2.1 Employment Reference Check

As a condition of employment consideration, Sun City Plumbing & Heating, Inc. may request a consumer report containing information relating to your credit references, criminal and other job-related investigations as they pertain to business necessity. Past employment references may also be verified. Prior to obtaining this information, Sun City Plumbing & Heating, Inc. will issue you a Consumer Disclosure Form that requires your signature.

2.2 Immigration and Employment Eligibility

In compliance with the immigration Reform and Control Act of 1986, Sun City Plumbing & Heating Inc. is committed to employing only those individuals who are authorized to work in the United States. Upon acceptance of employment with Sun City Plumbing & Heating, Inc., you will be required to complete the Employment Eligibility Verification Form I-9 and present valid documentation establishing identity and employment eligibility. Failure to have a completed Form I-9 within three (3) days of hire will prevent you from working or receiving a paycheck.

2.3 Orientation Period and New Hire Policies

All new or rehired Employees work on an introductory basis for the first ninety (90) calendar days after their date of hire. This period is known as the "Probationary Period", and is intended to give the employee an opportunity to demonstrate their ability to achieve a satisfactory level of performance and to learn about the Company, your job, and your new surroundings. It also provides your supervisor the opportunity to evaluate your initial job performance, which includes, (but is not limited to) attendance, punctuality, essential job skills, interaction with other employees, and willingness to learn.

Employees who fail to demonstrate the commitment and performance expected by Sun City Plumbing & Heating Inc. may be terminated at any time during, or at the end of the orientation period. Successful completion of the orientation period does not change your “at will” status. You continue to have the right to terminate your employment at any time, with or without cause or notice, and Sun City Plumbing & Heating, Inc. has the same right.

During the probationary period, new Employees are eligible for certain benefits where coverage is required by law, such as worker’s compensation insurance and Social Security. New employees are not eligible for holiday pay or vacation pay until they have worked for one full year.

Employees may be required to pass a post-offer physical examination, physical agility test, drug/alcohol test, employment tests, certifications or other licensing requirements. If your job description includes driving a vehicle, you will be required to have a valid driver’s license. Failure to maintain these documents may constitute grounds for immediate termination if they are required as part of your essential job functions.

2.4 Equal Employment Opportunity Employer

Sun City Plumbing & Heating, Inc. is an equal employment opportunity employer and is fully committed to equal employment opportunity for all applicants and employees, without regard to their age, race, color, creed, sex (Including Sexual orientation or Gender Identity), national origin, physical handicap or disability, religion, veteran status, marital status or any other status protected by applicable state or federal law, including the exercise of statutory rights such as those available under workers’ compensation laws. We observe this policy in all aspects of our relationships with our applicants and employees, including hiring and recruitment, promotion, compensation, transfers, training, disciplinary action, work conditions, benefits, layoffs or termination of employment.

2.5 Worksite Violence Prevention

We are committed to preventing worksite violence and to maintaining a safe work environment. Given the increasing violence in society in general, we have adopted the following guidelines to deal with intimidation, harassment or other threats of (or actual) violence that may occur during business hours or on Sun City Plumbing & Heating, Inc. and job site premises.

Accordingly, Sun City Plumbing & Heating, Inc. prohibits any acts or threats of violence against its Management, Supervisors, Employees, Customers or persons doing business with it, or by any individual on the job site or company premises at any time.

The possession or use of a concealed handgun, knife, weapon, or other dangerous and hazardous devices or substances are strictly prohibited by Sun City Plumbing & Heating, Inc. either on the job site or company premises (including Company vehicles). Violators will be escorted from the premises.

Employees are required to refrain from fighting, “horseplay”, or conduct that may be dangerous to others. Conduct that threatens, intimidates, or coerces another Employee, vendor, customer, or member of the public at any time, including harassment that is based on an individual’s sex, race, age or any other characteristic protected by federal, state or local law.

All threats of (or actual) violence, both direct and indirect, must be reported to your immediate supervisor as soon as possible. This includes threats by Employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, be as specific and detailed as possible.

All suspicious individuals or activities should also be reported to your immediate supervisor as soon as possible; however, do not expose yourself to unnecessary risk or danger. If you see or hear a disturbance near you, exercise extreme caution and report it immediately to your supervisor and/or the proper authorities.

Sun City Plumbing & Heating, Inc. will promptly and thoroughly investigate all reports of threats of (or actual) violence and suspicious individuals or activities. The identity of the individual making a report will be protected as much as practical. In order to make the worksite safer, or to better ensure the integrity of the investigation, we may suspend Employees either with or without pay, pending the results of the investigation.

Anyone found to be responsible for threats of (or actual) violence, or any other conduct that is in violation of these guidelines will be subject to prompt disciplinary action that may include termination of employment.

All Employees are encouraged to bring their disputes or differences with other persons to the immediate attention of their supervisor before the situation escalates into potential violence. Sun City Plumbing & Heating, Inc. may, at our discretion, involve the local law enforcement agency(s).

2.6 Anti-Harassment-Policy

Sun City Plumbing & Heating, Inc. is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment.

Harassment includes verbal or physical conduct that denigrates and shows hostility or aversion toward an individual because of his or her race, color, religion, sex, national origin, age, marital status, disability, sexual preference, or any other class or category protected by applicable state or federal law, (Including that of his or her relatives, friends, or associates), and that:

1. Has a purpose or effect of creating an intimidating, hostile or offensive working environment.
2. Has the purpose or effect of unreasonably interfering with an individual’s work performance.
3. Otherwise adversely affects an individual’s employment opportunities.

The Following are descriptions of behaviors that are not acceptable:

Unreasonable Conduct:Treating individuals as if they are inferior to you. This behavior includes, but is not limited to: verbal abuse, negative stereotyping, refusing to take someone seriously, intimidating acts based on a person’s protected status, slurs of any type, epithets or gestures.

Discrimination:This behavior also constitutes an unlawful employment practice and violates federal, state and/or local civil rights statues. Discriminatory employment decisions occur whenever decisions are made based on an employee’s age, race, color, creed, sex, national origin, physical handicap or disability, religion, veteran status, marital status or any other status protected by applicable state or federal law.

Sexual Harassment:Sun City Plumbing & Heating, Inc. strictly prohibits any form of harassment in the worksite, including sexual harassment. For the purposes of this policy, “harassment” includes the making of slurs and any other offensive remarks or jokes, and other verbal, graphic, or physical conduct. “Harassment” also includes unwelcomed sexual advances, requests for sexual favors, unwelcomed or offensive touching and other verbal, graphic or physical conduct of a sexual nature.

In addition to the prior, “sexual harassment” also includes the following examples of unacceptable behavior:

1. Unwanted sexual advances. Overt or implied threats against an individual to induce him or her to perform sexual favors, or to engage in an unwelcome sexual relationship.
2. Offering employment benefits in exchange for sexual favors.
3. Making or threatening reprisals after rejection of a sexual advance.
4. Visual conduct, such as leering, making sexual gestures, displaying sexually suggestive objects, pictures, cartoons or posters.
5. Verbal sexual advances, propositions or abuse of a sexual nature, comments about an individual’s body, sexually degrading words, terms or gestures used to describe an individual’s body, clothing or sexual activities, and suggestive or obscene letters, notes or emails.
6. Physical conduct such as unwanted touching, patting, pinching, unnecessary touching, assault, or impeding or blocking movements.

2.7 Anti-Retaliation-Policy

Sun City Plumbing & Heating, Inc. prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination, or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and will be subject to disciplinary action.

2.8 Reporting Harassment, Discrimination or Retaliation & Investigation

Any employee who feels that he or she has been discriminated against, or harassed because of their race, color, national origin, age, sex, gender, religion, disability, veteran status or any other protected classification, is required to IMMEDIATELY report the matter to their supervisor. If an employee has reported harassing conduct to his or her supervisor, and no action was taken, or, if the employee believes it would be inappropriate to discuss the matter with his or her immediate supervisor, he or she may bypass the supervisor and report the matter directly to any other senior supervisor, manager, or officer, including the President of Sun City Plumbing & Heating, Inc.

We cannot resolve a discrimination or harassment problem unless we know about it. Therefore, it is the responsibility of every Employee to bring these problems to our immediate attention so that the necessary steps are taken to correct the problem. All claims of discrimination and/or harassment will be investigated. Confidentiality of complaints will be maintained to the extent reasonably possible, consistent with the need to conduct a full investigation and resolve the matter.

If Sun City Plumbing & Heating, Inc. determines that an Employee has violated this Policy, appropriate disciplinary action, up to and including discharge, will be taken. There will be no retaliation against any Employee who in good faith, reports discrimination or harassment in accordance with the Policy.

2.9 Drugs and Alcohol (Substance Abuse) Policy

Sun City Plumbing & Heating, Inc. has a drug and alcohol screening program in effect to help ensure a safe, healthy, and productive work environment. In accordance with this program, Employees are expected to report to work with no illegal drugs in their bodies and free from the influence of alcohol. Compliance with this requirement is an essential job qualification for all jobs and positions. This drug-free requirement is based on the fact that any measurable amount of an illegal drug in a person’s body can put that person under the influence of the drug, even if the impairment is not readily noticeable to other people.

Under this program, the use, possession, sale, or distribution of any illegal drug or controlled substance, or being under the influence of drugs or alcohol while driving a company vehicle at any time, (while either on the job or off the job), or on company property is strictly prohibited whether engaged in by employees or non-employees. Any person found in violation of this policy may be terminated, or if a non-employee, removed and barred from company-controlled properties at the complete discretion of the company.

In addition, Employees may be required to undergo a 5-panel drug and/or alcohol test at the following times:

1. If there is a reasonable suspicion that an Employee may be violating any part of this policy.
2. During any physical examination required or conducted by the Company.
3. Making or threatening reprisals after rejection of a sexual advance.
4. After any accident requiring outside medical attention or treatment, and/or after any accident-causing damage to Company property or injury to another person.
5. When employee is involved in an incident or accident that involves a company incident report.
6. When deemed advisable by the company because of unusual behavior.
7. When any illegal drug, controlled substance, or alcohol, or evidence indicating the presence of such drugs or alcohol, are found in an area used primarily or exclusively by such Employee.
8. At random times during the period an employee is undergoing drug or alcohol rehabilitation counseling and for two (2) years after successful completion of such rehabilitation program.
9. As part of any investigation being conducted by the Company when it appears that drug and alcohol abuse may be involved.
10. On a random selection basis for those employees in safety-sensitive positions. “Safety –sensitive positions” are those jobs, whether hourly or supervisory, in which an impairment caused by drug or alcohol abuse would threaten the health or safety of any person.
11. At hiring time, when all new hires will be required to pass a pre-employment drug and/or alcohol screening test as a condition of employment.

Employees or job applicants may refuse any request by the Company to be tested, however, any refusal to submit to a drug and alcohol test under this policy may subject the individual to immediate termination, or, in the case of applicants, to withdrawal the offer of employment.

For the purpose of this program, “Drug Abuse” means the presence in the body of any measurable amount of an illegal drug or controlled substance (other than those prescribed by a physician).“Illegal Drugs or Controlled Substances” references drugs or substances unlawful under any federal, state, or local law which include, but are not limited to: marijuana, opium, heroin, cocaine, stimulants, inhalants, alcohol, depressants, amphetamines, barbiturates, LSD and mescaline. “Alcohol Abuse” means that the consumption of alcohol has an adverse effect on the Employee’s conduct and performance on the job.

Applicants testing positive for drugs or alcohol will not be hired, and if an offer has been made, it will be withdrawn. Employees testing positive for drug or alcohol abuse will be subject to disciplinary action, up to and including termination of employment.

3.1 Attendance and Punctuality

Perfect attendance and being on time are essential in our business. When you are absent or late, it not only affects our customers, but places additional burdens on your co-workers. For these reasons, Employees are expected to report to work on time, and work the days and hours they are scheduled. Excessive absenteeism, lateness, or a combination of both will result in disciplinary action.

While there may be good reasons to be absent or late, there is rarely a good reason for not calling in to let your immediate supervisor know you will be late or absent.

Employees who are going to be late or absent are required to PERSONALLY notify their immediate supervisor, every morning of their expected tardiness or absence, at least one hour in advance of their expected start time. Except in case of emergency, contact by anyone other than the Employee (such as your spouse, parent, children, sibling, grandparent, relative, friend, etc.) will not constitute notification.

3.2 Dress Code and Personal Appearance

Employees of Sun City Plumbing & Heating, Inc. are expected to maintain a neat, clean, and professional appearance at all times. Your appearance reflects not only on you but also on the company and the services we provide to our clients. Work attire should be appropriate for your role and work environment. Uniforms, if provided, must be worn and kept in good condition. Personal grooming should be maintained to ensure a professional and hygienic appearance. Clothing or accessories that are offensive, unsafe, or otherwise inappropriate for the workplace are not permitted. Supervisors may provide guidance on appropriate attire and appearance based on job requirements and safety considerations. Failure to comply with the dress code may result in disciplinary action.

3.3 Conflicts of interest

In the conduct of Company business, actual or potential conflict of interest must always be avoided. Such conflicts may arise whenever an employee has a direct or indirect interest in the business of a contractor, customer, supplier or anyone else doing business with Sun City Plumbing & Heating, Inc. They may also arise when a business transaction with the Company will result in a direct or indirect payment to an employee’s relative or family member or to a company where such relatives or family members work. The existence of a conflict of interest will depend upon the nature of your interest and the position you hold. However, if you become involved in a situation where you have any influence on transactions which may present such a conflict, it is important that senior management be notified so that appropriate safeguards can be established to protect all parties.

3.4 Protection of Confidential Information

Sun City Plumbing & Heating, Inc. considers all records and information relating to its operations, method of doing business, the Company’s products, customers or Employees as confidential.

This includes, but is not limited to, the following:

• Employee compensation (salary, wage, commission, pay, benefits information, etc.) Customer lists, preferences, personal information, or any other data Employer Employee, Client, Customer Financial information, mark-ups, discounts, pricing, strategies, or contracts
• Technical or commercial information that is not available to the general public.
• Marketing and Sales strategies
• Confidential information Regarding the company or employees
• Human Resource policies and procedures, including this Handbook.
• Any other technique, programs, forms, contracts, strategies, methods and processes that give the Company an advantage over our competition.

All Employees must use their best efforts and utmost diligence to protect and keep confidential trade secrets, medical, and business information of the Company and its customers, both during and following employment. Employees must not, directly or indirectly, use or disclose, for their or another’s benefit, any of the Company’s trade secrets or confidential or proprietary information, whether this information is acquired, learned, attained or developed by the Employee alone, or in conjunction with others. Employees are required to follow all security and procedures aimed at safeguarding confidential and proprietary information.

Employees are expected to return all written documents, keys, and credit cards to their supervisor upon separation of employment, for any reason.

3.5 Offices, Desks & Other Company Property

During your employment, you may be assigned and/or allowed to use Company owned equipment such as an office, desk, computer, cell phone, briefcase, office cabinet, keys, uniform, equipment, tools, vehicle, and computer databases. No reasonable expectation of privacy exists in connection with Employee’s use of any equipment, supplies, systems, vehicles or property owned by the Company.

3.6 Credit/fuel card usage agreement

The Company will issue company credit cards to certain employees for use in their jobs. This policy outlines the acceptable and unacceptable uses of such credit cards. Use of company-issued credit cards is a privilege that the Company may revoke in cases of serious or repeated misuse.

Any company credit card issued to an employee must be used solely for business purposes related to the employee's job duties. Employees are prohibited from using company credit cards for non-business or non-essential purposes, including personal purchases or transactions unrelated to their work. Personal purchases (i.e., transactions for the benefit of anyone or anything other than the Company) must be paid for using the employee's own funds or personal credit cards. Some employees are issued company credit cards specifically for the purchase of fuel. These cards, referred to as "fuel cards," must only be used to purchase fuel for company-owned or company-authorized vehicles used in the performance of the employee's job duties. Under no circumstances may fuel cards be used to purchase fuel for personal vehicles or any vehicle not authorized by the Company. Unauthorized use of fuel cards for personal or non-business purposes will be treated as a violation of this policy and subject to the same disciplinary and financial reimbursement terms outlined herein.

The Company will not classify business-related expenses, such as lodging and meals incurred during company-approved business trips, as personal purchases, provided these expenses align with the Company's travel and expense reimbursement policy. If an employee uses a company credit card for personal purchases in violation of this policy, the cost of such purchases will be treated as an advance on future wages. This amount will be deducted in full from the employee's next paycheck. If a balance remains, it will be deducted from subsequent paychecks until fully repaid. These deductions may reduce the employee's pay below minimum wage for the applicable pay period(s), in compliance with New Mexico wage laws. If an employee uses a company credit card for unauthorized transactions (i.e., incurring financial liability for the Company outside the scope of their duties or authorization), the cost of such transactions will be the financial responsibility of the employee. The employee must reimburse the Company via wage deductions until the full amount is repaid. Deductions will not reduce pay below the minimum wage for any workweek and will occur in increments if necessary. Unauthorized use of company credit cards will result in disciplinary action, up to and including termination of employment, depending on the severity and frequency of the violation. Disciplinary actions will be taken in accordance with the procedures outlined in the Company's employee handbook.

3.7 Care of Equipment and Facilities

Employees are responsible for the safekeeping of all equipment, tools, keys or uniforms, etc. furnished to them. In some circumstances, a written acknowledgement of personal responsibility may be required.

You may not remove equipment or supplies from your worksite without proper authorization from your supervisor. You are required to report any damage or equipment failure to your supervisor immediately.

When your employment terminates, voluntarily or involuntarily, you must return uniforms, tools, keys or equipment that was assigned to your care.

3.8 Bulletin Boards

Bulletin boards provided by the Company are for posting work-related materials only. Employees should review the materials posted frequently for any new or updated information concerning Sun City Plumbing & Heating, Inc., safety, employment awareness postings, and / or their jobs. No personal information, such as items for sale by Employees, may be posted on the bulletin boards.

4.1 Overview

Employees who require tools for their job duties may use company accounts to purchase tools, subject to the conditions outlined in this policy. Employees are expected to adhere to this Tool Purchase Policy to maintain transparency, accountability, and fiscal responsibility in the procurement of tools for company use. Failure to comply with this policy may result in disciplinary action, up to and including termination of employment. All purchases must be approved by your supervisor prior to the tool being purchased.

4.2 Deductions

Employees may make arrangements with their supervisor to customize tool deductions based on individual circumstances, which should be documented in writing. If no other arrangements are made, deductions will default to the following:

If an employee's tool balance (the total value of tools purchased using company accounts)...

• Is less than $100: A 25$ Deduction will be made (Weekly)
• Is between $100 and $300: A 50$ Deduction will be made (Weekly)
• Is between $300 and $500: A 75$ Deduction will be made (Weekly)
• Is More than $500: Arrangements must be made with supervisor.

4.3 Receipts

• Tool purchases must be made on separate receipts from any other job materials or work items.
• Including tool purchases on receipts with job materials or other work items will result in a written reprimand. Repeated violations may result in further disciplinary actions.

6.1 Open Door Policy and Problem Solving

If there is something about your job that is bothering you, let’s get it out in the open and discuss it immediately. We cannot help you unless you tell us what it is we can do. If you have a problem, it can usually be resolved by following these steps;

7.1 Safety Policies

Sun City Plumbing & Heating, Inc. is vitally concerned with workplace safety and health issues, and is committed to preventing the human suffering and financial losses to both employees and our Company that result from needless accidents.

7.2 Safety Standards & Rules

Employees are required to comply with the following:

• Learn your job and how to be safe at all times! Never use equipment, machinery or chemicals you are not trained to use!
• Learn the location of fire alarm boxes, fire extinguishers and what your responsibility is in case of a fire or emergency.
• Promptly report all unsafe or potentially hazardous conditions, such as the following, to your immediate supervisor.
  • Wet or slippery floors. Trash, or resin on floors.
  • Poor "general housekeeping" or unsafe work areas
  • Poorly stacked material or products
  • Pallets lying on the floor.
  • Equipment left in halls or walkways.
  • Careless forklift operators or careless handling of any equipment
  • Missing safety guards or warnings on machinery & equipment
  • Other employees not wearing required personal protective equipment.
  • Exposed or unsafe electrical wiring.
• Do not operate electrical equipment with wet hands.
• Use proper lifting techniques and get help when needed.
• Do not stand on boxes or other unstable objects.
• Required personal protective equipment (including proper protective footwear, earplugs, back support belt, hard-hat, etc.) are to be worn at all times.
• Wear seat belts when riding in any vehicle, including forklifts.
• No horseplay or running within the worksite allowed.
• No smoking is allowed.
• Handle hazardous chemicals with care and in accordance with handling instructions that accompany the material (i.e., hazmat instructions)

7.3 Hazardous Chemicals & Materials

All employees are required to comply with applicable Occupational Health and Safety Administration (OSHA) standards and regulations established by the Federal Occupational Safety and Health Act of 1970 in regard to the proper handling of chemicals or substances in the workplace. Do not attempt to handle or work with hazardous or dangerous chemicals or material unless it is a part of your job responsibilities and you have been properly trained and authorized to do so.

7.4 Work related Accidents and Emergencies

Maintaining a safe work environment requires continuous cooperation of all employees and management. All on-the-job accidents and injuries, regardless of how minor, must be immediately reported to your supervisor.

911 should be called in the event of a major accident or emergency.

Failure to immediately report an accident or injury is a serious matter and may preclude an employee’s coverage under workers’ compensation insurance.

7.5 Workers Compensations Fraud

All employees are entitled to receive medical care and indemnity benefits for legitimate injury or illness on the job. It is a felony to knowingly make, or cause to be made, false or fraudulent claims or injury for the purposes of obtaining workers’ compensation benefits. Sun City Plumbing & Heating, Inc. will vigorously prosecute workers’ compensation fraud to the fullest extent of the law. If you suspect that someone is committing workers’ compensation fraud, please call 526-9758 immediately.

7.6 Prohibited Actions

The following are prohibited actions as they relate to on-the-job accidents and emergencies:

1. Submitting fraudulent claims for injuries suffered on the job. Criminal penalties may be imposed on employees who commit this very serious violation.
2. Withholding information or providing false information regarding any on-the-job injury or alleged accident or injury.
3. Failure to comply with any safety policy that results in an on-the-job injury or accident.
4. Failure to comply with all company-imposed reporting required while out on a workers’ compensation leave.

Employees who violate safety rules and standards, who cause hazardous or dangerous situations, or who fail to report, or where appropriate, remedy such situations, will be subject to disciplinary action including termination of employment.

8.1 Payroll Information

Occasionally, changes may occur in personal information, such as your address, telephone number, marital status, number of dependents, name of persons to notify in case of emergency, etc. These changes may have a bearing on your benefits programs, social security, state and federal taxes, and company records. It is your responsibility to keep this information accurate and up-to-date. Immediately notify your supervisor of any changes so your personnel records may be updated.

8.2 Work Hours

The standard work week for full time Employees is Monday through Friday. A normal workday consists of eight hours, exclusive of the meal period. Starting and ending times will be determined by your supervisor. Sun City Plumbing & Heating, Inc. reserves the right to change the normal schedule and/or work week for one or more Employees to meet the needs of the business.

8.3 Meal Periods & Breaks

All full-time Employees are provided an uninterrupted meal period each day, approximately halfway through their workday. The meal period is 30 minutes and is unpaid. Employees are not allowed to work through the meal period in order to arrive late or leave early without the permission of their supervisor

8.4 Recording Work Hours

Your timesheet is our way of making sure you receive the correct amount of pay. All Employees are required to accurately record their own time for each day and pay period. You are also responsible for entering the correct PO numbers and job names for the hours that you worked.

This includes any overtime hours, vacation, holiday or other leave you may take. All overtime must be approved in advance by your supervisor. Falsifying your time records may result in termination.

Your supervisor will review the timecard before submitting it for payroll processing.

8.5 Payday & Holiday Pay

Sun City Plumbing & Heating, Inc.’s payday is every Friday. In the event that a regularly scheduled payday falls on a recognized holiday, Employees will be paid on the last regular day of work preceding the holiday.

The company takes every precaution to avoid errors in your pay, however, in case of an error, please advise the office immediately. We will research the issue and if it is determined that an error was made, adjustments will normally appear on the next issued pay date.

8.6 Payroll Deductions

Your Employer is required by law to make proper deductions from your earnings on your behalf. Amounts withheld vary according to how much you earn, your marital status, and government and state employment regulations. Mandated withholdings include but are not limited to: Social Security (FICA), Federal income taxes and State income taxes. The amount of Federal withholding is affected by the number of exemptions claimed on Form W-4. If your marital status or the number of exemptions previously claimed increases or decreases, a new W-4 Form must be submitted to the payroll department.

Other voluntary deductions that you might authorize as deductions from your paycheck are: health insurance premium payments, uniforms, SIMPLE IRA, and other services requested by the employee.

8.7 Court Ordered/Government Mandated Deductions

Sun City Plumbing & Heating, Inc. is required by state and federal laws to comply with court orders, liens and wage garnishments, and assignments. If Sun City Plumbing & Heating, Inc. receives a notice of a garnishment or wage assignment we are required to comply with all legal requirements without regard to your personal consideration, requests, or notification. Should you need a copy of the order of the court, you may request it from the office.

9.1 Paid Sick leave

Sun City Plumbing & Heating, Inc. provides paid sick leave in accordance with the New Mexico Healthy Workplaces Act. Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to 64 hours per year. Employees who are unable to report to work because of illness (or for any reason) must personally notify their immediate Supervisor directly, every morning of their illness, no later than one (1) hour before their normal report time so that arrangements can be made to cover your position

Paid sick leave may be used for the employee's own illness, preventive care, or to care for a family member, as well as for absences due to domestic abuse, sexual assault, or stalking. Employees should notify their supervisor as soon as possible and may be asked to provide documentation for absences of two or more consecutive days.

Unused sick leave may carry over, but employees cannot use more than 64 hours in a 12-month period. Sick leave is not paid out upon separation, but employees rehired within 12 months will have previously accrued leave reinstated.

9.2 Paid Holidays

After one year of full-time employment, employees will also be compensated for 6 additional Vacation days. These Holidays are as follows:

9.3 Failure to Give Notice (Job Abandonment)

Failure to personally notify your immediate Supervisor of any absence, for any reason, in the manner described above (see sick leave) may be considered grounds for termination. Failure to personally notify your immediate Supervisor on two (2) consecutive days, for any reason, is considered job abandonment and the Employee is considered to have elected to resign his or her position without notice.

9.4 Funeral Leave

Unpaid Time off may be granted to attend a funeral for the death of someone in the immediate family. “Immediate family” includes your wife, husband, mother, father, child, mother-in law, father-in-law, brother, sister, grandmother and grandfather. Requests for such time off should be made to your supervisor as soon as possible so that your position can be covered.

9.5 Jury Duty

We recognize that jury duty is a civic responsibility. Sun City Plumbing & Heating, Inc. does not pay for jury duty. You must notify your supervisor of the summons to appear for jury duty. If you are selected to serve on a jury, you must immediately notify your supervisor of the expected time commitment. If you are dismissed from the jury, contact your supervisor to see if you should return to work for the balance of the workday.

9.6 Time off for Voting

Sun City Plumbing & Heating, Inc. encourages all Employees to exercise their right to vote in local, state and federal elections. Since most polls usually open at 7:00 A.M., and do not close until 7:00 P.M., Employees should have ample time to vote before or after work. No time off for voting will be permitted unless prior approval has been granted from your supervisor, and will be considered “Unpaid” time off.

9.7 Employee Hospitalization

In the event an Employee is hospitalized in a hospital or day surgery facility for any reason, including but not limited to, illness or accident, (either on or off the job), surgery (whether elective or health required), short-term illness, long-term illness and/or rehabilitation. Employees must provide a written release from an attending physician prior to returning to work.

9.8 Medical and Family Leave of Absence

Sun City Plumbing & Heating, Inc. provides eligible employees with unpaid leaves of absence when they are unable to work for medical reasons or need time off from work for certain family-related reasons. Such leaves are available to Employees who qualify for a leave under the Family Medical Leave Act. (FMLA) and, in limited situations, to employees who do not meet those requirements.

9.9 Employees Who Qualify for Leave under the Family and Medical Leave Act

In compliance with the Family and Medical Leave Act (FMLA), Sun City Plumbing & Heating, Inc., will grant Employees who have completed one year of service and who has worked at least 1250 hours in the preceding 12 months, a leave of absence for:

• The care of a child after birth or adoption, or placement with the employee for foster care.
• The care of a covered family member (spouse, child or parent) with a serious health condition.
• The event of an employee’s own serious health condition.

Employees who do not meet the length of service and hours requirement, or who have exhausted their leave under FMLA, may apply for a leave of absence subject to the conditions described in Part B of this policy. Leaves under FMLA will be granted for a maximum period of up to twelve (12) weeks in any rolling twelve-month period. This means that the Company will measure backwards twelve months from the date the employee uses FMLA leave to determine the amount of leave to which the employee is entitled, up to a maximum of twelve weeks in any twelve-month period.

9.91 Child/Family Care Leave

If you requested a leave of absence to care for a child after birth, adoption, placement in your home for foster care, or to care for a covered family member with a serious health condition, you will be granted unpaid leave under the following conditions:

1. If the leave is planned in advance, you must provide at least thirty (30) days’ notice prior to the anticipated leave date.
2. If the leave is unexpected, you must notify your supervisor as far in advance of the anticipated leave date as is possible. (Normally, this should be within two (2) business days of when the need for the leave becomes known to the Employee)
3. Leave taken to care for a child after birth, adoption or placement in your home for foster care, must be taken in consecutive workweeks. Leave taken for a covered family members’ serious health condition may be taken consecutively, intermittently, or on a reduced work/leave schedule based on certified medical necessity

All Company benefits, if applicable, that operate on an accrual basis (like vacations) will cease to accrue during any period of FMLA leave which is unpaid. During FMLA leave, your health insurance benefits (if any) will continue on the same basis as if you were working.

You will be required to use all accrued, unused vacation (if applicable) during the leave period. Once such benefits are exhausted, the balance of the leave will be without pay.

9.92 Leave to Care for a Family Member

Employee’s requesting a leave of absence to care for a covered family member with a serious health condition may be required to provide medical certification from the family member’s physician attesting to the nature of the serious health condition, probable length of time that treatment will be required, and the reasons that the employee is required to care for this family member.

9.93 Leave for the Employee's Own Serious Health Condition

If you request a leave of absence for your own serious health condition, including injuries received during the course of your employment (Employees unable to work because of an on-the-job injury, are automatically granted a medical leave of absence because of their own serious health condition), you will be granted leave under the following conditions:

1. If the leave is planned in advance, you must provide us with at least thirty (30) days’ notice prior to the anticipated leave date. If the leave is unexpected, you should notify your supervisor as far in advance of the anticipated leave as is possible. (Normally, this should be within two (2) business days of when the need for the leave becomes known to the employee).
2. Anytime that you expect to be, or are absent for more than three consecutive work days, as a result of your own serious health condition, illness, or injury, whether work related or not, including injuries covered by workers’ compensation, pregnancy that involves inpatient care in a hospital, or continuing treatment by a healthcare provider, you will be required to submit appropriate medical certification from your physician. Such certification must include, at a minimum, the date the disability began, a diagnosis, and the probable date of your return to work.
3. Leave taken for the Employee’s own serious health condition may be taken consecutively, intermittently or on a reduced work/leave schedule based on certified medical necessity.

Before you will be permitted to return from medical leave, you will be required to present a note from your physician saying that you are capable of returning to work and performing the essential functions of your position, with or without reasonable accommodation.

9.94 Reinstatement Following FMLA Leave

An employee on FMLA leave should provide at least two (2) weeks' advance notice of the date the Employee intends to return to work. Employees who return to work prior to, or at the end of FMLA leave, will be reinstated to the same position (if available), or to an equivalent position for which the Employee is qualified. If an Employee does not return to work before exhausting FMLA leave, the Employee will be administratively terminated at the end of the FMLA leave.

Employees who do not qualify for FMLA leave may request an unpaid leave of absence for the reasons stated above, subject to the following:

• Unless otherwise required by law, leaves for reasons other than an Employee’s own health condition or military service will be limited to a thirty day maximum duration.
• Leave for the Employee’s own serious health condition, including on-the-job injuries covered by workers’ compensation, will generally be granted for the period of disability, up to a maximum of four months.

9.95 Military Leave

If any Employee is called to active duty or Reserve or National Guard training, or if the Employee volunteers for the same, the Employee must submit copies of his/her military orders to his/her supervisor as soon as possible. We will grant a military leave of absence, without pay, for the period of military service, in accordance with applicable federal and state laws. Employee’s eligibility for reinstatement after military duty or training is completed, is also determined in accordance with applicable federal and state laws.

9.96 Unemployment Insurance

You are covered by unemployment insurance. The contributions to this benefit are provided by Sun City Plumbing & Heating, Inc. and require no payroll deduction on your part. You may be entitled to unemployment insurance benefits if you are temporarily laid off or permanently terminated through no fault of your own.

9.97 Social Security/Medicare Benefits

Federal Social Security tax law (FICA) requires all Employees to contribute a percentage of their wages for future Social Security/Medicare benefits. The amount deducted from your wages is matched by Sun City Plumbing & Heating, Inc. and credited toward your Social Security benefits. If you need assistance in regard to your rights and obligations under this law, please contact your local Social Security office for further details.

10.1 Workers Compensation

Your health and safety is extremely important to Sun City Plumbing & Heating, Inc.

Sun City Plumbing & Heating, Inc. covers all employees for work injuries and illnesses at no cost to our Employees. This insurance pays for all medical care and indemnity benefits (pay) based upon applicable state laws.

Any work-related injury or illness, no matter how minor, must be reported to your supervisor immediately.

Employees injured on the job and unable to work will be granted a medical leave of absence in accordance with the Company’s leave of absence policy.

Employees will not be discriminated against or retaliated against for their good faith filing of workers’ compensation claims.

10.2 Medical Insurance

Eligible employees may enroll during the annual enrollment period in August. Sun City Plumbing & Heating, Inc. currently offers medical coverage through United Health Care. The cost of coverage is based on current individual insurance rates, with the company paying 50% of the premium and the employee responsible for the remaining 50%. Dental and vision medical expenses will not be covered by the company but employees will have the opportunity to sign up at a group rate with the company at their own expense.

Outside of the employment period, changes to coverage may only be made following a qualifying life event—such as marriage, divorce, the birth or adoption of a child, or the loss of other coverage. Employees are encouraged to review plan materials and contact Human Resources with any questions regarding eligibility, enrollment, or coverage changes.

10.3 SIMPLE IRA Retirement Fund

Sun City Plumbing & Heating, Inc. employees become eligible for the opportunity to participate in a SIMPLE IRA retirement plan through Morgan Stanley after 6 months of continuous employment. Sun City Plumbing & Heating provides a matching contribution of up to 3% of an employee’s eligible compensation, which includes gross yearly wages before taxes or other deductions. Employees are encouraged to review all plan materials and consult with Human Resources or the plan administrator for guidance on enrollment, contribution options, and additional plan details.

10.4 Life Insurance

Sun City Plumbing & Heating, Inc. offers eligible employees a variety of life insurance and voluntary benefit options through Colonial Life.

• Life Insurance: Employees may enroll in voluntary life insurance during the annual open enrollment period in February. The full cost of coverage is paid by the employee.
• Accidental Death & Dismemberment (AD&D): All eligible employees receive $10,000 in AD&D coverage at no cost.
• Wellness & Financial Resources: Employees also have access to a WellSavings Card and professional financial advisors who can assist with financial planning, wellness programs, and other related resources.

Employees are encouraged to review all plan materials and contact Human Resources for additional details regarding enrollment, coverage options, or other voluntary benefits.

11.1 Resignation of employment

In the event you decide to voluntarily leave the Company, you should give your supervisor at least two (2) weeks’ notice. This amount of time is necessary for us to hire someone to replace you and to prevent unnecessary hardship on your co-workers. By giving us such notice, you will demonstrate that you are a responsible employee and will give us time to make sure that all Company property is returned and accounted for, so you can receive any termination records or benefits that may be due to you. Likewise, your supervisor may also wish to immediately terminate the employment relationship after the employee gives notice and ask the employee to leave prior to the end of the employee’s two-week notice. Your final paycheck will be released on the next regularly scheduled payday following the last day of work.

11.2 Involuntary Seperation

Involuntary Separation includes Discharge, termination, layoff, “mutual agreement” and resignation in lieu of discharge. Every employee has the status of “employee-at-will”, meaning that no one has a contractual right, express or implied, to remain in the Company’s employ. Sun City Plumbing & Heating, Inc. may terminate an employee’s employment, or an Employee may terminate his or her employment, without cause, and with or without notice, at any time, for any reason.

If you are involuntarily separated from work, your final paycheck will be released on or before five (5) business days from the day you were terminated. If the fifth (5th) day falls on a day on which Sun City Plumbing & Heating, Inc. is normally closed for business, you will receive your final paycheck on the next regular workday.

11.3 Employee Exit–Final Paycheck

An Employee leaving the Company for any reason must return all materials currently in their possession (this includes, but is not limited to: drawings, manuals, reports, documents, vendor and customer lists, keys, security cards, uniforms, tools, office equipment, company credit cards, supplies, and any other company property that you have in your possession on or before, the last day of employment) before their final paycheck can be issued. You recognize that all such materials are the sole property of Sun City Plumbing & Heating, Inc. and that you have no right, title, or other interests in such materials. If there are any unpaid obligations to Sun City Plumbing & Heating, Inc., your final paycheck amount will reflect the appropriate deductions.

11.4 COBRA

Sun City Plumbing & Heating, Inc. complies with the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) by extending to eligible employees and their eligible dependents the right to continue benefit coverage (if applicable) under any health and medical plans. Coverage is available for the period described by law (18 months) at the individual’s expense, including an administrative charge. Eligible employees are those eligible to enroll in one or more of these plans when a qualifying event occurs. Eligible dependents are spouses and dependent children (i.e., children up to 19 years of age, or 23 years of age if a full-time student). Qualifying events include, voluntary or involuntary reduction of hours of work, death, divorce, a dependent child’s loss of dependent status, and an employee’s election of Medicare benefits as his or her primary coverage.

11.5 Employment References and Verifications

In responding to reference checks, the Company will only confirm a former employee’s dates of employment, position held, and ending salary. If you wish the Company to furnish lenders, public agencies, or others with information concerning your employment with the Company, you must sign a written consent to such disclosure. Please let us know if you expect such an inquiry to be made. If we receive an inquiry and you have not notified us, and we do not have a signed consent form, the Company will not be responsible for any delay in furnishing the information.

11.6 Re-Employment

If you are an applicant for re-employment, you will be considered on the basis of your qualifications and experience, including your previous work records with this Company.

Although the reasons for prior termination do not automatically exclude or qualify you for rehire, they are important factors that should be considered in determining your suitability for re-employment. To be eligible for rehire, you must have left the Company in good standing. Good standing is defined as voluntary termination with appropriate notice or involuntary termination for which the employee was not at fault.

12.1 General Safety Rules

Thes safety rules and procedures have been developed to ensuring the overall "Job safety" for all employees, and to avoid as many preventable accidents as we can. Additionally, Some of these rules are OSHA requirements. For these reasons, all employees are expected to always abide by the safety rules and procedures.

• Employees must follow safety policy, rules and procedures established by Sun City Plumbing & Heating. Violations may result in disciplinary action which in turn could lead to termination. Sun City Plumbing & Heating will do everything in our power to provide each employee with a safe working environment.
• Employees should report any equipment or condition considered to be unsafe as well as what they consider to be unsafe work practices. This type of information shall be immediately reported to the Supervisor or to the person in charge of the job.
• Be courteous.
• Avoid distracting others as distractions may cause accidents.
• Do not engage in horseplay on the job.
• When lifting, bend your knees, grasp the load firmly, then raise the load with your legs, keeping the back as straight as possible. Don’t twist or jerk the body with a load, move your feet. ALWAYS GET HELP FOR HEAVY LOADS.
• When in doubt about the safety of a situation that is out of the normal everyday practices, contact the Supervisor to find the proper procedure.
• Good housekeeping practices improve safety for everyone. When you create clutter, clean it up.

Safety and accident prevention is everyone’s responsibility. Each employee is expected to follow all company rules and to perform their work in a safe manner. Each supervisor and foreman is responsible for safety, implementing the Sun City Plumbing & Heating safety program, and training employees in safe work procedures. The superintendent has overall responsibility for safety at each location.

This company’s policy is to provide a safe and healthy place of employment for every employee and to abide by regulations set forth by federal, state, and local governments.

It is our policy that our safety rules shall be strictly observed at all times. Although these rules are to be considered very important, it is impossible to publish a rule that covers every circumstance. If a rule that might cover a specific hazardous condition has been omitted, that shall not be an excuse for disregard of common sense in the safe performance of your work.

The possession or consumption of alcohol, drugs or any other controlled substance is against company policy and violators may be subject to immediate dismissal.

Each employee is urged to cooperate fully with this policy. Abuse or disregard of this policy is a violation and will be treated accordingly. Remember, your help in preventing accidents and injuries benefits you and your fellow employees.

Sun City Plumbing & Heating is sincerely interested in the safety and welfare of our employees. Accident prevention is essential in maintaining an efficient operation.

12.2 Safety Meetings and trainings

The Job Supervisor is responsible for providing orientation and safety training for all new employees. This training will include company safety rules and procedures, required personal protective equipment, emergency procedures and our Hazard Communication Program. Employees will be provided with a copy of the Safety Rules and Procedures and the employee handout of the Hazard Communication Program.

Each supervisor will hold weekly safety meetings per department. The Supervisor will record the meetings as to the topics discussed, date, and attendance by obtaining employee signatures. All employees are expected to participate in the weekly safety meetings.

Areas that concern safety on the job should be brought forward during these meetings. When Sun City Plumbing & Heating is acting as the General Contractor, the foreman/supervisors of all other contractors will also be invited to these weekly meetings.

Supervisory Safety Meetings:Top management will plan and arrange for meetings to be held once each month. Top management and all supervisors will attend and participate in this meeting to review jobsite accidents, near misses, required training, unsafe conditions/acts noted on safety inspections (Next Section), etc.

12.3 Safety Inspections

The job Supervisor will complete an inspection from a safety standpoint. Areas to check would include proper tools on the jobsite to do the job safely, any unusual hazards, stumbling hazards or fall exposures, any overhead objects that could fall, any special personal protective equipment needed or special procedures due to job location.

12.4 Vehicle Operations

Employees driving Sun City Plumbing & Heating company vehicles are required to obey all traffic laws and the driver and any passenger must always wear a seat belt. Safety cameras installed in vehicles should not be covered, unplugged, or altered in any way.

All company vehicles are non-smoking and should be kept clean; all vehicles will be subject to weekly inspections. No trash or personal items should be left in them. Sun City Plumbing & Heating is not liable for any missing personal items left in company vehicles.

12.5 Assignment Of Responsibilities

Company Management

• Has overall responsibility for the company’s safety program and regularly reaffirms support for loss control activities.
• Ensures that all employees are informed of top management’s commitment to safety and the abidance of all federal, state, and local regulations.
• Establish company safety rules and programs and provide supervision with the training and funds to implement these rules and programs.

Safety Coordinator

• Responsible for implementation and monitoring the safety program.
• Reviews and maintains current copy of all applicable Federal, State, and local safety and health regulations.
• Implements and monitors safety training programs and provides safety materials as needed.
• Assists site supervision in accident investigation and recommends controls to prevent a recurrence.
• Assures proper notification in the event of an accident.

Supervisors/Foreman

• Responsible for safety of their employees and oversees the compliance with the safety program and applicable state, federal, and local regulations.
• Arranges for prompt medical attention in case of an injury and provides a thorough written investigative report with recommendations to prevent reoccurrence.

Employees

• Responsible for learning and abiding by the rules and regulations which are applicable to their assigned tasks. Reports all accidents and near misses.
• Perform their functions in the safest most possible manner and encourage co-workers to do the same.

12.6 Orientation & Training

When a new employee is hired, orientation training for the employee will be done by the Supervisor to cover such areas as: company safety rules and procedures, emergency procedures including fire extinguisher use, personal protective equipment that is required on the job sites, the expectations from the employees, and our Hazard Communication Program. A refresher Haz-Com training will be completed any time that new materials are used in the operation that offer any new exposure potential.

12.7 Accident Reporting & Discussions

An employee must report any accident or injury, regardless of how minor, to his immediate Supervisor.

All inquiries concerning incident/accident/injury/property damage shall be referred to the Supervisor. The employee will make no comments, provide no details, or express any opinion as to the cause of the incident, who was at fault, responsibility for, or any intent of the company regarding the incident.

The Supervisor will investigate the incident with personal injury, property damage claim or vehicle accident associated with the job and will complete an Accident Investigation Report. The purpose of this investigation is to assist in preventing this type of mishap in the future. The employee will fully cooperate with the Supervisor in the investigation.

12.8 Accident Investigation

Every personal injury, accident, illness, property damage, and vehicle accident will be investigated by the Supervisor in charge of operation. The investigation will be recorded on the ACCIDENT INVESTIGATION REPORT. Every report will be reviewed, and every personal injury or illness will be recorded on the OSHA Log 300, as required. The completed Accident Investigation Reports will be reviewed during the monthly Supervisory Safety Meetings.

12.9 Personal Protective Equipment (When required)

Hard Hats: All employees are required to wear hard hats on every job site at all times.

Eye Protection: All employees are required to wear safety glasses (with side shields) on the job site at all times.

Hand Protection: All employees involved in operations exposing hands to cuts, chemical burns, etc. are required to wear gloves.

Boots: Employees involved in exposing the feet/legs to such hazards as falling items are required to wear protective boots on all job sites.

Other: Specific jobs may cause the need for other personal protective equipment. When this occurs, the employee is expected to utilize the equipment. It is the Supervisor’s responsibility to see that the correct equipment for each job is appropriate and in good working condition.