Work Permit

We can not allow you on the build site unless you have received a work permit (unless you are 18yrs of age or older).

To Print - Click Link for Form —> Employment Certificate (IfUnder the Age of 18) - To be submitted when applying for Work Permit with your Photo ID & Birth Certificate

*Work Permit - To be completed by your school counselor or take above form with a valid Photo ID and Birth Certificate to Job1 located at 3400 Tulane Ave.

*Bring completed paperwork, a valid Photo ID, and your Birth Certificate or SS Card to the uCC office @ The NET Charter Gentilly (6601 Franklin Ave.)

uCC Drug & Alcohol Policies

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unCommon Construction seeks to maintain a work environment that is free from the effects of alcohol and drug use and abuse. We believe that unCommon Construction has responsibility to its employees, youth participants, community volunteers and those who use or come in contact with its products/services, to ensure a safe and productive work environment. We also believe that unCommon Construction and its employees have a responsibility to uphold high standards of professionalism and personal responsibility that reflect our organization's values and serve as models for future professional behavior for youth participants.

To satisfy these responsibilities, it is the policy of unCommon Construction and a condition of employment that an employee be present and able to perform their job free from the effects of alcohol, narcotics, depressants, stimulants, hallucinogens and cannabis or any other substances, which can impair job performance, put others at physical risk of injury or otherwise impair judgement.

Our Commitment

We recognize that drug and alcohol abuse may be a sign of chemical dependency and that substance abuse can be successfully treated with professional help.

unCommon Construction provides an Employee Assistance Program (EAP) through referrals to trained professionals and other support programs for employees to deal with substance abuse and other personal problems that can affect work performance. Our commitment is to help employees remain productive members of our team, ensuring the safety of our job sites and to support positive outcomes for the youth our mission serves. In certain circumstances, unCommon Construction may insist upon a mandatory referral to our EAP as a condition of continued employment. No employee will be disciplined or discriminated against simply for seeking help.

Employee Responsibility

The employee is responsible for following all of our work and safety rules, and for observing the standards of behavior. And, supervisors, co-workers, apprentices and customers have the right to expect unCommon Construction employees to make decisions and act in the interest of their safety and well-being.

In addition, if you, the employee, believe you may have a problem with drugs or alcohol, you are responsible for seeking assistance, whether from or through the company or any other resource, before a drug or alcohol problem adversely affects your work performance or results in a violation of this policy. The time to seek help is BEFORE you are in “trouble”, NOT AFTER. If a professional assessment is made that you have a problem with Drugs or Alcohol, your continued employment may be conditioned upon one or more of the following:

-Entering into and completing a treatment program approved by the company.

-Signing and living up to a last chance performance agreement.

-Undergoing a Follow-up Testing Program at company's’ discretion.

Scope of our Policy

This Policy and each of its rules apply whenever an employee is on or in Company Property, surrounding grounds and parking lots, leased or rented space or otherwise engaging in company activities which may occur elsewhere in the community. This policy also applies during company time (including breaks and meal periods), in any vehicle used on Company business, and in other circumstances (such as on customer premises or at business/sales functions) we believe may adversely affect our operations, safety, reputation or the administration of this policy.

We recognize that there are times at unCommon Construction during company time or through other activities such as fundraisers or celebrations, when alcohol may be consumed by employees. This policy applies to instances in which the use and abuse of drugs or alcohol to excess during or outside of regular work hours impairs judgement or job performance or otherwise endangers the lives and/or safety of coworkers or others.

Pre-Employment Testing

Safety sensitive employees may be required to pass a pre-employment urine drug test before being hired. Safety sensitive employees are any employees who spend time on an unCommon Construction build site or engage directly with youth program participants.

Our Drug & Alcohol Rules

The following rules are extremely important and an employee who violates any one of them will be subject to disciplinary action, up to and including termination.

1.) Alcohol: An employee may not possess, use, transfer, offer, or be under the influence of any intoxicating liquor while at work or on company business. This rule prohibits using any alcohol prior to reporting to work, during breaks or meal periods, or in conjunction with any Company activity, except social or business events where a Corporate Officer has authorized the moderate consumption of Alcoholic Beverages.

-An employee will be removed from a Safety Sensitive Position for 24 hours if his/her Blood Alcohol is at or above the benchmark for a legal DWI limit of .02 for under 21-years old and .08 for over 21-years old. A referral may be required to a Substance Abuse Professional before being released back to a safety sensitive position.

2.) Drugs: An Employee may not possess, use, transfer, offer, share, attempt to sell or obtain, manufacture, or be under the influence of any drug or similar substance and also may not have any drugs or similar substances present in the body. Thus, an employee who tests positive for any illegal-drug violates this rule. This rule also pertains to Prescription drugs being taken without doctor’s authorization.

3.) Drug Paraphernalia and Alcohol Containers: An Employee may not possess any Drug Paraphernalia or Alcohol Containers.

4.) Prescriptions/ Over–the-counter Medications: It is the employee’s responsibility to check the potential effects of prescribed drugs and over-the counter Medications with a doctor or pharmacist before starting work, and to immediately let the supervisor know when such use makes it unsafe to report to work or perform one’s job.

5.) Adulterants: Any substance that is used for the purpose of manipulating a drug test by adding to the specimen or ingesting.

Random Testing Program

unCommon Construction reserves the right to implement a random-testing program by a third party and/or a computerized Selection Process throughout the year. When selected for and notified of random testing, the employee must test ASAP, and may be required to go directly from worksite or the location of an incident to be tested.

Mandatory Post Accident Testing

Post accident drug and/or alcohol testing will be at supervisor or company request, or as required by the Occupational Safety & Health Administration (OSHA), and may be required of all employees involved in a particular incident.

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Reasonable Suspicion Testing or Reasonable Cause

At least one Supervisor will be trained in accordance to 49 CFR 382.603 of the Federal Register to make these observations of Work Performance, Behavior, and Physical Indicators.

-Observable Symptoms or Unusual Behavior.

-The Odor or Smell of Alcohol or Drugs on the employee’s breath or clothes or in an area (such as in a vehicle, office, work area, or restroom) immediately controlled or occupied by the employee.

-Alcohol, alcohol containers, illegal drugs or drug paraphernalia in the employee’s possession or in an area controlled or occupied by the employee (vehicle, office, desk restroom. );

-Unexplained or Significant deterioration in job performance.

-Unexplained significant changes in behavior (e.g., abusive behavior, repeated disregard of safety rules or procedures, insubordination, etc.);

-Evidence that the employee may have tampered with a previous drug test.

-Criminal citations, arrests or convictions involving drugs and alcohol.

-Unexplained absenteeism or tardiness

-Employee admissions regarding drug or alcohol use;

-Any involvement in any work-related accident or near misses.

-Any type of Paraphernalia discover on your person or Company Property

-Frequent presence of or reference to drug or alcohol in employees conversation, social media or other means of communication.

Fit for Duty

The company could require a fit for duty exam by a certified Medical Practitioner; this exam can be administered along with Drug and Alcohol Screen to determine if employee is fit for Duty. This could be requested in addition to the DOT Medical card Certificate.

Duty to Cooperate

An employee who fails to cooperate in the administration of this policy generally will be terminated and is in violation the terms of employment with unCommon Construction. This includes such things as:

-Refusing to consent to testing, to submit a sample, or to sign required forms.

-Refusing to cooperate in any way (for example, refusing to courteously and candidly cooperate in any interview or investigation, including any form of truthfulness, misrepresentation or misleading statements or omissions.)

-Intentional or unintentional delayed reporting for testing or failure to report for testing on the timeline required for accuracy or as outlined by a supervisor

-Aiding a co-worker in evading testing or otherwise acting to mislead the Company about another employee’s fitness for duty

-Any form of dishonesty in the investigation or testing process.

-Refusing to test again at a time of the Company’s choosing whenever any test results in a finding of a dilute sample or reasonable suspicion.

-Failure to accept the referral, to enter into and complete an approved treatment program, or to sign or adhere to the commitments in the Last Chance Performance Agreement.

Consequences for Positive Testing

In the event of positive testing, the company takes into consideration a range of factors in determining consequences. In no particular order, positive testing or physical evidence of illegal drugs or alcohol as described above may result in one or more of the following consequences in no particular order:

-A verbal or written warning to be kept and recorded in the employee’s permanent HR file

-Suspension of employment without pay for 24 hours up to or until such time that the employee successfully passes a drug or alcohol screening

-Immediate termination of employment

Reinstatement, Return-to-Duty and Follow-Up Testing/Rehabilitation Programs

The company maintains a referral relationship with drug and alcohol abuse services. Additionally, certain health insurance benefits may provide help to employees who suffer from substance abuse and/or other personal or emotional problems; however, it is the responsibility of each employee to seek necessary professional assistance before alcohol and drug problems lead to disciplinary action.

If the company mandates a sponsored rehabilitation program, the employee will be subjected to a drug screen following the procedures outlined in Section I (Drug Screening of Applicants for Employment) prior to reinstatement. In addition, per post-rehabilitation program monitoring guidelines, the company may subject the employee to follow-up testing for a period to be determined in cooperation with the rehabilitation program and employer. Testing will follow the procedures outlined in Section V (Random Testing).

Confidentiality

Employee information, including drug screen results and rehabilitative programs, will be treated as medical records and will remain strictly confidential following HIPAA guidelines for patient confidentiality. Employee requests to release the results of drug screens to any party outside the company must be made in writing and given to the employee’s immediate supervisor and designated safety and health officer.

uCC Anti-Discrimination & Harassment Policies

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Equal Opportunity Employer

unCommon Construction, Inc. (the "Corporation") is an equal opportunity employer. We embrace and value a diverse workforce and pledge to provide equal employment and individual opportunity to all job applicants and employees. We know that our continued success depends on our ability to attract, develop and retain the highest caliber of employees, regardless of their race, color, age, religion, national origin, gender, sex, disability, sexual orientation, ancestry, citizenship, genetic information, veteran or marital status or membership in any protected group.

The Corporation strives to ensure that all employment decisions, including recruiting, promotions, hiring, layoffs, training, transfers, terminations, compensation, employee benefits, performance assessment, discipline, and sponsored professional and social activities are administered in a manner consistent with our policy of equal employment opportunity and in accordance with the Anti-Discrimination Policy contained herein.

Further, the Corporation will reasonably accommodate an individual's physical or mental disability when appropriate. Questions about reasonable accommodations are encouraged and not grounds for denying or terminating employment.

Harassment Policy

It is the policy of the Corporation to maintain a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere which prohibits discriminatory practices, including sexual harassment and harassment based on race, color, religion, national origin, sexual orientation, age, handicap, disability, or any other category protected by law. Harassment, whether verbal, physical or environmental, is unacceptable and will not be tolerated by the Corporation

The purposes of this policy against harassment are: to educate all of our employees about what may constitute harassment, to notify everyone who works here that the Corporation will not condone or tolerate harassment, and to establish a procedure which encourages anyone who feels they have been subjected to harassment to report such conduct to representatives of the Corporation, who will investigate and respond to any report. the Corporation's other grievance procedures do not apply to situations involving the conduct described below or this policy.

Definition of Harassment

Harassment is verbal or physical conduct that denigrates or shows hostility or aversion towards an individual because of race, color, religion, sex, national origin, sexual orientation, age, handicap or disability, or that of persons with whom the individual associates. For example, racial harassment includes harassment based on an immutable characteristic associated with race (e.g., skin color or facial features). Religious harassment may include demands that an employee alter or renounce some religious belief in exchange for job benefits; and sexual harassment is defined more specifically below.

The Corporation's policy is to prohibit behavior based on a person's race, color, religion, sex, national origin, sexual orientation, age, handicap or disability that: (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individual's work performance; or (3) otherwise adversely affects an individual's employment opportunities.

Regardless of whether any single instance of improper behavior described below rises to the level of harassment prohibited by law, it is the Corporation's policy that such behavior is inappropriate and offensive, and it will not be tolerated.

Examples of behavior that violate this policy and may constitute harassing conduct include, but are not limited to:

-Epithets, slurs, quips, or negative stereotyping that relate to race, color, religion, sex, national origin, sexual orientation, age, handicap, disability, or any other category protected by law;

-Threatening, intimidating or hostile acts that relate to race, color, religion, sex, national origin, sexual orientation, age, handicap or disability;

-Written or graphic material (including graffiti) that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, sex, national origin, sexual orientation, age, handicap or disability that is placed on walls, bulletin boards, or elsewhere on the Corporation's premises, or circulated or displayed in the workplace; or

-“Jokes,” “pranks” or other forms of “humor” that is demeaning or hostile with regard to race, color, religion, sex, national origin, sexual orientation, age, handicap or disability.

Experience & Training

As Drake says in Big Sean’s song Blessings, "You get what you give", Apprentices will get out of this program what they put into it. Apprentices may use this experience on resumes or college application, and active participation builds the skills to back it up. Show up, ask questions and try new things. You’ll learn a lot.

Hirability Scorecard

The Hirability Scorecard is a tool designed to show you your progress toward college or career readiness goals across multiple industries. You will receive a Hirability Scorecard with each paycheck you receive.

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Hirability Badges

Hirability Badges represent overall career readiness based on the “Hirability Skills Performance” section of your Hirability Scorecard. To receive a badge you must show “Skilled” or “Expert” in all 3 Hirability Skills represented by that badge on 2 consecutive scorecards. Just like in the industry when you earn a certification, status, position, etc. you receive a sticker to place on your hard hat, these Hirability Badges are placed on apprentice hard hats to show industry partners the career readiness skills you have mastered.

The Hirability Badges represent the following Career Readiness Skills:

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Apprentice Crew Leader

An Apprentice Crew Leader models professionalism and helps to maintain a safe, productive and welcoming job site for themselves, their teammates and guests by upholding the uCC Core Values of Safety, Grit, Integrity, and Equity.

To Become A Crew Leader You Must Have:

-Completed at least 2 semesters with uCC

-Earned at least 2 Career Readiness Badges

-Demonstrated consistent growth on Hirability Scorecards since 1st semester

-Regularly demonstrated a “Standard” performance rating in 8 out of 12 Hirability Skills

Hire uCC

On Saturday Build Days 3-5 apprentices will be pulled from the house build for a Special Ops. project in the city. Apprentices will be chosen on a 2-3 week semi-random rotating schedule.


uCC Rules & Expectations

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These expectations help maintain a safe, productive and welcoming job site for you, your teammates and our guests. Mostly, use good judgment and be considerate in your actions.

Uniform

We’ll provide a uCC T-Shirt, hoodie, and/or jacket to wear on Saturdays, but Apprentices must provide their own pants, which may get dirty. Apprentices should wear closed toe shoes and bring their hard hat and tool belt to site with them every build day.

-Appropriate Dress for the context and work being performed is both a safety and professional concern. Here are some guidelines:

-Baggy or loose fitting clothes can be unsafe, and revealing clothes can even lead to sunburn or heat exhaustion and may be inappropriate for the workplace, and you may be asked to change if your attire is not appropriate or safe.

Safety

1.) Drink Water before, after and during work. We will take scheduled breaks during the day, so tell a supervisor if you feel like you need an extra one.

-If you are given permission to take an unscheduled break, remove yourself from the job site so you don’t interfere with the work around you. (Don’t sit down in a busy area, like the top of stairs or in a doorway.)

2.) Wear Personal Protective Equipment (PPE) at all times on site.

-Hard hats, gloves, safety glasses and more are available on site.

3.) Ladders should be set up properly and checked for safety before using.

You will receive training on site, but here are three key tips:

-Do not use a ladder if you are dizzy or in high winds or rain

-Always face the ladder and maintain “Three Points of Contact”

-If a tool goes up a ladder with you, it must come down

4.) Tools should be respected, not feared. Every tool has rules and precautions that apply to it, and many of these are the same for each tool. If you don’t know how or have never used a particular tool before, just ask.

-You must be at least 18 years old to use any type of power saw.

5.) Cell Phones and Headphones are dangerous, distracting and disrespectful. They may not be seen or used unless in case of emergency or with permission from a Supervisor.

-Text messages, calls, voicemail, social media etc.. must wait until scheduled breaks or the end of the workday.

6.) Stay On Site at all times, unless otherwise directed by a Supervisor.

Professionalism

1.) Smoking is not permitted on site, and must wait until a scheduled break or with permission from a Supervisor.

2.) Language should be clean and respectful in order to create a safe and welcoming work environment. This includes work time, scheduled breaks and music selections.

3.) Work-Social Balance is critical as an employee working on a team.

-“Talk on Task” and try to keep conversations relevant to a project or the workplace until a scheduled break.

4.) Commitment & Attendance is vital to successfully build the house and our team. If you don’t show up, your pay will decrease, and you may lose course credit from school.

-Provide at least 48-Hr Notice for Absences

-“No Call No Show” is an absence from work without notifying a supervisor. In the professional world, this is unacceptable and grounds for immediate termination.

-Missing more than 3 after school sessions, 3 Build Days, or 5 total sessions for any reason may result in removal from the program.

Working with Volunteers

Some Build Days, we’ll be joined on the worksite by a different group of volunteers. Volunteers may be college students, teachers, local businesses, industry partners, donors or other community members. Working with volunteers is an opportunity to develop leadership skills and demonstrate professionalism. Here are some simple things to do to have a positive experience working with volunteers:

-Introduce yourself in the morning, shake hands and try to learn at least one new name.

-Be helpful and remember that you have more experience on the worksite, and volunteers will look to you for leadership or directions.

-Ask questions about where they’re from, and what made them want to volunteer with unCommon Construction.

Transportation

A shuttle is provided to and from school and/or the build site, and apprentices may either get themselves to school at the pick-up time, or to the job site – whichever is most reliable and convenient. Using uCC transportation helps make sure apprentices get to work on time and everyone starts together.

The Build Site for this Spring is 2200 St. Philip.

Information about pick up points will be accessible in the “Explore” tab of the uCCNOLA App and will be included in the “Calendar” tab for each program day before the first day of the semester.


School Credit Program

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Along with hourly pay apprentices also earn school credit through Louisiana’s Jump Start Initiative. 

What is Jump Start?

Jump Start is Louisiana’s career and technical education (CTE) program. 

Click Here to learn more about the Jump Start program. 

To learn more about your schools partnership with Jump Start reach out to your schools CTE or Internship coordinator. If you're not sure who that is contact Sydney at sydney@uncommonconstruction.org.

Apprentice Payday - When and How

GUSTO - Payroll System

You must create and complete an online GUSTO account in order to be paid and registered as an employee apprentice with unCommon Construction. If this is not completed before the first day of the semester you will not be allowed to continue in the program. Along with completing this account you will need to bring your Social Security Card or Birth Certificate and a Photo ID for Sydney to make a copy of for your records.

You will receive an invitation email from Gusto to begin the process of completing your GUSTO account. To complete this account please follow the instructions below:

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Hourly Pay for time spent on site:

  • First Semester Apprentices - $8/hr

  • Returning Apprentices - $9/hr

  • Crew Leaders - $10/hr  

Pay does not include transportation time.

Timecards: 

Timecards must be submitted through the uCCNOLA app every day when you arrive on site and when you leave, so that paychecks are accurate and can be distributed on time.

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Perfect Attendance (present and on-time): 

Apprentices with perfect attendance will earn a $50 bonus for that month’s pay period.

Paychecks: 

Paychecks are distributed in person or Direct Deposit on the 7th of each month or the first day we meet after the 7th. Regular attendance helps make sure Apprentices get paid on time!