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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

Agreement

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