Contact

Phone
856-488-2299
Hours of Operation
Mon - Fri 7am - 7pm
Area of Service
Southern New Jersey &
Greater Philadelphia
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Employee Handbook for

JAMCO Heating & Air Conditioning, Inc.

 

DISCLAIMER

 

This handbook is for informational purposes only and is not intended to create, and it does not create, a contract of employment – express, implied, unilateral, or otherwise – between you and JAMCO Heating & Air Conditioning, Inc. (or “JAMCO”). Nor does this handbook constitute a guarantee of the benefits or policies stated in it.
 

The contents of this handbook is presented as guidelines of some of the current policies and procedures of JAMCO Heating & Air Conditioning, INC.  It is not intended to be all-inclusive.
 

The policies and procedures set forth in this handbook supersede and replace all prior policies and procedures, written and oral.  With or without notice, and at its sole discretion, JAMCO Heating & Air Conditioning, Inc. may change, delete or add to the provisions of this handbook.


Nothing in this handbook binds JAMCO to any specific procedures, policies, working conditions, privileges of employment or definite period of employment. As an employee, you are completely free to leave JAMCO at any time you choose, and JAMCO has the same right to end the employment relationship.

The employment relationship is at-will and can be terminated by either you or JAMCO, at any time, for any reason, or no reason at all.  Neither this handbook, nor any oral or written policy or procedure can or will change the at-will nature of your employment.

No manager, supervisor, or representative of JAMCO other than a JAMCO Officer has authority to enter into any agreement contrary to this Disclaimer.

 

This Employee Handbook is for the sole use of JAMCO employees and is considered proprietary information which may not be disseminated outside JAMCO. It remains JAMCO property at ALL times and is confidential.
 

This Handbook supersedes and voids all previous JAMCO Handbooks, manuals, policies and practices, which may be inconsistent in any way with that stated herein.

 

 

Introduction to Company & Values

Welcome to JAMCO Heating & Air Conditioning, Inc.!

 

One of JAMCO’s primary goals is to provide a team-oriented working environment that will attract and retain great employees.  In turn, we ask that you apply your full talents, care and concerns for your job.


The Team concept is emphasized at JAMCO to provide a vehicle for continuous quality improvement. The efficient operation and the maintenance of the highest quality product are dependent upon participation as a Team member, supporting and cooperating with supervisory personnel and fellow workers.

We recognize that people are the most valuable assets of JAMCO and the delivery of a quality product depends on the attitudes, abilities, and the effectiveness of every employee. With your assistance, we can all take pride in delivering the highest quality product to our Customers.


Thank you for joining our JAMCO Team and please remember that we value your opinions. We encourage you to communicate your ideas freely and seek advice and clarifications on matters that concern you to management. 

 

Shawn B Green
 

 

 

 

President & Owner

JAMCO Heating & Air Conditioning, Inc. 

 

 

 What Is Important To Being A Part Of The Team At JAMCO Heating & Air Conditioning?

We believe in providing a team-oriented working environment that is conducive to productivity while maintaining positive engagement.  Here are some of the expectations of our team members. 
 

  • Continuous Improvement – Both for our own professional development and for the services we provide our clients, becoming an ever-better version of ourselves is important to the very core of JAMCO. You’re willing to learn, improve and innovate constantly.

  • Rolling Up our Sleeves – No matter your level in the organization, you’re willing to dive in head first to get work done and support the team. No one is above lending a hand and ensuring what needs to get done to achieve success is done.

  • Transparency – We believe in being honest with our clients and with ourselves. You’re willing to be open, trustworthy and truthful in all company dealings.

  • Creativity – Our clients rely on our ability to be creative, to think “outside of the box”, and to deliver winning solutions. While you are at JAMCO Heating & Air Conditioning, you will strive to provide creative ideas and solutions to satisfy clients and help our business grow.

  • Excellence - Our work is our art and you will demonstrate attention to detail, pride, and the highest quality behind every client account and each company project we work on.

  • Experiences – Learning by experience is the way we grow. We shouldn’t be afraid of failure if we’re trying, learning, and moving forward. You will push yourself to try new things both personally and professionally, and share lessons learned with your peers.

 

Policies of JAMCO may change at any time, and staff employees are expected to comply with the most current versions. To the extent this Handbook conflicts with any applicable company policy, the policy will govern. If you have questions concerning this Handbook or a policy, consult your supervisor for clarification.

 

Non-Disclosure Agreement (NDA) and Conflict of Interest Statements

To protect company assets, we require all employees to adhere to our non-disclosure agreement and avoid any conflicts of interest.

Non-Disclosure Agreement (NDA)

Employees & contractors must not misuse confidential information, including internal and client information and communications. Confidential information generally consists of non-public information about a person or an entity that, if disclosed, could reasonably be expected to place either the person or the entity at risk of criminal or civil liability, or damage the person or entity’s financial standing, employability, privacy or reputation.

The Company is bound by law or contract to protect some types of confidential information, and in other instances the Company requires protection of confidential information beyond legal or contractual requirements as an additional safeguard. Confidential information includes but is not limited to:

 

  • Payroll records, salary, and non-public benefits information

  • Social Security numbers, driver’s license numbers, state identification card numbers

  • Credit and debit card information, and financial account information

  • Personnel records, including but not limited to information regarding an employee’s work history, credentials, salary and salary grade, benefits, length of service, performance, and discipline

  • Individual conflict of interest information

  • Computer system passwords and security codes

  • Information regarding client accounts including client information

  • JAMCO Heating & Air Conditioning’s internal business plans, tools, products, and strategy methods

Conflicts of Interest

The Company understands that its staff employees may have or be involved in outside financial, business, professional, academic, public service, or other activities. However, outside activities or commitments, familial or other relationships, private financial or other interests, and benefits or gifts received from third parties may create an actual or perceived conflict of interest between the staff employee and the Company. A conflict of interest is a situation, arrangement, or circumstance where the staff employee’s outside or private interests or relationships interfere or appear to interfere with those of the Company or cast doubt on the fairness or integrity of the Company’s business dealings.

Every employee is responsible for disclosing to his or her supervisor, any financial or personal interests, activities, or personal or familial relationships that create an actual or perceived conflict of interest.

 

The purpose of this policy is to establish guidelines for conflicts of interest or commitment that might arise in the course of an employees’ duties and external activities. This policy does not seek to unreasonably limit external activities, but emphasizes the need to disclose conflicts and potential conflicts of interest and commitment, to manage such conflicts and to ensure that the Company’s interests are not compromised.

 

As a basic condition of employment, all Company staff members have a duty to act in the Company’s best interest in connection with matters arising from or related to their employment and other Company activities. In essence, this duty means that employees must not engage in external activities that interfere with their obligations to the Company. They may not damage the Company’s reputation, compete with the Company’s interests, or compromise the independence of the Company’s research and business activities, or be seen as doing so. Staff employees likewise must not profit or otherwise gain advantage from any external activity at the Company’s expense or engage in external activities under circumstances that appear to be at the Company’s expense.

Staff employees must disclose and avoid actual and perceived conflicts of interest or commitment between their Company responsibilities and their external activities. Depending on the circumstances, employee participation in activities in which a conflict or perceived conflict of interest exists may be prohibited or may be permitted but affirmatively managed.

 

Anti-Discrimination Policy

JAMCO Heating & Air Conditioning provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards based on each individual’s qualifications as they relate to a particular employment action (e.g., hiring, training, promotions).

 

No person shall be discriminated against in employment or harassed because of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, protected veteran status, military status, unfavorable discharge from military service, citizenship status, genetic information, marital status, parental status, ancestry, source of income, credit history, housing status, order of protection status, actual or perceived association with such a person or other classes protected by law. This policy includes the commitment to maintaining a work environment based on inclusion and free from unlawful harassment.

 

Staff employees and applicants for employment should immediately bring any complaint or retaliation under this Policy to the business owner.

 

JAMCO Heating & Air Conditioning complies with all federal and state laws concerning the employment of persons with disabilities and acts in accordance with such regulations and guidance including the Americans with Disabilities Act (ADA). Employees with any questions or requests related to the these laws and guidelines, including the ADA, should contact the Company’s ownership.

 

Employment At Will

JAMCO Heating & Air Conditioning abides by the at-will employment doctrine, which means that employees have the right to terminate employment without notice and without cause, for any reason. They are employed at-will. As an employer at-will, JAMCO Heating & Air Conditioning also has the right to terminate any employee for any reason, and without advanced notice, except where federal or state law prohibit such actions.

 

Compensation

The amount of compensation you will receive is provided in your offer letter.  While employed, JAMCO will assess your rate of pay accordingly.  Pay-rises at JAMCO are based on performance.  Some key performance indicators that will result in a pay-rise include, but not limited to, an employee’s ability to perform a job, working independently, satisfactory attendance, positive attitude, team-oriented mindset, and overall improvement. 

In addition, JAMCO Heating & Air Conditioning is required to deduct specific amounts from your paycheck. These deductions may be taken pre-tax or post-tax depending on IRS tax rules.

Required deductions for federal and state taxes

As an employee of JAMCO Heating & Air Conditioning, there are certain mandatory deductions under federal law that must come out of employees’ paychecks.

 

They are:

  • Social security (pre-tax)

  • Medicare (pre-tax)

  • Federal withholding taxes (pre-tax)

  • State withholding taxes (pre-tax)

  • Court-ordered garnishments/child support (post-tax)

 

Voluntary deductions

Voluntary deductions from an JAMCO Heating & Air Conditioning’s employee paycheck can include participation in benefits programs such as medical, dental, or vision insurance. These are elective deductions and may be taken pre-tax as laws permit.

 

Other deductions

The Company may make deductions from an employee’s pay for:

 

  • Full day absences for personal reasons or sickness if vacation/sick leave has been exhausted

  • Any days not worked in the initial and final weeks of employment

  • For hours taken as unpaid leave

 

Overtime Pay

Some employees of JAMCO Heating & Air Conditioning are considered to be exempt from overtime.

 

Exempt status as classified by the Fair Labor Standards Act (FLSA) is for those employed in professional roles, such as those at JAMCO Heating & Air Conditioning with a salary (versus an hourly wage).

 

Non-exempt status is reserved for hourly workers, and they are eligible for overtime.

 

If you have questions about your status, please ask your supervisor.

 

Pay schedules

Employees at JAMCO Heating & Air Conditioning are paid on a weekly basis via check or direct deposit. Payday each week is on Friday.  However, based on management and payroll services, you may be compensated prior to each weekly payday (Friday).   

 

Break times

To ensure your general health and productivity, employees are offered (1) paid rest break during the day of no more than 15 minutes and (1) required unpaid break of at 30 minutes during 11AM and 1PM each day.  Banking Time is strictly prohibited. 

 

General Employment Information

Probationary periods

The probationary period is a time for you to learn about your job and become familiar with JAMCO Heating & Air Conditioning. During this time, your supervisor will explain Company policies and procedure, your job duties, and your performance expectations. Your performance will be closely evaluated by your supervisor to ensure that you understand and are able to meet the performance expectations. The probationary period is considered to by the employee’s first [90] days. Probationary periods may be extended or reenacted on a case by case basis.

Resignation procedures

If you decide to terminate your employment, it is recommended that you give at least a two-week notice to your supervisor in order to maintain a mutually respectful relationship. All resignations must be submitted in writing or email to the Company Owner.

Computers and technology

The Company’s information technology systems and the information served by those systems are valuable and vital assets to the Company. This includes all computer systems (hardware and software), communication systems (networks, telecommunications, video, and audio broadcast systems), and information (processes, documents, data, text images, etc.) in any form on any media.

 

The Company’s information technology systems and all data that reside on them are Company property and may only be used in compliance with applicable law and Company and department policy. As a user of information resources, you are responsible for knowing about appropriate and ethical use of information in all environments you access, protecting the information you are using from corruption or unauthorized disclosure, working in such a manner as to consider the access rights of others, and following applicable guidelines concerning the use and nondisclosure of passwords and other means of access control.

 

The Company has the right to monitor all of its information technology system and to access, monitor, and intercept any communications, information, and data created, received, stored, viewed, accessed or transmitted via those systems. Staff employees should have no expectation of privacy in any communications and/or data created, stored, received, or transmitted on, to, or from the Company’s information technology systems.

Absenteeism Due to Sickness

After 2 consecutive days of sick leave, JAMCO Heating & Air Conditioning reserves the right to request proof of illness with a signed doctor’s note.

 

Calling out sick requires you to notify your immediate supervisor immediately.  Preferably, it is requested you notify prior to 06:00AM on the work day you are calling out.

Paid Holidays

JAMCO Heating & Air Conditioning provides the following paid holidays:

 

  • New Year’s Day

  • Memorial Day

  • Independence Day

  • Labor Day

  • Thanksgiving Day

  • Christmas Day
     

If a holiday falls on a weekend, the Friday before or Monday after will be provided as the day off instead.

 

Paid Time Off:

Paid Time Off (PTO) is an all-purpose time-off policy for eligible employees to use for vacation, illness, injury and personal business for full-time employees.  PTO hours will not accrue while an employee is on leave without pay. 
 

PAID TIME OFF (Key Parts):

  • Regular Full-Time Office, Shop, Service, & Install Employees are provided (10) Regular Days of PTO each year based on Company policy unless otherwise agreed upon between Officers.    

  • Eligible employees will be compensated at their regular rate of pay.

  • PTO may be taken in hour increments. 

  • All PTO request must be approved by Management.

  • Management reserves the right to designate when PTO can be taken. 

  • PTO should be exhausted before Unpaid Time Off is approved. 

  • Discrepancies in PTO and/or balances should be immediately reported to Management. 

  • Management must ensure adequate staffing levels and attempt to resolve scheduling conflicts.

  • Five consecutive working days or more of PTO requires two-month notice to Management. 

  • If an employee resigns without proper notice, is separated prior to the completion of the Introductory Period or is involuntarily terminated, they are not eligible for PTO accrued at the time of termination and will be required to repay PTO taken in excess of the accrual amount.

  • If an employee resigns, PTO will not be granted without the approval of Administration. 

  • New employees will be pro-rated PTO based on their hire date.  Then, said new employee will be entitled to (10) Regular Days of PTO the following calendar year, based on his/her continuous employment.

 

Progressive Disciplinary Policy

Corrective action is a process designed to identify and correct problems that affect an employee’s work performance and/or the overall performance of the department. The progressive corrective action process should be handled consistently within each unit and for each problem. However, progressive discipline is not guaranteed, as JAMCO Heating & Air Conditioning, Inc. is an at-will employer, and may choose to terminate an employee at any time with or without cause.

 

The Progressive Corrective Action Process refers to the following actions:

 

  • Counseling or verbal warning;

  • Written reprimand and warning;

  • Suspension;

  • Suspension pending investigation and final determination;

  • Specific warning of discharge; and

  • Discharge.

 

Depending on the situation, any step may be repeated, omitted, or taken out of sequence; however, the Company reserves the right to effect immediate termination consistent with our rights as an at-will employer. Each case is considered on an individual basis.

 

Typically, a preliminary meeting is held with the employee to allow the employee an opportunity to understand the nature of the concern and to explain his/her position on the matter. If necessary, the corrective action documentation would then be put together which would summarize the issue, taking into account any additional information the employee may have provided during the preliminary meeting.

 

When issuing corrective action, there should be clear and direct communication between the employee and his/her immediate supervisor. This communication should include a meeting between the employee and the supervisor.

 

However, in cases of serious workplace misconduct an employee is likely to be discharged immediately. Serious workplace misconduct includes, but is not limited to:
 

  • Theft;

  • Fighting;

  • Behavior/language of a threatening, abusive or inappropriate nature;

  • Misuse, damage to or loss of Company property; including vehicles;

  • Falsification, alteration or improper handling of Company-related records;

  • Unsatisfactory customer service;

  • Disclosure or misuse of confidential information;

  • Unauthorized possession or concealment of weapons;

  • Insubordination (e.g., refusal to carry out a direct assignment);

  • Misuse of the Company’s electronic information systems;

  • Possession, use, sale, manufacture, purchase or working under the influence of non-prescribed or illegal drugs, alcohol, or other intoxicants;

  • Any action that violates federal, state or local law.

 

 

Drug Policy:

JAMCO intends to help provide a safe and drug-free work environment for our clients and our employees.  With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of JAMCO.

 

JAMCO explicitly prohibits the use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment.

 

JAMCO explicitly prohibits the presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs or prescription drugs not taken in accordance with a prescription given to the employee.

 

The Company will conduct drug and/or alcohol testing under any of the following circumstances:

 

Pre-Employment: JAMCO requires prospective employees, who accepted an offer letter for employment, to submit to a pre-employment drug and alcohol test.  Applicants who fail the test, refuse taking the test and/or fail to comply with the testing center, will be deemed ineligible for employment. 

 

Reasonable Suspicion: JAMCO may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

 

Post- Accident:  Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way.