Apr 5 • General discussion
Draft Employee Handbook
Bear in mind we need to be California compliant.
Home Pride Construction, Inc.
Employee Manual
Version: April 2025
Table of Contents
1. Start-of-Shift and Time Tracking Policy
2. Job Site Cleanliness and Smoking Policy
3. Job Site Conduct and Client Interaction
4. Drug and Alcohol Policy
5. Tools, Equipment, and Company Property Policy
6. Attendance, Time Off, and Sick Leave Policy
7. Safety and PPE Compliance
8. Protection of Client Property and Site Protection
9. Company Values and Code of Conduct
10. Team Commitment Acknowledgment
11. Harassment, Discrimination, and Equal Opportunity Policy
12. Disciplinary Procedures
13. Probationary Period Policy
14. Equipment & Tool Return at Termination
15. Holiday Schedule
16. Tool & Equipment Check-Out Policy
1. Start-of-Shift and Time Tracking Policy
Employees must be fully ready to begin work at the time of clock-in. “Ready to work” means being in appropriate workwear, with required tools, PPE, and in position. Clock-ins must be made via the JobTread app, with GPS location enabled. After clocking in, take 5 seconds to confirm you’re clocked into the correct job and task, with a visible GPS pin. If there is a technical issue, send a selfie ready to work to your supervisor immediately.
2. Job Site Cleanliness and Smoking Policy
Employees are expected to clean up throughout the day and participate in a full clean-up at the end of each shift. Do not eat meals inside client homes, and no food waste should be left on site. Smoking is strictly prohibited on the job site. Smoking is allowed only in personal vehicles or off the property, and cigarette butts must be disposed of properly. Smoking is only allowed during scheduled break or lunch times.
3. Job Site Conduct and Client Interaction
Employees must remain professional at all times. Keep conversations with clients brief, polite, and work-related. Do not discuss personal beliefs, opinions, or politics. Avoid long or distracting conversations with coworkers. No watching videos or browsing social media during work hours.
4. Drug and Alcohol Policy
All employees must report to work sober and remain sober throughout their shift. Use or possession of drugs or alcohol on the job is strictly prohibited. Violation of this policy may result in immediate termination.
5. Tools, Equipment, and Company Property Policy
Employees are responsible for the proper use and care of company tools and materials. All company property is for work use only. Tools must be kept clean and returned to proper storage. Notify supervisors when tools are no longer needed. General-purpose gloves must be supplied by the employee.
6. Attendance, Time Off, and Sick Leave Policy
Employees working 4/10 schedules must notify their supervisor at least 60 minutes in advance of an absence. Paid sick leave accrues at 1 hour per 30 hours worked, with a max use of 40 hours per year. Sick days for 10-hour shifts will deduct 10 hours. Time off requests require 7-day notice.
7. Safety and PPE Compliance
All employees must wear necessary PPE while on site. Home Pride provides required PPE for job-specific hazards. Employees must bring and maintain their own general-purpose gloves and boots. Unsafe behavior or ignoring safety protocols will result in disciplinary action.
8. Protection of Client Property and Site Protection
Employees must protect all client property and finished surfaces using proper coverings, drop cloths, and barriers. Do not place tools or trash on finished surfaces. If client items must be moved, get supervisor approval first and use care. Report any accidental damage immediately.
9. Company Values and Code of Conduct
• Professionalism: Respect clients and team members
• Accountability: Own your actions
• Craftsmanship: High-quality work, no shortcuts
• Teamwork: Work together to move the job forward
• Client Respect: Treat the home like it’s your own
Employees must avoid foul language, gossip, distractions, and any conduct that harms the team or brand.
10. Team Commitment Acknowledgment
All employees will sign a commitment form agreeing to uphold the values, policies, and expectations outlined in this manual. Noncompliance may result in disciplinary action or termination.
11. Harassment, Discrimination, and Equal Opportunity Policy
Harassment and discrimination based on any protected class are strictly prohibited. Reports must be made to a supervisor or manager. Retaliation is not tolerated. Violations may result in immediate termination.
12. Disciplinary Procedures
We follow a progressive discipline process when appropriate: verbal warning, written warning, final warning/suspension, and termination. Serious misconduct may lead to immediate termination.
13. Probationary Period Policy
All new employees will serve a 90-day probationary period. During this time, performance will be evaluated. Employment remains at-will. Completion of probation does not guarantee continued employment.
14. Equipment & Tool Return at Termination
All company-issued items must be returned by the last day of employment. Failure to return may result in deductions only if a prior written agreement is in place and compliant with California law.
15. Holiday Schedule
Observed (unpaid) holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Job sites may be closed or rescheduled.
16. Tool & Equipment Check-Out Policy
All company tools and equipment must be signed out and returned at the end of the shift or job. Employees are responsible for their proper use and return. Loss or damage may result in discipline or financial responsibility when allowed by law.
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