Radon Removal, Inc.
Employee Handbook
Part one of three part Operations Manual
(also see ãField Operationsä and ãOffice
Operationsä)
Contents
Employee Handbook
Welcome to
RRI!
Forms to complete (in front pocket)
1. Sign off sheet (safety, conduct, termination)
2. W-4 form
3. Direct deposit form (or write ãnoä on the form)ÊÊÊÊÊÊÊ
4. Life insurance application (or write ãnoä on the form)
5. 401k application/guide (or write ãnoä on the form)
6. NOTE:Ê If you decline 401k participation, you can still enroll at anytime.
8. ãChild Support Disclosureä
1.Ê People ö We strive to discover and meet the needs of our clients, employees and vendors.
2.Ê Product ö We produce products that withstand long term use, abuse and neglect.
3.Ê Profit ö Profit is the indispensable gas that drives our engine and allows us to concentrate on values 1&2.
Our unchangeable general
guidelines
1.Ê Bureaucracies are for
managing chaotic systems and incompetent, undisciplined employees.Ê Aggressively seek and remove them.
2.Ê Maintain a framework of
systems and continually adjust them in pursuit of perfection.
3.Ê Staff the company with
competent, disciplined people willing to work within the systems.
4.Ê Manage the systems, not the
people.
5.Ê Focus on values: Focus on
money and you lose touch with your values.Ê
Focus on your values, and money is the blessing that follows.
1. Consistency is king! - A customer, employee or vendor at McDonalds always knows what to expect.Ê No surprises.Ê Our clients, employees and vendors will get the same predictability.
2. Flat management - Management wonât be isolated from clients, staff
and vendors.Ê Decisions will be made at the lowest
practical level.
3.Ê Training ö An employeesâ natural talents should match the needs of
their job.Ê We then provide training to
put these talents to full use.
4.Ê Staff respect - People who show greed, envy, meanness or gossip have no place here.
ÊÊÊÊ
A.Ê The company
1.ÊÊ History - In 1966, an 11 year old Randy
Weestrand went to work part time as a laborer for Quality Homes, Inc., his
fatherâs company.Ê At age 18, he was a 3rd
generation carpenter, in 1978, he got a degree in business from the
2.ÊÊ What we do
a.ÊÊ We fix radon problems in homes, and do a limited amount of non-residential mitigation, testing and consulting.Ê About half of our work involves a real estate sale.
b.ÊÊ Sealing is generally an ineffective mitigation technique, and we tell our clients this.Ê They usually agree, so our work is almost exclusively installing active soil depressurization systems.
c.ÊÊ Non-warrantee service calls and testing distract from our core business and are generally avoided.Ê
B. Hiring
Wait for the right person.
1. All management will come from within the
company.
2. We will grow only as fast as the right
people can be put in place.
1. Application ö Prospective employees complete:
a. Standard job application.
b. Information release form.
2.ÊÊ Interview ö Using the ãJob Interview Worksheetä, the supervisor or management will interview the prospects, probing for:
a. The required natural talents.
b. The required skills.
c. Willingness to follow ãthe company wayä.
3. Background check ö Remaining candidates will be screened for criminal history.
4. Personality inventory ö Remaining prospects will be interviewed and tested by a psychologist to look for:
a. The required talents and skills.
b. Willingness to acquire missing skills.
c. Discipline, which indicates character and values orientation.
d. Humility, which indicates a desire to work for a greater cause than themselves.
5. Final Decision
a. Non-installers ö Decisions are made by the new hireâs supervisor.
b. Installers ö Decisions are made together by the new hireâs supervisor and mentor.
6. Orientation ö New hires receive:
a. A mentor, to give training on job duties.
b. Complete training (with tests) on company policy, procedures and culture.
c. A meeting with the psychologist to discuss their natural talents.
C. Pay and benefits
Hire the best, pay what theyâre worth.
1.
A large share
of compensation will be in ãdelayed gratificationä, like insurance, vacation
and retirement.
2.ÊÊ A large share of compensation will be in
achievement related bonuses.
1. Full time/part time ö Full time employees average at least 35 hours per week and have been classified as full time by management.
2. Medical insurance ö We do not have a group insurance policy, but will help you apply for your own policy and will pay up to $________ per month toward the cost.
3.
Retirement planÊ
*not yet implemented*
4. Life and AD&D insurance ö After 90 days of full time employment, we will pay for a $15,000 life and accidental death and disability policy, assuming you meet the insurance companyâs underwriting guidelines.Ê *not yet implemented*
5.
Education assistance ö After 90 days of full time
employment, employees may get college cost assistance through our ãQualified
Education Assistance Programä.Ê *not yet implemented*
6. Vacations ö Unused vacation days will be lost- they will not be carried into the coming year. On January 1st, full time employees will be credited with vacation days for the coming year as follows:
a. Less than 1 full year of employment: 1 day per 10 weeks worked.
b. Completed 1 full year of employment: 10 days.
c. Completed 5 full years of employment: 15 days.
7. Holidays ö Full time employees get 8 hours pay for 8 holidays; New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day and two floating holidays, which may be assigned by the company.Ê
8. Wages
a. All employees
(1)ÊÊ Wages are negotiated between you and the company.Ê There are no ãstandardä or ãscaleä wages.Ê Your wages can change anytime.Ê Some of the factors that influence your wages are experience, skills, training, and progress on your annual goals and feed back from clients, co-workers and supervisors.
(2)ÊÊ Wages are confidential.Ê Discussing your wage or other employeeâsÊÊ wages could result in termination.
b.ÊÊ Installers ö Your wages are loosely tied to residential union carpenter wages.Ê Installers are classified as Apprentice Installer, Installer, Journeyman Installer and Master Installer.Ê At your performance reviews, you and your supervisor will discuss your current wage and class, and discuss what will be needed to improve your wage and class.
9. Overtime ö After 40 hours per week (not including holidays and vacation days) you are paid at 1.5 times your normal rate.
10. Bonus
a. Reference letters
(1)Ê Installers get a $10 bonus for each favorable reference letter returned, and $10 additional if his name is used.
(2)Ê Reference letters got a ãgradeä of A,B,C, or F.Ê Each month, the installer with the highest average ãgradeä gets a $100 bonus.
b. Apprentice mentoring ö Installers will receive a bonus for training and long term mentoring of new hires.
(1)Ê $100 bonus upon accepting a new mentee.
(2)Ê $100 bonus when the mentee graduates to running his own jobs.
(3)Ê After graduation, an amount equal to 100% of the mentees reference letter bonus for his first year, 2/3 for his second year and 1/3 for his third year.
c. Productivity: Each month, a $100 bonus is paid to:
(1)Ê The installer or crew with the highest average gross margin per job.
(2)Ê The installer or crew with the highest average hourly billed labor.
11. Travel ö Installers will make occasional overnight trips.
a. Costs - The company will pay for meals and lodging.
b. Per Diem - You will get a $20.00 tax free per diem payment for each night.
12. Truck Storage ö Installers who store their truck and inventory in their own garage get $40 per month as ãrentä.
D. General Work Guidelines
1. Personal appearance
a. All employees - Neat, clean and fragrance free.Ê Facial hair will be neatly trimmed or clean shaven.Ê The company will make final judgement on appearance concerns.
b. Installers - Wear a company shirt and hole free blue jeans.Ê We will supply work shirts with long and short sleeves, a sweatshirt and a winter jacket.
2. Harassment ö Unacceptable harassment includes unwanted comments, slurs, jokes, demeaning references, gestures, graphic materials, physical contact, solicitation of favors or advances.Ê If you feel you are being harassed, promptly take the following steps:
a. First response - Firmly confront the harasser, identifying the offensive actions, and ask that it cease.
b. If it continues - Bring your concerns to an officer or director.
3. Gossip ö Never criticize or gossip about another employee or competitor, except in a performance appraisal or a formal complaint.
4. Absence/tardiness ö If you must miss all or part of a day, notify your manager as soon as possible.Ê We will make reasonable efforts to accommodate your problems and family life.Ê If your absence or tardiness has a serious effect on your ability to do your job or on our clients, you may be terminated.Ê If you are gone without notice for 2 days, it will be taken as effective notice that you have quit.
5. Side jobs ö Employees may, on their own time, use company equipment to install mitigation systems for friends and family.Ê There is a flat fee of $300.00 for supplies.Ê The friend or family member will be asked to sign an affidavit saying that you received no compensation of any kind for your labor.Ê These jobs must be approved in writing by your supervisor prior to starting.Ê Employees who receive compensation of any kind for a radon side job will be terminated, even if they didnât use company supplies or equipment.
6. Hours
a. All employees
(1)Ê Work hours are flexible.Ê You and your supervisor will work together to balance the companyâs needs with your personal and family needs.
(2) Lunch - You are not paid for lunch, or other breaks.Ê If you stop for lunch, do so whenever it fits your schedule.
(3)Ê Time card/pay day - Paychecks are prepared on Thursday for timecards in the office by Monday.
b. Installers
(1)Ê Your day starts when you start stocking your truck, or when you get into the truck, if you are meeting the driver, or when you leave home, if you took your truck home and are going directly to the job.Ê Your day ends when you return to the shop, or when you get to your car, if you met the driver, or when you get home, if you take your truck directly home from the job.
(2)Ê 4 hour minimum ö If your job is done in less than 4 hours, and there is no additional work you can do, you get paid for 4 hours.
(3) Job Completion - Unless a job is scheduled for more than one day, it should be finished the same day itâs started.Ê Your day could be as short as 4 hours, or as long as 12 or more hours.
7. Security
a. Searches - If we suspect violations of law or company policy, we may inspect desks, trucks, packages, etc., without notice.
b. Theft ö Employees who steal or snoop through parts of the customerâs property where they have no reason to be will be terminated.Ê Employees who fail to disclose knowledge of theft or snooping by another employee will be terminated.
c. Drugs and alcohol ö It is forbidden to use or be under the influence of illegal drugs or alcohol on company time, in a company truck or in a clientâs home.
8. Equal Opportunity Employment
9. Ending your employment
a. At will - You or the company can end your employment at anytime without advance notice.
b. Methods
(1)Ê Resignation - Resign by informing your supervisor.Ê By being absent without permission for 2 days, we will consider you as having resigned.
(2)Ê Lay off - Temporary or permanent, due to low workload.
(3)Ê Termination - Your talents, skills or behaviors donât fit the needs of the company.
c. Notice ö Unless there is a compelling reason, we will give at least 2 weeks notice, and we ask that you do the same.
E. Training
Guiding value
Help employees
to put their natural talents to full use and learn the skills needed to support
their talents.
General guidelines
1.