University of Northern Iowa Teamwork in Crisis Discussion

  

Teamwork in Crisis

Question: Advise 2 strategy recommendations to Jerry on how he could facilitate a resolution to the team’s issues. These strategies should take into account all of the stakeholders and relate to social as well as organizational factors in the educational context Recommendations directly address the identified problems and have clearly outlined specific actions as well as at least one metric to measure effectiveness. Provide a sound justification is provided for the strategy to address the problem with several academic references.

Columbus Custom Carpentry

Question: Proposed the solutions to the following turnover issues and develop those proposal solutions into pay grades and policies. It should include a thorough discussion provided on how the proposed solutions will be implemented with attention to time frame for implementation and the inclusion of quantitative data.

Issues

Productivity issues

High turnover rates

Raw materials always running out

Employees always having to do the tasks of others

Manufacturing manager not doing his task

Issues with payments for the varying tasks

Total Rewards
Employee Handbook
Columbus Custom Carpentry:
Employee Handbook
By Douglas Reys, SPHR
Project Team
Author:
Douglas Reys, SPHR
SHRM project contributors:
Bill Schaefer, SPHR, CEBS
Nancy A. Woolever, SPHR
External contributor:
Sharon H. Leonard
Copy editing:
Courtney J. Cornelius, copy editor
Design:
Jihee K. Lombardi, graphic designer
© 2010 Society for Human Resource Management. Douglas Reys, SPHR
For more information, please contact:
SHRM Academic Initiatives
1800 Duke Street, Alexandria, VA 22314, USA
Phone: (800) 283-7476 Fax: (703) 535-6432
12-0761-EH
Columbus Custom Carpentry:
Employee Handbook
HISTORY
Columbus Custom Carpentry is a family-owned company founded in 1946. While
our product line has changed over time, we have evolved into a stable and profitable
business. We operate in a niche market, producing semi-custom interior doors for
residential applications. We do not compete directly with mass manufacturers of
traditional doors, nor do we sell through mass-market big-box stores.
Our success has come about through the development of various jigs and special
tools to produce replacement antique-styled doors for the restoration market. We
also have a line of contemporary doors that are more aggressively styled than their
standard mass-market competitors. Our proprietary tools and systems allow us to
underprice the build-to-order custom manufacturers and to be profitable at volumes
well below what would be required for profitability in the mass-market arena.
This success has resulted in steady growth over the last few years. We are still in a
single Midwest location, but we now have four buildings and 135 employees. Our
annual sales exceed $15 million.
BUSINESS UNITS
Our employees work in a number of different roles supporting various departments,
which are grouped into four overall units: manufacturing, warehousing,
administration and marketing.
Our manufacturing group is composed of three departments: preprocessing,
assembly and finishing. Together, these departments are the core of our business.
This is where we actually make our residential doors. Preprocessing is primarily
a sawing and sanding operation, where raw materials are turned into the specific
pieces that will eventually be assembled into doors. Assembly, as its name implies, is
the area where the parts are assembled into complete door products. The finishing
department applies paints or stains to those products that are sold primed, painted,
stained or custom-finished.
Our warehousing group is also made up of three departments: receiving, crating
and finished goods. The receiving department unloads incoming shipments of raw
materials and supplies used by our company. It is also responsible for keeping the
manufacturing areas stocked with materials and supplies. The crating group receives
products directly from the assembly and finishing departments when the products
are completed. The crating group packages them to avoid damage in storage and
shipment. Finally, the finished goods warehouse takes ready-to-ship items from stock
© 2010 Society for Human Resource Management. Douglas Reys, SPHR 1
and loads them onto outbound trucks according to the customer orders sent by
customer service.
Our administrative group includes corporate accounting and corporate services. The
corporate department is made up of the president, an administrative assistant, the
receptionists and the HR manager. Accounting pays our bills and collects payments
from our customers. It also reports on our financial progress. Our corporate services
group does everything from running the mail room to cutting the grass.
The marketing department includes sales, customer service and new product
development. Sales are the people who get out there and talk with builders,
architects and contractors to create demand for our products. Customer service is
the group that handles everyday contact with our customers. It is responsible for
receiving new orders and for problem resolution. New product development is also
a marketing function. It keeps our products up-to-date and creates the special tools
that allow us to produce more efficiently than our competitors.
Organization Chart
President
Administrative
Assistant
Human Resource
Manager
Receptionists
Administration
Marketing
Manufacturing
Warehouse
Corporate
Accounting
Sales
Preprocessing
Receiving
Corporate
Services
Customer Service
Assembly
Crating
New Product
Development
Finishing
Finished Goods
2 © 2010 Society for Human Resource Management. Douglas Reys, SPHR
VALUES: Our “CCC” Way to Success
Customers First
Our highest responsibility is to meet our customers’ needs with high-value products
and excellent service. We work for our customers, who are both the builders and the
owners of the fine homes our doors are a part of. If we do not provide a superior
combination of quality and price, then it is only logical that our customers will buy
from our competitors.
Craftsmanship
We demonstrate pride in our work through attention to detail in the design and
consistent production of our products. Each person’s work is not only a reflection
of his or her own character, but of the team’s character as well. Good craftsmanship
creates a lasting impression that reflects on the entire company. It is through our
combined efforts and expertise that we optimize our performance.
Corporate Responsibility
We promise to uphold the safety and health of not only our team members, but
that of our customers and our neighborhoods as well. We do our part to protect the
beauty and environmental quality of our land, air and water.
OUR PLEDGE OF QUALITY
Our customers live with our products on a daily basis and expect them to last 50
years or longer. Our customers expect and demand top quality, and they buy from us
because we provide it affordably and with style.
MISSION STATEMENT
We will be successful if we meet our customers’ needs by providing better products
and services than offered by the lowest-cost providers, but at a better price than
offered by our top-quality competitors. To do this, we must operate more efficiently
than our competitors and offer a superior buying experience.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
Columbus Custom Carpentry provides equal employment opportunities to all
qualified applicants and employees without regard to race, age, religion, sex, national
origin, citizenship, disability, military status or sexual orientation. This policy applies
to all terms and conditions of employment, including but not limited to hiring;
promotion; termination; layoff; leaves of absence; compensation; and opportunities
for training or advancement.
The company expressly prohibits any form of harassment based on age, religion, sex,
race, national origin, citizenship, disability, military status or sexual orientation.
Interference with the ability of the company’s employees, vendors or customers to
perform their jobs is not permitted. Harassment, regardless of its origin or type,
violates the dignity of individuals and will not be tolerated.
© 2010 Society for Human Resource Management. Douglas Reys, SPHR 3
Columbus Custom Carpentry complies with all federal, state and local laws. Those
protections of employee rights, including equal employment opportunity, hold a
special importance for our company.
HARASSMENT
We trust that employees of Columbus Custom Carpentry will act responsibly to
maintain a pleasant working environment free of discrimination, allowing each
employee to perform to his or her maximum potential. The company encourages
employees to report concerns or complaints. When management is made aware of
harassment, prompt corrective measures will be taken to stop such conduct.
Employees who are being harassed should confront the harasser immediately and
report the behavior to their supervisor. If the harassed individual feels uncomfortable
approaching the harasser, the problem must be immediately reported to the
supervisor. Any employee who becomes aware that another employee is experiencing
harassment of any kind should report the alleged act immediately. A prompt
and thorough investigation will take place, with violators subject to appropriate
corrective action, up to and including termination.
Sexual harassment includes unwelcome verbal behavior, such as comments,
suggestions, jokes or derogatory remarks based on sex; physical behavior, such as
pats, squeezes, repeatedly brushing against someone’s body, or impeding or blocking
normal work or movement; visual harassment, such as posting of sexually suggestive
or derogatory pictures, cartoons or drawings (even at one’s work station); unwanted
sexual advances, such as pressure for sexual favors and the basing of employment
decisions (such as an employee’s performance evaluations, work assignments or
advancement) upon the employee’s acquiescence to sexually harassing behavior in the
workplace.
Our Working Environment
Internal Communication
Good communication is important to the success of any organization, and
Columbus Custom Carpentry is no exception. We believe that sharing ideas and
information results in better workplace relations and improved products. We
recognize that the people actually doing the work have a unique perspective that
differs from that of supervisors and management. We value this perspective and
encourage you to share your ideas.
Misunderstandings or conflicts can arise between people in any organization.
To ensure that we maintain effective working relationships, it is important
that such matters be resolved before serious problems develop. Most incidents
resolve themselves naturally; however, should a situation persist that you believe
is detrimental to you or to the company, you should bring your problem to
management’s attention.
4 © 2010 Society for Human Resource Management. Douglas Reys, SPHR
Supervisory Relations
Successful organizations function as a team, made up of individuals like you.
We recognize your value as an individual; your views are important, and we
encourage you to share them with management. Your supervisor is your first line
of communication with management. Your supervisor is responsible for your
department meeting its goals and also shares responsibility for your personal success.
We want what is best for you to be the same as what is best for your department
and the company. With all of us working together, we can make our company a
great place to work. If your supervisor cannot help resolve your issue, you may speak
directly with your manager or the company president. We understand that you may
be uncomfortable discussing certain issues with your supervisor; we encourage you
to bring these issues directly to your manager or the company president.
Position Announcements
The company posts available jobs whenever possible, but we do not post every
opening. This most often occurs when a promotion is given to someone from within
that department. On rare occasions, we may come across an outside applicant that
impresses us so much that we bring him or her in directly. In another unusual and
unfortunate circumstance, we might need to fill a position that is currently filled by
an underperforming employee. However, the company is committed to promoting
from within whenever practical.
Bulletin Boards
To improve communication, bulletin boards are located in the main break room,
the administrative office area and the employee entrance lobby. Postings include
employment laws, environmental health and safety regulations, benefits information,
job openings, and company activities.
Annual Report
The president will present an annual report to employees to discuss profitability and
future plans.
Facilities
A smoke-free break room is available for your use. Automatic vending machines
provide food, snacks and beverages.
Use of Office Equipment
Employees are reminded that office equipment is company property. Therefore,
employees are restricted from using fax machines, computers, e-mail, phones, voice
mail, copiers and any related services, supplies or equipment for personal use, unless
permission is given in advance. Limited incidental use is allowed. If you do not
understand the difference between limited and excessive use, please discuss this
with your supervisor before using the equipment. Employees are restricted from
using company stationery or postage for personal use. All communication services
and equipment are company property, and the company has the right to access and
monitor all communication. If instances of abuse or use that is disruptive, harmful
© 2010 Society for Human Resource Management. Douglas Reys, SPHR 5
or offensive are found, then disciplinary action up to and including termination may
be taken.
Employment of Relatives
The company permits the employment of qualified relatives as long as such
employment does not create a conflict of interest (for example, an employee
reporting to his or her spouse). Judgment may be required in the placement of
related employees, and we generally limit the number of relatives to no more than
two. Employees who marry while employed are treated in accordance with these
guidelines. Thus, if a conflict arises as a result of the marriage, one of the employees
will be transferred at the earliest practical time.
Immigration Control Act Requirements
Successful candidates for employment are required to present documents to
establish their identity and eligibility to work in the United States. New employees
must complete an I-9 form. Should a new employee fail to submit satisfactory
documentation within the first three days of employment, his or her employment
will be terminated.
Compensation
Work Hours
The regular workweek is 40 hours, Monday through Friday. The normal work
hours for production and warehouse employees are 7:30 a.m. to 4:00 p.m., with a
30-minute unpaid lunch break, normally taken between 11:00 a.m. and 1:00 p.m.
Part-time employees work hours as arranged. Office employees work eight hours
between 7:00 a.m. and 5:00 p.m., with a 60-minute unpaid lunch break. The exact
schedule is set by your supervisor. Employees are given two 10-minute breaks (one
for every four hours worked) each day. These breaks will be scheduled by your
supervisor based on department needs.
Summer Schedule Program
During 10 weeks in mid-summer and dependent on business conditions, production
may go on a “4-9s and a 4,” with Friday afternoons off. The office version of this
schedule (for exempt employees) is nine nine-hour days (81 hours over 2 weeks),
with every other Friday off. Employees pair off to cover the department functions,
each taking an opposite Friday off. This schedule may not be available for everyone,
depending upon company needs.
Recording Work Hours
Hourly nonexempt employees must clock in each day. A time clock is located in
the production area; office employees use their computers to clock in. Resolve any
missed punches or other discrepancies within the same week. You should review
and sign your time card at the end of each week. If you are absent the last day of
the week, go to the accounting department first thing upon your return to sign the
card. Please be sure that hours worked and leave time taken are recorded accurately.
6 © 2010 Society for Human Resource Management. Douglas Reys, SPHR
Falsification of a time record may result in disciplinary action up to and including
termination.
Pay
All employees are paid by direct deposit on a bi-weekly basis; a pay stub is mailed to
your home each payday. Please review it for errors so that they can be corrected as
soon as possible.
Overtime Pay Procedures
We will try to provide advance notice of overtime and will use voluntary overtime
whenever possible, but we may, on occasion, require employees to stay late at the last
minute to meet a customer’s needs. In limited situations, overtime or weekend work
may be considered mandatory. Employees receive payment for overtime in the pay
period in which the overtime is worked, provided time cards are properly submitted.
Exempt employees do not receive overtime pay but are expected to work overtime
as needed. Exempt employees receive 24 hours of personal time each year in lieu of
overtime pay.
Hourly nonexempt employees will be paid at their regular rate of pay for hours up to
40 in a workweek. Hours worked in excess of 40 hours will be paid one-and-one-half
times the employee’s regular hourly rate of pay.
Payroll Deductions
The direct-deposit pay stub will show what pay has been earned and what deductions
have been made. The stub should be retained until you receive a W-2 for the year.
Certain deductions are required by law and must be withheld from paychecks. These
include federal income tax (FIT), Social Security tax (FICA), state and, in some
locations, school district taxes. City taxes are withheld only for Columbus. You may
owe additional taxes to your city of residence. Other deductions are optional and
will be taken from your check only if you have signed a written authorization for
these deductions.
Compensation and Performance Reviews
It is our policy to pay for performance and to evaluate employees according to the
factors in the individual’s job description. In addition to these job-specific factors,
individuals will be judged on knowledge, attitude and teamwork. Employees
will meet with their supervisor at least one time each year to discuss their overall
performance. New hires are reviewed after 90 days.
Profit-Sharing Plan
Employees are offered a cash (nonretirement) profit-sharing program that provides
employees the opportunity to share in our profits. The employees’ share is based
on operating income less an allowance for reinvestment in equipment and facilities.
Payments are quarterly.
To be eligible for profit sharing, the employee must have been employed on a fulltime basis at the end of the quarter. The success of this program rests with individual
effort contributing to group productivity. When you find ways to utilize time or
© 2010 Society for Human Resource Management. Douglas Reys, SPHR 7
resources more effectively, eliminate waste and save costs, you increase profit sharing
for all of us. If you know of a process or person that is holding back the rest of us,
you owe it to yourself and your co-workers to speak up. Profit sharing will vary along
with economic forces beyond our internal control; our business is especially tied to
new home construction, which is a cyclical business sector.
Spot Bonuses
An employee who makes a special contribution to profitability may receive a onetime spot bonus as recognition. All awards are determined by the president on a
case-by-case basis. Employees are encouraged to nominate their co-workers when
they make a special contribution.
Benefits
To be eligible for benefits, employees must be full-time and work a minimum of 30
hours per week. New employees become eligible after 90 days. The group benefits
programs are described more completely in the plan description booklets. Brief
summaries are included in this section of the handbook. In case of contradictions
between this handbook or other benefits summaries and the information that
appears in the master plan documents, the master contracts or master plan
documents shall govern. For more complete information regarding our benefits
programs, please contact the receptionist.
Retirement Plan
Columbus Custom Carpentry offers employees a retirement program called a 401(k)
plan. This plan helps employees save for retirement through payroll deductions and
supports employees’ efforts with company-matching funds. Employee savings in the
401(k) are deducted before tax, resulting in more money going into your account
than the amount of reduction in your take-home pay. The company match is 100
percent of the first 2 percent of savings and 50 percent for 3-4 percent of savings,
then 25 percent for 5-6 percent contributed. Employee contributions are held in a
trust separate from company assets, except in the brief period between deduction
and transfer to the investment company. The company match becomes vested (the
employee earns an unrestricted right to the money) based upon years of service.
After two years, the employee is 40 percent vested, 60 percent after three years, 80
percent after four years and 100 percent after five years of service. Employees must
complete one year of service to be eligible. See the plan document for more details.
Medical Coverage
The medical plan is a combination of two types of plans—a preferred provider
network and a traditional indemnity plan that does not require a network.
Employees are automatically covered under both and will receive the better preferred
provider organization (PPO) network benefits whenever they use a PPO provider.
Our PPO network offers high-quality care at a discounted price. Benefits provided
under this plan are only for services done by a PPO member. These are referred to as
network providers.
8 © 2010 Society for Human Resource Management. Douglas Reys, SPHR
A prescription drug plan is included with the medical plan. All full-time employees
and their eligible dependents qualify for participation in the group dental insurance
program. Coverage for eligible employees is effective after 30 days of employment.
COBRA Continuation of Coverage
The Consolidated Omnibus Budget Reconciliation Act (COBR A) gives workers
and their families who lose their health benefits the right to choose to continue
group health benefits provided by their group health plan for limited periods of time
under certain circumstances such as voluntary or involuntary job loss, reduction
in the hours worked, transition between jobs, death, divorce and other life events.
Qualified individuals may be required to pay the entire premium for coverage up to
102 percent of the cost to the plan.
(Source: www.dol.gov/dol/topic/health-plans/cobra.htm)
Life and Accidental Death and Dismemberment (AD&D) Insurance
The cost to provide this benefit is paid completely by the company. All full-time
employees are eligible to participate in the life insurance program. Coverage is for
employees only; dependent coverage is not provided. Coverage for employees is
effective after 90 days of employment. Under this program, employees are covered
by a life insurance benefit of two times their annual base salary up to a maximum
of $300,000. Additional coverage for the same amount is provided in the event of
accidental death or dismemberment. There is also a seat belt rider that will pay an
additional $10,000 if death occurs while wearing a seat belt.
Life insurance of more than $50,000 is considered “excess” by the government. The
cost of providing this excess coverage is taxable to the employee and will appear on
the employee’s pay stub as “Grp-Life.”
Supplemental Life Insurance
Employees and their dependents are eligible for supplemental life insurance. To be
eligible, an employee must have been employed for 90 days. The enrollment period
is in December of each year, with coverage effective January 1. The plan can be
dropped at any time.
Travel Accident Coverage
Employees traveling on business overnight or more than 400 miles from the office
are covered by an additional $400,000 of life insurance.
© 2010 Society for Human Resource Management. Douglas Reys, SPHR 9
Vacation, Holiday and Time-off Benefits
Vacation and Holiday Benefits
Vacations and holidays are some of our most popular benefits. All employees are
eligible; persons working part-time receive prorated benefits. Benefits are set by
length of service as of January 1, according to the following schedule:
Years of Service
< 1 year 1 year 5 years 10 years Vacation Weeks Prorated (by months of service/12 x 2 weeks) 2 weeks 3 weeks 4 weeks Vacation time will be granted each January 1. By seniority, employees can reserve one week per year. Once all employees have had the option to choose their first week, employees may choose to reserve additional weeks by seniority. Supervisors may limit the number of people on vacation at any one time by department or position. Vacation time of up to five days can be carried over to the next calendar year. Employees terminating employment for any reason are entitled to payment for unused vacation time when they give their two weeks’ notice. Holidays The following are paid holidays. Employees are eligible immediately upon employment; persons working less than full-time will be paid on a pro-rated basis. New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day and the Day after Thanksgiving One half day on Christmas Eve Christmas Day The day before/after July 41 We take the day before July 4 when it falls on a Tuesday; the day after when it fall on a Thursday; or a personal holiday on your choice of dates when the holiday falls on other days. 1 Sick Leave Nonexempt Employees Five days of sick leave per calendar year are available to each employee. Sick leave is earned beginning January 1 each year by all full-time employees who worked a minimum of 1,500 hours in the previous calendar year. First-year employees receive a prorated amount. Sick leave is not carried over from one calendar year to the next, but unused sick time as of the end of the year will be paid out in a lump sum in January. Exempt Employees Exempt employees continue to receive their regular salary until their sick time or disability exceeds 30 days in a calendar year. After that, they will either go on disability at 60 percent of pay or be converted to hourly status and made ineligible 10 © 2010 Society for Human Resource Management. Douglas Reys, SPHR for sick time until they are able to return to work on a regular basis. Exempt employees do not receive a lump-sum payment for unused sick leave. Short-Term Disability When medical documentation proves a need for disability, leave will be granted for up to six months to a disabled employee. Full-time employees will receive disability pay at 60 percent of their base pay beginning the first day of an accident or after five working days of illness. Part-time employees may take leave on an unpaid basis. Long-Term Disability Coverage is provided at 60 percent of base earnings for disabilities lasting more than six months. After two years, continuation of coverage requires that the employee be unable to work at any job, not just his or her current position. Additional limits exist for disability due to mental health conditions. Family and Medical Leave Act (FMLA) The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. (Source: www.dol.gov/dol/topic/benefits-leave/fmla.htm) The employee must provide a written request for FMLA leave. This request must state specific reasons why the leave is necessary and the anticipated start and the duration of the leave. This request must also be timely when possible—30 days in advance of the start of the leave. If the situation is an emergency, the employee should notify his or her supervisor or manager as soon as possible. Supporting documentation is required. Bereavement Leave If a death occurs in an employee’s immediate family, he or she will be paid for time lost from the regular workweek up to three days (five days if out-of-state travel is required). Leave will be granted as needed for the death of non-immediate family members on an unpaid basis. Jury Duty Employees called for jury duty are allowed the time off. The company will pay employees the difference between their regular pay and what they receive from the court, up to a maximum of 10 days every two years. Military Leave When an employee has a military obligation, the company will follow the rules set forth under the Uniformed Services Employment and Reemployment Rights Act (USERR A). © 2010 Society for Human Resource Management. Douglas Reys, SPHR 11 USERR A protects service members’ reemployment rights when returning from a period of service in the uniformed services, including those called up from the reserves or National Guard, and prohibits employer discrimination based on military service or obligation. The U.S. Department of Labor’s (DOL) Veterans’ Employment and Training Service (VETS) administers USERR A. (Source: www.dol.gov/COMPLIANCE/LAWS/COMP-USERRA.HTM) Additional Benefits Parking Free parking is available to all. Please be courteous in the parking area. While the company cannot be held responsible for accidents, theft or vandalism in the parking area, any employees engaging in such activities will be subject to immediate disciplinary action up to and including termination. Employees are expected to observe the parking rules at all times. In addition, the parking areas are company property, and all company policies apply. Employees will use the parking lot at their own risk. The company will provide one space for each employee; diagonal parking is not permitted. Overnight parking is prohibited unless the vehicle is disabled. If the vehicle is disabled, the employee will be given 24 hours to move the vehicle. Repairing vehicles on the parking lot will be permitted only in an emergency situation. Notify the receptionist in either of these situations to ensure your vehicle is not towed away. Tuition Assistance Benefit We encourage employees to continue their education. Full-time employees who have been employed at least one year are eligible for educational assistance. Annual educational assistance is available up to $5,250 per year (the IRS tax-free maximum). Assistance is paid at 75 percent for employees whose studies relate to their current job; 50 percent for studies that may be applicable to jobs at our company; and 25 percent for courses of study unrelated to our business. The company president will make this determination upon first application for benefits, which may be filed prior to enrollment. Employees that stay with the company for more than one year after graduation will be eligible to apply for an additional 25 percent of one year’s costs up to the $5,250 maximum after each year of additional service. Four years after graduation, the full 100 percent of four years’ tuition will have been collected. Conversely, if the employee leaves the company within 12 months of completing his or her last class, the final year of tuition support shall be repaid to the company. Employee Assistance Program (EAP) The company has contracted with an outside organization to provide a confidential employee assistance program (EAP). The EAP is a network of professionals— lawyers, psychologists, financial counselors and others—who assist employees in their areas of personal need. This program offers employees (and their families) free 12 © 2010 Society for Human Resource Management. Douglas Reys, SPHR counseling and referral services to help resolve problems that may occur in their personal lives. Product Discounts Employees are permitted to receive company products for personal use at a 20 percent discount from our regular wholesale prices. Resale of these products, including flea markets, eBay or other methods, is not permitted. The company reserves the right to refuse a sale to an employee using an unusual or unexplained amount of product. We understand that an employee building a house may use a large amount of product in one year, but we would not expect this to be repeated frequently. An employee with international contacts who believes he or she could sell our product overseas may act as an overseas sales representative. See the marketing manager for details on this opportunity. Health and Safety We are committed to both the letter and the spirit of safety and environmental laws. The company has proven faithful to these values by committing substantial resources to protecting and enhancing the environment. Being good corporate citizens and good neighbors is the responsibility of every employee. We comply with all federal Occupational Safety and Health Administration (OSHA) regulations. It is everyone’s job to help us maintain our good safety record. Signs alerting employees and visitors to safety issues and responsibilities have been posted in the plant for your protection. These signs contain safety instructions and must be followed by all employees and visitors at the company. Report dangerous conditions or safety hazards immediately. Smoke-Free Environment We recognize that smoking in the workplace can adversely affect employees’ health. Due to the large amount of wood stored in our buildings, smoking is a safety hazard at our company. In addition, the City of Columbus has enacted an indoor smoking ban. For these reasons, smoking and the use of other tobacco products is prohibited in all areas except inside an employee’s personal car or truck. Smoking is not permitted in company vehicles. This policy applies to visitors as well as employees. Employees who violate the policy will be subject to disciplinary action. Employees who wish to report violations of this policy or the smoke-free workplace law should contact the receptionist. You also have the right to contact the City Health Department. Wellness We offer employees a $100 subsidy toward a fitness membership. Employees who can submit a log showing 100 days of use of a fitness facility receive an additional $100. We also pay for 50 percent of entry fees for recreational activities (up to $100 per year) that include aerobic activity. See the receptionist for details and limitations. We will pay for 100 percent of the cost of a smoking-cessation program if the participant remains smoke-free for 12 months following the end of the program. © 2010 Society for Human Resource Management. Douglas Reys, SPHR 13 Alcohol- and Drug-Free Workplace Columbus Custom Carpentry is a drug-free workplace. The use of alcohol or controlled substances is inconsistent with the safe behavior required of our employees. More importantly, it subjects all employees and visitors to our facilities to safety risks and undermines our ability to operate effectively and efficiently. The unlawful distribution, possession, sale or use of alcohol or a controlled substance in the workplace or while engaged in company business on or off company property is prohibited. To the extent that it impairs an employee’s ability to perform on the job or threatens the reputation of our company, such behavior is also prohibited during nonworking time. Misuse of legal drugs is also covered by this policy. The company will take such disciplinary action as is required to enforce this policy. Employees should not expect warnings prior to termination for these offenses. Eye Protection Employees and visitors are required to wear safety glasses in the manufacturing areas. All employees who work in or travel through plant areas requiring eye protection will be provided safety glasses. Hearing Protection Continuous exposure to excessive sound can permanently damage hearing. The company will provide hearing protectors at no cost to employees. Areas where hearing protection is required, such as the saw room, will be identified with signs. Use of hearing protection in other areas is voluntary. Hand Protection It is appropriate in many areas of the plant to wear gloves to protect hands from splinters or abrasions. The company will make gloves available at no cost to employees. Employees may choose to supply their own gloves if desired. Employees in preprocessing are required to wear gloves. Foot Protection Steel-toed safety shoes are required by all employees working in the plant. Office personnel who visit the plant must also wear approved safety shoes except in green zones indicated by floor paint. If in doubt, ask! Respiratory Protection Where feasible, exposure to air contamination will be controlled by filtering the source of the contamination and by ventilation. If this is not possible, respiratory protection equipment may be required. Employees required to wear respiratory protection in their jobs must comply with all OSHA requirements. Employees in other areas may choose to wear respirators as needed. The company will provide respirators and dust masks. 14 © 2010 Society for Human Resource Management. Douglas Reys, SPHR Safety and Workers’ Compensation All occupational injuries, regardless of severity, must be reported immediately to the employee’s supervisor. An accident report form must be completed within 48 hours of the accident. The health and safety officer is available to assist with completing workers’ compensation forms. The OSHA safety standards encourage employees to learn and understand health and safety hazards, emergency operations and safe work practices. We will provide both general and process-specific training. Operating a Forklift Forklifts are often used in the production and warehouse areas for material handling purposes. Because these trucks are operated in areas where employees are working, only certified employees are permitted to operate a forklift. Forklift certification is required for advancement in many areas; new employees should watch for postings of training classes. © 2010 Society for Human Resource Management. Douglas Reys, SPHR 15 EMPLOYEE ACKNOWLEDGMENT This acknowledges your receipt of the employee handbook. This employee handbook is not a contract. It is provided to give a general description of current working conditions and personnel policies at Columbus Custom Carpentry. The management determines these policies and may modify, withdraw or eliminate the information or programs described herein at any time. Employee’s Signature:________________________________ Date:_________________ Please sign and return to the receptionist. 16 © 2010 Society for Human Resource Management. Douglas Reys, SPHR SHRM members can download this case study and many others free of charge at www.shrm.org/education/hreducation/pages/cases.aspx. If you are not a SHRM member and would like to become one, please visit www.shrm.org/join. 1800 Duke Street Alexandria, VA 22314-3499 Columbus Custom Carpentry - Active Employees First Name Last Name Sex Age EEO FT/PT Anthony Fox Chad Chafins Jeffrey Green Molly Maynard Daniel Murray Brook Reed James Reeves Brian Kelley Scott Scott Ronnie Specht Terry Evans Stephen Hicks Benny Woods Don Rose Roger Freck Christopher Leffing Raven Tatman Brian Auer Nikki Messer Theresa Maynard Cheryl Rouse Kermit Justice Anthony Glenn Lindsey Spaulding Liam Porter Barbara Houston Jacquelyn Davy Joseph Dye Scott Locke Andre Wagner Kelly Keeton Adam Howell Joann Thomas Rosalie Maddox Jocelyn Ryan Kevin Lindsey W W B W W W B W W W W W W W W W W W W W H W W W B W W W W W W W W W W W M M M F M M M M M M M M M M M M M M F F F M M F M F F M M M F M F F F M 60 22 38 29 25 40 56 61 42 47 37 45 45 47 38 62 58 48 36 44 40 51 63 45 50 38 41 32 61 37 29 55 61 43 41 54 Status LOS Job Title Full-Time A Full-Time A Full-Time A Full-Time FMLA Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time FMLA Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A Full-Time A 3.2 MATERIALS HANDLER 1.8 MATERIALS HANDLER 13.7 MATERIALS HANDLER 2.7 MATERIALS HANDLER 1.8 MATERIALS HANDLER 1.9 MATERIALS HANDLER 33.4 MATERIALS HANDLER 22.4 MATERIALS HANDLER 1.9 MATERIALS HANDLER 20.9 WAREHOUSE SUPERVISOR 13.7 MACHINE OPERATOR 7.3 MACHINE OPERATOR 0.9 MACHINE OPERATOR 2.0 MACHINE OPERATOR 2.0 MACHINE OPERATOR 9.6 MACHINE OPERATOR 3.6 MACHINE OPERATOR 8.3 MACHINE OPERATOR 13.7 MACHINE OPERATOR 1.0 MACHINE OPERATOR 3.8 MACHINE OPERATOR 20.0 MACHINE OPERATOR 17.0 MACHINE OPERATOR 12.8 MACHINE OPERATOR 7.8 MACHINE OPERATOR 10.6 MACHINE OPERATOR 11.1 MACHINE OPERATOR 1.8 MACHINE OPERATOR 20.9 MACHINE OPERATOR 1.9 MACHINE OPERATOR 1.6 CUSTOMER SERVICE 2.6 CUSTOMER SERVICE 16.0 CUSTOMER SERVICE 3.6 CUSTOMER SERVICE 1.7 CUSTOMER SERVICE 17.7 CUSTOMER SERVICE Department Salary FLSA RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE RAW MATERIALS WAREHOUSE PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING PREPROCESSING MARKETING MARKETING MARKETING MARKETING MARKETING MARKETING $26,886 Nonexempt $24,886 Nonexempt $28,239 Nonexempt $25,886 Nonexempt $24,886 Nonexempt $24,886 Nonexempt $32,989 Nonexempt $31,585 Nonexempt $24,886 Nonexempt $42,635 Exempt $33,256 Nonexempt $31,921 Nonexempt $28,000 Nonexempt $29,862 Nonexempt $29,862 Nonexempt $32,254 Nonexempt $30,326 Nonexempt $32,000 Nonexempt $33,529 Nonexempt $28,000 Nonexempt $30,326 Nonexempt $37,232 Nonexempt $35,111 Nonexempt $33,458 Nonexempt $31,667 Nonexempt $32,642 Nonexempt $32,789 Nonexempt $29,644 Nonexempt $37,232 Nonexempt $29,421 Nonexempt $32,000 Exempt $33,000 Exempt $40,200 Exempt $34,000 Exempt $32,000 Exempt $42,100 Exempt Columbus Custom Carpentry - Active Employees First Name Last Name Sex Age Roland Fleige M 29 Danielle Woods F 55 Brandon Swift M 47 Charles Watkins M 62 Steven Mauger M 54 Clayton Starkey M 46 Kevin Roberts M 61 Tony Lester M 59 James Monford M 52 Derwin Bowyer M 63 Michael Respress M 36 Chad Dent M 48 John Brown M 40 Kim Koranteng F 50 Stephen Stout M 60 Karen Webb F 35 James Bailey M 57 Rose Orahood M 43 Douglas Muck M 38 David Hatfield M 43 Brian Barnett M 49 Nikki Vasko F 40 Gregory Howard M 34 Angela Lukas F 52 Michael Heselden M 34 Charles Junker M 48 Lowell Gullett M 41 Timothy Hemingway M 32 David Coleman M 27 Robert Kimber M 40 Mary Mccomas F 32 Mary Spencer F 21 Daniel Dundon M 26 Leigh Holdrieth M 34 Charles Mahlman M 36 Steven Weaver M 21 EEO W W W W W B W W W W B W W W W W B W W W W W B W W B W W B W W W W W W W FT/PT Status LOS Job Title Full-Time A 1.9 CUSTOMER SERVICE Full-Time A 34.2 CUSTOMER SERVICE Full-Time A 14.9 MARKETING MANAGER Full-Time A 19.6 PRODUCT DESIGNER Full-Time A 24.8 PRODUCT DEVELOPMENT TECH Full-Time A 27.0 SALES Full-Time A 20.9 SALES (Inside) Full-Time A 28.2 SALES Full-Time A 29.6 SALES Full-Time A 11.3 MANUFACTURING MANAGER Full-Time A 18.3 MANUFACTURING SUPERVISOR Full-Time A 2.0 MANUFACTURING SUPERVISOR Full-Time A 7.7 MANUFACTURING SUPERVISOR Full-Time A 9.4 MANUFACTURING SUPERVISOR Full-Time A 8.2 PRODUCTION SCHEDULING SUPER Full-Time A 2.1 PURCHASING MANAGER Full-Time A 6.5 PAINT ROOM TECH Full-Time A 10.3 PAINT ROOM TECH Full-Time A 9.8 PAINT ROOM TECH Full-Time A 11.1 PAINT ROOM TECH Full-Time A 7.7 PAINT ROOM TECH Full-Time A 14.6 PAINT ROOM TECH Full-Time A 3.7 PAINT ROOM TECH Full-Time A 11.6 PAINT ROOM TECH Full-Time A 8.1 PAINT ROOM TECH Full-Time A 1.1 PAINT ROOM TECH Full-Time A 1.8 CRATER Full-Time A 0.2 CRATER Full-Time A 0.4 CRATER Full-Time A 2.2 CRATER Full-Time A 11.3 CRATER Full-Time A 0.3 CRATER Full-Time A 0.6 CRATER Full-Time A 1.7 CRATER Full-Time A 0.7 CRATER Full-Time A 0.3 CRATER Department MARKETING MARKETING MARKETING MARKETING MARKETING MARKETING MARKETING MARKETING MARKETING MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT MANUFACTURING MANAGEMENT FINISHING FINISHING FINISHING FINISHING FINISHING FINISHING FINISHING FINISHING FINISHING FINISHING FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE Salary FLSA $30,098 Exempt $39,500 Exempt $110,000 Exempt $65,428 Exempt $30,285 Exempt $52,566 Exempt $62,098 Exempt $75,964 Exempt $76,901 Exempt $103,000 Exempt $57,232 Exempt $53,722 Exempt $54,266 Exempt $55,414 Exempt $54,900 Exempt $53,500 Exempt $35,175 Nonexempt $36,300 Nonexempt $35,483 Nonexempt $36,500 Nonexempt $35,950 Nonexempt $36,960 Nonexempt $34,200 Nonexempt $36,963 Nonexempt $35,026 Nonexempt $32,163 Nonexempt $21,850 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $23,214 Nonexempt $32,000 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $22,880 Nonexempt $20,800 Nonexempt $20,800 Nonexempt Columbus Custom Carpentry - Active Employees First Name Last Name Sex Age Richard Griffin M 36 Vesta Bailey F 25 Stephen Moore M 33 Thomas Nechovski M 33 Douglas Stange M 23 Michelle Doss F 56 Edward Marcum M 40 Amy Hunt F 50 Sherry Shipley F 22 Brooke Vasko F 30 Donna Miles F 35 Junella Van Gundy F 47 Kerry Wortman M 40 Johnny Herold M 49 Heidi Bobbs F 53 Cary Dobbins M 62 Paul Fusco M 60 Shirley Swingle F 43 John Essen M 62 Lorenzo Tention M 38 Drew Morris M 38 Daniel Gray M 65 Open Position M 50 Barbara Duff F 55 Anthony Cooney M 58 Desiree Jones F 51 Jennifer Reen F 35 Jacquelin Campbell F 26 Donald Mccarty M 34 John Charles M 39 Christina Phillips F 45 Michael Oswalt M 37 Gwen Wildermuth F 29 Andre Riley M 39 Jeffrey Weiland M 26 Charles Kalb M 23 EEO W W W W W B W W W W W W W W W W W W H H W B W W W W W B W W W W W H W W FT/PT Status LOS Job Title Full-Time A 8.1 CRATER Full-Time A 0.1 CRATER Full-Time A 0.4 CRATER Full-Time A 1.5 CRATER Full-Time A 0.8 CRATER Full-Time A 10.6 FORKLIFT Full-Time A 9.7 FORKLIFT Full-Time A 18.1 FORKLIFT Full-Time A 3.0 FORKLIFT Full-Time FMLA 6.6 FORKLIFT Full-Time A 1.4 FORKLIFT Full-Time A 3.2 FORKLIFT Full-Time A 1.9 FORKLIFT Full-Time A 5.2 FORKLIFT Full-Time A 8.1 FORKLIFT Full-Time A 1.9 WAREHOUSE MANAGER Full-Time A 20.0 CRATING SUPERVISOR Full-Time A 13.3 WAREHOUSE SUPERVISOR Full-Time A 9.0 BUILDING SUPERVISOR Full-Time A 10.5 CUSTODIAN Full-Time A 7.5 HANDYMAN Full-Time A 28.3 MAIL/SHIPPING CLERK Full-Time A 21.1 DIRECTOR OF HR Full-Time A 1.6 ADMINISTRATIVE ASSISTANT Full-Time A 30.6 PRESIDENT Full-Time A 8.5 RECEPTIONIST/OFFICE CLERK Full-Time A 2.6 RECEPTIONIST/OFFICE CLERK Full-Time A 1.7 PRODUCTION TECH Full-Time A 1.8 PRODUCTION TECH Full-Time A 1.8 PRODUCTION TECH Full-Time A 1.8 PRODUCTION TECH Full-Time A 1.8 PRODUCTION TECH Full-Time A 2.1 PRODUCTION TECH Full-Time A 2.1 PRODUCTION TECH Full-Time A 3.0 PRODUCTION TECH Full-Time A 3.1 PRODUCTION TECH Department FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE FINISHED GOODS WAREHOUSE CORPORATE SERVICES CORPORATE SERVICES CORPORATE SERVICES CORPORATE SERVICES CORPORATE CORPORATE CORPORATE CORPORATE CORPORATE ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY Salary FLSA $28,210 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $22,880 Nonexempt $20,800 Nonexempt $32,800 Nonexempt $32,300 Nonexempt $34,426 Nonexempt $25,877 Nonexempt $27,110 Nonexempt $24,886 Nonexempt $27,538 Nonexempt $24,886 Nonexempt $26,312 Nonexempt $31,255 Nonexempt $61,887 Exempt $59,681 Exempt $49,692 Exempt $43,119 Exempt $34,726 Exempt $37,145 Exempt $27,726 Exempt $70,000 Exempt $52,394 Exempt $145,000 Exempt $38,214 Exempt $31,000 Exempt $28,500 Nonexempt $28,500 Nonexempt $28,500 Nonexempt $28,500 Nonexempt $28,500 Nonexempt $29,500 Nonexempt $29,500 Nonexempt $30,500 Nonexempt $30,500 Nonexempt Columbus Custom Carpentry - Active Employees First Name Last Name Sex Age EEO FT/PT Status LOS Job Title John Carver M 24 W Full-Time A 3.3 PRODUCTION TECH Toni Jones F 30 W Full-Time FMLA 3.4 PRODUCTION TECH Kelly Hicks F 42 W Full-Time A 3.4 PRODUCTION TECH Joe Samczuk M 37 W Full-Time A 3.4 PRODUCTION TECH Terry Montavon M 56 H Full-Time A 3.6 PRODUCTION TECH Shawn Webb M 43 W Full-Time A 5.2 PRODUCTION TECH Kimberly Smith F 35 W Full-Time A 5.2 PRODUCTION TECH Michael Pierce M 48 W Full-Time A 5.2 PRODUCTION TECH Daniel Brown M 40 W Full-Time A 5.3 PRODUCTION TECH Gregory Foreman M 41 W Full-Time A 7.9 PRODUCTION TECH Brian Riley M 48 W Full-Time A 8.4 PRODUCTION TECH Deanna Diles F 30 W Full-Time A 9.2 PRODUCTION TECH Gregory Ward M 53 W Full-Time A 10.1 PRODUCTION TECH Richard Williams M 36 W Full-Time A 10.4 PRODUCTION TECH Yancey Staats M 42 W Full-Time A 10.9 PRODUCTION TECH Bobby Mox M 40 W Full-Time A 11.1 PRODUCTION TECH Stephen Hand M 29 W Full-Time A 11.3 PRODUCTION TECH Carla Klinedinst F 37 W Full-Time A 14.8 PRODUCTION TECH Ronald Bowen M 39 W Full-Time A 15.6 PRODUCTION TECH Joey Jackson M 43 W Full-Time A 22.1 PRODUCTION TECH Nathan Smith M 55 B Full-Time A 26.4 PRODUCTION TECH Bonnie Blair F 43 W Full-Time A 1.5 AP CLERK Sue Ranke F 64 W Full-Time A 25.5 AR CLERK Jacquetta Guinn F 62 B Full-Time A 13.9 AR CLERK Michael Cooney M 31 W Full-Time A 3.3 CFO Matthew Lee M 41 A Full-Time A 9.7 DATABASE MANAGER Yolanda Harris F 48 W Full-Time A 12.4 STAFF ACCOUNTANT 135 Department ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ASSEMBLY ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING Salary FLSA $30,500 Nonexempt $30,942 Nonexempt $30,921 Nonexempt $32,121 Nonexempt $32,224 Nonexempt $33,417 Nonexempt $32,417 Nonexempt $33,621 Nonexempt $33,511 Nonexempt $34,998 Nonexempt $34,815 Nonexempt $32,417 Nonexempt $35,256 Nonexempt $35,500 Nonexempt $35,918 Nonexempt $36,959 Nonexempt $36,989 Nonexempt $37,294 Nonexempt $37,345 Nonexempt $38,232 Nonexempt $38,875 Nonexempt $27,200 Exempt $29,293 Exempt $28,688 Exempt $87,250 Exempt $57,000 Exempt $49,528 Exempt Group Average $27,237 $31,927 Group Average $35,362 $66,882 $54,839 $35,472 Group Average $22,549 $28,739 $61,887 $54,687 $43,119 $34,726 $37,145 $27,726 $70,000 $52,394 $145,000 $34,607 Group Average $32,892 $28,394 Columbus Custom Carpentry - Terminated Employees First Name Last Name Sex Age EEO Status Rehire Hiredate LOS Term Date Term Reason Job Title Department Salary FLSA Sandra Chatman F 29 W T No 9/21/1999 5.0 9/19/2004 Work Rule Violation FORKLIFT RAW MATERIALS WAREHOUSE $30,056 Nonexempt Mark Karr M 41 W T Yes 12/26/1995 8.8 9/26/2004 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $32,800 Nonexempt Todd Collver M 57 W T No 6/25/2003 1.3 9/26/2004 Poor Job Fit FORKLIFT RAW MATERIALS WAREHOUSE $25,110 Nonexempt Maggie Hyer F 48 W T No 11/21/2000 3.9 10/10/2004 Poor Performance FORKLIFT RAW MATERIALS WAREHOUSE $27,538 Nonexempt Angela West F 44 W T Yes 12/7/1996 7.9 11/14/2004 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $31,426 Nonexempt Paula Day F 50 W T No 5/13/2004 0.6 12/4/2004 Job Abandonment FORKLIFT RAW MATERIALS WAREHOUSE $25,877 Nonexempt Daniel Davis M 47 B T Yes 2/9/1988 16.8 12/4/2004 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $31,255 Nonexempt Karen Nair F 35 W T No 10/20/2004 0.1 12/6/2004 Poor Attendance FORKLIFT RAW MATERIALS WAREHOUSE $24,886 Nonexempt Craig Johnson M 43 W T Yes 2/18/2003 1.8 12/7/2004 Medical - Non-Job Related FORKLIFT RAW MATERIALS WAREHOUSE $26,333 Nonexempt Timothy Davis M 31 W T Yes 9/24/2002 2.3 1/2/2005 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $28,056 Nonexempt Julius Deichman M 42 W T Yes 12/28/1999 5.0 1/2/2005 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $30,056 Nonexempt Larry Dunlap M 23 W T No 8/31/2004 0.4 1/8/2005 Poor Attendance FORKLIFT RAW MATERIALS WAREHOUSE $26,312 Nonexempt Kenneth Pomeroy M 65 W T Yes 10/6/1971 33.3 2/7/2005 Retirement - Normal FORKLIFT RAW MATERIALS WAREHOUSE $42,619 Nonexempt Stephen Johnson M 43 B T Yes 11/23/2004 0.2 2/16/2005 Accepted New Job FORKLIFT RAW MATERIALS WAREHOUSE $24,886 Nonexempt Peter Stickle M 42 W T Yes 5/21/1998 6.7 2/16/2005 Accepted New Job WAREHOUSE SUPERVISOR RAW MATERIALS WAREHOUSE $44,932 Exempt Paula Moore F 23 W T No 12/20/2005 0.2 3/7/2006 Poor Attendance MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt Carmen Mcclintock F 25 W T No 11/22/2005 0.3 3/7/2006 Job Abandonment MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt Donald Conley M 24 W T No 2/1/2006 0.1 3/12/2006 Poor Performance MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt Jerry Hairston M 39 W T No 3/7/2006 0.0 3/13/2006 Job Dissatisfaction MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt Daniel Processes applications M 26 for W credit. T Duties Noinclude 1/10/2006 keeping records 0.2of all3/20/2006 delinquent accounts Job Dissatisfaction and credit problems. MACHINE Requires OPERATOR a high school diploma PREPROCESSING or GED. Normally has 3 more $26,000 years of Nonexempt experience than a regu Jason Mann M 23 W T No 2/21/2006 0.1 4/10/2006 Poor Performance MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt James Wheeler M 28 W T No 12/8/2005 0.4 4/17/2006 Poor Performance MACHINE OPERATOR PREPROCESSING $26,000 Nonexempt Sylvia Responsibilities F include 33 managing I T allYes the accounting 9/23/1997 functions.6.5 Requires 4/7/2004 a bachelor's Career degree Change with at least 8 CUSTOMER years of experience SERVICE in the field.Marketing Performs a variety of tasks personally $36,292 while Exempt leading others. Typica Ryan Satterfield M 67 W T Yes 9/8/1981 22.6 4/7/2004 Retirement - Early CUSTOMER SERVICE Marketing $38,000 Exempt Marsha Kennedy F 36 A T Yes 4/1/1997 7.1 5/4/2004 Pay CUSTOMER SERVICE Marketing $28,500 Exempt Donald Holmes M 37 W T Yes 10/15/1996 7.6 5/12/2004 Pay CUSTOMER SERVICE Marketing $32,647 Exempt Johnnie Wormack M 39 W T Yes 2/21/1987 17.3 5/24/2004 Career Change CUSTOMER SERVICE Marketing $35,651 Exempt Todd Lamb M 42 W T No 5/25/1990 14.0 6/8/2004 Work Rule Violation CUSTOMER SERVICE Marketing $34,378 Exempt John Assembles pre-fabricated M 51 WpartsTat work Yes stations. 6/27/1996 May test product 8.0to quality 6/30/2004 specifications Pay or tolerance levels SALES and makes repairs as necessary. Marketing Uses hand and/or power tools $37,088 to assemble Exempt units. Uses instructi Misty Hu F 47 A T Yes 10/4/2000 3.8 7/21/2004 Pay SALES Marketing $35,090 Exempt Michael Houtz M 46 W T No 5/16/2006 0.1 6/24/2006 Poor Performance MANUFACTURING SUPERVISOR MANUFACTURING MANAGEMENT $57,123 Nonexempt William Chambers M 34 W T Yes 5/9/2006 0.2 7/15/2006 Accepted New Job MANUFACTURING SUPERVISOR MANUFACTURING MANAGEMENT $57,123 Exempt James Barnett M 36 W T Yes 6/9/1998 5.7 2/17/2004 Pay PAINT ROOM TECH FINISHING $28,891 Nonexempt Columbus Custom Carpentry - Terminated Employees First Name Last Name Sex Age EEO Status Rehire Hiredate LOS Term Date Term Reason Job Title Department Rebecca Same as assembler F 48butW has at T least of No 2 years2/24/2004 experience and0.0 is fully trained 3/1/2004 in thePay position. PAINT ROOM TECH FINISHING Bradley Godwin M 54 W T No 2/2/1999 5.1 3/24/2004 Violence - Threat/Act PAINT ROOM TECH FINISHING Laura Heath F 66 W T No 4/29/1986 17.9 3/31/2004 Medical - Job Related PAINT ROOM TECH FINISHING Lewis Colling M 52 B T No 5/13/2001 2.7 2/2/2004 Resigned in lieu of Term CRATER FINISHED GOODS WAREHOUSE Christopher Crabtree M 67 W T Yes 3/16/1993 10.9 2/2/2004 Pay CRATER FINISHED GOODS WAREHOUSE Joshua Same as assembler M 43butW has at T least 5No years of 3/8/2003 experience and0.9 is fully2/10/2004 trained in theResigned position.in May lieu ofbe Term assigned CRATER training or lead duties. FINISHED GOODS WAREHOUSE Kendra Mcfarland F 39 W T Yes 7/20/1992 12.0 7/21/2004 Pay CRATER FINISHED GOODS WAREHOUSE Rick Tribby M 57 B T Yes 7/24/2001 3.0 7/28/2004 Pay CRATER FINISHED GOODS WAREHOUSE Sheila Brown F 52 W T Yes 12/19/2002 1.6 7/28/2004 Pay CRATER FINISHED GOODS WAREHOUSE Lee Chinn M 42 A T No 4/19/1984 20.3 7/28/2004 Pay CRATER FINISHED GOODS WAREHOUSE Lisa Porter F 30 W T No 5/21/2002 2.2 8/2/2004 Work Rule Violation CRATER FINISHED GOODS WAREHOUSE Malcolm Trapp M 33 W T Yes 10/29/2002 1.8 8/8/2004 Career Change CRATER FINISHED GOODS WAREHOUSE Stephen Farmer M 52 W T No 8/13/2003 1.0 8/21/2004 Poor Performance CRATER FINISHED GOODS WAREHOUSE Michael Harshman M 44 W T No 11/5/2002 1.8 8/30/2004 Accepted New Job CRATER FINISHED GOODS WAREHOUSE Darrin Read M 51 B T No 3/16/2004 0.5 9/1/2004 Job Abandonment CRATER FINISHED GOODS WAREHOUSE Robert Ball M 48 W T No 4/4/2000 4.4 9/15/2004 Work Rule Violation CRATER FINISHED GOODS WAREHOUSE Brendan Hughes M 52 W T Yes 11/16/2004 0.5 5/23/2005 Accepted New Job CRATER FINISHED GOODS WAREHOUSE Aaron Palmer M 51 W T Yes 9/24/1996 8.7 5/25/2005 Pay CRATER FINISHED GOODS WAREHOUSE Alice Long F 33 W T No 7/19/2000 4.9 6/7/2005 Resigned in lieu of Term CRATER FINISHED GOODS WAREHOUSE Christopher Rhoades M 40 W T Yes 1/7/1997 8.5 7/17/2005 Medical - Non-Job Related CRATER FINISHED GOODS WAREHOUSE Dennis Perrigo M 29 H T Yes 12/1/1998 6.7 8/3/2005 Career Change CRATER FINISHED GOODS WAREHOUSE Toni Mehling F 47 W T Yes 10/3/2001 3.9 8/10/2005 Pay CRATER FINISHED GOODS WAREHOUSE David Connell M 55 W T No 9/3/1996 9.0 8/20/2005 Resigned in Lieu of Termination CRATER FINISHED GOODS WAREHOUSE Laura Handles moreFcomplex 27 customer W T inquiries Yes and4/15/2003 higher-value or 2.4 non-routine 8/31/2005 transactions. Accepted Average New Jobof 6 years CRATER of experience and high school diploma FINISHEDorGOODS GED. WAREHOUSE Mohan Schroeder M 40 W T Yes 6/6/1995 10.2 8/31/2005 Accepted New Job CRATER FINISHED GOODS WAREHOUSE Todd Seevers M 67 W T Yes 3/25/1986 19.4 9/2/2005 Pay CRATER FINISHED GOODS WAREHOUSE Michael Rieck M 37 W T No 3/30/2001 4.5 10/3/2005 Poor Performance CRATER FINISHED GOODS WAREHOUSE John Sellner M 68 W T Yes 6/30/1998 7.3 10/3/2005 Retirement - Normal CRATER FINISHED GOODS WAREHOUSE Chip Chang M 33 H T Yes 11/19/2002 2.9 10/5/2005 Personal Reasons CRATER FINISHED GOODS WAREHOUSE Carolyn Same as Forklift F II29 above Wbut with T noNo experience; 7/18/2000 company must 5.2provide 10/12/2005 forklift training Work Rule andViolation certification.CRATER FINISHED GOODS WAREHOUSE Octavia Richardson F 31 W T Yes 12/12/2000 4.8 10/12/2005 Accepted New Job CRATER FINISHED GOODS WAREHOUSE George Hurles M 45 W T Yes 1/4/2005 0.8 10/19/2005 Accepted New Job CRATER FINISHED GOODS WAREHOUSE Matthew Lozier M 45 W T Yes 2/13/2003 2.7 10/26/2005 Accepted New Job CRATER FINISHED GOODS WAREHOUSE Salary FLSA $26,000 Nonexempt $29,000 Nonexempt $29,290 Nonexempt $21,850 Nonexempt $26,112 Nonexempt $20,800 Nonexempt $26,333 Nonexempt $22,880 Nonexempt $20,800 Nonexempt $28,891 Nonexempt $22,880 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $20,800 Nonexempt $28,371 Nonexempt $18,720 Nonexempt $28,210 Nonexempt $22,880 Nonexempt $28,210 Nonexempt $23,689 Nonexempt $20,800 Nonexempt $23,214 Nonexempt $20,800 Nonexempt $25,016 Nonexempt $27,123 Nonexempt $22,318 Nonexempt $24,665 Nonexempt $23,036 Nonexempt $23,085 Nonexempt $22,880 Nonexempt $20,800 Nonexempt $22,880 Nonexempt Columbus Custom Carpentry - Terminated Employees First Name Last Name Sex Age EEO Status Rehire Hiredate LOS Term Date Term Reason Job Title Department Salary FLSA Bradford Performs maintenance M 54 service W Tand repairs No in the 3/1/1988 areas of plumbing, 17.7 carpentry, 11/2/2005 painting, Poor Performance plastering, machine CRATER servicing, electrical or vehicle servicing. FINISHED GOODS Is knowledgeable WAREHOUSEin the procedures $27,123 Nonexempt and safety measures Phillip West M 54 W T No 5/19/1981 24.5 11/12/2005 Deceased CRATER FINISHED GOODS WAREHOUSE $30,950 Nonexempt John Morris M 28 W T Yes 7/7/1998 7.4 11/29/2005 Career Change CRATER FINISHED GOODS WAREHOUSE $24,150 Nonexempt Works to ensure and other areas are kept in a7.0 clean 12/7/2005 and orderly condition. MayJob require a CRATER high school diploma or its equivalent. No experience necessary. Has knowledge of commonly used c Carl M offices 43 W T specified Yes 11/24/1998 Accepted New FINISHED GOODS WAREHOUSE $24,247 Nonexempt Dwight Lane M 43 W T Yes 11/29/2005 0.0 12/10/2005 Work Conditions/Requirement CRATER FINISHED GOODS WAREHOUSE $18,720 Nonexempt John Everett M 57 W T No 3/9/1993 12.8 12/18/2005 Medical - Non-Job Related CRATER FINISHED GOODS WAREHOUSE $30,950 Nonexempt Lance Nichols M 53 W T No 1/17/2006 0.1 2/8/2006 Personal Reasons CRATER FINISHED GOODS WAREHOUSE $20,800 Nonexempt Suzette Baker F 43 W T No 8/25/1998 6.6 3/30/2005 Personal Reasons WAREHOUSE MANAGER FINISHED GOODS WAREHOUSE $65,813 Exempt James Carpenter M 49 W T No 9/8/1987 17.4 2/19/2005 Medical - Job Related WAREHOUSE SUPERVISOR FINISHED GOODS WAREHOUSE $49,619 Exempt in a small company or in limited Employee functionalRelocation areas of a larger company. Analyzes HR data FINISHED and makes recommendations regarding solutions Jennifer Designs and administers F 34 Whuman T resource Yes policies 6/27/2002 2.8 3/28/2005 WAREHOUSE SUPERVISOR GOODS WAREHOUSE to management $47,600 Exempt Terrance Brown M 43 B T Yes 3/7/2006 0.3 6/29/2006 Accepted New Job CUSTODIAN CORPORATE SERVICES $30,150 Nonexempt Richard Ables M 39 W T No 3/21/2006 0.3 6/25/2006 Poor Attendance MAIL/SHIPPING CLERK CORPORATE SERVICES $30,950 Exempt Crystal Performs information F 43 systems W administrative T Yes procedures 12/2/1997and maintains 8.8 9/12/2006 documentation Accepted thatNew covers Job two or more Receptionist/Clerk functional areas, including data Corporate control, applications training, data $34,230 coordination Exempt and scheduling Eric Smith M 43 W T No 4/11/2006 0.0 4/18/2006 Failed Drug/Alcohol Screen PRODUCTION TECH ASSEMBLY $27,123 Nonexempt Jerry Mowbray M 27 W T Yes 9/23/2003 2.6 4/26/2006 Accepted New Job PRODUCTION TECH ASSEMBLY $30,700 Nonexempt Brett Morris M 31 W T No 2/21/2006 0.2 5/3/2006 Poor Performance PRODUCTION TECH ASSEMBLY $30,950 Nonexempt John Howard M 41 W T Yes 4/22/1988 18.1 5/24/2006 Career Change PRODUCTION TECH ASSEMBLY $35,712 Nonexempt Kamila Roberts F 50 H T Yes 7/6/1989 16.9 5/31/2006 Personal Reasons PRODUCTION TECH ASSEMBLY $35,653 Nonexempt Michael Hall M 54 W T No 12/13/2005 0.5 6/3/2006 Poor Attendance PRODUCTION TECH ASSEMBLY $30,950 Nonexempt Creates nonstandard jigs, fixtures, clamps and special tools for manufacturing operations. Tests jigs for function and tolerances. Responsible for determining production methods and sequence Louis M 55 W T No 5/9/2006 0.1 6/18/2006 Poor Job Fit PRODUCTION TECH ASSEMBLY $30,950 Nonexemptof operations Timothy Lemaster M 29 W T Yes 2/1/2006 0.5 7/19/2006 Accepted New Job PRODUCTION TECH ASSEMBLY $30,950 Nonexempt Linda Smith F 35 W T Yes 8/8/2000 6.0 7/30/2006 Accepted New Job PRODUCTION TECH ASSEMBLY $31,680 Nonexempt Scott Boling M 36 W T No 10/27/1992 13.8 8/23/2006 Work Rule Violation PRODUCTION TECH ASSEMBLY $33,886 Nonexempt Christopher Swingle M 56 W T No 12/15/1999 6.7 8/23/2006 Poor Performance PRODUCTION TECH ASSEMBLY $31,886 Nonexempt Amy Perkins F 63 W T Yes 4/21/1992 14.1 6/8/2006 Retirement - Early AR CLERK Accounting $36,150 Nonexempt Salary Data Information compiled by the administrative assistant Accounting Clerk Source 25th 50th 75th A-2 Accounting Clerk $ 27,640 $ 31,220 $ 34,810 B-19 C-26 Accounting Clerk Accounting Clerk $ $ 25,200 28,240 $ $ 28,000 30,410 $ $ 30,700 32,790 A-1 Accountant, General $ 46,350 $ 51,810 $ 57,790 B-1 C-1 Accountant, General Accountant, General $ $ 36,900 42,050 $ $ 40,300 49,320 $ $ 44,100 55,050 A-3 Accounting Manager $ 76,940 $ 91,640 $ 106,340 B-20 C-27 Accounting Manager Accounting Manager $ $ 61,000 68,130 $ $ 67,000 78,090 $ $ 74,900 89,840 A-4 AP Clerk $ 29,920 $ 35,110 $ 39,940 B-1 AP Clerk $ 26,200 $ 29,200 $ 32,700 A-5 AR Clerk $ 30,550 $ 35,100 $ 39,640 B-2 AR Clerk $ 26,200 $ 29,200 $ 32,700 A-6 AR Clerk Sr. $ 35,140 $ 40,460 $ 45,370 Performs routine accounting activities following established procedures such as maintenance posting of journal entries in the general ledger and preparation of various accounting statements and financial reports. Prepares bank account reconciliations. Completes month-end closing procedures. High school diploma or GED. Accountant, General Computes and prepares balance sheets, profit and loss statements and other financial reports. Responsibilities also include analyzing trends and costs incurred to predict future expenses. Assists with the preparation of financial statements, ledgers, reports and taxes. Bachelor’s degree or equivalent. Performs a variety of tasks working only under general supervision. Accounting Manager Manages the general accounting functions and accounting staff. Ensures compliance with generally accepted accounting procedures. Oversees the completion of ledger accounts and financial statements. Requires a bachelor's degree in a related area and 6-7 years of experience in the field. Designation of CPA may be required. Accounts Payable Clerk Pays bills for the company and maintains the accounts payable ledger and/or processes. Maintains all payment records. Requires a high school diploma or GED. Typically reports to a manager. Accounts Receivable Clerk Processes incoming payments and sends requests for payment on overdue accounts. Duties include keeping records of all accounts, data entry and assisting with general accounting activities. Requires a high school diploma or GED. Accounts Receivable Clerk, Sr. Processes applications for credit. Duties include keeping records of all delinquent accounts and credit problems. Requires a high school diploma or GED. Normally has 3 more years of experience than a regular AR Clerk AR Clerk Sr. Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Accounting Director Source A-7 Responsibilities include managing all the accounting functions. Requires a bachelor's degree with at least 8 years of experience in the field. Performs a variety of tasks personally while leading others. Typically reports to upper management. Administrative Assistant III A-8 Assembles pre-fabricated parts at work stations. May test product to quality specifications or tolerance levels and makes repairs as necessary. Uses hand and/or power tools to assemble units. Uses instructions and standardized procedures to assemble the units to product specifications. Requires a high school diploma or GED. Position-specific formal training may be required. Less than of 2 years experience in this position; may also be called a trainee or apprentice.. Assembler II Same as assembler but has at least of 2 years experience and is fully trained in the position. Assembler III Same as assembler but has at least 5 years of experience and is fully trained in the position. May be assigned training or lead duties. Building and Grounds Supervisor I 50th 75th $ 101,910 $ 127,660 $ 152,130 $ 42,660 $ 46,470 Accounting Director Performs a variety of administrative functions. Schedules appointments, writes memos, compiles reports and handles multiple projects. May assist with annual budgets. Requires a high school diploma or GED with at least 5 years of experience. Performs a variety of tasks. May direct and lead the work of others. Typically reports to a senior manager or department head. Assembler I Accounting Director 25th Administrative Assistant$ III38,420 Administrative Assistant III A-9 Assembler I $ 23,370 $ 26,750 $ 29,600 B-3 C-1 D-1 Assembler I Assembler I Assembler I $ $ $ 21,500 23,140 22,770 $ $ $ 24,100 25,250 24,990 $ $ $ 27,600 26,570 28,270 A-10 B-4 C-2 D-2 Assembler II Assembler II Assembler II Assembler II $ $ $ $ 26,870 25,200 31,730 26,520 $ $ $ $ 31,520 28,400 34,440 29,550 $ $ $ $ 35,540 33,400 37,590 37,570 A-11 Assembler III $ 33,740 $ 41,290 $ 47,610 B-5 C-3 D-3 Assembler III Assembler III Assembler III $ $ $ 29,500 38,390 30,160 $ $ $ 33,500 42,820 34,270 $ $ $ 38,000 47,230 39,460 A-12 Building and Grounds Supervisor $ 44,680 I $ 53,090 $ 63,090 Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Supervises and trains building and grounds maintenance staff. Oversees landscaping activities; the maintenance of sidewalks and parking areas; and the removal of trash and snow. May be responsible for the housekeeping staff. A Level I Supervisor is considered a working supervisor with little authority for personnel actions. Requires a high school diploma or its equivalent in area of specialty. Familiar with a variety of the field's concepts, practices and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. A certain degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department. Source 25th 50th 75th C-4 Building and Grounds Supervisor $ 49,490 I $ 52,080 $ 55,320 B-6 Cost Accountant $ 44,500 $ 50,000 $ 56,000 B-7 Custodian $ 19,200 $ 21,700 $ 24,900 B-23 Design Engineer $ 45,100 $ 51,300 $ 58,000 A-39 $28,484 II $32,590 Customer Service Representative C-5 Customer Service Representative $ 31,000 II $ 32,320 $ 34,000 B-8 Forklift II 26,300 $ 29,800 Cost Accountant Tracks information regarding the costs of manufacturing activity, such as raw material purchases, inventory, labor, etc. Analyzes changes in raw materials, manufacturing methods, rate schedules to determine effects on costs. Compares factors affecting prices and profitability of products or services. BS in accounting required. Custodian Performs housekeeping and janitorial duties to keep offices, restrooms and public areas in clean and orderly fashion. Removes trash from offices and other work areas. May do minor repairs. May do outside maintenance including lawns and snow removal by hand or power equipment. Follows established routine. No HS or GED requirement but may be required to read and or speak English to understand instructions and cleaning product information. Design Engineer Designs new or improves design of existing products. Develops specifications and oversees prototype development and testing. Bachelors degree expected. Customer Service Representative II Handles more complex customer inquiries and higher-value or non-routine transactions. Average of 6 years of experience and high school diploma or GED. Forklift II Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year $ 23,700 $ $36,695 Salary Data Information compiled by the administrative assistant Operates a powered forklift, cherry picker or hydraulic lift in a warehouse or manufacturing area and between departments, buildings and outside storage areas. Collects and delivers materials while following established safety procedures. Delivers materials to work areas as directed; stacks materials in storage areas and loads outgoing shipments into trailers; unloads incoming shipments. High school education or GED and forklift certification required. Report to shipping supervisor. Source 25th 50th 75th C-6 Forklift II $ 26,850 $ 27,990 $ 29,440 C-7 D-4 Forklift 1 Forklift 1 $ $ 21,320 27,740 $ $ 22,230 31,500 $ $ 23,390 35,030 A-13 General Maintenance Worker $ 28,220 I $ 32,440 $ 37,630 D-5 General Maintenance Worker $ 34,310 I $ 39,380 $ 45,380 A-14 Housekeeper 20,430 $ 21,940 $ 24,110 A-15 Human Resources Manager $ 69,930 $ 90,110 $ 108,490 B-21 Human Resources Manager $ 55,900 $ 65,000 $ 71,800 A-16 Human Resources Generalist $ 61,200 III $ 71,000 $ 80,100 Forklift 1 Same as Forklift II above but with no experience; company must provide forklift training and certification. General Maintenance Worker I Performs maintenance service and repairs in the areas of plumbing, carpentry, painting, plastering, machine servicing, electrical or vehicle servicing. Is knowledgeable in the procedures and safety measures in area(s) of specialty. Requires 0-2 years of experience in the field or in a related area. Has knowledge of commonly used concepts, practices and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Primary job functions do not typically require exercising independent judgment. Typically reports to a supervisor or manager. Housekeeper $ Works to ensure offices and other specified areas are kept in a clean and orderly condition. May require a high school diploma or its equivalent. No experience necessary. Has knowledge of commonly used concepts, practices and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor. Human Resources Manager Designs and implements HR policies involving employment, compensation, benefits, employee relations, training and safety. Requires a bachelor's degree. May supervise other employees in HR or corporate administrative or service functions. Human Resources Generalist III Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Source 25th 50th 75th Designs and administers human resource policies in a small company or in limited functional areas of a larger company. Analyzes HR data and makes recommendations to management regarding solutions to identified problems. Processes HR or payroll-related paperwork. Prepares internal employee communications. Requires a bachelor's degree or related experience. Must have knowledge of HR practices and legal issues. Performs a variety of tasks. May lead and direct the work of nonmanagement employees. May report to a senior HR manager or directly to a line executive. Information Technology Generalist Performs information systems administrative procedures and maintains documentation that covers two or more functional areas, including data control, applications training, data coordination and scheduling, data security administration, etc. Requires a bachelor's degree and 0-3 years of experience in the field or in a related area. Has knowledge of commonly used concepts, practices and procedures within a particular field. Relies on instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Typically reports to a supervisor. Janitor, Sr. Cleans and maintains buildings/facilities. May be expected to make basic repairs. May require a high school diploma or its equivalent with 3-5 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. Directs and leads the work of others. A certain degree of creativity and latitude is required. Typically reports to a supervisor/manager. Jig and Fixture Builder A-17 Information Technology$Generalist 44,680 $ 53,280 $ 60,810 B-22 Information Technology$Generalist 44,500 $ 51,000 $ 58,600 A-18 Janitor, Sr. $ 25,760 $ 29,200 $ 33,530 C-8 D-5 Janitor, Sr. Janitor, Sr. $ $ 25,810 $ 25,710 $ 26,950 28,470 $ $ 29,120 32,330 A-19 Jig and Fixture Builder $ 55,650 $ 61,980 $ 70,160 A-20 Mail Clerk $ 23,540 $ 27,090 $ 29,560 B-9 Mail Clerk $ 20,900 $ 23,400 $ 26,100 Creates nonstandard jigs, fixtures, clamps and special tools for manufacturing operations. Tests jigs for function and tolerances. Responsible for determining production methods and sequence of operations and assists with establishing standard procedures for work to be performed using these jigs or fixtures. Requires a high school diploma or GED and at least 5 years of experience. Relies on experience and judgment to performs a variety of tasks. A high degree of creativity and latitude is required. Mail Clerk Distributes and collects incoming mail. Collects and processes outgoing mail. Responsibilities include sending registered mail and packages. Requires a high school diploma or GED. Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Source Machine Operator/Tender Tends automated machines in a continuous production environment. 25th 50th 75th D-6 Machine Operator/Tender Machine Operator/Tender $ 29,070 $ 34,300 $ 40,010 D-7 Machine Tool Operator$ $ 36,600 $ 44,520 A-40 Manufactures' Sales Representative $ 65,300 $ 82,600 $ 99,900 C-9 Manufactures' Sales Representative $ 74,890 $ 81,150 $ 89,250 A-21 Materials Handler I $ 24,650 $ 28,840 $ 32,450 D-8 Materials Handler I $ 24,040 $ 26,600 $ 30,050 A-22 Materials Handler II $ 26,720 $ 30,710 $ 34,090 B-10 D-9 Materials Handler II Materials Handler II $ $ 22,400 27,580 $ $ 25,100 30,550 $ $ 28,600 34,840 A-23 Materials Handler III $ 35,370 $ 41,770 $ 46,080 B-11 D-10 Materials Handler III Materials Handler III $ $ 30,100 32,950 $ $ 32,700 36,060 $ $ 36,000 40,210 A-24 Materials Supervisor I $ 37,090 $ 43,570 $ 51,350 Machine Tool Operator Operates manual or attends automated machine tools. Tools may include but are not limited to hydraulic presses, drill presses, forming, milling, grinding or special purpose assembly or filling machines. Work is repetitive in nature. Senior operators are expected to set up and adjust machines. Manufactures' Sales Representative Sells products to wholesale or direct customers. Detailed product knowledge required. Compensation is usually a combination of salary and commission. Materials Handler I Loads and unloads material within a warehouse. Utilizes hand trucks, powered forklifts (either gas or electric), powered hoists or other equipment to move materials. Follows detailed instructions and procedures. Require a high school diploma or GED and less than 3 years of experience. Materials Handler II Same as Material Handler I but with 2-5 years of experience. Has knowledge of standard practices and procedures within the job. May perform a wider variety of tasks than Level I. Materials Handler III Same as Material Handler II but with 5 or more years of experience. Has knowledge of standard practices and procedures within the job. May perform a wider variety of tasks than Level II. May act as a lead or trainer for Levels I and II; may take on additional responsibilities for recordkeeping, production or quality control. Materials Supervisor I Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year 30,330 Salary Data Information compiled by the administrative assistant Source 25th 50th 75th Responsible for overseeing warehousing, shipping, receiving and materials handling. A Level I supervisor is considered a working supervisor with little authority for personnel actions. May require a bachelor's degree in area of specialty. Familiar with a variety of the field's concepts, practices and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department. Materials Supervisor II A-25 Materials Supervisor II $ 48,550 $ 59,110 $ 71,450 D-11 Model Maker $ 48,140 $ 52,880 $ 56,850 C-10 Mold Maker $ 32,060 $ 33,630 $ 35,650 A-26 Office Services Assistant $ 31,730 $ 37,740 $ 44,490 D-12 Office Services Assistant $ 23,960 $ 27,520 $ 31,250 Responsible for overseeing warehousing, shipping, receiving and materials handling. A Level II Supervisor has authority for personnel actions and oversees most day-to-day operations of group. May require a bachelor's degree in area of specialty. Familiar with a variety of the field's concepts, practices and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and latitude is expected. Typically reports to a manager or head of a unit/department. Model Maker Builds prototype models requiring a high degree of accuracy. Creates special tools, fixtures or jigs. A high degree of independent action is expected. Mold Maker Performs a variety of tasks required to set up molds that other employees will use to craft the product. May assemble metal casting frames. Most commonly used in foundry or ceramic industries. Excludes the artist of craftsman creating the original which is being copied. HS diploma or GED not specifically required. Office Services Assistant Collects, sorts and distributes incoming mail and collects and prepares outgoing mail for shipping using postage meter, scales etc. Prepare packages for outside pick-up. Maintains shipping records. Operates mailroom equipment including inserters, calculator and postage meters. Provides support duties to the organization as needed. High school diploma or GED. General duties may include copying documents, getting office and kitchen supplies. Performs general maintenance of the facility and office equipment. Typically reports to a supervisor. Order Puller Order Puller Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Assembles customer orders from in-stock finished goods and places orders in drop areas prepared for loading. May use automated order systems. May pull from reserve stock areas. PC skills may be required for inputting pulled orders and shipping information into software system. High school diploma or GED. Packer, Packer-Crater or Crater-Shipper Prepares and packs product for shipment. Constructs nonstandard boxes, crates/containers when standard containers are not available. May construct custom pallets. Selects materials for packing as appropriate for protection of the product and methods of bracing/blocking to prevent damage while in transit. High school diploma or GED. Usually reports to a shipping supervisor. Source 25th $ 21,700 50th $ 75th B-12 Order Puller 24,300 $ 27,400 A-27 Packer, Packer-Crater $ or Crater-Shipper 26,040 $ 28,310 $ 30,910 B-13 C-11 Packer, Packer-Crater $ or Crater-Shipper 21,100 $ 23,900 Packer, Packer-Crater $ or Crater-Shipper 24,380 $ 26,540 $ $ 27,200 29,000 C-12 D-13 Paint Technician Paint Technician $ $ $ $ 51,500 47,980 A-28 Plant Manager II $ 104,170 $ 119,420 C-13 Production General Laborer $ 21,100 21,930 $ 22,990 A-29 Production Painter I or $ Painter-Spray 24,690 $ I 28,390 $ 32,950 Paint Technician Similar to Production Painter but has responsibility for mixing paint colors using special glazes and setting up machines for different applications. 12 years experience. Plant Manager II 42,520 35,000 $ $ 46,720 39,230 $ 138,250 Manages and oversees overall plant operations, which may include finance; manufacturing; manufacturing engineering; materials; quality assurance/control; human resources; and information systems. Makes recommendations to improve productivity, quality and efficiency of operations. May be required to meet certain certifications in field. Requires a bachelor's degree and 7-10 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. A wide degree of creativity and latitude is required. Typically reports to top management. Production General Laborer Performs tasks in a production environment that require little training or experience. Most work is physical in nature and often involves lifting, carrying, loading or unloading, packing or unpacking. May pick up and deliver parts or materials to work stations from bins or warehouse areas. Does not usually include driving forklift or using other automated equipment. No GED required. Production Painter I or Painter-Spray I Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year $ Salary Data Information compiled by the administrative assistant Operates spray equipment on assembly line to coat manufactured items with paint or other coatings. May perform preparation work including cleaning, grinding, sanding or filling. Mounts and masks work. Fills and cleans spray equipment. Production Painter II or Painter-Spray II Same as Production Painter I but averages 6 years experience. Source 25th 50th 75th C-14 D-14 Production Painter I or $ Painter-Spray 24,870 $ I 27,140 Production Painter I or $ Painter-Spray 23,820 $ I 28,340 $ $ 29,740 30,610 A-30 C-15 D-15 Production Painter II or$Painter-Spray 31,660 $ II 33,510 Production Painter II or$Painter-Spray 29,670 $ II 33,280 Production Painter II or$Painter-Spray 30,140 $ II 32,340 $ $ $ 38,700 37,290 37,260 D-16 Production Scheduler $ 43,020 $ 50,030 $ 57,100 A-31 Production Supervisor I$ 41,410 $ 45,670 $ 54,490 C-16 Production Supervisor I$ 41,120 $ 45,570 $ 50,580 A-32 Production Supervisor II$ 55,700 $ 60,260 $ 70,840 C-17 Production Supervisor II$ 52,760 $ 57,760 $ 63,500 A-33 Production Supervisor III $ 68,650 $ 78,960 $ 90,060 C-18 Production Supervisor III $ 65,460 $ 69,950 $ 76,410 A-34 Receptionist 29,720 $ 32,750 Production Scheduler Schedules the flow of work and supplies within a manufacturing area. Established priorities and revises schedules to take best advantage of available materials, supplies and labor. Production Supervisor I Supervises the activities of production personnel engaged in manufacturing. Supervises the use of hand tools, jigs and various power equipment at floor assembly or bench workstations. Leads or working foreman may report to this level. A bachelor's degree is usually an option but not a requirement. Performs a variety of tasks. Typically reports to the department manager. Production Supervisor II Similar to Level I but averages 7 years of experience and may have a larger span of control and more freedom of action. Production Supervisor III Supervises the activities of personnel engaged in all parts of the manufacturing process. A Level III Supervisor has full authority and may be considered management. A bachelor's degree in area of specialty and more than 10 year experience. A wide degree of latitude is granted. May be the head of a sub-unit of the manufacturing department and may supervise more junior supervisors. Receptionist Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year $ 26,100 $ Salary Data Information compiled by the administrative assistant Greets and screens job applicants and other visitors and directs them to the appropriate office. Operates the phone system to route incoming calls and does paging. Requires a high school diploma or GED. Source 25th $ 50th 75th B-14 Receptionist 21,900 $ 24,700 $ 27,300 C-19 Sawing Machine Operator $ 2 I 5,140 $ 26,290 $ 27,770 C-20 Sawing Machine Operator $ 30,450 II $ 31,840 $ 33,620 A-34 Secretary I $ 28,650 $ 32,700 $ 37,140 B-15 C-20 Shipper Shipper $ $ 24,100 24,030 $ $ 26,700 26,650 $ $ 30,000 28,630 A-35 Spray Coating and Painting $ 25,350 Machine$Operator 32,620 $ 39,240 Sawing Machine Operator I Operates table, bench, jig, hand or band saws. Makes cross cuts, miter, slots, groves, etc. in wood, plastic or metal stock. Installs appropriate blades, adjusts tension, blade speed, cutting speed (feed rate) and orientation of blade to material. May mark stock to be cut using drawings or forms. May use jigs, blocks, clamps or spacers during cutting. Less than 2 years of experience. Sawing Machine Operator II Operates table, bench, jig, hand or band saws. May operate shadow-line multiple-head sawing machine. Makes cross cuts, miter, slots, groves, etc. in wood, plastic or metal stock. Installs appropriate blades, adjusts tension, blade speed, cutting speed (feed rate) and orientation of blade to material. May mark stock to be cut using drawings or forms. May use jigs, blocks, clamps or spacers during cutting. More than 5 years of experience, HS diploma or GED required. Secretary I Performs clerical duties such as filing, word processing and copying. May operate phone systems or substitute for a receptionist. Arranges meetings and travel. Orders office supplies. Requires a high school diploma or GED with computer skills in MS Office or other common software. Follows standard office procedures and instructions or pre-established guidelines to produce reports and perform the regular job functions. Shipper Prioritizes workload and expedites shipments. Measures and weighs orders. Completes necessary bills of lading. Must lift heavy items. Picks and packs orders. Operates forklift, doorplate and other warehouse equipment. High school diploma or GED. Less than 3 years of experience. Spray Coating and Painting Machine Operator Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Utilizes a sprayer or spraying machine to apply paint. Requires a high school diploma or its equivalent. Uses standard procedures, instructions and pre-established guidelines to perform the functions of the job. Works under immediate supervision. Source 25th 50th D-17 Spray Coating and Painting $ 30,150 Machine$Operator 34,170 D-18 Tool and Die Maker $ 44,820 $ A-36 Warehouse Manager $ B-16 75th $ 38,290 51,090 $ 58,100 54,980 $ 64,620 $ 74,910 Warehouse Manager $ 61,400 $ 68,000 $ 78,500 C-21 Warehouse Manager $ 63,020 $ 70,990 $ 77,800 A-37 Warehouse Supervisor$ 41,440 $ 51,890 $ 61,300 B-17 C-22 Warehouse Supervisor$ Warehouse Supervisor$ 38,500 48,770 $ $ 43,000 53,580 $ $ 47,800 59,050 A-38 Warehouse Worker (All$Levels) 22,560 $ 28,130 $ 33,700 B-18 C-23 Warehouse Worker (All$Levels) 22,700 Warehouse Worker (All$Levels) 25,850 $ $ 25,800 29,200 $ $ 28,900 32,870 Tool and Die Maker Constructs and repairs industrial tools, fixtures or jigs. Warehouse Manager Manages all warehouse activities. Manages the warehouse to ensure the receipt, coordination and safety of goods coming through a warehouse. Also ensures that orders arrive and are dispatched on time to the appropriate destinations and in the expected quantities. Requires a high school diploma or its equivalent with 5-7 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. A degree of creativity and latitude is required. Leads and directs the work of others. Typically reports to a senior manager. Warehouse Supervisor Supervises the receiving, storing, packing and shipping of merchandise or materials. Maintains stock records and schedules. Requires a high school diploma or its equivalent with at least 4 years of experience in the field or in a related area. Familiar with a variety of the field's concepts, practices and procedures. Relies on experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. A certain degree of creativity and latitude is required. Typically reports to a manager. Warehouse Worker (All Levels) Receives, checks and stores materials. Fills internal or external requisitions and orders. May take materials to or from storage areas and assembly lines. Operates fork lift. Requires a high school diploma or its equivalent. Woodworking Machine Operator II Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Source 25th 50th 75th Performs cutting planning, sanding, shaping, finishing and cleaning of wood products with hand or power tools. Stacks raw materials in staging or storage areas. Mounts hooks or wire to ready product for spray or dip coatings. Applies glues and may clamp pieces for joining. May nail, screw or bolt lumber pieces into assemblies. May do quality inspections to predetermined tolerances. Dismantles incoming shipping crates. Prepares lumber for cutting by attaching to jigs or by making patterns on the pieces. Loads and unloads materials from truck or rail cars as needed. 6 years average length of experience. C-24 Woodworking Machine$Operator 30,230II $ 31,330 $ 26,250 C-25 Woodworking Machine$Operator 23,760I $ 24,860 $ 26,250 Woodworking Machine Operator I Same as above but with less than 2 years of experience. Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Salary Data Information compiled by the administrative assistant Source Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year 25th 50th 75th Salary Data Information compiled by the administrative assistant Source Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year 25th 50th 75th Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Effective dates of collected data A=Oct 1 of the year prior to the case year B=April 1 of the year 3 years prior to the case year C=Oct 1 of the year prior to the case year D = April 1, 2 years prior to the case year Columbus Custom Carpentry Job Descriptions Corporate Unit President Administrative Assistant The administrative assistant supervises the receptionists and provides the president with general office management services, including the preparation of sales and manufacturing reports, meeting arrangements, correspondence and special projects. HR Manager Receptionist/Clerk(2) Accounting CFO Staff Accountant Database Manager Accounts Payable (AP)Clerk (1) Accounts Receivable (AR) Clerk (2) Corporate Services Building ... Purchase answer to see full attachment