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 plansâ€â€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.â€Â
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 possibleâ€â€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 professionalsâ€â€
lawyers, psychologists, financial counselors and othersâ€â€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 ...
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