Welcome to Caliber Construction Alaska L.L.C.!

We are excited to have you as a part of our team. You were hired because you ‘stood out from the crowd’ and we believe you can contribute to the achievement of the goals of Caliber Construction Alaska L.L.C while also progressing in your career.

Caliber Construction Alaska L.L.C. is committed to distinctive quality and unequaled customer service in all aspects of our business. As part of the team, you will discover that you will be challenged to pursue excellence which will become a truly rewarding aspect of your career. As a team member, you must “own” the result of your productivity. 

This Employee Handbook contains the key policies, goals, benefits, and expectations of Caliber Construction Alaska L.L.C; and other information you will need as part of our team.

The success of Caliber Construction Alaska L.L.C. is determined by our success in operating as a team and your ability to be a part of this team. We must earn the trust and respect of our customers every day in order that they return for more. We will sell customer service and service is provided by people. We sell civil, utility, and restoration work, and our products are provided by our employees.

Our success is guaranteed by creative, productive employees who are empowered to make suggestions while thinking “outside the box”. Your job and every job in Caliber Construction Alaska L.L.C. is essential to fulfilling our mission to “provide distinctive quality and unequaled customer service” every day to more customers who trust and respect us.

The primary goal of Caliber Construction Alaska L.L.C., and yours, is to live our mission statement and continue to be an industry leader. We achieve this through dedicated hard work and commitment from every employee. It is the desire of Caliber Construction Alaska L.L.C. management to have every employee succeed in their career and assist in achieving our goals.

You should use this Employee Handbook as a reference as you pursue your career with Caliber Construction Alaska L.L.C.

Additionally, this manual should assure good management and fair treatment of all employees. At Caliber Construction, we strive to recognize the contributions of all employees.

Welcome aboard. We look forward to working with you.

Sincerely,

Colton LeVasseur

President 

Our employees are the most valued assets of our company and are essential participants with a responsibility of fulfilling the same mission. We recognize that the motivation and performance of our employees are the key factors in achieving success.

We strive to provide a network to allow our team to articulate their skills and market themselves effectively. Our goals are accomplished by a commitment from every employee. The following values are what we aim to achieve every day.

Integrity

• We act responsibly with honesty and we are trustworthy 

• We do what we say we are going to do

• We operate with transparency and build relationships through teamwork, hard work and effective and regular communication

Respect

• We treat each other with respect

• We offer constructive solutions when we complain. If we have a complaint - we also offer solutions

Customer service

• We understand our Customers pay our wages and our bills and provide the opportunity for us to operate our construction company

• We provide awesome service to our customers

• We strive to provide a high level of accuracy in our output to reduce liabilities and ensure the result is of the highest quality

Safety

• We strive to make sure that every employee makes it home to their families safe and without harm

• We conduct ourselves in a professional manner at all times following all safety measures

 

Continuous Improvement

• Both for our own professional development and for the services we provide our clients, becoming an even better version of ourselves and for our clients is important to the very core of Caliber Construction Alaska L.L.C.

• We want to improve and innovate constantly and consistently, this is a core value that is important to the organization and our success.

  Rolling Up Sleeves

• No matter your level in the organization, you’re willing to dive in head first to get work done and support the team. 

• No one is above lending a hand and ensuring what needs to get done to achieve success is done.

Craftsmanship

• Our work is our art and we want to apply attention to detail, pride, and the highest quality behind every client account and company project we work on.

Experiences

• Learning by experience is the way we grow. 

• We shouldn’t be afraid of failure if we’re trying, learning, and moving forward.

• We should push ourselves to try new things both personally and professionally.

 

STANDARDS OF CONDUCT 

The work rules and standards of conduct for Caliber Construction Alaska, LLC. are important, and the company regards them seriously. All employees are required to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the company’s business. Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment. 

While not intended to list all forms of behavior that are considered unacceptable in the workplace, the following are non-exclusive examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment. 

· Excessive absenteeism or any absence without notice.

· Unauthorized absence from assigned work sites during the work day.

· Sleeping on the job.

· Theft or inappropriate removal or possession of property.

· Failure to report to management information relating to a theft, disappearance, damage, destruction, or improper use of company property or that of others. 

· Falsification of timekeeping records, applications, medical records, etc. 

· Giving false or misleading information to the company or withholding other information required or requested by the company. 

· Working under the influence of alcohol or drugs.

· Habitual/excessive use of alcohol or drugs.

· Possession, distribution, sale, transfer or use of alcohol or drugs in the workplace. 

· Possession of dangerous or unauthorized materials, such as firearms or explosives in the workplace. 

· Fighting or threatening violence in the workplace. 

· Boisterous or disruptive activity in the workplace. 

· Negligence or improper conduct leading to damage of company-owned or customer-owned property. 

· Insubordination including the refusal to comply with work orders, assignments, or other instructions of supervisor, or other disrespectful conduct. 

· Unsatisfactory performance or conduct. 

· Violation of safety and health rules. 

· Smoking in unauthorized areas. 

· Sexual or other unlawful or unwelcome harassment. 

· Unauthorized use of telephones, or other company equipment. 

· Using company equipment for purposes other than company business. 

· Unauthorized disclosure of business secrets or confidential information. 

· Violation of personnel policies

 

ATTENDANCE/PUNCTUALITY

 The company expects that every employee will be regular and punctual in attendance. This means being in the office/shop/job-site, ready to work, at their starting time each day. This does not mean pulling on the site at starting time, you should be ready to start working at the start of your shift. Absenteeism and tardiness place a burden on other employees and on the company and can result in discipline, up to and including termination. 

If you are unable to report to work for any reason, notify your supervisor BEFORE regular starting time. You are responsible for speaking directly with your supervisor about your absence. It is not acceptable to leave a message on your supervisor’s voicemail, except in emergencies. In the case of leaving a voicemail message, a follow-up call must be made as soon as possible. 

If there comes a time when you see that you need to work some hours other than those that make up your usual work week, permission from your supervisor will be required at least two days in advance. Each request for special work hours will be considered separately, in light of the employee’s needs and the needs of the company. Such requests may or may not be granted at the sole discretion of the company. 

 

TIMEKEEPING 

Accurately recording hours worked is the responsibility of every non-exempt (Hourly) employee. Caliber Construction Alaska, LLC. does not pay for extended breaks or time spent on personal matters. 

The timekeeping system is a legal document. Altering, falsifying, tampering with time records, or recording time on another team member's time record will result in disciplinary action, up to and including termination of employment. 

Authorized personnel will review time records each week. Any changes to an employee's time record must be approved by his/her supervisor. Questions regarding the timekeeping system should be directed to the Operations Manager. 

Employees should check to ensure that they are paid properly every pay period. If an employee spots an error, he or she must immediately notify their supervisor, or management who will verify that an error has been made and work to correct it.

 

Non-Disclosure Agreements (NDAs) and Conflict of Interest Statements

Non-Disclosure Agreements (NDAs)

Purpose:

To identify information that is considered confidential and to establish guidelines for the use of confidential information for the Company’s employees & contractors.

Policy:

Employees & contractors must not misuse confidential information, including internal and client information and communications. It is a condition of employment that the employee signs the Company’s Confidentiality and Intellectual Property Assignment Agreement, which will be provided under separate cover.

Definitions:

Confidential information generally consists of non-public information about a person or an entity that, if disclosed, could reasonably be expected to place either the person or the entity at risk of criminal or civil liability or damage the person or entity's financial standing, employability, privacy or reputation. The Company is bound by law or contract to protect some types of confidential information, and in other instances, the Company requires protection of confidential information beyond legal or contractual requirements as an additional safeguard. Confidential information includes but is not limited to:

●  Payroll records, salary, and non-public benefits information

●  Social Security numbers, driver's license numbers, state identification card numbers

●  Credit and debit card information, and financial account information

●  Personnel records, including but not limited to information regarding an employee's work history, credentials, salary and salary grade, benefits, length of service, performance, and discipline

●  Individual conflict of interest information

●  Computer system passwords and security codes

●  Information regarding client accounts including client information

●  The Company’s internal business plans, tools, products, and digital strategy methods

Conflicts of Interest

The Company understands that its staff employees may have or be involved in outside financial, business, professional, academic, public service, or other activities. However, outside activities or commitments, familial or other relationships, private financial or other interests, and benefits or gifts received from third parties may create an actual or perceived conflict of interest between the staff employee and the Company. A conflict of interest is a situation, arrangement, or circumstance where the staff employee’s outside or private interests or relationships interfere or appear to interfere with those of the Company or cast doubt on the fairness or integrity of the Company’s business dealings. Every staff employee is responsible for disclosing to his or her supervisor any financial or personal interests, activities, or personal or familial relationships that create an actual or perceived conflict of interest.

Purpose:

The purpose of this policy is to establish guidelines for conflicts of interest or commitment that might arise in the course of staff employees’ duties and external activities. This policy does not seek to unreasonably limit external activities but instead seeks to emphasize the need to disclose conflicts and potential conflicts of interest and commitment, manage such conflicts, and ensure that the Company’s interests are not compromised.

As a basic condition of employment, all Company staff employees have a duty to act in the Company’s best interest in connection with matters arising from or related to their employment and other Company activities. In essence, this duty means that staff employees must not engage in external activities that interfere with their obligations to the Company, damage the Company’s reputation, compete with the Company’s interests, or compromise the independence of the Company’s research and business activities, or can reasonably be seen as doing so. Staff employees likewise must not profit or otherwise gain advantage from any external activity at the Company’s expense or engage in external activities under circumstances that appear to be at the Company’s expense.

Policy:

Staff employees must disclose and avoid actual and perceived conflicts of interest or commitment between their Company responsibilities and their external activities. Depending on the circumstances, employee participation in activities in which a conflict or perceived conflict of interest exists may be prohibited or may be permitted but affirmatively managed.

Anti-Discrimination Policies

The Company provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards based on each individual’s qualifications as they relate to a particular employment action (e.g., hiring, training, promotions). No person shall be discriminated against in employment or harassed because of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, protected veteran status, military status, unfavorable discharge from military service, citizenship status, genetic information, marital status, parental status, ancestry, source of income, credit history, housing status, order of protection status, actual or perceived association with such a person, or other classes protected by law. This policy includes the commitment to maintaining a work environment free from unlawful harassment.

Under this policy, no employee or applicant shall be subject to retaliation (including harassment, intimidation, threats, coercion, or discrimination) because he/she has engaged, in good faith, in the following activities: (i) filing a complaint under this Policy with the Company, or with federal, state, or local equal employment opportunity agencies; (ii) assisting or participating in an investigation or other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action law; (iii) opposing any act or practice prohibited by this Policy or federal, state, or local equal employment opportunity or affirmative action law; or (iv) exercising any other right protected by federal, state, or local equal employment opportunity or affirmative action law. Staff employees and applicants for staff jobs should immediately bring any complaint or retaliation under this Policy to the business owner.

The Company complies with all federal and state laws concerning the employment of persons with disabilities and acts in accordance with such regulations and guidance including the Americans with Disabilities Act (ADA) as amended. Employees with any questions or requests related to these laws and guidelines, including the ADA as amended, should contact the Company’s ownership.

Progressive Disciplinary Policy

Corrective action is a process designed to identify and correct problems that affect an employee's work performance and/or the overall performance of the department. The progressive corrective action process should be handled consistently within each unit and for each problem.

Guidelines

The Progressive Corrective Action Process refers to the following actions:

●  Counseling or verbal warning;

●  Written reprimand and warning;

●  Suspension;

●  Suspension pending investigation and final determination;

●  Specific warning of discharge; and

●  Discharge.

Depending on the situation, any step may be repeated, omitted, or taken out of sequence; however, the Company reserves the right to effect immediate termination should the situation be warranted. Each case is considered on an individual basis.

Typically, a preliminary meeting is held with the employee to allow the employee an opportunity to understand the nature of the concern and to explain his/her position on the matter. If necessary, the corrective action documentation would then be put together which would summarize the issue, taking into account any additional information the employee may have provided during the preliminary meeting.

When issuing corrective action, there should be clear and direct communication between the employee and his/her immediate supervisor. This communication should include a meeting between the employee and the supervisor.

In the case of serious misconduct, an employee may be suspended and/or discharged on the first offense. Serious workplace misconduct includes, but is not limited to:

●  Theft;

●  Fighting;

●  Behavior/language of a threatening, abusive or inappropriate nature;

●  Misuse, damage to, or loss of Company property;

●  Falsification, alteration, or improper handling of Company-related records;

●  Unsatisfactory customer service;

●  Disclosure or misuse of confidential information;

●  Unauthorized possession or concealment of weapons;

●  Insubordination (e.g., refusal to carry out a direct assignment);

●  Misuse of the Company's electronic information systems;

●  Possession, use, sale, manufacture, purchase, or working under the influence of non-prescribed or illegal drugs, alcohol, or other intoxicants.