11 - Agreement with Richard Drake Construction for concrete demolition & construction services

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Richard Drake Construction Company, LP seeks to deal openly and directly with its employees and believes that communication between employees and management is critical to solving problems. Co-workers who may have a problem with one another should attempt to resolve the problem themselves. If a resolution cannot be agreed upon, both employees should approach their supervisor(s), who will work with the employees to determine a resolution. In these instances, the decision of the supervisor is final. Employees who have a problem with a supervisor should first go to the supervisor and state- the problem. If a resolution cannot be agreed upon, the employee should present his or her problem, in writing, to Company management. The decision of the management will be final. Disci; ripe Richard Drake Construction Company, LPs policy is to attempt to deal constructively with employee performance problems and employee errors. The disciplinary process will be determined by Richard Drake Construction Company, LP in Eight of the facts and circumstances of each case. Depending upon the facts and circumstances, the discipline applied may include, among other things, oral or written warnings, probation, suspension without pay, or immediate termination. Each situation will be considered in light of a variety of factors Including, but not limited to, the seriousness of the situation, the employee's past conduct and length of service, and the nature of the employee's previous performance or incidents involving the employee. Details of this process are outlined further in the Corrective Action section below. Corrective Action Corrective Action is taken against an employee in response to a rule infraction or a violation of company policies. Corrective action will continue until the violation or infraction is corrected. Corrective Action usually begins with a verbal warning, followed by a written warning that is placed in the employee's personnel folder. if more serious corrective action is required, the employee may be put on probation, or have his or her employment terminated. Richard Drake Construction Company, LP considers some violations as grounds for immediate dismissal, including, but not limited to: a. Use of drugs or alcohol on jobsite, Company property, or in company vehicles. b. Fighting or provoking a fight c. Unauthorized removal of Company property from any jobsite, vehicle or office d. Reckless or careless use or operation of tools, vehicles, machinery or equipment e. The willful destruction of property f. Disregard of safety rules g. Carrying firearms or other weapons on Company property or jobsite h. Insubordinate behavior 1. Breach of confidentiality j. Untruthfulness about personal background k. Threats of violence IN