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TRANSCRIPT
Employee Handbook Revised September 30, 2015
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Contents
WELCOME! ...................................................................................................................................... 4
HISTORY OF CENTRAL CAROLINA AIR CONDITIONING .............................................................. 4
GOALS OF CENTRAL CAROLINA AIR CONDITIONING .................................................... 6
MISSION OF CENTRAL CAROLINA AIR CONDITIONING ................................................. 7
PURPOSE OF THIS HANDBOOK ................................................................................................ 8
EMPLOYMENT AT WILL ............................................................................................................. 9
EMPLOYMENT POLICIES ......................................................................................................... 10
EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER ..................................................................... 10
AMERICANS WITH DISABILITIES ACT ............................................................................................ 10 UNLAWFUL WORKPLACE DISCRIMINATION AND HARASSMENT .......................................... 10 OPEN COMMUNICATIONS ................................................................................................................. 12 OPEN DOOR POLICY ............................................................................................................................ 12
MANAGEMENT PREROGATIVES ...................................................................................................... 13 CONFIDENTIALITY OF EMPLOYEE RECORDS .............................................................................. 13
DRUG AND ALCOHOL POLICY .......................................................................................................... 13 WORKING WITH CUSTOMERS AND FELLOW EMPLOYEES ........................................................ 15 VIOLENCE IN THE WORKPLACE ...................................................................................................... 16
ATTENDANCE AND ABSENCE FROM WORK ................................................................................. 16 DISCIPLINARY POLICY ....................................................................................................................... 17
EXAMPLES OF UNACCEPTABLE BEHAVIOR ................................................................................. 17 INTEGRITY ............................................................................................................................................ 18
INDIFFERENCE ..................................................................................................................................... 18 COMPANY PROPERTY ........................................................................................................................ 18 CONFIDENTIALITY AND NON-COMPETE POLICY ........................................................................ 18
TELEPHONE POLICIES ........................................................................................................................ 19 COMPUTER AND EMAIL USAGE ....................................................................................................... 19
DATA STORAGE AND DISPOSAL ...................................................................................................... 20 EMPLOYEE DRESS AND APPEARANCE POLICY ........................................................................... 20 NURSING MOTHERS ............................................................................................................................ 21
EMPLOYMENT OF RELATIVES ......................................................................................................... 21 TOBACCO ............................................................................................................................................... 22 PARKING ................................................................................................................................................ 22 WALKWAY ............................................................................................................................................ 22 SOLICITATIONS .................................................................................................................................... 22
HOUSEKEEPING ................................................................................................................................... 22
YOUR JOB ...................................................................................................................................... 23
NEW EMPLOYEE ORIENTATION ....................................................................................................... 23 EMPLOYEES' RECORDS ...................................................................................................................... 23
INTRODUCTORY PERIOD ................................................................................................................... 23 EMPLOYEE CLASSIFICATIONS ......................................................................................................... 23
EXEMPT AND NON-EXEMPT CLASSIFICATIONS .......................................................................... 24
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OVERTIME ............................................................................................................................................. 24
TIME CARDS .......................................................................................................................................... 24 WORKING HOURS ................................................................................................................................ 25 24-HOUR DUTY COMPENSATION ..................................................................................................... 25
LOANS TO EMPLOYEES ...................................................................................................................... 25 SETTLEMENT OF ACCOUNT .............................................................................................................. 25 PERFORMANCE REVIEWS .................................................................................................................. 25 PROMOTIONS AND TRANSFERS ....................................................................................................... 26 LAYOFFS ................................................................................................................................................ 26
RESIGNATION ....................................................................................................................................... 26
HEALTH, SAFETY AND SECURITY ........................................................................................ 27
SAFETY COMMITTEE .......................................................................................................................... 27
SAFETY POLICY ................................................................................................................................... 27 USE OF SHOP FACILITIES, EQUIPMENT AND COMPANY OWNED VEHICLES BY
EMPLOYEES FOR PERSONAL USE .................................................................................................... 28
HAZARD COMMUNICATION PROGRAM ......................................................................................... 28 WORKER'S COMPENSATION ............................................................................................................. 30
REPORTING ACCIDENTS .................................................................................................................... 30 RETURN TO WORK FOR OCCUPATIONAL INJURIES .................................................................... 30 SAFE WORKER REWARD PROGRAM ............................................................................................... 30
DISCIPLINE FOR SAFETY RULE VIOLATION ................................................................................. 31 REPORTING INJURIES ......................................................................................................................... 32
ACCIDENT INSTRUCTION FOR WORKER'S COMPENSATION WHEN AN ACCIDENT
OCCURS: ................................................................................................................................................. 32
VEHICLES ...................................................................................................................................... 33
COMPANY OWNED VEHICLES .......................................................................................................... 33
OPERATION OF COMPANY OWNED VEHICLES............................................................................. 33 TRUCK INVENTORY ............................................................................................................................ 33 ALCOHOL USAGE FORBIDDEN ......................................................................................................... 34
FLEET SAFETY POLICY ....................................................................................................................... 34
TOOL PROGRAM ......................................................................................................................... 40
TOOL REQUIREMENTS ....................................................................................................................... 40 YOUR TOOLS ......................................................................................................................................... 40
NEW EMPLOYEES TOOL PURCHASE PROGRAM........................................................................... 40 TOOL ACCOUNT ................................................................................................................................... 40 TOOL POLICY ........................................................................................................................................ 41
BENEFITS AND TIME OFF ......................................................................................................... 43
GROUP INSURANCE ............................................................................................................................ 43 COBRA .................................................................................................................................................... 43 401-K PLAN ............................................................................................................................................ 43
PAID HOLIDAYS ................................................................................................................................... 43 VACATIONS ........................................................................................................................................... 44 BEREAVEMENT PAY ........................................................................................................................... 44
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JURY DUTY ............................................................................................................................................ 45
LEAVES OF ABSENCE ......................................................................................................................... 45 WORKSTEPS .......................................................................................................................................... 45 FAMILY AND MEDICAL LEAVE ACT ............................................................................................... 45
PERSONAL LEAVE OF ABSENCE ...................................................................................................... 50 LEAVES OF ABSENCE AND INSURANCE BENEFITS ..................................................................... 51 WORKERS COMPENSATION .............................................................................................................. 51 SALES TO EMPLOYEES ....................................................................................................................... 52 EMPLOYEE CHARGES FOR SERVICE, EQUIPMENT AND LABOR .............................................. 52
TRAINING/PUBLICATIONS ................................................................................................................ 53 EDUCATIONAL ASSISTANCE ............................................................................................................ 53 EMPLOYEE REFERRALS ..................................................................................................................... 53 RECEIPT AND ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK ......................................... 54
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WELCOME!
We are delighted to have you on our team! We trust this handbook will be informative, although we
realize that it by no means covers all points of interest in connection with your position.
HISTORY OF CENTRAL CAROLINA AIR CONDITIONING
Central Carolina Air Conditioning installed its first air conditioning system in April, 1967. When Richard
Lacy began the Company as Lacy Air Conditioning, the first office sheet metal shop was a 2,000 sq. ft.
military building in the O.R.D. section of Greensboro. The building was full of holes and impossible to
heat or cool to any comfort level. It grew from one employee, Richard Lacy, to six employees and back to
three employees during the first year. That first full year of business produced a whopping $27,000 in
total sales revenue.
In 1972, the name changed to Central Trane Air Conditioning Company, Inc. to take advantage of an
opportunity to use the Trane company name. Many current employees joined our Company in the next ten
years.
In 1984, the name was changed to Central Carolina Air Conditioning, Inc., partially because of major
changes within the Trane Company, but more importantly, to allow us the freedom to expand and grow.
In 1997, Richard Lacy, founder and owner of Central Carolina Air sold the company to a major
consolidator, Group Maintenance America. During the next two years several of our key managers
attended management training seminars and became familiar with the corporate staff.
In 1999, Group Maintenance America merged with Building One Resources and created Encompass. For
the next three years, Central Carolina Air operated as a business unit of Encompass.
In 2002, our current owner and President, Bobby Allison, and our founder, Richard Lacy, along with
senior managers, Barbara Dixon, Pat Priddy and Bill Corriher purchased the company back from
Encompass. In May 2005 Mike Quinn, a well respected PE, joined the company as a senior manager.
Through all these changes Central Carolina Air Conditioning has remained one of the highest ethical and
quality standard companies in the State. Richard Lacy has stated that we have come a long way from
those early years because we are a company of good people, selling and installing good products, and
always having a plan for the future.
Central Carolina Air Conditioning operates one of the largest truck fleets residentially serving the Triad
area as well as serving the entire state commercially. Our maintenance and repair technicians
continuously receive on-going training and education. Technicians are certified to handle refrigerant.
They maintain a professional demeanor, and they are well groomed with great respect for our customers,
our Company, and themselves. Our philosophy is "do it right the first time". We service our customers 24
hours/7 days a week/365 days a year, both residentially and commercially.
Our in house capabilities include complete commercial design, installation, electrical, piping, install,
replacement equipment, heat coil service repair, plumbing inspections and service repair. Residentially,
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we service all brands of equipment, install replacement equipment and also offer a full range of home
comfort service programs and products. We also offer plumbing & electrical inspections and service.
At Central Carolina Air Conditioning, we concentrate our efforts and expertise to reduce our customers'
heating and cooling costs along with extending the useful life of that equipment. We believe we have all
the necessary state-of-the-art computerized data and accounting systems. However, we take it ONE STEP
FURTHER. REAL PEOPLE who have a caring attitude with the willingness and dedication to meet our
clients' needs and take pride in doing so. Each employee demonstrates this pride each day by meeting
client needs; one client at a time!
This booklet outlines the Company's policies, benefits and procedures which help us perform as a
professional team. We encourage you to read the contents carefully. Should you have any questions or
need further explanation, please schedule time with your immediate supervisor.
WE WELCOME YOU AS A PART OF OUR FINE TEAM OF PROFESSIONALS AT CENTRAL
CAROLINA AIR CONDITIONING!
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GOALS OF CENTRAL CAROLINA AIR CONDITIONING
Central Carolina Air Conditioning will be an HVAC leader in providing EXTRAORDINARY service and
installations. Central Carolina Air Conditioning will NEVER accept past performance as good enough;
but, rather, continue to strive for new levels of excellence. To maintain this atmosphere of TRUST AND
RESPECT we will:
Listen to the people who DO the work
Listen to our CUSTOMERS
Have only one class of member: EVERYONE EQUAL
Recognize excellence, while the individual is still sweating from his or her efforts.
Encourage each member to take risks, exercise initiative, and never be afraid to make mistakes.
Personify the attitude: "ONE FOR ALL AND ALL FOR ONE"
Hold each member accountable for results, but with a clear understanding that ethical standards
must NEVER be compromised
PROMOTE SOLELY ON MERIT
While Central Carolina Air Conditioning will compile the BEST record in the industry, our ethical
standards with customers, suppliers, and employees must remain impeccable. To maintain these standards
we WILL NOT TOLERATE:
Any act which will discredit the Company
Discrimination or harassment against another with regard to race, religion, sex, sexual orientation,
gender identity, national origin, age, or any other unlawful reason
Anyone who looks down on others
Corporate politics
Anyone who tries to move ahead of others at the expense of others
Use of illegal drugs
AND WE WILL HAVE FUN PARTICIPATING IN A GREAT ADVENTURE - - - BUILDING OUR
COMPANY!
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MISSION OF CENTRAL CAROLINA AIR CONDITIONING
OUR MISSION
It is the Mission of Central Carolina Air Conditioning to be regarded as the most capable
and highly professional mechanical service provider by our clients, our competition, and
our employees. We will deliver an excellent value at a fair price by providing
uncompromising quality of service, preventive maintenance, installation, and design
build systems that will exceed our client’s expectations.
We will ensure that our employees work in a safe and productive environment that
promotes a team effort. We encourage our employees and clients to share ideas to
improve the way we conduct business to make us a valuable and desired asset in our
community.
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PURPOSE OF THIS HANDBOOK
The purpose of this handbook is to provide guidelines for Central Carolina Air Conditioning employees.
These guidelines are not intended to be all inclusive, but rather to provide a general framework. The
information in this handbook is subject to change at any time and does not create a contract or any legal
rights, obligations, or guarantees, expressed or implied, on the part of the employee or Central Carolina
Air Conditioning.
This handbook and the policies contained herein will be updated by Central Carolina Air Conditioning
when management deems that it is necessary. A copy of the Employee Handbook is available at
http://ccacmech.com.
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EMPLOYMENT AT WILL
Your employment relationship with Central Carolina Air Conditioning is voluntary. Therefore, there is no
specified length of employment. As an employee of Central Carolina Air Conditioning you have the right
to terminate your employment at any time. Central Carolina Air Conditioning retains this same right, with
or without cause, regardless of any other Company documents or oral or written statements issued by any
Central Carolina Air Conditioning representative, with the exception of written contracts signed by the
President.
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EMPLOYMENT POLICIES
The policies of Central Carolina Air Conditioning are based upon the belief that the success of the
Company and its usefulness to the many communities it serves are primarily dependent upon its
employees. By developing the potential of each employee, both the employee and Central Carolina Air
Conditioning will reap the rewards.
EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER
Central Carolina Air Conditioning is committed to providing Equal Employment Opportunities to all
employees and applicants without regard to religion, race, color, national origin, age, sex, sexual
orientation, gender identity, pregnancy, disability, genetic information, citizenship status, veteran status,
or any other protected status. This commitment to non-discrimination encompasses all areas of
employment, including recruiting, hiring, placement, training, promotion, discipline, termination, layoff,
recall, pay, benefits and any other terms or conditions of employment.
AMERICANS WITH DISABILITIES ACT
Central Carolina Air Conditioning is committed to complying with all applicable provisions of the
Americans with Disabilities Act, as amended (ADA). It is Central Carolina Air Conditioning’s policy not
to discriminate against any qualified employee or applicant with regard to any terms or conditions of
employment because of that individual’s disability as defined by the ADA. Under the ADA, a person with
a disability is an individual who: (i) has a physical or mental impairment that substantially limits one or
more major life activities; (ii) has a record of such impairment; or (iii) is regarded as having such an
impairment. A qualified person with a disability is someone with a disability who meets the necessary
skill level, work experience, education, training, licensing or certification, or other job-related
requirements of a position.
In accordance with the ADA, Central Carolina Air Conditioning will provide reasonable accommodations
by making changes in the work environment or by changing certain practices and procedures, including
the allowance of additional or extended leaves of absence, so long as those changes do not pose an undue
hardship on the Company, alter the essential functions of a job, or create a direct threat to health or safety.
Qualified individuals with a disability who believe they need a reasonable accommodation should contact
Human Resources.
UNLAWFUL WORKPLACE DISCRIMINATION AND HARASSMENT
Central Carolina Air Conditioning is committed to having and maintaining a work environment free from
unlawful discrimination, harassment or retaliation. In summary, we prohibit and will not tolerate any such
actions in our workplace. This policy applies to all employees at the Company, both management and
non-management, as well as to actions by our vendors, contractors, customers and visitors. As stated in
more detail below, any violation of this policy may subject an employee to disciplinary action, up to and
including immediate termination from employment.
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Definitions
Although it is often difficult to define harassment, it certainly may consist of unwelcome verbal, physical
or visual conduct that is based upon a person’s protected status, such as sex, age, race, color, religion,
national origin, disability, pregnancy, citizenship, veteran status, or other protected group status.
Discrimination is generally understood as any adverse employment action taken because of the
employee’s protected status. Retaliation means taking any adverse employment action against an
employee for resisting unlawful discrimination or harassment, for reporting a good-faith complaint or
concern about discrimination or harassment in the workplace, or for participating in good-faith in an
investigation concerning such a complaint or concern.
All forms of unlawful discrimination, harassment and retaliation are prohibited at Central Carolina Air
Conditioning, regardless of whether it is based on sex, race, age, sexual orientation, gender identity, or
any of the other protected status categories mentioned in this policy. As a result, Central Carolina Air
Conditioning employees must not engage in any such misconduct. In particular, sexual harassment is a
form of misconduct that needs more explanation.
Sexual Harassment
Our workplace must be free from unwelcome or inappropriate sexual remarks and actions, all of which
have no place at Central Carolina Air Conditioning. As a general rule, sexual harassment does not refer to
appropriate compliments or generally acceptable social behavior, but rather refers to unwelcome sexual
advances, requests for sexual favors, and other physical, verbal or visual conduct of a sexual nature when:
Submission to the conduct is an explicit or implicit term or condition of employment;
Submission to or rejection of the conduct by an individual is used as the basis for an employment
decision affecting that individual; or
The conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.
All Central Carolina Air Conditioning employees must avoid any action or conduct which could be
viewed as sexual or another form of unlawful harassment. Such harassing conduct may include, but is not
limited to, unwanted sexual flirtations, advances or propositions; verbal abuse of a sexual nature; sexually
graphic comments; displaying or using inappropriate and sexually suggestive objects, pictures, writing,
language or drawings; and unwelcome touching or physical contact. Any such conduct is prohibited,
regardless of whether it is committed by persons of the same or opposite sex, or whether it rises to a level
that might legally constitute unlawful harassment.
All employees should also understand the importance of informing an individual whenever that person’s
behavior is unwelcome, offensive, in poor taste, or otherwise inappropriate. Individuals so informed
should comply immediately with such requests to stop the behavior. Any employee who experiences or
who believes they have experienced a violation of this policy must report their complaint or concern to an
appropriate member of management using the following procedure.
Reporting Procedure and Investigation
Any employee who believes that s/he has been subjected to unlawful harassment, discrimination or
retaliation in the workplace must immediately report the matter to Central Carolina Air Conditioning
management. As a general rule, this means reporting the matter to your direct supervisor. However, if you
are not satisfied with your supervisor’s response, or if s/he is the source of the behavior being complained
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of, or if you are otherwise uncomfortable speaking with your supervisor about the situation, you must
report the matter to any member of the Senior Management team. If the offending party is a member of
Senior Management, you are to report the activity to another member of the Senior Management Team.
There will be no retaliation against anyone for the good-faith reporting of harassment or discrimination, or
for cooperating with an investigation of a complaint or concern about harassment or discrimination.
Any allegation of harassment, discrimination or retaliation will be promptly investigated in a confidential
manner. Confidentiality will be maintained throughout the investigatory process to the extent practical
and appropriate under the circumstances. If an investigation confirms that a violation of this policy has
occurred, Central Carolina Air Conditioning will take appropriate remedial action, including disciplinary
action against any employee engaged in such conduct, up to and including immediate termination of
employment. Similar action may also be taken for inappropriate conduct, regardless of whether it rises to
the level of harassment, discrimination or retaliation under this policy.
Harassment, discrimination or retaliation against any employee as described in this policy is prohibited
and will not be tolerated. Any employee who commits such an act, or who otherwise engages in
inappropriate behavior also prohibited by this policy, is subject to disciplinary action, up to and including
immediate termination from employment.
OPEN COMMUNICATIONS
Central Carolina Air Conditioning actively promotes a policy of ongoing, open communications between
employees and management. Good communications are essential to your well being, which, in turn, is
essential to Central Carolina Air Conditioning’s productivity.
The success of Central Carolina Air Conditioning, as well as that of each individual employee, depends
upon constant, open communication between you and your supervisor. Your supervisor will offer you
instruction and training in new responsibilities, make work assignments, and answer your questions. You
should make it a habit to talk matters over with your supervisor and feel free to ask questions about any
policies or operating procedures which you do not understand. If your supervisor knows that something is
bothering you, they can attempt to help solve the problem. Both business and personal problems affect
your performance, which, in turn, affects the efficiency and well being of your co-workers and Central
Carolina Air Conditioning.
Central Carolina Air Conditioning realizes that you may occasionally have a complaint or question
concerning problems, misunderstandings, working conditions, or policies. Open communication between
you and your supervisor will establish a pleasant and effective working relationship. Prompt discussion of
a question or complaint will usually resolve the issue. Please do not let such issues go unresolved.
OPEN DOOR POLICY
Any employee with a complaint or grievance is encouraged to immediately and openly discuss the
problem with his or her supervisor. It is our sincere desire to provide all the assistance that we possibly
can to help you in your continued enjoyment of your position with us. If a complaint or grievance is not
resolved by your supervisor, you are encouraged to discuss it directly with a member of the Senior
Management Team. Any employee may take a grievance or complaint directly to a member of the Senior
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Management Team should he or she feel uncomfortable or threatened by first voicing the grievance to
their immediate supervisor.
MANAGEMENT PREROGATIVES
Central Carolina Air Conditioning retains all the traditional management prerogatives, including but not
limited to the right to determine the size and composition of the work force; to assign, supervise,
discipline and terminate any employee; to determine other terms and conditions of employment, such as
hours, pay benefits and schedules; to abolish or modify existing policies and procedures; to adopt new
policies and procedures; and to determine in its sole discretion the best manner and means of
administering the purposes of Central Carolina Air Conditioning.
CONFIDENTIALITY OF EMPLOYEE RECORDS
The Company’s philosophy is to safeguard personal employee information in its possession to ensure the
confidentiality of the information. Personal employee information will be considered confidential and as
such will be shared only as required and with those who have a need to have access to such information.
All hard copy records will be maintained in locked, secure areas with access limited to those who have a
need for such access. Personal employee information used in business system applications will be
safeguarded under the Company’s proprietary electronic transmission and intranet policies and security
systems.
If an employee becomes aware of a material breach in maintaining the confidentiality of his or her
personal information, the employee should report the incident to Human Resources. Human Resources
has the responsibility to investigate the incident and take corrective action.
DRUG AND ALCOHOL POLICY
Central Carolina Air Conditioning is committed to providing its employees a safe, efficient and
productive work environment. In keeping with this commitment, we have adopted policies to ensure that
employees perform their duties safely, efficiently and in a manner that protects their interests as well as
those of their co-workers and our customers. It is the policy of Central Carolina Air Conditioning to
create a drug-free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of
1988.
The improper use of controlled substances is inconsistent with the behavior expected of employees,
subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines Central
Carolina Air Conditioning’s ability to operate effectively and efficiently. In this connection, the unlawful
manufacture, distribution, dispensation, possession, sale, or use of a controlled substance in the workplace
or while engaged in Central Carolina Air Conditioning business on or off of the Company’s premises is
strictly prohibited. Such conduct is also prohibited during non-working time to the extent that in the
opinion of Central Carolina Air Conditioning, it impairs an employee’s ability to perform on the job,
threatens the reputation or integrity of the Company or our customers and their safety.
All employees are required to comply with the Company’s substance abuse and testing programs which
are designed to meet requirements of federal, state and customer substance abuse testing requirements.
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Testing
Testing of Applicants
All applicants considered final candidates for a position will be tested for the presence of illegal
drugs as a part of the application process.
Any applicant who refuses to submit to, tampers with, or fails to pass the pre-employment drug
test shall be ineligible for hire for a period of 1 year.
For Cause Testing
Employees may be asked to submit to drug and alcohol testing if cause exists to indicate that their ability
to perform work safely or effectively may be impaired. Testing for cause should be based on specific
objective facts and reasonable inferences drawn from these facts. Factors which could establish cause
include, but are not limited to, the following:
Direct observation of an individual engaged in the use of alcohol while at work or drug-related
activity
A pattern of abnormal conduct
Unusual, irrational, or erratic behavior
Unexplained, increased or excessive absenteeism or tardiness
Sudden changes in work performance
Repeated failure to follow instructions or operating procedures
Violations of Company safety policies or failure to follow safe work practices
Unexplained or excessive negligence or carelessness
Discovery or presence of drugs or alcohol in an employee's possession or near an employee's
workplace
Odor or residual odor peculiar to some drugs or alcohol
Arrest or conviction for a drug-related crime
Information provided either by reliable and credible sources or independently corroborated
Evidence that an employee has tampered with a prior drug test
If a supervisor believes cause exists, the supervisor should report his or her findings and
observations to his/her supervisor.
Random Testing
Selection of employees for random drug testing shall be conducted through the use of a random number
generator or other neutral selection process.
Post Accident Testing
Employees will be tested for the presence of alcohol and drugs following an accident or other occurrence
that involves one or more of the following covered events: a fatality, an injury to an employee or other
individual, damage to vehicles and/or damage to other property.
Follow-Up Testing
All employees who have a positive drug or alcohol test and who have accepted the opportunity to enter a
counseling or rehabilitation program will be subject to unannounced follow-up tests for a two-year period
after returning to work or completion of any rehabilitation program, whichever is later.
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Additional Testing
Additional testing may also be conducted as required by applicable state or federal laws, rules or
regulations or as deemed necessary by the Company.
Central Carolina Air Conditioning may suspend employees without pay under this policy pending the
results of a drug or alcohol test or investigation.
Disciplinary Action
Violation of Central Carolina Air Conditioning’s Drug and Alcohol policy will result in disciplinary
action, up to and including termination of employment.
If an employee refuses to consent to testing, fails to appear for testing, tampers with the test or fails to
cooperate with the testing procedures, he or she will be disciplined up to and including discharge.
If an alcohol/drug test is positive, indicating the employee’s condition was caused by the use of alcohol or
illegal drugs, or the use of prescription drugs in a manner other than prescribed, the employee may be
offered the opportunity to enter a counseling or rehabilitation program as a condition of continued
employment. An employee who has accepted the opportunity to enter a counseling or rehabilitation
program will be subject to unannounced follow-up tests for a two-year period after returning to work or
completion of any rehabilitation program, whichever is later.
If the test results of an employee injured on the job indicates the employee was impaired at the time of the
injury, the test results will be furnished to the Company’s Workers’ Compensation insurance carrier and
the State Industrial Commission. Any employee who refuses to take an alcohol/drug test, or who fails to
cooperate or participate in these procedures, will be terminated.
Investigation
The Company reserves the right to search all vehicles, containers, lockers or other items on
Company property in furtherance of this policy. Individuals may be requested to display personal
property for visual inspection upon Company request.
Searches will be conducted under this policy only where the Company has reason to believe that
the employee has violated the Company's substance abuse policy.
Failure to consent to a search or to display personal property for visual inspection will be grounds
for discharge or denial of access to Company premises.
The Company will turn over all confiscated drugs to the proper law enforcement authorities.
Further, the Company reserves the right to cooperate with or enlist the services of the proper law
enforcement authorities in the course of any investigation.
WORKING WITH CUSTOMERS AND FELLOW EMPLOYEES
Central Carolina Air Conditioning expects each employee to treat every employee and customer
professionally and with courtesy. So there is no misunderstanding as to what Central Carolina Air
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Conditioning expects of its employees, principles and rules are communicated to all employees. The
following is a list of general principles. When applying any rule or when faced with a situation not
addressed by existing rules, these principles should be used for guidance.
Working with Customers
Employees should be courteous with all customers at all times. Use of loud, abusive or offensive language
is prohibited. If for any reason you are unable to deal with a customer, immediately contact a supervisor
or (if one is not available) another employee.
Since you reflect Central Carolina Air Conditioning's image to the public, it is imperative that you work
and conduct yourself in a professional manner. Your quality of work, down to the smallest detail, will be
looked upon as an indication of our competence, and is one of the factors considered in granting wage
increases.
The only successful companies are the ones that have success selling their products. Our definite intent is
to be successful. Therefore, each of us will have to do more than one job, or as the saying goes, we will
have to wear more than one hat.
Working with Fellow Employees
Everyone wants a pleasant place to work, and our success is based on an attitude of teamwork. Fighting,
the use of abusive or profane language, harassment of others, and verbal, mental or physical abuse is
prohibited in the workplace.
VIOLENCE IN THE WORKPLACE
Violence or threatened violence by an employee toward any other individual will not be tolerated. In
order to help provide a safe and healthful work environment, Central Carolina Air Conditioning has “zero
tolerance” for conduct that threatens, intimidates or coerces employees or members of the public at any
time while on our property or engaged in Company business.
Employees are prohibited from bringing any weapon into the workplace, while engaged in Company
business, or in Company vehicles.
In the event of violence or threatened violence in the workplace, efforts will be made to secure the safety
of all individuals on Company premises. It is the responsibility of all employees to be alert to any
suspicious workplace activity, potentially violent situation or violent individuals and immediately report
such situations to their supervisor, department manager or to Human Resources.
Employees who exhibit violent behavior or threaten violence toward another, or who otherwise violate
this policy, will be subject to discipline, up to and including immediate termination of employment.
ATTENDANCE AND ABSENCE FROM WORK
Central Carolina Air Conditioning achieves extraordinary results through highly committed, productive
team players, and every employee plays an important and necessary role at Central Carolina Air
Conditioning and meeting our customer commitments.
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Regular, timely attendance supports our team approach. For that reason, you are expected to be at work
and be on time. Employees are expected to be present at the beginning of their assigned work time, during
their regular work hours, and continue to work until the scheduled quitting time. When you do not meet
these expectations, you may be subject to disciplinary action, up to and including termination.
Employees who will be absent or tardy are responsible for telephoning their supervisor directly,
explaining why they will be out and estimating when he or she will report back to work. The employee
must notify their supervisor by telephone (email and text message are not acceptable) no later than the
employee’s scheduled start time. Failure to follow the required notification procedure may result in
disciplinary action including termination.
If you do not come to work and do not call for two consecutive workdays, Central Carolina Air
Conditioning will assume you have voluntarily resigned.
DISCIPLINARY POLICY
If your work falls below acceptable Company standards, or you do not follow Central Carolina Air
Conditioning rules, policies or procedures, you may be subject to disciplinary action. The Company may
choose, at its discretion, to use the form of discipline that is most appropriate for a given offense, which
may include verbal warnings, written warnings, suspensions and termination. Central Carolina Air
Conditioning may choose to take one or more of these steps as necessary and may skip one or more steps
progressing to immediate termination when it feels that circumstances warrant.
An employee may, of course, resign at any time. Central Carolina Air Conditioning may also terminate
the employment relationship without following any particular series of steps whenever it determines, in its
own discretion, that termination should occur.
EXAMPLES OF UNACCEPTABLE BEHAVIOR
While it is impossible to provide employees with a complete list of unacceptable behaviors, the following
are some examples of types of conduct that are considered unallowable and will generally result in
disciplinary action, including immediate discharge:
Violation of Drug and Alcohol policy
Violation of Violence in the Workplace policy
Unlawful harassment / creating a hostile work environment
The use of vulgar or profane language toward others, disparaging or derogatory comments or
slurs, verbal intimidation, exaggerated criticism, and name-calling
Theft or unauthorized removal of property belonging to the Company, our clients, or our
employees
Forging / falsifying documents or data, including but not limited to previously submitted
employment applications and timekeeping records
Improper or inappropriate treatment of customers
Violation of Confidentiality and Non-compete Policy and Agreement
Violation of absenteeism policy
Refusal to perform reasonable assigned work tasks
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Failure to adequately perform employment duties
Disclosure or use of confidential or proprietary information without authorization.
Failure to comply with work and safety rules
Violation of Company vehicle policy
Negligent damage/abuse/destruction of Company property, customer’s property, or the property of
another employee
Violation of any other policy, procedure, rule or guideline in this Employee Handbook or as
otherwise distributed or announced by the Company.
INTEGRITY
The integrity of Central Carolina Air Conditioning and its employees must be beyond question. Any
conduct reflecting poorly on the integrity of Central Carolina Air Conditioning or the personal integrity of
an employee of Central Carolina Air Conditioning will not be tolerated. Even the appearance of
impropriety must be avoided.
Integrity is mandatory throughout the Company in each employee and in all management. When we make
a commitment to each other or a customer, it should be fulfilled. If such becomes impossible, it should be
made clear. No other conduct will be accepted.
INDIFFERENCE
Central Carolina Air Conditioning wants all of our customers to be pleased with our association. Any lack
of attention or even an appearance of lack of attention toward a customer might well lose him. Therefore,
every person at Central Carolina Air Conditioning should be:
On time - in and out
Courteous
Accurate
Neat, pleasant and helpful
Show customers these things and we will never lose them. If you see any symptoms of a customer’s
dissatisfaction, report it to you supervisor immediately. Remember that our customers are the reason for
all of our paychecks.
COMPANY PROPERTY
All Central Carolina Air Conditioning property is for the transaction of business of Central Carolina Air
Conditioning and should not be used for personal purposes. Misuse or abuse of Central Carolina Air
Conditioning property is likewise prohibited.
CONFIDENTIALITY AND NON-COMPETE POLICY
It is the policy of Central Carolina Air Conditioning to immediately dismiss any employee performing
any work of the same nature as ours for another company or for himself. As a condition of employment,
all employees are required to sign a non-compete agreement with Central Carolina Air Conditioning prior
to their first day on the job. In simple terms, this agreement states that if an employee leaves the
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Company, he or she will not take our customers or fellow employees with him, or use information gained
during employment to benefit competition.
TELEPHONE POLICIES
Occasional use of the Company telephone for personal use is permissible (with the exception of long
distance calls), as well as occasional personal calls to you. This privilege should not be abused as to either
outgoing or incoming calls, as excessive personal phone calls are not permitted, whether on Company
phones or personal cell phones. A customer on "hold" or getting a busy signal could cause the Company
to lose the customer. As such, employees are encouraged to make personal calls during their lunch period
except during emergencies.
Employees whose job responsibilities include regular or occasional driving, whether in a Company
vehicle or personal vehicle are expected to refrain from using their phone while driving, and must not
send or read text messages or emails from a phone or similar device while driving. Safety must come
before all other concerns.
COMPUTER AND EMAIL USAGE
Central Carolina Air Conditioning maintains an information and e-mail system solely to help us conduct
business. Therefore, all computers and the data which is created, sent, received or stored in them,
including but not limited to documents and e-mail messages, are and remain at all times the Company’s
property, and Central Carolina Air Conditioning reserves the right to retrieve and read any such message
or document. Employees do not have a personal right to privacy on any matter created, sent, received or
stored in or from the Company’s computers or e-mail system.
Employees should use the Company’s computers, Internet access and e-mail for Company business, and
these resources should not be used for any purpose that is not sanctioned by the Company. Central
Carolina Air Conditioning reserves the right to determine what is or is not appropriate use of Company
provided resources.
The Company's computers or e-mail system shall not be used in any way to create, send, receive or store
messages or documents commonly considered to be offensive or improper, including but not limited to
sexual comments or images, racial slurs, or any messages, “jokes” or documents that may reasonably
offend someone on the basis of his or her race, color, religion, sex, national origin, age, disability, veteran,
or other protected status. The Company's Unlawful Discrimination and Harassment policy, as well as
other policies, procedures and rules of conduct, apply with equal force to an employee’s usage of its
computer system and e-mail.
No software may be downloaded or installed without the prior knowledge and approval of the Company.
In addition, the illegal downloading and copying of copyrighted software and/or other copyrighted
material is prohibited.
Any employee found to be in violation of this policy will be subject to disciplinary action, up to and
including discharge from employment.
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DATA STORAGE AND DISPOSAL
The nature of business conducted by Central Carolina Air Conditioning involves confidential information.
You may be handling sensitive information and are expected to treat this information as confidential both
inside and outside the Company. Breach of confidentiality is cause for disciplinary action, up to and
including dismissal.
All written and electronic documents containing any information about our Company, clients, vendors
and/or our employees should be stored in a secure location with access limited to only those with a need
to know. All such data should be only used by those authorized and only for authorized business
purposes.
When written and electronic documents need to be disposed of they should be disposed of in such a way
that no identifying information can be obtained from the documents. Paper documents must be shredded.
Computer CDs, hard disk drives and other electronic storage devices should be destroyed when they are
no longer needed by overwriting the data, wiping the data clean or by pulverizing or otherwise destroying
the device.
EMPLOYEE DRESS AND APPEARANCE POLICY
All Central Carolina Air Conditioning employees are expected to maintain good hygiene, as well as
appropriate grooming and dress standards as detailed below:
Uniforms
A clean, neat employee is a vital link between our customer and Central Carolina Air Conditioning. To
assure this, all field and shop employees, including warehouse and delivery personnel are required to wear
uniforms as a condition of employment. Provisions are made so that each employee will have a clean,
fresh uniform for each day of work.
After one full year of employment, the cost of uniforms and cost of cleaning uniforms is paid by the
Company. The first year's uniform costs are borne entirely by the employee.
Dirty uniforms are picked up and returned each week. Employees with missing uniforms must report
these losses immediately to supervisors. Uniforms unaccounted for or lost by the employee will be payroll
deducted. Uniforms requiring repairs or alterations must have a note attached to the uniform describing
the repairs or alternations required.
Employees Who Work in the Field:
Male employees must be clean-shaven or maintain well-groomed mustaches or beards.
Side burns must not extend past the middle of the ear.
Hair must be kept clean and neat. Male employees must keep hair length above the collar.
Fingernails must be kept clean.
Visible tattoos must be covered.
Facial jewelry (nose, eyebrow, tongue, etc.) regardless of gender is unacceptable. Earrings on male
employees are unacceptable.
Uniforms are issued to maintain our Company's professional image. Uniforms must be clean and
neat. Shirts must be worn tucked in. Pants are to be worn with a black or brown belt and work
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shoes must be clean. Only hats with the Company logo may be worn with the uniform. Booties are
considered part of the Company uniform when entering the customers' homes or company's office
building(s). Any alternatives that deter that image are unacceptable. Management reserves the
right to determine what is considered acceptable.
Employees Who Work in Sales:
Male employees must be clean-shaven or maintain well-groomed mustaches or beards.
Side burns must not extend past the middle of the ear.
Hair must be kept clean and neat. Male employees must keep hair length above the collar.
Fingernails must be kept clean.
Visible tattoos must be covered.
Facial jewelry (nose, eyebrow, tongues, etc.) regardless of gender is unacceptable. Earrings on
male employees are unacceptable.
Uniforms for Sales Employees include the Company logo golf shirt, worn tucked in with blue,
black or khaki slacks and a belt. Shoes should be black or brown and should be kept shined
(athletic shoes are unacceptable). Jeans are unacceptable attire. Sales Employees should dress in
the appropriate attire whenever working, regardless of the day of the week.
Employees Who Work in the Office:
Facial jewelry, except earrings for female employees, is unacceptable (including but not limited to
nose, eyebrow, lip or tongue piercing or rings).
Monday through Thursday, all Office Staff employees are expected to dress professionally in
Business Casual Attire. Business Casual Attire includes golf shirts or dress shirts for male
employees, worn tucked in, and dresses, blouses and skirts, slacks, or pantsuits for female
employees. Blouses or shirts that are meant to be tucked in may not be worn un-tucked. Skirts
must be no shorter than 4" above the knee. Female employees must wear blouses or tops that
cover the mid-section, with no bare skin showing, and appropriate undergarments. Appropriate
shoes must be worn, as athletic shoes and flip flops are considered unacceptable business attire.
Fridays are considered Casual Day. Appropriate attire includes jeans, casual shorts - no shorter
than 4" above the knee. T-shirts may not display unacceptable pictures, motifs, or wording.
Cutoffs, tank tops or other types of athletic or beach attire are unacceptable. Clean, well-
maintained athletic shoes are allowed on Fridays only.
Management reserves the right to determine what is considered acceptable.
NURSING MOTHERS
Central Carolina Air Conditioning supports our nursing mothers and will provide a reasonable non-paid
break time for an employee to express breast milk for her nursing child, up to one year after the child’s
birth. An appropriate place to express breast milk, other than a bathroom, that is shielded from view and
free from intrusion from co-workers and the public will be provided.
EMPLOYMENT OF RELATIVES
The hiring of relatives may give rise to a feeling of limited opportunity or favoritism among other
employees. For this reason, future employees may not work under the direct supervision of relatives. A
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relative is defined as a father, mother, son, daughter, brother, sister, wife, husband, grandparent,
grandchild or "in-law" or step-relationship.
TOBACCO
In order to maintain a safe and comfortable working environment, and to ensure compliance with
applicable laws, smoking and the use of other tobacco products in Company offices is prohibited. Use of
tobacco products is allowed in designated areas on the CCAC campus. Use is also allowed in the
company vehicles, but the employee is responsible for maintaining company property in clean and neat
condition. If company property is not respected, this privilege will be revoked for the offending
employee. Tobacco use is not permitted anywhere on the customers’ premises.
PARKING
Employee parking is provided adjacent to the facilities. To minimize crossing the driveway, office
employees should park in the areas in front or rear of 1800-A. Installation employees should park in the
rear of 1800-A. Vehicles must not be parked in NO PARKING AREAS. All Company vehicles should be
parked in the rear of 1800-A or 1800-D.
WALKWAY
There is a walkway marked off for employees traveling by foot from one building to the other. Employees
must use this marked off area to insure safety.
SOLICITATIONS
In the interest of maintaining a proper business environment and preventing interference with work and
inconvenience to others, employees may not distribute literature or printed materials of any kind, sell
merchandise, solicit financial contributions, or solicit for any other cause during working time.
Employees who are not on working time (e.g., those on lunch hour or breaks) may not solicit employees
who are on working time for any cause or distribute literature of any kind to them. This policy also
prohibits solicitations via Central Carolina Air Conditioning’s e-mail and other communication systems.
Furthermore, employees may not distribute literature or printed material of any kind in working areas at
any time.
Non-employees are likewise prohibited from distributing material or soliciting employees on Company
premises at any time.
HOUSEKEEPING
All employees of Central Carolina Air Conditioning are asked to assist in maintaining good housekeeping
on Company premises and inside Company vehicles. Employees are asked to pick up trash, cigarette
butts, beverage bottles and cans, etc. and place in proper receptacles. Keeping Company vehicles and
premises as clean as our own personal property will increase the morale of all of us.
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YOUR JOB
NEW EMPLOYEE ORIENTATION
Your immediate supervisor will explain your position responsibilities and will remain available to assist
you as you learn your new job. Feel free to seek assistance from your supervisor should you have any
questions about your job or your pay and benefits.
EMPLOYEES' RECORDS
An up-to-date personnel file is maintained in the Accounting Department for each employee. It is the
responsibility of the employee to advise the Accounting Department within one week of a change in
emergency contact, change of address, birth, death, marriage, divorce, courses completed, etc., affecting
the employee's personnel records.
INTRODUCTORY PERIOD
Candidates for job openings are selected on the basis of ability, competence, experience, and satisfactory
prior employment references. All new employees are hired on a twelve month introductory period.
Completion of the introductory period does not guarantee employment with Central Carolina Air
Conditioning. Employment with Central Carolina Air Conditioning is voluntary, and there is no specified
length of employment. An employee has the right to terminate his or her employment at any time, and the
Company retains this same right, with or without cause.
EMPLOYEE CLASSIFICATIONS
Every employee is classified in one of the following classifications. These classifications clarify expected
work hours, eligibility for benefits and overtime pay.
Regular, Full-Time: Regular, full-time employees perform whatever tasks are required based on
workload. Full-time employees generally work a minimum of 30 hours per week. Regular, full-time
employees are eligible for Company paid benefits after the required waiting period.
Regular, Part-Time: Regular, part-time employees work less than 30 hours a week and may work as little
as one day per week or weekends. These employees perform whatever tasks are required based on the
Company’s workload and business demands. Part-time employees are generally not eligible for Company
paid benefits unless specified by the specific plan document or policy.
Temporary: Temporary or seasonal employees are hired to work for a short period of time to assist the
Company in meeting short-term business needs. The number of hours worked may vary. Temporary
employees are not eligible for any Company benefits.
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EXEMPT AND NON-EXEMPT CLASSIFICATIONS
All employees are classified by the Fair Labor Standards Act (FLSA) as either Exempt or Non-Exempt
based on job duties and responsibilities.
Exempt Employees: Exempt employees are management, supervisory, professional, sales or
administrative employees whose positions meet FLSA standards. Exempt employees are exempt from
receiving overtime pay.
Non-Exempt Employees: Employees who do not meet the FLSA exemption standards are classified as
non-exempt, and generally work in non-supervisory, non-professional or non-administrative capacities.
Non-exempt employees are eligible for overtime pay at time and a one half of their regular rate of pay for
hours worked in excess of 40 hours in any one workweek.
You will be advised of your status at the time of hire, and any time a change in your job duties and
responsibilities result in a change of status. Feel free to contact Human Resources if you have any
questions.
OVERTIME
Overtime is authorized only at your supervisor's request. Due to the nature of our work, daily and weekly
work schedules and the number of hours per day and per week to be worked may be changed from time to
time by the Company. Changes in work schedules will be announced as far in advance as possible.
All non-exempt employees who work overtime will be paid at one and one-half (1 ½) their regular rate for
any hours worked in excess of 40 hours per workweek.
The Office employee workweek begins at 12:01 a.m. on Thursday and ends at 12:00 midnight on
Wednesday.
The Field employee workweek begins at 12:01 a.m. on Thursday and ends at 12:00 midnight on
Wednesday.
Holidays are considered days worked for purposes of computing overtime pay, however, vacation is NOT
considered days worked for purposes of computing overtime.
TIME CARDS
OFFICE PERSONNEL: Office personnel must report actual time worked by punching in and out at
their computer workstation. They are to punch in immediately upon arrival, punch out and back in from
lunch or other absence from their work shift then punch out for the day before leaving. If there is an error
in a punch, the employee can put an electronic note to that effect on their next punch and/or notify payroll
so that the error may be corrected.
SERVICE PERSONNEL: The daily time record for Service Personnel is the Service Ticket. Time is
recorded on each invoice and emailed to the office for input after each call is complete.
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PRODUCTION: The daily time record for Production personnel is the invoice/work order. Time is
recorded on each invoice and emailed to the office for input after each call is complete.
It is extremely important that each employee accurately record job numbers, job activity and hours
worked daily on timesheets. Also, every item removed from inventory or truck stock to be used on a job
must be accurately reported. Questions concerning this procedure should be directed to your supervisor.
Strict compliance is mandatory.
WORKING HOURS
OFFICE PERSONNEL
The office is open from 7:00 AM to 7:00 PM, Monday through Thursday, and 7:00 AM to 6:00 PM on
Friday. An answering service answers incoming calls during non-working hours for emergency service.
Your time schedule will be determined by your supervisor. Typically a one hour lunch break is provided,
which is non-paid.
FIELD AND SHOP PERSONNEL
Field and Shop employees' working hours vary with scheduling demands. Upon notification to the
supervisor, all field and shop employees are allowed a 1/2 hour non-paid lunch break. Two (2) ten minute
breaks are provided; one in the morning and one in the afternoon near the midpoint of each 4 hour time
segment, as practical.
24-HOUR DUTY COMPENSATION
Central Carolina Air Conditioning has a responsibility to its customers twenty-four hours a day seven
days a week. For each week of twenty-four hour Emergency Service Duty, the Technician will accrue
four hours of vacation time to be taken at a later date, in accordance with the vacation policy
requirements. Any hours worked during Emergency Service Duty shall be compensated according to
federal and state law and company policy.
LOANS TO EMPLOYEES
It is the policy of Central Carolina Air Conditioning not to allow advances on wages and/or salaries to its
employees, or to lend money on either a long or short-term basis. The exception to this rule is for
necessary and approved tool purchases. (Refer to Tool Program)
SETTLEMENT OF ACCOUNT
In the event an employee owes Central Carolina Air Conditioning, a regular weekly deduction will be
made from each paycheck until the account is paid. However, prior to granting purchases in tools, the
employee must agree to allow all outstanding balances withheld from his/her final check.
PERFORMANCE REVIEWS
At Central Carolina Air Conditioning, every employee receives an annual performance review by his
supervisor on or around the employee's anniversary date. Other performance reviews may be done at the
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supervisor's discretion. Job proficiency, attitude, appearance, proper paperwork, attendance, increased
value on the job, and self-development are important considerations.
PROMOTIONS AND TRANSFERS
It is the policy of the Company to fill vacancies by promoting from within whenever possible. Transfers
from department to department are also considered.
LAYOFFS
Central Carolina Air Conditioning recognizes the importance of steady year-round employment to each
employee. Every effort is made to get new customers throughout the area and to continue to expand sales,
thereby creating new jobs and securing present jobs. Should business slacken, layoffs could occur. An
employee's attitudes, skill level and abilities are as important as an employee's length of service in
determining promotions or layoffs.
RESIGNATION
If an employee wishes to terminate his employment, he should present his resignation to his supervisor at
least two (2) weeks in advance of the date he wishes to leave. The Company reserves the right to allow or
not to allow continuity of employment during the notice period. All training materials, the Employee
Handbook, invoices, forms, uniforms, and electronic devices and accessories, etc. issued to the employee
must be returned prior to the employee’s last day of employment.
Vacation pay and insurance benefits are explained elsewhere in this employee handbook or in the specific
plan document.
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HEALTH, SAFETY AND SECURITY
The safety and security of employees and the protection of Central Carolina Air Conditioning are of
utmost concern to management. Should you ever have any questions or concerns regarding safety or
security, contact your supervisor.
Central Carolina Air Conditioning management and employees must put safety first. You must report to
your supervisor any condition which you think might be unhealthy, unsafe, or which might result in an
accident. Should you become ill or injured on the job, report this immediately to your supervisor. You
should also be aware that records must be maintained of all reportable injuries or illnesses which either
require medical treatment or which result in lost workdays. If you have any questions or suggestions,
contact your supervisor.
SAFETY COMMITTEE
The purpose of the Safety Committee is to develop safety guidelines and programs, review all accidents
and make recommendations to ensure safe practices and a safe workplace. Each business unit has a safety
representative within this committee. All employees are expected to work safely within the approved
guidelines set forth by this committee. If you observe unsafe conditions, materials or tools, or an unsafe
act, please report these conditions immediately to your supervisor or to a Safety Committee member.
SAFETY POLICY
It is the policy of Central Carolina Air Conditioning to have a safe workplace, and to ensure that each
employee is informed of the proper procedures to follow in the case of an accident. It is the employee's
responsibility to follow safety rules as well as common sense safety precautions.
Following are some of our safety rules:
Eye protection must be worn when exposed to flying particles or other potentially hazardous
conditions.
Proper work shoes are required for all Production, Warehouse and Service Departments. Steel toes
are preferred.
Work gloves must be worn where hands are exposed to sharp objects or other hazardous
conditions.
All scaffolding with work platforms over 10' above the ground or floor must have guard rails.
Bend your knees and keep your back straight when lifting. Do not twist your body, instead shift
your feet. Get help or use material handling equipment for heavy or bulky objects.
Hard hats must be worn when and where required by the job or condition.
Each employee, when operating a Company vehicle, must observe all motor vehicle laws. When
backing a Company vehicle in a congested area, such as our parking lot, you must use a spotter, if
available.
Only use drop cords in good condition and grounded, as required. Any safety devices or
instructions for tools must be used.
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Each vehicle must have a proper first aid kit and fire extinguisher. Each driver is responsible for
periodic checking to be sure they are current and accessible.
Extension ladders must be used at such a pitch that the horizontal distance from the top support to
the foot of the ladder is about one-quarter of the working length of the ladder.
USE OF SHOP FACILITIES, EQUIPMENT AND COMPANY OWNED VEHICLES BY
EMPLOYEES FOR PERSONAL USE
Our insurance agency advises us that the liability and property damage coverage of our shop facilities and
vehicles extends to all uses that may be necessary for the normal conduct of Company business. They
further advise that it is NOT intended that our liability and property damage insurance coverage include
protection of shop facilities, Company vehicles or personnel engaged in personal business. Due to the risk
and liability that might be incurred should there be an accident, we cannot permit employees to use shop
facilities or Company-owned vehicles for personal use.
HAZARD COMMUNICATION PROGRAM
This written Hazard Communication Program is intended to meet the requirements of the North Carolina
Occupational Safety and Health Hazard Communication Standard 13 NCAC7C.0101 (a) (99). This
program is also intended to assure that all Central Carolina Air Conditioning employees are effectively
informed concerning existing and potential workplace safety and health hazards associated with the
storage, use and disposal of hazardous substances used at these facilities.
HAZARDOUS SUBSTANCE
Hazardous substances are those harmful or obnoxious materials which, during manufacture, handling,
transport, storage or use, may generate or release infectious, irritating, flammable, explosive, corrosive,
asphyxiating, toxic, or other dangerous fumes, gases, mists, vapors, fibers or ionizing radiation in
quantities likely to injure the health of persons coming into contact with them or to cause material damage
to property.
SAFETY DATA SHEETS
Safety Data Sheets: Central Carolina Air Conditioning maintains a current copy of all Safety Data Sheets
(SDS) for each material that is stored in the warehouse and is carried on a service or installation or
maintenance vehicle. An up to date SDS listing is maintained on the Company intranet. Please see your
supervisor to ensure that you know how to access this information.
LABELS AND OTHER FORMS OF WARNING
Chemical and gas manufacturers provide labels, tags and other markings for containers of hazardous
substances. This identification includes the following information:
Identity of the hazardous chemical
Appropriate hazard warnings
Name and address of the chemical manufacturer, importer, or other responsible party.
The Company also ensures that containers of hazardous chemicals in the work place are labeled, tagged or
marked with the identity of the hazardous chemical and appropriate hazard warning.
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Portable containers of hazardous chemicals do not have to be labeled if they contain chemicals transferred
from labeled containers, and which are intended only for the immediate use of the employee who
performs the transfer.
All labels on incoming containers must not be defaced in any way. Observation or other detection or
defaced labels must be immediately reported to supervisors so appropriate labels can be reapplied
immediately.
EMPLOYEE INFORMATION, EDUCATION AND TRAINING
The following employee information, education and training program is provided by the Company to
ensure employees know workplace hazards and the appropriate control measures.
New Employee Safety Training
Each new employee should be acquainted with any and all hazardous material that he would become
exposed to during a normal workday. This responsibility is placed upon the supervisor, as well as the
employee's trainer. It is the responsibility of each of us to see to it that we all work in a safe and prudent
manner. Each new employee should also receive a copy of the Central Carolina Air Conditioning
Hazardous Communications Program.
Retraining
It is the responsibility of each supervisor and each employee to read and follow the directions on any
product of which they come in contact. It is vital to the safe workplace that each employee use material in
a safe and reasonable manner. Whenever a new product is introduced to you, as an employee, you should
take the time to read the directions and all safety warning labels associated with that product. Each
employee will receive a copy of the Central Carolina Air Conditioning Hazardous Communication
Program, plus a list of Material Safety Data Sheets to be placed in his vehicle or to have available to him
at his work area.
Contractors
All contractors working on Company property are to be informed by Company management concerning
applicable workplace hazardous substances, which may expose the contractor's employees and
appropriate control measures.
Each contractor is advised by management that they must comply with all OSHA standards while
working on Company property. Also, proper controls will be established to assure Company operations
do not expose contractor employees and that the contractors operations do not expose Company
employees to safety and health hazards.
Copies of SDS concerning any chemicals the contractor's employees may be exposed to will be provided
to the contractor by management upon request.
Program Availability
The Company's Hazard Communication Program is available upon request to:
Employees
Designated employee representatives
OSHA representatives
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NIOSH (National Institute for Occupational Safety and Health) representatives
WORKER'S COMPENSATION
The Company provides Worker's Compensation Insurance for all employees. Medical expenses for job
related injuries are paid in accordance with the provisions of the Worker's Compensation Act. Any
employee injured at work must report the injury to their supervisor at once. Failure to inform the
employer within thirty (30) days after an injury or development of most occupational diseases, or the
refusal to accept medical services provided by the employer, may deprive the employee of the right to
compensation.
REPORTING ACCIDENTS
ALL ACCIDENTS AND INJURIES, NO MATTER HOW SLIGHT, MUST BE REPORTED AS SOON
AS POSSIBLE BY TELEPHONE TO SUPERVISORS. UPON RETURNING TO THE OFFICE, A
COMPLETE ACCIDENT REPORT MUST BE FILLED OUT AND SUBMITTED TO THE SAFETY
DIRECTOR.
RETURN TO WORK FOR OCCUPATIONAL INJURIES
OBJECTIVES:
Central Carolina Air Conditioning has three (3) primary justifications for instituting a Return to Work
Program.
1. To provide support to employees during recuperation due to a work related injury;
2. To provide employees with an alternative assignment during recuperation in order to maintain
desirable productivity; and
3. To educate and familiarize employees with the Return to Work Program prior to an injury.
ELIGIBILITY:
All Central Carolina Air Conditioning employees qualify for the Return to Work Program. Any employee
who is involved in a work related injury that results in a restriction on work activity will be evaluated via
the WorkSTEPS program for placement in an alternate assignment (if available).
RATE OF PAY:
During placement in a restricted job, the employee will receive his/her regular rate of pay until they return
to their regular job.
RESPONSIBILITY:
The Safety Director will coordinate all return to work activities with the assistance of the applicable
Department Head and employee.
SAFE WORKER REWARD PROGRAM
The Safety Committee at Central Carolina Air Conditioning wishes to reward those who work safely day
in and day out. Our challenge to you is to work without an accident from one December meeting to the
next December meeting, consistently year after year.
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Hourly field employees who work for 12 months without an accident will earn a safety award of 8 hours
with the option to be used as paid vacation hours or regular pay.
Hourly office employees who work for 12 months without an accident will earn a safety award of 4 hours
with the option to be used as paid vacation hours or regular pay.
Hourly field employees who work with a consistent two year safety record will earn a safety award of 16
hours with the option to be used as paid vacation hours or regular pay.
Hourly office employees who work with a consistent two year safety record will earn a safety award of 8
hours with the option to be used as paid vacation hours or regular pay.
Each hourly employee with a consistent safety record who has earned the two year safety award, will
continue each year thereafter to earn the two year safety award outlined above until such time he/she has a
break in their safety record. At that time, they must start the cycle all over again.
Working safely is important to each of us. Only by thinking about the task at hand and planning to work
safely can you prevent accidents. Focusing on what you are doing will prevent many accidents.
So that there are no misunderstandings, an ACCIDENT is a situation where personal injury or property
damage occurs and YOU are determined by the Safety Committee to be the cause of the situation. Some
examples are:
Cutting your hand while handling sheet metal
An auto accident not directly caused by another driver
Stepping through a ceiling
All accidents will be reviewed by the Safety Committee and their assessment will be final.
DISCIPLINE FOR SAFETY RULE VIOLATION
1. FIRST OCCURRENCE: WRITTEN WARNING
2. SECOND OCCURRENCE: WRITTEN REPRIMAND, IF WITHIN ONE YEAR
OF FIRST OCCURRENCE
3. THIRD OCCURRENCE: SUSPENSION FOR ONE DAY WITHOUT PAY, IF
WITHIN ONE YEAR OF SECOND OCCURRENCE
4. SUBSEQUENT OCCURRENCE: MAY RESULT IN TERMINATION
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REPORTING INJURIES
BE VERY CAREFUL. DON'T GET INJURED! BUT IF YOU DO, PLEASE FOLLOW THE
INSTRUCTIONS LISTED BELOW:
REPORT ALL INJURIES TO YOUR IMMEDIATE SUPERVISOR THROUGH OFFICE CONTACT
OR CSR LEADER.
Some injuries may not require medical treatment. These injuries should be reported in case
treatment is necessary at a later date.
Be familiar with attached information in case medical treatment or drugs are necessary.
Drug and alcohol testing must be done at the time an injury is reported.
Come to the office and get a "Worker's Compensation Medical Authorization" OR go to
authorized provider and call the office so that a "Worker's Compensation Medical Authorization"
can be faxed.
ACCIDENT INSTRUCTION FOR WORKER'S COMPENSATION WHEN AN ACCIDENT
OCCURS:
All accidents must be reported to the office.
Manager must assess injury in person or by information on the phone.
Even if no medical attention is required, you must fill out a WORKER'S COMPENSATION
FORM. This is to report to the State.
IF MEDICAL ATTENTION IS REQUIRED:
If possible, have employee come by the office to get a Worker's Compensation Medical
Authorization Form filled out and then go to the medical provider.
If the employee must go to a medical provider first, you should call the facility to which
you are directing him and advise of his arrival. You should also fill out and fax to that
provider a copy of the Worker's Compensation Medical Authorization Form.
If the injury requires urgent medical attention, the employee should go to the nearest
emergency facility.
UNLESS THE INJURY REQUIRES URGENT MEDICAL ATTENTION (EMERGENCY
ROOM), YOUR MANAGER IS TO CHOOSE THE FACILITY WHERE THE EMPLOYEE IS
TO GO FROM A LIST OF AUTHORIZED PROVIDERS.
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VEHICLES
COMPANY OWNED VEHICLES
Many employees drive Company owned vehicles. Some may be designated to take these vehicles to and
from home. It is cautioned that Company vehicles are not to be used for PERSONAL USE or during
NONWORKING HOURS. Failure to comply will result in the loss of the privilege of using a Company
vehicle for travel to and from home, or termination.
Employees operating Company vehicles must have a current North Carolina driver's license. Each
employee is responsible for seeing that his or her current driver's license is on file before driving a
Company vehicle. Each employee's driving record will be checked periodically. Violations that affect safe
operation and insurability may be grounds for dismissal, particularly where the Company relies on the
employee to drive in the performance of his or her job duties.
OPERATION OF COMPANY OWNED VEHICLES
Being issued a Company vehicle carries a tremendous responsibility. You must remember that each time
you start a trip that you are representing ALL of the employees and the Company. With this in mind, it is
very important that you obey ALL traffic laws and practice safe and courteous driving practices.
There are some rules you must understand and accept as a condition of operating a Company vehicle.
Only Central Carolina Air Conditioning employees are allowed in the vehicle.
You must call the police if the vehicle is involved in any accident, no matter how minor. A police
report is required by our insurance company to settle claims. In addition, you must report any
accident to your supervisor.
A full accident report must be filed within 24 hours with the Safety Director. Failure to immediately
call the police or to properly report accidents could result in the employee incurring liability for the
accident.
It is your responsibility to see that the vehicle is maintained: oil, gas, inspections, etc. Programs are
available to provide these services. If you have any questions see your supervisor or the Fleet
Manager.
The vehicle is to be used for Company business only. Use of the vehicle for anything other than
Company business will be grounds for disciplinary action, up to and including termination.
You must obey all traffic laws. Traffic tickets resulting from violations committed by employees
while driving Company vehicles are the responsibility of the employee to pay. If you receive traffic
violations while driving a Company vehicle you must report it to your supervisor.
It is your responsibility to keep the vehicle clean. Central Carolina Air Conditioning will provide
opportunities for you to have the outside washed. YOU must keep the inside clean and orderly.
Employees must refrain from using the phone while driving, and must not send or read text messages
or emails from a phone or similar device while driving.
TRUCK INVENTORY
Truck inventory carried on trucks is the responsibility of the employee to whom the truck is assigned.
Unaccounted for items will be charged to the employee.
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ALCOHOL USAGE FORBIDDEN
Drinking before or while driving Company vehicles is STRICTLY forbidden. Alcoholic beverages
(empty or full containers) found in Company vehicles will be considered grounds for dismissal.
FLEET SAFETY POLICY
Purpose
The purpose of this fleet safety program is for the protection of all employees; the protection of
equipment/materials and other Company assets; and for the protection of our consumers and the general
public.
Scope
All Employees who are reasonably foreseen to operate a vehicle in the course of doing business for our
Company, whether utilizing a Company vehicle or their own personal vehicle, are covered by this policy.
Only Central Carolina Air Conditioning employees with acceptable driving histories are authorized to
operate Company vehicles. Heightened levels of fleet safety may be added-to (and later removed from)
this policy as an addendum. Such changes will not take effect before proper notice to all employees is
provided. This policy applies: during all work-related activities; during any form of operation of
Company vehicles (on or off duty, passenger or driver); and during Company-sponsored functions (on or
off duty).
The Safety Director is responsible for administering this policy.
Driver’s License/Proof of Insurance/Moving Violations
All applicable employees shall:
Possess a valid Driver’s License from the state of residence. Non-resident state licenses will only
be accepted for the first month of employment. Thereafter, driving privileges with our Company
will be lost, until a resident-state Driver’s License is obtained.
Be required to immediately report to the individual responsible for administering this policy, if
your Driver’s License is suspended, revoked or by any means nullified for any period of time.
Written proof of any re-instatement by the applicable court will need to be provided to the
individual responsible for administering this policy, prior to the restoration of driving privileges.
If utilizing own personal vehicle for Company business, annually, provide proof of minimum (or
higher if noted addendum) state insurance coverage to the individual responsible for administering
this policy.
Motor Vehicle Reports (MVRs)
MVRs will be obtained and reviewed by the Company for all employees who are assigned Company
vehicles or who are anticipated to use their own personal vehicles for Company business under the
following guidelines:
Prior to the first day of employment;
Annually, at a time designated by our Company, without notice to employees;
Immediately upon filing any auto claim, regardless of fault.
Driving History (via MVR’s)
Based on any MVR reviewed by the Company, the following series of driving infractions are deemed
unacceptable and will result in an immediate loss of Company driving privileges for our Company:
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Any DUI/DWI conviction (as applicable to your state) in the last three (3) year period of time
from the date the MVR was reviewed. If charged with a DUI/DWI and not convicted, court proof
must be provided to the individual responsible for administering this policy;
Any combination of more than three (3) moving violations in the last (3) year period of time from
the date the MVR was reviewed;
Any current suspension, revocation or court action that nullifies your driving privileges with the
State.
Other infractions or combinations of infractions as identified in addendum.
Driving History (during employment with the Company)
While conducting business for our Company, the following issues are unacceptable and will result in an
immediate loss of driving privileges for our Company:
More than one ‘at-fault’ accident or conviction for a lack of seat belt utilization, as determined by
local law enforcement, in a three year period starting from the date of the first ‘at fault’
Involvement, as the driver, in more than three (3) auto claims (regardless of fault), in a three-year
period starting from the date of the first claim involvement.
Any current suspension, revocation or other court action that nullifies your driving privileges with
the State.
Any conviction, by local law enforcement, for:
Leaving the scene of an accident
DUI/DWI (as applicable to your State)
Vehicular homicide
Careless and reckless driving
A prayer for judgment continuation is considered a conviction
Refusal to authorize the running of a MVR, as required by this policy.
More than one absence from a Company-sponsored driver education training function in a three-
year period starting from the date of the first absence.
Any declination to attend driver education functions, as required by being the driver of an ‘at
fault’ auto claim, as determined by local law enforcement.
Failure to maintain or obtain a resident-state Driver’s License, as required by this policy.
Documented pattern of violation of this policy’s Basic Safe Driving and Vehicle Operation Rules.
Re-instatement of Driving Privileges (One-Time)
Driving privileges for our Company can be re-instated ONLY one time in your employment by
attending and successfully completing a driver education program, at your own expense and time,
within one month of the date of loss of driving privileges.
The driver education program chosen must be from a recognized provider or sanctioned body, and
consist of at least four (4) hours of instruction and/or hands-on application. Examples include, but
are not limited to: any National Safety Council Defensive Driving Course; any course referred by
a local or State court system, etc.
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Termination, lay-off or resignation with re-employment at any later point will not remove a loss of
your diving privileges with our Company.
EXCEPTION: History denoting DUI/DWI and/or during any Suspended, Revoked, or by any
means nullified effect to a Driver’s License.
Immediate Loss of Driving Privileges
Your immediate supervisor will by responsible for notifying you of your loss of driving privilege
and to take possession of all assigned vehicles and associated keys.
Ongoing transportation, if applicable, to/from any Company office/location or assigned job/work
site will be your responsibility.
One-time transportation, at the time of notice of immediate loss of driving privilege, to your home
residence will by provided if you are unable to find transportation on the day of the loss of driving
privileges. The manner, mode and timing of transportation will be left to the discretion of your
immediate supervisor.
Company Vehicle Maintenance, Upkeep and Damage
All damage and/or vehicle maintenance repair issues are to be immediately reported to the person
responsible for this policy. Written notice is preferred. Any vehicle that is felt to not be in a safe
condition shall not be operated. ‘Do Not Operate’ tags are to be placed on the steering wheel of all
such vehicles.
Quarterly, as established by the Company, all drivers of assigned Company vehicles will be
required to perform a safety inspection on their vehicle using the inspection form provided by the
Company.
Previously unreported damage or items in need of repair are to be immediately reported
Assigned vehicles are to be kept in safe, operational condition. This responsibility falls on
assigned drivers. Drivers will be held accountable for unreported damage to assigned vehicles.
Driver Safety Education Functions
The Company will annually provide/sponsor driver safety training functions. Attendance is
mandatory.
Any driver ‘at fault’, as determined by local law enforcement, in an auto claim will be required to
attend and successfully complete a driver education program at their own expense and time, within
one month of the date of the accident.
The driver education program chosen, for these ‘at-fault’ drivers, must be from a recognized
provider of sanctioned body, and consist of at least four (4) hours of instruction and/or hands-on
applications. Examples would include by not limited to: any National Safety Council Defensive
Driving Course; any course referred by a local or State court system, etc.
Accidents
Please follow these steps if involved in any vehicular accident:
Try to determine if anyone involved needs medical attention, and find a way to obtain it. As safety
allows, secure the scene of the accident. For safety sake, it may be necessary for you to remove the
vehicle(s) to a safer location. However, being convicted of ‘leaving the scene of an accident’ will
be immediate ground for loss of driving privileges.
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If possible via communication device, report the accident to local law enforcement. Always
request that a local law enforcement officer investigate. Then immediately contact your direct
supervisor. The following should be provided to your supervisor:
Whether immediate medical attention is needed by anyone
Location of the accident
Whether local law enforcement will be investigating.
AT NO POINT SHOULD YOU ADMIT OR PLACE FAULT for the accident. Simply state your
version of the events.
Your direct supervisor and/or other assigned personnel are required to immediately investigate all
‘at-fault’ or ‘undetermined fault’ accidents, all accidents involving serious property damage, and
all accidents involving injury to yourself or others.
If local law enforcement is not going to investigate (usually for less serious accidents), collect the
following information:
All information from everyone’s Driver’s License (double check everything for accuracy)
All information from all driver’s insurance cards
Written description of the damage of all property involved
Written description, with license plate number and state of issuance, for all vehicles
involved.
Pictures using company issued smart phone or tablet.
If immediately unable to report the accident to your direct supervisor, you must do so within
twenty-four (24) hours.
Anyone involved in an auto claim with our insurance company may be called into a Company
meeting to discuss and review the accident events for the purpose of future prevention of such
events that led to the accident.
Basic Safe Driving and Vehicle Operation Rules
All driver responsibilities outlined in our Company’s Fleet Safety Program are to be complied with,
including these Basic Safe Driving and Vehicular Operation Rules.
Drivers must ensure that all passengers, self-inclusive, wear the provided seat belts. No passengers
should be allowed in a vehicle if there are not individual seat belts for them. Similarly, no
passengers are allowed to ride anywhere else but where seat belts are provided (e.g. pick-up beds,
back of utility van, etc.)
Posted speed limits and other applicable traffic laws are to be followed. Job site speed limits are
never to exceed 15 miles per hour, unless otherwise indicated.
It is preferred that headlights are utilized at all times. However, it is required that headlights are
utilized under low visibility conditions and when required by traffic regulations.
Sun visors and sunglasses, prescription or accompanying contacts as applicable to your vision
needs, should be utilized when sunlight or glare is expected to impair vision.
Drivers are never required to operate vehicles that are felt to be unsafe. All damage and vehicle
maintenance issues are to be reported to the Company in accordance with established policy.
Equipment, tools, job materials and trailers pulled are to be properly secured. Drivers, not
passengers, will be held responsible for the securing of such items if involved in an auto claim.
Assigned drivers shall not allow unauthorized drivers to operate their vehicle. The assigned driver
not the unauthorized driver, will be held responsible within the guidelines for this policy, if the
unauthorized driver is involved in an auto claim or is discovered to have been driving.
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Drivers are required to familiarize themselves with any out-of-state or non-local in-state traffic
laws for which they may not be accustomed, in advance of vehicle operation in the new location.
Drivers are not to take unreasonable chances. The safest decision is the right decision. For
example, reading, eating or communication equipment utilization while driving is widely
acknowledged as an unsafe act. The safest choice would be to safely pull to the side of the road,
conduct your business, and then safely merge back into traffic. You will lose more time in an
accident than the couple of minutes this safe choice caused.
Drivers should not operate vehicles while taking any medication that will impair their driving
ability. Alcohol and/or illegal drug consumption or otherwise ‘being under the influence’ while
driving is strictly prohibited. Driver and passenger alcohol/or illegal drug consumption would be a
violation of our Company’s Drug and Alcohol policy.
Drivers should be mentally and physically rested and alert before operating their vehicle.
Hitchhikers and/or any non-employee are not allowed in Company vehicles.
Drivers are not to use assigned vehicles for any unauthorized towing, carrying of materials, etc.,
nor perform unauthorized vehicular modification to their assigned vehicles.
Drivers should familiarize themselves with defensive driving techniques and apply them to their
driving techniques.
Compliance with OSHA Standard 39CFR 1926.601
This policy is also intended to comply with OSHA standard 29CFR 1926.601 regarding motor vehicles
within off-highway assigned job sites. The standard does not apply to highway/road/street activities. Any
applicable State-approved OSHA Plan regulations will be addressed via addendum.
The following rules are for off-highway assigned job site vehicles:
Only vehicles with the following will be utilized:
With braking systems maintained in an operational manner, including: emergency braking;
parking braking; and/or, service braking;
With optional headlights and taillights;
With cabs with windshields and powered wipers;
With fenders (bumpers);
(If operating in predictably foggy or icy conditions) with operational defogging/defrosting
devices;
With no obstructed view to the rear, unless the vehicle has a reverse alarm audible above
the surrounding noise level OR the vehicle is only backed when an observer signals that it
is safe to do so;
Maintenance needs in these areas should be immediately reported in accordance with the
Vehicle Maintenance section of this policy. The vehicle is not to be operated until repairs
are completed.
All haulage vehicles whose intended load is loaded by means of cranes, power shovels, loaders,
etc., shall have adequate cab protection from load shifting and/or falling.
When transporting employees in such vehicles, each vehicle shall have the following:
seats intended for the employees firmly secured and adequate for the number of employees
to be carried;
seat belts and anchorage shall meet the requirements of 49CFR part 571;
tools and material secured to prevent movement when transported at the same time as the
employees;
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Vehicles with dump bodies, during maintenance or inspection work, shall have such bodies firmly
and permanently supported, with the capability of being locked into position to prevent an
accidental lowering of the dump body;
Hoisting and dumping operating controls, on applicable equipment, shall be guarded to protect
against accidental tripping to start-up;
All applicable vehicles to this section will be inspected at the beginning of each shift, using the
form developed for compliance with this standard.
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TOOL PROGRAM
TOOL REQUIREMENTS
Central Carolina Air Conditioning's unique Tool Program enables the employee to provide, repair and to
replace his/her own tools. Your supervisor will advise you of the weekly amount to be accrued in your
Tool Account. The funds in this account can be used under the direction of your supervisor to upgrade
and maintain your tools, plus purchase new tools you may need. Each quarter your supervisor will review
your tools with you. At that time, authorization will be issued to purchase or repair or replace tools.
Between inspections, emergency tool requirements will be authorized by your supervisor.
YOUR TOOLS
TOOLS OWNED BY YOU BELONG TO YOU. Tools purchased from your Tool Account allowance
belong to you. This allowance is intended to cover normal wear and tear of your tools. It is not a bonus.
You may not request the funds in lieu of tool purchases. You are required to use the money to purchase
tools utilized to perform your job.
Any skilled craftsman takes pride in the ownership of the tools of his trade. To assist you in providing and
maintaining your tools, Central Carolina Air Conditioning offers you a Tool Program unique to the
industry.
Your supervisor has a list of tools required for your job title, and will provide you with a weekly accrual
amount for your position.
All tools are to be furnished by the employee. To permit you to purchase tools at wholesale prices,
you may obtain a purchase order from the Company for tools. The Company offers an outstanding
tool reimbursement program.
Personal Property - the Company carries no insurance for the benefit of employees for damage or
loss of personal property or clothing.
NEW EMPLOYEES TOOL PURCHASE PROGRAM
All new employees must furnish their own tools. Central Carolina Air Conditioning understands that you,
as a new employee, may not own all the tools that you need to be successful in your position. To aid you
in purchasing the tools that you need for your job, you may use the Tool List guidelines to purchase tools
through the Company.
TOOL ACCOUNT
In order to assist Technicians in having the necessary tools to perform their job, Central Carolina Air
Conditioning provides the benefit of a tool account. This amount puts a sum of money into the account
each week to build funds to be used to purchase new tools or replace old tools. Central Carolina Air
Conditioning also provides financing of tool purchases and allows the use of the tool accrual account
funds to assist in making the tool note payments.
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TOOL ALLOWANCE CHART
Mechanics and Service Technicians $20.00 PER WEEK
Maintenance and Mechanics Assistants $12.00 PER WEEK
There are times when a technician may choose to sell some of his tools to another technician. The
purchasing technician may add this amount to his tool note. Central Carolina Air Conditioning will then
write a check to the selling technician, provided that the seller does not have a balance on his tool note. If
a balance remains, the amount will be applied to the tool note first, and any remaining balance will be
given to the selling technician.
A Tool List is made for each new employee. Tools are purchased by a Purchase Order issued by the
employee's supervisor. A blanket tool note is signed when hired with the tools listed as collateral. Should
the employee leave, he is required to pay off the note in full, either by cash or by deducting from his final
check. The tools are the property of the Company until paid in full.
There will only be a tool note when the balance exceeds $500.00. All non-interest bearing tool notes will
have a term of one year. The payment amount will remain the same until the note is paid off. If the
balance is increased with more purchases, the payment will be increased. The payment will not decrease
as the balance reaches the lower level.
Note payments are as follows:
AMOUNT OF NOTE DEDUCTION
$500 - $750 $15.00 per week
$751 - $1,000 $20.00 per week
$1,001 - $1,500 $30.00 per week
$1,501 - $2,000 $40.00 per week
$2,001 and up $50.00 per week
The tool allowance will be applied to the tool note in addition to the payment. The payment will continue
until the balance is paid off.
TOOL POLICY
The Tool Policy covers all employees that work in the field.
Each employee will be required to buy his/her required tools
Central Carolina Air Conditioning will provide all ladders, refrigerant recovery equipment,
recovery tanks, nitrogen cylinders and regulator and Personal Protective Equipment
Central Carolina Air Conditioning will provide larger type tools that you do not use every day.
Examples: Quickie Saws, Generators, Chiller barrel cleaning equipment and large drain cleaning
machines.
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The dollars in your Tool Account can only be used for tools. In the case that you leave Central
Carolina Air Conditioning, the dollars will go back to Central Carolina Air Conditioning.
Should you have questions about the tool account program see your supervisor.
All employees should have all the required tools that are on the current list for your position.
Safety Shoes purchased in agreement with the SAFETY SHOE PROGRAM will be treated as a
tool purchase and the employee’s portion will be added to the existing tool note, or deducted from
your tool account balance.
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BENEFITS AND TIME OFF
GROUP INSURANCE
After 90 days of employment, regular full-time employees are eligible for group insurance. Central
Carolina Air Conditioning currently offers medical, dental, vision, short-term disability, long-term
disability, and life insurance. For details of each of these coverages, refer to the specific plan document.
COBRA
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) provides employees and their
qualified dependents the opportunity to continue health and dental insurance coverage under Central
Carolina Air Conditioning’s health plan when a "qualifying event" would normally result in the loss of
coverage. Some common qualifying events are resignation, termination of employment, or death of an
employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal
separation; and a child who no longer meets eligibility requirements.
Under COBRA, the employee or dependent pays the full cost of coverage at the Company’s group rates
plus an administration fee. Central Carolina Air Conditioning’s third party administrator provides each
eligible employee with a written notice describing rights granted under COBRA when the employee
becomes eligible for coverage under the Company’s medical, dental and vision insurance plans. The
notice contains important information about the employee's rights and obligations.
401-K PLAN
Central Carolina Air Conditioning offers a 401k plan to eligible employees. Refer to the plan document
for details about the plan.
PAID HOLIDAYS
After completion of six (6) months of employment, employees are eligible for holiday pay as follows.
Regular full-time employees are eligible for six (6) paid holidays each year. Holiday pay is based on the
employee’s regular base salary or hourly rate. Part-time employees are eligible for two (2) hours holiday
pay at their regular rate of pay for each holiday.
NEW YEAR'S DAY
MEMORIAL DAY
INDEPENDENCE DAY (JULY 4)
LABOR DAY
THANKSGIVING DAY
CHRISTMAS DAY
When a holiday falls on a Sunday, the following Monday is observed as that holiday. When a holiday
falls on a Saturday, the preceding Friday is observed. Unexcused absences prior to or after a holiday will
result in no holiday pay.
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VACATIONS
The Company provides paid vacation to employees for the purpose of rest and relaxation as follows.
Regular full time employees are eligible for one week of paid vacation after 90 days of consecutive
employment. If an employee leaves the company during their first year of employment, any unused
vacation will not be paid. Regular full time employees will be eligible for two weeks of paid vacation
after the completion of three (3) consecutive years of employment. Full time employees with six (6) or
more years of continuous employment will receive ONE additional day off for each year of continuous
service, up to a maximum of five (5) additional days. (This will give a total of 3 weeks for 10 years of
continuous employment.) When an employee reaches their 20th anniversary (20 years of consecutive
employment), they will earn one additional week of vacation for a total of 4 weeks.
After one year of continuous employment, part time employees are eligible for paid vacation in direct
proportion to their average weekly hours during the prior twelve (12) months.
An eligible employee must be in the employment of the Company at the end of his anniversary year in
order to earn vacation pay for that year.
Employees will receive vacation paychecks after returning from vacation.
Vacation will not be considered as time worked for overtime pay purposes.
Central Carolina Air Conditioning’s busy season is May 1 through August 30. Therefore, employees are
asked to schedule vacations prior to May 1, and after August 30.
Employees with vacation time may, with advance planning and permission, schedule vacation in days or
full weeks. Vacation requests should be submitted to the employee’s supervisor for approval four (4)
weeks in advance of the requested vacation time.
Vacations must be used each year and may not be carried over to a subsequent year. Vacation days not
used within a vacation year will be forfeited, and no payments will be made for forfeited vacation days.
An employee who is terminated for misconduct will forfeit all unused vacation. In addition, an employee
who elects to leave the Company without providing a minimum of two weeks’ notice will forfeit all
unused vacation.
BEREAVEMENT PAY
After one year of employment, an employee bereaved by the death of an immediate member of his or her
family will be paid his or her regular hourly rate or salary while off work up to and including two full
days. Immediate family members are defined as parent, child, sibling, spouse, or "in-law". Bereavement
will not be considered as time worked for overtime pay purposes.
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JURY DUTY
After one year of employment, regular full-time employees are paid an amount equal to the difference
between regular pay and the amount paid by the court. This policy will apply up to, but not beyond, three
days of jury duty.
LEAVES OF ABSENCE
Central Carolina Air Conditioning offers certain leaves of absence to eligible employees. All leaves of
absences shall be interpreted and applied in a manner consistent with the Americans with Disabilities Act
(ADA), the Family and Medical Leave Act (FMLA) and the Uniform Services Employment and
Reemployment Rights Act of 1994 (USERRA).
WORKSTEPS
Prior to returning to work from any leave of absence related to an employee’s injury or illness, the
employee is required to have the required WorkSTEPS fit for duty evaluation to determine the
employee’s ability to safely and successfully perform the essential functions of the employee’s assigned
position.
FAMILY AND MEDICAL LEAVE ACT
Eligibility and Leave Entitlement
Eligible employees who have worked for the Company for at least twelve months and at least 1,250 hours
during the twelve-month period immediately preceding the commencement of leave (note that periods of
absence from work due to or necessitated by USERRA-covered service is counted in determining an
employee’s eligibility for FMLA leave), and who work at a worksite with at least 50 employees in a 75
mile radius, may take up to 12 weeks of leave under the Family and Medical Leave Act (“FMLA”) per 12
month period (1) because of a serious health condition that makes the employee unable to perform the
functions of the employee’s job; (2) to care for the following individuals with a serious health condition:
the employee’s parent, spouse, son or daughter defined as a biological, adopted, or foster child, step-child,
legal ward, or child in which the employee is standing in loco parentis; (3) for incapacity due to
pregnancy, prenatal medical care or child birth, or to care for a newborn son or daughter, or for the
placement with the employee of a son or daughter for adoption or foster care. Son or daughter is defined
as a biological, adopted, or foster child, step-child, legal ward, or child in which the employee is standing
in loco parentis; (4) for a qualifying exigency arising out of the spouse, child or parent of the employee’s
covered active duty or call to covered active duty status in a foreign country in the National Guard,
Reserves, or Regular Armed Forces. Qualifying exigencies may include attending certain military events,
arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain
counseling sessions, and attending post-deployment reintegration briefings. Qualifying exigency may also
include leave to care for a military member’s parent who is incapable of self-care when the care is
necessitated by the member’s covered active duty. Such care may include arranging for alternative care,
providing care on an immediate need basis, admitting or transferring the parent to a care facility, or
attending meetings with staff at a care facility; or, (5) to care for a spouse, parent, child, or next of kin
who is a current member of the Regular Armed Forces, the National Guard or Reserves and has a serious
injury or illness that was incurred or aggravated by the member in the line of duty on covered active duty
that may render the servicemember medically unfit to perform the duties of his or her office, grade, rank,
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or rating, and for which the servicemember is undergoing medical treatment, recuperation, or therapy; or
is in outpatient status; or is on the temporary disability retired list; or to care for a covered Veteran who
was a member of the Armed Forces and who was discharged or released under conditions other than
dishonorable at any time during the five year period prior to the first date the eligible employee takes
FMLA leave to care for the covered Veteran whose illness or injury manifested itself before or after the
member became a veteran, and is: (1) A continuation of a serious injury or illness that was incurred or
aggravated when the covered veteran was a member of the Armed Forces and rendered the
servicemember unable to perform the duties of the servicemember’s office, grade, rank, or rating; OR (2)
A physical or mental condition for which the covered veteran has received a VA Service Related
Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part,
on the condition precipitating the need for caregiver leave; OR (3) A physical or mental condition that
substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason
of a disability or disabilities related to military service or would do so absent treatment; OR (4) An injury,
including a psychological injury, on the basis of which the covered veteran has been enrolled in the
Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.
An eligible employee is entitled to up to 12 weeks of unpaid FMLA leave in a 12 month period for
reasons 1-4 above. For reason 5 above, an eligible employee may take up to 26 weeks of unpaid FMLA
leave during a single 12 month period to care for an injured or ill covered servicemember or covered
Veteran. When combined with other FMLA qualifying leave, leave to care for an injured or ill covered
servicemember or covered Veteran may not exceed 26 weeks in a single 12 month period.
With the exception of Military Caregiver Leave, the amount of FMLA leave available is based upon the
FMLA leave taken in the preceding 12 month period, measured backward from the date an employee uses
any FMLA leave (rollback period). The 12 month period for Military Caregiver Leave to care for a
covered servicemember or covered Veteran is measured forward from the date an employee’s leave to
care for the covered servicemember or covered Veteran begins.
Family Leave for Birth or Placement of Child
An employee’s entitlement to FMLA leave for childbirth, adoption, or foster care expires at the end of the
12-month period beginning on the date of birth or placement of the child. In the case of unpaid leave for
the birth, care or placement of a child, intermittent leave or working a reduced number of hours is not
permitted, unless both the employee and the Company agree.
Spouses Working for the Company
If both spouses are employed by the Company, the combined leave for either birth, care and/or placement
of a child, to care for the employee’s parent with a serious health condition, or due to a family member’s
call to covered active duty shall not exceed 12 weeks. The combined leave for spouses working for the
Company is limited to 26 weeks when leave is to care for an injured or ill covered servicemember or
covered Veteran, or such leave is taken in combination with leave for either birth, care and/or placement
of a child, to care for the employee’s parent, or due to a family member’s call to covered active duty.
Serious Health Condition
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Under the FMLA, a “serious health condition” means an illness, injury, impairment, or physical or mental
condition that involves:
Inpatient-care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility,
including any period of incapacity (meaning inability to work, attend school, or perform other
regular daily activities), or any subsequent treatment in connection with such inpatient care; or
Continuing treatment by a health care provider. A serious health condition involving continuing
treatment by a health care provider includes:
o A period of incapacity of more than three (3) consecutive calendar days, and any
subsequent treatment or period of incapacity relating to the same condition, that also
involves: Treatment two or more times by a health care provider, by a nurse, or physician’s
assistant under direct supervision of a health care provider, or by a provider of health care
services (e.g. physical therapist) under others of, or on referral by, a health care provider.
The two or more visits must occur within 30 days of the beginning of the period of
incapacity, and the first visit to the health care provider must take place within seven days
of the first day of incapacity.
o Treatment by a health care provider on at least one occasion, which results in a regimen of
continuing treatment. The first visit to the health care provider must take place within
seven days of the first day of incapacity.
o A period of incapacity due to pregnancy, or for prenatal care.
o A period of incapacity or treatment for such incapacity due to a chronic serious health
condition, which requires at least two visits per year for treatment by a health care
provider, continues over an extended period of time (including recurring episodes of a
single underlying condition), and may cause episodic rather than a continuing period of
incapacity (e.g., asthma, diabetes, epilepsy, etc.)
o A period of incapacity, which is permanent or long-term due to a condition for which
treatment may not be effective. The employee or family must be under the continuing
supervision of, but need not be receiving active treatment from, a health care provider
(e.g., Alzheimer’s, severe stroke, or terminal disease).
o A period of absence to receive multiple treatments for an injury or condition that would
likely result in a period of incapacity of more than three consecutive calendar days if not
treated (e.g., chemotherapy or radiation for cancer, physical therapy for severe arthritis, or
dialysis for kidney disease).
Intermittent or Reduced Schedule Leave
In the case of unpaid leave for serious health conditions, the leave may be taken intermittently or on a
reduced hours basis only if such leave is medically necessary. FMLA leave may also be taken
intermittently or on a reduced hours basis for reasons relating to a family member’s Armed Forces
covered active duty or when an employee needs to care for a family member who has incurred an injury
or illness while on covered active duty. Where an employee requests intermittent leave or leave on a
reduced hours, the Company has the option, in its sole discretion, to require the employee to transfer to a
temporary alternative job for which the employee is qualified and which better accommodates the
intermittent leave or reduced hours leave than the employee's regular job. The temporary position will
have equivalent pay and benefits as the employee's regular job.
Application for Leave
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An employee requesting leave must notify Human Resources of the need for leave. The employee must
provide sufficient information for the Company to determine if the leave may qualify for FMLA
protection, and the anticipated timing and duration of the leave. Sufficient information may include that
the employee is unable to perform job functions, the family member is unable to perform daily activities,
the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting
the need for military family leave. Employees also must inform the Company if the requested leave is for
a reason for which FMLA leave was previously taken or certified. In those circumstances when the
approximate timing of the need for leave is not foreseeable, the employee must provide the Company
notice of the need for FMLA leave as soon as practicable, depending on the facts and circumstances of the
situation. This ordinarily means that the employee must at least provide verbal notice to the Company
within one or two business days of when the need for leave becomes known to the employee.
Notice of Need for Leave
When the necessity of leave is foreseeable due to the expected birth or placement of a child, the employee
must provide the Company at least 30 days notice of the employee's intention to take leave. If the date of
birth or placement of a child requires the employee's leave to begin in less than 30 days from the date of
notice to the Company, the employee must provide such notice as soon as practical.
Where the need for leave is for reasons relating to a family member’s Armed Forces covered active duty
and such leave is foreseeable, the employee must give notice as soon as is reasonable and practicable.
Where the necessity for leave is due to a family member's or an employee's own serious health condition
and is foreseeable based on planned medical treatment, the employee must:
i) Give at least 30 days notice, or as soon as practical if treatment starts in less than 30 days; and
ii) Consult with the Company and make a reasonable effort to schedule the treatment so as not to
unduly disrupt the operation of the Company, subject to the approval of the health care provider.
Certification of Leave
Any leave request based on a family member's or employee's own serious health condition or for military
leave must be supported by the appropriate certification, which will be provided to the employee by
Human Resources. Such certification should be provided as soon as possible and not later than 15 days
after request, absent extenuating circumstances. The certification form must be thoroughly completed and
returned to Human Resources. Incomplete certifications will be returned to the employee, who will then
have seven (7) days in which to obtain the needed information. If the employee never produces the
certification, or does not cure the deficiencies of the incomplete certification, the employee’s absence
shall not qualify as FMLA leave, and the absence will be treated in accordance with the Company’s
attendance policy.
Scheduling FMLA Leave
Whenever possible, and subject to a health care provider’s approval and certification, when planning
medical treatment, employees taking FMLA leave must consult with the Company and make a reasonable
effort to schedule the leave so as not to unduly disrupt the Company’s operations. Employees are
expected to consult with the Company prior to scheduling treatment in order to work out a treatment
schedule that best suits the needs of both the employee and the Company. If an employee who provides
notice of the need to take FMLA leave on an intermittent leave basis for planned medical treatment fails
to consult with the Company to make a reasonable attempt to arrange the schedule of treatment so as not
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to unduly disrupt the Company’s operations, the Company will initiate discussions with the employee and
ask the employee to attempt to make such arrangements, subject to the approval of the employee’s health
care provider.
Substitution of Accrued Paid Leave
FMLA leave is generally unpaid; however, certain kinds of accrued paid leave may be used for FMLA
leave at your option or as required by Central Carolina Air Conditioning. As a general rule, the Company
requires that any form of paid leave, such as any accrued but unused Vacation, and any applicable
Workers’ Compensation leave be used simultaneously at the start of the FMLA leave, to the extent that
the circumstances surrounding the FMLA leave meet the Company’s usual requirements for the use of
paid leave. Once accrued paid leave has been exhausted, any remaining FMLA leave would be unpaid.
Health Insurance
Employees taking FMLA leave are entitled to maintain health benefits while on leave under the same
terms and conditions as when they were on the job. This means that the employee is required to make
arrangements to continue making payments on his/her portion of the health insurance premiums on a
monthly basis. Failure to pay the employee’s share of health insurance premiums may result in a loss of
insurance coverage. If an employee uses paid leave during the FMLA period the employee portion of
insurance premiums will continue to be deducted from the paycheck.
Restoration of Employment
Employees who return to work from an FMLA leave of absence will generally be restored to their
previous position or an equivalent position with equivalent benefits, pay and other terms and conditions of
employment. However, if, upon the expiration of an employee’s FMLA leave, the employee is unable to
perform an essential function of his/her position because of a physical or mental condition, including the
continuation of a serious health condition, a determination will be made based on the specific
circumstances with regards to additional and/or extended leave for the employee. If, due to an employee’s
own medical condition, he/she is no longer able to perform the essential functions of his/her original job,
the Company may transfer the employee to an alternative position for which he/she is qualified, if such a
position is available. However, if an employee would otherwise have ceased to be employed at the time
that the employee seeks reinstatement, regardless of FMLA leave being taken, the employee will not be
entitled to reinstatement.
Accrual of Benefits
During FMLA leave, the employee shall not accrue employment benefits such as paid leave. Employment
benefits accrued by the employee up to the day on which family leave of absence begins will not be lost.
The FMLA provides that taking leave will not result in the loss of accrued benefits, but does not require
the Company to credit the employee’s service during the leave if the policy does not provide for crediting
service during other unpaid leave.
Repayment of Health Insurance Premiums
If any employee fails to return from leave for reasons other than: 1) the continuation, recurrence, or onset
of a serious health condition which would entitle the employee to FMLA leave; 2) the continuation,
recurrence, or onset of a covered servicemember’s serious injury or illness which would entitle the
employee to FMLA leave; or 3) other circumstances beyond the employee’s control, the employee will be
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required to reimburse the Company for the full cost of all health insurance premiums paid on the
employee’s behalf during the period of FMLA leave.
Updates of Status and Intent to Return to Work
The Company will require an employee on FMLA leave to report periodically on his or her status and his
or her intent to return to work, and also periodic re-certification of the medical condition. An employee
taking leave due to the employee’s serious health condition is required to obtain certification that the
employee is able to resume work prior to the return from any FMLA leave.
FMLA leave will run concurrently with all FMLA qualifying leaves, including, but not limited to,
workers’ compensation and short-term disability. The Company’s Family and Medical Leave Policy is in
full compliance with the Family and Medical Leave Act and applicable state and local law. All questions
regarding leaves of absence should be directed to Human Resources.
PERSONAL LEAVE OF ABSENCE
Central Carolina Air Conditioning recognizes the needs of employees who may require time off in addition
to vacation and personal days, or when the FMLA does not apply. Therefore, Central Carolina Air
Conditioning may grant an unpaid, personal leave of absence for a maximum of 1 week under certain
circumstances. Depending on extenuating circumstances, or if the need for leave is related to the employee’s
own medical condition, Central Carolina Air Conditioning may extend the personal leave of absence.
Before a personal leave of absence without pay may be granted, all vacation and personal days must be
used, subject to terms of any short-term disability insurance plan, if applicable. In those instances where
the need for leave is due to a work related injury or illness, Workers Compensation benefits may apply. All
requests for a personal leave of absence under this policy must be approved by your direct supervisor and
other appropriate members of Central Carolina Air Conditioning management.
During the personal leave of absence, the employee shall not accrue employment benefits such as paid
vacation and personal days. Employment benefits accrued by the employee up to the day on which the
personal leave of absence begins will not be lost.
After the period of personal leave has expired, employees are expected to return to work on their next
regularly scheduled work day. If an employee does not timely return to work, as a general rule he or she
will be considered to have voluntarily resigned from employment with Central Carolina Air Conditioning.
However, if the employee is unable to return to work due to a medical condition, the employee must engage
in an interactive discussion with Central Carolina Air Conditioning regarding consideration for additional
leave, and Central Carolina Air Conditioning will then make a determination regarding the request.
If employment is terminated under this policy, an individual may reapply for employment subject to all
requirements in place at the time of reapplication. If a former employee is offered a position, he or she will
be treated as a new hire and will not receive any credit for prior service except where required by law or by
a particular defined benefit plan. Generally, this means that he or she will be paid the base rate for the
position applied for and will have to go through the initial wait period before receiving benefits.
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Please see your supervisor or Human Resources if you need to make a request for a personal leave of
absence.
When you return from a personal leave of absence, Central Carolina Air Conditioning will generally attempt
to place you in the job you left. However, Central Carolina Air Conditioning cannot guarantee that an
employee’s job will remain available or that a comparable position will exist when the employee returns
from an unpaid leave. If the position or another position for which the employee is qualified is not available,
he/she will normally be terminated.
LEAVES OF ABSENCE AND INSURANCE BENEFITS
FMLA Leave of Absence
If an employee is out on an approved FMLA Leave, Central Carolina Air Conditioning will continue to pay
the Company’s normal portion of the employee’s elected benefit premiums. However, the employee must
make arrangements with Human Resources to pay his/her portion of the employee’s elected insurance plan
premiums to ensure continuation of coverage, or coverage may be terminated.
Personal Leaves of Absence (Non-FMLA) – Up to 60 Days
If an employee is out on an approved Personal Leave of Absence for up to 60 days, Central Carolina Air
Conditioning will continue to pay the Company’s normal portion of the employee’s elected benefit
premiums. However, the employee must make arrangements with Human Resources to pay his/her portion
of the employee’s elected insurance plan premiums. Failure to pay the employee’s share of health insurance
premiums may result in a loss of insurance coverage.
Personal Leaves of Absence (Non-FMLA)– More than 60 Days
Central Carolina Air Conditioning’s health insurance plans define a covered employee as one who is
actively at work, working 30 or more hours per week on a consistent basis, and who is otherwise eligible
for coverage. Due to insurance plan requirements, health insurance benefits for covered employees whose
approved Personal Leave of Absence extends beyond 60 days will be terminated at the end of 60 days, and
the employee will be offered COBRA continuation of applicable benefits via the Central Carolina Air
Conditioning COBRA administrative service. For additional details regarding COBRA, refer to the
COBRA policy included in this Employee Handbook.
Return to Work Following Leave of Absence
An employee whose insurance benefits have been terminated may be subject to the required waiting period
for applicable insurance coverages upon return to work following a leave of absence. Please refer to the
specific plan document regarding reinstatement of coverage.
WORKERS COMPENSATION
Job related disabilities are covered through Workers' Compensation Insurance paid by the Company for
eligible employees. Medical benefits begin immediately. Disability benefits do not begin until the eighth
day of disablement.
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SALES TO EMPLOYEES
It is the policy of the Company to sell employees merchandise for their personal use at 10% above our
cost, plus tax. All such merchandise is sold on a CASH ONLY basis, unless specific arrangements for
credit are approved in advance by the Company. The Company does not warranty or guarantee such
items, except for the original manufacturer's warranty or guarantee.
EMPLOYEE CHARGES FOR SERVICE, EQUIPMENT AND LABOR
A major benefit for Central Carolina Air Conditioning employees is the reduced costs they pay to have
the Company provide a service at their home or to purchase equipment or material through the Company.
Only Central Carolina Air Conditioning employees are eligible for this benefit.
SERVICE - An employee is eligible for this benefit upon employment with Central Carolina Air
Conditioning. Any employee that provides service at their personal home must notify their supervisor
before the service is done, if possible. They will be responsible for reimbursing the Company for any
inventory used at the rates listed below. The employee is responsible for paying the cost as listed below at
the time of service.
LABOR - The employee will pay a cost of one half the normal labor rate for labor provided.
MATERIAL - The employee will pay the entire cost of any material purchased or used at their home plus
10%.
EQUIPMENT - The employee will pay the entire cost of the equipment plus shipping, if applicable, plus
10%. An employee may not install equipment at their home unless they have prior approval from Bill
Corriher or Bobby Allison.
WHEN A SERVICE CALL IS RUN, THE CSR MUST POST THE CALL AS IF IT WERE CHARGED
AT REGULAR PRICES. A COPY OF THE INVOICE COMPLETE WITH MATERIAL COST AND
LABOR HOURS MUST BE SUBMITTED TO THE ACCOUNTING MANAGER BY THE CSR THAT
DISPATCHED THE CALL. THE ACCOUNTING MANAGER WILL ADJUST THE INVOICE AND
CHARGE THE EMPLOYEE ON THEIR NEXT PAY CHECK.
The employee will receive all the manufacturer's warranties. The cost for the installation must be paid
upon completion of the work. The employee may have Central Carolina Air Conditioning install their
equipment and will be charged as follows:
Equipment & Material - The employee will pay the total cost of the equipment including shipping
plus 10%.
Labor - The employee will pay the total cost of the labor plus 20%. The employee will be
responsible for the labor cost charged at the service rate listed above if a call is run after the
installation is inspected.
Permits/Inspections - All work installed by Central Carolina Air Conditioning employees will be
permitted and inspected. The employee will bear the cost of those charges with the same 10%
mark-up. Any additional work to be done to correct an existing situation at the employee's home to
meet the current code will be paid by the employee.
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These rates are for the personal residence of the employee only. All other properties will be charged at
prevailing rates. When work is needed at an employee's home, it must be scheduled through the
Residential CSR manager before work is performed. Every attempt will be made to accommodate the
employee, but we all must remember that our customers must come first.
TRAINING/PUBLICATIONS
Central Carolina Air Conditioning strongly supports the education, training, and career development of its
employees, both full and part-time, to ensure a competent and productive work force. Such growth is
available to you through internally designed and administered training programs, on-the-job training,
approved external training, and some professional associations.
A variety of classroom and self-study training programs are available at Central Carolina Air
Conditioning. Our Corriher Training Center provides a pleasant atmosphere for the purpose of developing
you to your highest potential. The Company maintains an audiovisual closed circuit TV training facility
located in the Center to train sales personnel, CSR, servicemen and installers. These on-going training
programs are designed to train new employees, upgrade existing employees to new job classifications, and
to cross train employees to qualify them for work in more than one job classification. Discuss these
internal training programs with your supervisor to determine those that would be most appropriate for
you.
EDUCATIONAL ASSISTANCE
The Company encourages educational courses for its employees, which will lead to further personal
development in related fields. Based on written approval by the employee's supervisor before enrolling,
the Company will pay 50% of the cost of such courses when the course is satisfactorily completed with a
passing grade. The Company will not pay any employee's cost of dues or subscriptions for any
organization.
EMPLOYEE REFERRALS
You are encouraged to refer qualified persons as potential employees regardless of religion, race, creed,
color, national origin, age, sex, disability, citizenship or veteran status, or any other protected status. You
will be rewarded for each referral hired by Central Carolina Air Conditioning with a bonus.
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RECEIPT AND ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK
I have received a copy of the Central Carolina Air Conditioning Employee Handbook, have had the
opportunity to ask questions in order to clarify anything that I do not understand, and know who to
contact should I have any additional questions in the future. I understand that the policies, rules and
benefits described are subject to change at the sole discretion of Central Carolina Air Conditioning at any
time. I understand that this handbook replaces (supersedes) all other previous handbooks of Central
Carolina Air Conditioning as of September 30, 2015.
I further understand that my employment is terminable at will, either by myself or Central Carolina Air
Conditioning, regardless of the length of my employment or the granting of benefits of any kind,
including but not limited to 410k benefits which provide for vesting based upon length of employment.
I understand that no contract of employment other than “at will” has been expressed or implied, and that
no circumstances arising out of my employment will alter my “at will” employment relationship unless
expressed in writing, with the understanding specifically set forth and signed by myself and Central
Carolina Air Conditioning.
I understand that the content is subject to revision at any time without advance notice, subject to
applicable law, and should the content be changed in any way, Central Carolina Air Conditioning may
require an additional signature from me to indicate that I am aware of and understand any new policies.
_____________________________________________ _______________________
Employee’s Printed Name Position
______________________________________________ _______________________
Employee’s Signature Date