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.
Elevate team members work in a warehouse environment, and attire should be comfortable and safe. Appropriate attire should include:
- Hi-vis vest or shirt.
- No tank tops.
- Close-toed shoes.
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.