We want to be your plumber for life!

Employee Handbook

Plumbing Management Services

5290 Douglas Rd.
Oswego, IL 60543 www.plumbingmanagementinc.com
Phone: 815.274.4074
 Table of Contents

Areas We Service…………………………………………………………………………………………….. 3

Company Mission Statement…………………………………………………………………………… 4

Company Policies and Procedures……………………………………………………………………. 5

(At Will Policy Statement, Attendance Police, Hazard and Injury Reporting)

OSHA Information……………………………………………………………………………………………. 8
(OSHA Poster, Cold Stress, Cold Weather Safety, Hazard Training, Injury Reporting,
First Aid Kit Supplies)

Payroll and Safety Policies……………………………………………………………………………….. 13

(Payroll Policy, Expenses, Company Vehicle, PPE)

Jobsite Procedures…………………………………………………………………………………………… 15

Code of Conduct………………………………………………………………………………………………. 16
(Bullying, Harassment and Discrimination Policy, Drug and Alcohol, Internet, Uniform
and Personal Appearance)

Supply Houses and Retailers……………………………………………………………………………. 19

Acknowledgement of Receipt………………………………………………………………………….. 20

2
 Areas We Service

Aurora Lemont Shorewood

Batavia Lisle St. Charles
Bolingbrook Lockport Sugar Grove
Channahon Minooka Warrenville
Crest Hill Montgomery Westmont
Darien Naperville Wheaton
Downers Grove New Lenox Willow brook
Geneva North Aurora Winfield
Glen Ellyn Oswego Yorkville
Homer Glen Plainfield
Joliet Romeoville

3
 Company Mission Statement

Here at Plumbing Management Services, our team is dedicated in

providing quality service with any installation, or repair for all phases of our
customers plumbing needs. We specialize in a variety of residential and
commercial services and take pride in the attention to detail put into each of the
projects we are involved with. Plumbing Management Services is well known for
our quality work and the integrity of our business. Our ability to build good
relationships with our customers stands second to none. We
provide affordable plumbing services for all budgets, along with offering special
discounts to seniors and Veterans. We enjoy creating plumbing systems that
are functional; it’s our work of art. Our team guarantees satisfaction, as we love
to see our customers happy and look forward to building long-term relationships.

We are dedicated to ensuring our employees have the knowledge and resources
they need to successfully help our customers, no matter what job needs to be
done.

4
Company Policies and
Procedures

5
 Company Policies
At-Will Policy Statement
Your employment with Plumbing Management Services is at will. This means your employment
is for an indefinite period of time and it is subject to termination by you or Plumbing
Management Services, with or without cause, with or without notice, and at any time. Nothing
in this policy or any other policy of Plumbing Management Services shall be interpreted to be in
conflict with or to eliminate or modify in any way, the at will employment status of Plumbing
Management Services employees.

The at will employment status of an employee of Plumbing Management Services may be

modified only in a written employment agreement with that employee which is signed by the
President, or the Chairman of the Board of Directors, of Plumbing Management Services.

By your signature below, you acknowledge your understanding that your employment with
Plumbing Management Services is at will, and that nothing in this handbook is intended to
constitute a contract of employment, express or implied.

Attendance Policy
Punctual and regular attendance is an essential responsibility of each employee at Plumbing
Management Services. Employees are expected to report to work as scheduled, on time and
prepared to start working. Employees also are expected to remain at work for their entire work
schedule. Late arrival, early departure or other absences from scheduled hours are disruptive
and must be avoided.

Employees are expected to report to work and return from scheduled breaks on time. If
employees cannot report to work as scheduled, they must notify their supervisor no later than
their regular starting time. This notification does not excuse the tardiness but simply notifies
the supervisor that a schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a
supervisor immediately.

Job Abandonment

Any employee who fails to report to work for a period of three days or more without notifying
his or her supervisor will be considered to have abandoned the job and voluntarily terminated
the employment relationship.

6
Hazard and Injury Reporting
If an injury occurs, you are required to report to your direct manager within 24 hours of the
incident.

On-the-job accidents that must be reported include any incidents that may cause minor or
severe injuries or incidents that are results of negligence or inadequate safety precautions. The
victims may be employees who were injured while performing their duties or other people that
were on company premises or vehicles.

Accidents must be reported as soon as possible to expedite investigation and increase

likelihood of important findings. The sooner the cause or details of the accident are identified,
the sooner the company can establish preventative measures for the future.

Any employee that is discovered to have been aware of a serious accident and failed to report it
will face appropriate disciplinary consequences. When employees are the cause of an accident
they must report it immediately to minimize legal repercussions.

Americans with Disabilities ACT (ADA)

Plumbing Management Services will reasonably accommodate qualified individuals with a disability so
that they can perform the essential functions of a job unless doing so causes a direct threat to these
individuals or others in the workplace and the threat cannot be eliminated by reasonable
accommodation or if the accommodation creates an undue hardship to Plumbing Management Services.

7
8
9
10
Hazard identification training tool: https://www.osha.gov/hazfinder/
*All employees should take this “training”

Injury reporting forms: https://www.osha.gov/sites/default/files/OSHA-RK-

Forms-Package.pdf

Resources

http:// www.osha.gov/dcsp/smallbusiness/index.html.

Subscribed to – OSHA Quick Takes Emails – biweekly

11
 Part Number: 1910
Part Number Title: Occupational Safety and Health Standards
Subpart: 1910 Subpart R
Subpart Title: Special Industries
Standard Number: 1910.266 App A
Title: First-aid Kits (Mandatory).
GPO Source: e-CFR
The following list sets forth the minimally acceptable number and type of first-aid supplies for
first-aid kits required under paragraph (d)(2) of the logging standard. The contents of the first-
aid kit listed should be adequate for small work sites, consisting of approximately two to three
employees. When larger operations or multiple operations are being conducted at the same
location, additional first-aid kits should be provided at the work site or additional quantities of
supplies should be included in the first-aid kits:
 Gauze pads (at least 4 x 4 inches).
 Two large gauze pads (at least 8 x 10 inches).
 Box adhesive bandages (Band-Aids).
 One package gauze roller bandage at least 2 inches wide.
 Two triangular bandages.
 Wound cleaning agent such as sealed moistened towelettes.
 Scissors.
 At least one blanket.
 Tweezers.
 Adhesive tape.
 Latex gloves.
 Resuscitation equipment such as resuscitation bag, airway, or
 pocket mask.
 Two elastic wraps.
 Splint.
 Directions for requesting emergency assistance.
[59 FR 51672, Oct. 12, 1994; 60 FR 47022, Sept. 8, 1995]

12
Payroll Policy
All employees will be paid on a weekly basis, when they complete their weekly shifts.
Employees have the option to select from direct deposit or paper checks. If an employee opts
for the check option they may not always receive their checks on the scheduled pay date due to
office hours. Any problems with pay should be brought to the payroll administrator’s attention
for immediate research and reconciliation. If an employee wants to change their payroll
elections they will need to contact their payroll administrator.

Overtime, Holidays, and Pay Rates:

Overtime is paid out at time and a half once the employee has worked over forty hours (40).

If an employee works on a holiday they will be paid at time and a half. Company recognized
holidays:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving
Christmas

Pay increases will be at the discretion of management and are not on any particular plan.

Company Vehicle Policy

Employees are responsible for the cleanliness of company vehicles. Each vehicle should be
cleaned out at the conclusion of the employees shift each day. Company vehicles should not be
used for personal related tasks.

Company Driving Rules:

1. Obey traffic laws in your jurisdiction and be courteous toward other drivers.
2. Document driving expenses.
3. Monitor gas, tire pressure, and fluid levels.
4. Report any damage or problems to your assigned vehicle immediately.
5. Report changes to your driver privileges, such as driver’s license suspension,
immediately.
6. Always lock company cars.
7. Bring vehicle to scheduled maintenance appointments.
8. Do not drive while intoxicated, fatigued, or on medication that affects your driving
ability.
9. Do not smoke in any company vehicle.
10. Do not lease, sell, or lend a company vehicle.
11. Do not use a phone or text while driving.
12. Do not allow unauthorized drivers to use a company vehicle unless required by an
emergency.

13
Employees who violate company vehicle rules are subject to disciplinary actions which may
include verbal and written warnings, suspension of vehicle privileges, termination and legal
action.

Accident Procedures:
In case of an accident, contact Manager immediately. They will contact the insurance provider.
Follow all legal guidelines for exchanging information with other driver and report the accident
to local police if required. Do not guarantee payment or accept responsibility without company
authorization.

Company’s Responsibilities:
Ensuring vehicles are safe before assigning them.
Scheduling regular maintenance.
Providing car insurance.

Drivers Responsibilities:
Paying fines employee receives while driving company vehicles they are responsible
for.
Making bail for employee who is arrested while driving cars from the company fleet.

Expenses
Any expenses incurred must have a receipt. Employees are responsible for retaining any and all
receipts, if an employee does not they are solely responsible for the expense.

PPE - Requirements
*Helmets and safety glasses on commercial job sites
All employees are provided with a PPE Kit. If an employee wants to have additional PPE they
can purchase it at their own expense.

PPE Kit:
Ear protection
Glasses
Helmet – branded
Standard Gloves

14
Job Site Procedures
1. Employees should follow all of the established procedures for completing jobs.
a. All established procedures are provided to the employee and it is their
responsibility to retain it.
b. All established procedures are within the Handbook.
2. When you are finished with a job, ensure customer is satisfied with work and doesn’t
have any questions.
3. All jobs should have an invoice completed.
a. Invoices should be filled out in full, including job codes which can be found in the
handbook.
4. All jobs should be followed with a survey.
a. Ensure you are collecting customers email address prior to leaving. (Required to
send surveys to customers after service is completed).
5. If the invoice is not completed online through QuickBooks it must be returned to the
office for processing.

15
16
Bullying, Harassment and discrimination Policy
Plumbing Management Services strives to create and maintain a work environment in which
people are treated with dignity, decency and respect. The environment of the company should
be characterized by mutual trust and the absence of intimidation, oppression and exploitation.
Plumbing Management Services will not tolerate unlawful discrimination or harassment of any
kind. Through enforcement of this policy and by education of employees, Plumbing
Management Services will seek to prevent, correct and discipline behavior that violates this
policy.

All employees, regardless of their positions, are covered by and are expected to comply with
this policy and to take appropriate measures to ensure that prohibited conduct does not occur.
Appropriate disciplinary action will be taken against any employee who violates this policy.
Based on the seriousness of the offense, disciplinary action may include verbal or written
reprimand, suspension, or termination of employment.

Managers and supervisors who knowingly allow or tolerate discrimination, harassment or

retaliation, including the failure to immediately report such misconduct to human resources
(HR), are in violation of this policy and subject to discipline.

Drug & Alcohol Policy

1. Whenever employees are working, are operating any Plumbing Management Services
vehicle, are present on Plumbing Management Services premises or are conducting
company-related work offsite, they are prohibited from:
a. Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to
include possession of drug paraphernalia).
b. Being under the influence of alcohol or an illegal drug as defined in this policy.
c. Possessing or consuming alcohol.
2. The presence of any detectable amount of any illegal drug, illegal controlled substance
or alcohol in an employee's body system, while performing company business or while
in a company facility, is prohibited.
3. Plumbing Management Services will also not allow employees to perform their duties
while taking prescribed drugs that are adversely affecting their ability to safely and
effectively perform their job duties. Employees taking a prescribed medication must
carry it in a container labeled by a licensed pharmacist or be prepared to produce the
container if asked.
4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law
enforcement agency and may result in criminal prosecution.

17
Internet Policy
Plumbing Management Services employees are expected to use technology responsibly and
productively as necessary for their jobs. Internet access and e-mail use is for job-related
activities; however, minimal personal use is acceptable.

Employees may not use Plumbing Management Services’ Internet, e-mail or other electronic
communications to transmit, retrieve or store any communications or other content of a
defamatory, discriminatory, harassing or pornographic nature. No messages with derogatory or
inflammatory remarks about an individual's race, age, disability, religion, national origin,
physical attributes or sexual preference may be transmitted. Harassment of any kind is
prohibited.

Disparaging, abusive, profane or offensive language and any illegal activities—including piracy,
cracking, extortion, blackmail, copyright infringement and unauthorized access to any
computers on the Internet or e-mail—are forbidden.

Every employee of Plumbing Management Services is responsible for the content of all text,
audio, video or image files that he or she places or sends over the company's Internet and e-
mail systems. No e-mail or other electronic communications may be sent that hide the identity
of the sender or represent the sender as someone else. Plumbing Management Services’
corporate identity is attached to all outgoing e-mail communications, which should reflect
corporate values and appropriate workplace language and conduct.

Uniform Policy
Employees of Plumbing Management Services will be requires to wear appropriate uniforms
that are provided by the company. If an employee needs replacement uniforms they need to
inform their manager to get them ordered.

Plumbing Management Services strives to maintain a workplace environment that functions

well and is free from unnecessary distractions and annoyances. As part of that effort, the
company requires employees to maintain a neat and clean appearance that is appropriate for
the workplace setting and for the work being performed.

18
19
The statements in the company’s policies are subject to change. Any changes that are made will
be provided in writing by the company. Employees are responsible for upholding all company
policies in the handbook. Failure to do so may lead to disciplinary action up to termination at
the company’s discretion.

I ______________________ acknowledge that I have read and understand the above company
(Print Name)
code of conduct and policies.

____________________________ __________________
Employee Signature Date

20