Apply | Midwest Masonry Construction Inc.

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An Equal Opportunity Employer

We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants are given equal opportunity, and the selection is based on job related factors.

General

Today's Date(Required)

Position applying for(Required)

Laborer

Mason

Foreman

Project Manager/ Engineer

Name(Required)

First Middle Last

Phone(Required)

Address(Required)

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code Country

Email(Required)

Emergency Contact Name(Required)

Relationship(Required)

Phone(Required)

Are you 18 years old or older?(Required)

Yes

No

If hired, Can you furnish proof you are eligible to work in the US?(Required)

Yes

No

Have you ever been convicted of any crime in the past 7 years? (Excluding minor traffic violations)(Required)

Yes

No

If yes, give details:(Required)

(A conviction will not necessarily disqualify an applicant from employment)

If employed, do you expect to be engaged in any additional business or employment outside of our job?(Required)

Yes

No

If yes, give details:(Required)

Do you have a valid driver’s license?(Required)

Yes

No

Driver’s License #(Required)

Class(Required)

State licensed in(Required)

State

Have you had your driver’s license suspended or revoked in the last 3 years?(Required)

Yes

No

If yes, give details:(Required)

Our work area covers Northeast Kansas and Northwest Missouri. This may require some daily travel of up to but not limited to one hour. Would you be able to accommodate this as needed?(Required)

Yes

No

Work History

List your most recent and relevant employer. If self-employed, give firm name and supply business references. Note: A job offer may be contingent upon acceptable references from current and former employers.

Employer(Required)

Job Title(Required)

Address(Required)

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code Country

Date Started(Required)

Date Ended

Duties(Required)

Supervisor Name

First Last

Pay Start

Pay Final

Phone(Required)

Reason for Leaving(Required)

References

Are you presently employed?(Required)

Yes

No

If yes, whom may we contact?(Required)

Have you ever been fired or asked to resign?(Required)

Yes

No

If yes, give details:(Required)

(A conviction will not necessarily disqualify an applicant from employment)

I hereby affirm that the information on this form is true and correct, and that there are no omissions, false information or misrepresentations of facts. I authorize any physician, medical facility, law enforcement agency, administrator, state agency, institution, information service bureau, insurance company or employer contacted by this company of an agent of this company to furnish or verify workers’ compensation information and medical records.

Direct Deposit Information

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Bank Address

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Account Number(Required)

Routing Number(Required)

Essential Functions of Construction Laborers & Equipment Operators

Construction jobs require vigorous physical activity in every craft. The construction environment may be hot, cold, wet, dry, dusty, windy, dirty or muddy. The terrain of the construction site may be rough and uneven. Construction equipment of all sizes from pickup trucks to heavy equipment etcetera may be present on the job site at any time. Work may be done in equipment, on the ground, in trenches, in confined spaces, or at heights, depending on the project.

The essential functions and job duties of each craft vary, but all construction workers may be required to routinely perform a wide variety of tasks involving standing, walking, lifting, carrying, climbing, stooping, kneeling, etcetera.

Listed below are some of the essential functions that workers on a construction site may be required to perform:

Climbing up and down ladders, machinery and other objects
Maintain balance in all situations
Reach for handles and operator manipulated objects and materials
Push, pull and frequently carry objects as tools, materials and equipment weighing up to 60lbs.
Stoop, kneel, crouch and crawl
Stand and walk for long periods of time
Coordinate movements of eyes, hands, fingers and feet
Work at different heights
See and hear well with or without correction
To avoid safety hazards to themselves and others
Distinguish colors
Fuel, change oil, add fluids and lubricate machinery
Do paperwork associated with the job and timecard
Operate machinery

Under the Vocational Rehabilitation Act of 1973 and American with Disabilities Act, an individual who can perform essential functions with or without reasonable accommodations is qualified for the position. If an applicant feels that reasonable accommodations would enable them to perform the essential functions for the job for which they are applying, they are invited to discuss this with the individual conducting the interview. Applicants will not, however, be asked if they have mental or physical impairments prior to the time they are offered a job.

I have read and I am aware of the above physical requirements that may be required of me at Midwest Masonry Construction, Inc. at any time during my employment.

Kansas Workers Compensation Compliance Form

In the event of a workplace injury, I will provide notice to my employer as soon as I am able. I understand that the Kansas Statute (K.S.A. 44-520) states my claim could be denied if I fail to provide notice by the earliest of the three following options:

20 calendar days from the date of accident or the date of injury by repetitive trauma
20 calendar days from the date medical treatment is sought for injury
10 calendar days from my last day of work if I no longer work for the company

If I provide my notice in writing, I will send it to a supervisor or a manager at my principal employment location at

930 E. 28th Street, Lawrence, KS 66046.

If I provide notice orally, I will contact Grant Caffrey, (President) at 785-856-4000.

By signing below, I acknowledge that I understand this information.

Light Duty Return to Work Policy

Objectives

Midwest Masonry Construction, Inc. has developed a transitional duty policy. Its purpose is to return employees to employment at the earliest date following a work-related injury or illness. This policy applies to all employee’s and will be followed whenever appropriate.

Midwest Masonry Construction, Inc. defines “transitional” work as temporary modified work assignments within the employee’s physical abilities, knowledge, and skills. Where feasible, transitional positions will be made available to injured employees within Midwest Masonry Construction, Inc. to keep employees engaged in the workforce. When transitional work is not available within Midwest Masonry Construction, Inc. placement may be made with a non- profit close to the employee’s home or Midwest Masonry Construction, Inc. during the time of recovery.

For any business reason, at any time, we may elect to change the working shift of any employee based on the business needs of this company.

Transitional/temporary positions are developed with consideration of the employee’s physical abilities, the business needs of Midwest Masonry Construction, Inc., and the availability of transitional work within the restrictions provided by the authorized treating physician.

In case of an on-the-job accident

If you have a work-related injury and are missing time from work, contact Grant Caffrey at 785-856-4000.

Transitional temporary work assignment

Midwest Masonry Construction, Inc. will determine appropriate work hours, shifts, duration, and locations of all work assignments. Midwest Masonry Construction, Inc. reserves the right to determine the availability, appropriateness, and continuation of all transitional assignments and job offers. These shifts, location and work assignments may be with Midwest Masonry Construction, Inc. or with a selected non-profit organization.

Employee responsibilities

Communication

It is the responsibility of the injured employee’s to immediately notify their supervisor or designated employee representative of any change regarding the transitional/temporary work assignment.

Accident reporting

An accident is any unplanned event that disrupts normal work activities and may or may not result in injury or property damage. All work-related accidents, injuries, and near misses must be reported immediately to the designated company representative.
If an accident occurs, but does not require professional medical treatment, the supervisor should immediately be informed so that an accident analysis can be completed. If first-aid treatment is needed, it should be sough on-site.
If an accident occurs which requires professional medical treatment, the employee should notify the supervisor (or designated employer representative) immediately to begin the accident analysis.

Employee’s physical condition

If medical care outside of first aid is sought, the employee should inform the attending physician that Midwest Masonry Construction, Inc. has a return-to-work program with light duty/modified assignments available.
The employee should obtain a Release to Return-to-Work form and completed Job Description form (if available) from the supervisor. This should be provided to the treating physician and should be returned to Personnel following the initial medical treatment.

Employee’s ability to return to work

If the authorized treating physician releases the employee to return to work, as evidenced by the completion of a Release to Return-to-Work form the form must be returned to Personnel within 24 hours for assignment of light duty/modified work or return to the regular job position. The employee must report for work at the designated time.
The employee cannot return to work without a release from the attending physician. Any missed time from work will not be considered for pay by the company or under the workers’ compensation claim for failure to return without a release.
If the employee returns to a transitional/temporary job, the employee must make sure that he/she does not go beyond either the duties of the job or the physician’s restrictions.
As the employee’s restrictions change, he or she must notify his or her supervisor and provide a copy of the new medical release.

Employee unable to return to work

If the employee is unable to report for any kind of work, the employee must call in weekly to the designated company representative to report on the medical status.
While off work, it is the responsibility of the employee to supply the designated company representative with a current telephone number (home or cell) and an address where the employee can be reached.
The employee will notify the designated company representative within 24 hours of all changes in medical condition.

Medical treatment and temporary/transitional duty physical condition

A Release to Return-to-Work form and a completed Job Description form (if available) will be made available to the employee to take to the attending physician for completion and/or approval.
At the time of first medical treatment the Release to Return-to-Work form must be completed and returned to the designated company representative.
The completed Release to Return-to-Work form will be reviewed by the supervisor and/or designated company representative.
A temporary/transitional Job Description form will be prepared from information obtained from the attending physician for review and approval.

Job Offer letter

Upon receipt of a signed temporary/transitional Job Description form from the Authorized treating physician, a written Job Offer letter will be prepared by Midwest Masonry Construction, Inc.
It will be presented to the employee and mailed by both regular and certified mail to the employee’s last known address.
The letter will note the doctor’s approval and will explain the job duties, report date, wage, hours, report time duration of transitional work assignment, phone number, and location of the transitional assignment.
The employee will be asked to sign the bottom of the Job Offer letter indicating acceptance or refusal of the offered work assignment.
Copies of the Job Description, Work Releases, and Job Offer letters will be forwarded to Midwest Builders’ Casualty Group.

Supervisor

The supervisor will monitor the employee’s performance to ensure the employee does not exceed the physician release.
The supervisor will monitor the employee’s recovery progress through regular contact to assess when and how often duties may be changed. The supervisor will assess the company’s ability to adjust work assignments upon receipt of changes in physical capacities.

Employee acknowledgment

The return-to-work policy and procedures have been explained to me.
I have read and fully understand all procedures and responsibilities.
I agree to observe and follow these procedures.
I have received a copy of this policy and procedure.
I understand failure to follow these procedures may affect my re-employment, reinstatement, and vocational assistance rights.

Substance Abuse Policy

Purpose and Goal

Midwest Masonry Construction, Inc. is committed to providing a safe, healthy, productive and efficient work environment for our employees as well as our customers and the public in general. We recognize that alcohol abuse and drug use pose a significant threat to our goals. It is the policy of the Company to maintain a drug-free workplace, and as such we have established a Substance Abuse Policy that balances our respect for individuals with the need to maintain an alcohol and drug-free environment.

Accordingly, it is the policy of the Company to maintain its property and to provide a drug-free work environment that is both safe for our employee, including others having business with the Company or on Company property, and conducive to efficient and productive work standards. It is also the policy of the Company to comply with state and federal laws.

This Policy restricts certain items and substances from being brought on or being present on Company property, including its parking areas and its vehicles; prohibits Company employees and all others from reporting to work, working, or being present on Company property, independent of whether on duty, form having detectable levels or identifiable trace quantities of certain drugs and other substances; and prohibits the unauthorized possession, by employees or others, of certain materials and substances.

Covered Employees

This Policy applies to all employees, including employees in managerial and supervisory positions, part-time and full-time employees, and to all applicants who are conditionally hired pending the results of a pre-employment drug test and other background checks.

Applicability

This Policy is intended to apply whenever anyone is representing or conducting business for the Company. Therefore, this Policy applies whenever conducting business or representing the Company during all working hours, and/or while on call, paid standby, while on Company property, while in Company vehicles, and at Company-sponsored events.

Prohibited Behavior & Items

Employees are prohibited from reporting to work while under the influence of alcohol, illegal drugs or other intoxicants. Pursuant to this Policy, the use, possession, sale, manufacture, distribution, dispensation, concealment, receipt, transportation, or being under the influence of any of the following items or substances on Company property or while on-duty (including the presence of detectable levels or identifiable trace quantities), by employees, is prohibited:

Illegal drugs, controlled substances, marijuana, intoxicants (legal or illegal), “look-alike” substances, designer drugs, counterfeit or synthetic drugs, inhalants, and any other drugs or substances that will, in any way, affect safety, work ability, alertness, coordination, judgment, response, or the safety of others on the job.
Alcoholic beverages, except as specifically authorized by Company management. Consuming alcoholic beverages while driving or driving any vehicle for Company business while intoxicated is prohibited. The consumption of alcohol on Company time or on Company property is prohibited.
Drug paraphernalia.
Prescription drugs and over-the-counter medications, except under the following conditions:
The drugs have been prescribed by an authorized medical practitioner for current use (within the past 12 months) for the person in possession of the drugs.
The drugs and/or medications, both prescribed over the counter, are limited to a 1- day supply, or must be kept in their original container and must be taken in accordance with the dosage recommendation and usage cautions and generally must not affect the employee’s ability to perform work safely; or
The Company reserves the right to consult with a medical doctor to determine if a drug or medication, whether prescribed, produced hazardous or non-safe effects and may restrict the use of any such drug or medication accordingly on Company property or while on duty. The Company also reserves the right to require an employee to undergo a fitness-for-duty medical examination by a physician of the Company’s choosing. This may also include restricting or altering the individual’s work activity or presence at the worksite.

Policy Enforcement & Testing

Because of the importance of this Policy, Company reserve the right, at all times, while on Company premises and property and when circumstances warrant, to have Company supervisors and/or authorized search and inspection specialists, including scent-trained dogs, conduct searches and inspections of employees, or other persons, and their personal property and effects, to include, but not be limited to, lunch boxes, purses, brief-cases, baggage, offices, desks, clothing, and vehicles (including trunks, glove compartments), for the purposes of determining if such employees or other persons are using, possessing, selling, manufacturing, distributing, dispensing, concealing, receiving, or transporting any of the prohibited items and substances contained in the Policy.

The employee’s supervisor and/or a senior Company officer have the right to conduct an on-the- spot search and inspection of employees, or others, and their personal property and effects, as described, if said supervisor has reason to believe that employees, or others, are in direct violation of any part of this Policy. All searches and inspections conducted by outside authorized specialists will be in the presence of a senior Company officer.

All employees are expected to cooperate with any investigation regarding this Policy. Failure to cooperate, providing false information, or omitting information may subject any employee to disciplinary action up to and including termination of employment.

A search and inspection, as defined herein, may also include and require employees and others present on Company property to submit to a urine, blood, saliva and/or hair drug screen test or other examination. Tests/inspections may be required under the following circumstances:

Pre-employment examinations and screening – All applicants to whom a conditional offer of employment has been given will undergo drug and alcohol testing and must receive a negative drug and alcohol test result as a condition of employment. A conditional offer of employment for an applicant who tests positive for drugs and/or alcohol will be rescinded. [Note: The Company should have notice of this testing and any required consent forms in its employment application process.]
Reasonable suspicion – When an employee’s supervisor has reason to believe that an employee is using or under the influence of prohibited drugs, alcohol and substance, or that there has been a violation of this Policy.
Possession – When an employee, or other person, is found in possession of suspected illegal or prohibited drugs and substances, or when any of these drugs and substances are found in an area controlled or used exclusively by said employee or other person(s). This includes one-time announced testing of employees who have tested positive have completed any required treatment and are ready to return to the workplace.
Return from Leave – When an employee returns to active employment after a leave of absence of 30 or more days.
Post-Accident Testing – Following an on-the-job accident all person involved and within the immediate vicinity of the incident may be subject to having their blood, saliva, hair and/or urine tested.
Randomly (periodically and unannounced) – The Company reserves the right to conduct random drug and alcohol testing. Random testing, other than to meet current specific jobsite requirements, will not commence until 30 days following the date of this Policy; however, applicants for employment shall be subject to testing as of the date of this Policy. The search, inspection, urine, blood, saliva and/or hair drug screening provisions herein will be performed with concern for the personal privacy of each employee, or other person, and will also apply to contract labor, when feasible. Employees' identifying data is placed in a testing pool from which a scientifically random selection is made. Every employee in the pool has an equal chance of being chosen for testing every time a random selection is drawn.

The substances that will be tested for include, but are not limited to, amphetamines, cannabinoids, cocaine, opiates, phencyclidine (PCP) and alcohol.

Testing for the presence of alcohol will be conducted by analysis of breath, saliva urine and/or blood. Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine, blood, saliva and/or hair.

Consequences & Penalties

Any employee found in violation of this Policy, or who refuses to submit to a search or urine, saliva, hair and/or blood analysis, shall be removed from Company property and be subject to disciplinary action up to and including termination of employment.

Any employee ordered to submit to a urine, blood, hair and/or saliva test shall be informed of the reasons he or she is being ordered to submit the specimen. Any employee failing after a one-hour period to submit the specimen will be informed that his refusal constitutes failure to obey this Policy and may be grounds for termination.

Any employee who, as a result of drug testing and screening, is found to have detectable levels or identifiable trace quantities of a prohibited drug or substance in his or her system, regardless of when or where the drug or substance entered that person’s system, without an explanation satisfactory to Company [or as provided for under this Policy], will be considered in violation of this Policy, will be removed from Company property, and will be subject to disciplinary action, up to and including termination of employment. Additionally, if employment continues, such employees may be required to submit to random drug screens and/or participate in and successfully complete a substance abuse program.

An exception will be made for individuals who test positive for off-duty marijuana use but have a valid prescription for medical marijuana consistent with state law. The use of marijuana for medical purposes will be considered an acceptable explanation or excuse for a confirmed positive laboratory test for marijuana in those states or cites that permit the use of medical marijuana under state law or ordinance.

An employee will be required to provide a valid medical marijuana registry card (or in states that do not issue a card, valid medical documentation. Absent any of the foregoing required documentation, the result will be reported as verified positive.

However, state law, regulations and ordinance requirements and limitations will be followed, and a reasonable accommodation analysis will be conducted as applicable or as required by the federal Americans with Disabilities Act and any applicable state or local law.

Preliminary findings of a policy violation may require that the employee be suspended, without pay, pending the results of a Company investigation. If said investigation clear the employee of any policy violation, said employee will be fully reinstated, including pay, to his or her job.

An employee, or anyone else, who in any way alters, tampers with, or substitutes a urine, saliva, hair and/or blood specimen, will be considered to have violated this Policy and shall be terminated from employment. A nonemployee shall be removed and barred from Company premises.

The Company may take into custody any illegal, unauthorized or prohibited items or substances and may turn them over to the proper law enforcement agencies.

Notification of Convictions

Employees who use drugs, alcohol or chemical substances off the job run the risk of jeopardizing the safety of themselves, their family, the public and the Company. Whenever such usage adversely affects public trust in the Company or otherwise interferes with the Company’s ability to carry out its responsibilities, or increases the potential liability for the Company, the Company may be forced to take disciplinary action against the offending employee(s), up to and including termination of employment. Employees who are convicted or plead guilty or nolo contendere because of off-the-job activities (drug or alcohol related) may be considered in violation of this Policy. In deciding what action to take, the Company will consider the nature of the charges and other factors relative to the impact of the employee’s conviction or plea upon the conduct of the Company’s business.

Employee Assistance

Midwest Masonry Construction, Inc. recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our Substance Abuse Policy:

Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.
Contains a current list of qualified alcohol and drug abuse treatment centers.

Midwest Masonry Construction Inc. is not required to pay for alcohol or drug treatment. Treatment for alcoholism and/or other drug use disorders may be covered by the employee’s benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

Confidentiality

All information received by the organization through the drug and alcohol program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.

Shared Responsibility

A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play.

All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.

In addition, employees are encouraged to:

Be concerned about working in a safe environment.
Support fellow workers in seeking help.
Use the Employee Assistance Program.
Report dangerous behavior to their supervisor.

It is the supervisor's responsibility to:

Inform employees of the drug-free workplace policy.
Observe employee performance.
Investigate reports of dangerous practices.

This Policy supersedes any and all other Company drug policies.

Acknowledgement

I , have read, understand, and received a copy of the Company’s policy on drugs, alcohol, and other prohibited articles, and agree to abide by this policy as a condition of employment.

Name (Print)(Required)

Substance Abuse Policy Receipt and Consent Form

Name

The Company has a policy against drug and alcohol abuse and reserves the right to screen its employees and applicants for employment to provide a safe, healthy, and productive working environment.

I acknowledge that I have received a copy of Midwest Masonry Construction Inc. Substance Abuse Policy and agree that I am responsible for reading the Policy in full and complying with its requirements. I understand that the use of, or being under the influence of, drugs and/or alcohol while representing or conducting business for the Company is absolutely prohibited.
I understand that I will be subject to drug and alcohol testing as described in the Policy. I understand that if I test positive or if I refuse to be tested, I will be subject to discipline, up to and including termination, and will be required to enter rehabilitation as a condition of continued employment.
I understand that as a condition of being hired by Midwest Masonry Construction Inc, I must submit to pre-employment drug and alcohol testing and the test must be negative. I understand that if I test positive or if I refuse to be testedm I will be ineligible for employment, this will constitute voluntary withdrawal of my application for employment, and I may not reapply.
I understand that I must submit to a post-accident drug and alcohol test if I am involved in a work-related accident or safety related incident.
I also authorize release of the testing results of any drug and alcohol test and employee assistance/medical professional evaluations to Midwest Masonry Construction Inc. and understand that Midwest Masonry Construction Inc. may use the results in any administrative proceeding where workers compensation benefits are claimed by me.
I release and hold harmless Midwest Masonry Construction Inc. and their officers, agents and employees from any claim I may have against them resulting from my refusal to submit to a drug or alcohol test or from my submission to a drug or alcohol test.
I understand that any accident or injury which occurs in conjunction with, or is contributed to by, the use of drugs and/or alcohol could result in a reduction or denial of workers’ compensation benefits.

Consent(Required)

I agree to abide by the Substance Abuse Policy.

I do not agree to abide by the Substance Abuse Policy.

Employee Refusal to Submit to Substance Abuse Testing

I have been informed and understand that the Company Substance Abuse Policy requires me to submit to a substance abuse testing of my blood, hair, saliva and/or urine. I have been informed by my supervisor/manager that it has been requested that I submit to substance abuse testing of my blood, saliva, hair and/or urine pursuant to the Company’s Substance Abuse Policy.
I understand that my refusal to submit to substance abuse testing may in and of itself be grounds for corrective action, up to and including termination of my employment.
I hereby refuse to authorize or submit to any substance abuse testing of my blood, saliva, hair and/or urine for alcohol and/or drugs.

Consent(Required)

I refuse to submit to substance abuse testing.

I do not refuse to submit to substance abuse testing.

Policies and Procedures Manual

An Equal Opportunity Employer

WELCOME

I would like to take this opportunity to welcome you to Midwest Masonry Construction, Inc. It is the goal of Midwest Masonry Construction, Inc., to be responsive to the needs of our employees and to provide a safe and rewarding workplace.

MISSION STATEMENT

The primary mission of Midwest Masonry Construction, Inc. is to provide quality masonry construction services at a reasonable price to our customers and fair profit to the company, for risk taken, return on investment, and for company expansion, all of which are necessary to provide employment opportunities to the employees of the company.

Each employee, by performing his or her job safely and efficiently can help the company achieve the mission. Each employee is expected to act as a positive salesperson for the company’s services by behaving in a professional and courteous manner in all their contacts. Work quality, personal appearance and community service are ways employees can help Midwest Masonry Construction, Inc., reach its goals.

EQUAL OPPORTUNITY EMPLOYMENT STATEMENT

Midwest Masonry Construction, Inc., does not discriminate against any employee or applicant for employment or during employment because of age, race, creed, color, national origin, ancestry, marital status, or sex.

INTRODUCTION

This handbook is written to advise you of the various considerations of the company in making decisions and to assure you are aware of the policies by which the company evaluates employee related issues. IT IS A CONDITION OF YOUR EMPLOYMENT THAT YOU HAVE READ AND UNDERSTAND MIDWEST MASONRY CONSTRUCTION, INC.’S, POLICIES AND PROCEDURES MANUAL. YOU ARE REQUIRED TO SIGN THE ATTACHED ACKNOWLEDGEMENT FORM INDICATING YOU HAVE READ AND UNDERSTAND THIS POLICIES AND PROCEDURE MANUAL. Any questions you may have are to be directed to the person who authorized your employment. If your questions are not answered to your satisfaction, please call Grant Caffrey at 785.856.4000 for additional information.

MANAGEMENT STATEMENT

Midwest Masonry Construction, Inc., intends to be consistent in the application of all policies. It is both policy and practice at Midwest Masonry Construction, Inc., to uphold all contracts, bargains, and agreements with every person, customer, supplier and employee. Employee compensation is determined solely by company.

THE COMPANY

Midwest Masonry Construction, Inc., is a Subcontractor engaged primarily in masonry construction. The home office of the company is located at:

930 E. 28th Street

Lawrence, KS 66046

Telephone: 785.856.4000

Midwest Masonry Construction, Inc., is an open shop company. Midwest Masonry Construction, Inc., believes that each employee is entitled to fair treatment and safe working conditions as provided by federal and state laws and regulations. It is the goal of Midwest Masonry Construction, Inc., to provide safe working conditions, opportunities for education, employment and advancement and wages equal or exceedingly then current fair market values for such services. Midwest Masonry

Construction, Inc., does not recognize seniority or working jurisdiction claims. Compensation is determined solely by company, based upon performance, and wage increases are merit based. Midwest Masonry Construction, Inc., is an employer at will and will not tolerate any form of employee discrimination in accordance with federal and state laws and regulations, including racial, age, sex, creed, economic status, national origin, or non-job performance related disability. Sexual harassment will not be tolerated in any form. Each employee is requested to report any incident of discriminatory behavior or any behavior that could be interpreted as harassment. Employee wages and any increase or decrease in benefits are based, in part, upon Midwest Masonry Construction, Inc., labor and management’s ability to market quality services to our customers, increased wages from expanded work opportunities, increase sales and more efficient methods of production.

EMPLOYMENT AT WILL POLICY

The Company does not offer tenured or guaranteed employment. Either the Company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. This is called Employment at Will.

This employment at will relationship exists regardless of any other written statements or policies contained in this Handbook or any other Company documents or any verbal statement to the contrary.

BACKGROUND CHECK POLICY

The Company reserves the right to verify all information pertaining to an applicant and/or an employee, from time to time, including, but not limited to, identity verification, credit reports, criminal history, wants and warrants, other employment, education/credential verification, reference checks, health information to the extent permitted by law, and any and all other public information. By making application or accepting employment, employee agrees to all such searches or background checks, any other language notwithstanding.

EMPLOYMENT APPLICATION POLICY

All Midwest Masonry Construction, Inc., employment applications must be completed prior to employment by Midwest Masonry Construction, Inc., unless the applicant has completed a Midwest Masonry Construction, Inc., application form within the previous ninety (90) days, and the information is still accurate as verified by company. In addition to the requirement for prospective employees to complete a written application, applicants are required to complete federal withholding forms I-9 and W-4 in full prior to employment. The employment application must be completed before the applicant begins work. If any document in the application process is not complete, including the results of a background check, the employee will not be permitted to begin work on the scheduled start date until such information and results of background check are complete. Failure to complete or update an employment application, or, to advise company of any material changes in any statements made in employee’s original or updated employment application, or inaccurate information in such original or updated application shall be grounds for termination for cause.

OPEN DOOR POLICY

The company maintains an open-door policy for employees to talk about their employment with the company. In an effort to provide the most productive work environment, any employee who has a question or complaint about their employment

should first contact their foreman or superintendent. If, after their discussion with the foreman or superintendent, their question or complaint is not resolved, the employee should contact Grant Caffrey, President, for further assistance or clarification. Each employee is very important to Midwest Masonry Construction, Inc., and we are committed to make each employee’s job as satisfactory as possible, consistent with the company’s goals of safety, quality, and competitiveness.

NON-DISCRIMINATION POLICY

It is Midwest Masonry Construction, Inc.’s policy to recruit, hire, train, promote, assign, transfer, discipline, layoff, recall and terminate employees based upon their abilities, achievements and experience without regard to race, age, religion, creed, sex, economic status, disability, or national origin. The company also affords equal employment opportunities to qualified veterans and qualified non-job performance related disabled individuals commensurate with safety requirements as promulgated by federal and state laws and regulations.

DRUG AND ALCOHOL POLICY

The company prohibits the use, possession or distribution on its premises, facilities or work sites of any of the following: alcoholic beverages, intoxicants, narcotics and scheduled drugs as defined by federal and state laws and regulations, illegal or unauthorized drugs including marijuana look-alike (simulated) drugs, and related drug paraphernalia.

Company employees shall not report for duty under the influence of any drugs, alcoholic beverages, intoxicants, scheduled drugs or any other substances (including legal prescribed drugs and over-the-counter medicines) which will in any way adversely affect their working ability, alertness, coordination, response, or adversely affect the safety of others on the job. Entry into or presence upon any and all company premises, facilities or work sites by any person is conditioned upon the company’s right to search the person, personal effects, vehicles, lockers, baggage, and quarters of any employee or other entrant for any substances identified in the paragraphs above. By entering into or being present upon company premises, facilities or work sites, any person is deemed to have consented to such searches, which may include periodic and unannounced searches of anyone while on, entering, or leaving company premises, facilities or work sites. These searches may include the use of electronic detection devices, scent trained dogs, or the taking of blood, urine, hair or saliva samples for testing to determine the presence of substances named in the paragraphs above. The company also reserves the right at all times to have authorized personnel conduct periodic examination of its employees and employees of its subcontractors and suppliers for the purposes of determining whether any such person present on any company premises, facilities, and/or work sites is using illegal drugs or alcohol. To the extent such examinations are deemed to be subject to federal or state requirements, specifically including, but not limited to, HIPAA requirements, those requirements are waived by employee to the fullest extent permitted by the law.

THE TAKING OF BLOOD, URINE, HAIR OR SALIVA SAMPLES FOR TESTING MAY ALSO BE REQUIRED FROM ANY PERSON ON COMPANY PREMISES, FACILTIES, OR WORK SITES WHO IS SUSPECTED OF BEING UNDER THE INFLUENCE OF DRUGS OR ALCOHOL, WHO IS INVOLVED IN A VEHICULAR ACCIDENT, OR WHO IS

INVOLVED IN A RECORDABLE ACCIENT AS DEFINED BY THE OCCUPATIONAL AND SAFETY AND HEALTH ACT (OSHA).

Any person who refuses to submit to such a search, screening or testing as described in this policy, or who is found using, possessing or distributing any of the substances prohibited by this policy or who is found under the influence of any such substances, is subject to disciplinary action, up to and including immediate discharge of the employee, or removal from and future prohibition from entering the premise, if not a company employee.

Legally prescribed drugs may be permitted upon company premises, facilities or work sites, provided the drugs are contained in the original prescription container and are prescribed by an authorized medical practitioner for the current use of the person in possession of such medication. Any person in possession of a valid prescription drug when on or entering the company premises or work site may be required to complete a prescription drug form and the company or authorized company

representative may, as it deems appropriate, determine whether the drug produces effects which may be hazardous to the employee, other employees, other third parties or to the company, directly or indirectly. The company has the right, in its discretion, to report the use, possession, or distribution of any substance prohibited by this policy to law enforcement officials of any such substances found on any company property, premises or work sites.

LABOR WAGE POLICY

Midwest Masonry Construction, Inc., is an open shop contracting company that has no labor agreements with any craft, trade or organization. Midwest Masonry Construction, Inc., is an employer at will.

A normal full-time work week is deemed to be forty (40) hours. Work schedules or conditions which require an alternate workday, swing shift work, or four ten-hour workdays shall be at the sole discretion of Midwest Masonry Construction, Inc. Daily work plans, schedules and policies shall be in compliance with all applicable federal and state labor laws.

COMPANY OWNED VEHICLES

Company owned vehicles shall not be used for personal use, except in cases of medical or other life- threatening emergency. All employees driving company vehicles are subject to motor vehicle record checks. All passengers must ride inside the cab of any company vehicle. At no time shall employees be allowed to ride in a truck bed or on any portion of the outside of company vehicle. Compliance with all state motor vehicle laws and safe driving techniques is required, specifically including, but not limited to, the use of seat belts.

WORK SITE

The following Declaration of Principles will govern work site conduct of all employees of Midwest Masonry Construction, Inc.:

Company safety policies include all safety policies required by federal or state workplace safety statutes and regulations, specifically including, but not limited to, the Occupational Safety and Health Act (OSHA) and will be enforced at all times. No employee, from general supervisor to laborer, has the authority to waive such company safety practice policies.
Unless required by law or particular contract term, there shall be no limitations as to the amount of work an employee can perform during the workday.
There shall be no restriction on the use of any machinery, tools or technology, other than the operational requirements of such machinery, tools or technology as set forth in the manufacturer’s operations manual, any training provided by or through company and regulatory directives; PROVIDED each employee is strictly prohibited from operating any tool or machinery for which they have not been trained and certified to operate as determined by the company.
No unauthorized person shall have the right to interfere with workers during their work hours. Unauthorized persons who enter or loiter around company premises, facilities or work sites shall be removed forcibly and lawfully, which may include the removal by law enforcement officers.
Midwest Masonry Construction, Inc., is an employer at will, and may increase and decrease the work force, issue layoffs and terminations without cause. It is the policy of Midwest Masonry Construction, Inc., to assign work based upon economy, efficiency and skill required.
In addition to the project specification requirements, Midwest Masonry Construction, Inc., will provide the following at each work site:
Cool, sanitary drinking water
Sanitary toilet facilities.

Midwest Masonry Construction, Inc., does not recognize any work assignment jurisdictions, and employees are expected to perform the work set out by the company as represented to employee by management.

DISPUTES AND GRIEVANCES

Work site disputes and grievances should first be attempted to be resolved at the work site. In the event of an employee dispute or grievance, the employee is required to notify the project superintendent who will make a written report of all pertinent facts of the dispute. The report may record the solution options given to the participating employee(s) by the superintendent. The agreed solution to any dispute or grievance shall be recorded, signed, and dated by the superintendent, all participating employee(s), whether disputant or mediator, and any witnesses. The original written report containing the required information of all work site disputes and grievances shall be promptly provided to Grant Caffrey, President, in writing, but, in all events, no later than 24 hours following the date of the dispute or grievance. A copy of the signed report may be kept at the work site for future reference. In the event the dispute or grievance cannot be immediately resolved at the work site, the employees may be required to leave the job site voluntarily or forcibly with the assistance of law enforcement officers and may be placed on administrative leave, with or without pay, until the incident can be fully investigated, and determination reached by company.

ATTENDANCE AND TARDINESS

Full-time employees are expected to perform their duties from Monday through Friday from 7:00 a.m. to 3:30

p.m. or as directed, with one-half (1/2) hour for lunch and time for breaks as directed by work site management, unless otherwise required by applicable statute or regulation, for their regular compensation; PROVIDED, in the event the work schedule, determined in the sole discretion of company, requires longer hours or an extended work week, then, in that event, employees are expected to appear at the designated work site at such designated times until the work is complete; and, FURTHER PROVIDED, that salaried employees are expected to work those hours necessary to complete their assigned duties, without regard to overtime compensation.

Part-time employees and/or seasonal employees are expected to perform the work assigned to them for the period of time assigned for completion of such work.

Full-time employees who do not appear for work, or who appear late to their assigned work site, shall have their wages for such non-appearance or tardiness reduced accordingly, subject to the terms of these policies and procedures and any applicable statutes and regulations.

CORPORATE PAYROLL POLICY

The following guidelines are provided to inform employees of the company’s policies regarding payroll.

The guidelines will be strictly adhered to.

The payroll period starts on Sunday 12:00 a.m. and ends on Saturday 11:59 p.m. All timesheets are to be turned into the office no later than Monday morning at 9:00 a.m. following the end of the pay period. Payroll checks will be deposited directly into the employee’s bank account, in accordance with the information furnished by the employee, each Friday following the end of the pay period. If you choose not to have direct deposit of payroll, you may pick up your check from the office. The check will be available on the Monday following the Friday direct deposit date and you must present a valid photo ID to pick up a check. If the following Monday is a holiday, the check may be picked up on the first business day following the holiday.
If you are requested or required to carry a timesheet, the timesheet must be completed each day. The correct number of hours worked on each job, a brief description of the work performed at each job location, and any receipts, work orders, or bills of lading for any job, materials or equipment used on each job should also be submitted with the timesheet.
Standard working hours are eight (8) hours per day, to be performed between the hours of 7:00 a.m. and 3:30 p.m. or as directed, with one-half hour for lunch, unless the project superintendent establishes a different schedule. All wages are hourly.
The beginning rate of pay is as agreed upon by the Job Superintendent. Overtime is paid at time and one-half (1 ½) fo any hours worked over forty (40) hours in one week and for work performed on all company observed federal holidays.
All delivery or pick up tickets received for supplies or materials, dump charges, or any other outside vendor services shall be submitted to the office each week together with the timesheets. All such tickets must be appropriately identified as to the job to which they apply.
If an employee believes they have been incorrectly paid for any reason, the employee should inform the supervisor or payroll department immediately. If the discrepancy is not resolved, the employee shall submit, in writing, a request for verification or correction of the paycheck to Grant Caffrey within three (3) working days of identification of such discrepancy. If written notification of discrepancy / request for resolution is not presented within this time period, then the pay will be deemed accurate, and no subsequent adjustments shall be made.

REPORTING FOR DUTY (SHOW UP TIME)

It is the policy of Midwest Masonry Construction, Inc., not to pay any time for employees to report for duty at their regularly scheduled time (show up time) when weather conditions or conditions beyond the control of Midwest Masonry Construction, Inc., prevent the employee from starting work at the preplanned time. If the project superintendent or project manager directs, as a condition of employment, the employee to report to the work site and then fails to put the employee to work for any reason, the employee shall receive two hours wage at the regular hourly rate for reporting to duty as required.

WORK OPPORTUNITIES AND WORK SECURITY

Midwest Masonry Construction, Inc.’s, goal is to maintain steady work opportunities for all its employees. In the construction industry, it is customary and necessary to increase or decrease the work force in accordance with weather, work demands, and other factors as determined by Midwest Masonry Construction, Inc. In such circumstances, layoffs may be necessary. In the event of a layoff, the following factors will be considered:

The company’s need for a specific, skilled work force;
The present ability to perform the work assigned skillfully, i.e., the employee’s training and qualifications;
Reliability, efficiency, attendance, attitude, and compliance with company policies and state and federal laws and regulations.

Due to the nature of the industry and work opportunity, layoffs will occur from time to time. Any benefits, if any, will be determined by federal and state statutes and regulations, as amended from time to time.

JOB DUTIES

Flexibility in our work force is a goal and requirement of employment with Midwest Masonry Construction, Inc. Each job description is based upon project needs of the company. Every effort will be made to match the skills of employees with the task available. Employees are expected and required to perform the duties of each assignment in a safe and efficient manner and in accordance with all applicable state and federal laws and regulations.

BENEFITS

Jury Duty

If you are called to jury duty, notify your supervisor immediately and provide the request for jury duty form to the human resources department. Midwest Masonry Construction, Inc., will not compensate you for the time you are on jury duty. If the jury is dismissed early on any day or the employee is excused subject to call, the employee is expected to report to work for the balance of the shift or workday.

Medical Leave

Company does not provide medical leave, subject only to applicable statute and regulatory requirements, unless otherwise agreed in writing by both company and employee.

Workers Compensation

Midwest Masonry Construction, Inc., and employee, and each of them, will comply with all federal and state worker’s compensation statutes and regulations.

Funeral Leave

Full-time employees who have a death in the immediate family will be granted three days of funeral leave upon request. Immediate family includes spouse, child, stepchild, mother, father, brother or sister. Any other funeral leave, including but not limited to, additional days or for a non-immediate family member shall be granted at the sole discretion of the company. All time taken for funeral leave shall be uncompensated unless otherwise agreed in writing between the company and the employee requesting the leave.

Holidays

There are no paid company holidays for hourly employees. Employees required to work on federally designated national holidays will be paid not less than one and one-half (1 ½) times their regular hourly wage.

Sick Leave

There is no paid sick leave for hourly employees.

Vacation

There is no paid vacation leave for hourly employees.

Medical Insurance

From time to time, the company provides partial payment of a health plan premium for employees. A copy of the then current company health plan premium payment policy if any and as amended from time to time, shall be attached to the Policies and Procedures Manual as Attachment A. If qualified to participate, Employee must pay any additional premium for themselves, spouse, children or family coverage unless otherwise agreed in writing.

TERMINATION

A steady work force which comes to work on time, works hard, performs as skilled craftsmen, and does not have high turnover guarantees productivity. If an employee does not adopt this approach, they will be subject to discharge at company’s option. Absenteeism, tardiness, intoxication, mistreatment of others, equipment or other property, violation of safety, non-discrimination, or drug and alcohol policies, misappropriation of equipment or materials, or failure to perform the job required in an efficient, skillful manner are non-exclusive examples of conduct which can result in termination of equipment cause.

Upon termination, company management will determine completion of an Employment Termination Checklist. That checklist, if completed, will be included in Employee’s personnel file.

Status upon Termination

Repayment of advances: Any unpaid payroll advances will be subtracted from the employee’s final check.

Payment of money owed the employee: Any unpaid expenses for company business purposes (turned in on an expense report) will be paid in the final paycheck.

Verification of address: Verify that the employee’s emergency contact information is up-to-date and that the company can contact that person to locate them if the company has trouble delivering documents or notices, specifically including income tax reporting form.

Medical: In the United States, organizations comply with applicable state continuation coverage statues and regulations, if any, or with the Consolidated Omnibus Budget Reconciliation Act of 1980 (COBRA) and extend to eligible employees and their enrolled dependents the right to continue health care plan coverage for a specified period of time at their own expense and at full cost, as amended from time to time. If applicable to employee at the time of termination, Company will provide that information Employee.

SAFETY

Safety is of paramount importance to Midwest Masonry Construction, Inc., and the company goes to great expense to provide a safe workplace. Any questions regarding the safety policy should be directed to your superintendent. The employee must read, understand and comply with our Safety and Hazard Communication Programs. Safety talks and hazard warnings are serious matters. Violations of safety standards are cause for immediate termination. In the event of an on-the-job accident or other safety violation, the employee shall immediately notify his or her supervisor. Supervisors are required to immediately notify the company of such accidents in order to access benefits, if any, related to workplace accidents.

COMPANY RULES: ADDITIONAL POLICIES AND PROCEDURES AND AMMENDMENTS TO EXISTING POLICIES AND PROCEDURES

In addition to the general provisions of employment as set forth in this Policies and Procedures Manual, Midwest Masonry Construction, Inc., reserves the right to publish additional rules or amend existing rules at its discretion in writing and without advance notice, pertaining to the whole company or to a particular work site. Any additional or amended rules provided to the employee in writing become part of these Policies and Procedures Manual and such changes should be maintained with this document.

AMENDMENTS

All amendments, changes, additions or deletions to the Company’s policies and procedures shall be in writing and delivered by Company to the employee.

ACKNOWLEDGEMENT

The undersigned hereby states that he/she has read the Policies and Procedures Manual of Midwest Masonry Construction, Inc., and understands the contents of this manual. The undersigned has received a copy of this manual. The undersigned further states that he/she will abide by the terms and conditions of this Policies and Procedures Manual and understands that failure to do so may result in disciplinary action, up to and including immediate termination.

Name (Print)

Signature

Date

Application for Employment

Section Break

An Equal Opportunity Employer

General

Work History

References

Direct Deposit Information

Essential Functions of Construction Laborers & Equipment Operators

Kansas Workers Compensation Compliance Form

Light Duty Return to Work Policy

Substance Abuse Policy

Acknowledgement

Substance Abuse Policy Receipt and Consent Form

Employee Refusal to Submit to Substance Abuse Testing

Policies and Procedures Manual