Introduction

Columbia River Electric Maintenance (CREM) was established in 2004 and is located in Kennewick, WA. CREM is an electrical contractor that works on projects for our clients in a variety of industries including manufacturing, food processing, hospitals, data centers, and government. We offer cutting edge electrical design build installations through prefabrication using Building Information Modeling (BIM).  

Success and continual growth of our company is the result of the work of passionate, talented, and dedicated employees.

We chose you to work here because we believe you are the right fit for our team, and you have the skills to help our company succeed. We believe we can mutually benefit from your employment with CREM.

We hope that you chose CREM not only because of our strong reputation and commitment to quality work, but because you believe us to be an employer with integrity that cares for employees. Our goal is to be the employer of choice for passionate, skilled, and talented employees.

 We hope you will take pride in working with us and being an important part of our success.

​

Our Mission

Our company provides safe and cost-effective solutions to our current and future clients through innovation, technology, and cutting-edge installation techniques.

Overall, as a company, we strive to make a positive impact on the community, electrical industry, the businesses we serve, our team members and their families.

​

About this Policy Manual

Please take time to review the policies contained in this handbook. If you have questions, feel free to ask your supervisor or to contact the Human Resources (HR) department.

Please note that this Employee Manual is created for the employees of Columbia River Electric Maintenance, Inc, (CREM). Throughout this manual, the abbreviation of CREM or the word “Company” will be used to refer to Columbia River Electric Maintenance, Inc,

This policy manual and each of its rules (except as otherwise stated) apply whenever an employee is on/in company property, surrounding grounds and parking lots, leased space, company time (including breaks/lunches), in any vehicles used for company business, and in other circumstances such as on customer premises or when representing CREM.

 

This Employee Manual gives a general description of the personnel policies of the company and is intended only as a set of guidelines.

All management functions are retained by CREM, including but not limited to the right to establish and administer policies, take whatever action is necessary to operate the business, direct our work force, discharge employees in accordance with the policy, set hours and shifts to be worked, and to determine the standards of production and services rendered.

 

This Employee Manual may be changed or updated only by the owners of the organization and updates or edits can occur at any time. This Manual supersedes any previous Policy Manual or individually written policies.

Management will make its best effort to keep employees informed of any policy changes that occur.

​

Employment at Will

Employment at our company is on an at-will basis unless otherwise stated in a written individual employment agreement signed by the president of the company.

This means that either the employee or the company may terminate the employment relationship at any time, for any reason, with or without notice.

Nothing in this employee handbook creates or is intended to create an employment agreement, express or implied. Nothing contained in this, or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. In addition, no company representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship.

​

Union Consideration

For union employees, CREM will follow and apply the rules of the current local International Brotherhood of Electrical Workers (IBEW) contract that applies to the employee’s home-base work location.

Nothing in this Employee Manual is intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act (NLRA). Such activity includes employee communications regarding wages, hours, or other terms or conditions of employment. Our employees have the right to engage in or refrain from such activities.

​

Culture and Our Company Commitment

CREM is committed to creating and maintaining a work environment in which all people are treated with dignity, decency, and respect. We want each of our employees to feel safe and comfortable at work.

The Company will not tolerate unlawful discrimination or harassment of any kind.

In addition to the policies listed below, the company expects employees to act with integrity, respect, and kindness. We strive to create a work environment free from bullying, gossiping, “backstabbing,” or other repetitive immature behavior. Employees are encouraged to call out such behavior directly before bringing their concerns to their supervisor or HR.

​

Equal Opportunity Policy

We are committed to providing equal employment opportunities to all persons regardless of age, race, color, religion, ancestry, national origin, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression, sexual orientation, marital or veteran status, physical or mental disability, on the job injuries, organizational affiliation, age, or any other legally protected status. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

 

CREM will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability, sincerely held religious beliefs and practices, and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon our company’s business operations.

 

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of Human Resources. The company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Employees who feel they have been subjected to any such retaliation should bring it to the attention of Human Resources.

​

Reasonable Accommodation Policy

CREM is committed to fair and equal employment of individuals with disability in accordance with the Americans with Disabilities Act (ADA) and the Equal Employment Opportunity Commission (EEOC).

In accordance with the ADA, reasonable accommodations will be provided to qualified individuals with disabilities to enable them to perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment. An employee or applicant with a disability may request an accommodation from the HR department and should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The company then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made, or if any other possible accommodation is appropriate. If requested, the employee is responsible for providing medical documentation regarding the disability and possible accommodation. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law.

CREM will reasonably accommodate qualified individuals with disabilities so that they can perform the essential functions of a job, unless the requested accommodation results in the following:

• A direct threat to the safety or well-being of the individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodations; or

• An undue hardship to the Company

• Individuals who are currently using illegal drugs or abusing prescription drugs are excluded from coverage under the Company ADA policy.

It is the policy of the companies to prohibit harassment or discrimination based on disability or because an employee has requested reasonable accommodation. We also prohibit retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws. Employees should use the procedures described in the Harassment and Complaint Procedure to report any harassment, discrimination, or retaliation they have experienced or witnessed.

​

Harassment Policy and Complaint Procedure

CREM prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate, or coerce an employee, co-worker, or any person working for or on behalf of the Company.

The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

• Verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status, or other protected status, including epithets, slurs, and negative stereotyping.

 

• Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion, or disrespect toward an individual or group because of nation origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status, or other protected status.

 

Sexual Harassment

Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under CREM’s anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when submission to or rejection of such conduct is used as the basis for employment decisions or such conduct has the purpose of creating an intimidating, hostile or offensive work environment.”

Sexual harassment occurs when unsolicited and unwelcome sexual advances, request for sexual favors, or other verbal or physical conduct of a sexual nature:

• Is made explicitly or implicitly a term or condition of employment.

• Is used as a basis for an employment decision.

• Unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or otherwise offensive environment.

Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy.

 

• Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks, and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or “kidding” that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.

 

• Nonverbal sexual harassment incudes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, faxes, emails, photos, text messages, tweets, and internet postings; or other forms of communication that are sexual in nature and offensive.

 

• Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault.

Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.

 

Consensual Romantic or Sexual Relationships

Consensual relationships between co-workers must be reported to the HR department. CREM strongly discourages romantic or sexual relationships between manager (or other supervisory employee) and an employee who reports directly or indirectly to that person, because such relationships tend to create compromising conflicts of interest or the appearance of such conflicts. In the case a consensual romantic relationship interferes with a healthy work environment, both parties are subject to relocation or other actions deemed necessary.

 

Employees

All employees, regardless of their positions, are covered by and are expected to comply with this policy and take appropriate measures to ensure that prohibited conduct does not occur.

If an employee feels that he or she is being subjected to any form of discrimination or harassment, he or she is encouraged to immediately inform the harasser that the conduct is unwelcome and needs to stop. If the inappropriate conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to his or her own supervisor or to the human resource department. Please see below for the complaint procedure details.

 

Managers and supervisors

Managers and supervisors must deal expeditiously and fairly when they have any knowledge of discrimination or harassment within their departments. They must:

• Immediately call out or take action to stop any witnessed potential harassment or discrimination.

• Take all complaints or concerns of alleged or possible harassment seriously no matter how minor or who is involved, and whether there has been a written or formal complaint.

• Report all incidents to HR immediately so that a prompt investigation can occur.

• Take any appropriate action to prevent retaliation or prohibited conduct from recurring during and after any investigations or complaints.

Managers and supervisors who knowingly allow or tolerate sexual or other harassment or retaliation, including the failure to immediately report such misconduct to HR, are in violation of this policy and will be subject to disciplinary action.

 

Complaint Procedure

CREM has established the following procedure for lodging a complaint of harassment, discrimination, or retaliation. The Company will treat all aspects of the procedure confidentially to the extent reasonably possible.

• Complaints should be submitted as soon as possible after an incident has occurred. It is helpful, but not required, to provide a written record of the date, time and nature of the incident(s) and the names of any witnesses. HR may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, HR will dictate the verbal complaint.

• Upon receiving a complaint or being advised by a supervisor or manager that violation of this policy may be occurring, HR will notify senior management and, if needed, review the complaint with company legal counsel.

• HR will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred.

• If necessary, the complainant and the respondent will be separated during the investigation, either through internal transfer or administrative leave.

• During the investigation, HR, together with legal counsel or other management employees, will interview the complainant, the respondent, and any witnesses to determine whether the alleged conduct occurred.

• Upon conclusion of an investigation, HR or other persons conducting the investigation will submit a written report of his or her findings to the company. If it is determined that a violation of this policy has occurred, HR will recommend appropriate disciplinary action. The appropriate action will depend on the following factors:

 

1. The severity, frequency, and pervasiveness of the conduct.

2. Prior complaints made by the complainant.

3. Prior complaints made against the respondent.

4. The quality of the evidence.

• If the investigation is inconclusive or is determined that there has been no violation of the policy, but potentially problematic conduct may have occurred, HR may recommend appropriate preventative action.

• Senior management will review the investigative report and any statements submitted by the complainant or respondent, discuss the results of the investigation with HR and senior management staff as appropriate, and decide what action, if any, will be taken.

• Once a final decision is made by senior management, HR will submit in writing or meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.

 

Retaliation

No hardship, loss, benefit, or penalty may be imposed on an employee in response to:

• Filing or responding to a bona fide complaint of discrimination or harassment.

• Appearing as a witness in the investigation of a complaint.

• Serving as an investigator of a complaint

Lodging a bona fide complaint will in no way be used against the employee or have an adverse impact on the individual’s employment status. However, filing groundless or malicious complaints is an abuse of the policy and will be treated as a violation.

Any person who is found to have violated this aspect of the policy will be subject to discipline up to and including termination of employment.

 

Confidentiality

All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation, and HR will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation under this policy will be maintained in secure files within the HR department.

​

Other Available Procedures

The procedures available under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of harassment or discrimination under local, state or federal law.

​

Commitment to Diversity

CREM is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. Embracing and understanding what each employee’s background and perspective can contribute gives us a competitive edge. This is an important principle of sound business management and is embodied in company policy, culture, and the way we do business.

Some types of diversity are as follows:

• Life Experience

• Work Experience

• Neurodiversity

• Perspective

• Culture

• Ethnicity

• Gender

• Age

Respecting each individual and recognizing the value they bring to our team is essential. We strive to create a supportive environment that allows everyone to perform to his or her potential.

​

Code of Ethics

CREM conducts its business with integrity and strives to observe the highest standard of ethics. We believe in doing the right thing for our customers, our employees, and the community.

In turn, we expect our employees to act with integrity and maintain the same level of ethical standards. The company has established the policy and guidelines below to assist employees in this. This Code of Ethics will serve as a guideline, will help preserve CREM’s reputation, and is intended to prevent adverse consequences to all parties involved.

If an employee is concerned whether the standards are being met or they are aware of violations of the Code, they must contact Human Resources. CREM takes seriously the standards set forth in the Code, and violations are the cause for disciplinary action up to and including termination of employment.

In addition to the below, CREM agrees with and enforces the Code of Excellence created by the International Brotherhood of Electrical Workers (IBEW).

​

Build Trust and Credibility

The success of our business is dependent on the trust and confidence we earn from our employees, customers, and shareholders. We gain credibility by adhering to our commitments, displaying honesty and integrity, and reaching company goals solely through honorable conduct.

When considering any action, it is wise to ask: will this build trust and credibility in me as an employee or of CREM as a business? Is the commitment I am making one that I can follow through with? The only way we will maximize trust and credibility is by answering “yes” to those questions and by working every day to be considerate and hold ourselves accountable for our actions.

Respect for the Individual

We all deserve to work in an environment where we are treated with dignity and respect. CREM is committed to creating such an environment because it brings out the full potential in each of us, which in turn contributes directly to our business success.

​

Open and Honest Communication

At CREM everyone should feel comfortable speaking his or her mind, particularly with respect to ethical concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising questions and concerns. It is the manager’s responsibility to help facilitate problem solving skills, solutions, and resolution. HR may be involved as necessary. We all benefit when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right time.

CREM will investigate all reported instances of questionable unethical behavior. In every instance where improper behavior has occurred, CREM will take appropriate action. We will not tolerate retaliation against employees who raise ethical concerns in good faith.

​

Set the Tone at the Top

Management has the added responsibility of demonstrating, through their actions, the importance of this Code of Ethics. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations and is modeled from the top by example.

To ensure our Code is effective, managers must be responsible for promptly addressing ethical questions or concerns raised by employees. Managers should not consider employees’ ethical concerns as threats or challenges to their authority, but rather as an encouraged form of business communication. We want the ethics dialogue to become a natural part of daily work.

​

Uphold the Law

Our commitment to integrity begins with complying with laws, rules, and regulations where we do business. Furthermore, each of us must understand the company policies, laws, rules, and regulations that apply to our specific roles. If you are unsure of whether a contemplated action is permitted by law or Company Policy, please seek the advice from your supervisor, HR, or a subject matter expert. We are all responsible for preventing violations of the law and for speaking up if we see possible violations.

Competition

CREM is dedicated to ethical, fair, and vigorous competition. We will sell our products and services based on their merit, superior quality, functionality, and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our competitors. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or services for CREM or the sales of its products or services, nor will we engage or assist in unlawful boycotts of customers.

​

Competition

CREM is dedicated to ethical, fair, and vigorous competition. We will sell our products and services based on their merit, superior quality, functionality, and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our competitors. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or services for CREM or the sales of its products or services, nor will we engage or assist in unlawful boycotts of customers.

 

Confidential and Proprietary Information

Integral to our business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, customers, and other business partners. Confidential and proprietary information includes such things as pricing and financial data, customer names/addresses or nonpublic information about other companies, including current or potential suppliers and vendors. The company will not disclose confidential and nonpublic information without a valid business or legal purpose and proper authorization.

 

It is also important that CREM respect the property and confidentiality rights of others. We will not acquire or seek to acquire improper means of a competitor’s trade secrets or other proprietary or confidential information. We will not engage in unauthorized use, copying, distribution or alteration of software or other intellectual property.

 

An employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination of employment and legal action, even if the employee does not actually benefit from the disclosed information.

​

Avoid Conflicts of Interest

CREM and our employees must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. We believe that employees have a duty to CREM to advance its legitimate interests when the opportunity to do so arises. Employees must never use company time, property, or information.

 

for personal gain or personally take for themselves any opportunity that is discovered through their position with CREM.

 

Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict-of-interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their managers or Human Resources.

 

The list below suggests some of the types of activities that may indicate a conflict of interest or unacceptable ethics:

 

1. Simultaneous employment by another firm that is a competitor of or supplier to CREM.

2. Having a direct or indirect competing interest in the Company’s activities.

3. Holding a substantial interest in, or participating in the management of, a firm to which the company makes sales or from which it makes purchases.

4. Borrowing money from customers or firms, other than recognized loan institutions, from which our company buys services, materials, equipment, or supplies.

5. Accepting or offering substantial, lavish, or excessive gifts or entertainment from or to an outside organization or agency.

6. Speculating or dealing in materials, equipment, supplies, services, or property purchased by the company.

7. Participating in civic or professional organization activities in a manner that divulges confidential company information.

8. Misusing privileged information or revealing confidential data to outsiders.

9. Using one’s position in the company or knowledge of its affairs for personal gains; and

10. Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of company business.

 

In general, CREM recognizes the right of employees to engage in activities outside of their employment are private in nature and unrelated to our business, however employees must disclose any possible conflicts of interest so the Company may assess and prevent potential conflicts. If an employee has any questions regarding how an action or proposed action would create a conflict of interest, he or she should immediately contact Human Resources.

 

Generally, we will not use company equipment such as computers, copiers, and fax machines in the conduct of an outside business or in support of any religious, political, or other outside daily activity. Solicitation of Company employees by non-employees is prohibited at all times. Solicitation by an employee of another employee is prohibited, while either the person doing the soliciting, or the person being solicited is on working time and or Company property. Distribution of materials by employees in work areas or on working time is prohibited.

 

In order to protect the interests of the CREM network and our fellow employees, we reserve the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet or CREM’s intranet. We will not tolerate the use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit, or otherwise offensive or inappropriate.

​

Alternative Employment Policy

CREM has no objection to employees holding a second job, having a “side-hustle”, or completing contract work if it poses no conflict of interest and does not otherwise interfere with their performance.

Prior to accepting or starting alternative employment, all employees are required to discuss the matter with Human Resources so that any conflict of interest can be evaluated. Permission to hold any outside employment or business interests with anybody doing business with or directly competing against CREM, their customers, or venders must be secured in writing from Human Resources. Failure to secure advance permission may result in immediate termination.

No employee shall accept or engage in any activity, business, or employment, either during or after working hours that would conflict with CREM interests or diminish the ability of the employee to render the Company full, loyal, and undivided service that is required based on his or her employment by the Company.

All Employees must maintain a satisfactory or better job performance level. If an employee’s job performance suffers due to their alternative employment, he or she will be required to terminate one of the jobs. All employees are required to work their assigned schedule and hours. Holding a second job does not change this requirement. All work required by the second job must be performed outside company hours and only if no conflict with CREM interest is involved. At no time may Company resources be used in the service of a second employer.

​

Accurate Company Financials and Recordkeeping

CREM creates, retains, and disposes of our company records as part of our normal course of business. We expect all employees to maintain compliance with all company policies and guidelines, as well as all regulatory and legal requirements.

All corporate financial records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with CREM’s and other applicable accounting principles.

CREM will make certain that all disclosures made in financial reports are full, fair, accurate, timely and understandable. This obligation applies to all employees, including all financial executives, with any responsibility for the preparation of such reports, including drafting, reviewing, and signing or certifying the information contained therein. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records.

We must not improperly influence, manipulate, or mislead any audit, nor interfere with any auditor engaged to perform an independent audit of CREM books, records, processes, or internal controls.

Employees must inform Human Resources if they learn that company records or any information in any filing or public communication was untrue or misleading at the time it was made.  

 

Workplace Safety

CREM is committed to providing a safe and healthy work environment for its employees. We believe protecting the safety of our employees and visitors is the most important aspect of running our business.

All employees have the opportunity, and ultimately the responsibility, to contribute to a safe work environment. This is done by using common sense rules and safe practices and by notifying management when any health or safety issues are present. Employees are encouraged to provide feedback, bring concerns, or ideas to management regarding safety.

With safety as one of our main company values, we have created some policies and procedures listed below. For more detailed Safety information, please see the separate Safety Policy Manual.

​

Workplace Emergency or Accidents

In the event of an emergency, notify the appropriate emergency personnel by dialing 9 for an outside line, then dialing 911 to activate the medical emergency services.

In the event of an emergency requiring evacuation, all persons working in the CREM shop and/or offices will evacuate the building and assemble in the gravel parking area north of the shop next to West Brinkley Road, this will be the primary assembly area. If the primary assembly location is not an option, all persons will assemble in the south end of the paved parking area, this will be the secondary assembly area.

Any workplace injury, accident, or illness must be reported to the employee's supervisor as soon as possible, regardless of the severity of the injury or accident. The supervisor will then notify HR, Safety Department, and senior management as needed.

Employees should familiarize themselves with the location of first aid equipment, fire extinguishers, and building exit points.

​

Drug-Free and Alcohol-Free Workplace

It is the policy of CREM to maintain a drug- and alcohol-free work environment that is safe and productive for employees and others doing business with the company.

 

Work Expectations

Employees should report to work free of any adverse effects of illegal drugs, and/or alcohol. Please note that while marijuana use has become legal in Washington State, the Federal government deems marijuana use illegal, and it is considered an illegal drug pursuant to this policy.

This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely, and they must promptly disclose any work restrictions that prevent them from safely performing their essential job functions to their supervisor or Human Resources, including any restrictions on the operation of machinery. Upon disclosure, the company will seek to accommodate restrictions and will discuss any potential accommodation with employees.

Whenever employees are working, are operating any Company vehicle or equipment, are present on CREM premises or are conducting company-related work offsite, they are prohibited from:

• Using, possessing, buying, selling, manufacturing, or dispensing any illegal drug (to include possession of drug paraphernalia).

• Being under the influence of alcohol, prescription drugs that prohibit operation of machinery if it is a job requirement or any illegal drugs as defined in this policy.

• Possessing or consuming alcohol.

​

Required Safety Testing

To ensure compliance with this policy, substance abuse screening may be conducted in the following situations:

1. Preemployment: as required by the company for all prospective employees who receive a conditional offer of employment. Applicants dispatched from the union are considered to have a conditional offer of employment and must pass a drug test that includes testing for prescription drugs before beginning work. Refusal to submit to testing will result in disqualification of further employment consideration.

2. Under reasonable suspicion: that the employee is under the influence of alcohol or drugs that could affect or have adversely affected the employee’s job performance; and

3. Post-Accident: as required by the company after an employee injures themselves or another employee causing offsite medical attention or when they cause, contribute to, or are suspected to have contributed to accidents that seriously damage a Company vehicle, machinery, equipment, or property.

4. Random: as authorized or required by customer contract, or federal or state law.

Under reasonable suspicion or post-accident incidents, the employee will not be allowed to drive him or herself to the testing facility. A member of management must transport the employee or arrange for an “Uber”, cab, or other transportation for the employee. Employees will be paid for time spent in alcohol or drug testing and then suspended pending the results of the drug or alcohol test. After the results of the test are received, a date and time will be scheduled to discuss the results of the test; this meeting will include a member of management, a union representative (if requested), and HR. Should the results prove to be negative, the employee will receive back pay for the times/days of suspension.

 

Inspections

The Company reserves the right to inspect all portions of its premises, equipment, and vehicles for drugs, alcohol, or other contraband; affected employees may have union representation involved in this process. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline, up to and including discharge.

 

Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.

 

Crimes Involving Drugs

The Company does not desire to intrude into the private lives of its employees but recognizes that employees’ off-the-job involvement with drugs and alcohol may have an impact on the workplace. Therefore, the Company reserves the right to take appropriate disciplinary action for drug use, sale, or distribution while off company premises. All employees who are convicted of, plead guilty to, or are sentenced for a crime involving an illegal drug are required to report the conviction, plea, or sentence to HR within 5 (five) days. Failure to comply will result in automatic discharge. Cooperation in complying may result in suspension without pay to allow management to review the nature of the charges and the employee’s past record with the Company.

 

Employee Assistance

CREM will assist and support employees who voluntarily seek help with drug or alcohol problems before becoming subject to discipline or termination under this or other CREM policies. Employees may be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety-sensitive or require driving, or if they have violated this policy previously. Once a drug test has been initiated under this policy, unless otherwise required by the Family and Medical Leave Act or the Americans with Disabilities Act, the employee will have forfeited the opportunity to be granted a leave of absence for treatment, and will face possible discipline, up to and including termination of employment.

 

Compliance and Enforcement:

Compliance with this policy, including inspection and testing, is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination.

Notwithstanding any provision herein, this policy will always be enforced in accordance with applicable state and local law.  Law enforcement personnel may be notified, as appropriate, when criminal activity is suspected.

Any employee violating this policy is subject to discipline, up to and including termination, for the first offense.

​

Smoke-Free Workplace

Smoking is not allowed in company buildings, company vehicles, or work areas at any time. “Smoking” includes the use of any electronic smoking devices, and e-cigarettes.

Smoking is only permitted during break times in designated outdoor areas. Employees using these areas are expected to dispose of any smoking debris safely and properly.

​

Workplace Violence Prevention

CREM is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, the company discourages employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner. Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse; attempts to intimidate others; menacing gestures; stalking; or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent or potentially violent behavior that occurs in the workplace or at company-sponsored functions.

All employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or HR department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

All threats or acts of violence will be investigated, and appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination. The company reserves the right to press charges or otherwise involve law enforcement for any situation in which an individual engages in violence against the company, its employees, or its property.

​

Communicable Disease & Illness Policy

Generally, if an employee is sick or unwell, the Company asks that the employee stay home, rest, and get better. This is especially true if the person is still actively sick with a communicable disease that can be spread between employees.

A communicable disease is a disease that can be transmitted from one individual to another via: direct physical contact, airborne through cough or sneeze, ingested or injected or through a vector of animals or insects. The most common communicable diseases include measles, influenza, COVID-19, viral hepatitis-A (infectious), viral hepatitis-B (serum), HIV, AIDS, AIDS related complex (ARC, leprosy, severe acute respiratory syndrome (SARS) and tuberculosis (TB). This definition may be broadened in accordance with the recommendations and information provided by the Center for Disease Control and Prevention.

We want all our employees to stay as healthy as possible. If you are unsure if you might have a communicable disease or if you are still contagious, it is important to seek medical advice or testing. Employees can also call the Occupational Health Nurse in the Human Resources department for advice. In deciding whether an employee with illness may continue or return to work, we will consider several factors including:

• The employee must be able to perform normal job duties and meet performance standards.

• The employee’s continued presence must pose no risk to the health of the employee, other employees, or customers.

If an employee disputes the company’s determination that a risk exists, the employee must submit a statement from his or her attending health care provider that the employee’s continued employment poses no risk to themselves, other employees, or customers. Supervisors are encouraged to remind employees that CREM provides paid leave to cover absences due to contagious temporary illness. If an employee has exhausted his or her company paid sick time, the employee may be allowed to use vacation time, may be eligible to apply for state paid medical leave (such as Washington PFML) or may be eligible for an unpaid leave.

Please see Pandemic and Health Emergency Policy for more information regarding company policy and procedures during the event of a health Pandemic or otherwise officially recognized health emergency by the Center for Disease Control and Prevention.

Emergency or Weather Closings

CREM will always make every attempt to be open for business. In situations in which employees are concerned about their safety due to severe weather, road conditions or other circumstances, supervisors have the discretion to allow employees to come in late, leave the office early, or potentially work remotely assuming they otherwise qualify (see Remote Work Policy Section).

If employees arrive late or leave earlier than the official end of their shift, they will be paid only for actual hours worked, or they can use their available Vacation Hours. In some circumstances, supervisors may allow the employee to flex their work schedule for that day or work week to make up for the missed time.

​

Visitors

To maintain the security and safety for our employees, CREM has the following policy with respect to visitors:

All visitors must be escorted by an employee. This policy applies to family, friends, anyone who is not an active employee, including employees on leave, former employees, vendors, and suppliers.

Generally personal visits should be infrequent and not interfere with the employee’s or other’s work time.

When employees have any doubt whether a person can visit, they should contact the HR department.

 

Employment Relationship

The relationship between you as the employee and CREM as the employer is known as an Employment Relationship. This section describes some of the important policies in place that form and maintain that relationship.  

 

Background Check Policy

CREM carefully selects quality employees. Background checks and reference checks help to ensure that new employees meet legal and ethical requirements of the role, have the skills for the job, and have performed well in the past.

CREM conducts background and reference checks on all job candidates after a contingent offer of employment has been extended.

A background check may also be completed during reassignment or promotion of an employee. A third-party administrator will be used to conduct the background check and credit checks if indicated. All background and credit checks will be compliant with applicable laws, such as the Fair Credit Reporting Act. Customer required background screening will also be complaint with applicable laws.

The information that may be collected incudes, but is not limited to:

• Seven-year criminal history background

• Employment history

• Education

• Credit

• Professional and personal references

• Driving Record

CREM has the right to make the final decision about employing an individual after the entire background and reference check process is completed.

​

I-9 and E-Verify

CREM enforces the guidelines from the Immigration Reform and Control Act of 1986 (IRCA). CREM uses E-Verify to electronically verify the employment eligibility of our newly hired employees. E-Verify is an Internet-based system operated by the U.S. Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA).

 

All employees must provide original documents verifying their right to work in the United States as well as sign a I-9 verification form. If an individual cannot verify his or her right to work within three days of hire, CREM will terminate his or her employment.

 

Probationary Period

All new hire employees are subject to a 90-day probationary period. Anytime during this period, the new hire may be released, in the sole discretion and opinion of management. During this probationary period, supervisors will be expected to meet regularly with the new hire employee to check in on their training and progress – generally this will include an informal review and meeting occurring around the 30-, 60-, and 90-day mark.

During an employee’s probationary period, it is expected the employee is at work and focusing on learning their role. During this time, working from home or remotely will not be allowed and paid vacation time may not be scheduled or used.

​

Employment Classification

In order to determine overtime status and to ensure compliance with federal and state laws and regulations, CREM classifies its employees as shown below. The company reserves the right to review or change an employee’s classifications at any time.

Exempt (Salary). Exempt employees are typically paid on a salary basis and are not eligible to receive overtime pay.

Nonexempt (Hourly). Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

​

Workweek and Hours of Work

The official workweek for the CREM office is Monday – Thursday with 10 (ten) working hours per day. Typical work hours are 7:00am – 5:30pm, however individual work schedules may vary depending on the needs of each department and will be communicated with employees by their supervisor.

For payroll purposes, the hours worked in a workweek are calculated from Monday at 12:00am until Sunday at 11:59pm.

 

Breaks and Lunches

Employees are entitled to a 30-minute unpaid meal break and two 15-minute rest periods each day. Any nonexempt (hourly) employee who is required or asked to work through a meal break will be paid for the 30-minute period. If you are required to work 12 hours or more, you will receive a second 30-minute meal break (dinnertime) that will be paid. Accruing break times to take extended breaks or to leave early must be approved by management in writing.

Tools, equipment, or computers should be secured if lunch is taken in an area other than the immediate work site.

 

Time Records

All nonexempt (hourly) employees are required to complete accurate weekly time reports showing all time actually worked. Time reports should be reviewed and approved by their supervisors prior to being forwarded to Payroll.

 

Overtime

When required due to business needs, employees may be asked to work overtime. Overtime is actual hours worked in excess of 40 in a single workweek.

Nonexempt (hourly) employees will be paid overtime compensation at the rate of one and one-half their regular rate of pay for all hours over 40 actually worked in a single workweek. Paid leave, such as sick time, holidays, vacation hours, bereavement time, and jury duty, does not apply toward work time.

All overtime work must be approved in advance by a supervisor or manager.

Overtime pay is not permitted for training, extended or local travel for any staff, journeymen, or apprentices.

 

Paychecks

CREM’s pay day for all employees is weekly on Thursday, which employees are paid for the previous week’s hours. If payday falls on a federal holiday, employees will receive their paycheck on the preceding workday. Unless otherwise requested, paychecks are directly deposited into employees’ checking and/or savings accounts.

 

Overpayment of Paycheck

It is each employee’s responsibility to review his or her payroll stub for accuracy of personal and payment information. Employees must immediately notify payroll services or HR if there has been an overpayment or underpayment of wages.

In the case of an erroneous overpayment on an employee’s paycheck, per the Federal Labor Standards Act: The employer has the right to deduct the overpayment from the employee’s next paycheck within 90 days of the error. Written notification of amount and date of deduction will be given to the employee in advance.

 

Direct Deposit Policy

It is the policy of CREM to issue employee payments solely through electronic direct deposit. Direct deposit provides many benefits for employees, including greater security and faster access to funds.

Employee payments will be electronically deposited directly into one or more checking or savings accounts designated by each employee. Employees must notify Payroll Services when there is any change to bank accounts that affect direct deposit. Changes be received a week prior to the payday for which the change is to occur.

Temporary exceptions to this policy may be made for new hires, to provide adequate time to set up a direct deposit account. Exceptions may also be made for employees who provide evidence that they cannot obtain an account at a financial institution offering direct deposit.

Reimbursement Pay

If the employee uses his or her own money to pay for approved items pertaining to business, he or she must turn in itemized receipts as proof of purchase. Prior approval from supervisors is required. Reimbursement checks will be processed the week following submission of receipt.

 

Boot/FR Reimbursement

For union electricians, the Company allows for $150 lump sum reimbursement for safety toe work boots annually per calendar year per union contract. Flame Resistant (FR) clothing will be provided by CREM. If a union employee is required to purchase their own FR clothing, the reimbursement will be based on the current local IBEW collective bargaining agreement.

Boot reimbursement for non-union employees will be considered on a case-by-case basis and will include consideration for frequency of required use within the employees’ specific job duties.

Advance approval by a supervisor is required prior to purchase of boots or personal FR clothing. Receipts must be submitted within 15 days of purchase as proof of purchase.

 

Travel Reimbursement

CREM will reimburse or pay for union members’ travel and per diem per the current IBEW collective bargaining agreement.

See separate Non-Union Travel Policy for further information regarding travel pay or reimbursement.  

 

Employee Privacy

It is CREM’s goal to respect the individual privacy of its employees and at the same time maintain a safe and secure workplace.

When issues of safety and security arise, employees may be requested to cooperate with an investigation. The investigation may include the following procedures to safeguard the company and its employees: searches of personal belongings, searches of work areas, searches of private vehicles on company premises, medical examinations, and the like. Failure to cooperate with an investigation is grounds for termination. Providing false information during any investigation may lead to discipline, including termination. Please do not bring anything to work or put anything in company files, drawers, shelves, boxes, desks, vehicles, etc. that could embarrass you if it were found or seen by others.

 

Technology surveillance

 Employees are expected to make use of company property for the business purposes of the company. Accordingly, materials that appear on company computers or networks are presumed to be for business purposes, and all such materials are subject to review by the company at any time without notice to the employees. Employees do not have to have any expectation of privacy with respect to any material on company property.

CREM regularly monitors its communications systems and networks as allowed by law. Monitored activity may include voice, e-mail, and text communications, as well as Internet search and browsing history. Employees who access inappropriate materials or websites or make excessive use of the communications system for personal matters are subject to discipline.

​

Video surveillance

As part of its security measures and to help ensure a safe workplace, CREM has positioned video cameras to monitor various areas of its facilities. Video cameras will not be used in private areas, such as break rooms, restrooms, locker/dressing rooms, etc.

​