Employee Handbook
Updated June 2026
Table Of Contents
1. WELCOME & INTRODUCTION
Welcome Message
Welcome to Rawls Construction, Inc.
We are committed to providing a professional, safe, respectful, and productive work environment for all employees. This handbook outlines the Company’s employment policies, expectations, benefits, and workplace standards.
Employees are expected to read, understand, and comply with the policies described in this handbook. Questions regarding any policy should be directed to Human Resources or Company management. Human Resources is currently managed by Ashley Cascio and Michelle Hiller.
We value integrity, accountability, teamwork, safety, and customer service. Every employee contributes to the continued success of Rawls Construction, Inc.
Handbook Disclaimer
This handbook is intended solely as a guide and summary of Company policies, procedures, and benefits. It does not create a contract of employment, express or implied.
Employment with Rawls Construction, Inc. is at-will. This means either the employee or the Company may terminate employment at any time, with or without cause or notice, subject to applicable law.
The Company reserves the right to revise, modify, suspend, interpret, or discontinue any policy, benefit, or procedure described in this handbook at any time.
Only the Chief Executive Officer (CEO) of the Company has authority to enter into any employment agreement altering at-will status, and any such agreement must be in writing and signed by both the employee and the CEO. The CEO of Rawls Construction, Inc. is Jason Rawls.
2. EQUAL EMPLOYMENT OPPORTUNITY
Rawls Construction, Inc. is an Equal Opportunity Employer.
The Company prohibits discrimination, harassment, retaliation, and unlawful conduct based on:
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Race
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Color
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Religion
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Sex
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Gender identity or expression
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Sexual orientation
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Pregnancy or related medical conditions
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National origin
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Age
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Disability
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Genetic information
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Marital status
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Military or veteran status
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Any other protected classification under federal, state, or local law
Equal employment opportunity applies to all employment practices, including:
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Recruitment
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Hiring
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Compensation
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Promotion
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Training
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Discipline
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Transfer
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Termination
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Benefits
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All other terms and conditions of employment
The Company provides reasonable accommodations for qualified individuals with disabilities and sincerely held religious beliefs as required by law.
Employees who believe they have experienced discrimination, harassment, or retaliation should immediately report the concern to management or Human Resources. Human Resources matters are managed by Ashley Cascio and Michelle Hiller.
Retaliation against any employee who reports a concern or participates in an investigation is strictly prohibited.
3. EMPLOYMENT RELATIONSHIP
At-Will Employment
Employment with Rawls Construction, Inc. is at-will unless otherwise required by written agreement. Nothing in this handbook changes the at-will nature of employment.
Employment Classifications
Employees may be classified as:
Full-Time Employees
Employees regularly scheduled to work 30 or more hours per week.
Part-Time Employees
Employees regularly scheduled to work fewer than 30 hours per week.
Temporary Employees
Employees hired for a limited duration or specific project.
Exempt Employees
Employees exempt from overtime requirements under applicable law.
Non-Exempt Employees
Employees eligible for overtime compensation.
Employment classifications may be modified at the Company’s discretion.
Immigration Compliance
The Company complies with all federal immigration laws and employment eligibility verification requirements. All employees must complete required employment eligibility documentation.
Personnel Records
Employees are responsible for promptly notifying the Company of changes to:
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Address
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Telephone number
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Emergency contacts
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Tax withholding information
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Legal name
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Certifications or licenses
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Benefit information
Personnel files remain Company property.
4. WORKPLACE CONDUCT & STANDARDS
Standards of Conduct
Employees are expected to conduct themselves professionally, ethically, and respectfully. Certain types of employee behavior are serious enough to justify termination of employment, without observing other disciplinary action first.
Examples of prohibited conduct include:
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Theft
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Fraud or falsification of records
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Workplace violence
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Harassment or discrimination
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Insubordination
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Unauthorized disclosure of confidential information
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Drug or alcohol impairment during work
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Excessive absenteeism or tardiness
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Violation of safety rules
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Misuse of Company property
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Possession of weapons on Company property where prohibited by law
Violations may result in disciplinary action up to and including termination. Disciplinary action may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence.
Rawls Construction, Inc reserves the right to administer disciplinary action at its discretion and based upon the circumstances. Certain types of employee behavior are serious enough to justify termination of employment, without observing other disciplinary action first.
Anti-Harassment Policy
Harassment of any kind is prohibited.
Harassment includes verbal, visual, physical, or electronic conduct that creates an intimidating, hostile, or offensive work environment.
Examples include:
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Offensive jokes or slurs
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Unwanted touching
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Sexual advances
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Threats or intimidation
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Offensive emails, texts, or social media activity
Employees should immediately report harassment concerns. All complaints will be investigated promptly and confidentially to the extent possible.
Workplace Violence Prevention
The Company maintains a zero-tolerance policy regarding workplace violence. Threats, intimidation, fighting, aggressive behavior, or acts of violence are prohibited.
Employees must immediately report:
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Threatening conduct
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Unsafe situations
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Suspicious behavior
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Weapons violations
The Company may take immediate corrective action.
Drug & Alcohol Policy
Employees may not:
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Use illegal drugs at work
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Be impaired during work hours
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Possess alcohol or illegal substances on Company property
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Misuse prescription medications
The Company reserves the right to conduct lawful drug and alcohol testing consistent with state and federal law.
Open Door Policy
Employees are encouraged to communicate concerns, questions, or workplace issues promptly.
Concerns may be reported to:
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Immediate supervisor
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Management
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Human Resources (Ashley Cascio or Michelle Hiller)
Retaliation for good-faith complaints is prohibited.
5. ATTENDANCE, SCHEDULING & TIMEKEEPING
Work Schedules
Normal business hours may vary depending on project and operational needs. Employees will be informed of their work schedules by management. The Company reserves the right to modify schedules as business needs require.
Attendance & Punctuality
Reliable attendance and punctuality are essential. Employees who are unable to report to work must notify their supervisor as soon as possible before the start of their shift. Excessive absenteeism, tardiness, or failure to report absences may result in disciplinary action.
Meal & Rest Breaks (California)
The Company complies with California meal and rest break requirements.
Meal Breaks
Non-exempt employees are generally entitled to:
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A 30-minute unpaid meal period for shifts over 5 hours
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A second 30-minute meal period for shifts over 10 hours
Rest Breaks
Non-exempt employees are generally entitled to paid 10-minute rest periods based on hours worked. Employees must accurately record meal periods. Employees should immediately report any missed, interrupted, or shortened meal or rest periods.
Timekeeping
Rawls Construction, Inc. uses Buildertrend for employee timekeeping and job tracking.
All employees are required to:
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Download and maintain the Buildertrend mobile application
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Clock in and out daily through Buildertrend
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Accurately record all hours worked
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Enter detailed job notes for work completed each day
Employees are responsible for ensuring all time entries and notes are accurate and submitted timely. Work notes are an essential part of Company documentation and project management. Employees must follow the Company Trainual procedures and standards regarding how notes are written and submitted.
Time begins when an employee starts performing work duties at the assigned jobsite or designated work location. Drive time to and from work is generally not compensable unless otherwise authorized or required by law.
Employees must clock out immediately when work duties conclude.
Off-the-clock work is strictly prohibited.
Time records must include:
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Start time
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End time
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Meal periods
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Overtime
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Required job notes and updates
Falsification of time records or failure to properly maintain Buildertrend records may result in disciplinary action.
Overtime (California)
Non-exempt employees will receive overtime pay in accordance with California law. Overtime must be approved in advance whenever possible. Unauthorized overtime may result in disciplinary action, but all hours worked will be paid.
6. COMPENSATION & PAYROLL
Paydays
Employees are paid on a bi-weekly schedule unless otherwise communicated.
Pay statements will comply with California wage statement requirements.
Payroll Deductions
Required deductions include:
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Federal taxes
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State taxes
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Social Security
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Medicare
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Authorized voluntary deductions may also apply. Employees should immediately report payroll discrepancies.
Expense Reimbursement
The Company reimburses reasonable and necessary business expenses in accordance with California Labor Code section 2802.
Employees must:
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Obtain required approvals
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Submit receipts
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Submit reimbursement requests timely
7. EMPLOYEE BENEFITS & LEAVE POLICIES
Paid Sick Leave (California)
Eligible employees accrue paid sick leave in accordance with California law.
Employees may use paid sick leave for:
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Personal illness or preventive care
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Family member care
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Domestic violence, sexual assault, or stalking-related purposes
The Company will comply with all current California paid sick leave accrual, carryover, and usage requirements.
Family & Medical Leave
Eligible employees may qualify for protected leave under:
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Family and Medical Leave Act (FMLA)
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California Family Rights Act (CFRA)
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Pregnancy Disability Leave (PDL)
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Paid Family Leave (PFL)
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Questions regarding leave eligibility should be directed to Human Resources, managed by Ashley Cascio and/or Michelle Hiller.
Pregnancy Accommodation & Lactation Accommodation
The Company provides reasonable accommodations related to pregnancy, childbirth, and related medical conditions.
Reasonable lactation accommodations will also be provided in compliance with California law.
Jury Duty & Voting Leave
Employees will be granted time off as required by law for:
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Jury duty
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Court appearances
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Voting
Employees should provide advance notice whenever possible.
Military Leave
Military leave rights are provided in accordance with USERRA and applicable California law.
Bereavement Leave
Eligible employees may receive bereavement leave consistent with California law and Company policy.
Workers’ Compensation
Employees who suffer work-related injuries or illnesses must immediately report the incident. Workers’ compensation benefits are provided in accordance with California law.
8. SAFETY & SECURITY
Workplace Safety
The Company is committed to maintaining a safe and healthy workplace.
Employees must:
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Follow safety procedures
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Wear required PPE
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Report unsafe conditions
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Immediately report accidents and injuries
Failure to comply with safety rules may result in disciplinary action.
Emergency Procedures
Employees must comply with Company emergency evacuation and safety procedures. Management will communicate emergency instructions as needed.
Security & Company Property
Employees are responsible for protecting Company property and equipment.
Company property includes:
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Vehicles
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Tools
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Computers
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Phones
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Documents
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Electronic systems
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Unauthorized use, theft, or damage may result in disciplinary action.
9. TECHNOLOGY, CONFIDENTIALITY & COMMUNICATIONS
Loaner Computers & Company Devices
The Company may provide employees with temporary or permanent access to Company-owned devices, including laptops, tablets, mobile phones, and other electronic equipment necessary to perform job duties.
Employees issued Company devices are responsible for:
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Proper care and protection of the equipment
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Using devices primarily for business purposes
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Maintaining confidentiality and security of Company information
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Promptly reporting loss, theft, damage, or malfunction
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Returning all equipment immediately upon request or separation from employment
Employees may not:
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Install unauthorized software or applications
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Share Company devices with unauthorized individuals
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Disable security settings or monitoring systems
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Use Company devices for unlawful, inappropriate, or offensive activity
Loaner devices issued temporarily remain Company property at all times. Employees may be required to sign an equipment acknowledgment form before receiving Company property.
The Company reserves the right to inspect, monitor, access, and recover all Company-owned devices and data consistent with applicable law. Employees should have no expectation of privacy when using Company-owned equipment.
Employees may be financially responsible for loss or damage caused by negligence to the extent permitted by California law.
Technology Use Policy
Company technology systems are provided for business purposes.
Employees may not use Company systems for:
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Illegal activity
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Harassment
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Unauthorized downloads
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Gambling
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Disclosure of confidential information
Limited personal use may be permitted if it does not interfere with work.
Monitoring & Privacy
Employees should have no expectation of privacy when using Company systems, equipment, networks, or devices. The Company reserves the right to monitor and review communications and electronic activity consistent with applicable law.
Confidentiality
Employees must protect confidential and proprietary information.
Confidential information may include:
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Financial information
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Customer information
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Trade secrets
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Pricing
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Business strategies
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Vendor information
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Internal documents
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Confidential information may not be disclosed without authorization. This policy does not prohibit employees from discussing wages, hours, or working conditions protected by law.
10. SEPARATION OF EMPLOYMENT
Employment separation may occur due to:
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Resignation
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Retirement
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Layoff
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Termination
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Employees are encouraged to provide at least two weeks’ notice when resigning. Upon separation, employees must return all Company property. Final paychecks will be issued in accordance with California law.
11. CALIFORNIA EMPLOYEE ADDENDUM
This handbook is intended to comply with applicable California employment laws, including but not limited to:
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California Labor Code
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California Fair Employment and Housing Act (FEHA)
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California Family Rights Act (CFRA)
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Paid Sick Leave requirements
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Wage and hour laws
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Meal and rest break requirements
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Lactation accommodation requirements
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Workers’ compensation laws
If any policy conflicts with applicable law, the law will govern.