elevate building supply
in-office
COMPANY DRESS STANDARDS
As a team member, you contribute to our business reputation and our core value of excellence by having a professional appearance. Dress standards also apply while traveling to other regions, conferences or trainings (unless otherwise stated by your leader). If a leader finds your personal appearance inappropriate, you will be asked to leave work and return dressed appropriately. Team members that choose to not meet professional dress standards could be subject to disciplinary action, up to and including termination of employment.
HIGH VISIBILITY POLICY & GUIDELINES | All persons entering or working within the warehouse are required to wear approved high-visibility apparel at all times, regardless of role or purpose for entering the warehouse.
Approved High-Visibility Apparel
- High-visibility vests in fluorescent yellow, fluorescent orange, or fluorescent pink
- High-visibility shirts in fluorescent yellow, fluorescent orange, or fluorescent pink
- High-visibility jackets in fluorescent yellow, fluorescent orange, or fluorescent pink
- High-visibility sweatshirts or hoodies in fluorescent yellow, fluorescent orange, or fluorescent pink
For shirts, jackets, sweatshirts, and hoodies, the predominant visible color of the garment must be one of the approved fluorescent colors listed above.
An approved fluorescent yellow, fluorescent orange, or fluorescent pink high-visibility vest may be worn over clothing of any color to satisfy Elevate's high-visibility requirement. High-visibility apparel must remain clearly visible and may not be covered by clothing or outerwear that reduces its effectiveness.
ANSI ALTERNATIVE: A garment specifically labeled as compliant with ANSI/ISEA 107, Type R, Performance Class 2 or higher, and approved by Elevate, may be worn.
Visitors & Guests
Visitors and guests must remain accompanied by an authorized Elevate team member at all times while inside the warehouse. Guest high-visibility vests will be provided when needed.
Inbound Delivery Drivers & Service Technicians
Inbound delivery drivers and authorized service technicians may be permitted inside the warehouse without continuous accompaniment by an Elevate team member when an Elevate team member is aware of the individual's presence and the purpose for entering the facility.
Unaccompanied access is limited to legitimate business purposes, including inbound delivery drivers accessing designated restroom facilities or areas necessary to complete a delivery, and service technicians actively inspecting, servicing, repairing, or maintaining Elevate equipment, systems, or facilities.
Individuals granted this exception are expected to remain within areas reasonably necessary to complete their authorized purpose and may not freely access unrelated areas of the warehouse.
HIGH-VISIBILITY REQUIREMENT: All inbound delivery drivers and service technicians must wear approved high-visibility apparel while inside the warehouse. Elevate will provide an approved high-visibility vest when needed.
NON-OPERATIONAL EVENT EXCEPTION
Temporary suspension of the high-visibility requirement
Manager-Authorized Non-Operational Status
The high-visibility apparel requirement may be temporarily suspended when normal warehouse operations have been formally shut down by an Elevate manager and the warehouse is being used for an approved company event, gathering, meeting, recreational activity, or other non-operational purpose.
When the warehouse is placed into non-operational status:
- All forklifts, electric pallet jacks, powered industrial trucks, and other powered or heavy material-handling equipment are strictly prohibited from operation.
- The warehouse must be physically secured from normal shipping and receiving activity. The facility gate will remain closed, dock doors will remain closed, and overhead doors will remain closed unless specifically authorized by an Elevate manager.
- Inbound trucks, deliveries, pickups, or other normal shipping and receiving activity may not be assisted without direct supervision and authorization from an Elevate manager. When necessary, gates, dock doors, or overhead doors may be temporarily opened on a limited basis to accommodate the activity and must remain under direct supervision while open.
- Limited order fulfillment or material handling may continue when it can be performed safely without powered or heavy equipment. Manual pallet jacks, hand trucks, dollies, carts, and similar manually operated equipment are permitted when necessary.
- High-visibility apparel is not required for team members, guests, family members, children, or other attendees while the warehouse remains in the manager-designated non-operational status.
- A manager must specifically communicate when the warehouse has entered non-operational status and the high-visibility requirement has been temporarily suspended.
MANAGER AUTHORITY: Only an Elevate manager may authorize the resumption of normal warehouse operations or the use of powered or heavy material-handling equipment.
Returning To Normal Operations
Once normal operations are resumed, the high-visibility apparel requirement immediately returns to effect for all persons within the warehouse. No forklift, electric pallet jack, powered industrial truck, or other powered or heavy material-handling equipment may be placed back into operation until all persons remaining in the warehouse are wearing approved high-visibility apparel or have exited the operational warehouse area.
CHILDREN & FAMILY MEMBERS IN THE WAREHOUSE
Elevate values being a family-oriented organization and encourages families to participate in company events and activities. However, an active warehouse presents hazards that make it an inappropriate environment for children.
Requirements During Normal Operations
Children may not remain in the warehouse during normal operations except for brief, non-work-related visits and must remain under the direct supervision of their parent or legal guardian at all times.
Children may not accompany a parent, guardian, or team member into the warehouse while that individual is performing work duties.
A parent or legal guardian is responsible for maintaining direct supervision of the child for the entire duration of the visit. Children may not be left unattended in the warehouse at any time.
WORK RESTRICTION: A child may not be brought into or remain in the warehouse as part of a team member's workday, work assignment, order fulfillment, loading, receiving, delivery preparation, or other warehouse work activity.
Exception - Manager-Authorized Non-Operational Status
Children are permitted in the warehouse for approved company events or activities when the warehouse has been placed into Manager-Authorized Non-Operational Status in accordance with this policy.
During this time, all requirements of the Non-Operational Event Exception apply, including the prohibition of forklifts, electric pallet jacks, powered industrial trucks, and other powered or heavy material-handling equipment.
A parent or legal guardian remains responsible for the direct supervision of their child at all times, including during approved non-operational events.
Returning To Normal Operations
Once normal warehouse operations resume, the requirements above immediately return to effect.
THE COACHING CONTINUUM | Instead of annual performance reviews, we believe in coaching and continuous feedback as a lifestyle. Part of our relational style is helping team members identify gaps to help them grow and be successful. The coaching continuum provides a visual explanation of our ongoing culture of feedback and disciplinary approach.
The type of coaching or correction depends on the severity of the circumstance. There are times when the best thing for the person is to jump straight to a written warning, 911 call, or even termination. Your direct leader and/or Senior Leadership will determine the level of correction needed.
1 Degree Corrections Defined as little adjustments we want to close the gap on. We are committed to addressing issues before they have a chance to grow into something significant. We see these corrections as “in the green” meaning they are part of coaching an individual.
Verbal Warning Defined as corrections that are more than a 1 degree and considered “in the yellow.” This correction is documented with Employee Support but is not a written, signed form.
Written Warning Defined as corrections that need dramatic improvement on a consistent basis and considered “in the red. This document is signed, and follow-ups are performed to ensure timely and consistent improvement.
911 Call This is a special type of written warning that requires immediate turn around in correction and considered a “last opportunity —in the red.” These issues must not be repeated.
CONFLICT RESOLUTION | We encourage a healthy, honest, and transparent atmosphere. We expect team members to treat each other with mutual respect. We also support and encourage an environment of continuous feedback, both with your leader and your peers. Our heart is to prevent disunity or gossip by addressing concerns with the appropriate person.
Continued success of conflict resolution is dependent on healthy and consistent feedback. The following steps should be taken to resolve conflict or disagreements among peers and/or with your leader:
Number One You are encouraged to express your concerns directly with the person in conflict first. This supports the opportunity for the healthiest conflict resolution. If you believe it inappropriate to discuss with the person directly, please seek counsel from your leader and/or Employee Support.
Number Two If your conflict is not resolved after discussion directly, please approach the next appropriate leader. For example, if it’s a peer — connect with your leader. If it’s your leader — connect with your leader’s leader.
It is our belief that every team member plays a role in the growth and excellence of their peers and leaders. People are able to reach their highest potential when they are aware a problem exists.
ALCOHOL AND DRUG-FREE WORKPLACE | We are committed to be an alcohol and drug-free, healthy, and safe environment for all team members and the heart of this policy is not only to provide a safe work environment, but to also help our people lead healthy lives. There are many people in our organization that have a history of drug use and the fact that we have random alcohol and drug screenings provides enough accountability to keep them from turning back to that unhealthy lifestyle. Our goal isn’t to “catch people,” but to help our people not be entangled by substance abuse, which has destroyed countless families, marriages, and lives. As a result, alcohol and drug testing will be required as a condition of employment and all team members will be tested at least once annually.
Team members are required to be in a mental and physical condition that will allow you to perform your job satisfactorily. Team members may not use, possess, distribute, sell, or be under the influence of an illegal substance as defined by the state of Texas, at any time. Also, this policy prohibits the presence of a “prohibited substance” in the team member's system while at work, while on company premises or its customers, or while on company business or in attendance to a company event.
"Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the team member. Our company drug screening process requires all collected specimens to be sent to a certified laboratory and tested for evidence of marijuana (THC), cocaine, opiates, amphetamines, phencyclidine (PCP), benzodiazepines, methadone, methaqualone, barbiturates and propoxyphene use. The laboratory will screen all specimens and a certified Medical Review Officer (MRO) will confirm all positive screens. Betenbough Companies will stand by the initial drug and alcohol testing results.
It is the responsibility of the team member to understand the possible ingredients of any product that they may consume or use including any CBD-related products.
Violation of this policy or refusal to be tested may lead to disciplinary action, up to and including termination of employment.
TOBACCO, E-CIGARETTE, AND VAPE FREE WORKPLACE | The use of any tobacco, e-cigarettes, or vapes are not permitted to be used by team members during work hours or on Company property, including company vehicles, at any time. Team members are also prohibited from having the scent of tobacco, e-cigarette, or vape products on their person while working or on Company property.
Also, the use of any tobacco, e-cigarettes, or vapes are not allowed while away on Company travel or when attending business-related functions. Some examples include but are not limited to: Company retreats, conferences, Company-sponsored community events, vision trips, etc.
WORKPLACE MONITORING | We may conduct workplace monitoring to help ensure quality control, team member safety, security, and customer satisfaction. The equipment, services, and technology that you use to access the internet are the property of the Company. We reserve the right to monitor how you use the internet and review any data that you write, send, or receive through our online connections or store in our computer systems.
Team members who regularly communicate with customers may have their telephone conversations monitored or recorded for training and performance purposes.
AI RECORDING | To foster a culture of trust and mutual respect, the use of any device that records conversations is not permitted without clear permission from all participants.
Wearable devices that are constantly recording are not allowed. The use of recording devices in one-on-one’s is strictly forbidden. This includes any AI-powered devices capable of recording, transcribing, or analyzing conversations. This protects employee privacy, company confidentiality, and our culture of open communication.
Unapproved recordings will be considered a serious breach of trust and violation of this policy may lead to disciplinary consequences up to and including termination of employment.