When searching for Pressure Washing Companies to bid on your next cleaning project, look to the FTC for guides on how to find quality contractors.
Home Builders Association is another good source for information.
Home Sweet Home Improvement
Whether you’re planning an addition for a growing family or simply getting new storm windows, finding a competent and reliable contractor is the first step to a successful and satisfying home improvement project.
Your home may be your most valuable financial asset. That’s why it’s important to be cautious when you hire someone to work on it. Home improvement and repair and maintenance contractors often advertise in newspapers, the Yellow Pages, and on the radio and TV. However, don’t consider an ad an indication of the quality of a contractor’s work. Your best bet is a reality check from those in the know: friends, neighbors, or co-workers who have had improvement work done. Get written estimates from several firms. Ask for explanations for price variations. Don’t automatically choose the lowest bidder.
Pressure Washing Companies aren't usually expensive but aren't the lowest cost either.
Home Improvement Professionals
Depending on the size and complexity of your project, you may choose to work with a number of different professionals:
· General Contractors manage all aspects of your project, including hiring and supervising subcontractors, getting building permits, and scheduling inspections. They also work with architects and designers.
· Speciality Contractors install particular products, such as cabinets and bathroom fixtures.
· Architects design homes, additions, and major renovations. If your project includes structural changes, you may want to hire an architect who specializes in home remodeling.
· Designers have expertise in specific areas of the home, such as kitchens and baths.
· Design/Build Contractors provide one-stop service. They see your project through from start to finish. Some firms have architects on staff; others use certified designers.
Don’t Get Nailed
Not all contractors operate within the law. Here are some tip-offs to potential rip-offs. A less than reputable contractor:
· solicits door-to-door;
· offers you discounts for finding other customers;
· just happens to have materials left over from a previous job;
· only accepts cash payments;
· asks you to get the required building permits;
· does not list a business number in the local telephone directory;
· tells you your job will be a "demonstration;"
· pressures you for an immediate decision;
· offers exceptionally long guarantees;
· asks you to pay for the entire job up-front;
· suggests that you borrow money from a lender the contractor knows. If you’re not careful, you could lose your home through a home improvement loan scam.
Hiring a Contractor
Interview each contractor you’re considering. Here are some questions to ask.
· How long have you been in business? Look for a well-established company and check it out with consumer protection officials. They can tell you if there are unresolved consumer complaints on file. One caveat: No record of complaints against a particular contractor doesn’t necessarily mean no previous consumer problems. It may be that problems exist, but have not yet been reported, or that the contractor is doing business under several different names.
· Are you licensed and registered with the state? While most states license electrical and plumbing contractors, only 36 states have some type of licensing and registration statutes affecting contractors, remodelers, and/or specialty contractors. The licensing can range from simple registration to a detailed qualification process. Also, the licensing requirements in one locality may be different from the requirements in the rest of the state. Check with your local building department or consumer protection agency to find out about licensing requirements in your area. If your state has licensing laws, ask to see the contractor’s license. Make sure it’s current.
· How many projects like mine have you completed in the last year? Ask for a list. This will help you determine how familiar the contractor is with your type of project.
· Will my project require a permit? Most states and localities require permits for building projects, even for simple jobs like decks. A competent contractor will get all the necessary permits before starting work on your project. Be suspicious if the contractor asks you to get the permit(s). It could mean that the contractor is not licensed or registered, as required by your state or locality.
· May I have a list of references? The contractor should be able to give you the names, addresses, and phone numbers of at least three clients who have projects similar to yours. Ask each how long ago the project was completed and if you can see it. Also, tell the contractor that you’d like to visit jobs in progress.
· Will you be using subcontractors on this project? If yes, ask to meet them, and make sure they have current insurance coverage and licenses, if required. Also ask them if they were paid on time by this contractor. A "mechanic’s lien" could be placed on your home if your contractor fails to pay the subcontractors and suppliers on your project. That means the subcontractors and suppliers could go to court to force you to sell your home to satisfy their unpaid bills from your project. Protect yourself by asking the contractor, and every subcontractor and supplier, for a lien release or lien waiver.
· What types of insurance do you carry? Contractors should have personal liability, worker’s compensation, and property damage coverage. Ask for copies of insurance certificates, and make sure they’re current. Avoid doing business with contractors who don’t carry the appropriate insurance. Otherwise, you’ll be held liable for any injuries and damages that occur during the project.
Checking References
Talk with some of the remodeler’s former customers. They can help you decide if a particular contractor is right for you. You may want to ask:
· Can I visit your home to see the completed job?
· Were you satisfied with the project? Was it completed on time?
· Did the contractor keep you informed about the status of the project, and any problems along the way?
· Were there unexpected costs? If so, what were they?
· Did workers show up on time? Did they clean up after finishing the job?
· Would you recommend the contractor?
· Would you use the contractor again?
Understanding Your Payment OptionsYou have several payment options for most home improvement and maintenance and repair projects. For example, you can get your own loan or ask the contractor to arrange financing for larger projects. For smaller projects, you may want to pay by check or credit card. Avoid paying cash. Whatever option you choose, be sure you have a reasonable payment schedule and a fair interest rate. Here are some additional tips:
· Try to limit your down payment. Some state laws limit the amount of money a contractor can request as a down payment. Contact your state or local consumer agency to find out what the law is in your area.
· Try to make payments during the project contingent upon completion of a defined amount of work. This way, if the work is not proceeding according to schedule, the payments also are delayed.
· Don’t make the final payment or sign an affidavit of final release until you are satisfied with the work and know that the subcontractors and suppliers have been paid. Lien laws in your state may allow subcontractors and/or suppliers to file a mechanic’s lien against your home to satisfy their unpaid bills. Contact your local consumer agency for an explanation of lien laws where you live.
· Some state or local laws limit the amount by which the final bill can exceed the estimate, unless you have approved the increase. Check with your local consumer agency.
· If you have a problem with merchandise or services that you charged to a credit card, and you have made a good faith effort to work out the problem with the seller, you have the right to withhold from the card issuer payment for the merchandise or services. You can withhold payment up to the amount of credit outstanding for the purchase, plus any finance or related charges.
The "Home Improvement" Loan Scam A contractor calls or knocks on your door and offers to install a new roof or remodel your kitchen at a price that sounds reasonable. You tell him you’re interested, but can’t afford it. He tells you it’s no problem — he can arrange financing through a lender he knows. You agree to the project, and the contractor begins work. At some point after the contractor begins, you are asked to sign a lot of papers. The papers may be blank or the lender may rush you to sign before you have time to read what you’ve been given to sign. You sign the papers. Later, you realize that the papers you signed are a home equity loan. The interest rate, points and fees seem very high. To make matters worse, the work on your home isn’t done right or hasn’t been completed, and the contractor, who may have been paid by the lender, has little interest in completing the work to your satisfaction.
You can protect yourself from inappropriate lending practices. Here’s how.
Don’t:
· Agree to a home equity loan if you don’t have enough money to make the monthly payments.
· Sign any document you haven’t read or any document that has blank spaces to be filled in after you sign.
· Let anyone pressure you into signing any document.
· Deed your property to anyone. First consult an attorney, a knowledgeable family member, or someone else you trust.
· Agree to financing through your contractor without shopping around and comparing loan terms.
Getting a Written Contract
Contract requirements vary by state. Even if your state does not require a written agreement, ask for one. A contract spells out the who, what, where, when and cost of your project. The agreement should be clear, concise and complete. Before you sign a contract, make sure it contains:
· The contractor’s name, address, phone, and license number, if required.
· The payment schedule for the contractor, subcontractors and suppliers.
· An estimated start and completion date.
· The contractor’s obligation to obtain all necessary permits.
· How change orders will be handled. A change order — common on most remodeling jobs — is a written authorization to the contractor to make a change or addition to the work described in the original contract. It could affect the project’s cost and schedule. Remodelers often require payment for change orders before work begins.
· A detailed list of all materials including color, model, size, brand name, and product.
· Warranties covering materials and workmanship. The names and addresses of the parties honoring the warranties — contractor, distributor or manufacturer — must be identified. The length of the warranty period and any limitations also should be spelled out.
· What the contractor will and will not do. For example, is site clean-up and trash hauling included in the price? Ask for a "broom clause." It makes the contractor responsible for all clean-up work, including spills and stains.
· Oral promises also should be added to the written contract.
· A written statement of your right to cancel the contract within three business days if you signed it in your home or at a location other than the seller’s permanent place of business. During the sales transaction, the salesperson ( power washing contractor) must give you two copies of a cancellation form (one to keep and one to send back to the company) and a copy of your contract or receipt. The contract or receipt must be dated, show the name and address of the seller, and explain your right to cancel.
Keeping RecordsKeep all paperwork related to your project in one place. This includes copies of the contract, change orders and correspondence with your home improvement professionals. Keep a log or journal of all phone calls, conversations and activities. You also might want to take photographs as the job progresses. These records are especially important if you have problems with your project — during or after construction.
Completing the Job: A Check list Before you sign off and make the final payment, use this checklist to make sure the job is complete. Check that:
· All work meets the standards spelled out in the contract.
· You have written warranties for materials and workmanship.
· You have proof that all subcontractors and suppliers have been paid.
· The job site has been cleaned up and cleared of excess materials, tools and equipment.
· You have inspected and approved the completed work.
Where to ComplainIf you have a problem with your home improvement project, first try to resolve it with the contractor. Many disputes can be resolved at this level. Follow any phone conversations with a letter you send by certified mail. Request a return receipt. That’s your proof that the company received your letter. Keep a copy for your files.
If you can’t get satisfaction, consider contacting the following organizations for further information and help:
· State and local consumer protection offices.
· Your state or local Builders Association and/or Remodelors Council.
· Your local Better Business Bureau.
· Action line and consumer reporters. Check with your local newspaper, TV, and radio stations for contacts.
· Local dispute resolution programs.
For More Information
• Federal Trade Commission: http://www.ftc.gov/
• National Association of Home Builders Remodelors™ Council: http://www.nahb.com/
To order a free copy of How to Find a Professional Remodeler, send a self-addressed stamped envelope to:
NAHB Remodelors CouncilDept. FT1201 15th Street, NWWashington, DC 20005
• National Association of Consumer Agency Administrators: http://www.nacaanet.org/1010 Vermont Avenue, NWSuite 514Washington, DC 20005E-mail: nacaa@erols.com
Wednesday, December 12, 2007
Sunday, December 2, 2007
First Choice Power Washing LLC Employee Handbook
Employee Handbook
Welcome to First Choice Power Washing LLC!
Dear Employee:
You and First Choice Power Washing LLC have made an important decision: The Company has decided you can contribute to our success, and you've decided that First Choice Power Washing LLC is the organization where you can pursue your career productively and enjoyably.
We believe we've each made the right decision, one that will result in a profitable relationship. The minute you start working here, you become an integral part of
First Choice Power Washing LLC and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.
As you will quickly discover, our success is based on delivering high quality products and providing unsurpassed customer service. How do we do it? By working very hard, thinking about our customers' needs, and doing whatever it takes. We do it by treating each other and customers with respect. We do it by acting as a team.
Should you have any questions concerning this handbook, your employment or benefits, please feel free to discuss them with your supervisor or manager.
Again, welcome!
Introduction & Description of Company
Please insert a description of your company, its goals, mission statement and values
Confidentiality Agreement
Information that pertains to First Choice Power Washing LLC's business, including all nonpublic information concerning the Company, its vendors and suppliers, is strictly confidential and must not be given to people who are not employed by First Choice Power Washing LLC.
Please help protect confidential information - which may include, for example, trade secrets, customer lists and company financial information - by taking the following precautionary measures:
1 Discuss work matters only with other First Choice Power Washing LLC employees who have a specific business reason to know or have access to such information.
2 Do not discuss work matters in public places.
3 Monitor and supervise visitors to First Choice Power Washing LLC to insure that they do not have access to company information.
4 Destroy hard copies of documents containing confidential information that is not filed or archived.
5 Secure confidential information in desk drawers and cabinets at the end of every business day.
Your cooperation is particularly important because of our obligation to protect the security of our clients' and our own confidential information. Use your own sound judgment and good common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult a First Choice Power Washing LLC officer.
Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of First Choice Power Washing LLC. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.
Examples of potential conflict situations include:
1 Having a financial interest in any business transaction with First Choice Power Washing LLC
2 Owning or having a significant financial interest in, or other relationship with, a First Choice Power Washing LLC competitor, customer or supplier, and
3 Accepting gifts, entertainment or other benefit of more than a nominal value from a First Choice Power Washing LLC competitor, customer or supplier.
Anyone with a conflict of interest must disclose it to management and remove themselves from negotiations, deliberations or votes involving the conflict. You may, however, state your position and answer questions when your knowledge may be of assistance to First Choice Power Washing LLC.
Anti Discrimination & Harassment
Americans with Disabilities Act
It is First Choice Power Washing LLC's policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. First Choice Power Washing LLC is committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. First Choice Power Washing LLC recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.
Equal Opportunity Policy
First Choice Power Washing LLC provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status or any other category protected by federal, state and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training and social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.
Policy Prohibiting Harassment and Discrimination
First Choice Power Washing LLC strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training.
Prohibited Behavior
First Choice Power Washing LLC does not and will not tolerate any type of harassment of our employees, applicants for employment, or our customers. Discriminatory conduct or conduct characterized as harassment as defined below is prohibited.
The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct may constitute sexual harassment when it:
1 is made an explicit or implicit condition of employment
2 is used as the basis for employment decisions
3 unreasonably interferes with an individual's work performance, or
4 creates an intimidating, hostile or offensive working environment.
The types of conduct covered by this policy include: demands or subtle pressure for sexual favors accompanied by a promise of favorable job treatment or a threat concerning employment.
Specifically, it includes sexual behavior such as:
1 repeated sexual flirtations, advances or propositions
2 continued and repeated verbal abuse of a sexual nature,
3 sexually related comments and joking, graphic or
4 degrading comments about an employee’s appearance
5 or displaying sexually suggestive objects or pictures
6 including cartoons and vulgar email messages, and
7 any uninvited physical contact or touching, such as patting, pinching or repeated brushing against another’s body.
Such conduct may constitute sexual harassment regardless of whether the conduct is between members of management, between management and staff employees, between staff employees, or directed at employees by nonemployees conducting business with the Company, regardless of gender or sexual orientation.
Harassment by Nonemployees
First Choice Power Washing LLC will also endeavor to protect employees, to the extent possible, from reported harassment by nonemployees in the workplace, including customers, clients and suppliers.
Complaint Procedure and Investigation
Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to Michael Kreisle. If that person is not available, or you believe it would be inappropriate to contact that person, contact Denise Poynter or .
First Choice Power Washing LLC will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time employees have an obligation to cooperate First Choice Power Washing LLC in enforcing this policy and investigating and remedying complaints.
Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise Michael Kreisle or any other appropriate member of management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.
Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in good faith will not be adversely affected in terms and conditions of employment and will not be retaliated against or discharged because of the complaint.
In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.
Training
First Choice Power Washing LLC will establish proper training for all employees concerning their rights to be free from sexual harassment and other discrimination and steps they can take to stop it.
Employment at Will
Unless expressly proscribed by statute or contract, your employment is "at will." All First Choice Power Washing LLC employees are at will, which means they may be terminated at any time and for any reason, with or without advance notice. Employees are also free to quit at any time. Any employment relationship other than at will must be set out in writing and signed by First Choice Power Washing LLC's Michael Kreisle.
Compensation & Work Schedule
Attendance & Punctuality
Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as far in advance as possible. If you do not call in an absence in advance, it will be considered unexcused.
Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, up to and including discharge.
Breaks
General
Employees are entitled to a 15 minute break for rest twice each day.
Employees are also entitled to a 45 minute unpaid break for meals during each work period.
Breaks may be scheduled at staggered times to allow department coverage.
Kentucky
Employees are entitled to two, 10 minute paid breaks for rest spaced approximately evenly throughout the work period. Breaks may be scheduled at staggered times to allow department coverage.
Employees are also entitled to a reasonable break for meals within three and five hours into the work period.
General Pay Information
Certain deductions will be made in accordance with federal and state laws.
In addition, the Company makes available certain voluntary deductions as part of the Company’s benefits program. If an employee elects supplemental coverage under one of the Company's benefits plans, which requires employee contributions, the employee's share of the cost will be deducted from his or her check each pay period. If the employee is not receiving a payroll check due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost directly to the Company.
Outside Employment
Because of First Choice Power Washing LLC's obligations to its customers, the Company must be aware of any concurrent employment you may have to determine whether or not it presents a potential conflict.
Serving on any public or government board or commission qualifies as employment for purposes of this policy, regardless of whether such service is compensated.
Before beginning or continuing outside employment, employees are required to complete a questionnaire detailing the involvement with the other employer and to obtain the written approval of their managers and . Failing to obtain prior approval as described may be cause for disciplinary action, up to and including termination. Employees who are on leave of absence, including FMLA leave or Workers' Compensation leave are prohibited from having outside employment during their leave.
Pay Schedule
Employees will be paid on Friday every two weeks. If the regular payday falls on a holiday, payday will be the last regular workday before the holiday.
The pay week starts at the beginning of your shift on Monday and includes all work you perform up to the close of business on Sunday.
A few additional facts about pay:
1 You will be paid your first week's wages at the end of the first workweek.
2 Any overtime earnings will be paid one week following the actual hours worked.
3 You can receive vacation pay in advance if you are taking five consecutive days, and that check will be distributed on the last payday preceding vacation. To be paid in advance you must notify your supervisor one week before your vacation begins so that a check can be prepared.
4 If a paycheck is lost or stolen, notify Accountant immediately.
Performance Reviews and Salary Increases
Wage reviews are conducted First 30 days then every 90 days for each employee, and salary increases are based on those reviews, as well as our profitability. However, an employee receiving a performance appraisal will not necessarily receive a salary increase.
Conduct Standards
Company Equipment and Vehicles
When using First Choice Power Washing LLC property, including computer equipment or hardware, exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or in need of repair. This prompt reporting could prevent the equipment's deterioration and could also help prevent injury to you or others. Should you have questions about the maintenance and care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may be disciplined or even discharged. In addition, you may be held financially responsible for any loss to First Choice Power Washing LLC because of such mistreatment.
Company Property
Please keep your work area neat and clean and use normal care in handling company property. Report any broken or damaged equipment to your manager at once so that proper repairs can be made.
You may not use any company property for personal purposes or remove any company property from the premises without prior written permission from Michael Kreisle.
Conduct Standards & Discipline
First Choice Power Washing LLC expects every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with company personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any company policy, practice or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that First Choice Power Washing LLC retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
· unsatisfactory quality or quantity of work
· repeated unexcused absences or lateness
· failing to follow instructions or Company procedures, or
· failing to follow established safety regulations.
Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
· falsifying an employment application or any other company records or documents
· failing to record working time accurately or recording a co-worker’s timesheet
· insubordination or other refusal to perform
· using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination
· disorderly conduct, fighting or other acts of violence
· misusing, destroying or stealing company property or another person’s property
· possessing, entering with or using weapons on company property
· possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee's system, on company property or on company time
· violating conflict of interest rules
· disclosing or using confidential or proprietary information without authorization
· violating the Company’s computer or software use policies, and
· being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.
Dress Policy
Appropriate office attire is required. Suppliers and customers visit our office and we wish to put forth an image that will make us all proud to be First Choice Power Washing LLC employees. Be guided by common sense and good taste. Specific standards may be required.
Business casual dress will be permitted on Fridays and business days that fall just before a holiday.
Drug and Alcohol Policy
First Choice Power Washing LLC strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers' and customers' confidence in our company.
Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing company business for First Choice Power Washing LLC, while operating a motor vehicle in the course of business or for any job-related purpose, or while on company premises or a worksite.
Illegal Drugs
First Choice Power Washing LLC employees are prohibited from using or being under the influence of illegal drugs while performing company business or while on a company facility or worksite. You may not use, manufacture, distribute, purchase, transfer or possess an illegal drug while in First Choice Power Washing LLC facilities, while operating a motor vehicle for any job-related purpose or while on the job, or while performing company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.
Disciplinary Action
Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.
Searches
First Choice Power Washing LLC may conduct searches for illegal drugs or alcohol on company facilities or worksites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any First Choice Power Washing LLC property that is provided for employees' personal use, such as desks, lockers, and files.
An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.
Drug Testing
First Choice Power Washing LLC may require a blood test, urinalysis, hair test or other drug or alcohol screening of employees suspected of using or being under the influence of drugs or alcohol or where other circumstances or workplace conditions justify such testing. The refusal to consent to testing may result in disciplinary action, including termination.
Ethical and Legal Business Practices
First Choice Power Washing LLC expects the highest standard of ethical conduct and fair dealing from each employee, officer, director, volunteer and all others associated with the Company. Our reputation is a valuable asset, and we must continually earn the trust, confidence and respect of our suppliers, our members, our customers and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. You should also be guided by basic honesty and good judgment, and be sensitive to others’ perceptions and interpretations.
If you have any questions about this policy, consult your supervisor or manager. Exceptions to this policy may be made only by Michael Kreisle.
You are expected to promptly disclose to the management of the company anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management's attention.
Complying With Laws and Regulations
All our activities are to be conducted in compliance with the letter and spirit of all laws and regulations. You are charged with the responsibility of understanding the applicable laws, recognizing potential dangers and knowing when to seek legal advice.
Giving and Receiving Gifts
You may not give or receive money or any gift to or from a supplier, government official or other organization. Exceptions may be made for gifts that are customary and lawful, are of nominal value and are authorized in advance.
You may accept meals and refreshments if they are infrequent, are of nominal value and are in connection with business discussions.
If you do receive a gift or other benefit of more than nominal value, report it promptly to a member of management. It will be returned or donated to a suitable charity.
Employee Privacy and Other Confidential Information
First Choice Power Washing LLC collects only personal information about employees that relates to their employment. Only people with a business-related need to know are given access to this information, and Michael Kreisle must authorize any release of the information to others. Personal information, other than that required to verify employment or to satisfy legitimate investigatory or legal requirements, will be released outside the company only with employee approval.
If you have access to any confidential information, including private employee information, you are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of confidential information will not be tolerated.
Accounting and Financial Reports
First Choice Power Washing LLC's financial statements and all books and records on which they are based must accurately reflect the Company's transactions. All disbursements and receipts must be properly authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported and supported by receipts.
Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accord with Generally Accepted Accounting Principles.
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client or customer.
Compliance
Employees who fail to comply with this policy will be disciplined, which may include a demand for reimbursement of any losses or damages, termination of employment and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.
Grievances
Employees are encouraged to bring concerns, problems and grievances to management's attention. You are also obligated to report any wrongdoing of which you become aware to your manager or, if the situation warrants, to any First Choice Power Washing LLC officer.
Insider Trading
In addition to our general obligation to observe the law, one of the most important responsibilities of all First Choice Power Washing LLC employees is to protect the company's reputation for ethical and honest dealing. Our reputation could be irreparably damaged if inside information is inappropriately disclosed such that it affects the stock price of our company or that of a client or any other company with whom we have a relationship. Bearing this in mind, you are forbidden from sharing or disclosing company information in any way that could be deemed insider trading or give the appearance of such conduct.
Zero Tolerance for Workplace Violence
First Choice Power Washing LLC has a zero-tolerance policy concerning threats, intimidation and violence of any kind in the workplace either committed by or directed to our employees. Employees who engage in such conduct will be disciplined, up to and including immediate termination of employment.
Employees are not permitted to bring weapons of any kind onto company premises or to company functions. Any employee who is suspected of possessing a weapon will be subject to a search at the company's discretion. Such searches may include, but not be limited to, the employee's personal effects, desk and workspace.
If an employee feels he or she has been subjected to threats or threatening conduct by a coworker, vendor or customer, the employee should notify his or her supervisor or another member of management immediately. Employees will not be penalized for reporting such concerns.
Leave
Family Medical Leave (FMLA)
General
Family and Medical Leave
You are eligible for family and medical leave if you have worked for First Choice Power Washing LLC for at least 12 months and have put in at least 1,250 hours during the 12 month period before the leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:
· to attend to the birth, adoption or foster care placement of your child
· to attend to the serious health condition of your child, spouse or parent, or
· to receive care for your own serious health condition.
A serious health condition means an illness, injury, impairment, or physical or mental condition during which you are incapable of working that involves either:
· treatment requiring inpatient care in a hospital, hospice or residential care facility, or
· continuing treatment by a health care provider for a condition that lasts more than three consecutive days, or for pregnancy or prenatal care or for a chronic health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity, such as serious asthma or diabetes.
It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for restorative surgery or for a condition which would likely make you incapable of working for more than three days if not treated, such as chemotherapy or radiation treatments for cancer.
Substituting Paid Leave
You must substitute accrued vacation or personal leave time for family and medical leave. And if the request for leave is due to your own serious health condition, you must first exhaust all accrued sick leave time. Any accrued vacation or personal leave time will then be used. Your total FMLA leave time, which may include paid vacation and sick time, may not exceed 12 weeks. The Company has the right to designate such leaves as running concurrently with FMLA leave.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care must be taken in one continuous 12-week segment and must be taken within 12 months of the birth or placement of the child. You may take leave due to your own or a family member’s serious health condition in:
· one continuous 12 week segment
· an intermittent schedule, such as one day off each week, or
· a reduced schedule, such as beginning two hours late, twice a week.
Notice of Leave
If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to schedule the treatment so as not to unduly disrupt the work of your department. If your need for leave is not foreseeable, you must request it as soon as practicable, no later than two business days after the need for leave arises.
Medical Certification
If leave is requested due to your own or a family member's serious health condition, you must provide medical certification from an appropriate health care provider. The medical certification must include the date on which the condition began and its probable duration. You may be denied leave if you do not provide satisfactory certification. First Choice Power Washing LLC may also require a second opinion or third opinion regarding certification of a serious health condition, at our expense.
Outside Employment
You may not work for outside employers while on family and medical leave with First Choice Power Washing LLC.
Returning to Work
If your leave is due to your own medical condition, you are required to provide medical certification that you are able to resume work before returning. Both you and your health care provider must complete a Return to Work Medical Certification.
Upon returning to work, you will ordinarily be entitled to be restored to your former position or to an equivalent position with the same employment benefits and pay if possible. If you do not return to work at the end of the leave and do not notify First Choice Power Washing LLC of your status, you may be terminated.
Benefits During Leave
Taking family and medical leave will not cause you to lose any employment benefits accrued prior to the first day of leave. The leave period will be treated as continued service for purposes of determining vesting and eligibility to participate in any retirement plan in effect. However, employees on FMLA leave normally will not accrue any other additional benefits during the leave period, unless it is paid leave under which benefits would otherwise accrue.
First Choice Power Washing LLC will maintain your insurance benefits while you are on leave, although you may be required to pay your portion of the premium. However, if you do not return to work after the leave, you may be asked to reimburse us for the cost of maintaining insurance coverage during the leave. This provision will not apply in cases where your inability to return is through no fault of your own -- for example, at the end of leave you remain physically unable to return due to your serious health condition.
Misrepresenting Reasons for Leave
If you intentionally misrepresent the reasons for requesting family and medical leave, you may be discharged.
Time Off To Vote
General
Employees who are eligible to vote but do not have sufficient time outside of regular working hours to vote in a statewide election, may request time off to do so. The time off will be without pay. Such time off will be granted at your supervisor’s discretion.
Kentucky
Employees who are eligible to vote in an election may request up to four hours without pay to vote. If you plan to take such time off, notify your supervisor before Election Day.
Safety & Emergency
Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active role in preventing fires.
Employees are required to observe all OSHA safety requirements and regulations. Flammable materials are to be stored in covered metal containers. Employees should not block any fire doors, fire exits, fire extinguishers, windows or doorways. Review the fire escape routes posted in each work area.
Safety
First Choice Power Washing LLC is committed to maintaining a safe and healthy environment for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues immediately to your manager.
If you or another employee is injured, contact your supervisor or manager immediately. Seek help from outside emergency response agencies, if needed. Contact information is posted .
You must complete an Employee's Claim for Worker's Compensation Benefits Form if you have an injury that requires medical attention. If your inquiry does not require medical attention, you must still complete a Supervisor and Employee Report of Accident Form in case medical treatment is later needed and to ensure that any existing safety hazards are corrected. You can obtain the required forms from .
A federal law, the Occupational Safety and Health Act, requires that we keep records of all illnesses and accidents that occur on the job. OSHA also provides for your right to know about any health hazards which might be present on the job.
In addition, the state Workers' Compensation Act also requires that you report any illness or injury caused by the workplace, no matter how slight. If you do not report an injury, you may jeopardize your right to collect workers' compensation payments as well as health benefits.
You can get the required reporting paperwork from .
Security
First Choice Power Washing LLC is committed to ensuring employees' security. Our premises are equipped with both security alarms that are active outside working hours and a fire alarm system. If you have a security concern or need more information about operating these systems, contact .
All employees are given identification cards when they join the Company. Wear your ID at all times while on Company business, whether you are on or off Company premises. If you leave First Choice Power Washing LLC, you must surrender your ID and any company keys you have been issued.
Emergency Measures (Inclement Weather)
We realize that bad weather or hazardous commuting conditions may occasionally make it impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor as soon as possible. Your absence will be charged to personal or vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every effort will be made to notify employees. If there is a question as to whether the office will be open, call your place of work. If there is no answer within one hour after the normal start time, assume the office is closed.
Corporate Communications & Technology
Use of Company Communication Systems
Because First Choice Power Washing LLC reserves the right to access any personal communication without prior notice, employees should not use company systems to transmit any messages or to access any information that they would not want a third party to hear or see. Although incidental and occasional personal use of the company's systems is permitted, any such personal use will be treated the same as all other communications under this policy. However, employees are at all times prohibited from accessing or downloading information from the Internet for personal use.
Telephone Usage
The telephone system (including voicemail) at First Choice Power Washing LLC is the property of the company and is provided for business purposes. First Choice Power Washing LLC may periodically monitor the usage of the telephone systems to ensure compliance with this policy. Therefore, employees should not consider their conversations on the company's telephone system to be private.
Personal Mail
All mail delivered to the company is presumed to be related to company business. Mail sent to you at the company will be opened by the office and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home.
Employee Benefits
Worker's Compensation
First Choice Power Washing LLC provides insurance to compensate for any illness or injury an employee might suffer while working on company premises, traveling on official company business, or attending an activity officially sponsored by the Company. If you become ill or injured, please get medical attention at once.
You must also report the details to your supervisor immediately. And you must complete a report for every injury, no matter how small, to keep the coverage in force and to get any benefits or other compensation to which you may be entitled.
Acknowledgement of receipt and understanding
I acknowledge that I have received the First Choice Power Washing LLC Employee Handbook and that I have read and understand the policies.
I understand that this Handbook represents only current policies and benefits, and that it does not create a contract of employment. First Choice Power Washing LLC retains the right to change these policies and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the Company has the same right. I further understand that my status as an "at will" employee may not be changed except in writing and signed by the President of the Company.
I understand that the information I come into contact with during my employment is proprietary to the Company and accordingly, I agree to keep it confidential, which means I will not use it other than in the performance of my duties or disclose it to any person or entity outside the Company. I understand that I must comply with all of the provisions of the Handbook to have access to and use Company resources. I also understand that if I do not comply with all provisions of the Handbook, my access to Company resources may be revoked, and I may be subject to disciplinary action up to and including discharge.
I further understand that I am obligated to familiarize myself with the Company's safety, health, and emergency procedures as outlined in this Handbook or in other documents.
___________________________________
Signature Date
___________________________________ Please Print Your Name
Welcome to First Choice Power Washing LLC!
Dear Employee:
You and First Choice Power Washing LLC have made an important decision: The Company has decided you can contribute to our success, and you've decided that First Choice Power Washing LLC is the organization where you can pursue your career productively and enjoyably.
We believe we've each made the right decision, one that will result in a profitable relationship. The minute you start working here, you become an integral part of
First Choice Power Washing LLC and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.
As you will quickly discover, our success is based on delivering high quality products and providing unsurpassed customer service. How do we do it? By working very hard, thinking about our customers' needs, and doing whatever it takes. We do it by treating each other and customers with respect. We do it by acting as a team.
Should you have any questions concerning this handbook, your employment or benefits, please feel free to discuss them with your supervisor or manager.
Again, welcome!
Introduction & Description of Company
Please insert a description of your company, its goals, mission statement and values
Confidentiality Agreement
Information that pertains to First Choice Power Washing LLC's business, including all nonpublic information concerning the Company, its vendors and suppliers, is strictly confidential and must not be given to people who are not employed by First Choice Power Washing LLC.
Please help protect confidential information - which may include, for example, trade secrets, customer lists and company financial information - by taking the following precautionary measures:
1 Discuss work matters only with other First Choice Power Washing LLC employees who have a specific business reason to know or have access to such information.
2 Do not discuss work matters in public places.
3 Monitor and supervise visitors to First Choice Power Washing LLC to insure that they do not have access to company information.
4 Destroy hard copies of documents containing confidential information that is not filed or archived.
5 Secure confidential information in desk drawers and cabinets at the end of every business day.
Your cooperation is particularly important because of our obligation to protect the security of our clients' and our own confidential information. Use your own sound judgment and good common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult a First Choice Power Washing LLC officer.
Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of First Choice Power Washing LLC. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.
Examples of potential conflict situations include:
1 Having a financial interest in any business transaction with First Choice Power Washing LLC
2 Owning or having a significant financial interest in, or other relationship with, a First Choice Power Washing LLC competitor, customer or supplier, and
3 Accepting gifts, entertainment or other benefit of more than a nominal value from a First Choice Power Washing LLC competitor, customer or supplier.
Anyone with a conflict of interest must disclose it to management and remove themselves from negotiations, deliberations or votes involving the conflict. You may, however, state your position and answer questions when your knowledge may be of assistance to First Choice Power Washing LLC.
Anti Discrimination & Harassment
Americans with Disabilities Act
It is First Choice Power Washing LLC's policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. First Choice Power Washing LLC is committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. First Choice Power Washing LLC recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.
Equal Opportunity Policy
First Choice Power Washing LLC provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status or any other category protected by federal, state and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training and social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.
Policy Prohibiting Harassment and Discrimination
First Choice Power Washing LLC strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training.
Prohibited Behavior
First Choice Power Washing LLC does not and will not tolerate any type of harassment of our employees, applicants for employment, or our customers. Discriminatory conduct or conduct characterized as harassment as defined below is prohibited.
The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct may constitute sexual harassment when it:
1 is made an explicit or implicit condition of employment
2 is used as the basis for employment decisions
3 unreasonably interferes with an individual's work performance, or
4 creates an intimidating, hostile or offensive working environment.
The types of conduct covered by this policy include: demands or subtle pressure for sexual favors accompanied by a promise of favorable job treatment or a threat concerning employment.
Specifically, it includes sexual behavior such as:
1 repeated sexual flirtations, advances or propositions
2 continued and repeated verbal abuse of a sexual nature,
3 sexually related comments and joking, graphic or
4 degrading comments about an employee’s appearance
5 or displaying sexually suggestive objects or pictures
6 including cartoons and vulgar email messages, and
7 any uninvited physical contact or touching, such as patting, pinching or repeated brushing against another’s body.
Such conduct may constitute sexual harassment regardless of whether the conduct is between members of management, between management and staff employees, between staff employees, or directed at employees by nonemployees conducting business with the Company, regardless of gender or sexual orientation.
Harassment by Nonemployees
First Choice Power Washing LLC will also endeavor to protect employees, to the extent possible, from reported harassment by nonemployees in the workplace, including customers, clients and suppliers.
Complaint Procedure and Investigation
Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to Michael Kreisle. If that person is not available, or you believe it would be inappropriate to contact that person, contact Denise Poynter or .
First Choice Power Washing LLC will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time employees have an obligation to cooperate First Choice Power Washing LLC in enforcing this policy and investigating and remedying complaints.
Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise Michael Kreisle or any other appropriate member of management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.
Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in good faith will not be adversely affected in terms and conditions of employment and will not be retaliated against or discharged because of the complaint.
In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.
Training
First Choice Power Washing LLC will establish proper training for all employees concerning their rights to be free from sexual harassment and other discrimination and steps they can take to stop it.
Employment at Will
Unless expressly proscribed by statute or contract, your employment is "at will." All First Choice Power Washing LLC employees are at will, which means they may be terminated at any time and for any reason, with or without advance notice. Employees are also free to quit at any time. Any employment relationship other than at will must be set out in writing and signed by First Choice Power Washing LLC's Michael Kreisle.
Compensation & Work Schedule
Attendance & Punctuality
Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as far in advance as possible. If you do not call in an absence in advance, it will be considered unexcused.
Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, up to and including discharge.
Breaks
General
Employees are entitled to a 15 minute break for rest twice each day.
Employees are also entitled to a 45 minute unpaid break for meals during each work period.
Breaks may be scheduled at staggered times to allow department coverage.
Kentucky
Employees are entitled to two, 10 minute paid breaks for rest spaced approximately evenly throughout the work period. Breaks may be scheduled at staggered times to allow department coverage.
Employees are also entitled to a reasonable break for meals within three and five hours into the work period.
General Pay Information
Certain deductions will be made in accordance with federal and state laws.
In addition, the Company makes available certain voluntary deductions as part of the Company’s benefits program. If an employee elects supplemental coverage under one of the Company's benefits plans, which requires employee contributions, the employee's share of the cost will be deducted from his or her check each pay period. If the employee is not receiving a payroll check due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost directly to the Company.
Outside Employment
Because of First Choice Power Washing LLC's obligations to its customers, the Company must be aware of any concurrent employment you may have to determine whether or not it presents a potential conflict.
Serving on any public or government board or commission qualifies as employment for purposes of this policy, regardless of whether such service is compensated.
Before beginning or continuing outside employment, employees are required to complete a questionnaire detailing the involvement with the other employer and to obtain the written approval of their managers and . Failing to obtain prior approval as described may be cause for disciplinary action, up to and including termination. Employees who are on leave of absence, including FMLA leave or Workers' Compensation leave are prohibited from having outside employment during their leave.
Pay Schedule
Employees will be paid on Friday every two weeks. If the regular payday falls on a holiday, payday will be the last regular workday before the holiday.
The pay week starts at the beginning of your shift on Monday and includes all work you perform up to the close of business on Sunday.
A few additional facts about pay:
1 You will be paid your first week's wages at the end of the first workweek.
2 Any overtime earnings will be paid one week following the actual hours worked.
3 You can receive vacation pay in advance if you are taking five consecutive days, and that check will be distributed on the last payday preceding vacation. To be paid in advance you must notify your supervisor one week before your vacation begins so that a check can be prepared.
4 If a paycheck is lost or stolen, notify Accountant immediately.
Performance Reviews and Salary Increases
Wage reviews are conducted First 30 days then every 90 days for each employee, and salary increases are based on those reviews, as well as our profitability. However, an employee receiving a performance appraisal will not necessarily receive a salary increase.
Conduct Standards
Company Equipment and Vehicles
When using First Choice Power Washing LLC property, including computer equipment or hardware, exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or in need of repair. This prompt reporting could prevent the equipment's deterioration and could also help prevent injury to you or others. Should you have questions about the maintenance and care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may be disciplined or even discharged. In addition, you may be held financially responsible for any loss to First Choice Power Washing LLC because of such mistreatment.
Company Property
Please keep your work area neat and clean and use normal care in handling company property. Report any broken or damaged equipment to your manager at once so that proper repairs can be made.
You may not use any company property for personal purposes or remove any company property from the premises without prior written permission from Michael Kreisle.
Conduct Standards & Discipline
First Choice Power Washing LLC expects every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with company personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any company policy, practice or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that First Choice Power Washing LLC retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
· unsatisfactory quality or quantity of work
· repeated unexcused absences or lateness
· failing to follow instructions or Company procedures, or
· failing to follow established safety regulations.
Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
· falsifying an employment application or any other company records or documents
· failing to record working time accurately or recording a co-worker’s timesheet
· insubordination or other refusal to perform
· using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination
· disorderly conduct, fighting or other acts of violence
· misusing, destroying or stealing company property or another person’s property
· possessing, entering with or using weapons on company property
· possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee's system, on company property or on company time
· violating conflict of interest rules
· disclosing or using confidential or proprietary information without authorization
· violating the Company’s computer or software use policies, and
· being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.
Dress Policy
Appropriate office attire is required. Suppliers and customers visit our office and we wish to put forth an image that will make us all proud to be First Choice Power Washing LLC employees. Be guided by common sense and good taste. Specific standards may be required.
Business casual dress will be permitted on Fridays and business days that fall just before a holiday.
Drug and Alcohol Policy
First Choice Power Washing LLC strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers' and customers' confidence in our company.
Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing company business for First Choice Power Washing LLC, while operating a motor vehicle in the course of business or for any job-related purpose, or while on company premises or a worksite.
Illegal Drugs
First Choice Power Washing LLC employees are prohibited from using or being under the influence of illegal drugs while performing company business or while on a company facility or worksite. You may not use, manufacture, distribute, purchase, transfer or possess an illegal drug while in First Choice Power Washing LLC facilities, while operating a motor vehicle for any job-related purpose or while on the job, or while performing company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.
Disciplinary Action
Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.
Searches
First Choice Power Washing LLC may conduct searches for illegal drugs or alcohol on company facilities or worksites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any First Choice Power Washing LLC property that is provided for employees' personal use, such as desks, lockers, and files.
An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.
Drug Testing
First Choice Power Washing LLC may require a blood test, urinalysis, hair test or other drug or alcohol screening of employees suspected of using or being under the influence of drugs or alcohol or where other circumstances or workplace conditions justify such testing. The refusal to consent to testing may result in disciplinary action, including termination.
Ethical and Legal Business Practices
First Choice Power Washing LLC expects the highest standard of ethical conduct and fair dealing from each employee, officer, director, volunteer and all others associated with the Company. Our reputation is a valuable asset, and we must continually earn the trust, confidence and respect of our suppliers, our members, our customers and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. You should also be guided by basic honesty and good judgment, and be sensitive to others’ perceptions and interpretations.
If you have any questions about this policy, consult your supervisor or manager. Exceptions to this policy may be made only by Michael Kreisle.
You are expected to promptly disclose to the management of the company anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management's attention.
Complying With Laws and Regulations
All our activities are to be conducted in compliance with the letter and spirit of all laws and regulations. You are charged with the responsibility of understanding the applicable laws, recognizing potential dangers and knowing when to seek legal advice.
Giving and Receiving Gifts
You may not give or receive money or any gift to or from a supplier, government official or other organization. Exceptions may be made for gifts that are customary and lawful, are of nominal value and are authorized in advance.
You may accept meals and refreshments if they are infrequent, are of nominal value and are in connection with business discussions.
If you do receive a gift or other benefit of more than nominal value, report it promptly to a member of management. It will be returned or donated to a suitable charity.
Employee Privacy and Other Confidential Information
First Choice Power Washing LLC collects only personal information about employees that relates to their employment. Only people with a business-related need to know are given access to this information, and Michael Kreisle must authorize any release of the information to others. Personal information, other than that required to verify employment or to satisfy legitimate investigatory or legal requirements, will be released outside the company only with employee approval.
If you have access to any confidential information, including private employee information, you are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of confidential information will not be tolerated.
Accounting and Financial Reports
First Choice Power Washing LLC's financial statements and all books and records on which they are based must accurately reflect the Company's transactions. All disbursements and receipts must be properly authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported and supported by receipts.
Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accord with Generally Accepted Accounting Principles.
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client or customer.
Compliance
Employees who fail to comply with this policy will be disciplined, which may include a demand for reimbursement of any losses or damages, termination of employment and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.
Grievances
Employees are encouraged to bring concerns, problems and grievances to management's attention. You are also obligated to report any wrongdoing of which you become aware to your manager or, if the situation warrants, to any First Choice Power Washing LLC officer.
Insider Trading
In addition to our general obligation to observe the law, one of the most important responsibilities of all First Choice Power Washing LLC employees is to protect the company's reputation for ethical and honest dealing. Our reputation could be irreparably damaged if inside information is inappropriately disclosed such that it affects the stock price of our company or that of a client or any other company with whom we have a relationship. Bearing this in mind, you are forbidden from sharing or disclosing company information in any way that could be deemed insider trading or give the appearance of such conduct.
Zero Tolerance for Workplace Violence
First Choice Power Washing LLC has a zero-tolerance policy concerning threats, intimidation and violence of any kind in the workplace either committed by or directed to our employees. Employees who engage in such conduct will be disciplined, up to and including immediate termination of employment.
Employees are not permitted to bring weapons of any kind onto company premises or to company functions. Any employee who is suspected of possessing a weapon will be subject to a search at the company's discretion. Such searches may include, but not be limited to, the employee's personal effects, desk and workspace.
If an employee feels he or she has been subjected to threats or threatening conduct by a coworker, vendor or customer, the employee should notify his or her supervisor or another member of management immediately. Employees will not be penalized for reporting such concerns.
Leave
Family Medical Leave (FMLA)
General
Family and Medical Leave
You are eligible for family and medical leave if you have worked for First Choice Power Washing LLC for at least 12 months and have put in at least 1,250 hours during the 12 month period before the leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:
· to attend to the birth, adoption or foster care placement of your child
· to attend to the serious health condition of your child, spouse or parent, or
· to receive care for your own serious health condition.
A serious health condition means an illness, injury, impairment, or physical or mental condition during which you are incapable of working that involves either:
· treatment requiring inpatient care in a hospital, hospice or residential care facility, or
· continuing treatment by a health care provider for a condition that lasts more than three consecutive days, or for pregnancy or prenatal care or for a chronic health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity, such as serious asthma or diabetes.
It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for restorative surgery or for a condition which would likely make you incapable of working for more than three days if not treated, such as chemotherapy or radiation treatments for cancer.
Substituting Paid Leave
You must substitute accrued vacation or personal leave time for family and medical leave. And if the request for leave is due to your own serious health condition, you must first exhaust all accrued sick leave time. Any accrued vacation or personal leave time will then be used. Your total FMLA leave time, which may include paid vacation and sick time, may not exceed 12 weeks. The Company has the right to designate such leaves as running concurrently with FMLA leave.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care must be taken in one continuous 12-week segment and must be taken within 12 months of the birth or placement of the child. You may take leave due to your own or a family member’s serious health condition in:
· one continuous 12 week segment
· an intermittent schedule, such as one day off each week, or
· a reduced schedule, such as beginning two hours late, twice a week.
Notice of Leave
If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to schedule the treatment so as not to unduly disrupt the work of your department. If your need for leave is not foreseeable, you must request it as soon as practicable, no later than two business days after the need for leave arises.
Medical Certification
If leave is requested due to your own or a family member's serious health condition, you must provide medical certification from an appropriate health care provider. The medical certification must include the date on which the condition began and its probable duration. You may be denied leave if you do not provide satisfactory certification. First Choice Power Washing LLC may also require a second opinion or third opinion regarding certification of a serious health condition, at our expense.
Outside Employment
You may not work for outside employers while on family and medical leave with First Choice Power Washing LLC.
Returning to Work
If your leave is due to your own medical condition, you are required to provide medical certification that you are able to resume work before returning. Both you and your health care provider must complete a Return to Work Medical Certification.
Upon returning to work, you will ordinarily be entitled to be restored to your former position or to an equivalent position with the same employment benefits and pay if possible. If you do not return to work at the end of the leave and do not notify First Choice Power Washing LLC of your status, you may be terminated.
Benefits During Leave
Taking family and medical leave will not cause you to lose any employment benefits accrued prior to the first day of leave. The leave period will be treated as continued service for purposes of determining vesting and eligibility to participate in any retirement plan in effect. However, employees on FMLA leave normally will not accrue any other additional benefits during the leave period, unless it is paid leave under which benefits would otherwise accrue.
First Choice Power Washing LLC will maintain your insurance benefits while you are on leave, although you may be required to pay your portion of the premium. However, if you do not return to work after the leave, you may be asked to reimburse us for the cost of maintaining insurance coverage during the leave. This provision will not apply in cases where your inability to return is through no fault of your own -- for example, at the end of leave you remain physically unable to return due to your serious health condition.
Misrepresenting Reasons for Leave
If you intentionally misrepresent the reasons for requesting family and medical leave, you may be discharged.
Time Off To Vote
General
Employees who are eligible to vote but do not have sufficient time outside of regular working hours to vote in a statewide election, may request time off to do so. The time off will be without pay. Such time off will be granted at your supervisor’s discretion.
Kentucky
Employees who are eligible to vote in an election may request up to four hours without pay to vote. If you plan to take such time off, notify your supervisor before Election Day.
Safety & Emergency
Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active role in preventing fires.
Employees are required to observe all OSHA safety requirements and regulations. Flammable materials are to be stored in covered metal containers. Employees should not block any fire doors, fire exits, fire extinguishers, windows or doorways. Review the fire escape routes posted in each work area.
Safety
First Choice Power Washing LLC is committed to maintaining a safe and healthy environment for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues immediately to your manager.
If you or another employee is injured, contact your supervisor or manager immediately. Seek help from outside emergency response agencies, if needed. Contact information is posted .
You must complete an Employee's Claim for Worker's Compensation Benefits Form if you have an injury that requires medical attention. If your inquiry does not require medical attention, you must still complete a Supervisor and Employee Report of Accident Form in case medical treatment is later needed and to ensure that any existing safety hazards are corrected. You can obtain the required forms from .
A federal law, the Occupational Safety and Health Act, requires that we keep records of all illnesses and accidents that occur on the job. OSHA also provides for your right to know about any health hazards which might be present on the job.
In addition, the state Workers' Compensation Act also requires that you report any illness or injury caused by the workplace, no matter how slight. If you do not report an injury, you may jeopardize your right to collect workers' compensation payments as well as health benefits.
You can get the required reporting paperwork from .
Security
First Choice Power Washing LLC is committed to ensuring employees' security. Our premises are equipped with both security alarms that are active outside working hours and a fire alarm system. If you have a security concern or need more information about operating these systems, contact .
All employees are given identification cards when they join the Company. Wear your ID at all times while on Company business, whether you are on or off Company premises. If you leave First Choice Power Washing LLC, you must surrender your ID and any company keys you have been issued.
Emergency Measures (Inclement Weather)
We realize that bad weather or hazardous commuting conditions may occasionally make it impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor as soon as possible. Your absence will be charged to personal or vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every effort will be made to notify employees. If there is a question as to whether the office will be open, call your place of work. If there is no answer within one hour after the normal start time, assume the office is closed.
Corporate Communications & Technology
Use of Company Communication Systems
Because First Choice Power Washing LLC reserves the right to access any personal communication without prior notice, employees should not use company systems to transmit any messages or to access any information that they would not want a third party to hear or see. Although incidental and occasional personal use of the company's systems is permitted, any such personal use will be treated the same as all other communications under this policy. However, employees are at all times prohibited from accessing or downloading information from the Internet for personal use.
Telephone Usage
The telephone system (including voicemail) at First Choice Power Washing LLC is the property of the company and is provided for business purposes. First Choice Power Washing LLC may periodically monitor the usage of the telephone systems to ensure compliance with this policy. Therefore, employees should not consider their conversations on the company's telephone system to be private.
Personal Mail
All mail delivered to the company is presumed to be related to company business. Mail sent to you at the company will be opened by the office and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home.
Employee Benefits
Worker's Compensation
First Choice Power Washing LLC provides insurance to compensate for any illness or injury an employee might suffer while working on company premises, traveling on official company business, or attending an activity officially sponsored by the Company. If you become ill or injured, please get medical attention at once.
You must also report the details to your supervisor immediately. And you must complete a report for every injury, no matter how small, to keep the coverage in force and to get any benefits or other compensation to which you may be entitled.
Acknowledgement of receipt and understanding
I acknowledge that I have received the First Choice Power Washing LLC Employee Handbook and that I have read and understand the policies.
I understand that this Handbook represents only current policies and benefits, and that it does not create a contract of employment. First Choice Power Washing LLC retains the right to change these policies and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the Company has the same right. I further understand that my status as an "at will" employee may not be changed except in writing and signed by the President of the Company.
I understand that the information I come into contact with during my employment is proprietary to the Company and accordingly, I agree to keep it confidential, which means I will not use it other than in the performance of my duties or disclose it to any person or entity outside the Company. I understand that I must comply with all of the provisions of the Handbook to have access to and use Company resources. I also understand that if I do not comply with all provisions of the Handbook, my access to Company resources may be revoked, and I may be subject to disciplinary action up to and including discharge.
I further understand that I am obligated to familiarize myself with the Company's safety, health, and emergency procedures as outlined in this Handbook or in other documents.
___________________________________
Signature Date
___________________________________ Please Print Your Name
Questions to ask before hiring a Pressure Washing Contractor in Lexington, KY
The Top Ten Questions To Ask A Contractor Before You Invite Them To Your Home
Most licensed contractors are competent, honest, hardworking and financially responsible. However, home improvements, such as Pressure Cleaning, are a top source of consumer complaints nationwide. By asking these ten questions you will greatly reduce the chances of having a bad experience.
1. Are You Licensed?
Always make sure the company you are considering is properly licensed. Also, remember that anyone can say they are licensed, make them prove it with a copy of it, check the expiration dates, you can call the issuing authority and verify their licensing is in good standing. Kentucky has no state-wide licensing of Pressure Washing contractors. However, legitimate Pressure Washing Contractors will opt for the licensing in order to have a governing body that can vouch for their Insurance and validate their company. The Lexington Fayette Urban County Government (LFUCG) keeps on file, certificates of insurance, for Licensed Contractors for verification.
What are the risks? Generally Pressure Washing Contractors without licenses don't have them for a reason, which is a huge red flag. Licensing requires proof of Insurance. If somebody isn't licensed there is probably a really bad reason why not.
2. Do You Carry General Liability Insurance?
Make sure the Power Washing Company you are considering carries general liability insurance. This is the insurance that protects your home from damage or negligence of the contractor, his employees or any sub-contractors he hires and brings on your property. A one million dollar policy is the standard of the industry. Also, remember that anyone can say they are insured, make them prove it with a copy of his insurance certificate, check the expiration dates, you can call the issuing authority and verify their insurance is in force.
What are the risks? If something goes wrong you have three choices, (1) to pay for the damages and repairs out of your own pocket. (2) To go after the contractor for the costs, this means suing him. Which of course is the where the real problem starts. If a contractor can't afford to carry insurance, what are the chances that he has anything to sue him for? You can get a nice judgment of $50,000 against him, but how do you collect it from a guy that does everything illegally anyhow and doesn't have anything of value? (3) You will have to ask your homeowners policy to cover it. There is no guarantee of course that they will cover the loss. Insurance companies do their best to protect themselves by having verbiage in their contract with you that might require you to only hire licensed contractors and prove the work has been properly permitted. Contractors without insurance usually don't follow many of the other rules that insurance companies usually require either.
3. Do You Carry Workers Compensation Insurance?
Make sure they carry workers compensation insurance. It protects you from liability if a worker is injured while on your property. Be aware that if the contractor doesn’t carry workers’ compensation coverage, you could be liable for any injuries suffered by the contractor or any of his employees on your property.
If the contractor is a one-man operation, he can be exempt from having to carry workers’ compensation insurance. Ask him to show you his certificate of exemption from workers’ compensation. This is very risky for you thought. If he shows up with a helper and the helper gets hurt, with no workers’ compensation insurance, you may have to pay the medical bills. If the uninsured contractor is sloppy about verifying his sub-contractors workers compensation insurance and the sub-contractor gets hurt, again you may have to pay the medical bills.
What are the risks? Basically if anyone gets hurt while working on your home or business and they aren't covered by having workers compensation insurance coverage, you could be responsible, by law, for their medical treatments, which can be as simple as a few thousand dollars for a minor injury to hundreds or thousands for a major one.
Bottom line - It is always safer to deal with a fully insured contractor.
4. Do You Guarantee Your Work?
This is one of the most forgotten questions for customers. You wouldn't buy a car without a warranty would you? Ask about the warranty and ask if it is in writing. Never accept a verbal warranty of "If something breaks, I'll fix it." A verbal warranty will be worth the paper it is printed on. Always insist on a warranty in writing. The warranty should clearly spell out what is covered and what is not.
What are the risks? It's pretty simple; with nothing in writing you have no warranty. The moment the contractor cashes your final payment you have nothing to protect you from poor workmanship or an innocent defect.
5. Do You Provide References In Writing?
A good Pressure Washing contractor will be happy to provide you with dozens of written references. One of the best ways to gage a company’s ability is by talking to their past customers. Ask them how well the company met their promises, did they deliver on time, and most importantly would you hire them again or recommend them to others? Ask them what they like the most about working with them and what they could have improved upon.
What are the risks? Basically you are entering blindly into a relationship with someone on nothing but blind trust and hope. Most people operate in a pattern of repetition. Hopefully you got lucky and the person you hired will be one of the contractors who can do competent work.
6. Will You Provide Me With Written Lien Waivers?
Your Pressure Washing contractor should have no problem providing you with a written lien waiver at the end of the job. This is a legal document which say’s you have paid the contractor in full for the services rendered by the contract and the contractor waives his right to place a mechanics lien on your property. A good general contractor will also provide you with lien releases from any sub-contractors that do work on your project. This protects you in case the contractor doesn’t pay his sub-contractors after you have paid him in full. Without a lien release from the sub-contractors you could be liable for paying them. This amounts to you paying them twice!
What are the risks? You could end up paying for the work twice. The lien laws in Kentucky favor anyone working on your home or business and not you. A general contractor can sub-contract work to anyone they choose and not pay them for that work and that sub-contractor can hold you responsible for paying them, no matter if you paid the general contractor already or not.
7. Who Will Be In Charge Of The Job Once It Starts?
Make sure the Pressure Cleaning contractor himself or one of the high-level foreman/lead cleaners is on the job daily whenever work is being performed – especially when sub-contractors are being used. The responsible party must be intimately familiar with all aspects of your project. Remember, if you won’t be available during the cleaning, you will be leaving your home or business in the hands of the contractor. You must feel comfortable. You can’t be worried about what is going on when you are not home.
What are the risks? The risks are many and varied, basically you are hiring the Power Washing contractor who you have met and has established a level of trust with you. However, many contractors are nothing but salesmen, acquiring the job and selling it to someone else to complete. Will it be someone who you have never met and have no control over choosing to do the work? Even if the contractor keeps the work in house, who is going to show up everyday? Will it be the contractor or his foreman with years of experience, or will it be unskilled and unsupervised workers?
8. What Professional Organizations Are You A Member Of?
Well established Pressure Washing Business are affiliated with professional organizations such as the Better Business Bureau (BBB) and industry related organizations such as the NAHB (National Association of Home Builders), In all cases, these organizations only attract conscientious contractors interested in bettering the industry and in weeding out unprofessional contractors. In order to become a member, the contractor’s background and references are thoroughly investigated. While a new contractor may not be a member of any professional organizations, it is highly unlikely an established contractor would not be a member of at least one, unless there is a reason that he cannot join.
What are the risks? While the risks may be minor, there are contractors that just don't belong to any professional organizations, they are the rare exception and the vast majority of substantial companies do belong, because they understand the benefits of continuing education and peer review.
9. Ask Questions About How They Work
I can't stress how important this information can be to you. Ask questions such as how do they perform their work, what time do they start, how will they protect your landscape, how will the trash and debris be handled, do they work straight through a project? The answers to these questions will give you a clear picture of what type of contractor you are dealing with.
What are the risks? Maybe none or maybe you are in for a big surprise once work starts and you find yourself in a mess. Do yourself a favor and ask some specific questions so you can make an informed decision before you find it too late.
10. How many projects like mine have you completed in the last year?
Your Pressure Washing contractor should have experience in the type of cleaning project you want done - not just "cleaning experience". The more experience a Power Washing contractor has and the more he specializes in the work you need done, the better off you will be. Many Pressure Washing contractors dabble in anything that comes their way and never develop expertise in what they are doing.
What are the risks? They could be huge and long-lasting. What can be a routine task for a company that is familiar with the work required in your project, can be a real problem for one not familiar with it. This can lead to damages that don't show themselves until long after the work is done and sub-par quality. Everything is getting more and more complex in the world we live in. Don't put yourself in the position of hiring somebody and paying them while they learn on the job.
Pressure Washing Lexington, KY
http://www.firstchoicepowerwashing.com/
Most licensed contractors are competent, honest, hardworking and financially responsible. However, home improvements, such as Pressure Cleaning, are a top source of consumer complaints nationwide. By asking these ten questions you will greatly reduce the chances of having a bad experience.
1. Are You Licensed?
Always make sure the company you are considering is properly licensed. Also, remember that anyone can say they are licensed, make them prove it with a copy of it, check the expiration dates, you can call the issuing authority and verify their licensing is in good standing. Kentucky has no state-wide licensing of Pressure Washing contractors. However, legitimate Pressure Washing Contractors will opt for the licensing in order to have a governing body that can vouch for their Insurance and validate their company. The Lexington Fayette Urban County Government (LFUCG) keeps on file, certificates of insurance, for Licensed Contractors for verification.
What are the risks? Generally Pressure Washing Contractors without licenses don't have them for a reason, which is a huge red flag. Licensing requires proof of Insurance. If somebody isn't licensed there is probably a really bad reason why not.
2. Do You Carry General Liability Insurance?
Make sure the Power Washing Company you are considering carries general liability insurance. This is the insurance that protects your home from damage or negligence of the contractor, his employees or any sub-contractors he hires and brings on your property. A one million dollar policy is the standard of the industry. Also, remember that anyone can say they are insured, make them prove it with a copy of his insurance certificate, check the expiration dates, you can call the issuing authority and verify their insurance is in force.
What are the risks? If something goes wrong you have three choices, (1) to pay for the damages and repairs out of your own pocket. (2) To go after the contractor for the costs, this means suing him. Which of course is the where the real problem starts. If a contractor can't afford to carry insurance, what are the chances that he has anything to sue him for? You can get a nice judgment of $50,000 against him, but how do you collect it from a guy that does everything illegally anyhow and doesn't have anything of value? (3) You will have to ask your homeowners policy to cover it. There is no guarantee of course that they will cover the loss. Insurance companies do their best to protect themselves by having verbiage in their contract with you that might require you to only hire licensed contractors and prove the work has been properly permitted. Contractors without insurance usually don't follow many of the other rules that insurance companies usually require either.
3. Do You Carry Workers Compensation Insurance?
Make sure they carry workers compensation insurance. It protects you from liability if a worker is injured while on your property. Be aware that if the contractor doesn’t carry workers’ compensation coverage, you could be liable for any injuries suffered by the contractor or any of his employees on your property.
If the contractor is a one-man operation, he can be exempt from having to carry workers’ compensation insurance. Ask him to show you his certificate of exemption from workers’ compensation. This is very risky for you thought. If he shows up with a helper and the helper gets hurt, with no workers’ compensation insurance, you may have to pay the medical bills. If the uninsured contractor is sloppy about verifying his sub-contractors workers compensation insurance and the sub-contractor gets hurt, again you may have to pay the medical bills.
What are the risks? Basically if anyone gets hurt while working on your home or business and they aren't covered by having workers compensation insurance coverage, you could be responsible, by law, for their medical treatments, which can be as simple as a few thousand dollars for a minor injury to hundreds or thousands for a major one.
Bottom line - It is always safer to deal with a fully insured contractor.
4. Do You Guarantee Your Work?
This is one of the most forgotten questions for customers. You wouldn't buy a car without a warranty would you? Ask about the warranty and ask if it is in writing. Never accept a verbal warranty of "If something breaks, I'll fix it." A verbal warranty will be worth the paper it is printed on. Always insist on a warranty in writing. The warranty should clearly spell out what is covered and what is not.
What are the risks? It's pretty simple; with nothing in writing you have no warranty. The moment the contractor cashes your final payment you have nothing to protect you from poor workmanship or an innocent defect.
5. Do You Provide References In Writing?
A good Pressure Washing contractor will be happy to provide you with dozens of written references. One of the best ways to gage a company’s ability is by talking to their past customers. Ask them how well the company met their promises, did they deliver on time, and most importantly would you hire them again or recommend them to others? Ask them what they like the most about working with them and what they could have improved upon.
What are the risks? Basically you are entering blindly into a relationship with someone on nothing but blind trust and hope. Most people operate in a pattern of repetition. Hopefully you got lucky and the person you hired will be one of the contractors who can do competent work.
6. Will You Provide Me With Written Lien Waivers?
Your Pressure Washing contractor should have no problem providing you with a written lien waiver at the end of the job. This is a legal document which say’s you have paid the contractor in full for the services rendered by the contract and the contractor waives his right to place a mechanics lien on your property. A good general contractor will also provide you with lien releases from any sub-contractors that do work on your project. This protects you in case the contractor doesn’t pay his sub-contractors after you have paid him in full. Without a lien release from the sub-contractors you could be liable for paying them. This amounts to you paying them twice!
What are the risks? You could end up paying for the work twice. The lien laws in Kentucky favor anyone working on your home or business and not you. A general contractor can sub-contract work to anyone they choose and not pay them for that work and that sub-contractor can hold you responsible for paying them, no matter if you paid the general contractor already or not.
7. Who Will Be In Charge Of The Job Once It Starts?
Make sure the Pressure Cleaning contractor himself or one of the high-level foreman/lead cleaners is on the job daily whenever work is being performed – especially when sub-contractors are being used. The responsible party must be intimately familiar with all aspects of your project. Remember, if you won’t be available during the cleaning, you will be leaving your home or business in the hands of the contractor. You must feel comfortable. You can’t be worried about what is going on when you are not home.
What are the risks? The risks are many and varied, basically you are hiring the Power Washing contractor who you have met and has established a level of trust with you. However, many contractors are nothing but salesmen, acquiring the job and selling it to someone else to complete. Will it be someone who you have never met and have no control over choosing to do the work? Even if the contractor keeps the work in house, who is going to show up everyday? Will it be the contractor or his foreman with years of experience, or will it be unskilled and unsupervised workers?
8. What Professional Organizations Are You A Member Of?
Well established Pressure Washing Business are affiliated with professional organizations such as the Better Business Bureau (BBB) and industry related organizations such as the NAHB (National Association of Home Builders), In all cases, these organizations only attract conscientious contractors interested in bettering the industry and in weeding out unprofessional contractors. In order to become a member, the contractor’s background and references are thoroughly investigated. While a new contractor may not be a member of any professional organizations, it is highly unlikely an established contractor would not be a member of at least one, unless there is a reason that he cannot join.
What are the risks? While the risks may be minor, there are contractors that just don't belong to any professional organizations, they are the rare exception and the vast majority of substantial companies do belong, because they understand the benefits of continuing education and peer review.
9. Ask Questions About How They Work
I can't stress how important this information can be to you. Ask questions such as how do they perform their work, what time do they start, how will they protect your landscape, how will the trash and debris be handled, do they work straight through a project? The answers to these questions will give you a clear picture of what type of contractor you are dealing with.
What are the risks? Maybe none or maybe you are in for a big surprise once work starts and you find yourself in a mess. Do yourself a favor and ask some specific questions so you can make an informed decision before you find it too late.
10. How many projects like mine have you completed in the last year?
Your Pressure Washing contractor should have experience in the type of cleaning project you want done - not just "cleaning experience". The more experience a Power Washing contractor has and the more he specializes in the work you need done, the better off you will be. Many Pressure Washing contractors dabble in anything that comes their way and never develop expertise in what they are doing.
What are the risks? They could be huge and long-lasting. What can be a routine task for a company that is familiar with the work required in your project, can be a real problem for one not familiar with it. This can lead to damages that don't show themselves until long after the work is done and sub-par quality. Everything is getting more and more complex in the world we live in. Don't put yourself in the position of hiring somebody and paying them while they learn on the job.
Pressure Washing Lexington, KY
http://www.firstchoicepowerwashing.com/
Subscribe to:
Posts (Atom)