About This Handbook

The following pages contain information regarding many of the policies and procedures of Hallbeck Homes, Inc. (hereafter refered to as “the Company”).  This is not an employment contract and is not intended to create contractual obligations of any kind.

Drugs and Alcohol

Hallbeck Homes, Inc. will not tolerate the use or possession of alcohol or illegal drugs on the job or on company property.

Employees using or possessing alcohol or illegal drugs on company property or while at work, or who report to work under the influence of alcohol or illegal drugs will be subject to disciplinary action, up to and including discharge.

Violence and Weapons

Hallbeck Homes, Inc. takes threats of violence extremely seriously.  Any act or threat of violence by or against any employee, customer, supplier, partner or visitor is strictly prohibited.  This policy applies to all company employees, whether on or off company property. 

Any use or possession of weapons, whether legal or illegal is prohibited on company property, or while on company business.  This includes knives, guns, martial arts weapons, or any other object that is used as a weapon.  Any employee caught possessing a weapon will be disciplined, up to and including termination.

Smoking

Hallbeck Homes, Inc. prohibits smoking in its offices and warehouses and near any exterior fuel tank.  Smoking is also prohibited inside any home or garage (including doorways) that the Company is building or remodeling.  Smoking is permitted during scheduled breaks, outside of the structure.  Smokers are responsible for maintaining the cleanliness and professional appearance of the worksite.  No butts will be thrown on the ground and they will be collected and disposed of daily.

Our clients may or may not allow their friends and family to smoke in their homes.  This is irrelevant to the Company smoking policy.  Maintaining the appearance of neat professionalism and conscientious workmanship is one of the employees’ critical responsibilities; customers should not be given the opportunity to find fault in these areas, which are part of the overall value that Hallbeck Homes, Inc. provides its customers.

Recycling

Hallbeck Homes, Inc. supports environmental awareness by mandating recycling in the workplace.  Employees should dispose of bottles, cans and paper in the appropriate recycling bins.  Employees are also encouraged to conserve energy by shutting down their computers, monitors and printers at night and by turning off the lights when not needed.

Cell phones may be provided for use as business phones for Supervisors or Managers. Any personal calls, long distance or time overages will be charged back to that employee. 

If an employee desires to have a Cell phone on Hallbeck Homes, Inc.’s account, they may (with permission from a Supervisor or Manager) pay for a phone and monthly service through a payroll deduction. If provided for in the employment agreement, call packages will be managed for the employees’ monthly business use.  Any excess or miscellaneous charges will be charged back to that employee.

Cell phones are not to be carried or used in a way which will interfere with an employee’s ability to work safely and efficiently. Calls are to be made during breaks rather than during work hours. If a cell phone is deemed by a Supervisor or the President to be interfering with safe, efficient operations at the worksite, that cell phone shall be confiscated from the employee. If Hallbeck Homes, Inc., does not own the phone, that employee will be required to store the phone for use during breaks.

Cell phone use is prohibited while operating Equipment or driving.  The Company is not responsible for any accidents caused by cell phone use while driving.  Employees of Hallbeck Homes, Inc. are required to pull over while talking.  

Office and Work Site Security

Shortly after an employee's start date, he/she may be given a key to the offices and/or a key to the construction lock. The last employee to leave the office or work site at night is responsible for making certain that all doors and windows are locked. Any suspicious activity should be reported to the authorities or your Supervisor immediately. Attention should be given to the safety of our personnel first and thereafter to any tools and materials on the sites.

Conflict Resolution

Hallbeck Homes, Inc. seeks to deal openly and directly with its employees and believes that communication between employees and Management is critical to solving problems.

Co-workers should attempt to resolve conflicts amongst themselves.  If a resolution cannot be reached by the employees involved, those employees should approach their Supervisor(s), who will work with the employees to reach a compromise.  In these instances, the decision of the Supervisor is final.

Employees who have a conflict with a Supervisor should attempt to resolve the conflict with that Supervisor.  If a resolution cannot be reached, the employee should present his or her issue, in writing, to a Manager or the President.  In these instances, the decision of the President will be final.

Discipline

Hallbeck Homes, Inc.'s policy is to attempt to deal constructively with employee performance problems and employee errors. The Company will determine any disciplinary actions in light of the circumstances of each case. Depending upon the circumstances, the discipline applied may include, among other things, oral or written warnings, probation, suspension without pay, or immediate discharge. Each case will be considered in light of a variety of factors including, but not limited to, the seriousness of the situation, the employee's past conduct, the length of the employee’s service, the nature of the employee's previous performance, and any incidents involving that employee.  Details of this process are outlined further in the Corrective Action section below.

Corrective Action

Corrective Action is taken against an employee in response to a rule infraction or a violation of company policies.  Correction action will continue until the violation or infraction is corrected. 

Corrective Action will begin with a verbal warning, followed by a written warning that is placed in the employee’s personnel folder.  If more serious Corrective Action is required, the employee may be put on probation, or have his or her employment terminated.

Some violations are so serious as to constitute grounds for immediate dismissal. These violations include, but are not limited to: insubordinate behavior, theft, destruction of company property, breach of confidentiality agreement, dishonesty regarding personal or professional background on the employee’s job application, threats of violence, and drug or alcohol abuse on the worksite or in the office.

Employees charged with some infraction and subject to Corrective Action may appeal that Corrective Action.  An appeal must be submitted in writing to a Supervisor, Manager or the Company President.  If, after reviewing the Corrective Action, the President determines that the Supervisor or Manager followed procedures accordingly, the Corrective Action will stand.  If the supervisor has failed to follow Company policy, the Corrective Action may be reversed.  The decision of the President is final.

Separation Policies

Job Abandonment

Employees of Hallbeck Homes, Inc. that are absent for more than two consecutive days without notifying a direct Supervisor are considered to have voluntarily abandoned their employment with the Company.  The effective date of termination will be the last day the employee reported for work.  If an employee abandons a job, he or she will not be entitled to accrued vacation days.

Termination

Hallbeck Homes, Inc. does not have tenure or guaranteed employment.  The employee or the Company may terminate employment at any time for any reason.  If termination occurs more than 10 months into a given year, the employee is eligible for their appropriate vacation pay. If termination occurs less than 10 months into a given year, the employee is not eligible for vacation pay. If the employee is terminated for any reason relating to criminal behavior, dishonesty, theft or threats of violence, the employee forfeits any vacation pay they have accrued.

Termination may result from any of the following: (i) Corrective Action measures, which include infractions for violation of Company policies, (ii) layoffs, which include the elimination of an employee’s job function or headcount reduction due to redundancy or cost reduction measures and (iii) involuntary dismissal, which may include poor performance reviews or failure to demonstrate an acceptable attitude in the workplace.

Termination Process

Hallbeck Homes, Inc. requires that employees return all documents, files, computer equipment, uniforms, Company tools, credit cards, keys and other Company owned property on or before their last day of work.  When all Company owned property has been collected, the employee will receive his or her final paycheck and any accrued vacation pay, if applicable.