Introduction

Welcome

I, Chantel Woodworth, hope that you will find working at BRILLIANTLY CLEAN SERVICES LLC (BCSLLC) a new kind of work experience. We take pride in our open culture and the work we do for our clients. We look forward to teaching you some new life skills and learning from you as well. Good Luck!

Equal Opportunity

Equal Opportunity is BCSLLC policy. It is our policy to select the best-qualified person for each position in the organization.

No manager will discriminate against an applicant for employment or a fellow employee because of race, creed, color, religion, sex, national origin, ancestry, age, or other physical or mental disability. No manager will discriminate against any applicant or fellow employee because of the person’s veteran status.

This policy applies to all employment practices and personnel actions including advertising, recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, termination, rates of pay, and other forms of compensation or overtime.

BCSLLC will not pay wages to any employee at a rate less than the employees of the opposite sex for work that is substantially equivalent requiring comparable skills. This policy is to be construed in accordance with applicable federal and state laws and regulations.

Non-Discrimination and Anti-Harassment

This policy covers vendors, customers, others who enter the workplace, as well as all employees regardless of position in BCSLLC.

1. Harassment: Harassment on the basis of any protected characteristic is strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, national origin, age, disability, or any other characteristic protected by law, and that:

   1. Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;

   2. Has the purpose or effect of unreasonably interfering with an individual’s work performance; or

   3. Otherwise adversely affects an individual’s employment opportunities.

2. Harassing/Bullying Conduct: Harassing conduct includes (but is not limited to) epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes, bullying, and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including via electronic communication).

3. Sexual Harassment: BRILLIANTLY CLEAN will not allow any form of sexual harassment within the work environment. 

   1. Sexual harassment, as defined in this policy, includes, but is not limited to, sexual advances, verbal or physical conduct of a sexual nature, visual forms of a sexual or offensive nature [e.g. signs and posters], or requests for sexual favors.

   2. Sexual harassment interferes with work performance; creates an intimidating, hostile, or offensive work environment.

   3. Sexual harassment influences or tends to affect the career, salary, working conditions, responsibilities, duties, or other aspects of career development of an employee or prospective employee; or creates an explicit or implicit term or condition of an individual’s employment. It will not be tolerated. 

4. Action to Take: An individual who believes he/she has been harassed should directly inform the harasser that the conduct is unwelcome and must stop. 

   1. BRILLIANTLY CLEAN requires the reporting of all incidents of harassment and discrimination, regardless of the offender’s identity or position. 

   2. Individuals who believe they have experienced discrimination or harassment, or have concerns about such matters are obligated to report the situation to their immediate manager or owner of BCSLLC. 

   3. Early intervention and reporting have been proven to be the most effective method of resolving actual or perceived complaints. 

   4. BRILLIANTLY CLEAN will not tolerate retaliation against any individual who reports a good faith complaint of unlawful harassment or discrimination.

5. Discipline: Harassment, discrimination, and retaliation are considered forms of misconduct.

   1. Disciplinary action, up to and including termination, will be taken against any employee determined to have engaged in these types of behavior. 

   2. Any employee who has knowledge of such behavior yet takes no action to report or end it is also subject to disciplinary action up to and including termination.

Substance Abuse

BCSLLC recognizes that individuals use substances such as alcohol and legal/illegal drugs, sometimes to the extent that their abilities and senses are impaired. Our position regarding substance abuse is the same whether alcohol, marijuana, illegal drugs, prescription drugs, or controlled substances are involved.

This policy is implemented because we believe that the impairment of any BCSLLC employee due to his or her use of substances is likely to result in the risk of injury to other employees, the impaired employee, or to third parties, such as clients. Moreover, substance abuse adversely affects employee morale, goal setting, and productivity.

“Impairment” or “being impaired” means that an employee’s normal physical or mental abilities, or faculties, while at work have been detrimentally affected by the use of substances.

The employee who begins work while impaired or who becomes impaired while at work is guilty of a major violation of company rules and is subject to severe disciplinary action. Severe disciplinary action can include suspension, dismissal, or any other penalty appropriate under the circumstances. Likewise, the use, possession, transfer, or sale of any substance any BCSLLC parking lot, storage area, vehicle, or job site is prohibited. Violations are subject to severe disciplinary action. In all instances, disciplinary action to be administered shall be at the sole discretion and determination of the management.

Employees who are taking prescription drugs shall report this to management. This is for the protection of the employee and for safety purposes in case of an adverse reaction to the drug while at work and to prevent the employee from being falsely accused of taking an illegal substance.

When an employee is involved in the use, possession, transfer, or sale of a substance in violation of this policy, the company may notify appropriate authorities. Such notice will be given only after such an incident has been investigated and reviewed by management.  BCSLLC is aware that substance abuse is a complex health problem that has both a physical impact and an emotional impact on the employee, his or her family, and social relationships. A substance abuser is a person who uses substances, as defined above, for non-medical reasons, and this use detrimentally affects job performance or interferes with normal social adjustments at work. Substance abuse is both a management and a medical problem.

Any employee who suspects a substance abuse case should discuss the situation immediately with management.  Because each case is different, the handling and referral of the case must be coordinated by management.

BCSLLC reserves the right to request employees to submit to drug testing:

• As a condition of continued employment

• Upon reasonable suspicion

• Following any accident that caused a reportable injury or more than $100.00 property damage 

• As part of a random drug testing program

Employees may be terminated for their refusal to submit to testing or who test positive for illegal drugs or alcohol. Employees will be terminated for misconduct and denied unemployment benefits.

If a test is positive, the employee has 24 hours to explain the results and obtain a retest. If the results of the retest are negative the employer must pay for the cost; if they are positive, the employee must pay.

Management has chosen to adopt an alcoholic beverage policy in keeping with the concern for and the risks associated with alcohol use. Alcoholic beverages shall not be served or used on BCSLLC premises at any time. Alcoholic beverages have no part in and shall not be used in conjunction with any company function. 

BCSLLC is concerned with its employees’ privacy, including when matters regarding medical and personal information are involved. As long as the information is not needed for police or security purposes, BCSLLC shall maintain employee medical and personal information in confidence and release this information to authorized company personnel on a “need to know” basis. An exception to this policy is when the employee signs a release for the transfer of such information on forms acceptable to BCSLLC to designated persons or agencies.

Nothing contained in this section shall eliminate or modify the League’s right to terminate any employee at any time for any reason.

Smoking/Vaping

With the current evidence that smoking is dangerous and injurious to a person’s health, employees are encouraged not to smoke. However, BCSLLC recognizes that the decision to smoke or not to smoke is a personal one. During working hours, our policy is to limit smoking/vaping to outside of job sites so that clients do not witness it. Employees shall use designated receptacles for disposal of all smoking-related items. Employees will not be seen wearing the company name or logo while smoking. Employees will also take action to remove any odor from themselves.

Employee Safety

BCSLLC strives to provide its employees with a safe and healthful workplace environment. To accomplish this goal, both management and employees must diligently undertake efforts to promote safety.

BCSLCC, through its supervisory personnel, shall develop and implement safety rules and regulations. Management shall also undertake the responsibility to educate employees as to hazards of the workplace and to train employees as to such hazards and the proper and safe method to perform job tasks through the Safety and Accident Prevention Program.

Employees shall devote their skill and attention to the performance of their job responsibilities utilizing the highest standard of care and good judgment. Employees will follow all safety rules and regulations as listed in the Safety and Accident Prevention Program at all times including the use of protective clothing, devices, or equipment. Employees are expected to attend all staff meetings, which will include updated safety information or take steps to acquire the minutes of any meeting missed.  Employees are expected to follow commands or directions of trainers and management.

Finally, all job-related injuries or illnesses are to be reported to a manager immediately, regardless of severity. In the case of serious injury, an employee’s reporting obligation will be deferred until circumstances reasonably permit a report to be made. Failure to report an injury or illness may preclude or delay the payment of any benefits to the employee and could subject BCSLLC to fines and penalties.

Safety procedures and regulations will be issued or modified from time to time and shall be effective immediately.  Procedure and regulation updates will be posted and distributed to employees in the form of memos. 

Return to Work After Serious Injury or Illness

As a joint protection to the employee and BCSLLC, employees who have been absent from work for 3 or more days because of serious illness or injury may be required to obtain a doctor’s release specifically stating that the employee is capable of performing his or her normal duties or assignments. A serious injury or illness is defined as one that results in the employee being absent from work for 3 or more consecutive days..

BCSLLC management shall ensure that employees who return to work after a serious injury or illness are physically capable of performing their duties or assignments without risk of re-injury or relapse.

If the cause of the employee’s illness or injury was job-related, management will make every reasonable effort to assign the returning employee to assignments consistent with the instructions of the employee’s doctor until the employee is fully recovered. A doctor’s written release is required before recovery can be assumed.

Termination

Terminations are to be treated in a confidential, professional manner by all concerned.  Management will assure this through consistent and evenhanded termination procedures. This policy and its administration will be implemented in accordance with the BCSLLC equal opportunity statement.

Terminated employees are entitled to receive all earned pay.

Employment with BCSLLC is normally terminated through one of the following actions:

Resignation — voluntary termination by the employee;

Dismissal — involuntary termination due to repeated attendance issues or substandard performance, as tracked through the Acountability Program.  Termination may occur with no warning for misconduct. All dismissals result in loss of all benefits.

Layoff — termination due to reduction of the workforce or elimination of a position

Resignation

An employee who wants to terminate employment is expected to give as much advance notice as possible, with a minimum of 2 weeks. Additionally, an employee will be considered to have resigned for the following reasons:

1. Leaving the job site without approval from management (safety issues are an exception)

2. No calling or showing up for work on a regularly scheduled day

3. Failure to return to work upon the expiration of Leave of Absence 

Dismissal

When someone is terminated, we will do the following.

1. Terminate them.

2. Mark their profile as “not eligible for re-hire”

Any employee who is terminated will lose all accrued benefits.

Accountability Program

There are 4 categories that will be tracked for each employee: Attendance, Supply Management, Quality, and Communication/Timing. 

Attendance: Unexcused Absence, Late, Leave Early

• Unexcused Absence: Absence that was not approved at least 7 days in advance AND there isn’t sufficient accrued paid sick leave

• Arrive Late: Getting to your first house later than 1 hour after the start time

• Leave Early: Leaving before the end of your shift 

Supply Management: Forgotten Supplies, Late Supply Request, Vacuum

• Forgotten Supplies: Forgetting supplies that are needed to complete your cleans

• Late Supply Request: Requesting supplies after the Friday employee survey

• Vacuum: Not properly caring for your vacuum

Quality: Low Score, Complaint, Poor Quality Check

• Low Score: Received a valid low QDS score (3 or below)

• Complaint: Received a quality complaint from client or co-worker

• Poor Quality Check: Require re-cleaning during your quality check

Communication/Timing: Too Long, Too Short, Late

• Too Long: Exceeding labor hours at a clean and not contacting the office for more time

• Too Short: Leaving well before a clean is scheduled to be finished and not contacting the office for approval first

• Late: Arriving to a clean past the arrival window without contacting the office first

Safety Violation:

• Safety Violation has occurred

 

The 1st incident in any category is a 1st Time offense, considered a warning, and results in a 30-day watch period. The 2nd incident in the same category within 30 days is a 2nd Time offense which will result in a formal verbal warning that you must sign and a 2-week probation period that may extend past the original 30-day watch. The 3rd incident in the same category, within the 30-day watch or 2-week probation period, is a 3rd Time offense which will result in a formal written warning and start a new 2-week probation period that may extend past the original 30-day watch. The 4th incident in the same category, within the 30-day watch or 2-week probation period, may result in suspension or termination.

 

If you receive 3 or more verbal or written warnings in a 3-month period, you may be put on a 

strict probation program, suspended, or terminated. 

Misconduct

An employee found to be engaged in any activities showing willful disregard of BCSLLC interests or policies, may receive a verbal warning, written warning, or be terminated immediately based on the severity of the Misconduct. Termination resulting from Misconduct shall be entered into the employee’s personnel file immediately and the employee will be considered unavailable for rehire.

Misconduct includes but is NOT limited to:

1. Failure to keep accurate time, work, or job records

2. Misrepresentation of reasons for time off 

3. Failure to follow legitimate instruction by management, trainer, or his/her substitute

4. Possession of firearms or illegal drugs at any time while on duty

5. Failure to report damage or breakage

6. Distribution or the posting of literature without the consent of Management

7. Theft from an employee, the company, or a client

8. Harassment of any kind, including sexual, of an employee or client

9. Willful destruction of company or client property

10. Threatening injury or bodily harm to any person, pet, or family member that is or has ever been connected to BCSLLC in any way

11. Solicitation of a current client or any previous client

Layoff

When a reduction in force is necessary or if one or more positions are eliminated, employees will be identified for layoff after evaluating the following factors:

1. Company work requirements;

2. Employee’s dependability to date

1. Employee’s abilities, experience, and skill

2. Employee’s ability to get along well with co-workers

3. Employee’s potential for reassignment within the organization

Termination Processing Procedures

1.  On the final day of employment, employees must meet management to hand over all company supplies, tools, equipment, and uniforms.

2.  Employee’s final paycheck will be issued during the next normal payroll cycle and will be received on the usual payday. The final check shall include all earned pay and any expense reimbursements due to the employee.

3. If 2 weeks’ notice was given and worked out completely and without incident the employee can request a letter of recommendation and will receive the full support of BRILLIANTLY CLEAN in all future dealings.