PRECISION STRIP, INC.
a Toll Proccesor of Metals
ASSOCIATE HANDBOOK
Please Sign & Return
PRECISION STRIP, INC.
a Toll Proccesor of Metals
I hereby acknowledge and understand that I am an at-will associate and that neither this
Associate Handbook nor any other written or verbal communication by Precision Strip is
intended as and does not create a contract or guarantee of employment. I understand
that either Precision Strip or I may terminate the employment relationship at any time,
with or without cause and with or without notice. I acknowledge that I have had the
opportunity to review the Associate Handbook (effective November 1, 2013) for Precision
Strip. I have had the opportunity to have my questions answered that pertain to the
Handbook, and I agree to abide by the policies stated herein.
Print Associate Name Here
Associate Signature
Date
1
Table of Contents
Scope and Purpose.................................................................................1
Welcome Letter........................................................................................3
Our History...............................................................................................5
Our Business...........................................................................................6
Founding Principles.................................................................................7
Quality......................................................................................................8
Safety.......................................................................................................9
We Are One Team..................................................................................10
General Employment............................................................................. 11
Expectations..........................................................................................17
A Supportive Workplace.........................................................................29
Compensation........................................................................................31
Associate Benefits.................................................................................35
Locations...............................................................................................49
Scope & Purpose
Every organization needs certain “ground rules” or guiding principles to operate
effectively. This Associate Handbook provides an overall understanding of Precision
Strip’s ground rules, policies and procedures that all associates are expected to follow.
However, this Handbook does not attempt to cover all policies and procedures in detail.
More extensive information is available by request from supervisors and Human
Resources.
It is your responsibility to be familiar with and abide by the policies in this Handbook,
and it is the responsibility of management to ensure that these policies are administered
fairly and enforced when necessary. Any associate who does not feel the policies
contained herein are being enforced fairly should refer the matter directly to Human
Resources. You will not be penalized or discriminated against in any way for requesting
a review of the application of these policies or for making a good faith complaint
according to the procedures described in this Handbook. Disciplinary procedures in this
Handbook are advisory and not binding on Precision Strip and may be adjusted or
modified at the sole discretion of Precision Strip.
The policies contained in this Handbook are intended to comply with applicable law, and
changes in the law that affect or modify a policy shall take precedence. From time to
time, you may receive updated information concerning changes in policy and benefits.
For questions, please contact Human Resources.
Unless stated otherwise, all policies stated herein are effective November 1, 2013.
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Welcome Letter
PRECISION STRIP, INC.
a Toll Proccesor of Metals
Dear Associates:
To our new associates, welcome to Precision Strip. You have chosen to join a very
special company. Since 1977 the dedication, work ethic, and creativity of our associates
have grown Precision Strip into the largest and most successful toll processor in the
metals industry. We have an outstanding reputation for quality and service with our
customers. We are highly respected throughout our communities and in the industry for
our honesty, integrity and family-based values.
To our veteran associates, I want to thank you for your contributions to the growth and
success of our company. While our facilities are top notch, our real competitive
advantages are the knowledge, productivity and dedication of our associates. You have
played a critical role in shaping Precision Strip into the company it is today.
Despite our accomplishments, we cannot relax and rest on our past successes. The
world continues to change. Our customers’ expectations increase and our competitors
improve. We have to continue to challenge ourselves every day to improve in safety,
quality, productivity and customer service. There are no magic formulas; we must have
a continuous improvement attitude to do the right thing and continue to lead the industry
for the betterment of our company and our families.
I wish you the best in your career with Precision Strip and encourage you to take pride
in all you do each day.
I look forward to working with you.
Joe Wolf
President
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OurHistory
History
Our
Precision Strip, Inc. was founded in 1977 by Jack Eiting,
Marie Eiting, Tom Wente, Don Craft and Joan Eilerman.
The operations included a used slitting line located in a
15,500 sq. ft. building in Minster, Ohio. Our founders'
intent was to remain a small company that serviced its
customers well. However, the exceptional customer
service and commitment to providing a quality product
led to an ever increasing demand for our services.
The company quickly began a growth pattern that has
never stopped.
Don Craft, Tom Wente & Jack Eiting
Over the years, we have earned a reputation for being the world’s premier toll
processor. We provide the most diverse array of services in the industry, continually
advance technologically and partnering with our customer for our mutual success.
The long tenure of our associates, as well as the lengthy customer relationships we
have established, speak to the company’s values and our commitment to people.
Today we have grown to over 1,100 associates at 11 locations. Our facilities include
more than 2.5 million square feet of building space and 45 processing lines. Over the
years we have broken ground 41 times for new buildings or expansions to our current
facilities. Our just-in-time transport operations began in 1978, with Precision Strip
Transport, Inc. established in 1988. Today we operate more than 200 tractor-trailer
units.
The company’s growth is chronicled below:
Began operations at
our 4th plant in
Middletown, OH
Reliance Steel & Aluminum
Company acquired Precision
Strip from the Eiting Family
1997
2003
Began operations at
our 2nd plant in
Kenton, OH
Began operations at
2 facilities in
Tipp City, OH & Anderson, IN
(Acquired from Nova Steel)
1988
2000
Began operation at our 11th
facility in Vonore, TN
(Acquired from Worthington Steel)
2012
Our Future
Founding
1977
Minster
1995
1999
2002
2006
Began operations at
our 3rd plant in
Bowling Green, KY
Began operations at
our 5th plant in
Rockport, IN
Began operations at
our 8th plant in
Talladega, AL
Began operations at
2 facilities in
Perrysburg, OH and
Portage, IN
(Acquired from
Flatrock Metal Processing)
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Our
OurBusiness
Business
At Precision Strip, we strive to do the exceptional. In addition to our core business of
slitting, we perform oscillate slitting, multi-blank cut-to-length processing, specialty
blanking, scroll slitting, leveling, edge conditioning and coil to coil perforating. We also
provide full inspection of material for surface quality, including critical inspection of
Class A automotive. Metals processed include carbon steel, stainless steel, aluminum
and copper.
We set the bar high for the industry. Precision Strip is very unique because we do not
sell a product, and yet, we are very successful.
We attribute our success to the following reasons:
• PSI is committed to providing our customers with unsurpassed quality and
customer service.
• Safety is always at the forefront of our associates' minds. Our productivity is at its
peak when associates are working safely and consciously.
• We offer the most diverse and most complete array of services in the industry.
• Our committed associates produce “top notch” results and strive to be the best in
the industry.
• Our Engineers have built and designed our own equipment since our inception.
• We are driven to succeed and we have passion for success in all areas of our
business.
• The average length of employment for a PSI associate is nearly 11 years.
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Founding
FoundingPrinciples
Principles
PRECISION STRIP, INC.
a Toll Proccesor of Metals
The founding principles adopted at the inception of Precision Strip are as important
today as they were in 1977. They summarize the key philosophies which are the
cornerstone of an obviously successful company. These principles are:
1. We will always be careful never to hire more people than necessary. We never
want to have to lay off any person hired.
2. We will work very hard to eliminate any feeling of "them" versus "us". We are all
equal associates dedicated to a common goal.
3. Our customers are our most important assets, and we will always try our best to
satisfy their needs and requests.
4. We will continue to spend profits on constantly upgrading our equipment,
processes, and techniques so that we have absolutely the finest reputation
possible.
5. We believe in the true principle of profit sharing with associates, when possible,
and when their dedication to meeting Precision Strip’s goal is obvious.
6. We believe in constant, positive communication with every associate, in both
directions, at all times.
7. We believe in always promoting "from within" wherever possible, giving every
qualified associate the opportunity to upgrade himself or herself.
8. We expect to show good work habits throughout the entire organization.
9. We believe in being "Good Neighbors" to the people in our communities,
respecting at all times their privacy and property.
10. We believe that every associate has the responsibility to protect the security of all
other associates and their families by maintaining the confidentiality of
customers, products, equipment, and processing techniques.
Joe Wolf
President
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Quality
Quality
Our Quality Policy
Since we at Precision Strip limit ourselves to processing our customers’ metal, we have
only two basic products to sell -- Quality and Service. Therefore, the associates of
Precision Strip are dedicated to continuously improving the quality and service we
provide, and to consistently meeting or exceeding the requirements and expectations of
our customers and end-users.
Joe Wolf
President
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Safety
Our Safety Policy
Precision Strip believes that all accidents are preventable. We are committed to
continuous improvement in safety by eliminating the causes of workplace accidents.
Working safely is a condition of employment and no job is so important or unimportant
that it cannot be done safely. Each associate is responsible for safety. We expect all
associates to place safety above expediency or short cuts while working toward our
goal of zero accidents.
Joe Wolf
President
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We Are One Team.
Precision Strip has always been union free, and we believe it is in everyone’s best
interest to remain union free. Precision Strip’s success and ability to respond to our
customers’ needs is a direct result of our union free workplace.
Job security can only be achieved by ensuring that our customers are satisfied. As a
just-in-time supplier, unionization would hamper our ability to meet our customers’
requests in a timely and effective manner. We are in a very competitive industry and our
service must be a notch above other processors if we are to keep our customers.
Without satisfied customers, Precision Strip ceases to exist, and so do our jobs.
With a union, Precision Strip would be divided into two units and there would not be the
ability for all to work together in decision making and problem solving. A few union
representatives from miles away, who know nothing about you or our business, would
make decisions for you. While a union may promise you a “voice,” in reality your “voice”
may be lost.
There are many, many advantages to being a part of Precision Strip -- advantages that
cannot be purchased by paying union dues. Despite their promises, a union cannot
create jobs. Likewise, a union cannot provide job security, wages or benefits. Instead, it
is all of us working together to serve our customers that protects our future and the
privileges and benefits we enjoy by being part of Precision Strip.
Joe Wolf
President
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General Employment
General Employment
Associate Classifications
Full Time Associate
If you are regularly scheduled to work 40 or more hours per week or are assigned to
a schedule specifically defined as full time, you are considered a Full Time Associate.
Flex Associate
If you are not regularly scheduled to work a full time schedule, or are a student intern
or on-call associate, you are considered a Flex Associate. Flex Associates are on a
flexible schedule and hours are scheduled according to business needs and the
associate's availability.
Hiring Practices
Equal Opportunity Employer
In order to provide equal employment and advancement opportunities to all
individuals, employment decisions at Precision Strip are based on experience,
qualifications and abilities. No associate will discriminate against an applicant for
employment or a fellow associate because of race, creed, color, sex, national origin,
ancestry, age, disability or any other characteristic protected by law.
Equal Employment Opportunities for the Disabled
It is Precision Strip's policy not to discriminate against individuals with disabilities.
Individuals with disabilities will be judged on their ability to perform the job in the
same manner as any other applicant would be judged for a position. In this respect,
Precision Strip will comply with the provisions of Americans with Disability Act and its
implementing regulations.
Hiring Relatives
It is our policy not to hire individuals who are husband and wife. If two associates at
the same plant marry, they will work in separate departments and one may not
directly supervise the other.
If there are spouses working at different locations, one will not directly supervise the
other. In addition, if a parent and child work at the same location, one will not directly
supervise the other.
Interplant Transfers
You may transfer between plants as follows:
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General Employment
General Employment
New Facility
When there is a new facility, you may be given the opportunity to make a permanent
transfer to the new facility. Terms of your transfer will be addressed on a case by
case basis.
Special Skills
When a facility has a need for special skills which are not available at that location and
you have those skills, you may be given an opportunity to transfer. In this case, you will
retain seniority. Terms of your transfer will be addressed on a case by case basis.
Personal Reasons
Associates in good standing may transfer to another plant that has an opening. You
must notify your plant manager and Human Resources in writing of your desire to
transfer.
• You must have at least one consecutive year of service with Precision Strip before
requesting a transfer to another plant.
• At Precision Strip’s sole discretion, you may be granted an interview with the
manager at the receiving plant and the manager makes the decision whether to
authorize the transfer. Only those with acceptable performance have the option of
transferring.
• You will receive the pay rate for the position to which you are assigned, and
benefit seniority is maintained (i.e. vacation, etc.). Seniority for job bidding
purposes starts over.
• You must give a one year commitment, which means you will not be eligible to
transfer to another plant for one year.
Business Conditions
If business conditions are such that the transfer of an associate(s) from one plant to
another prevents lay-offs or improves productivity, or if a significant piece of business
transfers from one plant to another, Precision Strip reserves the right to require that
certain associates transfer to a different plant, at its sole discretion, based on
business needs. Due to the uniqueness of each situation, seniority for job bidding
purposes will be addressed on a case by case basis.
Promoting from Within
Qualified associates are given the opportunity for advancement by promoting from
within the organization whenever possible, at Precision Strip’s sole discretion. When
there are positions that require skills or experience not found within our existing
workforce, individuals who are not currently employed by Precision Strip may be
hired.
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General Employment
General Employment
Promotions and Job Transfers
The method for considering associates to fill position openings is as follows:
Packaging Technician, Material Handler, Truck Driver, Line Assistant, and
Utility
When there is an opening for one of these positions, the position is posted and
interested associates may apply. Company service (Precision Strip, Inc. and/or
Precision Strip Transport, Inc.) is the primary factor in selecting the associate to fill
these openings.
In order to be considered for a Truck Driver's position, factors other than company
service will be considered. Candidates must have a Class A CDL, driving experience
and an acceptable driving and safety record. Whether an associate’s driving
experience and driving and safety record is acceptable shall be determined at
Precision Strip’s sole discretion.
Administrative, Technical Positions, Assistant Operator, Lab, Leader Positions,
Line Operator, Maintenance, Quality Assurance, Set-up, Safety and Other
Special Positions
When there is an opening for one of these positions, the position is posted and
interested associates may apply. Because of the special skills and experience
required for these positions, the selection of the associate to fill the position is based
on job experience, ability to meet the job requirements and quality and length of
company service.
Preliminary Period
During the first 90 days following your promotion or transfer, if it is determined that
your performance does not meet the job requirements, you will be returned to a
position comparable to your prior position. In some cases, if other associates fill
position openings created by your promotion or transfer, these associates may then
also be returned to their prior positions.
Startup Situations
New associates hired prior to the actual facility startup are selected for initial positions
according to prior experience and capability. In this case, length of company service
is not a factor. After initial staffing is complete, subsequent position openings are
filled according to the normal policy for promotions/transfers as stated above. Special
provisions are made for those associates who permanently transfer to a new facility.
NOTE: See Page 32 for information on Pay Adjustments Resulting from Promotions
and Job Transfers.
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General
GeneralEmployment
Employment
Peer Review Process
A decision to terminate an associate’s employment is a very serious matter. To
ensure fairness and credibility in these decisions, Precision Strip has adopted a Peer
Review Plan to provide terminated associates with an opportunity to appeal the
decision to a group of peer associates or management. The Peer Review Plan is not
suitable for all situations and Precision Strip may, at its sole discretion, decide to
immediately terminate an associate and not to allow him or her to proceed through
the Peer Review Plan process.
Eligibility for Peer Review
The Peer Review Plan is available to full time associates after one year of full time
employment, with the exception of those associates with supervisory or management
responsibilities. If you are terminated due to falsification of your employment
application, Peer Review is not available.
Requesting Peer Review
If your employment is terminated, you may request Peer Review within three
business days (Monday through Friday) after notification of the termination. The
request for Peer Review must be made to your direct supervisor or manager, and a
review is held within three business days (Monday through Friday) of the request.
The decision to request Peer Review is up to the associate, and an associate may
choose to waive Peer Review.
Peer Review Panel
• The Review Panel is comprised of five associates of Precision Strip. These
associates are randomly selected from a location other than where the associate
works. In order to be on a Peer Review panel, an associate:
o Must have one year of full time service
o Must not work at the same plant as the terminated associate
o Must not be a relative or friend of the terminated associate
o Must not report to the terminated associate
o Must not have received discipline exceeding a verbal warning or
suspension during the prior 12 months
o Must not be involved in the case in any way
• Every review panel includes one associate with supervisory or management
responsibilities as well as one associate with responsibilities similar to that of the
terminated associate.
• The selection of the panel is made randomly from eligible associates. Names of
two supervisors/managers (one alternate) and six other associates (two
alternates) are drawn. Alternates are drawn in the event that other panel members
are unable to participate due to vacation, absence from work, etc.
• If an associate’s name is drawn to be on a Peer Review panel, he or she has the
right to refuse to be on the panel.
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General
GeneralEmployment
Employment
The Peer Review Process
• Peer Reviews are conducted via a teleconference in which all parties participate.
Participants include the associate, supervisor, witness(es), five panel members
and a facilitator.
• The facilitator ensures that the review progresses efficiently and according to the
guidelines. The facilitator does not express opinions, vote, or influence the
outcome of the Peer Review in any way.
• The associate and the supervisor may each bring up to two witnesses, but these
witnesses must be directly related to the case, and they must be associates of
Precision Strip. If witnesses are determined to not be directly related to the case,
they will be dismissed by the facilitator. Character witnesses are not permitted.
• During a Peer Review, only associates of Precision Strip may be present, and
non-associates who attend a Peer Review are dismissed.
• The review panel is given access to the associate’s personnel file and any other
information pertinent to the case. By requesting Peer Review, the associate has
granted authorization for access to his or her personnel records.
• The supervisor who authorized the termination presents his or her case. The
associate and the review panel may then ask the supervisor questions.
• The associate presents his or her case to the review panel. The review panel and
the supervisor may then ask the associate questions.
• The supervisor and associate must each present his or her own case and may not
have anyone else represent him or her.
• The review panel may only ask questions. The members may not make
statements or express opinions.
• After both parties have presented their cases, the review panel votes by secret
ballot whether the decision to terminate the associate was made according to the
company’s policy. This decision is made without discussion among panel
members. After voting, ballots are opened by the facilitator. Enough ballots are
opened to reach a majority, and the decision is announced. All ballots are then
destroyed.
• The only vote made by the review panel is whether the decision to terminate the
associate was properly made and according to Precision Strip’s policies.
• The decision made by the Review Panel is final and binding.
Reversal Of A Termination
If a Peer Review Panel votes that the decision to terminate the associate was not
properly made:
• The associate receives back pay for time missed at work.
• The associate is reinstated to the same position or a position of equal or better
pay.
• Precision Strip retains the right to discipline for the offense that triggered
termination.
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General
GeneralEmployment
Employment
When Two Associates Are Terminated For The Same Offense
• If the associates have similar positions, they will be handled as two separate and
distinct cases with two different review panels.
• If one associate reports to the other associate, such as with a Line Operator and
Packaging Technician, the Line Operator’s case is heard first. If the panel votes
to reverse the decision then the Packaging Technician is automatically
reinstated. If the panel votes to uphold the decision to terminate the Line
Operator, then the Packaging Technician has the opportunity for a separate Peer
Review by a new review panel.
Management Review Instead Of Peer Review
Instead of a Peer Review panel, you may request a review by three members of the
supervisory/management group. In this case, names of the review panel are
randomly drawn from all locations.
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Expectations
Appearance
Dress, grooming and personal cleanliness standards contribute to the morale of all
associates and affect the business image presented to our customers and visitors.
Thus, during business hours, you are expected to present a clean and neat image.
For your convenience, Precision Strip provides you with a uniform which consists of a
shirt, pants, and belt, or, when applicable, coveralls. Replacement uniforms are
available if you experience a change in size.
Attendance
In order to meet production schedules and to satisfy our customers' needs, it is
critical that you are here on time, when scheduled. When situations arise for which
you need to be off work, we will attempt to accommodate reasonable requests which
are scheduled in advance. In all cases, we ask that you give as much advance notice
as possible so that we are able to backfill your position, and at minimum we ask that
you notify your supervisor at least 14 hours prior to the start of your shift. Of course
your supervisor always has the right to deny your request (other than FMLA
absences), and may require that you use vacation time for absences. Unapproved
absences are subject to disciplinary action, up to and including termination.
Scheduled absences (at least 14 hour notice and approved by your supervisor) do
not affect your attendance record.
On occasion you may be required (or volunteer) to work shifts in addition to your
normal schedule. Normal attendance expectations apply to these additional shifts.
Unscheduled Absences
Acceptable thresholds for unscheduled absences (less than 14 hour notice) in a
rolling twelve month period are three days if you work a three day schedule, four days
if you work a four day schedule, and five days if you work a five day schedule. All
unscheduled absences are recorded for attendance purposes, even if vacation is
used. In the event of consecutive day absences, one full day will be treated as an
unscheduled absence.
Tardiness
Acceptable thresholds for tardiness (clocking in one or more minute(s) after your
scheduled start time) in a rolling twelve month period are eight tardies if you work a
three day schedule, ten tardies if you work a four day schedule, and twelve tardies if
you work a five day schedule. Missed in-punches are considered tardies.
Exceeding Threshold
If tardies or unscheduled absences exceed thresholds, your employment will be
subject to termination.
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Expectations
No Call/No Show
Failure to call off work and failure to report to work will result in termination of
employment (in some cases FMLA absences are excused).
Falsification
Falsification of the reason for your absence is grounds for termination of employment.
Business Ethics Expectations
It is the expectation that you maintain the highest ethical standards when conducting
business for Precision Strip, or when you are representing Precision Strip. You are
expected to comply with the following:
Professional Behavior
When representing the company, you are expected to behave professionally. You will
comply with all laws as well as Precision Strip policies, and your behavior and/or
actions should not embarrass the company in any way.
Gifts and Favors May Be Given to Others at the Company’s Expense, if:
• They are consistent with commonly accepted business practice.
• They are of nominal value and in a form that will not be construed as a bribe or
payoff.
• They are compliant with applicable laws and generally accepted ethical
standards.
• Public disclosure of the gift or favor will not embarrass or harm the Company’s
reputation.
Gifts, Favors, Entertainment, and Payments Received by Associates from
Business Contacts which may include Vendors or Suppliers, Customers, or
any other business relationship
Items Which Are Acceptable Include:
• Common courtesies usually associated with doing business.
• Meals, as long as the invitation is extended by the business contact, and the
business contact is present.
• Gifts of small value (e.g. calendars, pens, pads, knives, etc.) and perishable
items (hams, cookies, etc.) typically given during the holidays are acceptable.
• Air travel miles and other travel award programs.
The Following Items Require the Approval of Your Manager:
• Tickets to events (e.g. sports, arts, etc.) and day outings which have a value of
less than $50 per ticket and which are for your personal use.
• Tickets to events (e.g. sports, arts, etc.) and day outings, if offered by the
business contact and the business contact attends with you.
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Our Expectations
Expectations
•
•
•
•
Use of a vendor or customer’s facilities for personal use.
Gifts which have significant value (greater than $50) for personal use, although in
some cases these may be accepted if they are offered to all associates in a
raffle.
Management or leadership associates should not accept gifts from those under
their supervision.
Kickbacks or rebates of any kind which result from doing Company business.
These can take many forms and are not limited to cash payments. Generally, if
an associate stands to gain personally through the transaction, it is prohibited.
Conflicts of Interest:
You should avoid any situation which involves or may involve a conflict between your
personal interest and the interest of the Company. You are expected to notify your
manager of any potential situation which may involve a conflict of interest. This
includes:
• Ownership by an associate or family member of any outside enterprise which
does or seeks to do business with, or is a competitor of the Company.
• Serving as a director, officer, partner, consultant, or in a managerial or technical
capacity with an enterprise which does or seeks to do business with, or is a
competitor of the Company.
• Any other arrangement or circumstances, including family or personal
relationships, which might impact an associate’s decision to act in the best
interest of the Company.
An associate having knowledge of any violation of this policy shall promptly report
this violation to Human Resources.
Work Conduct and Disciplinary Action
Common sense and good judgment are your best guides to proper conduct and
acceptable performance. We choose not to list those actions which are unacceptable
because it is impossible to cover all situations that may arise. The decision regarding
whether performance is unacceptable is in the sole discretion of Precision Strip and
will be made in a fair manner based on the circumstances.
While at work you are expected to:
• Follow policies and procedures
• Respect other associates, visitors to our facility, our customers and company
property
• Be productive and work while you are being paid
• Use common sense and good judgment
Should performance not be acceptable, disciplinary action may consist of verbal
counseling, written warnings and consultations, special assignments, suspension
from work, decision making leaves, EAP referrals, performance improvement plans,
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Expectations
last chance letters, and/or termination of employment. Discipline may not always be
progressive, and in some cases may proceed directly to termination of employment,
at the sole discretion of Precision Strip. When a decision is made to terminate an
associate, all records in the associate’s file are reviewed and considered.
There are certain offenses which can result in termination of employment. These
include, but are not limited to:
• Intentionally disabling, bypassing, and/or tampering with a safety device or switch
• A serious act of aggression toward another associate
• Failing to call off and failing to report to work (in some cases, exceptions are
made for FMLA absences)
• Falsification for reason of absence
• Having positive test results for an illegal drug
• Theft of company property or while on company property
Purging Disciplinary Action
Following two years during which no disciplinary action has occurred or during which
no unacceptable performance related associate consultations have been conducted,
any records of discipline that do not pertain to gross misconduct (including, but not
limited to, drug or alcohol abuse, theft, violence, or harassment) will be purged from
an associate’s file. Associates must have a completely clean record for the
disciplinary action to purge from their record. In the event that a record of disciplinary
action or a record of a counseling session is being retained in the file longer than as
described here, the associate will be notified.
Discrimination & Harassment
You are responsible for assuring that our workplace is free from harassment or
discrimination. Protected characteristics may include, but are not limited to race,
color, religion, sexual orientation, national origin, age, gender, marital status,
disability status, Veteran status, or genetic information. Because of Precision Strip's
strong disapproval of offensive and inappropriate behavior at work, you must avoid
any action or conduct which could be viewed as discrimination or harassment. This
includes unwelcome advances, any actions which could be construed as bullying,
requests for unwelcome acts or favors, display of sexually explicit material, or other
verbal or physical conduct of a harassing nature. Also included is material in printed
form, electronic form (i.e. cell phones, computer, ipods, etc.), or any other means.
Complaints of discrimination or harassment at work or in a work-related situation
should be reported to your supervisor, Human Resources, or both. If the incident has
not been resolved to your satisfaction, or you are uncomfortable raising your concern
to your supervisor, you may contact the Director of Human Resources (Roslyn Bruns)
or the President (Joe Wolf) at 419-628-2343.
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Our Expectations
Expectations
You may raise concerns and make reports without fear of reprisal. Precision Strip will
retain confidential documentation of all allegations and investigations and proceed
with disciplinary action when necessary. Harassment is considered gross misconduct
and may be grounds for immediate termination of employment.
Drugs & Alcohol
Precision Strip expects you to refrain from being under the influence of illegal drugs
and alcohol while on the job or on company property. You are expected to refrain
from using, possessing, selling, purchasing, receiving or distributing illegal drugs or
alcohol while on the job, to refrain from off-the-job use of any illegal drug, and to
refrain from off-the-job abuse of alcohol which affects job performance or threatens
the safety or property of other associates, or the property or reputation of Precision
Strip.
Precision Strip strongly encourages associates who have a drug or alcohol-related
problem to voluntarily seek confidential assistance through the EAP or another
appropriate program.
Definitions
"Illegal Drug" means: any drug or substance, including alcohol, which is not legally
obtainable or which is not used for the purpose for which it is prescribed or
manufactured, or which is legally obtainable but has been obtained illegally.
“Random selection” means: computer-based selection of an associate from a pool of
other associates for submission to a drug and/or alcohol test and which is based on
an equal probability of selection. All associates, including those selected previously,
have an equal chance of being selected each time random selection occurs; this
means any associate may be selected more than once while others have not been
selected.
Use of Drugs or Alcohol While on the Job or While on Company Premises
Associates who are under the influence of, or who use, possess, sell, purchase,
receive or distribute illegal drugs or alcohol while on the job or while on Company
premises, except when the use of alcohol is specifically approved in advance by the
Company, are subject to disciplinary action up to and including immediate discharge.
Associates who use illegal drugs off-the-job, or who abuse alcohol off-the-job in a
manner which (1) affects the associate’s job performance, productivity, safety or (2)
threatens the safety, property, or reputation of the Company or its associates; or (3)
results in a criminal incident, such as a DUI, domestic violence or drug-related arrest
or conviction, are subject to disciplinary action up to and including immediate
discharge.
Precision Strip reserves the right to require any associate to submit to a drug and/or
alcohol test as a condition of employment.
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Precision Strip may require an associate to submit to a drug and/or alcohol test if the
Company has any reason to suspect or believe that the associate (a) is under the
influence of illegal drugs or alcohol while on the job or while on Company premises;
(b) is using, possessing, selling, purchasing, receiving or distributing illegal drugs or
alcohol while on the job or while on Company premises; (c) is using illegal drugs offthe-job; and/or (d) is abusing alcohol off-the-job in a manner which (1) affects the
associate’s job performance, productivity, or safety; (2) threatens the safety, property
or reputation of the Company or its associates; or (3) results in a criminal incident,
such as DUI, domestic violence, or drug-related arrest or conviction. However, such a
drug and/or alcohol test is discretionary, and this policy does not limit Precision
Strip's right to apply disciplinary action or discharge an associate for illegal drug or
alcohol-related reasons without requiring a drug and/or alcohol test.
Also, Precision Strip may require any associate involved in an accident on company
premises which causes personal injury or property damage, or an accident off
company premises involving the use of company vehicles or equipment which causes
personal injury or a property damage, to submit to a drug and/or alcohol test.
Associates are also subject to unannounced (i.e. no advanced notice) random drug
and/or alcohol testing.
In addition, Precision Strip may require an associate who has been away from work
for six or more months to submit to a drug test.
Finally, Precision Strip may be required, as a result of current or future applicable
laws or regulations, to conduct drug or alcohol testing under other circumstances,
and may conduct “aftercare” or “follow up” testing of associates participating in a drug
or alcohol treatment program. Where additional testing is required under such
circumstances, Precision Strip will notify affected associates of the terms of the
requirement and the provisions of this policy will be followed to the extent applicable.
Testing for drugs normally will be conducted by hair analysis (radioimmunoassay plus
GC/MS confirmation) or urinalysis (EMIT screen plus GC/MS confirmation) and by
breath or saliva (with a confirmatory evidential breath test (EBT)) for alcohol.
However, if an EBT is not available or reasonably accessible, a blood test may be
utilized to determine the presence of alcohol.
Disciplinary Action
Associates who refuse to submit to a drug and/or alcohol test, or refuse to sign
required forms and/or comply with all sample collection and chain-of-custody
procedures are subject to immediate discharge.
Those who test positive on any drug and/or alcohol test are subject to disciplinary
action up to and including termination.
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Procedure
Associates required to submit to random testing and/or follow-up testing will remain
on the clock and will be paid their normal wage rate during the period of time it takes
the associate to be tested.
An associate required to submit to “reasonable suspicion” testing will, in most cases,
be removed from the job and will remain off-duty without pay pending the Company’s
receipt of the test results.
Associates removed from employment and required to submit to a drug and/or
alcohol test -- but who pass their drug and/or alcohol test -- will be permitted to return
to work following a determination by the Company that they can still safely perform
their job. This may require obtaining a return to work release from a physician. Such
associates will receive back pay equivalent to the amount the Company would have
paid the associate had the associate not been removed from employment, provided
the associate did not commit any other rule violation during the same incident which
led the Company to require a drug and/or alcohol test.
Prescription Drug Use
The use of prescription drugs by associates while on the job or on Company
premises shall be only in the manner, combination and quantity prescribed. Precision
Strip does not prohibit associates from using prescription drugs while on the job or on
Company premises, provided: (a) the prescription drugs are prescribed for the
associate for medical reasons by a licensed medical practitioner; and (b) the
associate's use of prescription drugs does not adversely affect the associate’s job
performance, productivity or safety or threaten the safety, property or reputation of
the Company or other associates.
Precision Strip reserves the right to require submission to a drug and/or alcohol test
and/or apply the disciplinary procedures of this policy to any associate who abuses
prescription drugs in a manner which violates (a) or (b).
Searches
Precision Strip may conduct a search for evidence of a violation of this policy when it
has any reason to suspect or believe that an associate (a) is under the influence of
illegal drugs or alcohol while on the job or while on Company premises; (b) is using,
possessing, selling, purchasing, receiving or distributing illegal drugs or alcohol while
on the job or while on Company premises; (c) is using illegal drugs off-the-job;
and/or (d) is abusing alcohol off-the-job in a manner which affects an associate’s job
performance, productivity, or safety, or threatens the safety, property or reputation of
Precision Strip or other associates.
When Precision Strip determines to conduct such a search, it may require the
associate to submit to a search of any vehicle brought onto or parked upon Company
property, the associate's personal effects or other personal property of the associate
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brought onto Company premises, the associate's locker, and/or the associate's
workstation, including desk, tool chests, file cabinets, etc.
Associates who refuse a request by the Company to conduct a search under this rule
are subject to immediate termination.
Crimes Involving Drugs
Precision Strip does not desire to intrude into the private lives of its associates, but
recognizes that an associate’s off-the-job involvement with drugs may have an impact
on the workplace. Therefore, Precision Strip reserves the right to take appropriate
disciplinary action for drug usage/sale/distribution while off company premises. All
associates who are convicted of, plead guilty to, or are sentenced for a crime
involving an illegal drug are required to report the conviction, plea or sentence to
Human Resources within five days. Failure to comply will result in automatic
discharge. Cooperation in complying may result in suspension without pay to allow
management to review the nature of the charges and the associate’s past record with
Precision Strip.
Treatment: Associate Assistance Program (EAP)
Voluntary Submission to EAP
Associates who have developed an addiction to, dependence on, or other recurring
problem with illegal drugs or alcohol you should voluntarily seek assistance by
contacting the EAP or other appropriate treatment. All voluntary inquiries will be held
in confidence. However, associates who commit a violation of this policy which
subjects them to disciplinary action may not then voluntarily submit to the EAP or any
other program in order to avoid the disciplinary action imposed under this policy.
Company Referral to EAP
Associates referred by Precision Strip to its EAP who are found to have an addiction
to, dependence on, or recurring problem with illegal drugs or alcohol may be required
-- as a condition of continued employment -- to successfully complete any outpatient
or inpatient treatment and rehabilitation program, and any and all follow-up care,
including drug and/or alcohol testing, established for them and/or to which they are
referred by EAP. Such associates also may be required to enter into a “last chance
agreement” with the Company as a condition of continued employment.
Any associate who refuses referral to a treatment program, rejects treatment, fails to
abide by all aspects of his or her treatment program, including random drug and/or
alcohol testing, or leaves his or her treatment program prior to successful completion
of treatment and rehabilitation and any and all follow-up care, or, if applicable,
declines to enter into “last chance agreement”, is subject to disciplinary action up to
and including immediate discharge.
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Tobacco Usage
All Precision Strip buildings and company vehicles are tobacco free and associates
are expected to comply with this policy. Outside designated smoking areas are
provided on a plant by plant basis.
Social Media
Precision Strip understands social media can be a fun and rewarding way to share
your life and opinions with family, friends and co-workers around the world.
However, use of social media also presents certain risks and carries with it certain
responsibilities. To assist you in making responsible decisions about your use of
social media, these guidelines have been established for appropriate use of social
media.
Guidelines
In the rapidly expanding world of electronic communication, social media can mean
many things. Social media includes all means of communicating or posting
information or content of any sort on the Internet, including to your own or someone
else’s web log or blog, journal or diary, personal web site, social networking or affinity
web site, web bulletin board or a chat room, whether or not associated or affiliated
with Precision Strip, as well as any other form of electronic communication.
Before creating online content, consider some of the risks and rewards that are
involved. Keep in mind that any of your conduct that adversely affects your job
performance, the performance of fellow associates or otherwise adversely affects
customers, suppliers, or people who work on behalf of Precision Strip’s business
interests may result in disciplinary action up to and including termination.
Know and Follow The Rules
Inappropriate postings that may include discriminatory remarks, harassment, and
threats of violence or similar inappropriate or unlawful conduct will not be tolerated
and may subject you to disciplinary action up to and including termination.
Be Respectful
Always be fair and courteous to fellow associates, customers, members, suppliers or
people who work on behalf of Precision Strip. If there are issues that affect an
associate (for example, an injury) please refrain from posting information that could
potentially reach family or friends prior to appropriate notification.
Also, keep in mind that you are more likely to resolve work-related complaints by
speaking directly with your co-workers or by utilizing our Open Door Policy than by
posting complaints to a social media outlet.
Nevertheless, if you decide to post complaints or criticism, avoid using statements,
photographs, video or audio that reasonably could be viewed as malicious, obscene,
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threatening or intimidating, that disparage customers, members, associates or
suppliers, or that might constitute harassment or bullying.
Examples of such conduct might include offensive posts meant to intentionally harm
someone’s reputation or posts that could contribute to a hostile work environment on
the basis of race, sex, disability, religion or any other status protected by law or
company policy.
Be Honest and Accurate
Make sure you are always honest and accurate when posting information or news,
and if you make a mistake, correct it quickly. Be open about any previous posts you
have altered.
Remember that the Internet archives almost everything; therefore, even deleted
postings can be searched. Never post any information or rumors that you know to be
false about Precision Strip, fellow associates, members, customers, suppliers, and
people working on behalf of Precision Strip or competitors.
Post Only Appropriate and Respectful Content
• Maintain the confidentiality of Precision Strip’s trade secrets and private or
confidential information. Trade secrets may include information regarding the
development of systems, processes, products, know-how and technology. Do not
post internal reports, policies, procedures or other internal business-related
confidential communications.
• Do not take or post photos from inside the plant.
• Respect financial disclosure laws. It is illegal to communicate or give a “tip” on
inside information to others so that they may buy or sell stocks or securities.
• Do not create a link from your blog, website or other social networking site to a
company website without identifying yourself as a Precision Strip associate.
• Express only your personal opinions. Never represent yourself as a
spokesperson for Precision Strip. If Precision Strip is a subject of the content you
are creating, be clear and open about the fact that you are an associate and
make it clear that your views do not represent those of Precision Strip, fellow
associates, members, customers, suppliers or people working on behalf of
Precision Strip. If you do publish a blog or post online related to the work you do
or subjects associated with Precision Strip, make it clear that you are not
speaking on behalf of Precision Strip. It is best to include a disclaimer such as
“The postings on this site are my own and do not necessarily reflect the views of
Precision Strip.”
Using Social Media at Work
Refrain from using social media while on work time or on equipment we provide,
unless it is work-related as authorized by your manager.
Do not use Precision Strip e-mail addresses to register on social networks, blogs or
other online tools utilized for personal use.
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Retaliation is Prohibited
Precision Strip prohibits taking negative action against any associate for reporting a
possible deviation from this policy or for cooperating in an investigation. Any
associate who retaliates against another associate for reporting a possible deviation
from this policy or for cooperating in an investigation will be subject to disciplinary
action, up to and including termination.
Media Contacts
You should not speak to the media on Precision Strip’s behalf without contacting the
President. If you have questions or need further guidance, please contact Human
Resources.
Use of Electronic Technology
Access to company computers, related software, e-mail and the Internet has been
provided to you for the benefit of Precision Strip, its customers, vendors, and other
business contacts. Use of company computers, software, e-mail and the Internet is
reserved for conducting business and is not for personal use.
All files and information on company computers or company cellphones are
considered company property. All messages composed, sent, or received on the email system are the property of Precision Strip and should be considered public
information. The confidentiality of any message should not be assumed. Users
should be aware that even when a message is erased it is still possible to retrieve
and read that message.
Abuse of company computers, e-mail, company cellphones or the Internet may result
in disciplinary action up to and including termination of employment.
Workplace Violence
Precision Strip is committed to preventing workplace violence and maintaining a safe
workplace. Acts or threats of physical or verbal violence which involve or affect
Precision Strip or our associates will not be tolerated. Precision Strip will meet such
conduct with the strongest action, up to and including termination of employment, the
use of law enforcement and the use of criminal prosecution measures. Precision Strip
reserves the right to proactively address any behavior that suggests a tendency
toward violence prior to the occurrence of any violent action.
Workplace violence includes any acts or threats of violence made by or toward any
associate of Precision Strip. This list of behaviors, while not inclusive, provides
examples of conduct that is prohibited:
•
•
Any action that causes, or has the potential to cause, physical injury to another
associate or visitor to our facility
Making threatening remarks against associates or visitors to our facility
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•
•
•
Aggressive or hostile behavior that creates a reasonable fear of injury to another
associate or subjects an associate to emotional distress
Intentionally damaging company property or property of another associate
Bringing weapons onto company property, unless allowed by state law
While we do not expect you to be skilled at identifying potentially dangerous persons,
you are expected to exercise good judgment and immediately inform a manager, or
Human Resources, if anyone exhibits behavior which could be a sign of a potentially
dangerous situation. Such behavior includes, but is not limited to:
•
•
•
•
•
•
Discussing weapons or bringing them to the workplace
Making threatening remarks, which may include comments about bringing
weapons to the workplace or comments about inflicting harm upon another
associate
Displaying signs of extreme stress, resentment, hostility or anger
Hitting, kicking or shoving another associate or visitor to our facility
Making harassing or threatening telephone calls, letters or other forms of written
or electronic communication
Harassing surveillance (stalking), which is the intentional and malicious following
of another person
You should immediately report threats or acts of violence to your manager, or to
Human Resources. All reports will be taken seriously and thoroughly investigated.
Any action which can be construed as workplace violence, or has the potential to
result in workplace violence, will not be tolerated and will result in severe disciplinary
action, up to and including termination of employment.
Associates who report incidents will not be subjected to retaliation or harassment.
While Precision Strip will treat issues or concerns as confidentially as possible, it may
be necessary to share information with others to effectively conduct an investigation.
Any associate who is found to retaliate against an associate will be treated with
appropriate disciplinary action, up to and including termination of employment.
Knowingly making a false report of a threat of violence will be treated with appropriate
disciplinary action, up to and including termination of employment.
If you see or hear a commotion or disturbance in or near your work area, do not try to
intercede. Do not place yourself in peril. Call 911 as appropriate.
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Associate Meetings
Throughout the year, meetings are held at each plant location to update associates
on quality, safety, production and other business issues. These meetings are
important in maintaining open communication and serve as a tool for information
sharing and problem resolution.
When a mandatory meeting is scheduled, it is considered part of the normal
scheduled shift and are expected to attend. Failure to do so may result in disciplinary
action.
The Open Door Policy
Precision Strip is committed to providing the best possible working conditions for
associates. This includes encouraging an open atmosphere in which suggestions,
problems, complaints or questions receive a timely response from supervisors or
managers.
Precision Strip strives to ensure fair and honest treatment of all associates. If
associates disagree with established rules of conduct, policies or practices, concerns
should be discussed with your supervisor. No one will be penalized for voicing a
complaint in a reasonable, business-like manner. If your supervisor is unable to
resolve the issue, or you believe it is inappropriate to contact your supervisor, you
may present the issue to any other member of the management group or Human
Resources.
Not every problem can be resolved to everyone's total satisfaction. It is only through
understanding and discussion of issues that we can develop confidence in each
other. This confidence is important to the operation of an efficient and respectful work
environment.
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Compensation
Compensation
Breaks
Most shifts include both a twenty-minute paid break and a thirty-minute unpaid break.
Your supervisor will notify you of breaks for your shift.
During paid breaks, you should leave the premises only with permission, and you
must clock out before leaving and clock back in when you return.
Call Back Pay
If you are called back to work outside of your scheduled working hours, you will
receive one additional hour of pay (computed according to normal straight time,
overtime, and double-time policies). Call back pay does not apply if you are called
into work early or asked to stay after the end of your normal shift. Call back pay must
be approved by your supervisor.
Clocking In and Out
You are expected to clock in and out for each shift. You should clock in no more than
45 minutes prior to your scheduled starting time. Meal breaks are automatically
deducted from your hours. If you leave the premises for personal reasons you must
clock out when you leave and clock back in when you return. If you forget to clock in
or out, please see your supervisor immediately. Failure to clock in will be recorded for
attendance records.
Garnishments
A garnishment is a court order requiring the withholding of a portion of your pay to
satisfy a personal debt. It is Precision Strip's policy that if more than one garnishment
is in effect at any time it is considered grounds for termination, as allowed by State
law. This does not include routine garnishments for child support.
Overtime
In order to meet production requirements you may be required to work overtime,
which is calculated at one and one half times your regular hourly rate.
Full Time Associates
For full time, non-exempt associates, overtime pay is calculated at one and one-half
times your regular straight time hourly rate for those hours worked in excess of 40
hours in a workweek. “Workweek” is defined as beginning on Monday and ending on
Sunday.
Under extreme production requirements normal work schedules may be altered. In
this situation the calculation for overtime pay may be adjusted to meet special work
schedules.
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Flex Associates
Overtime pay is calculated at one and one half times your regular straight time hourly
rate for those hours worked in excess of 40 per week.
Progressive Pay Increases
Full Time Associates
Upon hire you receive the starting pay rate established for your position. Upon
completion of orientation and training, progressive increases may apply on a periodic
basis, at Precision Strip’s sole discretion based upon job performance and business
needs, until the maximum pay rate for your position has been reached.
If your performance is determined to be substandard, progressive increases may be
suspended.
Flex Associates
Progressive increases do not apply to Flex Associates. However, Precision Strip
may, at its sole discretion, decide to award increases to Flex Associates based upon
the unique circumstances surrounding each Flex Associate’s job performance.
Pay Adjustments Resulting from Promotions and Job
Transfers
If you accept a promotion or transfer to a job with a maximum pay rate different than
your current position, when training for your new position is complete you will receive
a pay rate adjustment equivalent to the difference between the maximum pay rate of
your prior position and your new position. In addition to this pay adjustment, if you are
receiving progressive increases you will continue to receive progressive increases
until the maximum rate for your new position has been reached.
Semi-Annual Pay Adjustments
Each March and September pay rates are evaluated and adjusted. Factors affecting
adjustments include cost of living (as measured by the Department of Labor Index),
and plant and company profitability. When deemed appropriate, a percentage
adjustment is applied to all pay rates at a facility. At the same time the maximum pay
rate for each position is adjusted each time there is a Semi-Annual Pay Adjustment.
In the event of adverse financial conditions, Precision Strip reserves the right to
suspend Pay Adjustments.
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Step-Up Pay
If you temporarily “step-up” to fill a higher paying position for two or more consecutive
weeks, you will receive the higher rate of pay while you are in the step-up role.
In order to receive step-up pay, the associate stepping up must fully meet the
requirements of the position.
Payday
Our Workweek begins on Monday and ends on Sunday. Each Friday the amount of
your net pay for the prior workweek is deposited into your checking and/or savings
accounts at the bank(s) of your choice. Each Friday you receive a pay voucher (either
paper or electronically) indicating wages earned during the prior workweek, taxes,
deductions, and your net pay. Your paystub may also be viewed at
https://sourceselfservice2.ceridian.com/PSI .
If Friday is a banking holiday, payday is the prior workday.
Shift Differential
When associates regularly assigned to work the night shift or the weekend shift, they
receive an hourly shift differential. Shift differential is paid at one and one half times
for any overtime hours worked.
Travel Policy
When you are required to travel for work, the following policies apply:
•
•
•
•
•
If you are traveling for part of the day, clock in when you arrive at work, and clock
out at the end of your day.
If you are scheduled for a trip for one or more full days and will be departing and
returning outside your normal schedule, you will be paid according to the hours
you were “on duty”. Time spent traveling is considered work time and should be
reported accordingly. If you are working at another Precision Strip facility where a
time clock is available, clock in and out at that site and you will be paid according
to the number of hours on the time clock.
If you are required to spend three consecutive nights away from your home plant
you receive a pay adjustment per week. Time spent at the Orientation Center by
new associates does not qualify for the travel bonus.
If travel is not a normal part of your position and you are traveling for one or more
full days, you will receive a daily meal allowance. In this case, meal expenses
should not be charged to a company credit card nor receipts submitted for
reimbursement.
You will be reimbursed for reasonable expenses incurred while traveling. You are
required to complete a travel expense report, which includes providing receipts for
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•
expenditures. Each receipt should include information about the purpose for travel
and the names of associates traveling.
When required to travel on company business, you should use a company
vehicle. If a company vehicle is not available, reimbursement for mileage for the
use of your personal vehicle is made at the prevailing rate.
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Adoption Assistance
Precision Strip provides up to $5,000 in Adoption Assistance to assist with expenses
related to the adoption of a child. Associates with at least one year of full time
employment are eligible to participate. This benefit does not apply to the adoption of
step-relatives or biological relatives. Qualifying expenses include specific adoptionrelated expenses such as public and private agency fees, foreign adoption fees, legal
and court fees, charges for medical care for the child prior to adoption that are not
covered under any medical plan, and expenses for temporary foster care.
Receipts for covered expenses must be provided when the adoption is finalized. This
benefit is paid as an adjustment on regular payroll and is subject to payroll taxes.
Associate Assistance Program (EAP)
Precision Strip’s Associate Assistance Program (EAP) is available to assist you and
your family in resolving personal problems. The goal of the EAP is to prevent the
progression of personal problems, keeping you healthy and on the job, and helps you
return to work and full productivity whenever personal problems are an issue.
Eligibility
The EAP is available to all associates and their eligible dependents.
Accessing the EAP
You and your family are encouraged to voluntarily seek assistance and access the
Associate Assistance Program (EAP) when you feel you have a personal problem. In
some instances, a supervisor may suggest that you access the EAP to resolve a
problem that is affecting your performance at work. Information about the EAP is
posted on the bulletin board.
When you contact the EAP, you will be given the name and phone number of an
approved counselor near your home. When an appointment is scheduled with the
counselor, arrangements will have been made so that there is no charge for the first
five visits.
Participation in the EAP
Leaves of absence for EAP matters are granted on the same basis as other medical
problems. In most cases, participation in the EAP is voluntary and is the responsibility
of the associate. When severe performance issues exist, there may be a mandatory
referral to the EAP and the associate may be required to access the EAP in order to
continue employment.
Cost
There is no cost to you or eligible dependents for the first five visits through the EAP.
Precision Strip has prepaid any fees associated with the EAP.
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Confidentiality
Records of participation in the EAP are not available to Company personnel. EAP
discussions and records of discussions or participation in the EAP are considered
privileged communication protected by and released under federal and state
confidentiality laws.
Holidays
Precision Strip provides pay for eight holidays
each year. Every attempt will be made so that
you are off work on these holidays. However,
when customer demand requires that you work
on a paid holiday, you receive regular holiday pay
as well as pay at one and one half times your
regular straight time hourly rate for all hours
worked on the designated holiday. In some
cases, another day will be substituted for the
Holidays listed here (for example, for Weekend
Shifts). Hours worked on the holiday (up to 10)
will count towards your weekly 40 straight time
limit.
Paid Holidays
New Year’s Day
Memorial Day
Fourth of July
Labor Day
Thanksgiving Day
Friday after Thanksgiving Day
Day before Christmas
Christmas Day
Eligibility Requirements
In order to qualify for holiday pay, you must meet the following requirements:
Full Time Associates
• Completion of 30 days of employment, and
• Working or on paid vacation during the week in which the holiday falls
• You will receive holiday pay based on your regular straight time hours for that day
Flex Associates
• At least one year of service, and at least 240 hours worked in the twelve weeks
immediately preceding the holiday, and
• Working during the week in which the holiday falls
• Holiday pay is computed by dividing the average number of hours worked per
week in the prior calendar year by five
Incentive Plan
The Incentive Plan is an opportunity for associates to share in the success of the
company. Productivity is a direct indicator of profitability and is the key component of
the Plan. As productivity increases, there are more profits to share with you.
Productivity is measured by the Productivity Index which is computed by dividing
revenue (the money that our customers pay us) by hours worked. The higher the
Productivity Index, the higher your payout.
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Eligibility
Full time associates are eligible to receive a full payout (100%) the first full week
following six months of employment and a successful 360 evaluation by their peers
and their supervisor.
Individual payouts may be waived when an associate’s performance is not
acceptable.
Group Payouts
A Group includes all associates in either Processing, or Transport, at a location. The
Productivity Index, and then the Hourly Incentive Payout, are calculated for each
Group.
• Each associate within a Group receives the same payout for each hour worked.
• When both Processing and Transport exist at a location, one fourth of each
associate’s payout is based on a combination of the overall location’s
performance. The Location Payout encourages all associates at a location to
work together to mutually benefit both Processing and Transport.
• The amount of the hourly payout is unlimited (there is no maximum payout).
Pay Out Period
Each week the amount of your Incentive Payout is multiplied by your hours worked that
week (Incentive Pay for overtime is paid at one and a half times). The actual payout
will be the sum of the payouts that were banked each week.
You must be employed on the date of the payout to receive the payout, unless you
are retiring after 5 years of service and >50 years of age.
Revisions to Payout Schedules
Payout schedules will be adjusted each calendar year (on January 1) in the same
amount as the Cost of Living Adjustments. Payout schedules may be adjusted when
there are changes to equipment or facilities that significantly impact productivity, or
when there are significant changes in the business.
Right to Waive Payment
In the event of adverse financial conditions, Precision Strip reserves the right to waive
making a payout.
Jury Duty
Precision Strip encourages you to fulfill your civic responsibilities by serving jury duty,
when required. Any associate who has received a jury duty summons must notify
Precision Strip as soon as possible, but not later than 12:00 p.m. on the day prior to
service of jury duty. Associates will also be given an excused absence for the time
spent serving on jury duty.
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Leaves of Absence
Precision Strip provides you with leaves of absence in keeping with all governing
laws and regulations, including the Family Medical Leave Act (“FMLA”) and any other
leaves of absence as required by state laws. Precision Strip also provides certain
additional leave benefits for personal hardships and medical conditions not covered
by these laws.
Associate Responsibility
Except in emergency circumstances, you are required to give Human Resources at
least 30 days advance notice of the need for leave. If the reason for leave was
unforeseeable, notice must be given to Precision Strip as soon as practicable
(generally, at least verbal notice within two days of learning of the need to take
leave). Your notice of the need for leave must provide Precision Strip with enough
information to determine whether the leave is for an FMLA-qualifying reason. Medical
absence requests must be supported by a certification completed and signed by a
licensed medical provider. Requests for non-medical leaves of absence must be
supported by official documentation to be determined based on the circumstances
that demonstrate a need to be absent for the period(s) of time you are expected or
required to be out of the workplace.
Your request for a leave of absence, and any required medical certification, must be
submitted on forms provided by Precision Strip. Failure to comply and return these
forms may result in a denial of leave.
Precision Strip will acknowledge your request in writing within five days of the receipt
of your signed request form. Once all required information is received, the leave
request will be evaluated by Human Resources, which will timely grant or deny your
leave request, in full or in part, or on agreed terms and conditions, or solicit further
information before making a final decision. Supervisors, managers or other Precision
Strip personnel outside of Human Resources cannot grant a leave of absence.
During the leave period, you remain obligated to keep Human Resources apprised of
issues affecting your status and expected return to work date. Failure to timely
provide such information and to cooperate with and keep in contact with Precision
Strip during the leave period may affect your continuing right to approved leave and
may result in discipline or termination.
Before returning to work after a leave of absence for a personal health condition, you
are required to provide a medical release signed by a medical care provider at least
three working days before your scheduled return to work date.
While on a leave of absence, you are expected to give your primary focus and
attention on the reason(s) Precision Strip approved your leave request. For instance,
if you are on leave for a personal medical or health condition, you are not to take
personal vacations or engage in other activities inconsistent with the reason for the
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approved leave or that would objectively suggest that the factual or medical basis for
your requested leave no longer exists. Instead, you are to be involved in activities as
directed by your health care provider and intended to support or speed your recovery.
Engaging in activities inconsistent with the reason for leave can result in a revocation
of the leave, discipline or termination.
Leaves and Leave Periods
Depending on the reason for a leave request, under appropriate circumstances you
may be entitled to request up to the following periods of consecutive or intermittent
leave:
• FMLA Leave Up to 12 workweeks during any rolling 12 month period if medically
necessary, to care for your personal medical needs or the medical needs of a
spouse/domestic partner, parent, minor child, incapacitated adult child, or 26
workweeks for your military-related medical needs or those of your relatives
designated above or a serviceperson’s nearest blood relative or designated “next
of kin,” or up to 12 workweeks to bond with a newborn child or an adopted child.
To qualify, you must have been employed by Precision Strip for at least 12
months prior to the absence, working at least 1250 hours, and must not have
previously exhausted your FMLA leave rights.
• Company Medical Leave Depending upon your longevity with Precision Strip,
you may be entitled to request leave under the Company Medical Leave program
for your personal health condition. If you have been employed for at least 30 days,
you may seek up to 12 workweeks of medically necessary leave. If you have been
employed for more than one continuous year, you may seek up to 27 workweeks,
which supplements (if otherwise available) the 12 workweeks of FMLA, for a
potential total leave period of 39 workweeks of medically necessary leave.
• Workers’ Compensation Leave Up to 12 workweeks while the workers’
compensation claims administrator determines whether your claim is covered
under that system. If the workers’ compensation claim is denied by the workers’
compensation administrator, the associate’s medical condition will be reviewed for
coverage under FMLA and/or the Company Medical Leave program. If granted,
the initial 12 week workers’ compensation leave period granted through Precision
Strip’s Workers’ Compensation Leave policy will terminate as you transition to the
workers’ compensation leave and benefits provided by state law, although FMLA
time periods will continue to be exhausted while you are unable to work pursuant
to a covered industrial illness or injury. This leave is available to an associate at
any time.
• Military Call to Duty/Military Exigency Leave The Uniformed Services
Employment and Reemployment Rights Act of 1994 (USERRA) provides for
certain leave of absence rights if you are called to active duty and you have not
exceeded five years of cumulative service in the armed services while employed
by Precision Strip. If you, a spouse/domestic partner, child or parent is called to
active duty as part of an exigent deployment (less than seven days’ notice), you
may request a reasonable period of leave to attend to deployment-related issues,
including: (1) related military events and activities, such as briefings, family
assistance programs, or official ceremonies and events, childcare and school
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activities, including arranging alternative childcare, caring for children on an
immediate, urgent basis; (2) legal arrangements, such as executing powers of
attorney, obtaining military identification cards, or preparing a will or trust
counseling; (3) rest and recuperation (that is, to spend time with a military family
member who is on short term rest and recuperation leave); and (4) postdeployment activities, including arrival ceremonies, reintegration events and
issues relating to the death of a service member. This leave is immediately
available to an associate after commencing service with Precision Strip.
Hardship Leave Associates who have been employed by Precision Strip on a
full-time basis for 30 days or more may request a personal hardship leave. The
request will be evaluated on a case-by-case basis, considering the basis for the
request, Precision Strip’s needs during the requested leave period, and other
relevant facts or circumstances to determine whether a particular leave request
should be granted.
Bereavement Leave Bereavement Leave is granted to you upon the death of a
family member. You receive pay based on your normal straight time hours for
missed shifts for up to five working days for the death of your spouse, domestic
partner, child or stepchild, three working days for the death of your parent,
stepparent, brother, sister, parent-in-law, son-in-law, or daughter-in-law. You
receive a bereavement leave for one day for the death of your grandparent or
grandchild. Leaves for attending the funeral of other relatives or close friends
may be granted without pay.
Intermittent Leave
Most leave requests are expected to involve a continuous period of time when you
will be absent from the workplace. Certain medical leaves may, however, involve
intermittent leave. Such leave requests often involve needed workplace absences to
attend medical or therapy appointments, but may also involve alternate or reduced
work schedules if the associate is unable, on a short or limited term basis, to
successfully work full days. When supported by appropriate medical documentation,
Precision Strip will honor intermittent leave requests.
Job Protection
Depending on the basis for granting a leave request (e.g., FMLA and State Labor
Code leaves), you may be entitled to job protection during the approved leave period,
meaning that you may be reinstated to the position you held before you took leave or
may be placed in an equivalent position available at the time you return to work,
based upon business needs. You must meet the minimum job qualifications of your
position in order to be reinstated and provide Precision Strip with a release from your
treating physician authorizing your return to work and noting any restrictions.
If you do not qualify for a job protected leave of absence under one or more
governing laws, there is no guarantee that your job, or a similar job, will be available
for you at the end of an approved leave period.
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Job protection/job return rights may be identified on the Response to Notice of
Absence/Request for Workplace Leave. Please contact Human Resources with any
questions regarding this policy.
Compensation and Benefit Continuation
While on an approved leave of absence, you will be entitled to continue participating
in Reliance Rewards, although you are still obligated to pay your previously existing
associate contribution toward the costs of such programs. In some instances,
Precision Strip reserves the right to seek recovery of costs paid on your behalf should
you fail to return to work following an approved leave.
While on an approved Leave of Absence, service (seniority) credit is granted toward
eligibility for Reliance Rewards, the Retirement & Savings Plan, and Vacation
eligibility. Service (seniority) credit is not granted toward Incentive Plan eligibility or
Progressive Pay Increases.
Disability Accommodation
Precision Strip is committed to providing a physically accessible and supportive
environment for job applicants, associates, and visitors with disabilities in keeping
with the Americans with Disabilities Act, and other governing federal and state laws
and regulations.
Please promptly advise Human Resources of any physical barrier or circumstance
that might negatively impact accessibility or participation in Precision Strip-sponsored
programs or opportunities by disabled individuals.
Precision Strip is also committed to a workplace in which associates able to perform
the essential functions of their jobs, with or without accommodations, should be
utilized in order to keep them integrated in the workforce. This process may involve
early return-to-work, modified or alternative duties, or other accommodations when
an associate has been injured or disabled, whether due to an industrial or nonindustrial event. Whenever reasonably possible, Precision Strip and a disabled or
injured associate should cooperatively implement a return to work program that
reintegrates the associate into the workplace as soon as possible.
As part of this commitment, upon notice and request for accommodations by an
actually or potentially disabled applicant or associate, Precision Strip will proactively
participate in all processes and procedures necessary to determine whether the
individual has a disability for which a reasonable accommodation can be provided in
order to make it easier for him/her to meet the essential functions of their position or
screening evaluation. Any requested accommodation cannot unduly burden Precision
Strip, or create a safety risk to the applicant/associate or others, although Precision
Strip will review and consider all reasonable alternatives in determining an offer of
accommodation.
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Precision Strip will seek to address all associate accommodation requests in a
respectful and informal manner. When necessary or appropriate, Precision Strip may
still need to obtain medical or other information in order to assess the nature of extent
of a disability or the nature or extent of potentially reasonable accommodations. In
the absence of necessary information, which might be available only from the
applicant/associate or his/her physicians, Precision Strip may be unable to determine
whether a disability exists and/or whether a particular accommodation would be
reasonable and appropriate. If the associate’s actions or inactions prevent Precision
Strip from evaluating an accommodation requests, Precision Strip will make an
evaluation based on the information available to it, which may result in a
determination that no accommodation can be offered due to an absence of material
information.
Should it be determined that a disability exists, with an accommodation offered by
Precision Strip accepted by the associate, the parties should each assume the
burden of maintaining open lines of communication to ensure the continuing viability
of the accommodation or the possible need to modify or supplement the
accommodation.
With respect to leave of absence requests submitted under the ADA, involving time
periods greater than those granted by the FMLA or similar state laws, you and
Precision Strip will evaluate such issues if, and when, they may arise. Additional
leaves of absence may be possible under disability rights laws, but open-ended
requests, requests that are unduly burdensome to Precision Strip or its operations, or
requests that are not supported by reasonable documentation of need, may properly
be denied. Precision Strip will base its decision regarding whether additional leave
may be granted on business needs.
Reliance Rewards Benefits Plan
Few things matter more than protecting your family and your family’s health and
welfare. The Reliance Rewards Plan is designed to support your physical, emotional
and financial well-being, and to provide comprehensive, cost-effective benefits that
meet the unique needs of you and your family. For complete details about Reliance
Rewards, refer to the Summary Plan Description at www.benefitenroll.com.
Benefits Included with Reliance Rewards are:
Paid 100% by Precision Strip:
• Basic Life Insurance for you
• Basic Accidental Death and Dismemberment (AD&D) Insurance for you
• Basic Short-Term Disability (STD) Insurance for you
• Basic Long-Term Disability (LTD) Insurance for you
Cost shared by Precision Strip and you:
• Medical Insurance for you and your eligible dependents
• Prescription Drug coverage for you and your eligible dependents
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Dental Insurance for you and your eligible dependents
Vision Insurance for you and your eligible dependents
Paid 100% by you:
• Supplemental Life for you and your eligible dependents
• Supplemental AD&D for you and your eligible dependents
• Supplemental Short-Term Disability (STD) for you
• Supplemental Long-Term Disability (LTD) for you
• Flexible Spending Account (FSA) for Healthcare and/or Dependent Care
Effective Date
Benefits for new associates who meet the eligibility requirements (as defined in the
Plan) begin on the 31st day of employment. Eligible associates must enroll in
Reliance Rewards during the first 30 days of employment.
Annual Enrollment
During Annual Enrollment each fall, you are able to make changes to your benefit
choices. All Annual Enrollment elections and changes are effective on January 1,
and remain in effect for the Plan year (January 1 – December 31), unless you have
a qualifying life status event.
Qualifying Life Status Events
The only time you can make changes to your benefit elections, other than during
Annual Enrollment, is when you have a qualifying life status event and the change is
consistent with the event. Life status events include marriage, divorce, birth or
adoption of a child, death of a spouse or dependent, and your spouse beginning or
terminating employment. Any changes to your benefits must be made within 30 days
of the qualifying event.
Continuation of Coverage
As defined by COBRA regulations, if your Health, Dental and/or Vision coverage is
discontinued due to termination of employment (other than gross misconduct) or
reduction in your work hours, you may elect to continue coverage for yourself and
your eligible dependents for up to 18 months. If Health, Dental and/or Vision
coverage for your spouse (former spouse), and/or qualifying dependents is
discontinued due to your death, dissolution of marriage, or legal separation from your
spouse, or your dependent child's ceasing to be an eligible dependent under the
Plan, your spouse, former spouse or qualifying dependent may elect to continue
coverage for up to 36 months. If your Health, Dental, and/or Vision coverage are
discontinued due to your total disability, you may elect to continue coverage for
yourself and your eligible dependents for up to 29 months.
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Associate Benefits
Retirement and Savings Plan
The Retirement and Savings Plan is designed to provide you with financial security
during your retirement years. Our Plan is classified as a defined contribution plan and
is regulated by the Department of Labor and Internal Revenue Service. Our Plan is
actually one plan with two different parts -- the part that Precision Strip contributes, or
Profit Sharing -- and the part that you may choose to contribute, or 401(k). While
many of the same rules apply to both parts of the Plan, each of the two parts is
uniquely different. The following illustration is only a brief summary, and you should
refer to your Summary Plan Description for further details about the Plan or contact
your HR representative.
Visit www.401k.com or call Fidelity at 800-835-5097 to:
• Receive information about the Plan and retirement planning
• Start, change, or stop your 401(k) contribution
• Learn about investing and investment options
• Change how your money is invested
• Learn about, or apply for a loan
• Learn about, or apply for a Hardship Withdrawal
• Add or update your beneficiary
• Learn about your options should your employment end
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Associate Benefits
PROFIT SHARING
401(K)
Participation is automatic on the first
Enrollment Date following eligibility.
You may choose to enroll on any Enrollment
Date following eligibility. The plan offers an
Automatic Enrollment feature at 2% with
Automatic Increase of 2% each year until
8% is reached.
Contributions
Precision Strip makes a discretionary
contribution to your Retirement & Savings
Plan (when company profitability permits).
You may choose to contribute a percentage
of your pay to the Plan each week. The IRS
limits the total amount you may contribute to
your 401(k) in a calendar year ($17,500 in
2013). Your contribution is automatically
deducted from your pay as a pre-tax
deferral. This means you don't pay federal
or state income taxes now on the amount of
your pay that you contribute to your 401(k).
If you are age 50 or over, the Catch Up
Provision is also available.
Investments
Contributions to your account are invested in a trust fund by Fidelity Investment Services.
You may invest your contributions among a number of funds available.
Eligibility
Enrollment Dates
Participation
Vesting
Associates are eligible to participate after
Associates are eligible to participate after 90
one year of service during which they have
days of employment.
worked at least 1,000 hours.
January 1, April 1, July 1, and October 1
Vesting means that you are entitled to a
percentage of the balance of your Profit
Sharing account according to the number
of years you have been employed by
Precision Strip. For example: Assume you
have been with Precision Strip for two
years and your Profit Sharing account
balance is $10,000. If your employment
terminates, you receive 20% of your
balance, or $2000. You are 100% vested
after six years of employment. In the event
of death, total disability, or retirement at
age 65, you are always 100% vested.
Your 401(k) contributions and their
investment earnings always belong to you
100%. 401(k) plans call this being "100%
vested."
Withdrawal
Provisions
Because the Plan is designed as a way to provide for your retirement, funds can only be
withdrawn upon your termination, total disability, retirement, or death. In some cases, a
special hardship withdrawal may be made. Withdrawals from the Plan which are not rolled
into another plan or an IRA are subject to regular income tax. If the participant is under age
59 1/2 when the withdrawal is made, these amounts may also be subject to a 10% excise
tax. However, taxes can be deferred by "rolling over" any distributions.
Rollovers
Whenever you terminate your employment and receive a distribution from the retirement
plan of your prior employer, you can continue to defer taxes on that distribution by rolling it
over into the plan sponsored by your new employer, or into an IRA. There is no dollar limit
on the amount you can roll over.
Loans
You may borrow up to 50% of your vested account balance of your Retirement and
Savings Plan balance, with the minimum loan being $1000 and the maximum being
$50,000. The loan (plus interest) is repaid via payroll deductions. Only one loan may be
outstanding at any time.
Tax
Considerations
Contributions and earnings are not taxed until withdrawal. Keep in mind that you defer
taxes on 401(k) contributions, but do not avoid taxes.
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Special Events
Several social events are held at each plant each year including a summer event for
associates and their families, as well as a holiday party. These events are unpaid and
for the exclusive purposes of building goodwill among associates and showing
appreciation for continued high quality work. Precision Strip associates and their
family members who may choose to attend are expected to act in a professional and
responsible manner at all times at each of these events. Precision Strip accepts no
liability or responsibility for any injury sustained at any of Precision Strip’s special
events. By signing the acknowledgment page of this Handbook and attending one of
Precision Strip’s special events, associates and any attending family members waive
any claims against Precision Strip arising from any occurrence at the special event,
unless such occurrence results from the gross negligence of Precision Strip, defined
by applicable law. Associates further agree that any damage to property caused by
any associate or a member of his or her family at any Precision Strip special event is
the sole responsibility of the associate. Precision Strip reserves the right to discipline
any associate, including termination, for any gross misconduct, determined at
Precision Strip’s sole discretion, at any Company special event.
Vacation
Precision Strip has adopted a vacation program to give you an opportunity for time
away from your job. Vacation time may be scheduled by the week, day or half day
and must be approved in advance by your supervisor. Associates with two or more
weeks of vacation are required to use at least one week of their vacation each year.
Prior to becoming eligible for vacation pay, in some cases time off may be taken
without pay upon approval by your supervisor.
If you are a full time associate you are eligible for paid vacation on January 1
following your full time employment as follows:
Length of Service as of January 1
Vacation Eligibility
Less than 6 months
One Week
More than 6 months and less than 4 years
Two Weeks
More than 4 years and less than 14 years
Three Weeks
More than 14 years and less than 24 years
Four Weeks
More than 24 years
Five Weeks
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Computing your Vacation Pay
Vacation is paid at your hourly rate in effect at the time vacation is paid and is based
on your Average Weekly Hours. Average Weekly Hours are computed by dividing
total hours worked, holiday hours, and vacation hours by the number of weeks
employed during the prior calendar year.
Daily Vacation Hours are computed by dividing Average Weekly Hours by the number
of days in your normal weekly schedule. If you take one day of vacation, your vacation
pay is computed by multiplying your current pay rate by your Daily Vacation Hours.
Example: Last year, you averaged 50 hours per week. Your normal schedule is
Monday through Friday, or five days. Your Daily Vacation Hours are 10 (50 divided by
5) and your current hourly rate is $15.00. To compute your vacation pay for one
week, multiply 50 times $15.00. To compute your vacation pay for one day, multiply
10 times $15.00.
If you take a half-day of vacation, you are required to work half the scheduled shift
and vacation pay will be based on half of your Daily Vacation Hours.
Accumulating Vacation
If you have unused vacation at the end of the year, up to one full week may be
carried over to the next year.
Pay in Lieu of Time Off
You may choose to take pay for unused vacation dependent upon business
conditions. Keep in mind that you are required to take at least one week of time off
each calendar year (if eligible for vacation).
If your employment terminates and you have unused vacation, payment for unused
vacation is made on your final paycheck. Precision Strip reserves the right to waive
payment of any unused vacation in the case of gross misconduct that results in
termination of employment.
Vacation Pay and Your Retirement Plan
When you receive Vacation Pay, Precision Strip contributes to your Retirement Plan.
This means that even when you are on vacation, your Retirement Plan is growing.
Other
In order for you to receive Vacation Pay, you must work during the year in which the
Vacation Pay is paid.
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Associate Benefits
Workers’ Compensation Insurance
Precision Strip provides a comprehensive workers' compensation insurance program
at no cost to you. This program covers any injury or illness sustained in the course of
employment that requires medical, surgical or hospital treatment.
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Locations
Locations
Locations
mpensation
mpensation
To view an interactive map of our locations, please visit our website at
Precision Strip Locations
www.Precision-Strip.com
Headquarters
86 South Ohio Street
Minster, Ohio 45865
(419) 628-2343
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Locations
MINSTER, OHIO
86 South Ohio Street
Minster, Ohio 45865
(419) 628-2343
TIPP CITY, OHIO
315 Park Avenue
Tipp City, OH 45371
(937) 667-6255
KENTON, OHIO
190 Bales Road
Kenton, Ohio 43326
(419) 674-4186
TALLADEGA, ALABAMA
36000 Alabama Highway 21
Talladega, AL 35161
(256) 315-2345
BOWLING GREEN, KENTUCKY
4001 Hardison Road
Woodburn, Kentucky 42170
(270) 542-6100
PERRYSBURG, OHIO
7401 Ponderosa Road
Perrysburg, OH 43551
(419) 661-1100
MIDDLETOWN, OHIO
4400 Oxford State Road
Middletown, Ohio 45044
(513) 423-4166
PORTAGE, INDIANA
6720 Waterway Drive
Portage, IN 46368
(219) 787-1600
ROCKPORT, INDIANA
c/o Rockport Works – Slitter Bay
6500 North U.S. 231
Rockport, IN 47635
(812) 362-6480
VONORE, TENNESSEE
27 Excellence Way
Vonore, TN 37885
(423) 884-2450
ANDERSON, INDIANA
3518 West 73rd Street
Anderson, IN 46013
(765) 778-4452
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