph 1-7 of this provision.
XV. PROMOTIONS Whenever practical, CemTex will fill vacancies by promoting from within the company. The opportunity for advancement is based on merit, initiative and ability. You are encouraged to improve yourself in order to be prepared for promotional opportunities when they arise. You should express your feelings to your supervisor, as there is no substitute for discussing matters like this.
XVI. PAY INCREASES The company follows a policy of reviewing each employee on an annual basis for pay increases. So long as the company is able to maintain the profit margin necessary to expand and grow while realizing a fair return on investment, it is management’s intention to continue reviewing each employee on an annual basis. An employee evaluation form shall be performed by a Supervisor on a yearly basis which will include an employee self-evaluation to determine progress and productivity.
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XVII. 401 (K) PLAN CemTex does not have a retirement plan. However, employees are encouraged to set up an individual retirement account (IRA). Furthermore, CemTex position is that the employee worked for the paycheck and as such should have the right on how they want to invest it.
XVIII. HEALTH INSURANCE The company DOES NOT HAVE group health insurance benefits available to employees at this time.
XIX. PHYSICAL EXAM REIMBURSEMENT The company shall reimburse each employee, with two years or more of employment, $90.00 toward the cost of their DOT physical every two years.
XX. LAYOFFS, RESIGNATION & RE-EMPLOYMENT & FURLOUGHS The company will follow a policy of seniority by job classification whereby seniority will be considered by job classification in layoffs. In difficult times CemTex will apply Furloughs in an effort to maintain all of our employees, please refer to attached furlough explanation. If for any reason you are seriously considering resignation, we suggest that you discuss the matter with your supervisor. We know from experience that misunderstandings often can be corrected or opportunities that lie ahead may be pointed out to you. Should it become necessary for the Company to lay off employees due to lack of work, a proper notice will be given. Likewise, the Company requests that each employee give a two weeks’ notice to the Company should he/she resign. RE-EMPLOYMENT Employees who leave the Company in good standing are eligible to be considered for reemployment. REDUCTION-IN-FORCE (FURLOUGH) If a reduction-in-force or a layoff of our employees is necessary, the Company may attempt to reassign individuals in order to prevent the loss of their job. If a layoff is necessary, job performance and job assignment will be considered in retaining individuals. The rehire of persons will be based on the same factors.
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RESIGNATION/TERMINATION If you resign from the Company, you should submit a written resignation to your immediate supervisor or manager. Your final pay check will be ready within the timeframe required by individual state payday laws following your termination and will be mailed. All Company property must be returned. Failure to return this property may result in its value being deducted from your final pay check or require you to repay the value.
XXI. WORK UNIFORMS We have made arrangements with a supplier to furnish work uniforms under a rental program. After an employee has passed the probationary period of sixty (60) working days, the ordering and wearing of work uniforms is required. A new employee is expected to wear suitable work clothing until he/she completes the probationary period and qualifies for the work uniform program. Our work requires suitable protective boots. Tennis shoes & sandals are not acceptable footwear. Should an employee resign or be terminated, all uniforms must be returned to his/her supervisor prior to the employee receiving his/her paycheck. Any uniforms missing will be charged to the employee at cost and deducted from the employee’s final paycheck.
XXII. CEMTEX VEHICLES Employees are often assigned Company vehicles or drive a personal vehicle to perform their duties. If you drive a Company vehicle or a personal vehicle to do your job, you will be expected to comply with Company policy concerning its use. We have strict rules concerning the use of vehicles, and it is your responsibility to read and follow these rules: 1. Always observe all posted laws and speed limits. 2. Seat belts must be worn when operating or riding as a passenger in a vehicle on Company business. It is mandatory Company policy. 3. Only Company employees and Company authorized vehicle repair vendors are allowed to operate Company vehicles. No passengers other than Company employees or clients on Company business may ride with you. 4. All vehicle maintenance and use records are to be completed as directed by your supervisor. Ensure that all vehicle systems (horn, turn signals, brakes, slack adjusters etc.) are in proper working order. Check the glove boxes to make sure that it contains valid registration, insurance 10 | P a g e
documents and accident-reporting packets. All vehicle must comply with DOT Inspections and Pre-Trip inspections are to be done on a DAILY BASIS. 5. Your safety, and that of your passengers, should not be compromised at any time. Report any broken or worn parts, tires, glass or similar items to your supervisor immediately. 6. Report any accident, regardless of severity, to your supervisor and the Risk Management and Safety departments immediately. 7. All drivers must be eligible under the insurance we carry on our vehicles. 8. An employee who fails to maintain an acceptable driving record is subject to disciplinary action up to and including termination of employment. 9. Company vehicles are to be used for Company business. Limited personal use is permitted. 10. All drivers must immediately report any D.U.I. (Driving under the Influence) or D.W.I. (Driving While Intoxicated) violations received, whether received on Company business or personal time, to their supervisors. U
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The above is not a complete and exclusive list of vehicle use policies. The Company reserves the right to check your Motor Vehicle Record (MVR) at its discretion with or without cause.
XXIII. SECURITY You may bring into the plant or take from the plant personal clothing, lunch boxes and other articles of personal property. For obvious reasons and in the interest of plant security, the Company reserves the right to inspect all articles brought into or taken out of the plant. Removal of company property is cause for termination.
XXIV. GRIEVANCE POLICY The Company as an employer believes that the greatest majority of problems arise both between the employer and employee and between employee and employee due to communication breakdowns. There is no substitute for communication! The company fully realizes that all parties involved must have the opportunity to openly discuss an issue. There may be a time when an employee has a problem or complaint against the Company and to resolve there, the following procedure will be followed: 1. 2.
The employee shall first meet with his/her immediate plant manager. Every effort will be made to satisfy the problem or complaint at this time. Should the employee continue to feel he/she has not received a satisfactory explanation of the problem or complaint, the employee should inform the plant manager that he/she wishes to meet with the President, and The President will meet separately with the plant manager and the employee and then notify the employee of any action that will be take. 11 | P a g e
XXV. WORKPLACE VIOLENCE The Company will not tolerate workplace violence. Acts or threats of physical violence, including intimidation, harassment and/or coercion, which involve or effect the Company, or which occur on Company property will not be tolerated. Acts or threats of violence include conduct, which is sufficiently severe, offensive or intimidating to alter the employment conditions at the Company or to create a hostile, abusive or intimidating work environment for one or several Company employees.
XXVI. PROBATION The Company is an Equal Opportunity Employer and does not consider race, color, sex, age, disability, religion, national origin, citizenship or veteran status as a factor in the selection for employment. All newly hired employees of the Company are subject to an evaluation period of ninety (60) days from date of hire. The applicant understands that the satisfactory completion of this evaluation period in no way constitutes an obligation by the Company to continue his/her employment, and that all employees are subject to termination with or without cause as determined solely by the Company in its best interest.
XXVII. DISCIPLINE PROCESS There are times when disciplinary measures must be taken to correct or improve unacceptable work conduct. Disciplinary action can be administered in various ways and can be either formal or informal. The action taken depends upon the seriousness of the violation and the employee’s work record. For violations or offenses considered by Company management to be less serious, progressive discipline may be used. Progressive discipline will involve steps to advise the employee of the misconduct or problem and allow time for the employee to exhibit corrective behavior. Some offenses are so serious that progressive discipline may be bypassed and suspension without pay or termination of employment may result on the first offense. If the employee feels he or she is being treated unfairly, he or she is encouraged to request a conference with Human Resources and/or the department manager to review the matter. Refer to Discipline Process Policy.
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XXVIII. SAFETY Safety equipment will be furnished to employee (such as hard hats and safety glasses). Anyone refusing to use safety equipment will be subject to termination. Safety is everyone’s business! Should an employee resign or be terminated, all safety equipment must be returned to his/her supervisor prior to the employee receiving his/her paycheck. Any equipment missing will be charged to the employee at cost and deducted from employee’s last paycheck. In order to meet requirements of our insurance coverage, the use of the Company’s facilities for maintenance on privately owned vehicles won’t be allowed. SAFETY GLASSES All persons entering a hazardous work area (shop, yard, etc.) must wear eye protection at all times without exception. The Company will furnish eye protection, at no charge, in accordance with the following guidelines: 1. Nonprescription glasses that meet ANSI Z87.1 standard, with side shields, will be furnished at no charge. Replacement glasses resulting from damage (other than your neglect) will be furnished at no charge. Lost glasses will be furnished to you at a charge equal to Company cost. 2. Prescription glasses that meet ANSI Z87.1 standard, with side shields, will be furnished to all employees at no charge for those having to enter the work areas. You must provide a current prescription to place an order for glasses. Prescription glasses will be replaced at no charge when damaged on the job or when a prescription change occurs. Contact your QHSSE department for lens, frame and other purchasing guidelines with regards to the purchase of prescription eyewear. The Company does not pay for seamless progression lenses, monochromatic lenses or exotic metal frames (i.e. titanium, etc.). Contact lenses may be worn in the field or shop under nonprescription safety glasses. Splash-proof chemical goggles and face shields must be worn when handling hazardous chemicals, powders or vapors, such as cleaning solutions, or in any other operation where eyes may be exposed to hazardous substances. Impact-type goggles and face shields must be worn when chipping, scraping, buffing, grinding and hammering, or when engaged in any activity involving hazards to the unprotected eye by flying or falling particles or objects. Contact the QHSSE Department or refer to the Employee Safety Handbook for more information. SAFETY SHOES Safety shoes that meet ASTM F2413-05 standard are required for all persons who must enter the shop, warehouse and field areas. The Company will furnish or subsidize selected safety shoes. Contact your supervisor for more information.
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HARD HATS Only hard hats that meet ANSI Z89.1 standard should be worn by employees. The Company will provide hard hats for employees who must enter the shop, warehouse, yard and field areas. Hard hats must be made of nonconductive material and provide adequate deflection for falling objects; therefore, cowboy-hat-style hard hats are prohibited. Hard hats must be inspected before use and replaced when the integrity is in question. OTHER PERSONAL PROTECTIVE EQUIPMENT Hard hats, safety shoes and safety glasses as outlined in the previous sections are MINIMUM requirements to be worn by employees while in work areas (shop, yard, warehouse, field, etc.). Based on the hazards presented by the work to be performed, additional personal protective equipment may be required. This may include gloves, aprons, respirators, etc.
XXIX. SAFETY RULES GENERAL CONDUCT The Company believes that it is necessary to have guidelines that everyone must follow to maintain a positive work environment. The Company has established guidelines to protect the health, safety and welfare of each employee and to provide a safe and efficient work environment. The publishing of the guidelines is necessary in order to affect fair and consistent conduct throughout our operations. It is not our intention to list every item that could lead to corrective action, however, the following acts of misconduct will not be tolerated and are considered to be contrary to the best interests of our employees, clients, the Company and others on Company property. Employees engaging in the following or similar acts may subject themselves to disciplinary action, up to and including termination depending upon the seriousness of the offense and/or the employee’s overall record. Refer to General Conduct Policy. 1. Smoking or introducing smoking material into restricted areas. 2. Theft, willful destruction or defacing property of the Company, a client, another employee or another person. 3. Possessing, carrying or storing complete or parts of firearms, weapons, exploding or dangerous devices or materials on or in Company or client property and in accordance with federal, state and local laws. 4. Possessing, storing, drinking, using, or being under the influence of alcohol, narcotics or illegal drugs while on duty, on Company property, on client property, operating Company vehicles, or operating any vehicle on Company business. 5. Improper conduct including but not limited to criminal conduct, fighting, horseplay, practical jokes or indecency. 6. Threatening, harassing, coercing, intimidating or abusing another employee or person. 7.
Insubordination, disobedience, failure or refusal to follow a lawful direct order or instruction. 14 | P a g e
8.
9. 10. 11. 12. 13.
14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 25. 26. 27. 28. 29. 30.
31. 32. 33. 34.
Violation of safety rules or a poor safety/accident record. Failure to follow Company safety rules, such as the failure to wear the required personal protective equipment and/or the failure to follow the Company prescribed safety practices and procedures. Failure to report any injury immediately or failure to follow medical advice after an industrial accident. Taking unauthorized photographs or computer imagery on Company or client property without proper written authorization. Video and audio recording on Company or client property without proper written authorization. Sleeping, dozing or misuse of Company time while on duty. Leaving your assigned job during working hours without permission. Altering, falsifying or defacing your own or another employee’s time card or time records, or permitting another employee to alter, falsify or deface your own time card or time record, falsification of an Application of Employment or any other Company records. Obtaining Company benefits, compensation or an excused absence under false pretenses. Gambling or promoting gambling on Company property. Disclosure, removal, copying, photographing or misuse of Company drawings, documents or records. Negligence in the care or use of Company property. Failure to follow Federal, State, County and local laws, company policies and ordinances while operating Company vehicles. Failure to maintain a driving record acceptable to a Company insurer. Unauthorized use of Company vehicles or failing to immediately report a vehicle accident. Trespassing on Company or client property. Displaying on Company property, clothing, articles or printed material that which represents or contains obscene or offensive pictures, statements or slogans. Failure to reveal or disclose any contagious disease or condition, which may endanger the health, safety or welfare of other employees or persons on Company property. Failure to comply with Federal, State and local laws and ordinances pertaining to environmental regulations while on Company or client property. Filing of a false claim or false report is unacceptable. Only authorized personnel are permitted to operate loaders, drag lines, or trucks. If you have not been trained or instructed in their use, don’t attempt to operate these machines. Always wear safety glasses and hard hats in areas that require such equipment. Always light cutting torches with a striker. DO NOT use a cigarette lighter. Butane lighters can explode from a spark. Butane lighters are not allowed in manufacturing areas. Always be sure air and oxygen tanks are secured to the cart, and when replacements are made from the storage area, secure the chain. Always keep the top on all gas cylinderseither full or empty. Report all injuries and all accidents where property damage results. The standard protective hood or shield must be worn when welding or burning. Horseplay and practical jokes cause accidents. Don’t do it! The use of alcohol or psychoactive drugs on Company property is prohibited.
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35.
Violating any safety rules or practices or any misconduct which tends to create a safety hazard is prohibited.
XXX. DRUG AND ALCOHOL POLICY PURPOSE To provide a controlled substance, drug and alcohol free workplace for the safety of all employees (leased, hired, or otherwise) and customers. In order to further this objective, the following rules governing alcohol and illegal drugs and inhalants in the workplace have been established. POLICY The illegal manufacture, distribution, dispensing, possession, sale, purchase, receipt or transmittal of controlled substances, or an attempt to any of the foregoing, while on CemTex Concrete Ready Mix, LLC or Client Company’s (“Company”) property or on company related business is prohibited. The unauthorized possession of alcohol or any alcoholic beverage on Company property or on Company related business is prohibited. Being under the influence of alcohol or other illegal or intoxicating drugs or inhalants while on Company property or on Company related business is prohibited. The unauthorized use or possession of prescription drugs or nonprescription over-the-counter drugs on Company property or Company related business is prohibited. Employees who violate this policy will be subject to appropriate disciplinary actions, including termination. TESTING Testing of employees. All present employees (leased, hired or otherwise) will be requested to sign an Informed Consent and Release of Liability form. Employees may be tested for the presence of alcohol, drugs including inhalants and/or controlled substances in the event any of the following situations occur: There exists a reasonable suspicion of belief that an employee is at work under the influence of drugs, alcohol, inhalant, or a controlled substance; There exists a reasonable suspicion or belief that drugs, alcohol, inhalants or a controlled substance are affecting an employee’s job performance, attendance patterns, conduct, or safety of workplace actions; The employee is suspected of having caused or contributed to an on-the-job accident; When required by a customer or Company pursuant to the customer’s drug testing policy. Such testing is not considered a Company drug test and may be subject to the customer’s rules 16 | P a g e
regarding drug tests. Voluntary. In all instances, testing will be performed only with the applicant or employee’s knowledge and consent. Refusal to submit to testing request, however, may result in disciplinary action including termination of employment. CemTex has a program for testing all prospective employees prior to starting their employment. All employees will be periodically tested throughout their employment. Random testing is a company policy and a Federal DOT regulation. DRUG AND ALCOHOL POLICY Company testing. Urine specimens will be obtained at the Company’s office, lab, testing facility; however, in the event of an accident or injury, samples may be obtained at an appropriate hospital, clinic, emergency room, or doctor’s office. Test results. A positive test shall mean the presence of alcohol; an inhalant or other drug or controlled substance has been found. An attempt by an employee to switch, adulterate, or tamper with any test result or sample submitted for medical testing, or otherwise interfere or attempt to interfere with the testing processes, shall result in immediate termination. CONFIDENTIALITY The Company shall make all reasonable attempts to keep the results of a positive drug test confidential. Such results shall be released to Company personnel only on a need-to-know basis. All positive written test results will be stored in a confidential file and be filed only by authorized Company personnel and kept only at the company. DISCIPLINARY ACTION Employees suspected of violating any of the policies contained herein may be suspended or removed from the workplace pending a complete investigation. Employees testing positive for drugs, alcohol, inhalants or other controlled substances will be subject ti immediate discharge. Any employee who is otherwise found to have violated the policies herein will be subject to disciplinary action, including termination of employment. Should the determination be made that no violation of the policies contained herein have occurred, the employee will be reinstated without penalty. NO EXCEPTION If an employee is taking a drug authorized by a licensed physician or medical practitioner through a prescription, the employee shall be responsible for discussing with the prescribing medical practitioner whether the prescribed drug will or may affect the employee’s performance on the job. In the event an employee is advised that the medication may affect performance, specially, when related to safety tasks, such as driving equipment or company vehicles. Employee shall stay at home and discuss with the physician when is safe to come back to work. It is the employee’s responsibility to notify his or her supervisor of the circumstances prior to reporting to work.
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CONVICTION UNDER CRIMINAL DRUG STATUS Every employee as a condition of continued employment, is required to immediately notify the company if they are convicted under a federal or state criminal drug stature, whether the act fiving rise to such conviction occurred on or off company premises. COORDINATION WITH LAW ENFORCEMENT AGENCIES The sale, use, purchase, transfer or possession of an illegal drug or drug paraphernalia is a violation of the law. The Company will report information concerning possession, distribution, or use of any illegal drugs to law enforcement officials and will turn over to the custody of law enforcement officials any such substances found during a search of an individual or property. The Company will cooperate fully in the prosecution and or conviction of any violation of the law. Any questions or concerns regarding this policy please contact Alex Villanueva (281) 227-2747, cellular (713) 377-6099 or email at info@cemtexusa.com
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INFORMED CONSENT AND RELEASE OF LIABILITY U
I, __________________________authorize CemTex Concrete Ready Mix, LLC (“Company�) to obtain a specimen of my urine for chemical analysis. I understand that this analysis is to determine or and drug Tesing Policy of Company. I understand that decisions regarding my continued employment may be made as a result of this analysis. I understand that test results will be divulged only to authorized personnel. I hereby consent to this test and release CemTex from any liability for decisions resulting from this test.
_________________________ Employee/Applicant Signature
______________ Date
_____________________________ Employee/Applicant Printed Name
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XXXI. AGREEMENT TO ARBITRATE EMPLOYMENT CLAIMS U
This Agreement to Arbitrate Employment Claims is made this the ______day of _____________, 20______, by and between CemTex Concrete Ready Mix, LLC (Company) and ___________________ (Employee), upon the following terms and conditions: 1. Employee is employed by Company on an at-will basis. Employee is not subject to the terms of any individual written employment contract or collective bargaining agreement between Employee and the Company. This Agreement to Arbitrate Employment Claims agreement and the Conditions of Employment are the only written agreements between the Employee and the relationship between the Employee and the Company to require arbitration of all employment disputes under the Federal Arbitration Act. Both parties waive the right to a judge or jury trial, except as provided in the Federal Arbitration Act. 2. In Consideration of the continued employment relations between Employee and the Company, the Employee and the Company agree that any legal or equitable claims of disputes arising out of, or in connection with the Employee’s employment status, continued employment, terms and conditions of continued employment, employment-related disciplinary action, or the termination of employment, including related claims against other officers, employees or agents of the Company, will be settled by binding arbitration. Claims that are subject to arbitration include, without limitation, those arising under Title V!! of the Civil Rights Act of 1964, the Age Discrimination and Employment Act, the Older Workers Benefit Protection Act, The Americans with Disabilities Act, the Employment Retirement Income Security Act, the Fair Labor Standards Act, or any federal law, or any civil rights, human rights, labor or employment law, rule, regulation or decision of any other state in the United States, or any other jurisdiction or country. This Agreement is intended to apply to claims involving Employee, Company and Company’s customers. The parties agree that Company’s customers are third party beneficiaries of this Agreement. 3. Except as modified by this Agreement, the arbitration will be conducted in accordance with the rules of the American Arbitration Association, and shall be conducted in the City of Houston, Texas. 4. The arbitration procedure and results shall be equally binding on the Employee and the Company. 5. In the event that a mutually binding arbitrator cannot be selected by both parties, each party shall select an arbitrator and the two arbitrators shall select a third arbitrator and the matter shall be heard by a panel of the three arbitrators. Decisions will be by majority vote of the arbitrators. The arbitrator(s) shall have exclusive jurisdiction to interpret and enforce this agreement, including determination of arbitrability of any claim.
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6. All costs and expenses of arbitration, except attorney/s fees and expenses, shall be borne equally by the Employee and the Company. Each party agrees to pay their own attorney’s fees and expenses and waives any claim against the other party. 7. Except as expressly modified herein, all damages available at law or in equity shall be available to the parties. The arbitrators shall issue a written opinion that summarizes the issue in dispute, describes the awards, and explains the reasons for the outcome. 8. The parties shall utilize the discovery procedures provided for in the rules of arbitration for employment disputes of the American Arbitration Association. The parties agree that the arbitrators shall govern any discovery disputes. 9. Either party may initiate the arbitration process by written demand with the arbitrator’s decision being final and binding on both parties. The arbitrator’s decision shall be entered in any court of competent jurisdiction.
Employee Name: ___________________________________ Date: ________________
Employee Signature: ________________________________ Date: ________________
Administrative Signature: ____________________________ Date: ________________
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XXXII. WEAPONS AND FIREARMS In some states a person may be issued a permit to carry a concealed weapon. The term weapon will be interpreted broadly to include any lethal weapon and includes without limitation, rifles, handguns, ammunition, knives, etc. These same states allow employers to prohibit a person licensed under these laws from carrying concealed weapons on Company property. Therefore, all applicants, vendors, clients and employees of the Company are prohibited from using or possessing weapons of any kind, concealed or otherwise, at any time while on the premises of the Company and/or in the course and scope of conducting business on behalf of the Company. Firearms and ammunition are not permitted in a Company vehicle to and from job sites or on Company property. Weapons and firearms for a hunting trip or used while serving as a certified reserve law enforcement officer may be excused subject to prior approval of Company management. All employees of the Company are strictly prohibited from carrying a weapon on a client’s property. In the Weapons and Firearms policy, the Company retains the sole right to search any employee, personal belongings, locker, desk, or any personal or Company vehicle for the presence of a weapon in the possession of an employee on Company property as defined above. Any employee who violates this policy is subject to disciplinary action up to and including termination without warning. Refer to Weapons and Firearms Policy.
XXXIII. WORK RULES Fighting, disorderly conduct, intimidation or threatening fellow employees or interference with the work of others is prohibited, An employee shall not neglect his job, duties and responsibilities, or refuse to perform work assigned by the supervisor. Employees are expected to observe the work schedule-starting time, quitting time, break and lunch periods. Unauthorized removal of property or the abuse or destruction of tools or equipment belonging to the Company, customer, or another employee is prohibited. Employees will be expected to be well groomed, courteous and helpful to all CemTex customers and contractors while on the job. All employees are to report all accidents and all the details to their supervisor in writing. Failure to do so will result in dismissal.
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All cash collected by employees must be properly reported. Misuse and/or dishonesty in reporting cash collected is grounds for immediate termination. The foregoing establishment rules and regulations are not listed in order of seriousness; however, employees who fail to abide by these rules and regulations will be subject to corrective discipline or termination. Corrective discipline could be a day or days off without pay.
When Making Concrete Deliveries- The Driver Must:
Be courteous to customer and/or vendors (please note the violence section of this hand book) Follow DOT requirements on Commercial Vehicle and all Safety Instructions at the job site Washout in customer designated areas only. Please make sure and confirm with Supervisors. Check for unstable grounds that might compromise safety to both driver and equipment Deliver concrete only to designated address provide by company Not deliver concrete somewhere else than the intended location before or after the job Not use cell phone while unloading Report damages to forms or if any damage at the job site immediately including truck damage. Secure equipment on the Mixer (e.g. Chutes, bridge master, rotation of drum etc…) Not run out of fuel (2 warnings allowed), check tire pressure, slack adjusters, oil and water levels Follow all traffic laws. Secure load. More than 2 broken windshields will suspend driver. Have all documents in order and ready to present to Officials when needed. Follow company designated routes. Void Traps Not accept temporary checks. Collect on the last truck or get supervisor approval before leaving. Limit EZ Tag use and use only when approved by dispatch. Never load on flat tires; Never leave with a slump higher that a 5” The driver must not allow concrete to harden in the drum unless mechanical error is a factor. The driver must pour Euclid DS stabilizer when needed or instructed to do so by a supervisor. The driver must not run out of water before and after delivery.
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XXXIV. POLICY ON HARASSMENT Title VII of the Civil Rights Act prohibits harassment of an employee based on race, color, sex, religion, or national origin. The Age Discrimination in Employment Act prohibits harassment of employees based on disability, and the Genetic Information Nondiscrimination Act of 2008 prohibits harassment of an employee based on genetic information. All of the anti-discrimination statutes enforced by the EEOC prohibit retaliation for complaining of discrimination or participating in complaint proceedings.
POLICY: A. CemTex will not tolerate harassment by anyone in any of its work places or in the conduct of its business. B. CemTex Officers, Department Heads, Managers have an affirmative duty to maintain the work place free of harassment. C. Any employee of CemTex who engages in harassment is subject to disciplinary action, including termination. D. Employees who feel they are being subjected to harassment should immediately bring such action to the attention of management.
XXXV. ADVANCES / LOANS It is Company policy to refrain from giving personal advances or making loans to employees. Any outstanding expenses, incurred by the Company on behalf of an employee, such as tools, uniforms, etc., and not reimbursed in a reasonable time may be deducted from your pay check. This includes uniforms that are not turned in upon termination.
XXXVI. NEW EMPLOYEE ORIENTATION 1. AT WORK EACH DAY – WE EXPECT A. ON TIME READY TO WORK WHEN YOU PUNCH IN B. TARDINESS IS NOT ACCEPTABLE C. ABSENTEEISM – ONLY IF APPROVED D. SICKNESS – CALL IN BEFORE STARTING TIME E. TIME – OFF ONLY WITH APPROVAL F. PUNCH OUT BEFORE CLEANING UP 2. COOPERATION A. COOPERATE WITH SUPERVISOR B. COOPERATE WITH CO-WORKERS C. COOPERATE WITH CUSTOMERS 24 | P a g e
3. NO HORSEPLAY 4. NEATLY DRESSED AND CLEAN 5. CUSTOMER RELATIONS A. TREAT CUSTOMERS WITH COURTESY AND RESPECT B. DO WHAT THEY ASK YOU TO DO IF IT WON’T DAMAGE COMPANY EQUIPMENT C. IF YOU FEEL THAT THEY ARE ASKING YOU TO DO SOMETHING UNSAFE, TALK TO YOUR SUPERVISOR BEFORE DOING IT 6. SAFETY A. OBSERVE ALL SAFETY PROCEDURES B. WATCH FOR PINCH AREAS – CHUTES, LADDERS, MIXER AND HOPPERS C. METAL IS SLIPPERY WHEN WET D. WEAR HARDHATS IN HARDHAT AREAS E. DRIVE SAFELY AND OBEY ALL RULES OF THE ROAD 7. PAY A. YOUR RATE PER HOUR B. PAID WEEKLY 8. VACATION A. POLICY B. APPLY FOR VACATION WITH YOUR SUPERVISOR 9. BENEFITS A. HOLIDY PAY B. SICK PAY – NONE C. UNIFORMS 50 – 50 D. PHYSICAL EXAM REIMBURSEMENT E. RANDOM DRUG SCREENING
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Handbook Acknowledgement—Employee Copy I acknowledge that I have received a copy of the CemTex Concrete Ready Mix LLC Handbook for Employees dated January 1, 2015. I further acknowledge that I understand I am responsible for the handbook content, none of which constitutes a promise of continued employment or benefits. I also acknowledge that the handbook serves as a guideline, is not all-inclusive, is not a contract of employment, supersedes any previous handbook material; and provisions herein may be amended at management’s sole discretion at any time without prior notice to me. I agree that it is my responsibility to be familiar with the contents of this handbook. I agree to abide by the policies set forth therein and understand that disregard for the stated policies are considered grounds for dismissal. By my signature, I also acknowledge that my employment is at-will and for an indefinite term. I understand that I can terminate my employment at any time for any reason or no reason at all, and the Company can do likewise. Termination of my employment may occur by retirement, resignation, mutual agreement, layoff, immediate discharge, or any other reason maintained by either myself or by the Company. I also understand and acknowledge that the Company may from time to time advance funds, expenses and Company property to me for the purpose of discharging my duties. As consideration for those advancements, I agree and authorize the Company at its sole discretion at any time to withhold from my payroll check or reimbursement of expenses or otherwise such amounts relating to those advances of funds or relating to any unauthorized use of the Company’s property.
Employee Signature: _____________________________________________
Employee (Print Name): ____________________________________________
Date: _______________________________________________________________
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When You Are Being Furloughed from Your Job Furloughs have existed for a long time in corporations, but they have become much more common recently. In difficult economic times, furloughs give employers a way to reduce their payroll costs without eliminating jobs. There are many types of furloughs, but most require you to work fewer hours or take unpaid time off. This change can be stressful and may occur with little warning if your employer faces a sudden loss of business or rise in costs. No matter how much or how little time you have to plan for a furlough, you can take steps to make your time off easier for you and your family. Here are answers to common questions about furloughs and how to use them productively.
What is a furlough? A furlough is time off from work without pay, often with the continuation of some or all benefits. Some furloughs are voluntary. Under this type of furlough, your employer might offer to allow you to take a set amount of time off work if you would like to. But most furloughs are involuntary. Because an employer must cut costs, you must work less -either by working fewer days or hours per week or by taking a block of time off.
Is a furlough same as a layoff? Some furloughs are similar to temporary layoffs, but at most companies, the terms have different meanings. A furlough is usually an attempt to avoid layoffs. When you’re laid off, you don’t work and your relationship with your employer ends. When you’re furloughed, depending on the type of furlough, you may not work at all for a while or you may work fewer hours than you normally would, but you continue to be an employee of your organization. The Society for Human Resource Management says: “A furlough is considered to be an alternative to a layoff. When an employer furloughs its employees, it requires them to take a certain amount of unpaid time off. For example, an employer may furlough its employees one day a week for the remainder of the year and pay them for only 32 instead of the normal 40 hours each week. Another method of furlough is to require all employees to take a week or two without pay sometime during the year.”
What are some of the different kinds of furloughs? Furloughs can be one-time events (often affecting all or most employees at the same time) or “rolling” furloughs that affect people at different times. Under a one-time furlough, your employer might require all employees to take the same week off in the winter to reduce payroll and energy costs. Under a rolling furlough, your employer might require you to take a set number of days off every month or by a certain date, but let you choose when to take them. Other types of one-time or rolling furloughs include part-time workweeks and extra unpaid vacation days or extended holidays.
How does a furlough affect benefits and vacation time?
Some or all of your benefits may continue during your furlough. Your human resources (HR) department or furlough coordinator can tell you how your time off will affect your health Insurance, vacation time, retirement plan, and other benefits. To find out whether you will be able to file an unemployment claim, you may have to go to your local unemployment office. Be sure to attend any informational meetings that your employer holds about your furlough, because these can provide other helpful facts.
What questions do you need to ask about your furlough? To make realistic plans for a furlough, you’ll need to know the answers to many questions besides how it will affect your benefits. One of the most important things to find out is how your furlough differs from normal time off or from an unpaid leave of absence. Furloughs generally involve their own rules and procedures that may differ from other time away from your job. Some important questions to ask your HR department may include: Am I allowed to do any work during my furlough? Can I check my work voice mail or email? Can I have phone, email, or face-to-face contact with customers or clients? If not, what should I do if these people contact me at home? Am I allowed to use a car, cell phone, computer, or other equipment issued by my employer? If your furlough will last for more than a week, you’ll also want to know: How will my employer keep in touch with furloughed workers? Am I allowed to visit my workplace or attend company events while on furlough? If I have questions about my furlough while I’m off work, whom should I call?
How can you plan for the loss of income? As soon as you know of the furlough, go over your finances and personal budget with others in your household who will be affected. Look at your income, expenses, debts, savings, Investments, and priorities. Figure out where you could make adjustments, if needed, to reflect the new financial realities. Before you make any big decisions about finances, learn all you can about how the furlough may affect your budget. If you don’t already have a budget, develop one now to manage income and expenses. A furlough typically reduces your gross wages, so you may be taxed at a lower rate on furlough. If you have deductions from your paycheck based on a percentage of your gross income, such as 401(k) or savings plan, these will change, too. Consider talking with a financial adviser or an accountant if the furlough will last for more than a week or two. It’s usually easier to reduce the cost of commuting, parking, and related expenses if you take your time off all at once instead of scheduling days here and there. If taking your furlough days consecutively is an option, determine if that would help you to lower your expenses. If you have a child in day care or preschool, ask the staff if it offers special arrangements for parents on furlough. Some schools may let you defer some educational costs or work with you to reduce your child care expenses while you’re not working. If you hope to work a second job during your furlough, find out from your HR department if there are restrictions on the jobs you can do. For example, you may not be able to do
certain kinds of work that are in direct competition with your employer -- even on a freelance or consulting basis.
How can you cope with the emotional effects? A furlough can be very stressful, especially if it lasts for more than a few days. In addition to changing your income and work schedule, it may mean that you see less of co-workers whose friendship you value. It may also involve uncertainties about your future employment because, although a furlough is an attempt to avoid layoffs, employers often can’t offer any long-term guarantees of employment. Coping with the emotional effects of a furlough begins with talking honestly with your family, close friends, and others about the new situation. Avoid saying that you’re on vacation unless your employer defines a brief furlough as an unpaid vacation. Honesty will build trust with people who can provide emotional support in the days ahead. Explain to your family and close friends how the furlough is affecting you and what they can do to help. Tell them what steps you’re taking to deal with the changes at work. You might also want to talk about any advantages that the furlough has had, such as allowing you to spend more time with your children, do volunteer work, or enjoy a new hobby. If your benefits include continued access to an employee assistance program (EAP) and if you need someone to talk to, remember that this option is available to you. Taking good care of yourself will make it easier to cope with any stress that a furlough brings. Make an extra effort to exercise every day, get eight hours of sleep at night, and eat a healthy diet. Try going for a brisk daily walk to rev up your endorphins, the natural brain chemicals that health experts call “feel-good hormones.” Tapping into the power of endorphins can reduce stress, improve your mood, and help you sleep better.
How can you make the most of your time off? Many employees welcome brief furloughs -- or those that last for no more than a few days or don’t bring a major reduction in income. Short furloughs can give you time to relax, unwind, and enjoy pleasures usually crowded out by work. Longer furloughs are more challenging, in part because they require you to give your days the structure normally provided by work. A good way to begin is to think about your big values. It’s easy to lose sight of what’s important when you’re working hard and juggling many tasks. A furlough can give you time to step back and think about your life, priorities, and goals. As you ask yourself these questions, you may see changes you could make to bring your life into line with what you’d like it to be. • Are you happy? Do you have enough fun? • Would you like to strengthen your ties to people you love or to your faith community? • Are you taking care of your physical health? • How rewarding is your job? • Would you feel more secure if you developed a second source of income, such as a home-based business, or if you had more training in your field? If you use some of your furlough to think about these things, you may get many ideas for what you could do to feel more confident about the future, even if it holds many uncertainties.
Whether your furlough will be long or short, keep in mind that layoffs may be unavoidable. Do everything you can to stay marketable if layoffs occur. Work on your resume and cover letters. Research jobs or careers that interest you, or explore ways to develop a second source of income. Consider using some of your furlough time to take part in a workshop, training program, or work-related course. If you plan ahead for a worst-case scenario, you’ll have used your time well regardless of whether layoffs occur, and you’ll have more peace of mind that you could cope with any changes at work. Written with the help of human resources consultant Lynne Gaines, BA, and Advanced Human Resources Certificate, Boston College Graduate School of Management/Bentley College. Ms. Gaines’s management experience spans 25 years in financial services, higher education, and publishing. She is the former editor of the Levinson Letter and former HR Manager for the New England Journal of Medicine. © 2009, 2013 Ceridian Corporation. All rights Reserved. 050113