CRAS policies for employees.

Safety Philosophy

Accident prevention is the responsibility of all employees. Preventing accidents shall be a primary consideration in all phases of our operations and administration. It is our intention as a company to provide a safe and healthy work environment. Construction Recruiters America Staffing will establish and insist upon safe work practices by all employees at all times.

All supervisors must make employee safety an integral part of his or her management duties. Each employee must accept and follow all established safety, loss control, and risk management regulations and procedures.

In the event an employee is unsure of how to perform a task safely, he or she should seek clarity from a qualified person for guidance. Should an employee need assistance in order to perform a task safely CRAS will provide assistance.

Every injury must be reported IMMEDIATELY. Even a slight cut or strain must be reported to the proper authority directly following the incident. Do not delay in reporting the incident or injury, your supervisor must be made aware and the event must be documented appropriately. It is imperative you do not leave the job site or clock out prior to reporting any injury/accident incurred while on site.

Serious injuries that require emergency medical care must be reported to management immediately after emergency care has been provided.

To ensure safety we supply all CRAS employees:

Construction Recruiters America Staffing has an impressive safety rating that we work hard to maintain. CRAS ensures our safety standards are met by ensuring our clients recognize that safe policies and practices combined with a safe and healthy work environment is everyone’s responsibility. CRAS clients hold regular safety meetings and reviews, immediately correct unsafe situations, and are open to working with appropriate safety agencies.

It is because of these policies and practices, Construction Recruiters America Staffing clients and employees know that safety first is always a concern but never a worry.

Bloodborne Pathogens Policy

Bloodborne pathogens are infectious microorganisms in human blood that can cause disease in humans. These pathogens include, but are not limited to, hepatitis B (HBV), hepatitis C (HCV) and human immunodeficiency virus (HIV). Needlesticks and other sharps-related injuries may expose workers to bloodborne pathogens.

The purpose of this exposure control plan is to eliminate or minimize employee occupational exposure to blood or other infectious body fluids. Other potentially infectious body fluids include semen, vaginal secretions, cerebrospinal fluid, synovial fluid, pleural fluid, peritoneal fluid, amniotic fluid, saliva in dental procedures, and any bodily fluid visibly contaminated with blood.
First responders and/or the safety team shall be responsible for ensuring their employees comply with the provisions of this plan. The jobsite first responder is responsible for providing all necessary supplies such as soap and bleach, etc. The first responder shall be responsible for training department personnel in proper disposal of biohazardous waste contained in biohazardous waste bags.
Universal/Standard Precautions will be observed by the jobsite first responder and/or safety team to ensure employees are prevented contact with blood or other potentially infectious materials. All blood or other potentially infectious materials will be considered infectious regardless of the perceived status of the source individual. Engineering and work practice controls will be utilized to eliminate or minimize exposure to all employees.

Employees must wash their hands or other skin with soap and water, or flush mucous membranes with water, as soon as possible following an exposure incident (such as a splash of blood to the eyes or an accidental needle stick). Employees must wash their hands immediately (or as soon as feasible) after removal of gloves or other personal protective equipment. Employees will at orientation receive location and shall familiarize themselves with the nearest hand washing facilities for the buildings in which they work. In public restrooms and custodial/janitorial closets. (If hand washing facilities are not available, the first responder and/or safety team will provide either an antiseptic cleanser in conjunction with clean cloth/paper towels or antiseptic towelettes. If these alternatives are used, then the hands are to be washed with soap and water as soon as feasible.)

No eating, drinking, smoking, applying cosmetics or lip balm, or handling contact lenses is allowed in a work area where there is a reasonable likelihood of occupational exposure.

No food or drinks shall be kept in refrigerators, freezers, shelves, cabinets, or on countertops or benchtops where blood or other potentially infectious materials are present.

Fraud Policy

Any employee who suspects workers’ compensation fraud is expected to notify his or her supervisor immediately. Supervisors who receive information with reference to suspected workers’ compensation fraud are obliged to report such information to the CRAS Privacy Officer.

Examples of workers’ compensation fraud include, but are not limited to:

 The Privacy Officer may investigate potential worker’s compensation allegations. For this purpose, The Privacy Officer will have access to all company activities, records, property and personnel crucial to the alleged fraud investigation on a “need to know” basis, as determined by the President and Board Members and subject to applicable law.

CRAS will cooperate fully with our Insurance Company, as well as federal, state and local law officials, to identify and prosecute any employee who commits or conspires to commit workers’ compensation fraud.

CRAS’ general counsel or legal representative will provide legal guidance, advice, and counseling to the Privacy Officer in the use and enforcement of this policy.

Substance Abuse Policy

Construction Recruiters America Staffing instills a safe and constructive work environment for all employees. It is the policy of CRAS that employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect CRAS’ business. Further, employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages in association with the workplace or during work time. The specific purpose of this policy is to outline the methods for maintaining a work environment free from the effects of alcohol/drug abuse or other substances that adversely affect the mind or body. If we are to continue to fulfill our responsibility to provide reliable and safe service to our customers and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and efficiently.

Illegal drugs are those drugs defined as illegal under federal, state, or local laws; they include, but are not limited to: Marijuana, Heroin, Methamphetamines, Hashish, Cocaine, Hallucinogens, Alcohol, Prescription drugs used in an unlawful manner.

It is within CRAS policy that drug testing is used as a means of pre-employment screening. CRAS also reserves the right to conduct tests for reasonable suspicion and post-accident occurrences; therefore, random testing may be conducted at any time. An employee may be suspended pending the outcome of any drug test required. The use of drugs or alcohol during working hours is strictly prohibited.

The use, sale, or personal possession (e.g., on the person or in a desk/vehicle) of illegal drugs while on the job, including rest periods and meal periods, or on company property is a dischargeable offense that will be subject to disciplinary action, up to and including termination of employment, and may result in criminal prosecution. Any illegal drugs found will be turned over to the appropriate law enforcement agency. If tested positive for illegal drug use, CRAS employees will be subject to disciplinary action, up to and including termination of employment. For all employees, alcohol consumption is prohibited during the workday, including rest periods and meal periods. The use or personal possession (on the person or in a desk/vehicle) of alcohol during work time or on company property is a dischargeable offense that will be subject to disciplinary action, up to and including termination of employment.

Diversity and Inclusion Policy

Construction Recruiters America Staffing, Inc. (CRAS) is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion.

Our human capital is the most valuable asset we have. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and company’s achievement as well.

We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

CRAS’ diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:

All employees of CRAS have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events.

Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from your job site supervisor and CRAS’ privacy officer or an HR representative.