Please note: Any changes made to this document will not be reflected in your online Handbook. To ensure that your online Handbook is up to date, and to take advantage of content updates, policy alerts, and online employee access to your policies, be sure to update your online Handbook with any edits made to this document.

ACS Facility Services

OUR MISSION

To Provide “The Most Sensational Service Experience Ever”

Using our Core Values

1.) TEAM First

2.) Solve Problems

3.) Get Recognized (through excellence)

4.) Do More (while having fun)         

                                                  Revision Date December 13, 2018

 

Table of Contents

 

No.

Policy Title

 

1. Introduction

 

1.1

Handbook Disclaimer

 

1.2

Welcome Message

 

1.3

Changes in Policy

 

2. General Employment

 

2.1

At-Will Employment

 

2.2

Immigration Law Compliance

 

2.3

Equal Employment Opportunity (New York Employees)

 

2.4

Employee Grievances

 

2.5

Internal Communication

 

2.6

Outside Employment

 

2.7

Anti-Retaliation and Whistle-blower Policy

 

3. Employment Status & Record-keeping

 

3.1

Employment Classifications

 

3.2

Personnel Data Changes

 

3.3

Expense Reimbursement

 

3.4

Termination of Employment

 

4. Working Conditions & Hours

 

4.1

Company Hours

 

4.2

Emergency Closing

 

4.3

Parking

 

4.4

Workplace Safety

 

4.5

Security

 

4.6

Meal Periods (New York Employees)

 

4.7

Break Time for Nursing Mothers

 

5. Employee Benefits

 

5.1

Health Insurance Continuation

 

5.2

Holidays

 

5.2.1

Paid Scheduled Days

 

5.3

Bereavement Leave

 

5.4

Credit Union

 

5.5

Employee Referral Program

 

5.6

Military Leave

 

5.7

Family Military Leave (New York Employees)

 

5.8

Jury Duty Leave (New York Employees)

 

5.9

Workers' Compensation

 

      5.10

Disability Benefits (New York Employees)

 

5.11

Sick Leave

 

5.11.1

Paid Family Leave (New York Employees)

 

5.12

Retirement Plan

 

6. Employee Conduct

       6.1.1 Corrective counseling and terminations

 

6.1

Standards of Conduct

 

6.2

Disciplinary Action

 

6.3

Confidentiality

 

6.4

Personal Appearance

 

6.5

Workplace Violence

 

6.6

Drug & Alcohol Use

 

6.7

Sexual & Other Unlawful Harassment

 

6.8

Telephone Usage

 

6.9

Personal Property

 

6.10

Use of Company Property

 

6.11

Smoking

 

6.12

Visitors in the Workplace

 

6.13

Computer, Email & Internet Usage

 

6.14

Company Supplies

 

7. Timekeeping & Payroll

 

7.1

Attendance, Absenteeism & Punctuality

 

7.2

Time-keeping

 
7.2.1 Travel-Time Policy  
7.2.2 Geo-Fence Policy  

7.3

Paydays

 

7.4

Payroll Deductions

 
         

 

1.Introduction

1.1 Handbook Disclaimer

The contents of this handbook serve only as guidelines and supersede any prior handbook.  Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company.  Employment with ACS Facility Svcs is "AT-WILL.” This means employees or ACS Facility Svcs may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with ACS Facility Svcs for any set period of time.  

The Company has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time.  No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.

 

1.2 Welcome Message

Dear Valued Employee,

Welcome to ACS Facility Svcs! We are pleased with your decision to join our team.

ACS Facility Svcs is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.

This employee handbook contains general information on our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your Larado or Jennifer Bulkley .

Welcome aboard. We look forward to working with you!

Sincerely,

Larado Bulkley – Co-Janitor

 

1.3 Changes in Policy

Change at ACS Facility Svcs is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by ACS Facility Svcs, and after those dates all superseded policies will be null and void.

 

No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult Jennifer Bulkley.

 

2.General Employment

2.1 At-Will Employment

Employment with ACS Facility Svcs is "at-will." This means employees are free to resign at any time, with or without cause, and ACS Facility Svcs may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with ACS Facility Svcs for any set period of time.

 

The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by ACS Facility Svcs, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between ACS Facility Svcs and any of its employees.

 

2.2 Immigration Law Compliance

ACS Facility Svcs is committed to employing only United States citizens and aliens who are authorized to work in the United States.

 

In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with ACS Facilities Svcs within the past three years, or if their previous I-9 is no longer retained or valid.

 

ACS Facility Svcs may participate in the federal government's electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, ACS Facilities Svcs provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee's Form I-9 to confirm work authorization.

 

2.3 Equal Employment Opportunity (New York Employees)

ACS Facility Svcs is an Equal Opportunity Employer. Employment opportunities at ACS Facility Svcs are based upon one's qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to:

This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, internships, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.

ACS Facility Svcs strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment or participates in an investigation of such report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee who violates this policy.

 

2.4 Employee Grievances

It is the policy of ACS Facility Svcs to maintain a harmonious workplace environment. ACS Facility Svcs encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions.

 

Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to Jennifer Bulkley.

 

After receiving a written grievance, ACS Facility Svcs may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.

 

Complaints involving alleged discriminatory practices shall be processed in accordance with ACS Facility Svcs's Sexual and other Unlawful Harassment Policy.

 

ACS Facility Svcs assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.

 

2.5 Internal Communication

Effective and ongoing communication within ACS Facility Svcs is essential. As such, the Company maintains systems through which important information can be shared among employees and management.

Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, ACS Facility Svcs uses swept, texting and email to facilitate communication and share access to documents. For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy.

All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.

 

2.6 Outside Employment

Aside from competitors of ACS employees may hold outside jobs as long as the employee meets the performance standards of their position with ACS Facility Svcs.  If you have any questions as to relating to who our competitors are please communicate with Larado Bulkley.

 

Unless an alternative work schedule has been approved by ACS Facility Svcs, employees will be subject to the Company's scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.

 

ACS Facility Svcs's property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.

 

2.7 Anti-Retaliation and Whistle-blower Policy

This policy is designed to protect employees and address ACS Facility Svcs's commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistle-blower protection regulations, ACS Facility Svcs will not tolerate any retaliation against an employee who:

Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.

Anyone found to have engaged in retaliation or in violation of law, policy or practice will be subject to discipline, up to and including termination of employment.  Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.

Employees who wish to report a violation should contact their supervisor or Jennifer Bulkley directly. Employees should also review their state and local requirements for any additional reporting guidelines.

ACS Facility Svcs will promptly and thoroughly investigate and, if necessary, address any reported violation.

Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, Jennifer Bulkley or any state or local agency responsible for investigating alleged violations.

 

 

 

3.Employment Status & Record-keeping

3.1 Employment Classifications

For purposes of salary administration and eligibility for overtime payments and employee benefits, ACS Facility Svcs classifies employees as either exempt or non-exempt. Non-exempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each workweek in which work is performed.

 

If you change positions during your employment with ACS Facility Svcs or if your job responsibilities change, you will be informed by Jennifer Bulkley of any change in your exempt status.

 

In addition to your designation of either exempt or non-exempt, you also belong to one of the following employment categories:

 

Full-Time:

 

Full-time employees are regularly scheduled to work greater or equal to 32 hours per week. Generally, regular full-time employees are eligible for ACS Facility Svcs's benefits, subject to the terms, conditions, and limitations of each benefit program.

 

Part-Time:

 

Part-time employees are regularly scheduled to work less than 32 hours per week. Regular part-time employees may be eligible for some ACS Facility Svcs benefit programs, subject to the terms, conditions, and limitations of each benefit program.

 

Temporary:

 

Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Employment beyond any initially stated period does not in any way imply a change in employment status or classification. Temporary employees retain temporary status unless and until they are notified, by ACS Facility Svcs Management, of a change.

 

3.2 Personnel Data Changes

It is the responsibility of each employee to promptly notify their supervisor or the COO of any changes in personnel data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.

If any of the following have changed or will change in the coming future, contact your supervisor or the COO as soon as possible:

 

3.3 Expense Reimbursement

ACS Facility Svcs reimburses employees for necessary expenditures and reasonable costs incurred in the course of doing their jobs. Expenses incurred by an employee must be approved in advance by the COO.

Some expenses that may warrant reimbursement include, but are not limited, to the following: mileage costs, air or ground transportation costs, lodging, meals for the purpose of carrying out company business, and any other reimbursable expenses as required by law. Employees are expected to make a reasonable effort to limit business expenses to economical options.

To be reimbursed, employees must submit expense reports to the COO for approval. The report must be accompanied by receipts or other documentation substantiating the expenses. Questions regarding this policy should be directed to your supervisor.

 

3.4 Termination of Employment

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following:

Employees who intend to terminate employment with ACS Facility Svcs, shall provide ACS Facility Svcs with at least two weeks of written notice. Such notice is intended to allow the Company time to adjust to the employee's departure without placing undue burden on those employees who may be required to fill in before a replacement can be found. Leadership members who intend to terminate employment with ACS Facility Svcs, shall provide ACS Facility Svcs with at least four weeks of written notice.

Since employment with ACS Facility Svcs is based on mutual consent, both the employee and ACS Facility Svcs have the right to terminate employment at-will, with or without cause, at any time.

In the case of employee termination, the employee will receive their accrued pay in accordance with all federal, state and local laws.

Any employee who terminates employment with ACS Facilities Svcs shall return all files, records, keys, and any other materials that are the property of ACS Facilities Svcs.

Employee benefits will be affected by employment termination in the following manner:

If you have any questions or concerns regarding this policy, direct them to the COO.

 

 

4.Working Conditions & Hours

4.1 Company Hours

ACS Facility Svcs is open for business from Monday - Friday 09 AM to 12 AM. This excludes holidays recognized by ACS Facility Svcs. The standard workweek is 32 hours. This may include some Saturdays based on need of clients.

Supervisors, using SWEPT or some other scheduling software will advise employees of their scheduled shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.

 

4.2 Emergency Closing

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by ACS Facilities Svcs management.

When a decision is made to close the office, employees will receive official notification from their supervisor via SWEPT or e-mail.

 

4.3 Parking

ACS Facility Svcs provides parking for employees in the building parking lot. There should be ample space for all employees. Employees may only park in open spaces or those designated for use by ACS Facility Svcs. Vehicles parked in spaces designated for private use will be towed at the owner's expense.

 

4.4 Workplace Safety

ACS Facility Svcs is committed to providing a clean, safe, and healthful work environment for its employees. Maintaining a safe work environment, however, requires the continuous cooperation of all employees. ACS Facility Svcs and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense in all work activities.

HAZARD COMMUNICATION TRAINING

At the time of orientation the employee will receive training on Advantage Cleaning Services’s Hazard Communication Program (HazMat).  Your training will include the following:

 

1.     The purpose of the Hazard Communication Program.

2.     The use of the Safety Data Sheets (/SDS).

3.     The location of the Hazard Communication Program and SDS’s at the job site.

4.      Product use and handling instructions for all products I use.

5.     The use of personal protective equipment as required.

6.     Emergency procedures in case of injury or spills.

7.     The General Chemical Safety Handling rules.

 

The employee will abide by all safety rules indicated and required by Advantage Cleaning Services, the client, and for any governing authority.  The employee agrees to report any injury, spill or leak to their immediate supervisor immediately.

 

VINYL/NITRILE GLOVE AND EYE PROTECTION POLICY

 

Because of the Occupational Safety Health Administration (OSHA)  and Advantage Cleaning Services' commitment to a safe work place for all employees, all personnel using cleaning chemicals on Advantage Cleaning Services jobs will be required to wear vinyl/nitrile gloves and protective eye wear (provided by Advantage Cleaning Services) when cleaning restrooms, shower rooms, or any other defined area.

 

This Policy is being enforced for these reasons:

 

    1.     To follow OSHA and MSHA Rules and Regulations.

    2.     To protect the employee from disease that may be transmitted in restroom cleaning.

    3.     To protect the employee from any injury to eyes when using cleaning chemicals.

 

If an employee refuses to wear vinyl/nitrile gloves or protective eye wear, Advantage Cleaning Services will not be responsible for repercussions concerning the contraction of any disease or side effects from a reaction to the chemicals, or repercussions concerning eye injury from chemicals.  Also, the company will NOT be responsible for medical bills incurred for failure to follow this policy.

SAFETY POLICY

At Advantage Cleaning Services, employee safety is everyone’s business.  Safety is to be given primary importance in every aspect of planning and performing all Advantage Cleaning Services activities.  Employees and management have shared responsibility in maintaining the workplace that is safe and injury free.  Advantage Cleaning Services wants to protect employees against industrial injury and illness, as well as minimize the potential loss of production.  The employee’s responsibility is to follow and observe all safety rules and procedures.

 

Please report all injuries (no matter how slight) to your manager and/or supervisor immediately, as well as anything that needs repair or is a safety hazard.  If an accident does occur, you will be required to report the accident to your supervisor immediately and contact your District office within 24 hours of the injury.  You will be asked to complete an accident review form. Below are some general safety rules. Your manager and/or supervisor may post other safety procedures in your work area.

 

< >Read product labels before use.  Never mix two chemicals together unless instructed on the label.Never use an unlabeled container.Avoid overloading electrical outlets with too many appliances or machines.Use flammable items, such as cleaning fluids, with caution.Walk --- don’t run.Use stairs one at a time.Report to your manager and/or supervisor if you or a co-worker becomes ill or is injured.Ask for assistance when lifting heavy objects or moving heavy furniture.Smoke only in designated smoking areas- Smoking on-site allowance only applies if working on site more than six hours. Never smoke on a job site if working less than six hours on that site, company vehicle, or company building.Never empty an ashtray into a wastebasket or any flammable receptacle.Wear or use appropriate safety equipment as required in your work.Avoid “horseplay” or practical jokes.Start work on any machine only after safety procedures and requirements have been explained (and you understand them).Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, hearing protectors, etc. in designated areas or when working on an operation which requires their use.Keep your work area clean and orderly, and the aisles clear.Stack materials only to safe heights.Watch out for the safety of fellow employees.Use the right tool for the job, and use it correctly.Wear gloves whenever handling barrels, etc.Follow the blood borne pathogens exposure control plan/policy.Loose clothing, jewelry or rings must be removed before operating machinery.

 

 

Complaint and Reporting Procedure:

Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that results in injury, regardless of how seemingly insignificant the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to:

Jennifer Bulkley

24A Park Drive Hornell NY 14843

607-382-9828

 

Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.

 

Retaliation Prohibited:

ACS Facility Svcs expressly prohibits retaliation against anyone who reports unsafe working conditions or work-related accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.

Questions or concerns regarding this policy should be directed to your supervisor or the COO.

 

4.5 Security

The purpose of ACS Facility Svcs's security policy is to protect Company assets and to maintain a safe working environment for all employees.

 

Facility Access:

 

Specified ACS Facility Svcs employees will be issued a key to gain access to ACS Facilities Svcs facilities. Employees who are issued keys are responsible for their safekeeping. All lost or stolen keys must be reported to your supervisor as soon as possible.

 

Upon separation from ACS Facility Svcs, and at any other time upon ACS Facility Svcs's request, all keys must be returned to your supervisor.

 

Closing Procedures:

 

The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that: all doors are securely locked; the alarm system is armed; thermostats are set on appropriate evening and/or weekend setting; and all appliances and lights are turned off with the exception of the lights normally left on for security purposes.

 

Employees are not permitted on company property after hours without prior written authorization from the COO.

 

4.6 Meal & Break Periods (New York Employees)

In accordance with state and local laws, non-exempt employees will be provided with meal and break periods. Break periods of 10 minutes will be paid. Break periods lasting longer than 10 minutes will be unpaid.

 

Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during meal periods of more than 20 minutes. If for any reason a non-exempt employee does not take the applicable meal and rest period that they are provided, the employee must notify his or her supervisor immediately.

ACS Facility Svcs will schedule meal and break periods in order to accommodate Company operating requirements.

Employees are entitled to a meal period based on their work schedule, as outlined below:

For non-exempt employees, the meal period is unpaid. Non-exempt employees must record the beginning and ending of the meal period using ACS Facility Svcs's timekeeping system.

Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during meal periods. If for any reason a non-exempt employee does not take the applicable meal period that they are provided, the employee must notify his or her supervisor immediately.

 

4.7 Break Time for Nursing Mothers

ACS Facility Svcs accommodates employees who wish to express breast milk during the workday by providing reasonable break times to do so. The Company will provide a designated room, other than a bathroom, that is shielded from view, free from intrusion from coworkers and the public and is in compliance with all other applicable laws for this purpose.

Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time.  If the lactation break does not run concurrently with the employee’s regularly scheduled compensated break, the lactation break time will be unpaid.

For questions related to this policy, please contact the COO.

 

5.Employee Benefits

5.1 Health Insurance Continuation

The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that requires most employers sponsoring group health plans to offer a temporary continuation of group health coverage when coverage would otherwise be lost due to certain specific events.

Through COBRA, employees and their qualified beneficiaries have the right to continue group health insurance coverage after a "qualifying event." The following are qualifying events:

Under COBRA, the employee or beneficiary pays the full cost of health insurance coverage at ACS Facility Svcs's group rates plus an administration fee.

Notification Requirements:

The employee, or family member, has the responsibility to inform the COO of a divorce, legal separation, or a child losing dependent status. The employee, or a family member, has 60 days after the qualifying event to provide such notice, unless a longer period is permitted under rules of the plan. ACS Facility Svcs has the responsibility to notify the Plan Administrator of the employee's death, termination of employment, or reduction in hours.

Once the notification has been made to the Plan Administrator, the Plan Administrator will inform the employee that he or she has the right to choose continuation of coverage. If employees choose to continue coverage, ACS Facilities Svcs is required to provide coverage that is identical to the coverage provided under the plan to similarly situated employees or family members.

Period of Coverage:

Continuation of coverage is extended from the date of the qualifying event for a period of 18 to 36 months. The length of time for which continuation coverage is made available (i.e., the "maximum period" of continuation coverage) depends on the type of qualifying event that gave rise to the employee's COBRA rights.

An employee's continuation of coverage may be cut short for any of the following reasons:

This policy provides a summary of health insurance continuation benefits.  Actual coverage is determined by the express terms of the plan documents.  We encourage both you and your family to review the plan's Summary Plan Description (SPD) materials carefully.

If there are any conflicts between the handbook or summaries provided and the plan documents, the plan documents will control.  The Company reserves the right to amend, interpret, modify or terminate any of its employee benefits programs without prior notice to the extent allowed by law.

For further details on health insurance continuation available through ACS Facility Svcs, as well as copies of the plan documents, contact the COO.

 

5.2 Holidays

ACS Facility Svcs observes the following paid holidays:

Due to the nature of our business, ACS Facility Svcs may require employees to work on a holiday. Employees required to work on holidays will be paid holiday pay in accordance with applicable laws.

 

5.2.1 Paid Scheduled Days

ACS Part-Time and Full-Time employees receive one paid scheduled day per continuous year of service.

Due to the nature of our business, ACS Facility Svcs requires employees fill out and turn the notice in two weeks prior to date. Give to Operations Manager for scheduling.  Management give to COO for scheduling. Scheduled days must be scheduled and used within one year of anniversary date.





 

5.3 Bereavement Leave

Bereavement leave provides un-paid time off for eligible employees in the event of a death in their immediate family. Employees in the following employment classification(s) are eligible for bereavement leave: Full-time and part-time employees

An immediate family member for purposes of ACS Facility Svcs's bereavement leave policy includes the following:

Eligible employees are entitled to 3 days un-paid time off for a death in the immediate family.

To be eligible for un-paid time off for bereavement, employees are expected to notify their supervisors at the earliest opportunity so that the supervisor can try to arrange coverage for the employee's absence. In addition, ACS Facility Svcs may require verification of the need for the leave.

 

5.4 Credit Union

ACS Facility Svcs employees as well as their immediate family members are eligible to join the ServU Credit Union. The Credit Union offers financial services to employees and their family members, such as deposit accounts, savings plans, and loans.

Questions regarding this policy should be directed to the COO.

 

5.5 Employee Referral Program

ACS Facility Svcs offers an employee referral program to encourage employees to recommend qualified candidates using our “We Think You’re a Rockstar” cards. Our referral program provides employees with a referral bonus for successful hires made based upon an employee's recommendation. If a recommended candidate is hired and completes 90 days of service, the employee who provided the referral will receive a bonus of $250.00, once the candidate surpasses 180 days of service, the employee who provided the referral will receive a bonus of $250.00, once the candidate surpasses 365 days of service, the employee who provided the referral will receive a bonus of $500.00.

 

All referred candidates will be considered and evaluated based on experience and qualifications and will be subject to the same pre-employment standards as all other candidates.

 

Questions regarding this policy should be directed to the COO.

 

5.6 Military Leave

ACS Facility Svcs grants employees time off for service, training and other obligations in the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any other applicable state law.

All employees requesting time off for military service must provide advance notice to their immediate supervisor, unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.

Employees are eligible for reemployment for up to five years from the date their military leave began. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law. For reinstatement guidelines, contact the COO.

Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

ACS Facility Svcs complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniformed services. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and reemployment application requirements.

Questions regarding this policy should be directed to the COO.

 

5.7 Family Military Leave (New York Employees)

Employees may be eligible to take up to 10 days of leave when their spouse, as a member of the armed forces, National Guard or reserves, is on leave from deployment during a period of military conflict.

To be eligible, an employee must work for ACS Facility Svcs an average of at least 20 hours per week.

Employees should provide reasonable (90 days) advance notice of their need for such leave to the extent possible. When possible, employees should consult with their supervisor to schedule the leave so that it does not unduly disrupt ACS Facility Svcs's operations. Employees must be prepared to provide ACS Facility Svcs with certification from the proper military authority to verify the employee's eligibility for family military leave.

Family military leave is unpaid; however, employees may opt to use accrued paid time off for this purpose.

 

5.8 Jury Duty Leave (New York Employees)

ACS Facility Svcs encourages employees to fulfill their civic responsibilities when called upon to serve as a juror. Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible (14) days prior to the start of jury duty service so that the supervisor may make arrangements to accommodate their absence. Either ACS Facility Svcs or the employee may request an excuse from jury duty if it is determined that the employee's absence would create serious operational difficulties.

If you report for jury duty and/or serve on a jury, you will be paid the first $40 of your regular compensation for the first 3 days; however, your pay will be reduced by any compensation you receive from the courts for serving. Additional time off will be unpaid; however, employees may opt to use accrued paid time off for this purpose.

 

5.9 Workers' Compensation

Employees who are injured on the job at ACS Facility Svcs are eligible for Workers' Compensation benefits. Such benefits are provided at no cost to employees and cover any injury or illness sustained in the course of employment that requires medical treatment.

Employees who sustain work-related injuries or illnesses must notify their supervisor immediately so that ACS Facility Svcs can notify the workers' compensation insurance carrier as soon as possible.

Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with workers' compensation laws. This protection is paid for in full by ACS Facility Svcs. No premium is charged for this coverage and no individual enrollment is required. ACS Facility Svcs will provide medical care and a portion of lost wages through our insurance carrier.

All job-related accidents or illnesses must be reported to an employee's supervisor immediately upon occurrence. Supervisors will then immediately contact the COO to obtain the required claim forms and instructions.

 

5.10 Disability Benefits (New York Employees)

Employees who are unable to work due to a non-work related injury or sickness, including pregnancy, may be eligible for disability benefits through ACS Facility Svcs.

Eligibility

Employees who have worked for a covered employer for at least 4 consecutive weeks may be entitled to up to 26 weeks of partial wage replacement during 52 consecutive weeks.

Employees must be under the care of a healthcare provider, and must be prepared to provide proof of their disability from their healthcare provider, in order to qualify for benefits.

Filing a Claim

Employees must file a claim with the COO or with the Company's insurance carrier within 30 days after becoming disabled. Employees are subject to a 7 day waiting period before receiving benefits.

If an employee files a claim for disability benefits after 30 days, the employee will not be paid for any disability period more than two weeks before the claim is filed. Late filings may be excused, however, if the employee can show that it was not reasonably possible to file earlier.

An employee will not be entitled to any disability benefits if the employee files a claim more than 26 weeks after the disability begins.

Contact the COO for assistance in determining eligibility and other questions related to disability benefits.

 

 

5.11 Sick Leave

An employee is to contact his/her supervisor when sick, or when personal leave is needed because of illness. Calling in sick the day of work will be considered an unexcused absence.

It remains the employee’s responsibility to keep the supervisor informed as to his/her condition and when he/she will return to work. A medical statement from the employee’s doctor will be requested by the company when an employee is absent from work for three or more working days.

Employees are required to take any and all available PTO (paid time off) during a sick leave.  Any leave extending beyond PTO benefits will be handled as unpaid time off.

 

5.11.1 Paid Family Leave (New York Employees)

Beginning January 1, 2018, employees in New York may be eligible for up to 8 weeks of wage replacement benefits within a 52-week period for Paid Family Leave from the State of New York. The duration of wage-replacement benefits will increase to 10 weeks in 2019 and then to 12 weeks in 2021. The program will be funded solely by employees through a payroll tax.

Eligible Employees:

Employees must generally be employed with ACS Facility Svcs for at least 26 consecutive weeks to be eligible for Paid Family Leave. Part-time employees must be employed for at least 175 days to be eligible.

Employee Notice:

When the need for family leave is foreseeable, employees must generally provide at least 30 days’ notice to ACS Facility Svcs.

Basic Leave Entitlement:

Under the program, eligible employees may take leave and receive wage replacement benefits for for the following reasons:

Family member is defined as a child, parent, grandparent, grandchild, spouse, or domestic partner.

Serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential health care facility, continuing treatment or continuing supervision by a health care provider.

Job Restoration:

Eligible employees returning from Paid Family Leave will generally be reinstated to the position they held before the start of the leave, or to a comparable position with comparable pay, benefits, and other terms and conditions of employment.

Benefits Continuation:

During the duration of Paid Family Leave, an employee’s existing health benefits will be maintained as if the employee had continued to work.

Employees who are interested in any additional information about these benefits should contact the COO.

 

5.12 Retirement Plan

ACS Facility Svcs employees have the opportunity to participate in a company-sponsored retirement plan following 90 days days of service. Full-time and part-time employees are eligible to participate in the plan.

This policy provides a summary of the benefits which may be provided at the Company’s discretion.  Actual coverage is determined by the express terms of the plan documents.  We encourage you to review the plan's Summary Plan Description (SPD) materials carefully.

If there are any conflicts between the handbook or summaries provided and the plan documents, the plan documents will control.  The Company reserves the right to amend, interpret, modify or terminate any of its employee benefits programs without prior notice to the extent allowed by law.

For details on the specific retirement plans offered through ACS Facility Svcs, as well as copies of the plan documents, contact the COO.

 

 

6.Employee Conduct

6.1.1 Corrective counseling and terminations

 

Corrective counseling may be initiated when [company name] believes that an employee’s performance problem can and will be resolved through adequate counseling. Corrective counseling is completely at the discretion of company management. The company desires to protect its investment of time and expense devoted to employee orientation and training whenever that goal is in the company’s best interests.

 

It is essential that all disciplinary action be adequately and appropriately supported by written documentation to protect both the rights of the company and the rights of the employee.

 

The supervisor or manager will determine the course of action best suited to the circumstances. The steps in corrective counseling and performance improvement are as follows:

 

·         Verbal Counseling: As the first step in correcting unacceptable performance or behavior, the supervisor/manager should review pertinent job requirements with the employee to ensure his/her understanding of them. The supervisor/manager should consider the severity of the problem, the employee’s previous performance appraisals and all of the circumstances surrounding the particular case.

 

If the problem continues, the second step is to define the problem in more specific terms and work with the employee to identify the requirements for performance improvement or change of conduct. The seriousness of the performance or misconduct should be indicated by stating that a written warning, probation or possible termination could result if the problem is not resolved. The employee should be asked to review what has been discussed to ensure his/her understanding of the seriousness of the problem and corrective action necessary. Immediately after the second step in verbal counseling, the supervisor/manager should document the verbal counseling for future reference.

 

·         Written Counseling: If the unacceptable performance or behavior continues, the next step should be a written warning. Also, circumstances such as a violation of a widely known policy or safety requirement may justify a written warning without first using verbal counseling. The written warning defines the problem and how it may be corrected. The seriousness of the problem is again emphasized, and the written warning shall indicate that probation or termination or both may result if improvement is not observed. Written counseling becomes part of the employee’s personnel file.

 

·         Probation: If the problem has not been resolved through written counseling, and/or the circumstances warrant it, the individual should be placed on probation. Probation is a serious action in which the employee is advised that termination will occur if improvement in performance or conduct is not achieved within the probationary period.

 

The employee’s supervisor/manager, after review of the employee’s corrective counseling documentation, will determine the length of probation. Typically, the probation period should be at least two weeks and no longer than 30 days, depending on the circumstances. The supervisor/manager prepares a written probationary notice to the employee. The notice should include a statement of the following:

 

·         The specific unsatisfactory situation.

·         A review of oral and written warnings.

·         The length of probation.

·         The specific behavior modification or acceptable level of performance.

·         Suggestions for improvement.

·         A scheduled counseling session or sessions during the probationary period.

·         A statement that further action, including termination may result if defined improvement or behavior modification does not result during probation. “Further action” may include, but is not limited to reassignment, reduction in pay, pay grade or demotion.

 

The supervisor/manager should personally meet with the employee to discuss the probationary letter and answer any questions. The employee should acknowledge receipt by signing the notice. If the employee should refuse to sign, the supervisor/manager may sign attesting that it was delivered to the employee and identifying the date of delivery. The probationary letter becomes part of the employee’s personnel file.

 

On the defined probation counseling date or dates, the employee and supervisor/manager will meet to review the employee’s progress in correcting the problem that led to the probation. Brief written summaries of these meetings should be prepared. Should probation be completed successfully, the employee should be commended, though cautioned that any future recurrence may result in further disciplinary action and/or termination.

 

·         Suspension: A two or three day suspension may be justified when circumstances reasonably require an investigation of a serious incident in which the employee was allegedly involved. A suspension may also be warranted when employee safety, welfare, or morale may be adversely affected if a suspension is not imposed. In addition, and with prior approval, suspension without pay for up to three consecutive working days may be imposed for such proven misconduct as intentional violation of safety rules, fighting or drinking on the job. These examples do not limit management’s use of suspension in other appropriate circumstances, such as the need to investigate a serious incident. In implementing a suspension, a written counseling report should set forth the circumstances justifying the suspension. Such a report will become part of the employee’s personnel file.

 

·         Involuntary Termination: The supervisor/manager prepares the involuntary termination notice. The employee is notified of the termination by the supervisor/manager and termination documentation must be completed. Involuntary termination is reserved for those cases that cannot be resolved by corrective counseling or in those cases where a major violation has occurred, which cannot be tolerated.


 

6.1 Standards of Conduct

The company believes that each employee should be totally aware of the behavior expected while he/she is employed. The following are classifications of violations for which corrective counseling, performance improvement or other disciplinary action will be taken, and are not limited to these examples. A particular violation may be major or minor depending on the surrounding facts or circumstances.

 

·         Minor Violations: Less serious violations that have some effect on the continuity, efficiency or work, safety and harmony within the company. They typically lead to corrective counseling unless repeated or when unrelated incidents occur in rapid succession. Some examples of minor violations are as follows: Minor offense offenders will receive 1 oral warning for the first three offenses, one written warning for the fourth offense, one written warning with 30 days probation (At the discretion of Operations Manager-based on belt status/performance) for the fifth offense, Termination for the fifth/six offense.

 

o   Failure to notify supervisor/manager of intended absence either five hours before or within 30 minutes after the start of a shift.

o   tardiness

o   Failure to observe working hours such as the schedule of starting time and quitting time.

o   Excessive absenteeism

o   Unsatisfactory job performance.

o   Interfering with another employee’s job performance.

o   Performing unauthorized personal work on company time.

o   Unauthorized use of the telephone or equipment for personal business.

o   Pilfering of trash ******May result in immediate termination******

o   Allowing unauthorized people (ie: friends or relatives) on the property of the company or client’s property.

o   Knowingly performing unsafe acts such as standing on a chair instead of using a ladder or extension pole

o   Loss of keys clients/employers keys/security codes/key badges etc ******May result in immediate termination******

 

·         Major Violations: More serious violations. They include any deliberate or willful infraction of company rules Willfully disregarding company policies or procedures. ACS Facility Svcs's rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, the Company’s rules and standards. While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behaviors such as these, as well as other forms of misconduct, will result in  termination of employment:

 

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding ACS Facility Svcs's standards of conduct, please direct them to your supervisor or the COO.

 

6.2 Disciplinary Action

Disciplinary action at ACS Facility Svcs is intended to fairly and impartially correct behavior and performance problems early on and to prevent re-occurrence.

Disciplinary action may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence. ACS Facility Svcs reserves the right to administer disciplinary action at its discretion and based upon the circumstances.

 

6.3 Confidentiality

ACS Facility Svcs takes the protection of Confidential Information very seriously.  “Confidential Information” includes, but is not limited to, computer processes, computer programs and codes, customer lists, customer preferences, customers’ personal information, company financial data, marketing strategies, proprietary production processes, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, and information concerning the creation, acquisition or disposition of products and services.

Confidential Information also includes the Company’s intellectual property and information that is not otherwise public. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed through the course of your employment with ACS Facility Svcs and as a direct result of your job responsibilities with ACS Facility Svcs. Wages and other conditions of employment are not considered to be Confidential Information.

To protect such information, employees may not disclose any confidential or non-public proprietary information about the Company to any unauthorized individual. If you receive a request for Confidential Information, you should immediately refer the request to your supervisor.

The unauthorized disclosure of Confidential Information belonging to the Company, and not otherwise available to persons or companies outside of ACS Facility Svcs, may result in disciplinary action, up to and including termination of employment. If you leave the Company, you may not disclose or misuse any Confidential Information.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Questions regarding this policy should be directed to the COO.

 

6.4 Personal Appearance

The purpose of ACS Facility Svcs personal appearance policy is to ensure a safe and sanitary workplace for all employees.  ACS Facility Svcs strives to maintain a professional working environment that promotes efficiency, positive employee morale and promotes a professional image.  During business hours or when representing ACS Facility Svcs, employees are expected to use common sense and good judgment in order to meet the goals of this policy.

 

Generally, employees should wear appropriate clothing, observe high standards of personal hygiene, and dress and groom themselves according to the requirements of their positions. While not intended to be an all-inclusive list, the examples below are considered appropriate workplace attire:

Only company approved uniforms including Photo ID badges

If management designates "casual days," an employee's casual dress must still be clean, neat and project a professional image.

Generally, employees should maintain a clean and neat appearance and should refrain from wearing stained, wrinkled, frayed, or revealing clothing to the workplace. Employees are urged to use their discretion when determining what is appropriate to wear to work. Employees who wear inappropriate attire to work may be sent home to change their clothing.

ACS Facility Svcs understands that in certain situations, the Company may need to make exceptions to this policy based on an employee’s religion, disability, or other characteristic protected under federal, state or local law.  In accordance with all applicable laws, the Company will make every effort to provide reasonable accommodation as necessary unless doing so would cause an undue hardship on ACS Facilities Svcs.

Questions regarding appropriate workplace attire should be directed to your supervisor or the COO.

 

6.5 Workplace Violence

ACS Facility Svcs strictly prohibits workplace violence, including any act of intimidation, threat, harassment, physical violence, verbal abuse, aggression or coercion against a coworker, vendor, customer, or visitor.

Prohibited actions, include, but are not limited to the following examples:

All threats or acts of violence should be reported immediately to your supervisor or security personnel. Employees should warn their supervisors or security personnel of any suspicious workplace activity that they observe or that appears problematic.  Employee reports made pursuant to this policy will be kept confidential to the maximum extent possible. ACS Facility Svcs will not tolerate any form of retaliation against any employee for making a report under this policy.

ACS Facility Svcs will take prompt remedial action, up to and including immediate termination, against any employee found to have engaged in threatening behavior or acts of violence.

 

6.6 Drug & Alcohol Use

ACS Facility Svcs is committed to maintaining a workplace free of substance abuse. No employee is allowed to consume, possess, sell, purchase, or be under the influence of alcohol or illegal drugs, as defined by federal law, on any property owned by or leased on behalf of ACS Facility Svcs, or in any vehicle owned or leased on behalf of ACS Facility Svcs.

The use of over-the-counter drugs and legally prescribed drugs is permitted as long as they are used in the manner for which they were prescribed and provided that such use does not hinder an employee's ability to safely perform his or her job. Employees should inform their supervisor if they believe their medication will impair their job performance, safety or the safety of others, or if they believe they need a reasonable accommodation when using such medication.

ACS Facility Svcs will not tolerate employees who report for duty while impaired by the use of alcohol or drugs. All employees should report evidence of alcohol or drug abuse to their supervisor or the COO immediately. In cases in which the use of alcohol or drugs creates an imminent threat to the safety of persons or property, employees are required to report the violation. Failure to do so may result in disciplinary action, up to and including termination of employment.

 

As a part of our effort to maintain a workplace free of substance abuse, ACS Facility Svcs employees may be asked to submit to a medical examination and/or clinical testing for the presence of alcohol and/or drugs. Within the limits of federal, state, and local laws, ACS Facility Svcs reserves the right to examine and test for drugs and alcohol at our discretion.

 

As a condition of your employment with ACS Facility Svcs, employees must comply with this Drug & Alcohol Use Policy. Be advised that no part of the Drug & Alcohol Use Policy shall be construed to alter or amend the at-will employment relationship between ACS Facility Svcs and its employees.

 

Employees found in violation of this policy may be subject to disciplinary action, up to and including termination of employment.

 

6.7 Sexual & Other Unlawful Harassment

ACS Facility Svcs is committed to a work environment in which all individuals are treated with respect. ACS Facility Svcs expressly prohibits discrimination and all forms of employee harassment based on race, color, religion, sex, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.

 

Sexual harassment is a form of discrimination and is prohibited by law. For purposes of this policy sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

 

Sexual and unlawful harassment may include a range of behaviors and may involve individuals of the same or different gender. These behaviors include, but are not limited to:

Harassment on the basis of any other protected characteristic is also strictly prohibited.

 

Complaint Procedure:

 

ACS Facility Svcs strongly encourages the reporting of all instances of discrimination, harassment, or retaliation. If you believe you have experienced or witnessed harassment or discrimination based on sex, race, national origin, disability, or another factor, promptly report the incident to your supervisor. If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor and report it directly to:

Jennifer Bulkley

24A Park Drive Hornell NY 14843

607-382-9828

Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially.

 

Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.

Retaliation Prohibited:

 

ACS Facility Svcs expressly prohibits retaliation against any individual who reports discrimination or harassment, or assists in investigating such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment.

 

6.8 Telephone Usage

ACS Facility Svcs telephones are intended for the sole use of conducting company business. Personal use of the Company's telephones and individually owned cell phones during business hours is prohibited except in emergencies or to conduct company business ( may be asked to verify). In addition, long distance phone calls which are not strictly business-related are expressly prohibited.

 

Any employee found in violation of this policy will be subject to disciplinary action, up to and including termination of employment.

 

6.9 Personal Property

Employees should use their discretion when bringing personal property into the workplace. ACS Facility Svcs assumes no risk for any loss or damage to personal property.

 

Additionally, employees may not possess or display any property that may be viewed as inappropriate or offensive on ACS Facility Svcs premises.

 

6.10 Use of Company Property

Company property refers to anything owned by the company: physical, electronic, intellectual, or otherwise. The use of company property is for business necessity only.

 

When materials or equipment are assigned to an employee for business, it is the employee's responsibility to see that the equipment is used properly and cared for properly. However, at all times, equipment assigned to the employee remains the property of the Company, and is subject to reassignment and/or use by the Company without prior notice or approval of the employee. This includes, but is not limited to, computer equipment and data stored thereon, voicemail, records, and employee files.

 

ACS Facilities Svcs has created specific guidelines regarding the use of company equipment. Below is a list of employee responsibilities and limitations with regards to company property.

 

Personal use of company property:

 

Company property is not permitted to be taken from the premises or used for personal use of any kind.

 

Company Tools:

 

All necessary tools are furnished to employees in order to assist them in their required duties. Each employee is, in turn, responsible for these tools. Tools damaged or stolen as a result of an employee's negligence will, to the extent permitted by federal, state and local law, be charged to the employee.

 

Care of Company Property:

 

Office areas Equipment kit/areas and supply areas should be kept neat and orderly and all equipment should be well-maintained. The theft, misappropriation, or unauthorized removal, possession, or use of company property or equipment is expressly prohibited.

 

Any action in contradiction to the guidelines set herein may result in disciplinary action, up to and including termination of employment.

 

6.11 Smoking/Vaping/Chewing

ACS Facilities Svcs provides a smoke-free environment for its employees, customers, and visitors. Smoking/vaping/chewing is prohibited throughout the workplace. We have adopted this policy because we have a sincere interest in the health of our employees and in maintaining pleasant working conditions.

 

6.12 Visitors in the Workplace

To ensure the safety and security of ACS Facilities Svcs and its employees, only authorized visitors are permitted on Company/Client premises and in Company/Client facilities.

All visitors must enter through the main reception area and sign in and out at the front desk. All visitors are also required to wear a “visitor” badge while on ACS Facilities Svcs/Client premises. Authorized visitors will be escorted to their destination and must be accompanied by a representative of the Company at all times.

 

6.13 Computer, Email & Internet Usage

Computers, email, and the Internet allow ACS Facilities Svcs employees to be more productive. However, it is important that all employees use good business judgment when using ACS Facilities Svcs’s electronic communications systems (ECS).

Standards of Conduct and ECS

ACS Facilities Svcs strives to maintain a workplace free of discrimination and harassment. Therefore, ACS Facilities Svcs prohibits the use of the Company’s ECS for bullying, harassing, discriminating, or engaging in other unlawful misconduct, in violation of the Company’s policy against discrimination and harassment. Essentially any communication that violates our mission and core values.

Copyright and other Intellectual Property

Respect all copyright and other intellectual property laws. For the Company's protection as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including the Company's own copyrights, trademarks and brands. Employees are also responsible for ensuring that, when sending any material over the Internet, they have the appropriate distribution rights.

ACS Facilities Svcs purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, ACS Facilities Svcs does not have the right to reproduce such software for use on more than one computer. Employees may only use software according to the software license agreement. ACS Facilities Svcs prohibits the illegal duplication of software and its related documentation.

ECS Guidelines

The following behaviors are examples of previously stated or additional actions and activities under this policy that are prohibited:

Privacy and Monitoring

Computer hardware, software, email, Internet connections, and all other computer, data storage or ECS provided by ACS Facilities Svcs are the property of ACS Facilities Svcs. Employees have no right of personal privacy when using ACS Facilities Svcs’s ECS. To ensure productivity of employees, compliance with this policy and with all applicable laws, including harassment and anti-discrimination laws, computer, email and Internet usage may be monitored.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

Violations of this policy may result in disciplinary action, up to and including termination of employment. Questions or concerns related this policy should be directed to your supervisor or the COO.

 

6.14 Company Supplies

Only authorized persons may purchase supplies in the name of ACS Facilities Svcs. No employee whose regular duties do not include purchasing shall incur any expense on behalf of ACS Facilities Svcs or bind ACS Facilities Svcs by any promise or representation without express written approval.

 

 

7.Timekeeping & Payroll

7.1 Attendance, Absenteeism & Punctuality

Management expects its employees to report to work on time, on a regular basis. While we recognize that there are circumstances that may cause an employee to be absent from work, absences must be kept to a minimum in order to provide our customers with steady, quality service. Therefore, management retains the right to deny authorization of any requested absence, the right to investigate any absence, and the right to take disciplinary measures up to and including dismissal for excessive absence. These absentee policies have been developed to ensure that all employees are treated in an equitable manner and that company production will not suffer because of absenteeism. Frequent absence causes hardship for others and cannot be tolerated. These policies apply to all employees.

 

An employee must contact his/her supervisor or manager if he/she is going to be late or absent for any reason. Explain why you are going to be absent and when you expect to return to work. It is your responsibility to ensure that proper notification is given. Prior notice should be given to your supervisor or manager if you know in advance you are going to be absent.

 

Defining Absenteeism

 

Excused – Any time an employee requests time off by giving a two-week notice, it must be approved by management, is considered an excused absence.

Unexcused – Any employee absence that has not been requested with a two week notice. A oral warning will be issued the first unexcused absence, an oral warning will be issued the second unexcused absence, a written warning will be issued the third unexcused absence, termination will occur for the fourth unexcused absence per said employees’ mentoring quarter.

 

 

 

ATTENDANCE

 

It is each employee’s responsibility to maintain regular and punctual attendance.  Excessive absenteeism and/or tardiness are not acceptable and disciplinary action will be taken.

Absenteeism:  In situations where employees will be absent, they must call management five hours prior to shift..  In situations where employees will be late, they must call management as soon as they are aware, but no later than 30 minutes after their scheduled start time.  Failure to notify management of absenteeism is considered an unauthorized absence (no call no show) and will result in termination.

Tardiness exceeding 30 minutes or more must be called into management out of courtesy.  It is expected that non-productive time, including tardiness, will be made up.

Excessive absenteeism or tardiness is not excused simply by calling in advance.

Non-exempt employees who fail to notify management of tardiness or absenteeism will not be paid for the time missed.  An unreported absence of 2 consecutive or non-consecutive days is considered a voluntary resignation. The effective date of termination will be the employee’s last day worked.

Excessive absenteeism or tardiness will be reflected on performance reviews and are subject to disciplinary action up to and including termination of employment.

Absenteeism and tardiness place an undue burden on other employees and on the Company. ACS Facility Svcs expects regular attendance and punctuality from all employees. This means being in the workplace, ready to work, at your scheduled start time each day and completing your entire shift. Employees are also expected to return from scheduled meal and break periods on time.

All time off must be requested in writing, in advance, as outlined in the Company’s Paid Time Off (PTO) policy. If an employee is unexpectedly unable to report for work for any reason, he or she must directly notify their supervisor as early as possible, and preferably prior to their scheduled starting time. It is not acceptable to leave a voicemail message with a supervisor, except in extreme emergencies. In cases that warrant leaving a voicemail message or when an employee’s direct supervisor is unavailable, a follow-up call must be made later that day.

If an illness or emergency occurs during work hours, employees should notify their supervisor as soon as possible.

Employees, who are going to be absent for more than one day, should contact their supervisor on each day of their absence. ACS Facility Svcs reserves the right to ask for a physician's statement in the event of a long-term illness (three consecutive days), or multiple illnesses or injuries.

If an employee fails to notify their supervisor after two consecutive days of absence, ACS Facility Svcs will presume that the employee has voluntarily resigned. ACS Facility Svcs will review any extenuating circumstances that may have prevented him or her from calling in before the employee is removed from payroll.

Should undue or recurrent absence and tardiness become apparent, the employee will be subject to disciplinary action, up to and including termination of employment.

This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.

 

 

7.1.1 Unexcused Absence Buyback Policy

 

Any employee can buy back one unexcused absence in a quarter by filling in for four people during that quarter.

 

Filling in for a person is different than filling in for a site. Filling in for a person means you perform your accounts and the absent persons accounts as well.

 

Please request this in writing from your Operations Manager.

 

 

7.2 Timekeeping

The primary way to log your working hours is to sign in and sign out using the mobile timekeeping app on your smartphone, if you are unable to do so, for whatever reason, then you shall use the secondary method of IVR.

 

Swept "IVR" App allows cleaners to sign in and out of locations by calling in from designated phones that are approved by Managers. It's important to sign in to let your Managers know that you are on site and sign out to let them know you’re no longer on site. If there were any problems or issues you want to let your managers know, simply leave them a message when you sign out.

Call the toll-free number from the approved landline phone, and use your IVR pin to continue.

 

It is policy to follow this the Timekeeping Policy, anyone who fails to do so will be subject to progressive discipline procedures.

 

Vacation days, sick days, holidays, and absences for jury duty, funeral leave or military training must be specifically recorded by all employees.

 

It is the responsibility of all employees to submit and approve their time records each week.

 

Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action up to and including termination of employment.

AUTOMATED TIME AND ATTENDANCE POLICY

 

The purpose of the Time and Attendance system is to ensure that all employees are paid accurately and timely.  This system will also help provide accountability for the employee and help Advantage Cleaning Services to contact the employee in case of emergencies.

 

It is the personal responsibility of each Advantage Cleaning Services employee to login the system (from the SWEPT app at each job site)(or the back-up Telephonic time keeping system) and check in at the start of their shift, check out and back in for authorized breaks, and check out at the end of their shift.

 

 

7.2.1 Travel-time Policy

 

Any employee who has been approved for travel time on the schedule will be required to properly sign out their location within the geofence before traveling, once traveling has commenced, they shall not clock in to the next location until they have arrived inside the geofence. The timekeeping software will record the time in between locations as your travel time. Management will review and approve any recorded travel time prior to running payroll. It is imperative that the employee does not make stops along their travel route or they risk an interruption of the recording- if an interruption occurs, such as construction delays, an accident on the road or a break down, the employee shall notify management within 24 hours to let them know, management will then use the software’s google maps sync to allowed drive time to apply to the employee’s record.

 

It is policy to follow the Travel Time Policy, anyone who fails to do so will be subject to progressive discipline procedures.



7.2.2 Geo-fencing policy

 

All locations have been assigned a geo-fence for signing in and signing out. The fence covers about one square mile around each location. The employee shall only sign and sign out within the geo-fence. If a sign in or sign out occurs outside of the geo-fence, management receives an alert and shall confront the employee on the details surrounding the incident within 24 hours. If an employee is found to be signing in and signing out past the boundaries of the geo-fence, they will be subject to progressive disciplinary action.

 

 

 

7.3 Paydays

ACS Facility Svcs employees are paid on a Weekly basis. In the event that a regularly scheduled payday falls on a holiday, employees will be paid on the day preceding the holiday, unless otherwise required by state law.

Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization. Paychecks may also be mailed to the employee's listed address or, upon advance written authorization, deposited directly into an employee's bank account. Employees who elect payment through direct deposit will receive an itemized statement of wages when the Company makes direct deposits.

 

In the event of employee termination, the employee will receive their accrued pay in accordance with applicable federal, state and local laws.

 

7.4 Payroll Deductions

ACS Facility Svcs makes deductions from employee pay only in circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax withholding and Social Security and Medicare contributions as well as voluntary deductions for health insurance premiums and other related contributions.

 

If you believe that an improper deduction has been made from your pay, raise the issue with the COO immediately. ACS Facility Svcs will promptly investigate. If the investigation reveals that you were subjected to an improper deduction from pay, you will be reimbursed promptly.

 
 

 

                                                                                                                                                                                                                                ACS FACILITY SVCS

OFFICE NUMBER:  607-324-1841

 

HOME OFFICE:  585-268-2010

 

JENNIFER BULKLEY CELL:  607-382-9828

 

LARADO BULKLEY CELL: 607-346-6319

 

OPERATIONS MANAGER CELL: 607-661-8388

 

COMPANY E-MAIL ADDRESS:

info@acsfacilities.com

 

 

COMPANY WEBSITE:

www.acsfacilities.com

 

 

 

HAZARD COMMUNICATION TRAINING

 

At the time of orientation the employee will receive training on Advantage Cleaning Services’s Hazard Communication Program (HazMat).  Your training will include the following:

 

1.     The purpose of the Hazard Communication Program.

2.     The use of the Safety Data Sheets (/SDS).

3.     The location of the Hazard Communication Program and SDS’s at the job site.

4.     Product use and handling instructions for all products I use.

5.     The use of personal protective equipment as required.

6.     Emergency procedures in case of injury or spills.

7.     The General Chemical Safety Handling rules.

 

The employee will abide by all safety rules indicated and required by Advantage Cleaning Services, the client, and for any governing authority.  The employee agrees to report any injury, spill or leak to their immediate supervisor immediately.

 

 

VINYL/NITRILE GLOVE AND EYE PROTECTION POLICY

 

Because of the Occupational Safety Health Administration (OSHA)  and Advantage Cleaning Services' commitment to a safe work place for all employees, all personnel using cleaning chemicals on Advantage Cleaning Services jobs will be required to wear vinyl/nitrile gloves and protective eye wear (provided by Advantage Cleaning Services) when cleaning restrooms, shower rooms, or any other defined area.

 

This Policy is being enforced for these reasons:

 

    1.     To follow OSHA and MSHA Rules and Regulations.

    2.     To protect the employee from disease that may be transmitted in restroom cleaning.

    3.     To protect the employee from any injury to eyes when using cleaning chemicals.

 

If an employee refuses to wear vinyl/nitrile gloves or protective eye wear, Advantage Cleaning Services will not be responsible for repercussions concerning the contraction of any disease or side effects from a reaction to the chemicals, or repercussions concerning eye injury from chemicals.  Also, the company will NOT be responsible for medical bills incurred for failure to follow this policy.

 

 

SAFETY POLICY

 

At Advantage Cleaning Services, employee safety is everyone’s business.  Safety is to be given primary importance in every aspect of planning and performing all Advantage Cleaning Services activities.  Employees and management have shared responsibility in maintaining the workplace that is safe and injury free.  Advantage Cleaning Services wants to protect employees against industrial injury and illness, as well as minimize the potential loss of production.  The employee’s responsibility is to follow and observe all safety rules and procedures.

 

Please report all injuries (no matter how slight) to your manager and/or supervisor immediately, as well as anything that needs repair or is a safety hazard.  If an accident does occur, you will be required to report the accident to your supervisor immediately and contact your District office within 24 hours of the injury.  You will be asked to complete an accident review form.  Below are some general safety rules.  Your manager and/or supervisor may post other safety procedures in your work area.

 

< >Read product labels before use.  Never mix two chemicals together unless instructed on the label.Never use an unlabeled container.Avoid overloading electrical outlets with too many appliances or machines.Use flammable items, such as cleaning fluids, with caution.Walk --- don’t run.Use stairs one at a time.Report to your manager and/or supervisor if you or a co-worker becomes ill or is injured.Ask for assistance when lifting heavy objects or moving heavy furniture.Smoke only in designated smoking areas- Smoking on-site allowance only applies if working on site more than six hours. Never smoke on a job site if working less than six hours on that site, company vehicle, or company building.Never empty an ashtray into a wastebasket or any flammable receptacle.Wear or use appropriate safety equipment as required in your work.Avoid “horseplay” or practical jokes.Start work on any machine only after safety procedures and requirements have been explained (and you understand them).Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, hearing protectors, etc. in designated areas or when working on an operation which requires their use.Keep your work area clean and orderly, and the aisles clear.Stack materials only to safe heights.Watch out for the safety of fellow employees.Use the right tool for the job, and use it correctly.Wear gloves whenever handling barrels, etc.Follow the blood borne pathogens exposure control plan/policy.Loose clothing, jewelry or rings must be removed before operating machinery. 

 

            Definitions:

            *  illegal or controlled substances means any drug:

< >which is not legally obtainable; orwhich is legally obtainable but has not been legally obtained.Applicant Testing.  Applicants for employment who have successfully completed the initial screening process and who are applying for; (1) safety sensitive positions, including but not limited to vehicle operators, floor equipment operators, positions requiring the use of ladders, and positions involving trash removal, and (2) administrative and management positions, will be required to consent to and participate in a Substance Abuse Screen (drug test).  The results of the Substance Abuse Screen will be evaluated when determining employment.  Failure to pass the screen or failure to submit to the screen in a timely manner will result in a denial of employment.    B.     Employee Testing.

 

< >Post Accident Testing.  Any employee engaged in Company activities who has an occupational accident, is a participant in an occupational accident, or sustains or causes an occupational injury which requires medical treatment by a physician, will submit to a Substance Abuse Screen.  Failure to pass the Substance Abuse Screen or failure to submit to the screen in a timely manner (3 hours post injury or accident), will result in immediate disciplinary action up to and including discharge.For Cause Testing.  A Substance Abuse Screen will be required when there is cause for the Company to believe, in the Company’s discretion, that the employee has violated the policy concerning the use of controlled substances or alcohol.  Failure to submit to or pass the drug screen will result in disciplinary action up to and including discharge.Prescription Drugs.  Any employee taking a controlled substance under a physician’s order is encouraged to report use of the controlled substance to the designated Company official. 

 

The Substance Abuse Screen may include but is not limited to:

 

* Amphetamines                  * Benzodiazepines

* Cocaine                             * Barbiturates

* Phencyclidine (PCP)          * Opiates

* Methaqualone                    * Alcohol

* Marijuana                            * Bath Salts

 

 

 
   

 

 

 

 

 

 

 

*******************************************************************************************************************************************************************************************************************************






































Janitorial Employee
Safety Program



 

 

 

 

Meets CIMS Certification Requirements

 



 

Copyright © The Janitorial Store™.  All Rights Reserved for entire training program. Reproduction or translation of any part of this work by any means without permission of the publisher is unlawful. You do not have resell rights to this training program. www.TheJanitorialStore.com

 

Disclaimer: This training program is for informational purposes only, and is based on information available at the time of publication. It should not be relied on as legal advice. The information is subject to revision as additional information becomes available.  The Janitorial Store™ makes no guarantees of results and assumes no responsibility or liability whatsoever in connection with the use of this training program.

 

Important: Section 18 of the Occupational Safety and Health Act of 1970 (the Act) encourages States to develop and operate their own job safety and health programs.

Twenty-five states, Puerto Rico and the Virgin Islands have OSHA-approved State Plans and have adopted their own standards and enforcement policies. For the most part, these States adopt standards that are identical to Federal OSHA. However, some States have adopted different standards applicable to this topic or may have different enforcement policies.

 

It is advised that you review those standards within your own state.





 

Table of Contents





Introduction    4

General Workplace Safety Is Everyone’s Concern    5

Reporting Hazards And Unsafe Conditions    5

Remove Trash Carefully    6

Drive Safely    6

Emergency Preparedness    7

Emergency Exits and Exit Routes    7

Fire Evacuation    7

Fire Extinguishers    8

Building Security and Safety    10

Building Emergencies    10

Accidents and First Aid    11

OSHA First Aid Requirements    11

Cardiopulmonary Resuscitation    12

Workplace Hazards    13

Slips, Trips and Falls    14

Winter Safety    14

Safety on Stair Cases    15

Ladder and Foot Stool Safety    15

Electrical Safety    16

Chemical Container Labels    17

SDS (Safety Data Sheets)    21

Chemical Safety    29

Personal Protective Equipment (PPE)    30

Respirators    31

Heat Stress    32

Hearing Protection    33

Eye Strain    35

Bloodborne Pathogens    36

Personal Protective Equipment for Bloodborne Pathogens    37

Steps to Cleaning Blood or Body Fluid Spills    38

Back Injuries    40

Lifting Properly    40

Ergonomics    41

Drugs and Alcohol    42

Workplace Violence    42

OSHA Accident Requirements    43

Janitorial Safety Exam    45

Janitorial Safety Exam – Answer Key    48









 

Introduction

 

Your safety is a priority for our company. As a cleaning business, we’re legally bound by standards issued by the Occupational Safety and Health Administration (OSHA) to provide a safe working environment for employees. However, safety in the workplace is everyone’s business. Every employee is responsible for performing their work in a safe manner.

This safety program identifies guidelines for preventing the most common accidents associated with cleaning. When used consistently and properly, these safety guidelines will help reduce accidents. But use of these guidelines alone is not the total answer to accident prevention. Safety in the workplace requires good judgment. You must identify and report unsafe situations immediately to your supervisor and help them correct them before an accident occurs.

As part of your job, you are expected to follow the safety guidelines outlined in this program.

 

Remember … No job is so important and no service is so urgent that you cannot take the time to perform the work safely.

 












 

General Workplace Safety Is Everyone’s Concern  

 

Employees must abide by all rules and regulations associated with employee health and safety.

 

It is an employee’s duty to report all accidents, injuries, hazards and safety concerns to your supervisor or manager immediately.




 

Reporting Hazards And Unsafe Conditions

 

It is every employee’s responsibility to be on the lookout for possible hazards and unsafe conditions. If you see one of the conditions on the following list or any other hazard or unsafe conditions, report it to your supervisor immediately.

 

Follow the proper protocol. Tell your supervisor about your workplace safety concerns first. This will give the company a chance to address those concerns with the owners or managers of the building.

 

Some examples of unsafe conditions include:

 

As an employee you are responsible for your own safety:









 

Remove Trash Carefully

 

Trash containers may contain sharp glass and metal objects. Avoid cuts and punctures to your skin by handling trash in a safe manner.



 

Drive Safely

 

 

 

 

 

 

Emergency Preparedness


 

Emergency Exits and Exit Routes

 


 

 

Use handrails when using stairways  

 

Never block doors and stairwells


 

Fire Evacuation



Establish an employee meeting place so that all employees can be accounted for after a building evacuation. The meeting place needs to be away from the building, both so that the area is clear for arriving fire department personnel and so that occupants are away from any debris that may fall from the building.


Try not to panic.  






 

R.A.C.E. procedures stand for Rescue, Alert, Confine, and Evacuate.

 

Rescue – Move all persons away from immediate danger

Alert – Pull alarm station and call 911

Confine - Close doors when exiting. By closing doors, you help limit the spread of smoke and fire throughout the building. Doors should be closed by employees as they leave and by the floor wardens assigned to check the floor during an alarm.

Evacuate - Stop working and leave the building immediately if you hear the fire alarm sound or if you are instructed to do so.

 

Fire Evacuation Tips

 



 

Fire Extinguishers

 

Do not attempt to put out the fire yourself unless you've been properly trained to use fire extinguishers.

 

When using a typical fire extinguisher, follow the “PASS” method. Hold the extinguisher upright, and:

 

  1. Pull the pin, standing 8 to 10 feet away from the fire.

  2. Aim at the base of the fire (if you aim high in the flames, you won’t put out the fire).

  3. Squeeze the handle.

  4. Sweep at the base of the fire with the extinguishing agent.






 





 

Class A extinguishers are used for ordinary combustibles such as wood, lumber, paper, cardboard, plastic and garbage, which leave ashes or debris once burned. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class B extinguishers are used for flammable liquids and gases such as grease, gasoline, oil, paint thinner, mineral spirits and other combustible liquids, which burn vapors. This extinguisher must be located within 50 feet or less travel distance from employees.

 

Class C extinguishers are used for energized electrical equipment fires such as appliances, power tools, circuit breakers, switches, and outlets. Never use water to extinguish Class C fires - the risk of electrical shock is far too great! Class C extinguishers do not have a numerical rating. The C classification means the extinguishing agent is non-conductive.

 

Class D extinguishers are used for combustible metals burning on their own such as titanium, potassium, sodium, magnesium and pyrophoric materials. This extinguisher must be located within 75 feet or less travel distance from employees.

 

Class K extinguishers are used for cooking oils or fats burning such as grease and animal fat. This extinguisher can be used on class A and B fires as well. This extinguisher must be located within 75 feet or less travel distance from employees.


 

Fire Safety

 


 



 

Building Security and Safety

 

For your own safety and the security of the offices, lock all building entrances when working inside.  Also lock any inside office doors when required.

 

Report any suspicious person or events to your supervisor immediately.



While working, keep any keys in your possession on your person at all times – never leave keys on a desk or table.

 

When leaving offices, make sure that all lights that are to be turned off are in fact off.

 

Double check all entrances/exits to make sure they are locked, and set alarm if the office has a security system.


 

Building Emergencies

 

When there is a building emergency:

 

Most police departments have individuals who can advise and train employees on how to handle threatening situations such as bomb threats or threatening phone calls. You may also consider having them give recommendations on building security and employee parking lot safety procedures.

 

Severe weather:










 

Accidents and First Aid

 

When an accident occurs and you or someone else is injured, report it immediately to your supervisor. If you are injured by a chemical in any way, go to the janitor closet and locate the binder with SDS sheets. Find the chemical that injured you and look under the section titled “First Aid Measures” and follow the recommended procedures.

 

If an injured worker needs immediate medical attention and the supervisor is not present, use a phone to contact local emergency services right away. Emergency phone numbers are posted in the janitor closet. Inform your supervisor of the situation at the very first opportunity so the proper OSHA forms can be filled out.

 

This is a copy of the OSHA Form 300, which is a log of work related injuries and illnesses.

 


 

OSHA First Aid Requirements

 

The Occupational Safety and Health Administration (OSHA) has certain requirements regarding first aid and CPR preparedness in the workplace.  

 

First aid supplies should be readily available to all employees:

 

 

Additional (but optional) items include:

 

Any concerns about OSHA compliance for your company should prompt you to provide first aid and CPR training to employees. OSHA has partnered with the American Red Cross (ARC) to determine training standards. The American Red Cross recommends updating first aid training every three years and updating CPR training every year.


 

Cardiopulmonary Resuscitation

 

Know your A, B, C’s -- Airway, Breathing, Compressions



AIRWAY: A clear airway must be quickly established and maintained, with the head-tilt; chin-lift maneuver. Foreign bodies should be removed from the mouth.







BREATHING: If the patient is not breathing adequately, intermittent positive pressure ventilation should be started once the airway has been cleared; mouth to mouth, mouth to nose, or mouth to airway ventilation should be carried out until a self inflating bag and mask are available.










 

COMPRESSIONS: Circulatory arrest is diagnosed by the absence of a palpable pulse in a large artery (carotid or femoral). Chest compressions are given at the standard rate and ratio of 15 to 2 (15 chest compressions, then 2 breaths). Chest compression on a pregnant woman is made difficult by flared ribs, raised diaphragm, obesity, and breast hypertrophy.






 

Workplace Hazards

 

There are many kinds of workplace hazards; they are divided into three categories – Physical, Chemical and Biological.

 

 

Physical

 

Physical hazards are due to a transfer of energy between an object and a worker, such as falling from a height or a burn from a hot oven.

 

Chemical

 

Chemical hazards are due to direct contact with chemicals such as cleaners, pesticides, and fertilizers.

 

Biological

 

Biological hazards are due to contact with living organisms or their by-products such as molds, bacteria, HIV, or grain dust.


 

It is important for all workers to be aware of potential hazards when they enter a workplace. This is because hazards may cause both temporary and permanent injuries and illnesses.

 

Some hazards will create an injury or illness right away. Other hazards may not cause an injury or illness until much later in life. For this reason, workers should take all hazards seriously; even if they do not experience problems right away.










 

Slips, Trips and Falls


 

 

 

Winter Safety


Prevent outdoor slips and falls in winter weather:

 








 

Safety on Stair Cases










 

    Always use handrails when walking down the stairs.

    Never run down stairs.

    If carrying something while walking down stairs, make sure you can see over it.

    Report broken handrails to your supervisor.

 

Ladder and Foot Stool Safety

 

 



 

Electrical Safety

 

    Inspect electrical cords to vacuum cleaners and other electrical equipment before plugging them into outlets.

    Look for frayed cord casings and exposed wiring.

    Make sure all three prongs on the plug are not bent or missing.

    Report overloaded electric outlets to your supervisor.

    If an electrical cord is damaged, don't use the equipment. Tell your supervisor.

    Never remove a plug from an outlet by jerking the wire from any distance. Always pull the plug out with your hand.

    Never run over vacuum or equipment cords.

    Never operate electrical equipment on wet floors or carpets unless the equipment is designed for operation on wet surfaces.

    Do not leave equipment unattended with the power on and the plug in an electrical outlet.

    Never stretch an electrical cord to its limit when operating equipment. Turn off the machine, remove the plug, and find an outlet closer to your work area.

    Areas around the electrical equipment such as circuit breaker panels should be kept free from stored items, debris and any liquids or materials that would cause slippery floors or obstruct access to equipment for maintenance or emergencies.
















 

Chemical Container Labels

 

On March 20, 2012, OSHA issued a final rule that substantially modifies its Hazard Communication Standard to conform to the United Nations’ Globally Harmonized System of Classification and Labeling of Chemicals, or GHS.

 

What is GHS?

GHS is an acronym for The Globally Harmonized System of Classification and Labeling of Chemicals. The GHS is a system for standardizing the classification and labeling of chemicals. It is a logical and comprehensive approach to:

 

 

Labels on chemicals must include:

 

Here is a sample label that shows all areas required on a chemical label.

 


 

Product Identifier: chemical name or number to identify the chemical, which should match the product identifier on the Safety Data Sheet.

 

Pictogram: a symbol plus other graphic elements, such as a border, background pattern, or color that is intended to convey specific information about the hazards of a chemical. Each pictogram consists of a different symbol on a white background within a red square frame set on a point – for example, a red diamond. There are nine pictograms under the GHS, but only eight are required.

 

Signal word: a single word used to indicate the relative level of severity of hazard and to alert the reader to a potential hazard on the label. The signal words used are “danger” and “warning.” “Danger” is used for the more severe hazards, while “warning” is used for less severe hazards.

 

Hazard statement: a statement assigned to a hazard class and category that describes the nature and degree of hazard.

 

First aid statement: states emergency care information.

 

Precautionary statement: a phrase that describes recommended measures to be taken to minimize or prevent adverse effects resulting from exposure to a hazardous chemical or improper storage or handling of a hazardous chemical.

 

Supplier information: includes the name, address, and telephone number of the chemical manufacturer, importer, or other responsible party.

 

Most labels will provide you with additional safety information to help you protect yourself while working with substances. This includes protective measures to be used when handling the material, clothing that should be worn, first aid instructions, storage information and procedures to follow in the event of a fire, leak or spill.

 

Read the label each time you use a newly purchased chemical. It is possible the manufacturer may have added new hazard information or reformulated the product since our last purchase, and thus altered the potential hazards you face while working with the product.

 

It is the policy of this company that no container of hazardous substances will be released for use until the required GHS labeling requirements have been verified.

 

This responsibility has been assigned to your supervisor. To further ensure that employees are aware of the hazardous material used in their work areas, it is our policy to label all secondary containers.

 

The supervisor for each location will ensure that all containers and secondary containers are labeled with either an extra copy of the original manufacturer’s label, or with generic labels that meet the labeling requirements of GHS.

 

Pictograms

 

As of June 1, 2015, the Hazard Communication Standard (HCS) requires pictograms on labels to alert users of the chemical hazards to which they may be exposed. Each pictogram consists of a symbol on a white background framed within a red border and represents a distinct hazard. The pictogram on the label is determined by the chemical hazard classification.

 

OSHA notes that there are nine pictograms under the GHS to convey the health, physical and environmental hazards. The final hazcom standard requires eight of these pictograms, the exception being the environmental pictogram, as environmental hazards are not within OSHA’s jurisdiction.


 

The hazard pictograms and their corresponding hazards are:


 

Health Hazard:

 

  • Carcinogen

  • Mutagenicity

  • Reproductive Toxicity

  • Respiratory Sensitizer

  • Target Organ Toxicity

  • Aspiration Toxicity

 

 

 

Flame:

 

  • Flammables

  • Pyrophorics

  • Self-Heating

  • Emits Flammable Gas

  • Self-Reactives

  • Organic Peroxides

 

 

 

Exclamation Mark:

 

  • Irritant (skin and eyes)

  • Skin Sensitizer

  • Acute Toxicity

  • Narcotic Effects

  • Respiratory Tract Irritant

  • Hazardous to Ozone Layer (non-mandatory)

 

 

 

Gas Cylinder:

 

  • Gases under pressure

  • Compressed gases

  • Liquefied gases

  • Refrigerated liquefied gases

  • Dissolved gases

 











 

 

 

Corrosion:

 

  • Skin Corrosion

  • Burns

  • Eye Damage

  • Corrosive to Metals

 

 

 

Exploding Bomb:

 

  • Explosives

  • Self-Reactives

  • Organic Peroxides


 

 

 

Flame Over Circle:

 

  • Oxidizing Gases

  • Oxidizing Liquids

  • Oxidizing Solids


 

 

 

Skull and Crossbones:

 

  • Accute Toxicity (fatal or toxic)

  • Oral, dermal, inhalation

 

Environment:

 

  • Aquatic Toxicity

  • Acute and Chronic Hazards



 

SDS (Safety Data Sheets)



The Hazard Communication Standard (HCS) requires chemical manufacturers, importers, and distributors of hazardous chemicals to provide the appropriate labels and safety data sheets (formerly known as Material Safety Data Sheets or MSDS) to communicate the hazards of hazardous chemical products to the employers to which they ship the chemicals.

 

The information is to be provided automatically. Every container of hazardous chemicals you receive must be labeled, tagged, or marked with the required information. Your suppliers must also send you a properly completed safety data sheet (SDS) at the time of the first shipment of the chemical, and with the next shipment after the safety data sheet are updated with new and significant information about the hazards.

 

OSHA does not require that safety data sheets be provided to purchasers of household consumer products when the products are used in the workplace in the same manner that a consumer would use them and where the duration and frequency of use is not greater than what the typical consumer would experience.

 

According to the Standard, "the employer shall maintain in the workplace copies of the required Safety Data Sheets (SDS’s) for each hazardous chemical, and shall ensure that they are readily accessible during each work shift to employees when they are in their work area(s)."

 

This may be accomplished in many different ways.  You must decide what is appropriate for your particular workplace. Some employers keep the Safety Data Sheets in a binder in the janitor’s closets or storage closets in each building and/or transport vehicles.

 

If a Safety Data Sheet is not available or new hazardous substances in use does not have a Safety Data Sheet, contact your supervisor or team leader immediately.

 

For employers using hazardous chemicals, the most important aspect of the written program in terms of safety data sheets is to ensure that someone is responsible for obtaining and maintaining the safety data sheets for every hazardous chemical in the workplace.  The list of hazardous chemicals required to be maintained as part of the written program will serve as an inventory. As new chemicals are purchased, the list should be updated. Many companies have found it convenient to include on their purchase orders the name and address of the person designated in their company to receive safety sheets. Additional training is also required whenever a new physical or health hazard is introduced into the work area.










 

As of June 1, 2015, the Hazard Communication Standard will require new Safety Data Sheets have the following required categories on every safety data sheet.

 

Section I – Product Identification

This section should include the GHS Product Identifier or other means of identification:

 


 

Section 2 – Hazard(s) Identification

This section should include the following:

 

 

Section 3 – Composition/Information on ingredients

This section includes information on:

 


 

Section 4 – First Aid Measures

This section includes the different routes of exposure such as:

 


 

Section 5 – Fire Fighting Measures

This section includes suitable extinguishing techniques; suitable extinguishing equipment; any chemical hazards arising from the chemical and protective precautions for fire fighters.

 


 

Section 6 – Accidental Release Measures

This section includes personal precautions, protective equipment and emergency procedures. It also includes any environmental precautions needed as well as methods and materials for containment and cleaning up.

 



 

Section 7 –Safe Handling and Storage

This section includes precautions for safe handling and storage of hazardous, unstable substances. Instability or incompatibility of the product to common substances such as water, direct sunlight, metals used in piping or containers, acids, alkalis, etc. should be listed here.

 




 

Section 8 – Exposure Controls/Personal Protection

This section includes appropriate engineering controls and individual protection measures, such as personal protective equipment. It also lists OSHA’s Permissible Exposure Limits (PEL’s) and Threshold Limit Values (TLV’s).

 



 

Section 9 – Physical and Chemical Properties

This section includes the chemical’s characteristics. Common parameters like color and appearance will help identify the product and bring attention to a chemical that may be decomposing. Boiling point, vapor density, and evaporation rate will indicate how easily the chemical may become an inhalation exposure. Odor then becomes a detection method for this exposure.

 

 

Section 10: Stability and Reactivity

This section indicates how stable the material is and describes any conditions under which it is unstable or can react dangerously. Unstable materials may break down (decompose) and cause fires or explosions or cause the formation of new chemicals, which have different hazards.

 



 

Section 11: Toxicology Information

Health hazard data should be the combined estimate of the hazard of the total product. This might be stated as time weighted average concentration or permissible exposure limit. Routes of exposure list common effects of exposure to the chemical. Chronic and acute effects should be listed as well as toxicity to animals.  

 












 

Section 12: Ecological Information

Ecological information is not specifically required under OSHA. Data in this section is useful in evaluating the impact of the material if it is released to the environment – for example, the toxicity to fish, birds, plants and microorganisms.

 


 

Section 13: Disposal Considerations

This section of the SDS is intended mainly for environmental professionals. There are currently no specific OSHA requirements in this section. The SDS does not usually contain all the steps and precautions necessary for adequate hazardous waste disposal. The SDS also does not give the federal, provincial, or local regulations that must be followed. The appropriate authorities for your area should be contacted for this information.

 


 

Section 14: Transport Information

This section is intended for those responsible for shipping the material. If there are special precautions necessary during shipment, they will be provided. For example, some products may be sensitive to shock or sensitive to high temperatures.

 

 

Section 15: Regulatory Information

Information in this section is aimed primarily at regulatory compliance professionals. Useful references to applicable health, safety and environmental laws and regulations may be provided, along with information on the regulatory status of the product. For example, whether or not the product is considered to be hazardous as defined by the OSHA Hazard Communication Standard may be stated.

 

C:UsersJeanAppDataLocalTempSNAGHTML719d943.PNG


 

Section 16: Other Information

The other information section is used to provide supplementary information, which the writer of the data sheet considers important for the safe use of the material. Reference sources used in preparing the data sheet are sometimes listed. You can use this reference list to obtain additional information on the material.

 






 

Chemical Safety


 

 

 

If part of your job is to use or prepare cleaning solutions, always use the following precautions:

 


















 

Personal Protective Equipment (PPE)

 


 





















 

Respirators

 

A respirator is a device designed to protect the wearer from inhaling harmful dusts, fumes, vapors, and/or gases. Respirators come in a wide range of types and sizes. Respirators range from inexpensive single-use, disposable masks to reusable models with replaceable cartridges.

 

There are two main categories of respirators:

 

  1. The air-purifying respirator, which forces contaminated air through a filtering element

  2. The air-supplied respirator, in which an alternate supply of fresh air is delivered.

 

Within each category, different techniques are employed to reduce or eliminate noxious airborne contents.

 

Examples of respirators are:

 

Emergency Respirator:

An emergency respirator is used for evacuation or rescue in situations involving respiratory hazards. They are generally intended for short-time use of approximately 15 to 30 minutes.




Air-Purifying Respirators:

This respirator allows air to pass through an air-purifying filter that removes any harmful contaminants. It purifies environmental oxygen, but does not have an independent oxygen supply.





 

Self-Contained Breathing Apparatus:

This is the type of respirator used by fire fighters. It has a limited air supply that is generated from a tank worn on the back and attached to a face mask.

 

Atmosphere-Supplying Respirator:

This type of respirator is used in situations where oxygen levels are low or to prevent exposure to toxic vapors.


 

Particulate Respirators:

The N95 respirator is the most common particulate filtering respirator. It filters at least 95% of airborne particles but is not resistant to oil. Health care workers wear particulate respirators to protect against airborne pathogens by filtering particles out of the air they are breathing. Janitorial workers may use this type of respirator when using certain chemicals. Be sure to check SDS sheet for appropriate PPE.


 

Heat Stress

 

Factors that may cause heat-related illness include:

 

 

Symptoms may include sweating, clammy skin, weakness, headache, nausea, dizziness, fainting or vomiting.

 

First aid for heat stress should include:

 

























 

Hearing Protection

 


 

Following are the various types of hearing protection:

 

Ear Plugs

Ear plugs are the least obvious type of ear protection. They consist of two small plugs, one that fits in each ear canal to block out noise. Ear plugs are usually made of durable foam that can expand to best fit each individual's ear canal. Some are cylinder-shaped while others are slightly rounded at one tip to best fit smaller ear canals. Noise reduction for ear plugs ranges from about 25 to 33 decibels, depending on the type of plug. Foam ear plugs are disposable, usually thrown out after a single use. Ear plugs are available in loose pairs and also with cords or a lightweight headband attached.  

 

Ear Pieces

Ear pieces are units that are attached over the outer ear and have a small insert that fits into the ear canal. Ear pieces, which come in left and right ear units, are usually made of a soft plastic that retains its shape but does not irritate the ear. With noise reductions of about 9, ear pieces are not meant to block out all sounds, but loud background noises; so people can still hear nearby noises and conversations. Ear pieces are easy to wear with helmets, hats or other equipment as they fit snugly next to the ear.  

 

Safety Earmuffs

Earmuffs consist of a headband that fits over the top of the head with two safety cups, one on each side, to cover and protect each ear. The earmuff cups are usually encased in a hard plastic and lined with a soft, padded material. Some of the deluxe models offer padded cushions that combine foam and liquid in the filling that best conforms to the ear to seal out noise. Some find earmuffs rather bulky, while others find them more comfortable than plugs that are stuck in an ear canal. Earmuffs range from lightweight to heavy duty, with noise reductions ranging from about 27 decibels and up. The headbands are adjustable and some fold into a compact unit for carrying or storage.  

 

Electronic Earmuffs

Electronic earmuffs appear similar to the safety earmuffs, but have added features. They are outfitted with built-in mini speakers, amplifiers and microphones. These electronic devices are geared to pick up and heighten surrounding sounds that are at a normal level, such as conversations, and block out louder sounds, like background construction noise. The earmuffs are usually powered by batteries so no cords are necessary. Noise reduction on electronic earmuffs starts at about 25 decibels.

 

The OSHA Occupational Noise Exposure Standard (29 CFR 1910.95 (a) and (b)) was enacted to protect employees against the effects of high intensity occupational noise. The original standard includes the following components:

 

                                                                

The table below shows the permissible noise exposures that require hearing protection for employees exposed to occupational noise at specific decibel levels for specific time periods. Noises are considered continuous if the interval between occurrences of the maximum noise level is one second or less.

 

Noises not meeting this definition are considered impact or impulse noises and exposures to this type of noise must not exceed 140 decibels. Examples of situations or tools that may result in impact or impulse noises are powder-actuated nail guns, a punch press or drop hammers.

 

Note: Only federal regulations are noted on this table. State and local variances may require more stringent regulations then the federal mandates.


 







 

Eye Strain

 

Eye strain is a very common problem. Whether it is from working on a computer, watching TV, driving, or any number of other activities, your eyes can become fatigued and lose focus. Serious eye strain can cause a number of other problems from short term head and neck aches to long term conditions like Myopia. Here are 5 tips to help prevent eye strain.

 

  1. Take Breaks

    1. Shift your focus from near to far on a regular basis. Shift focus from up close to at least 20 feet away.

    2. If you work at a computer, look out the window for a minute.

    3. Keep computer monitors 20 to 28 inches away.

    4. If you are driving check your speedometer every so often.
       

  2. Reduce Glare

    1. Reducing glare will dramatically reduce the strain on your eyes.

    2. Use non-reflective interfaces whenever possible – like reading from paper instead of a computer screen.

    3. When you have to use a screen make sure it is at a 90 degree angle from any direct light source.

    4. Use indirect or reflective lighting whenever possible.

    5. Use anti-glare technology such as an anti-glare filter on monitors. Use anti-glare glasses when driving (especially at night) or working in general.
       

  3. Adjust Contrast

    1. Adjust the contrast settings on monitors and screens to the best effect.

    2. Keep overall lighting levels at a moderate level so there is good contrast around you but glare does not become a problem.

    3. Use task lighting to aid eyesight at specific tasks.

    4. Use glasses or sunglasses with polarized lenses as they increase contrast and cut down on glare.
       

  4. Adjust Color

    1. Use full spectrum lighting. Lighting, like sunlight, that covers the visual spectrum makes things easier to see.

    2. Adjust the color setting on monitors and screens. Some even allow you to adjust the color temperature.

    3. Use a combination of florescent and incandescent lighting.

    4. Use full spectrum florescent bulbs. Full spectrum lighting has the added benefit of fighting off the "winter blues”.
       

  5. Strengthen Your Eyes

    1. Eye strain is actually the strain of the muscles controlling the eyes. Strengthen these muscles with a series of eye exercises to help prevent eye strain.

    2. Focus on a distant object over 150 feet away for 10 to 15 seconds. Then, slowly refocus your eyes on a nearby object less than 30 feet away without moving your head. Focus again for 10 to 15 seconds, and go back to the distant object. Do this 5 times.

    3. Hold a pencil in front of you at arm's length. Move your arm slowly to your nose. Follow the pencil with your eyes until you can keep it in focus. Repeat 10 times.

    4. Look in front of you at the opposite wall and pretend that you are writing with your eyes. Don't move your head. This may seem difficult at first, but with a bit of practice it is really fun. The bigger the letters, the better the effect.

Bloodborne Pathogens


 

Every business that employs or has contact with people carries some risk of being exposed to the hazards of bloodborne pathogens. OSHA has established a guideline to protect workers who, as a result of doing their job, could come in contact with blood or other potentially infectious material.



 

Key definitions to understand are:  

 




 

Personal Protective Equipment for Bloodborne Pathogens

 

One way the employer can protect workers against exposure to bloodborne pathogens such as hepatitis B virus (HBV), hepatitis C virus (HCV), and human immunodeficiency virus (HIV), is by providing and ensuring they use personal protective equipment, or PPE. Wearing appropriate PPE can significantly reduce risk, since it acts as a barrier against exposure. Employers are required to provide, clean, repair, and replace this equipment as needed, and at no cost to workers.


Personal protective equipment may include gloves, gowns, laboratory coats, face shields or masks, eye protection, ear protection, respirators, and other protective gear. The PPE selected must be appropriate for the task. This means the level and type of protection must fit the expected exposure. For example, gloves may be the only PPE needed for a laboratory technician who is drawing blood. However, a pathologist conducting an autopsy would need much more protective clothing because of the different types of exposure such as splashes and the increased amount of blood that is encountered. PPE must be readily accessible to workers and available in appropriate sizes.


 

OSHA’s definition of an occupational exposure:

 

A reasonably anticipated skin, eye, mucous membrane, or skin puncture contact with blood, semen, vaginal secretions, cerebrospinal fluid, or amniotic fluid that may result from job performance of an employee’s duties such as needle-sticks, human bites, cuts and abrasions, blood contact, or other potentially infectious materials.

 

Work practice controls:

 

 

If exposure occurs:

 

If you have any contact with a person’s blood or body fluids, (except blood or body fluid splashes on intact skin), you should immediately report it to your supervisor. He or she will need the following information:

 

 

It is vital that you report the exposure in order to receive medical attention and evaluation. This evaluation will be performed by a licensed physician, or another appropriately trained and licensed healthcare professional.

 

Steps to Cleaning Blood or Body Fluid Spills

 


 

Small spill on a countertop:

Step 1. Gather equipment, spill kit, and put on personal protective equipment (PPE).

Step 2. Absorb the blood spill with paper towels or pour an absorbent material over the spill. This material will be part of your spill kit.

Step 3. Dispose of paper towels in red biohazard bag. Use a scoop to pick up the absorbent material (either a small shovel or cardboard piece). Wipe up any remaining blood or OPIM (Other Potentially Infectious Material) with an absorbent towel.

Step 4. Apply disinfectant solution to the area and give dwell time according to manufacturer’s directions, usually 5-10 minutes.

Step 5. Wipe with paper towels and dispose of the paper towels in a red biohazard bag.

Step 6. Place all clean-up materials, including PPE, in a red bag for proper disposal.

Step 7. Wash your hands.

 

Large spill on a tile floor:

Step 1. Set up a safety perimeter.

Step 2. Gather equipment, spill kit, and put on personal protective equipment (PPE).

Step 3.  Pour an absorbent material over the spill. This will be part of your spill kit.

Step 4. Use a scoop to pick up the absorbent material (either a small shovel or cardboard piece). Blot up any remaining blood or OPIM (Other Potentially Infectious Material) with an absorbent towel.

Step 5. Apply disinfectant solution to the area and give dwell time according to manufacturer’s directions, usually 5-10 minutes. Mop up the solution with disposable microfiber flat mop heads.

Step 6.  Dispose of contaminated, disposable mop heads in red bio-hazard bag, and then clean and disinfect the equipment.

Step 7. Place all clean-up materials including PPE, in a red bag for proper disposal.

Step 8. Wash your hands.

 

Large spill on carpet:

Step 1. Set up a safety perimeter.

Step 2. Gather equipment, spill kit, and put on personal protective equipment (PPE).

Step 3.  Pour an absorbent material over the spill. This will be part of your spill kit.

Step 4. Use a scoop to pick up the absorbent material (either a small shovel or cardboard piece).  Blot up any remaining blood or OPIM (Other Potentially Infectious Material) with an absorbent towel.

Step 5. Apply disinfectant solution to the area and give dwell time according to manufacturer’s directions, usually 5-10 minutes. Extract the blood and solution from the carpet.

Step 6.  Dispose of contaminated disinfectant solution from mop bucket and carpet extractor, and then clean and disinfect the equipment.

Step 7. Place all clean-up materials, including disposable PPE, in a red bag for proper disposal.

Step 8. Wash your hands.
























 

Back Injuries

 

Back injury results in pain and sick days for millions of people every year. The cost for the individual and to the healthcare system increases annually. There are certain things you can do to help protect your back from future injury.

 



 

Lifting Properly

 

Lifting heavy objects is a common cause of back injury. When lifting, use the following techniques:




 

Ergonomics

 

Ergonomics has been a "buzzword" for years. Understanding ergonomics along with using ergonomically designed equipment and procedures can prevent injuries and help you perform your routine tasks better and more efficiently.

 

The U.S. Department of Labor statistics suggests that of all types of labor in America, cleaning personnel were fifth most likely to be injured on the job. In the cleaning industry, many of the injuries that occur are muscle and joint pain, and other related injuries. These injuries can be caused by the constant, strenuous activity that is placed on cleaning workers. Problems can occur as workers use awkward postures and positions that are sustained for long periods of time. Rinsing out heavy mops, washing down floors and walls, and lifting heavy trash can strain the back, neck, shoulders and wrists. The problem intensifies as much of the work you do is repetitive.


So what is an ergonomic product? Ergonomic products are designed to fit the worker, rather than physically forcing the worker to fit the equipment. The objective of using ergonomic products is to reduce stress on the body. Plus, using ergonomic products and performing cleaning tasks properly can help minimize injury.

 

By using ergonomic equipment and techniques you should be able to stay injury free and increase your productivity.

 

Following are tips for buying and using ergonomic cleaning equipment:


 

Cleaning workers should also be trained on how to perform cleaning tasks properly. This will help to minimize injuries.








 

Drugs and Alcohol

 

 

Workplace Violence

 


 

Workplace violence is an act of aggression, physical assault, or threatening behavior that occurs in a work setting and causes physical or emotional harm to customers, coworkers, or managers.

 

Violence in the workplace is a serious safety and health issue. Its most extreme form – homicide – is the fourth-leading cause of fatal occupational injury in the United States.

 

Workplace violence has emerged as a subject of considerable interest to both small and large businesses in recent years. Some small business owners deny that this grim issue is a concern for them, but in reality, workplace violence can strike even a small company.

 

Recognize the warning signs of workplace violence and be sure to report all aggressive behavior. Aggressive behavior includes threats, verbal abuse, hostile actions, physical force, unwarranted physical contact, and sexual harassment.

 

Law enforcement and security experts agree that employees who engage in violent acts often—though not always—exhibit behaviors that serve as "red flags" indicating potential problems. These include:

 

 

OSHA Accident Requirements

 

 

Form 300A is the summary of all job-related injuries and illnesses that occurred in the year and was entered on the 300 log. If there were no recordable injuries in the year, the form must be posted with zeros in the total line. Also required is the information about annual average number of employees and hours worked, and all summaries must be certified by a company executive.

 


 

This completes your Janitorial Safety Training.

 

The next step is to take the Safety Exam.






























 

Janitorial Safety Exam

 

Circle the correct answer.

 

  1. SDS stands for safety data sheet. True or false

     

  2. When leaving offices after cleaning, you should always make sure you leave the lights on and lock the door behind you.  True or false

     

  3. Your employer is required to maintain appropriate SDS sheets for each hazardous chemical product in the workplace.  True or false

     

  4. SDS sheets must be made readily available to employees at these times:

    A - 8:00 am to 5:00 pm
    B – 7:00 am to 3:00 pm
    C – During each work shift
    D – 8:00 pm to 1:00 am

     

  5. When lifting an object you want to lift with your legs, don't twist your torso and keep your body facing forward.  True or false
     

  6. SDS sheets contain important information on the hazards of chemical products including symptoms resulting from over-exposure to the product, appropriate protective equipment and special precautions to be taken when handling, using or storing product under normal use or emergency conditions.  True or false

     

  7. A product that is corrosive to the skin is not considered hazardous.  True or false

     

  8. It is all right to use a step ladder as a straight ladder.  True or false

     

  9. Labels of chemical products should contain appropriate hazard warnings. True or false

     

  10. You will know a product is hazardous by referring to the label or SDS.  True or false

     

  11. Eye protection and gloves do not need to be worn all the time when working with cleaning chemicals.  True or false

     

  12. Skin rash, burns, headaches, or dizziness are examples of over exposure to chemical products.  True or false

     

  13. When you call 911 in case of a fire you should give the operator your name and telephone number, the nature of the emergency, building name and address and the area of the building in which the fire is located.  True or false

     

  14. Fire extinguishers will be selected based on the anticipated class of workplace fires, and there are 4 different fire class types of extinguishers.   True or false

     

  15. Your employer must have a written hazard communication program available.
    True or false


     

  16. Cardiopulmonary Resuscitation refers to knowing your A, B, C’s, which stands for Airway, Breathing, and Compressions.  True or false

     

  17. Burned-out lights and unlocked doors are not hazards and unsafe conditions.
    True or false


     

  18. In order to determine whether any protective equipment or special work practices are necessary, employees should refer to the Exposure Controls section of the SDS.
    True or false


     

  19. OSHA standard 1910.151 (b) states an employer does not need "adequate first aid supplies...readily available”.  True or false

     

  20. The most effective way to protect yourself from disease transmission is to use personal protective equipment and wash your hands. True or false

     

  21. A respirator is a device designed to protect the wearer from splashing solution.  
    True or false


     

  22. Factors that may cause heat-related illness are:

    A - High temperature and humidity and low fluid consumption
    B - Direct sun exposure or extreme heat
    C - Limited air movement (no breeze or wind)
    D – All of the above


     

  23. Labels do not need to include the name and address of the manufacturer or distributor. True or false

     

  24. Ergonomic equipment is designed to fit the worker, rather than physically forcing the worker to fit the equipment.  True or false

     

  25. If you or someone else is injured and is not serious you do not need to report it.
    True or false


     

  26. Violence in the workplace is the fourth-leading cause of fatal occupational injury in the United States.  True or false

     

  27. After cleaning up a blood spill, place all paper towels and personal protective equipment in regular trash. True or false

     

  28. Personal protective equipment may include company uniform and shoes. True or false

     

  29. Form 300A is the summary of all job-related injuries and illnesses that occurred in the year.  True or false

     

  30. When employees are under the influence of drugs and/or alcohol, they put themselves and everyone around them at risk.  True or false