Canyon Landscaping Employee Handbook

Canyon Landscaping is excited to welcome you to our team. We provide you this handbook so you will know exactly what this opportunity entails and what you will be held accountable to. There are five sections discussed below that you will be expected to adhere to.

I. Work Policies –

“Everyone is always accountable.”

1. Honesty and Respect: A man’s character is best judged by the way he acts when others are not looking. We like to empower our employees at Canyon Landscaping which requires a high level of honesty and respect each day you are on the job.

Don’t ever lie or mislead in any sort of way.
This is grounds for immediate dismissal from the company.
Be completely fair in your time card reporting.
Sign your card to ensure your honesty in its hours.
Time cards and clocks are double checked and you will be questioned about inappropriate entries.
Only use company accounts, money, or equipment for work business.
Any vehicles, equipment, or tools needed for personal use must be approved through a manager or an owner. This should be rare instances.
Respect the company equipment and tools.
All vehicles, trailers, tools, etc. should be treated as if it was your own.
Remember that the condition of company equipment effects how well you can do your job.
All tool loss and/or damage due to irresponsibility or abuse will be paid for by the employee or employees responsible.
Keep trailers, skid steers, and trucks clean. You will be held accountable to these measures.
Respect your co-workers and the different roles in the company.
Whatever your role, you are expected to work together as a team.
Your success as an employee will be largely determined by the success of your crew members, so get to know who you work with.

2. Work Ethics: Working hard is the only way to truly feel satisfied at the end of a day of work. By working hard you will feel honest in your performance and gratified by being able too see the physical change of the project. Canyon Landscaping views these work ethics as minimum expectations for a qualified worker in our environment. These work ethics are taken seriously and are to be a standard day in and day out.

Work Hard:
It is expected that you will work hard at whatever your role is in the company.
It is expected that you come to work prepared and with a mind set to work hard.
When you are on the job it is expected that you are on task, focused, and giving your full effort.
A hard worker always stays busy. If there is dead time at the shop or on a job, don’t sit around. There is always something to do.
If you don’t know what’s next then find out.
Work Smart: Canyon Landscaping wants each detail of the company to be as efficient as possible. In order for this to happen;
We expect employees to use common sense thinking.
If you see something that needs to be done, do it.
A smart worker does not need to be told constantly what to do.
A smart worker is also willing to make suggestions and give input that could help a project.
Some examples of working smart would be;
following the training guide to increase efficiency and ensure safety,
double checking trailer connections and hitches,
making sure all tools are in the truck before leaving the shop, or
not dropping a pile of dirt where it will create a slow down in the project.
Work Fast: Certain time expectations (standards) will be given for each task.
Expectations are that these standards will be a minimum and that an efficient worker can go even faster.
A lot of working fast means simply getting things done without being easily distracted.
A fast worker will see something that needs to be done and just do it.
A lot of times people work hard physically when working, but then take too much time for breaks or talking because they are working so physically hard. Pace yourself. Remember this job consists of long days in hot weather.
A fast worker will learn to get the most out of the workday.
Work Quality: Many people think that if you work fast then you should forget quality.
Canyon Landscaping expects that all work is done with quality considered first.
No corners should ever be cut. Cutting corners diminishes quality.
Just because you may be working on something that is not immediately seen, it should still be done well.
Work Detailed: It is expected that employees are detail oriented in every way. Details prevent disaster and turn a good job into a great job.
From filling in time cards to finishing every last aspect of a project, details must be observed by employees.
If you see something that has been missed, point it out or solve the situation yourself if possible.
It is expected that things in which you become aware of, you deal with if it pertains to your responsibility or that you contact your supervisor/project manager. Examples of this are:
If a truck is acting funny then let a manager know before it breaks.
If the air pressure on a tire is low then fill it up. One of the most over looked detail is clean-up. It is expected that you will always leave the job clean and pick up all tools.
Work Safe: Safety is a priority. A safe environment is expected at all times. (Also refer to #4 below.)
Always wear boots. Wear glasses and use ear plugs as needed.
Workers are required to provide individual safety basics (boots, safety glasses, ear plugs). Ear plugs are stocked in trailers as a convenience, but workers should allow for their own ear plugs if concerned.
Water jugs are encouraged. Drinking lots of water is important to keep your energy up for the day. Stay hydrated.
Hard hats and vests can be checked out if available for commercial projects.
Let management know if a safety concern becomes known.
Heavy equipment can be dangerous.
Do not operate in a situation you are not comfortable.
Don’t risk safety or equipment on steep side hills without proper precautions. Consult with management as required.
Appropriately hook-up trailers to trucks.
Safe driving is mandatory.

3. Customer Service: Simply put, “Customer is King.” At Canyon Landscaping, this is stressed at the highest level. If you do not value the importance of customer satisfaction, then this is not the spot for you. However, if you like the feeling of pleasing customers with a quality product, then this promises to be a great opportunity to meet new and exciting people while providing them with a quality service.

Expectations:
Customer satisfaction is #1.
Follow the six work principles in order to achieve customer service.
Be polite, courteous, and mannerly.
Do not ever talk back or be rude. Even if the customer is the jerk, bite your tongue.
Follow job training outlines to ensure quality work.
If a problem arises:

Apologize.
Express concern and desire to fix problem.
Solve the problem or explain that you will have a manager get a hold of him/her.
Never:
Commit something to a customer that you are not in control of.
Give an opinion outside of your role or jurisdiction.
Talk too much to a customer.
Bad mouth the company or your co-workers in any way to a customer.

4. Safety: Safety is very important to your success as a landscaper and light installer. We do have worker’s compensation insurance, but hope to never have a claim. We are confident that you will be safer and happier as you follow our safety policies. Please remember that these are policies and are taken very serious.

Dress and Appearance:
Clothing: All employees will wear Canyon Landscaping t-shirts. These shirts will cost each employee $3/shirt. Five shirts will need to be initially purchased and will be taken out of your first paycheck. This is by far less than what it would cost to get a used t-shirt in order to work in. All employees are required to wear long pants.
Boots: All employees need to wear some sort of boot. Gym shoes and obviously sandals are hazardous and will not prevent you from slipping or against other job site hazards. Steel toe boots are not required, but many employees prefer them.
Appearance: You must look presentable to customers at all times. Hats are allowed. Facial hair must be well kept and not messy. Hair must be appropriately cut and groomed or a hat will need to be worn. All clothes must not be excessively holy, grungy, or dirty.
Gloves, ear plugs, and safety glasses: Are not required for general landscaping, but recommended for different work scopes, such as boulders and hardscapes.
Wet Gear
Goulashes are recommended for the spring season and to have on hand for some irrigation work scopes.
Rain coats and appropriate gear are expected to be worn during spring and fall months to allow for maintenance work in rain and cool weather.

Equipment Safety: Caution should be used at all times, particularly when using trucks, skid steers/trenchers, when pulling trailers, and when using power tools.
Follow specific safety guidelines for each specified equipment sheet found later in the training.
It is important to remember that when lifting and shoveling to use your legs.
Blue Stakes: Blue stake marks locate any buried utility lines.
Whenever digging or excavating with a machine of any type blue stakes need to have been marked.
Any digging or excavating within two feet of either side of blue stake marks must be done by hand.
Hand digging should then be done with caution.
Do not ever start a project without blue stakes being marked if they are needed.
All tasks should be blue staked except for sod, mulch, weed barrier, edging, small planting, and most landscape lighting jobs.
Each utility is marked by colors of spray paint. They are marked as follows:
Red: Power Lines
Orange: Communication (Cable and/or Phone)
Yellow: Gas
Green: Sewer
Blue: Water
Purple: Secondary Water

II. Accountability, Discipline, and General Rules

1. Time Tracking and Breaks:

A half hour lunch is available everyday.
Clock in when arriving to the job site in your personal vehicle.
Clock in when driving company vehicles to a job site.
Clock out for lunch on the time clock in the trailer and back in when you return to the jobsite.
Water jugs are encouraged. Drinking lots of water is important to keep your energy up for the day.
There are no other formal breaks through the day. Use good judgment when needing a rest. You should pace yourself so that when talking over a situation or traveling you can get rested.
Job sites and cost code break downs through the day are required for check release.

2. Schedule and Attendance:

Schedule: Monday to Friday 7:30 am – 5:30 pm with a half hour lunch. We will typically work an 8-10 hour day, so quitting time may be anywhere from 4 pm to 5:30 pm. Saturday work will be required occasionally throughout the year. When a Saturday is scheduled advance notice will be given (7-10 days). Once scheduled the Saturday is mandatory and will be treated as a normal workday.
Weekly Team Meeting: A mandatory company meeting is held every Monday morning at 7:30 A.M. The week’s goals will be discussed along with crew of the week from the previous week and also any concerns can be brought up at this time. New employee packets will be handed out to each new employee at this meeting. Quizzes for new employees after reading their packet will be administered.
Tardiness: Don’t be. You are tardy if the morning meeting has started or if crews have already started loading trucks.
Time Off (non paid) :
Holidays taken: The following holidays will be observed and work will be off. Memorial Day, July 4th, July 24th, Labor Day, and Thanksgiving weekend. Longer work days will exist on these weeks to still reach regular hours for week. The Fourth of July typically also includes an additional day off depending on how the week lays out.

3 Garbage Days: These are days that you give no notice for (sick day) or event days (wedding/family day, etc.). These should not be used as play days. Remember that this is part of being honest.
Vacation Days: Vacation days are also unpaid and will be given on an individual basis. Little leeway is given to vacation time before July 4th so plan vacations accordingly. Vacation days must be scheduled two weeks in advance and approved by management. If a vacation day is not scheduled in advance it will be counted as a garbage day.

3. Rules:

Always be on time.
Always call if you can’t come in or if you are late
Be Safe at all times. Driving, using equipment, and while working.
Fill time cards and job sheets out appropriately. Be detailed and specific.
Follow 4 main policies at all times.
Work Hard
No drugs, alcohol, or tobacco in any way is allowed on job sites, in trucks, or at shop. When at work you must be 100% clean. No smoke breaks allowed.
Be honest always
No foul language or crude behavior. Always act with high standards and moral character.
Radio is allowed at appropriate volumes and in appropriate settings. No extremely hard rock or potentially offensive music is allowed.
No personal cell phones allowed during work hours. Employees will either turn off personal cells or leave them in the work truck when working. You may check messages and make calls during your lunch break. Emergency calls can be made using the foreman’s work cell.
You are expected to complete tasks as instructed by your foreman and managers. Employees who try to “set their own terms” do not last long.

4. Disciplinary actions and pay docks: Employees will be paid a base rate determined by the following compensation section of this document. Disciplinary action will be taken when Canyon Policies are not adhered to. One of these actions will be a deduction in pay for the time period in which the infraction occurred as follows:

Tardy (one or more time during pay period): $0.10/hr
Partial Absence (more than 15 minutes late): $0.25/hr
No show/ No call or walk-off job: $1.00/hr
More than 3 garbage days: $0.25/hr
Moving violation in company vehicle or driving complaint: $0.50/hr
Customer complaint against employee: $0.50/hr
Misuse or abuse of equipment: $0.50/hr
Appearance violation: $0.10/hr
Careless or non-safe behavior: $0.50/hr
Violation of personal cell phone policy: $0.50/hr
Insufficient or inaccurate paper work (time card not punched): $0.25/hr

Employee Dismissal

The following infractions may result in employee dismissal.

Excessive poor performance/quality reviews
Work ethic reprimands
Employee setting their own terms/Insubordination
Multiple pay deductions due to any of the previous pay scale infractions

The following infractions of company policies will result in immediate dismissal:

Dishonesty in any way

Violation of company drug policy

WHAT MUST I DO TO ENSURE I GET PAID WITHOUT ANY HANG-UPS?

III. Compensation and Bonus programs

1. Starting Wage and Raises:

Inexperienced new crew member: $8/hr.- Employees will receive a $.50 cent raise after 2 or 3 full pay periods at which time management feels that adequate training and performance has been met. An initial trial period will consist of two weeks at which there is no obligation for either party to continue employment if they do not desire.
Experienced new crew member: Starting pay will be based on type and duration of previous experience starting wage will range from $8.50 - $9.00/hr. Initial $.50 raise usually does not apply. A raise may be given if the employee shows through their expertise that it is merited.
Returning crew member: Base pay of $8.50/hr will be offered, or their previous rate whichever is higher. Crew member pay maxes out at $9.00/hr.
Lead man: If employee qualifies for a lead man position (takes initiative to help lead on job, go-to guy for foreman) a pay raise will be offered based on previous performance. This employee needs to be willing to accept responsibility for job quality and efficiencies along with the Foreman. Rate for pay raise will be between $9.50- $10.50/hr.
New Foreman (no experience as Canyon Foreman): Starting wage will be between $10 - $10.50/hr. Must have extensive experience to be considered for position and prove competency in basic foreman tasks and leadership. New foreman are expected to complete foremen training within first month to become eligible for pay increase and foreman bonus. Pay increase will be to $11/hr and foreman bonus as outlined ($150/ month possible).
Returning Foreman: Base of $11/hr with bonus program will be offered to all returning foreman. Other raises and/or incentives (such as winter pay program) will be discussed and offered on an individual basis.
Performance raises – Raises will be given based on performance and at the discretion of the management team. Amount and time frame will depend solely on performance of employee (individual consideration per employee).

2. Incentive Programs

Foreman: All foreman upon completing and passing a trial and training period, which consists of two full pay periods, are then eligible for the following month’s bonus.

$150 per month –

$50 Professionalism – Tools, Equipment, Paperwork
$50Production/Efficiency
$50Quality

Crew of the Week: Each crew is eligible based on performance to receive a lunch to the job each week. The lunch will be arranged by the foreman with the manager at the weekly meeting when announced.
Reliability Bonus: Reliability bonus will be paid each quarter to crew members who have: 1) been employed for the entire quarter, 2) no more than 2 pay deductions due to disciplinary action in given quarter.
$50 for each qualifying employee
End of year bonus: End of year bonus will not be performance based, but is an appreciation bonus for reliable employees and reward for a profitable (hopefully!) year.

IV. Positions and Training Program