MCG HOMES EMPLOYEE MANUAL
Table of Contents
Whether you have just joined our staff or have been at MCG HOMES, LLC for a while, we are confident you will find our company a dynamic and rewarding place to work. We look forward to a productive and successful association with you. We consider the employees of MCG Homes to be one of its most valuable resources. This handbook has been written to serve as the guide for the employer/employee relationship.
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MCG Homes Employee Manual
Table of Contents
Introduction
Employment Policies
2.1 Equal Employment Opportunity
2.2 Anti-Harassment Policy
2.3 Code of Conduct
Work Hours and Timekeeping
Compensation and Benefits
Health and Safety
Leaves of Absence
Training and Development
Disciplinary Actions
Termination of Employment
Acknowledgment of Receipt
Introduction
Welcome to MCG Homes! This employee manual serves as a guide to our company's policies and procedures. It is imperative that all employees read, understand, and adhere to the guidelines outlined in this manual.
Employment Policies
2.1 Equal Employment Opportunity
MCG Homes is an equal opportunity employer and prohibits discrimination based on race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.
2.2 Anti-Harassment Policy
Harassment of any kind, including but not limited to harassment based on race, religion, gender, sexual orientation, age, or disability, will not be tolerated at MCG Homes.
2.3 Code of Conduct
Employees are expected to conduct themselves in a professional manner at all times, both in and out of the workplace. This includes treating colleagues, clients, and vendors with respect and courtesy.
Work Hours and Timekeeping
Employees are expected to adhere to their assigned work schedules. Any deviations from the schedule must be approved by a supervisor in advance. Timekeeping records must be accurate and submitted in a timely manner.
Compensation and Benefits
Details regarding compensation, bonuses, benefits, and other related matters can be found in the employee handbook. For any inquiries, employees should contact the HR department.
Health and Safety
The health and safety of our employees are of utmost importance. Employees are required to follow all safety guidelines and report any unsafe conditions or incidents immediately.
Leaves of Absence
Information on types of leave available, eligibility criteria, and the process for requesting leaves of absence can be found in this section of the manual.
Training and Development
MCG Homes is committed to providing employees with opportunities for growth and development. Details regarding training programs, tuition reimbursement, and other educational initiatives are outlined in this section.
Disciplinary Actions
Employees are expected to comply with company policies and failure to do so may result in disciplinary action. The types of disciplinary measures and the process for addressing behavioral issues are specified in this section.
Termination of Employment
In the event that an employment relationship must be terminated, this section outlines the procedures and guidelines that will be followed by MCG Homes.
Acknowledgment of Receipt
By signing below, you acknowledge that you have received a copy of the MCG Homes Employee Manual and agree to abide by the policies and procedures outlined within.
Employee Name: ____________________
Signature: ____________________
Date: _________
There are several things to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. Neither this handbook nor any other company document confers any contractual right, either express or implied, to remain in the company's employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the company, or you may resign for any reason at any time. No supervisor or other representative of the company (except the president) has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the above.
The procedures, practices, policies and benefits described here may be modified or discontinued from time to time. We will try to inform you of any changes as they occur.
This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except MCG HOMES employees and others affiliated with MCG HOMES, whose knowledge of the information is required in the normal course of business.
Equal Employment Opportunity Statement
MCG HOMES provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. MCG HOMES complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
MCG HOMES expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of MCG HOMES employees to perform their expected job duties is absolutely not tolerated.
MCG HOMES’ Anti-Harassment Policy and Complaint Procedure
MCG HOMES is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, MCG HOMES expects that all relationships among persons in the office and on the job site will be business-like and free of bias, prejudice and harassment.
It is the policy of MCG HOMES to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. MCG HOMES prohibits any such discrimination or harassment.
MCG HOMES encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of MCG HOMES to promptly and thoroughly investigate such reports. MCG HOMES prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on company time or using company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to MCG HOMES (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, or any member of management.
When possible, MCG HOMES encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. MCG HOMES recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
MCG HOMES encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of MCG HOMES to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.
The company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to MCG HOMES. Contact your immediate supervisor with any questions or requests for accommodation.
EMPLOYMENT
Employee Classification Categories
All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and McG Homes.
Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime.
Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.
MCG HOMES has established the following categories for both nonexempt and exempt employees:
Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the company’s full-time schedule of 40 hours per week. Generally, these employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program.
Regular, part time: Employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible for some of the benefits offered by the company subject to the terms, conditions and limitations of each benefits program.
Temporary, full time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
Temporary workers are not eligible for company benefits unless specifically stated otherwise in company policy or are deemed eligible according to plan documents.
Background and Reference Checks
To ensure that individuals who join MCG HOMES are well qualified and to ensure that MCG HOMES maintains a safe and productive work environment, it is our policy to conduct pre-employment background checks on all applicants who accept an offer of employment. Background checks may include verification of any information on the applicant’s resume or application form.
All offers of employment are conditioned on receipt of a background check report that is acceptable to MCG HOMES. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act, the Americans with Disabilities Act, and state and federal privacy and anti-discrimination laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead MCG HOMES to deny employment, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s accuracy. Background checks may include a criminal record check, although a criminal conviction does not automatically bar an applicant from employment.
Additional checks such as a driving record or credit report may be made on applicants for particular job categories if appropriate and job related.
MCG HOMES also reserves the right to conduct a background check for current employees to determine eligibility for promotion or reassignment in the same manner as described above.
Progressive Discipline
Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established.
MCG HOMES supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws.
Outlined below are the steps of our progressive discipline policy and procedure. MCG HOMES reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on our organization.
The following outlines MCG HOMES’ progressive discipline process:
Verbal warning: A supervisor verbally counsels an employee about an issue of concern, and a written record of the discussion is placed in the employee's file for future reference.
Written warning: Written warnings are used for behavior or violations that a supervisor considers serious or in situations when a verbal warning has not helped change unacceptable behavior. Written warnings are placed in an employee’s personnel file. Employees should recognize the grave nature of the written warning.
Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or placed on a performance improvement plan (PIP). PIP status will last for a predetermined amount of time not to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur.
MCG HOMES reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge.
Separation of Employment
Separation of employment within an organization can occur for several different reasons.
Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks’ notice, preferably in writing, to facilitate a smooth transition out of the organization. Management reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs warrant such action. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given.
Job abandonment: Employees who fail to report to work or contact their supervisor for three (3) consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of their normal shift on the third day. Employees who are separated due to job abandonment are ineligible to receive accrued benefits and are ineligible for rehire.
Termination: Employees of MCG HOMES are employed on an at-will basis, and the company retains the right to terminate an employee at any time.
Return of Company Property
The separating employee must return all company property at the time of separation, including uniforms, tools, vehicles, cell phones, keys, PCs and identification cards. Failure to return some items may result Authorization Agreement to deduct the costs of such items from the final paycheck. An employee will be required to sign the Wage Deduction form.
Rehire
Former employees who left MCG HOMES in good standing and were classified as eligible for rehire may be considered for reemployment. Former employees must reapply and are subject to the standard hiring process. Rehired employees begin benefits just as any other new employee. Previous tenure will not be considered in calculating longevity, leave accruals or any other benefits.
An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation may not be eligible for rehire.
WORKPLACE SAFETY
Drug-Free Workplace
MCG HOMES has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, MCG HOMES is committed to the elimination of drug and/or alcohol use and abuse in the workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy applies to all employees and all applicants for employment of MCG HOMES.
Employee Assistance and Drug-Free Awareness
Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about those consequences and sources of help for drug/alcohol problems is available.
MCG HOMES will assist and support employees who voluntarily seek help for such problems before becoming subject to discipline and/or termination under this or other policies. Such employees may be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Such employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety sensitive or that require driving or if they have violated this policy previously.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.
Work Rules
The following work rules apply to all employees:
Whenever employees are working, are operating any company vehicle, are present on company premises, or are conducting related work off-site, they are prohibited from:
· Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
· Being under the influence of alcohol or an illegal drug as defined in this policy.
The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing company business or while in a company facility is prohibited.
MCG HOMES will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked.
Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.
Required Testing
The company retains the right to require the following tests:
Pre-employment: All applicants must be able to pass a drug test when required before beginning work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration.
Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent workplace use, possession or impairment.
Post-accident: Employees are subject to testing when they cause or contribute to accidents that damage a company vehicle, machinery, equipment or property and/or result in an injury to themselves or another employee requiring off-site medical attention. In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident, if not sooner.
Follow-up: Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to and including discharge. Depending on the circumstances and the employee’s work history/record, MCG HOMES may offer an employee who violates this policy or tests positive the opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which could include follow-up drug testing at times and frequencies for a minimum of one (1) year but not more than two (2) years. If the employee either does not complete his/her rehabilitation program or tests positive after completing the rehabilitation program, he/she will be subject to immediate discharge from employment.
Consequences
Applicants who refuse to cooperate in a drug test or who test positive will not be hired. Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge.
Employees will be paid for time spent in alcohol/drug testing and then suspended without pay pending the results of the drug/alcohol test. After the results of the test are received, a date/time will be scheduled to discuss the results of the test. Should the results prove to be negative, the employee will be reinstated to work.
Confidentiality
Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided shall be kept confidential to the extent required by law.
Inspections
MCG HOMES reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge.
Crimes Involving Drugs
MCG HOMES prohibits all employees from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company business. Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.
Workplace Bullying
MCG HOMES defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates the company Code of Ethics, which clearly states that all employees will be treated with dignity and respect.
The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that the company will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior upon the individual that is important. MCG HOMES considers the following types of behavior examples of bullying:
Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property.
Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.
Exclusion: Socially or physically excluding or disregarding a person in work-related activities.
Violence in the Workplace
All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others.
Conduct that threatens, intimidates or coerces another employee, customer, vendor or business associate will not be tolerated. MCG HOMES resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. MCG HOMES treats threats coming from an abusive personal relationship as it does other forms of violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.
Employees should promptly inform their direct supervisor of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. MCG HOMES will not retaliate against employees making good-faith reports. MCG HOMES is committed to supporting victims of intimate partner violence by providing referrals to designated assistance programs.
MCG HOMES will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. MCG HOMES will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, MCG HOMES may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.
MCG HOMES encourages employees to bring their disputes to the attention of their supervisor(s) before the situation escalates. MCG HOMES will not discipline employees for raising such concerns.
Safety
It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client.
Although most safety regulations are consistent throughout each job site, each employee has the responsibility to identify and familiarize her/himself with the emergency plan for his/her working area. Each facility shall have posted an emergency plan detailing procedures in handling emergencies such as fire, weather-related events and medical crises.
It is the responsibility of the employee to complete an Accident and Incident Report for each safety and health infraction that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee disciplinary action, including termination.
Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow company safety and health guidelines or engaging in conduct that places the employee, client or company property at risk can lead to employee disciplinary action and/or termination.
WORKPLACE EXPECTATIONS
Confidentiality
Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor.
This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.
Outside Employment
Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below.
Activities and conduct away from the job must not compete with, conflict with or compromise the company interests or adversely affect job performance and the ability to fulfill all job responsibilities. Employees are prohibited from performing any services for customers on nonworking time that are normally performed by MCG HOMES. This prohibition also extends to the unauthorized use of any company tools or equipment and the unauthorized use or application of any confidential information. In addition, employees are not to solicit or conduct any outside business during paid working time.
Employees are cautioned to carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If MCG HOMES determines that an employee’s outside work interferes with performance, the employee may be asked to terminate the outside employment.
Attendance and Punctuality
Vacation must be scheduled with one’s supervisor in advance. Patterns of absenteeism or tardiness may result in discipline even if the employee has not yet exhausted available paid time off. Absences due to illnesses or injuries that qualify under the Family and Medical Leave Act (FMLA) will not be counted against an employee’s attendance record. Medical documentation within the guidelines of the FMLA may be required in these instances.
Not reporting to work and not calling to report the absence is a no-call/no-show and is a serious matter. The first instance of a no call/no show will result in a final written warning. The second separate offense may result in termination of employment with no additional disciplinary steps. A no call/no show lasting three days may be considered job abandonment and may be deemed an employee’s voluntary resignation of employment.
Attire and Grooming
It is important for employees of MCG HOMES to represent the company when working directly with clients. Sleeved shirts, and pants or shorts must be worn. No opened toe shoes are allowed on any job site. Work boots are encouraged.
Use of Tobacco Products
The use of tobacco products is prohibited within any structure or in the presence of any client. This includes, but is not limited to: cigarettes, dip, vape, cigars, pipes, hookah, etc.
Employee Personnel Files
Employee files are considered confidential. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.
COMPENSATION
Performance and Salary Review
Performance appraisals are conducted on an annual cycle. Employees will receive a performance review on the established date each year. The performance appraisal will be discussed, and both the employee and manager will sign the form to ensure that all strengths, areas for improvement and job goals for the next review period have been clearly communicated. Performance evaluation forms will be retained in the employee’s personnel file.
Merit increases are based on company performance and financials and are not guaranteed. A performance review does not always result in an automatic salary increase. The employee’s overall performance and salary level relative to his/her position responsibilities are evaluated to determine if a salary increase would be warranted.
Budget allocations for merit increases are planned for and allocated before the start of each calendar year. The annual salary increase program is designed to assist management in planning and allocating merit and promotional increases that reward individual performance, that are market competitive and that are internally equitable.
Payment of Wages
Salary payment is made weekly for base salary due up to the pay date. Paydays are Fridays.
Overtime payment, which is included with the nonexempt employee's base salary payment, is also paid weekly with such payment covering hours worked in the prior week.
It is the company's policy that employee paychecks will only be given personally to that employee or mailed to his/her home address.
If the normal payday falls on a company-recognized holiday, paychecks will be distributed one workday before the aforementioned schedule.
Employees may be paid by check or through direct deposit of funds to either a savings or checking account at the financial institution of their choice.
In the event of a lost paycheck MCG HOMES must be notified in writing as soon as possible and before a replacement check can be issued. In the event the lost paycheck is recovered and the company identifies the endorsement as that of the employee, the employee must remit the amount of the replacement check to the company within 24 hours of the time it is demanded.
If an employee's marital status changes or the number of exemptions previously claimed increases or decreases, a new Form W-4 must be submitted.
Except for extreme emergencies and vacation pay, no salary advances will be made.
Time Reporting
A work hour is any hour of the day that is worked and should be recorded to the nearest half of an hour. The workday is defined as the 24-hour period starting at 12:00 a.m. and ending at 11:59 p.m. The workweek covers seven consecutive days beginning on Wednesday and ending on Tuesday. The usual workweek period is 40 hours.
Overtime is defined as hours worked by an hourly or nonexempt employee in excess of 40 hours in a workweek and should be recorded to the nearest tenth of an hour. Overtime must be approved in advance by the manager to whom the employee reports.
Employees will submit their time record weekly as directed by their manager. Each employee is to maintain an accurate daily record of his or her hours worked. All absences from work schedules should be appropriately recorded.
Meal/Rest Periods
The scheduling of meal periods at MCG HOMES is set by the employee’s immediate manager with the goal of providing the least possible disruption to company operations.
Mandatory Meal Period
Employee meal periods are important to company productivity and employee health. Employees who work at least 6 consecutive hours will be provided a meal break not to exceed 60 minutes. The meal period will not be included in the total hours of work per day and is not compensable. Nonexempt employees are to be completely relieved of all job duties while on meal breaks and must clock out for meal periods.
Overtime Pay (nonexempt employees)
Nonexempt employees who exceed 40 hours of work time in a workweek will be paid time and one half.
Paid leave, such as holiday or vacation pay, does not apply toward work time.
The workweek begins at 12:00 a.m. on Friday morning and ends at 11:59 p.m. on Thursday.
Employees who anticipate the need for overtime to complete the week’s work must notify the supervisor in advance and obtain approval before working hours that extend beyond their normal schedule.
During busy periods employees may be required to work extended hours.
TIME OFF/LEAVES OF ABSENCE
Holiday Pay
MCG HOMES recognizes 5 paid holidays, each year for full-time employees exceeding 60 days of employment:
New Year’s Day
Memorial Day
Independence Day
Thanksgiving Day
Christmas Break: December 25th – December 31st
Should a holiday fall on a weekend, the holiday will be observed on the workday closest to the holiday.
Time off may be granted to employees who desire to observe a religious holiday that is not recognized by the company.
Vacation
All fulltime employees are eligible for vacation leave benefits. Full-time employees are those working 37.5-plus hours per week. 5 days of vacation are available after 1 year of continuous employment. Vacation can be used only after it is earned. Vacation leave will not be earned during an unpaid leave of absence. Managers might be subject to different vacation allowances, up to the discretion of their direct supervisor.
To schedule vacation time, employees should submit a completed leave form to the supervisor at least 1 month before the requested leave. Employees must ensure that they have enough accrued leave available to cover the dates requested. Requests will be approved based on a number of factors, including department operating and staffing requirements. The supervisor should return the leave request to the employee within three business days of the date it is submitted indicating that the request has been approved or denied. If the request for vacation leave is denied, the supervisor should provide an appropriate reason on the form returned to the employee.
Vacation will be paid at the employee’s base rate at the time the leave is taken. Vacation pay is not included in overtime calculation and does not include any special forms of compensation such as incentives, commissions, bonuses or shift differentials. If a holiday falls during the employee’s vacation, the day will be charged to holiday pay rather than to vacation pay.
Leave taken beyond an employee’s available vacation balance may be unpaid unless otherwise required under state or federal law.
Bereavement Leave
An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor immediately.
Bereavement leave will be granted unless there are unusual business needs or staffing requirements.
Paid bereavement leave is granted according to the following schedule:
Employees are allowed three days of paid leave in the event of the death of the employee’s spouse, child, father, mother, brother or sister.
Employees are allowed one day of paid leave in the event of death of the employee’s father-in-law, mother-in-law, stepfather, stepmother, stepbrother, stepsister, stepson, stepdaughter, brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle, grandparent, grandchild or spouse's grandparent.
Employees are allowed up to four hours of bereavement leave to attend the funeral of an employee or retiree of the company.
Unpaid bereavement leave is granted according to the following schedule:
Employees are allowed up to four hours of bereavement leave to attend the funeral of a friend, girlfriend, boyfriend or fiancée.
Jury Duty
Upon receipt of notification from the state or federal courts of an obligation to serve on a jury, employees must notify their supervisor and provide him/her with a copy of the jury summons. The company will pay regular full-time and regular part-time employees for time off for jury duty up to one week of pay less the stipend payed by the jury duty. Proof of payment must be given to supervisor.
Voting Leave
Voting Time
All employees should be able to vote either before or after regularly assigned work hours. However, when this is not possible due to work schedules, employees will receive up to two hours during the work day to vote. Time off for voting should be reported and coded appropriately on timekeeping records.
Military Leave of Absence
MCG HOMES is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is the company’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person's membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or company policy. If any employee believes that he or she has been subjected to discrimination in violation of company policy, the employee should immediately contact their direct supervisor.
Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave of absence.
BENEFITS
Workers’ Compensation Benefits
The company is covered under statutory state workers' compensation laws. Employees who sustain work-related injuries must immediately notify their department supervisor.
HANDBOOK UPDATES
12/18/2023
1.1 Tool Allowance
At MCG Homes we recognize the importance of equipping our employees for excellence by providing you with the right tools for the job. As an investment into the MCG Team, we have established a Tool Allowance Program to help you acquire and maintain the tools required for your job responsibilities.
Tool allowances will be provided to eligible employees and renewed on January 1st on an annual basis for the following roles:
Project Managers: $500.00
Lead Carpenters: $600.00
Carpenters/Apprentices: $500.00
Helpers: $300.00
Employee Eligibility:
To be eligible for the tool allowance, MCG employees must be a working full-time and be in good standing with MCG Homes. You are not eligible for the tool allowance until 60 days after your employment start date. Employees who begin after October 1st are not eligible for the annual tool allowance renewal. Tool allowanced do not rollover to subsequent years.
Tool Eligibility:
Employees are encouraged to use the tool allowance to invest in high-quality tools that are essential for their respective roles. The purchase of tools should align with the nature of the employee's work and contribute to their professional development. Any tools purchased with the allowance are considered the property of the employee and are subject to supervisory approval.
Using the Tool Allowance:
To receive the tool allowance, employees must submit a reimbursement request along with valid receipts or proof of purchase for the tools acquired. If tools are not purchased through MCG Accounts, the request should be submitted to Accounting@mcghomes.biz or brought to the accounting office for processing. As an MCG Employee, if you use the MCG Accounts to purchase tools and you go over your roles allotted Tool Allowance amount, you will be required to reimburse to overages MCG Homes. If the allowance is not used It does not roll over to the next year.
1.2 Maternity Leave
At MCG Homes, we recognize the importance of supporting our employees during significant life events. The Maternity Leave Policy is designed to provide biological female employees with the necessary time and resources to recover from childbirth and bond with your birth or adoption.
All female employees of MCG Homes are eligible for maternity leave upon meeting the following conditions:
· Have worked for MCG Homes for 1250 hours during the 12-month period before the requested leave.
· The employee must provide advance notice of their intention to take maternity leave, as outlined below.
· The employee must be the biological mother of the child or have legal responsibility for the newborn's care.
Duration
Eligible employees are entitled to 12 weeks of maternity leave during a 12-month period per the Family and Medical Leave Act (FMLA). This includes both pre and postnatal periods. In case of complications or medical necessity, an extension may be granted upon proper medical certification.
Advance Notice
To ensure a smooth transition and proper planning, you are required to provide at least 8 weeks advance notice before the intended start date of your maternity leave. The notice should include the expected duration of the leave and any specific requests, such as the desire to use accrued paid leave during the maternity period.
Documentation
You are also required to submit a medical certification from their healthcare provider confirming the expected due date and the medical necessity for maternity leave. This documentation should be provided at least 2 weeks before the maternity leave start date.
Expectations
During the maternity leave period, you will maintain all employment benefits to the extent required by law. Additionally, the company will ensure that the employee's job is protected, and you will be reinstated to your original position or an equivalent position upon your return from maternity leave. During the approved maternity leave period, you may be eligible for compensation through a combination of Accrued PTO, short-term disability benefits, and any other applicable benefits. We are committed to providing a supportive and comfortable environment for nursing mothers. Lactation rooms and facilities are available for employees returning from maternity leave who need a private space for nursing.
Transition
Upon returning from maternity leave, you may request flexible work arrangements, such as part-time schedules, working from home, or telecommuting, to help ease the transition back to the workplace. The company will consider such requests based on operational needs.
1.3 Paternity Leave
At MCG Homes, we recognize the importance of supporting our employees during significant life events. The Paternity Leave Policy is designed to provide biological male employees with the necessary time and resources to care for your newborn or adopted child.
All male employees of MCG Homes are eligible for paternity leave upon meeting the following conditions:
· Have worked for MCG Homes for 1250 hours during the 12 month period before the requested leave.
· The employee must provide advance notice of their intention to take paternity leave, as outlined in below.
· The employee must be the biological father of the child or have legal responsibility for the newborn's care.
Duration:
Eligible employees are entitled of up to 5 workdays of paternity leave. This period is intended to you to actively participate in the care of the mother and child. In case of complications or medical necessity, an extension may be granted upon proper medical certification.
Advance Notice
To ensure a smooth transition and proper planning, you are required to provide at least 8 weeks advance notice before the intended start date of their paternity leave. The notice should include the expected duration of the leave and any specific requests, such as the desire to use accrued paid leave during the paternity period.
Expectations
During the paternity leave period, you will maintain all employment benefits, such as health insurance, to the extent required by law. Additionally, the company will ensure that the your job is protected, and you will be reinstated to your original position or an equivalent position upon you return from paternity leave. During the approved paternity leave period, you may be eligible for compensation through a combination of paid time off and any other applicable benefits as outlined in the company's policies.
Transition
Upon returning from paternity leave, employees may request flexible work arrangements, such as part-time schedules, working from home, or telecommuting, to help ease the transition back to the workplace. The company will consider such requests based on operational needs.
1.4 Annual Cost of Living Pay Adjustment Policy
At MCG Homes we understand the importance of acknowledging the impact of inflation and the rising cost of living on our employees. The Annual Cost of Living Pay Adjustment Policy is designed to ensure that your wages keep pace with the economic changes, fostering a fair and supportive work environment.
Determining the Adjustment Amount
The Annual Cost of Living Pay Adjustment will be determined based on economic indicators and the cost-of-living index. The adjustment will be calculated annually, and the percentage increase will be applied uniformly to the base wages of eligible employees. Determination of the Annual Cost of Living Pay Adjustment is not guaranteed and will be based on the discretion of MCG Homes executive management.
Employee Eligibility
Any employee who has received a Wage adjustment on or after September 1st is not eligible for the annual cost of living wage adjustment.
Communication
Employees will be informed of the Annual Cost of Living Pay Adjustment through a formal communication from the Human Resources department. The notification will include details of the adjustment percentage, the effective date, and any additional information deemed relevant.
Receiving the Adjustment
The Annual Cost of Living Pay Adjustment will be reflected in employees' paychecks beginning on the specified effective date. The adjustment will be applied consistently across all eligible employees, ensuring fairness and transparency.
1.5 Holiday Paid-Time-Off Clarification
Employees who work the days before and after a Holiday that is recognized by MCG Homes are eligible for holiday PTO. Accrued PTO can be used to extend your time off if it is planned and approve at least 2 weeks in advance. If approved PTO is used before or after a holiday, the holiday is still eligible for PTO.
1.6 Daily Overtime Pay
Overtime Policy
The purpose of this Overtime Policy is to establish guidelines for the fair and consistent payment of overtime to employees of MCG Homes. This policy outlines the conditions under which employees may be required to work overtime and the compensation they will receive for such additional hours.
Definition of Overtime
Overtime is defined as any hours worked in excess of the standard MCG Homes workday, which is 8 hours. Employees eligible for overtime compensation will be paid at a rate of one and a half times your regular hourly rate for all hours worked in excess of 8 hours per day. Overtime pay will be calculated in accordance with federal, state, and local labor laws.
Authorization for Overtime
Employees are expected to obtain authorization from their immediate supervisor before working any overtime hours. In cases of emergency or unforeseen circumstances, employees should inform their supervisor as soon as possible after commencing overtime work.
Mandatory Overtime
At times, MCG Homes may require employees to work overtime to meet project deadlines or address urgent business needs. In such cases, employees are expected to comply with the overtime requirements unless excused by management.
Voluntary Overtime
While overtime may be required in certain circumstances, employees are encouraged to volunteer for overtime opportunities. MCG Homes recognizes and appreciates the dedication of employees who willingly contribute additional hours to meet project deadlines.
Recording Overtime Hours
Employees are responsible for accurately recording their hours worked, including overtime, on the designated timekeeping system (JobTread). Any discrepancies or errors should be reported to the immediate supervisor for prompt resolution.
Policy Violations
Failure to obtain proper authorization for overtime, falsifying time records, or any other violation of this Overtime Policy may result in disciplinary action, up to and including termination of employment.
1.7 Paid Time Off (PTO) Policy
Overview
At MCG Homes, we recognize the importance of work-life balance and value the well-being of our employees. Our Paid Time Off (PTO) policy is designed to provide employees with flexibility and time away from work to recharge and attend to personal needs. All matters related to PTO, including exceptions, disputes, or unique circumstances, are subject to the discretion of the supervisor or management. This PTO policy does not include designated holiday PTO, which is separate and available to all eligible employees as outlined in this Handbook.
PTO Outline
All full-time employees are eligible for their PTO after one(1) year of continuous employment. Additionally, employees will accrue an extra day of PTO for each year of continuous full-time employment with the MCG Homes.
Accrual and Cash-Out
PTO accrual will begin on the first day of the year following one(1) year of employment. Accruals will be calculated based on the employee's anniversary date with the company. PTO will not be carried over to the next year. If an employee has PTO days at the end of the calendar year, employees may choose to cash out their remaining PTO.
PTO Usage
PTO can be used for various purposes, including vacation, personal time, and sick leave. If an employee is using PTO for sick leave, the absence must be verified through appropriate documentation. It is the responsibility of each employee to communicate their PTO requests in a timely manner and to ensure that colleagues and supervisors are aware of their absence.
Requesting PTO
To request PTO, employees must complete the Request PTO Form, available and downloadable through JobTread Files (search “PTO” in the Files Tags). All requests are subject to supervisor discretion, and employees are encouraged to submit requests well in advance to ensure proper scheduling and coverage.
PTO Tracking
Accruals and usage of PTO will be accurately tracked by our bookkeeper and viewable by employees on your pay stubs. Employees can also request to review their PTO balances by emailing Accounting@mcghomes.biz.
Policy Review.
This PTO policy is subject to periodic review and may be updated or modified at the discretion of the company. Employees will be informed of any changes in advance.
1.8 Holiday Pay
MCG HOMES recognizes 6 paid holidays, each year for full-time employees exceeding 60 days of employment:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
During Holiday PTO Employees will receive their regular rate of pay for the scheduled hours during the holiday.
Employees do not need to request holidays off as MCG homes will close on these holidays. Should a holiday fall on a weekend, the holiday will be observed on the workday closest to the holiday.
Time off may be granted to employees who desire to observe a religious holiday that is not recognized by the company.
Employee Handbook Acknowledgment and Receipt
I have received my copy of the Employee Handbook.
The employee handbook describes important information about MCG HOMES, and I understand that I should consult my manager regarding any questions not answered in the handbook. I have entered into my employment relationship with MCG HOMES voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or MCG HOMES can terminate the relationship at will, with or without cause, at any time, so long as there is not violation of applicable federal or state law.
I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by MCG HOMES, and the company reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify or eliminate existing policies.
I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at MCG HOMES is employment at will, which may be terminated at the will of either MCG HOMES or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I understand and agree that employment and compensation may be terminated with or without cause and with or without notice at any time by MCG HOMES or myself.
I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.