Employment Policies

Equal Opportunity Employment

Equal employment opportunity applies to every aspect of your job — recruiting, hiring, training, promotion, pay, and termination — regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, or veteran status. Zero tolerance for discrimination and harassment, on every job site and at every company facility. No exceptions.

Employment Classifications

Your classification determines benefits, overtime eligibility, and leave policies. Full-Time Year-Round employees work 40 hours per week year-round and receive full benefits. Full-Time Seasonal employees work 40 hours per week during the active season (typically late April through October) and receive seasonal benefits. Part-Time employees work under 30 hours per week with limited benefits. Temporary/On-Call employees are hired for specific projects or peak periods without company benefits. All field crew members are classified as non-exempt — you get overtime pay for every hour beyond 40 in a workweek. Per-shift overtime rules vary by rank (Trainee, Crew Member, Crew Lead) — see the Overtime Policy subsection on the Payroll & Schedule page for the full breakdown.

Seasonal Employment & Weather Policies

Peak season runs early spring through late fall, with the heaviest demand from May through October. Winter months may bring reduced hours, snow removal assignments, or temporary layoff depending on conditions and your role. Seasonal employees in good standing get priority rehire the following season. Weather-related schedule changes come from your crew leader or supervisor as early as possible. Rain delays, heat advisories, and storm cancellations are never counted against your attendance record. If you are on temporary winter layoff, contact your supervisor for unemployment documentation.

At-Will Employment

Employment is at-will. Either you or the company can end the employment relationship at any time, with or without cause, with or without notice, subject to applicable law. This handbook is not an employment contract and does not guarantee a job for any specific duration.

Not Eligible for Rehire

A "Not Eligible for Rehire" designation is a formal HR record indicating that a former employee is not considered for future employment with the company. This designation is applied at management's discretion and is documented in the employee's permanent HR file.

Triggering Conditions The following events may result in a Not Eligible for Rehire designation: - Termination for cause — including policy violations, theft, violence, on-the-job substance abuse, willful property damage, or serious safety breaches - Voluntary resignation in bad standing — walking off the job without notice, abandoning a shift or crew, or leaving during peak season in a manner that harms operations - No-call/no-show termination — two consecutive unexcused absences without contact treated as voluntary resignation - Serious misconduct — harassment, falsification of records, fraud, or conduct that exposes the company to legal liability - Failure to return company property, equipment, or vehicles after separation

Not every involuntary termination results in this designation. Seasonal layoffs, position eliminations, and performance-based separations handled in good faith do not automatically trigger a Not Eligible for Rehire status.

Who Has Authority Only a Manager or the Owner may assign a Not Eligible for Rehire designation. The designation is documented in writing, with a reason recorded in the employee's file. Supervisors and Crew Leads may recommend but cannot assign this status independently.

Effect on Future Applications If a former employee with this designation submits a future application, the application will not advance through the hiring process. The company's standard policy when responding to employment verification requests from third parties is to confirm employment dates and job title only — the Not Eligible for Rehire designation is not disclosed externally.

Review & Appeal A former employee who believes a Not Eligible for Rehire designation was applied in error may submit a written appeal to the Owner within 30 days of their separation date. The Owner will review the circumstances and issue a written decision. This review is a one-time opportunity and is final.

Background Checks & Drug Testing

All employees may be subject to pre-employment background checks and drug testing as permitted by Minnesota law. You operate heavy equipment, drive company vehicles, and handle chemicals — impairment is not an option. Under the Minnesota Drug and Alcohol Testing in the Workplace Act (DATWA), random drug testing is restricted to employees in safety-sensitive positions (equipment operators, CDL drivers, chemical applicators). The company maintains a written drug and alcohol testing policy as required by DATWA. You will receive written notice of test results, and you have the right to explain or contest a positive result. Pre-employment testing is conducted for all new hires. Reasonable-suspicion testing may occur when a trained supervisor observes signs of impairment. A confirmed positive test or refusal to test may result in disciplinary action up to and including termination, following the procedures outlined in the written policy.

Post-Incident Drug & Alcohol Testing

Any employee involved in a workplace accident, personal injury, safety incident, vehicle accident, equipment damage, or any event with potential company liability may be required to submit to employer-directed drug and alcohol testing. The purpose of this policy is to promote workplace safety and protect employees, customers, company property, and the public.

Testing is conducted in accordance with the Minnesota Drug and Alcohol Testing in the Workplace Act (DATWA) and company policy. When testing is required, you must complete it promptly — no later than 7 calendar days following notification, unless management approves a written extension.

Refusal to submit to required testing, or failure to complete testing within the required timeframe without an approved extension, constitutes non-compliance and will result in disciplinary action up to and including termination.

A confirmed positive test result following an incident will also result in disciplinary action up to and including termination, subject to applicable Minnesota and federal law. The company reserves the right to investigate all incidents and determine appropriate disciplinary action based on the full circumstances, including whether impairment contributed to the event.

All applicants and new hires must acknowledge receipt and acceptance of this policy as a condition of employment.

Minnesota Minimum Wage

The company complies with Minnesota minimum wage requirements. As of 2026, the Minnesota minimum wage for large employers (annual gross revenue of $500,000 or more) is $11.13 per hour, subject to annual inflation adjustments by the Minnesota Department of Labor and Industry. All employees are paid at or above the applicable minimum wage. Crew leaders, certified technicians, and experienced crew members earn premium rates above minimum wage. Check your offer letter or pay stub for your current rate, and contact the owner with any questions.

Medical Fitness & Return to Work

Any employee who reports a workplace injury, illness, or physical condition that prevents them from safely performing assigned duties may be removed from active work status pending medical evaluation.

Employees determined by management to be unable to safely perform the essential functions of their job may be placed on administrative leave. During this period, employees may use available paid sick leave or other applicable leave benefits consistent with company policy and Minnesota law.

Before returning to work, an employee may be required to provide a written release from a licensed medical provider certifying they are medically cleared to safely perform the essential functions of their position, with or without reasonable accommodations. The company reserves the right to review any stated medical restrictions and determine whether suitable modified or alternative work is available consistent with those restrictions.

Employees who do not provide the required medical documentation within a reasonable timeframe may remain ineligible to return to active work until the documentation is received and reviewed by management.

This policy is intended to protect the health and safety of employees, customers, and the public while ensuring that all workers are medically fit to perform their assigned duties.

Per-Service Authorization Levels

Field rank — Trainee, Crew Member, Crew Lead — is assigned company-wide based on overall qualifications and onboarding status. However, authorization to perform work independently on a specific service is tracked separately and can differ from your overall rank.

A person can be a Crew Member overall yet still be a Trainee (or Not Authorized) on a service they have not yet trained on. Your company-wide rank reflects your general employment standing; your per-service authorization reflects whether you are qualified to work that service safely without supervision.

The Five Per-Service Authorization Levels

Not Authorized — The employee has not been cleared for this service at all. They may not perform, assist with, or operate equipment for this service, even under supervision on client properties.

Prospect — The employee is in the evaluation phase for this service — typically a working interview or a supervised trial day to assess fit and basic readiness.

Trainee — The employee is actively training on this service. They work under direct supervision at all times and may not operate equipment for this service solo.

Crew Member — The employee is fully authorized for this service. They can perform the full service scope independently, operate all assigned service equipment without supervision, and be dispatched solo or as part of a crew.

Crew Lead — The employee is authorized to lead a crew performing this service — assigning tasks, verifying quality, and serving as the on-site point of contact.

Per-Service Authorization — Example Reference

Per-Service Authorization — Rules & Accountability

Solo Work Rule Only employees at Crew Member or Crew Lead authorization level for a given service may perform that service without direct supervision. A company-wide Crew Member who is a Trainee on snow removal cannot operate a plow truck, snow blower, or de-icing equipment solo — they must work under a Crew Lead or Supervisor authorized on snow until they advance to Crew Member on that service.

Who Grants Authorization Per-service authorization is granted by management (Supervisor, Manager, or Owner), typically following a training evaluation or recommendation from a Crew Lead with authority on that service. Authorization is documented in the employee's HR record.

Starting Authorization New hires begin as Trainee on all services their role is expected to cover. Employees hired for a specific service (e.g., hired for snow removal only) begin as Trainee on that service and Not Authorized on others unless management determines otherwise.

Why This Matters Different services carry different equipment risks, client exposure, and liability profiles. A crew member fully qualified on lawn mowing may have no experience operating a skid steer for snow or working at height on a gutter job. Tracking authorization by service ensures that only trained, evaluated employees are dispatched for each type of work.

For the company-wide rank definitions and shirt color system, see the [Uniform & Rank Identification](/uniform) page. For the full role hierarchy — Applicant through Owner — see the [Roles & Hierarchy](/roles-hierarchy) page.