20101 Hwy 184
Pineville, TX 29374
Phone/Fax: (859) 583-8532/ (859) 583-8572
EMPLOYEE RELATIONS
Equal Opportunity Employer
It is the policy of David’s Construction to provide equal employment opportunity for all applicants and employees. David’s Construction does not discriminate on the basis of race, color, religion, sex, national origin, age, handicap or disability with regards to hiring, firing, promotions, compensation, etc.
David’s Construction will comply with any applicable laws to ensure equal opportunities to our employees with disabilities by making reasonable accommodations for any known physical or mental disability unless accommodation causes undue hardship to our company.
Employment Eligibility
It is the policy of David’s Construction to hire those individuals who are legally eligible to work in the United States. Before any individual can began work, an I-9 form must be completed along with any appropriate documentation is required.
Religious Accommodation
David’s Construction will make reasonable accommodations for employee’s observance of any religious holidays and practices. If an undue hardship will result, accommodations for religious practices will not be made. Employees must request in writing and in advance of any religious accommodation, they desire.
Harassment Policy
It is the policy of the David’s Construction to provide a workplace that is free of harassment. Under federal law and regulations, harassment refers to any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct
Other forms of unlawful harassment are also prohibited by this policy. Such harassment may include harassment based upon a person's race, national origin, religion, age or disability. Such forms of harassment may be reported pursuant to this policy.
Violations of this policy will not be tolerated. Any employee found to have engaged in such conduct, will be subject to appropriate disciplinary action up to and including termination of employment.
Complaint Procedure
If an employee feels that they may have experienced or witnessed any form of harassment they should promptly report the matter to the Supervisor at the client site location as well as the Human Resources manager at David’s Construction. David’s Construction will undertake an investigation ensuring confidentiality to the greatest possible extent.
The Company expressly prohibits any form of retaliatory action against any employee availing themselves of the benefits of this procedure. Retaliation is a violation of this policy and may result in discipline, up to and including termination.
David’s Construction will not retaliate against any employee for filing a complaint.
Employment-At-Will
Your employment at David’s Construction is at-will. At-will employment means that neither you nor David’s Construction has entered into a contract regarding the duration of your employment. You or David’s Construction may terminate employment for any reason whatsoever, with or without cause at any time.
Substance Abuse Policy
At David’s Construction, we are committed to providing a safe working environment for all employees. When any employee uses drugs, this commitment is jeopardized. Drug and alcohol testing will be administered under the following: New Hire Testing, Reasonable Suspicion, at Random, and Post Accident Testing.
David’s Construction will tolerate the use of substance abuse. It is a direct violation of our company p policy for any employee to possess, use, buy, trade or offer to sale illegal drugs or alcohol on the job. It is also a violation of our company for any employee to report to work under the influence of drugs and alcohol. Employees who are in violation of this policy are subject to immediate disciplinary action including termination.
ABSENCES
Attendance Policy
All Employees are expected to be at work at the beginning of designated
