Welcome!

You have just joined a team of safe, hardworking, dedicated and professional employees, and we are excited to have you as part of the team. Campbell Companies and our associated companies are true leaders in our industry. Our customers trust us and depend on us to help their businesses be successful – we take that responsibility very seriously.

Our business is demanding, but very rewarding. Most likely our products has been used or is being used on every large construction or mining project, every road, and every building erected in the state. Thus, as employees of Campbell Companies, Wheeler Machinery, ICM Solutions, SITECH, Monsen Engineering, Solutions Financial Services, Heritage Industries Gardner Energy, IMT, Diamond Rental and Reliabl we can take pride in the making a very real contribution towards the building of our communities.

I hope you enjoy your service with our company. Our company’s reputation for integrity and service is its greatest asset, and that reputation has been built by our people for over 65 years.

Thank you for joining with us. I look forward to getting to know you.

Sincerely,

Bryan Campbell
President

Introduction

This handbook will acquaint you with the Company and some policies affecting your employment. Since it is impossible to anticipate every situation that could arise, this handbook will highlight general company policies and practices. Other existing policies and practices may not appear in this handbook. If you are not sure about a written or unwritten Company policy, have questions about any portion of this handbook, or need further information, please ask the Human Resources Department, your supervisor, or a Company Officer.

Because business needs may change from time to time and new governmental regulations take effect, the Company reserves the right to amend, rescind, or modify any of its policies, practices, and benefits at any time.
This employee handbook applies to all new and existing employees of the Company. This employee handbook supersedes all previous Company policies and practices (both written and unwritten). These policies are effective immediately and all employees are expected to know and comply with them accordingly.

Throughout the handbook, “Campbell Companies” will be utilized to represent all employees at Campbell Companies and its associated companies of Wheeler Machinery, ICM Solutions, SITECH, Monsen Engineering, Solutions Financial Services, IMT, Heritage Industries, Diamond Rental, Gardner Energy, and Reliabl.

Click or Tap on titles below to expand.

Employment Status & Employment Definitions

Nothing stated or implied in this handbook or in any other policies, benefits descriptions, or other documents published by the Company constitutes an expressed or implied employment contract. The only employment contract recognized by the Company is one entered, in writing, by the Chief Executive Office of the Company.

In the absences of signed agreement as mentioned in the preceding paragraph, all employment with the Company is at will, with no contractual rights, express or implied, and may be terminated, with or without cause or notice, at any time, at the option of either the employee or the Company.

Except as limited by the current contracts between Wheeler Machinery Co. / ICM Solutions and the Operating Engineers Local No.3

Diversity & Inclusion

Campbell Companies is committed to providing equal employment opportunities to all applicants and employees.  Pursuant to the Company’s policy all employment decisions involving applicants and employees are to be based on job related factors and are to be made without regard to race, religion, disability, veteran status, sex, age, color, national origin, or any other characteristics protected under federal or state law.  Examples of employment decisions include, but are not limited to, decisions regarding:

  1. Recruiting, advertising, or soliciting employment.
  2. Selection for hire.
  3. Placement, transfer, or promotion of employees.
  4. Rates of pay or other forms of compensation.
  5. Selection for training programs, including apprenticeship, pre-apprenticeship, and/or on-the-job training.
  6. Performance evaluations and treatment during employment.
  7. Termination, layoff, or recall where applicable.

The Company is committed to providing a workplace free of sexual harassment and free of harassment, intimidation, or coercion based on race, religion, disability, veteran status, sex, age, color, national origin or any other characteristics protected under federal or state law.  The Company disapproves of and will not tolerate such harassment, intimidation, or coercion. Employees, supervisors, managers, and others who commit acts of harassment, intimidation, or coercion will be subject to severe disciplinary measure, which may include discharge on the first offense. 

In accordance with the Americans with Disabilities Act, the Company will make reasonable accommodations for qualified employees and job applicants with known disabilities so long as the accommodations do not cause undue hardship. Any person with a physical or mental disability, that limits or restricts his/her ability to perform a job, may voluntarily inform the Company’s EEO Officer of the disability and potential need for accommodation and may suggest possible methods of reasonable accommodation. This information will be kept confidential and will be used only for purposes of

As a government contractor, Campbell Companies has adopted an affirmative action plan and is committed to making a good faith effort towards achieving the objectives of the plan.  The Company has appointed Clint Fischer to serve as its EEO Officer.

Department of Workforce Services provides information on education and training opportunities at jobs.utah.gov/index.html  This education and training may assist job seekers in identifying opportunities to become more qualified for positions with the Company.

For questions or additional information please contact our HR Department at (801) 978-1858.

Employment Policies

All of us have a right to work in an environment free from the demoralizing effects of harassment, unwelcomed offensive, and improper conduct.  The Company will not tolerate harassment, bullying or conduct that could lead or contribute to harassment of employees by managers, supervisors, or co-workers.  The Company also will actively seek to protect employees from harassment or bullying by non-employees in the workplace.  Similarly, the Company will not tolerate harassment or bullying by its employees of non-employees with whom the Company employees have a business, service, or professional relationship.

Harassment includes sexual harassment and harassment based on an individual’s: 

Race, Religion, Color, National Origin, Sex, Gender, Disability, Pregnancy, Marital Status, Age, Military/Veteran Status, Genetic Information, Gender Identity, or any other characteristic protected by federal, state or local law. 

WHAT IS HARASSMENT?

Harassment may take many forms, but the most common forms prohibited by this policy include, but are not limited to:

Sexual Harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different genders.  It includes harassment that is gender-biased (for example, offensive remarks about an individual’s dress, body or appearance, or their sex or gender), as well as conduct that is sexual in nature.  Examples of prohibited sexual harassment include, but are not limited to , unwelcome sexual advances; requests for sexual favors, leering, blocking normal movement; sending sexual explicit e-mails, texts or voicemails; other verbal or physical conduct of a sexual or offensive nature, such as uninvited touching of a sexual nature; sexually related jokes and comments or innuendos; any verbal or physical conduct of a sexual or otherwise offensive nature that is made explicitly or implicitly a term or condition of employment, or in the submission to, or rejection of, such conduct by an individual is used as a basis for employment decisions affecting such individual; questions or comments about a person’s sexual practices; displaying of sexually suggestive objects, pictures, cartoons or posters;

Verbal Harassment such as jokes, epithets, slurs, stereotyping, and remarks that denigrates or shows hostility or aversion toward an individual because of a protected characteristic.

Physical Harassmentsuch as physical interference with normal work, unwelcome physical contact, and threatening, intimidating, or hostile acts that relate to the protected characteristic.

Written or Visual Harassment such as offensive or obscene e-mail, text messages, Internet postings, photographs, drawings, gestures, unwelcome notes/letters and any other written or graphic material that denigrates or shows hostility or aversion toward an individual because of a protected characteristic.

The company prohibits any and all conduct that may be reasonably interpreted as harassment as defined above whether or not conduct rises to the level of unlawful harassment.

COMPLAINT PROCEDURE:

Any employee who believes that he or she has been subjected to or becomes aware of any form of harassment in violation of this policy should immediately utilize the following formal communication options to report the incident:

  • Immediate supervisor and/or manager
  • HR Department
  • Company President
  • Executive Team
  • Senior Management

Supervisors & Managers who receive complaints of misconduct should immediately report them to the HR Department so the company can try to resolve the claim internally. 

If an employee feels anonymity is necessary when reporting a claim of harassment, please use the “Speak Up” option on my.campbellcompanies.com Please understand that harassment claims that are reported anonymously must include very detailed information or it makes it very difficult to administer a successful investigation.

INVESTIGATION AND CORRECTIVE ACTION:

The company will undertake an objective and timely investigation led by qualified personnel and will treat information obtained during the investigation as confidential to the extent reasonably possible.  Complainants who request to have their identity concealed from the person(s) they are reporting on will have that wish respected to the extent reasonably possible.  However, complete confidentiality cannot be guaranteed.

The HR Department is committed to act if it learns of possible sexual harassment, even if the individual does not wish to file a formal complaint.

The investigation process will be as follows:

  • A review by HR of the initial complaint & supplemental evidence provided by the complainant.
  • Interviews led by HR of the complainant, the person(s) named in the complaint, all parties managers, Union representatives (if applicable) and any other witnesses involved. These interviews are done separate from each other, not as a group.
  • If necessary, HR will conduct consultations with legal counsel and/or other outside professionals.
  • Communication of final findings to all parties involved.

At the conclusion of its investigation, the company will determine if a policy violation has occurred. It will take effective remedial action commensurate with the severity of the offense.  This action may include implementing progressive discipline against the accused party, up to and including termination of employment.  Steps will be taken, as reasonable and necessary, to prevent any further violations of this policy.

PROTECTION AGAINST RETALIATION:

The company prohibits retaliation against you for: (a) reporting incidents of harassment or perceived harassment, (b) making complaints of harassment, or (c) participating in investigations of incidents of harassment or perceived harassment.  Any report of retaliation will be promptly and thoroughly investigated in accordance with the company’s investigation procedures outlines above.  If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, may be taken.

LEAVES OF ABSENCE

All absences for illness, deaths in the family, etc., should be reported to your supervisor before your shift begins on the day you will be absent. Unauthorized absences can result in termination. 

Any employee desiring an extended leave of absence should make this request in writing to the Department Manager. Company management will then make a decision whether or not or under what circumstances such leave will be given and will coordinate with the Human Resources Department for completion of required paperwork. If an employee is on an approved leave of absence, that is not Family Medical Leave, he or she will not receive a wage or salary, will not accrue vacation time, and will be placed in his or her previous position or similar position upon return if there is adequate availability and business need. 

FUNERAL LEAVE

Wheeler employees are granted up to 3-5 days paid leave for a death in their immediate family or extended family, at the discrepancy of the employee’s supervisor.

Immediate family is defined as Employee’s spouse, son, or daughter. Immediate family is given 5 days paid leave.

Extended family is defined as Employee’s mother, father, mother-in-law, father-in-law, brother, sister, grandmother, grandfather, son-in-law, daughter-in-law, step-parents, and step-children.

Extended family is given 3 days paid leave.

WEEKLY DISABILITY POLICY

Campbell Companies will pay a weekly benefit while you are eligible and are absent from work because of a disability caused by an illness or accidental bodily injury.

Benefits start after a waiting period of 2 days for both accident and illness. This means 2 days of disability absence must elapse before weekly benefits become payable. This weekly benefit will be paid up to a Maximum of 89 calendar days for anyone continuous period of disability. 

Benefit amount will be the lesser of $1000.00 per week or forty percent (40%) of base pay if employed less than five (5) years, fifty percent (50%) if less than ten (10) years or sixty percent (60%) if more than ten (l0) years.

Campbell Companies pays the weekly benefit if you are absent from work, while covered, because of an illness or injury resulting from your employment. However, the weekly benefit amount will be reduced by the weekly amount for which you are eligible for time lost under any worker’s compensation law or any other similar law or benefit. 

No benefits are payable for a day you are not under the care of a legally qualified physician, for a day you are working for compensation, for injury obtained while committing a crime, or for an intentionally self-inflicted injury. 

PARENTAL LEAVE POLICY

Campbell Companies will provide a parental leave benefit to any parent, regardless of gender or primary caregiver status, who qualify under the eligibility requirements.  Employees who qualify, will receive 80 hours of parental leave per instance of birth or adoption.  This policy is in place for new births, adoptions, and surrogacy.

How the benefit works:

  • An employee will notify his/her supervisor and HR Department that a parental leave is requested. HR will return an e-mail with a decision on an approval.
  • Upon approval, the 80 hours of parental leave can be utilized in any increments that help the employee. For example: An employee can use all 80 hours at once, or use 8 hours to cover a doctor’s appointment and use the rest for future dates, etc.
  • The Payroll Department will administer the benefit similar to how PTO is administered. Upon approval, Payroll will set-up the employee with a parental leave PTO option on UKG. The employee will put in parental leave requests on UKG just like regular PTO requests. Payroll will provide hours that are used on an employee’s weekly/bi-weekly pay statement.  Similar to PTO, parental leave will not count towards overtime. 
  • Preliminary activities involved in the adoption, birth and surrogacy can qualify for utilization of the 80-hour parental leave benefit (doctor’s visits, meeting with adoption agency, etc.). However, the parental leave can’t be administered until formally requested by the employee.     
  • The 80 hours of parental leave will begin on the first day requested by the employee (or date of birth/adoption – whichever comes first) and will have a 6-month window of utilization. At the end of 6 months, any hours left from the initial 80 will no longer be available to the employee.  Parental leave cannot be cashed out, deferred, rolled-over or used after the 6-month period.
  • If both parents are employed by Campbell Companies, the parental leave will be available to both parents and can be used concurrently.
  • A Campbell Companies employee qualifies for this benefit after 60 days of full-time employment.
  • Utilization of the parental leave benefit will have an effect on any applicable short-term disability/FMLA. An employee can’t utilize the parental leave benefit and a short-term disability on the same day.  Please contact HR with any questions in coordinating the utilization of the various qualifying leaves. 
  • The parental leave benefit will only be applicable to employees when the adoption age is under 18.
  • The maximum parental leave benefit amount that an employee can use is always 80 hours (even if multiple children are born or adopted at the same time).
  • In the case of surrogacy, an employee can utilize 80 hours total from the beginning of surrogacy to the end of the 6 months following birth

It is always the concern of the Campbell Companies to produce and project a professional image. Personal appearance should be a matter of concern and attention for each employee. We provide only the highest quality service and employ the best people available. A neat, professional appearance contributes to the positive impression we make on our customers.
Each employee is expected to dress and groom themselves as outlined in the following dress code every workday:

  • Acceptable dress for females includes dress pants, jeans without holes, frayed ends and/or excessive designs, dresses, skirts, blouses, capris and coordinating tops. Skirts should be no shorter than mid-thigh. Stretch pants are acceptable if complimented with a long jacket, long shirt, or long sweater.
  • Crop tops, backless, halter tops, tank tops, and athleisure wear (such as yoga pants) are not acceptable.
  • Acceptable dress for males will include khakis, dress slacks, clean cut jeans without holes, frayed ends and/or excessive designs, and shirts with collars. Shorts are not acceptable.
  • T-shirts with logos are not acceptable for any employee nor is clothing that is more often worn at informal social events.
  • Tennis shoes (of any kind) or flip flops are not acceptable footwear. Female employees may wear open toed shoes or sandals. However, the open toed shoes/sandals must be professional in appearance. As a safety precaution, any employees who are required to go into the parts warehouse or service shops in performing their jobs should not wear open toed shoes.
  • Piercings and ear gauges are not to be visible when dealing with customers or wearing a Wheeler uniform (except for female ear piercings). Due to safety concerns, body piercings will not be permitted while working in positions located in the shop, field, or warehouse. Hair styles must be professional and appropriate for the workplace. No extreme haircuts will be permitted by any employee. Facial hair should be kept neat and trim, maintaining a clean and professional appearance.
  • Employees are required to cover up tattoos that could be deemed offensive to co-workers, customers, vendors, or others in the workplace based on racial, sexual, religious, ethnic, or other characteristics or attributes of a sensitive or legally protected nature. Offensive tattoos include any tattoos that depict any: inappropriate language, racial undertones, sexual references, drugs & alcohol, gang affiliation and violence. The HR Department will work with the executive team in case-by-case situations where individual employee tattoos need to be reviewed for a possible “cover up” designation
  • Shop coats will be available for your use as you enter the parts and service areas. These coats are for your use to prevent damaging/soiling your professional attire when conducting business in these areas.
  • All personnel who are provided company uniforms should wear them and change regularly to maintain a clean appearance. All shirts should be tucked in and buttoned.
  • Employees calling on customers should adjust their dress to fit the situation they are working in, keeping in mind who they are and the image we want to maintain.

Supervisors and/or managers are responsible for the enforcement of the dress code. Employees who violate the company’s dress code will be subject to the company’s progressive discipline policy.

Electronic Mail (“Email”) as discussed in this policy is any communication that is textual, audio, or graphical, (ii) was originated or received via Campbell Companies network or RAS server. If any employee uses personal equipment to conduct Company business, then this policy covers such Email as well. The Company has provided Email to facilitate communication between Company employees and others, including but not limited to employees, vendors, and customers etc.

The following policy is provided to outline the appropriate use of email and to communicate the standards required to protect the Company’s assets and information.

  1. Email Access: It is the discretion of an employee’s Manager or a Company Officer, to determine if an employee would benefit from having Email access.
  2. Use of Email: Email access is intended for business purposes only. Occasional personal use of email may be permitted at the discretion of the employee’s Manager. In no instance shall personal Email use interfere with an employee’s job responsibilities, or ability to complete job requirements. All Email use, whether business or personal, is subject to the same guidelines described herein.
  3. Copyright and Proprietary Materials: When sending Email, users shall regard and respect copyright, trademark, and license notices. In other words, unless your use of copyrighted information is for research or educational purposes, you should not be distributing it via email. It is likewise prohibited, for an employee, to transfer to anyone, any Company information via email that is private, secret or proprietary in nature.
  4. Ownership: All Email that is (i) sent or received via the Company network or RAS server, on any subject or (ii) sent or received by an employee from a non-Company location which relates to Company business, is the property of Campbell Companies
  5. Misuse of Electronic Mail is prohibited: The user shall not use the Company Email for any illegal purpose including illegal access. The Company expects each user to use discretion and to avoid distributing any messages or material which could be deemed as offensive, defamatory, or harassing. The user shall not request, store, or distribute any material that would conflict with the company’s current policies of discrimination, sexual harassment, or solicitation.
  6. Privacy: You should never assume that any information you send or receive over the Internet is private. The Company reserves the right to access, use, disclose, intercept, and monitor Email messages and content as a necessary incident of its business. Remember, Email may be forwarded by the initial recipient, without your knowledge, to an unlimited number of people. Therefore, the Company encourages employees to use good judgment and professionalism when writing Email and it recommends that only infoffi1ation which you would freely and openly share with others be sent via this medium.
  7. Violation: Violation of this policy may result in any of the following, depending upon the severity of the infraction.
    1. Discipline
    2. Termination of Email privileges
    3. Termination of Company network access
    4. Termination of Employment

The Company provides offices, desks, lockers, computers, and other Company property to employees for their use while employed. These items are Company property. The Company can make no assurances about the security or privacy of any office, desk, computer, or other Company facility and discourages the storage of valuables, perishables, and other personal items in them. Additionally, the Company reserves the right to open and inspect any office, desk, computer and files, file cabinet, or Company property and its contents, at any time.

Employees must not place a personal lock on any Company office door, desk, locker, or file cabinet. The Company will provide locks for employees requesting them. These locks are Company property, and the employer may remove them at any time.

Messages left on Company electronic equipment (such as voice mail, electronic mail, and computer and network files), even when a personal password is required, are subject to inspection by Company officials. Your password is designed to protect your files and messages from access by other personnel. However, Company officials retain the ability to access any electronic file when necessary.

Program Requirements:

  1. Employee must have completed one (1) year of continuous full-time employment at the Campbell Companies or one of its subsidiaries.
  2. Employee must remain in good employment and academic standing throughout the duration of the education program.
  3. Employees must remain full time employed (working a minimum of 30 hours). Those that voluntarily terminate or reduce their employment, will be required to repay the company through a Finance Account for any courses taken within two years prior to termination.
  4. Employee will complete the Education Plan form and obtain Department Manager approval with signature. Participants must re-apply every 2 years to continue participating in the program. Program approval will be made by the employee’s Manager and Vice President/General Manager.
  5. The Educational Degree (or curriculum) must relate to the position held by the eligible employee or have beneficial merit to the Campbell Companies.
  6. The company will only reimburse an eligible employee, one half of items identified as tuition and paid by the participant for each class that is successfully completed*. Any other fees, expenses or items not listed as tuition (or graduate tuition differential) will not be paid, including student fees, lab fees, mandatory fees, admin fees, books, etc. Grants, Scholarships, Military payments, or any other tuition coverage will be deducted from tuition prior to reimbursement.
  7. Detailed documented proof of payment and class completion (payment must show line-item tuition fee and completion must show completed grade) must be submitted within 2 weeks after class completion. This proof can be submitted by print out or emailed, showing school website or letterhead.
  8. Participants will only be reimbursed for classes receiving a grade higher than a C- or equivalent passing grade.
  9. Master’s degree participants will be reimbursed one half the rate of the public institution’s General MBA Program tuition schedule*.

*Some institutions charge higher tuition fees and will be reimbursed at one half the rate charged by public institutions (currently the University of Utah). Program forms must state the degree and will determine if it will be reimbursed based on the Undergraduate or Graduate degree program tuition schedule.

Program Disclaimer: Participation in this program and reimbursements are at the sole discretion of Campbell Companies., the program manager and existing management. Campbell Companies has the right to exclude or remove participants at any time for not meeting any of the above program requirements. Company reimbursement for early termination will be collected through Payroll or other means necessary to receive compensation.

The workweek begins on Saturday morning and ends Friday night. For bargaining unit employees, any hours worked more than forty (40) hours in one week or eight (8) hours in one day will be compensated on a time and one-half basis. Hourly employees working a four (4) by ten (10) hour workweek will be compensated as outlined in the current contracts between Wheeler Machinery Co. / ICM Solutions and the Operating Engineers Union Local 3.

  • Work week starts on Sunday

Hourly non bargaining unit employees will be compensated time and one half for any hours worked more than forty (40) hours during a workweek. Overtime must be approved in advance by your supervisor.

Employees are paid on a weekly or biweekly basis depending on the pay schedule assigned to the department. The standard method of distributing pay is via electronic deposit into an employee’s bank account.
Employees must work the day before and the day after a holiday to be paid for the holiday unless the employee shall have been unavailable for work because of illness or injury, for a period not to exceed thirty (30) days, substantiated by a doctor’s certificate. An employee may also use a vacation day prior to or after the holiday. A Sunday holiday will be observed on Monday. The holidays are observed on the day observed by the State or Nation.

The following days are considered for holiday pay:

New Year’s Day
Memorial Day
Fourth of July
Twenty-Fourth of July
Labor Day
Thanksgiving Day
one-half day on Christmas Eve
Christmas Day are paid holidays

Philosophy: The Company is committed to a comprehensive compensation policy that adheres to two guiding compensation principles: (1) compensation decisions are based on job-related factors and made without regard to race, religion, disability, veteran status, sex, age, color, national origin, or any other characteristics protected under federal or state law; and (2) compensation is paid on an equitable basis.

Protected Conduct: In addition, the Company will not tolerate retaliation against any employee for asking or talking about compensation.

Bargaining Unit Positions: Bargaining unit employees are paid according to the terms of the existing collective bargaining agreement. The Company engages in collective bargaining with the two guiding compensation principles in mind. Further, during the term of a collective bargaining agreement the Company where appropriate will engage in discussions with the union regarding the two guiding compensation principles.

Non-Bargaining Unit Positions: Non-bargaining unit are compensated consistent with the two guiding compensation principles.

  1. Every non-bargaining unit position is assigned to a salary band.
  2. Each salary band has a maximum, median and minimum annual salary.
  3. The Company adjusts each salary band annually through a cost-of-living adjustment (COLA) process.
  4. Each non-bargaining unit employee is paid an amount within the salary band in which the employee’s position resides.
  5. Employees can move between the minimum and maximum of an assigned salary band through merit increases.
  6. Individual compensation recommendations are made by managers based on job-related factors.
  7. HR reviews these each recommendation utilizing the two guiding compensation principles.
  8. Where the job-related factors are not clear HR will confer with the manager.
  9. HR’s review also looks for any pay equity concerns within salary bands that may not be apparent to managers.
  10. Pay equity concerns may be addressed at any time, not just during annual compensation setting.
  11. Pay recommendations are approved or rejected at the executive level.
  12. Job-related variables such as experience and education are considered when placing a newly hired employee within the applicable band for the position at hire.

The objectives of the policy are to ensure that business trips undertaken by travelers support the achievement of business goals. This needs to be implemented in a safe, results-oriented, and cost-effective manner, while providing travelers with:

Guidelines for making domestic and international travel arrangements.
Clear definitions of the expenses that are reimbursable while traveling on business.
A standard format when booking reservations and reporting reimbursable expenses.
When assessing your need to travel, consideration should be given to other available options within the business including but not limited to:

  • Web-conferencing
  • Tele-conferencing
  • Or any other acceptable form of communication that is provided

Scope
The policy covers all Wheeler Machinery Co. employees, external consultants / contractors and other external parties traveling at Wheeler Machinery Co. expense.
The policy covers all Wheeler Machinery Co. Businesses and Subsidiaries.

Definitions

Lowest Logical Fare means:
The lowest priced fare that is +/- 1 hour of the requested travel departure or arrival time and no more than one stop, regardless of carrier.
Business Trip is defined as a trip which is taken temporarily by an employee to perform work related tasks outside his/her normal work location. Commuting between an employee’s residence and his/her permanent workplace is not a business trip.
Preferred Suppliers means those suppliers with whom Wheeler Machinery Co. has a financial agreement and/or volume commitment agreement.
Traveler means any person; Employee, Contractor, Consultant, Partner etc. who has approval to travel on company business.

Policy Details
General
The policy is held and managed by the Procurement Manager under approval from the Chief Financial Officer

Travelers Responsibilities

It is the traveler’s responsibility when travelling and conducting Company business to exercise sound business judgment and be aware of and fully observe this, Policy.
Each traveler must have a completed Travel Profile on file with the designated travel management company before any travel is commenced. It is the traveler’s responsibility to ensure the profile information is kept up to date and accurate.
Travelers are responsible for checking and fulfilling any necessary health, passport and visa requirements prior to the commencement of travel.
Prior to planning for international travel, all travelers are required to review travel alerts that may have been issued by the Government or Travel Management Provider. Travelers need to understand current information about their proposed destination and any relevant travel alerts.
All reservations must be made through the designated Travel Management Provider. Booking directly with suppliers (e.g. hotels, airlines etc.) should be limited where possible.
The traveler is responsible for timely completion and accuracy of their travel expense claims.
Travelers must advise the HR Department of any medical conditions that may increase the risk to their health and wellbeing when traveling.

Air Travel
Whenever possible, Domestic travel reservations should be made fourteen (14) days prior to departure date to take advantage of the most competitive fares.
Whenever possible, international travel reservations should be made twenty-one (21) days prior to departure date to take advantage of the most competitive fares.
For all air travel, travelers must make use of the Lowest Logical Fare provided by the travel agency directly or displayed via the on-line booking system.

Class of Travel
Less than eight (8) hours continuous air travel excluding any layovers – Economy.
Greater than eight (8) hours continuous air travel excluding any layovers– Premium Economy.
Any higher class of travel must be approved by Vice President or above.
Travelers may upgrade to a higher class of travel using rewards points or personal funds.

Refunds and Cancellations
It is the responsibility of the traveler to ensure any refunds/credits received are processed.
Changes or cancellations are the primary responsibility of the traveler. Any occurrence must be directly resolved with the travel supplier, i.e. the traveler must resolve with the specific airline, hotel or rental car company if the Travel Management Provider is unable to assist or effectively resolve on your behalf.

Lodging
Domestic and international lodging must be booked through the Wheeler Machinery Co. Travel Management Provider. However, it is acceptable to book lodging directly if more competitive rates are available through a conference or customer.
Lodging is encouraged at modest first-class, not luxury, hotels.
Preferred hotels are indicated on the online booking tool and can also be found on MyCampbellCompanies under Procurement Guidelines.
Personal travel expense such as dry-cleaning, room service, movies etc. are not reimbursable.

Cancellations and No-shows
Cancellation of hotel bookings must be made per the hotel booking cancellation policy. Cancellations can be processed using the on-line booking tool. Failure to cancel hotel bookings will incur a “no-show” fee, which is usually the cost of one (1) night’s accommodation.

Car Rental
Wheeler Machinery Co. has a preferred car rental agreement with
National / Enterprise
Agreements can be accessed in using the assigned CDP number. This will be automatically used when booking through the approved Travel Management Provider.
If 1-2 people are traveling the size of vehicle you may rent is “Midsize”. If more than 2 people are travelling together a larger vehicle is acceptable.
Rental Cars are to be returned with a full tank of fuel. Pre-paid fuel option is not allowed.
Navigation unit rentals are not reimbursable.
Damage to cars should be noted and reported to the car rental company prior to leaving the pickup depot (e.g. chipped windscreen, damage to paint work, etc.). The individual is to keep a copy of any written report. In the event of an accident, the traveler must notify the rental car company immediately and they will advise of the process to be followed.

Car Rental Insurance Guidelines
Rental car insurance is included in the rates when using the National/Enterprise agreement.
For all other rental car companies travelers should DECLINE any other insurance offered by the rental car company.
For all international travel, travelers should ELECT both liability and loss damage coverage from the rental agency.

Airline, Hotel and Car Rental Membership Programs
Membership of travel loyalty programs must not impact selection of airline, hotel, or rental car provider.
Travelers may participate in loyalty programs and all benefits accrued may be retained for use by the traveler.
Wheeler Machinery Co. will not pay or reimburse travelers for costs incurred in joining or retaining frequent flyer programs or hotel/airline/rental car memberships.

Meals and Entertainment
When a Wheeler Machinery Co. employee is required to go on a Business Trip the company will pay the actual and reasonable cost of all the employees’ meals.
If an employee is not on a Business Trip, the company will pay for the employee’s breakfast, lunch, or dinner only if the employee is entertaining a customer or other person with whom the employee is conducting business.

Travel Expenditure and Documentation
Expensing Business Travel
Business travel is to be paid using your Wheeler Machinery Co. Purchase Card.
Information on the Purchase Card Policy is available on MyCampbellCompanies under Accounting.
A detailed receipt (not just the credit card receipt) must be turned in for all Purchase Card and out-of-pocket expenses, regardless of value, or the expense may be disallowed.
For all entertainment expenses, the business purpose along with the names and affiliation of all attendants must be documented.
All expenses must be coded accurately. Please contact Accounting if you are unsure how an expense should be coded.

You will have an opportunity to discuss your work with your supervisor. At these interviews you should be frank in your expression, and you should welcome frankness from your supervisor. The purpose of this evaluation is to help you perform your work in a manner that will be satisfying to you and those who work with you. This will also provide a chronological history of your career with Campbell Companies

(Except as limited by the current contracts between Wheeler Machinery Co. / ICM Solutions and the Operating Engineers Local No.3).

Employees desiring to terminate their employment relationship with the Company are urged to provide notification of such intent at least two weeks in advance of their intended termination. Such notice should preferably be given, in writing, to your supervisor. Proper notice generally allows the Company sufficient time to calculate all accrued overtime (if applicable) as well as other monies to which you may be entitled and to include such monies in your final paycheck.
Employees who plan to retire are urged to provide a minimum of two months’ notice. This will allow ample time for the processing of appropriate documentation to ensure that any retirement benefits to which an employee may be entitled commence in a timely manner.

As mentioned elsewhere in this handbook, all employment relationships with the Company are at will. Thus, although the Company hopes that relationships with employees are long term and mutually rewarding, the Company and its employees have the right to terminate the employment relationship at any time, with or without cause or notice. 

To maintain a safe and comfortable working environment and to ensure compliance with applicable laws, smoking in offices and facilities is strictly regulated. Because the Company may be subject to criminal penalties for violations of applicable smoking laws, we must insist on strict adherence to this policy. Employees smoking in any non-smoking area may be subject to disciplinary action.

In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, employees may not distribute literature or printed materials of any kind, sell merchandise, or solicit for any other cause during working hours or in working areas. Employees who are not on working time (e.g., those on lunch) may not solicit employees who are on working time for any cause or distribute literature of any kind to them.In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, employees may not distribute literature or printed materials of any kind, sell merchandise, or solicit for any other cause during working hours or in working areas. Employees who are not on working time (e.g., those on lunch) may not solicit employees who are on working time for any cause or distribute literature of any kind to them. In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, employees may not distribute literature or printed materials of any kind, sell merchandise, or solicit for any other cause during working hours or in working areas. Employees who are not on working time (e.g., those on lunch) may not solicit employees who are on working time for any cause or distribute literature of any kind to them.

1 – INTRODUCTION
The purpose of this identification badge policy and procedure is to promote security, safety, and identification while on Company properties. It also provides official identification to our customers of the employment.

2 – SCOPE
This policy applies to all employees including full time, part time, seasonal, and student interns. Contractors are not eligible for an ID Badge and should be issued a vendor or visitor’s badge.

3- RESPONSIBILITIES

3.1 Human Resources
The Human Resources Department is responsible for advising management and staff on the contents of this policy. The Human Resources Department is also available for consultation concerning this policy.
3.2 Supervisors
Supervisors are responsible for ensuring their staff are aware of and adhere to this policy. Supervisors are responsible for daily compliance of this policy and the enforcement of wearing photo identification badges for employees within their team. Supervisors are responsible for contractors or visitors and must ensure that they collect their visitor’s badge on their last day of work.
3.3 Staff/Office Holders
All staff and management are responsible for following this policy. In order to improve security, all staff are required to wear a photo identification badge in a visible position at all times during all hours. Staff whose work involves tasks where the wearing of badges would pose a health and safety risk, will be able to carry their identification badge but not display it. The identification badge will carry a photograph of the individual, along with their name, branch or city location, and their company logo.

 4 -ADMINISTRATION

4.1 New Employees
The Human Resources Department will inform the new employees of the Employee ID Policy. HR will also provide them with an identification badge including taking the employee’s photo.
4.2 Role Changes
If an employee changes positions from one of Campbell Companies to another, the employee should request a new ID Badge via the Human Resource Department. Upon issuing of the new badge, the old badge is to be destroyed by the employee’s supervisor or Human Resources.
4.3 Separation
The identification badge should be turned in to the employee’s supervisor on their last day of employment. The badge must be destroyed by either the supervisor or the HR department.
4.4 Loss of Badge
In the event an individual misplaces or damages their ID badge, they must request a new badge from their immediate supervisor. This request will then go to the HR Department to issue a new badge.

5 – REVIEW
This Policy will be reviewed within two years from the date of implementation. Minor amendments may be made prior to the formal review, details of which will be monitored/approved by the Human Resources Department in consultation with the Senior Leadership Team.

6- DICIPLINARY ACTION
Employees who violate this policy may face disciplinary consequences in proportion to their violation. HR will determine how serious an employee’s offense is and take the appropriate action.

Code of Conduct

Commonly accepted standards of conduct help maintain good relationships at work and promote both responsibility and self-development. Violation of the code of conduct may result in an employee being subject to the company’s disciplinary policy. As a Campbell Companies employee, the following activities are not tolerated or acceptable:

  1. Dishonesty or falsification in any form or degree.
  2. Damage, loss, or destruction of Company, employee, or customer property due to willful or careless acts.
  3. Unauthorized possession, removal, or use of property belonging to the Company, customers, or other employees.
  4. Being under the influence of, possession, or using alcohol or illegal drugs during working hours. Possession of an open container of an alcoholic beverage on Company property, job sites, or in a Company vehicle.
  5. Loafing or sleeping on the job, failure to perform assigned work, inefficient performance, incompetence, or neglect of work.
  6. Refusal to perform work as directed (insubordination).
  7. Negligence in observing fire prevention or safety regulations, poor housekeeping, or failure to report on-the-job injuries or unsafe conditions.
  8. Unexcused or excessive absence or tardiness. Includes overstaying a leave of absence, vacation, or failing to report to work on two consecutive days without notifying your immediate supervisor or the Human Resources Department.
  9. Unwillingness or inability to work in harmony with others, including discourtesy, conduct creating disharmony, irritation, or friction.
  10. Fighting, horseplay, or using profane, obscene, or abusive language while at work.
  11. Threatening, intimidating, or coercing others on Company premises or job sites.
  12. Possession of a deadly weapon on your person while on Company property or job sites.
  13. Soliciting or selling on Company premises.
  14. Failing to perform work in a safe manner (includes wearing appropriate shoes, clothing, safety glasses, hard hats, etc.).
  15. Violation of any other commonly accepted reasonable rule of responsible personal conduct, including maintaining an acceptable standard of personal appearance, cleanliness, and hygiene.

The purpose of discipline is to preserve good conditions for all employees and encourage everyone one to be a responsible employee. However, neither employees nor the Company work within employment contracts. Employment is voluntary for both employees and the Company. Having a job is a privilege extended voluntarily to employees by the Company and accepted by employees on this same basis. All employment is under the Utah “at will” employment law, where both Employees and Employer have the right to terminate employment at any time.

What are Trade Secrets?

Trade secrets are intellectual property rights on confidential information. In general, to qualify as a trade secret, the information must be:

  • Commercially valuable because it is secret
  • Be known only to a limited group of persons
  • Be subject to reasonable steps taken by the rightful holder of the information to keep it secret, including the use of confidentiality agreements.

Trade secrets help give Campbell Companies a competitive advantage over our competitors.

Examples of Trade Secrets:

Any confidential business information which provides a company a competitive edge and is unknown to others is a trade secret. This includes two types of information:

Technical information

  • Examples include (but are not limited to) information concerning rebuilding or manufacturing processes, specialty tools designed in house, designs and drawings of bay layouts, and truck and trailer designs

Commercial information

  • Examples include (but are not limited to) list of suppliers and clients, pricing lists, financial information, and advertising strategies.

Disclosure of Trade Secrets:

Trade secrets are protected under law. Disclosure of any such trade secret information outside of Campbell Companies is a violation of trade secret protection and is punishable by law.

  • All Campbell Companies employees are not permitted to disclose trade secret information from current or past employment.

Cardinal Rules

At Campbell Companies, safety is the first consideration in every aspect of our business. In an effort to further this mindset we have four Cardinal Rules that were developed to prevent behaviors that can lead to the most serious types of accidents. Any employee who violates these rules is subject to termination.

1 – Working under the influence of alcohol or the illegal use of drugs is not permitted………….ZERO Tolerance.

2 – Texting, using laptops and retrieving or creating emails while driving a company vehicle or while driving on company property or company business is NOT permitted.

3 – Unauthorized by-pass of a LOTO tag or lock is NOT permitted.

    • Generally no by-pass is permitted except under extenuating circumstances under the direction of a supervisor, manager and safety department representative.
    • The person who placed the lock or tag will be required to remove it.
    • Never depend solely on hydraulics for support.
    • Never work under a machine or component that has not been properly blocked or cribbed.
    • Loads supported solely by a crane assembly are not considered properly blocked.

4 – Never be physically under a suspended load.

    • Never depend solely on hydraulics for support.

    • Never work under a machine or component that has not been properly blocked or cribbed.

    • Loads supported solely by a crane assembly are not considered properly blocked. 

Employee Benefits

Click or tap icon below to visit our Employee Benefits page

Agreement

I have read the Campbell Companies Employee Handbook.

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