handbook - kerr controls inc

Company Handbook

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Company Profile:

Overview

Kerr Controls Inc. is a Vancouver Island owned company

specializing in building automation and facility support

services since 2001.

We provide Controls and Facility Support Services.

Our service area includes Vancouver Island and the Lower

Mainland region. We provide 24/7 emergency services

for our preferred customers.

Partners

Kerr Controls Inc. is an authorized installation contractor

for both Reliable Controls and KMC Controls, two of the

industry’s leading digital controls products. We are also an

installation contractor for Nederman Canada.

In addition, we are a BC Hydro Power Smart Alliance

Contractor.

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Memberships

VICA (Vancouver Island Construction Association)

ASTTBC (Applied Science Technologists & Technicians of

BC)

ASHRAE (American Society of Heating, Refrigeration & Air

Conditioning Engineers)

Location

Our office and warehouse facility is located at:

#5 – 6782 Veyaness Road

Saanichton, BC V8M 2C2

Office: 250 655 0145

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The Team:

Mike Kerr, AScT. President & Operations Manager

Kerr Controls Inc. was founded in 2001 by Mike Kerr, who

has worked as a construction industry professional for

more than 25 years.

Mike is an Applied Science Technologist and a Certified

Journeyman Electrician. He has Diploma of Technology

from BCIT in Electronics and Instrumentation, and is a

Factory Certified controls technician with training on

Reliable Controls, KMC Controls, Delta Controls and other

products.

Before becoming a controls expert Mike acquired a wide

range of experience; from operating heavy equipment to

doing underground construction, and working as a

telecommunications technician. He has always had a

passion for electronics and motors, and growing up on a

farm, he learned how to operate and repair almost any

type of equipment. He brings that same “can do”

approach to the continually evolving business of building

automation.

Cell: 250 882 7401

Email: [email protected]

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Chad Nichol, Controls Technician/Project Manager

Chad is a Certified Journeyman Electrician and a Factory

Certified Controls Technician for Reliable Controls and

KMC Controls products. He has been employed at Kerr

Controls since 2004 and has several years of experience as

project manager for controls retrofit and installation

projects. Chad’s other title is “2IC” and he is a great

resource for technical issues.

Cell: 250 883 5776


Geoff Wort, Maintenance Superintendent, VAA

Geoff is a Certified Journeyman Electrician with 12 years of

experience installing digital control systems and is an

experienced project lead. Geoff’s strong organizational

skills have undoubtedly been honed by years of parenting

three lively boys.

Cell: 250 415 1189


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Steve Lau, Maintenance Technician/Journeyman

Electrician

Steve, also known as Wai Kin, is a Certified Journeyman

Electrician and a certified welder. His past experience as a

machinist is very valuable when equipment modifications

are required.

Cell: 250 885 8208


Basil Healy, Junior Controls Technician/Electrical Apprentice With a diploma in Industrial Electronics and Automation, Basil has a strong background in electronics and motors. He also has training in Digital Control Systems and is a fourth year Electrical Apprentice. Basil is also a licensed pilot and once changed a starter on an airplane while floating in the middle of a lake. Cell: 250 882 6630


mailto:[email protected]

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Felix Vazquez Garcia-Price, Estimator/Graphics Technician Felix has a Mechatronics Engineering Degree and several years of experience in mechanical design. His multidisciplinary background is an asset in creating customized, intuitive graphics to optimize the user-friendly interfaces of today's building automation systems. Office: 250 655 0145


Shane Byzitter, Maintenance Electrician, VAA

Shane is a Certified Journeyman Electrician with

commercial and residential electrical experience. His

customer service orientation is appreciated by our clients

at the Victoria Airport.

Cell: 250-415-5471


Jason Gibbs, Controls Electrician

Jason is a Certified Journeyman Electrician and has earned

the title of “Pipe Bender Extraordinaire”. He has both

industrial and commercial electrical experience which

complements his facility maintenance background.

Cell: 250 883 8776




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Nick Gherasim, Controls Electrician

Nick is a Certified Journeyman Electrician who relocated to

the Island from Saskatchewan in 2016. He has extensive

experience installing control systems and electrical

equipment for large and small projects throughout

Southern Saskatchewan. He also brings experience in

project management, estimating, and business

management.

Zach Kerr, Electrical Apprentice

Zach is a first year Electrical Apprentice. He has worked at

the airport site for several summers assisting with

maintenance and handyman services, and has a strong

interest in motor mechanics and electrical. He spends

much of his spare time working on his jeep and

motorcycle.

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Christy Kerr, Manager Finance and Administration

Christy is a BCIT grad with a Diploma of Technology in

Business Administration. She has over 20 years of

experience in business administration, human resources

and financial management, in both the public and private

sectors. Christy is an advocate of employee benefits and is

a Trustee for the BC Construction Association Employee

Benefit Trust.

Office: 250 655 0145


Suzanne Dellar, Office Administrator/Dispatch

Suzanne has 20 years’ experience in client care and

building and maintaining customer relationships in various

industries in Canada and the UK. She is detail oriented and

has a genuine enthusiasm for assisting clients. Beware her

sharp wit and uniquely British humour.

Office: 250 655 0145


http://kerrcontrolsinc.ca/

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Core Focus: Working in partnership to provide facility support in complex buildings Values:

• Continuous learning and improvement

• Flexibility

• Care

Quality Policy:

We strive to provide value to our clients through excellent

workmanship and customer service. We are committed to

continuous improvement through ongoing training and

regular reviews of our processes and procedures.

We believe that work that is done well looks good. Our

work has to be neat, from our wiring and connections, to

the way we keep our job sites, vehicles and workspaces.

Culture

Our culture is one of inclusion and development. We

involve the team whenever possible when creating new

policies, procedures and processes pertaining to the

business. We recognize the value and experience that each

person brings and will seek information from individuals

when changes will have a direct impact on their work.

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We have a true desire to help everyone we come into

contact with. We strive to be the best in our field and

support and encourage personal development from

everyone on the team.

Open Door Policy:

At any time an employee has a concern they will have the

opportunity to meet with their direct report. If their

concerns are not resolved, a meeting with Mike Kerr will

be arranged.

Employment and Compensation Getting Oriented: When you begin your career with Kerr Controls, we will familiarize you with the Company, introduce you to your co-workers, and give you a tour of the physical surroundings.  

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We will discuss with you your job responsibilities, and cover such issues as:

• Company culture • Workplace behaviour and standards of conduct • Health and safety regulations and practices

During your orientation, we will also ensure that you complete all necessary personnel and pay documentation.   Pay Period

Employees are paid bi-weekly by direct deposit. Time is tracked in electronically via mobile device or computer.

Time should be entered daily, and must be electronically submitted no later than the following Monday morning.

Employee Benefit Program As a leading small employer, Kerr Controls offers its employees competitive wages and a full benefit program. We provide generous employer paid extended health & dental coverage, and offer an RRSP matching program for all employees.

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Work week

General start and end times are 8:00 am to 4:30 pm,

unless a different schedule is approved. We are closed

on weekends and statutory holidays.

Probationary Period The purpose of the probation period is to ensure mutual satisfaction on both the parts of the employee and the Company.   You will be considered to be on probation until you have successfully completed three (3) months of work with Kerr Controls.   Your probationary period gives you time to familiarize yourself with your job and the other team members, and to demonstrate your ability to perform the job responsibilities.   During this time, your performance will be assessed, and, providing you meet your performance objectives, you will be confirmed as a permanent employee of the company. If your performance does not meet the objectives or standards of the Company you may be terminated at any time during your probationary period.  However, prior to termination, there will have been ongoing consultation with your supervisor.

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New employees may be terminated prior to the end of the probation period without notice, or pay in lieu of notice, being given.   Probationary period extension - management may decide to extend your probationary period for a particular position where a performance concern is being addressed, or in circumstances such as illness of either the supervisor or yourself.   The length, the reason(s) and the conditions of the extension will be clearly communicated in writing to you and a copy of such will remain in your personnel file.  Performance Planning and Review This section references the company policy/practice regarding performance planning and includes information such as:

• Peer reviews

• Self-assessment

• Management assessment

• Goal setting

• Performance management

The probationary and annual reviews are an integral part of an employee’s succession planning and will clearly identify what areas of performance are reviewed.

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Feedback is provided where the employee exceeds, or meets expectations or if improvement is required. Termination of Employment It is the intent of Kerr Controls to have procedures in place to ensure equitable and fair treatment of staff when the employment relationship is ending. Resignation You are requested to submit notice of resignation in writing with a minimum of notice period of two (2) weeks. When appropriate notice has been given, your final pay cheque and Record of Employment will be available to you on your last day of work. Termination or Layoff Due To Work Shortage Termination of employment may be necessitated by shortage of work, or other unforeseen Company circumstances. In such cases, the notice period will be in accordance with the Employment Standards Act.  Termination for Unsatisfactory Performance or Misconduct Kerr Controls may terminate employment for Cause without notice or pay in lieu of notice. In cases of unsatisfactory performance or misconduct we follow the Progressive Discipline model. When appropriate, an employee will be given warning of the deficiencies and an opportunity to improve during a designated period. 

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Warnings will be documented and entered into the personnel file.  * In putting an employee on warning for performance reasons, the following will be clearly identified: 

• the current shortfall and the desired level of performance; 

• the consequence of continued unsatisfactory performance.

If the stated improvement does not take place, the employee may be disciplined up to and including termination. When there is serious unsatisfactory performance, misconduct or circumstances whereby the employment relationship cannot be continued, termination will be effective immediately for just cause and severance would not be paid.

Cause includes and is not be limited to:

• Any act, omission, or behaviour that constitutes just cause for dismissal at common law;

• Not upholding the expectations, policies and procedures within this handbook or your offer of employment;

• If an employee does not perform the duties of their position in a competent manner, and are unable to remedy their performance to meet the

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expectations of Kerr Controls within a reasonable period of time after receiving written notice of performance concerns; or

• Any failure to obey a lawful and reasonable order, or to carry out lawful and reasonable instructions, issued to the employee by or on behalf of Kerr Controls.

Severance Where severance upon termination may be a consideration, severance pay will be in accordance with the Employment Standards Act and upon Kerr Controls’ discretion. This is when the termination is without Cause. This section applies to the circumstances surrounding employee compensation and benefits.  Kerr Controls may terminate employment without Cause, and without further obligation, by providing notice, or wages in lieu of notice, or a combination of both notice and wages in lieu of notice as determined by the Company, as follows:

• after 3 consecutive months of employment, 1 week’s wages or notice;

• after 12 consecutive months of employment, 2 weeks’ wages or notice;

• after 3 consecutive years of employment, 4 weeks’ wages or notice, plus 1 additional week’s wages or notice for each additional year of completed

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consecutive employment, up to a maximum of 12 weeks’ wages or notice.

No notice or wages in lieu will be provided if your employment is terminated for Cause or during your probationary period. Promotions: All promotions are awarded on the basis of

merit. Seniority is not considered when determining

promotions.

Travel Pay and Per Diem Allowance

From time to time employees may be required to travel up

island or to the mainland. This travel is based on business

needs and client requests. Employees who travel will be

compensated for their travel time at their regular hourly

pay. If an overnight stay is required, Kerr Controls will pay

for accommodation. Please check with Christy Kerr for

booking recommendations and hotel coverage allowance.

The accommodation and hotel allowance may vary based

on the employee’s location and seasonal industry rates.

In addition to travel time, employees are paid for their

time worked.

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Meal allowances are as follows:

$12.00 for breakfast

$15.00 for lunch

$25.00 for dinner

Please keep all receipts and submit them to the office

using a cash/visa expense form.

Statutory Holidays:

New Year’s Day Labour Day

Remembrance Day Victoria Day

Good Friday B.C. Day

Family Day Canada Day

Thanksgiving Day Christmas Day

Easter Sunday, Easter Monday and Boxing Day are not

statutory holidays recognized in BC.

To be eligible for payment on a statutory Holiday: You

must be employed for at least 30 calendar days before the

statutory holiday AND have: worked or earned wages for

15 of the 30 calendar days preceding the statutory holiday.

Employees may be called upon to work on Statutory

Holidays. Please note: payment will be made according to

the BC Employment Standards Act.

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Change of Address and Contact Information

Please advise the office in writing change of: Address or

Telephone number,

Safe and Healthy Workplace Polices

Zero Tolerance Alcohol and Substance Abuse Policy

Kerr Controls Inc. promotes a safe, healthy work

environment. We have a Zero Tolerance Alcohol and

Substance Abuse Policy.

Use of, or being under the influence of alcohol, inhalant,

illegal drug or other intoxicant at any time on our, or our

clients’ premises is strictly prohibited.

An example of zero tolerance is, if an employee smells like

alcohol they will be sent home.

Failure to comply with the above noted policy is grounds

for discipline up to and including termination of

employment.

Procedure

1. If you suspect that your co-worker or Manager has

been drinking or using any illegal drug or intoxicant

while on our, or our clients’ premises, please report

it to the Owner immediately.

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2. Human Resources or a member of the

management team will investigate the situation

and, if necessary, will take immediate disciplinary

action.

Anti-Discrimination and Sexual Harassment Policy

Kerr Controls Inc. is committed to maintaining a work

environment that is free of harassment. Harassment

consists of unwelcome conduct, whether verbal, physical,

or visual, and affects tangible job benefits, interferes

unreasonably with work performance or creates an

intimidating, hostile, or offensive working environment.

We will not tolerate harassment of an employee by

anyone. This includes gossip, slander of fellow employees

and customers, as well as cyber-bullying, and harassing

messages and comments on e-communications.

Employee Responsibility

All employees have a personal responsibility to conduct

themselves in compliance with the policy and to report

any observations of discriminatory conduct or sexual

harassment.

It is every supervisor’s personal responsibility to ensure

that the work environment is free from discriminatory

conduct or sexual or verbal harassment and to refer all

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reports of such conduct to their manager or Human

Resources for investigation.

It is every employee and supervisor’s responsibility to

cooperate in the investigation of any reported incident of

sexual harassment or discrimination.

Reporting Harassment

Any employee who believes that he/she has been subject

to harassment is strongly encouraged to immediately

report the conduct. Any employee, supervisor or manager

included, who witness an incident must also report it to

your manager or Human Resources. All such reports will

be investigated fully and promptly and, to the extent

reasonably possible, on a confidential basis.

Sexual Harassment

Sexual harassment includes unwelcome sexual advances,

requests for sexual favours, and other verbal or physical

conduct of a sexual nature constitutes sexual harassment

when:

Submission to the conduct is made, explicitly or implicitly,

a term or condition of employment.

Employment decisions affecting an individual are based

upon the individual’s submission to or rejection of such

conduct or the conduct has the purpose or effect of

unreasonably interfering with the individual’s work

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performance or creating an intimidating, hostile, or

offensive work environment.

The following list offers examples of conduct which might

be regarded as sexual harassment.

Physical contact, such as hugging, kissing, grabbing,

pinching, patting, massaging, brushing against, and

touching.

Explicit or implicit sexual propositions, requests,

demands, or other pressure for sexual favours.

Sexually suggestive or degrading remarks. Sexual

innuendo, jokes, teasing, verbal or physical

flirtation. Vulgar or obscene language. Sexual

comments about another’s body, or sexual

gestures.

The display of sexually explicit or offensive printed

or visual material, including, but not limited to,

photographs, cartoons, drawing, notes, jokes, and

e-mails.

Corrective Action

Any employee who is determined to have engaged in

discriminatory conduct or sexual harassment will be

subject to discipline, up to and including termination.

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Health and Safety Policy Statement

Kerr Controls recognizes the importance of a safe work

environment. It is our policy to promote health and safety

in the workplace and manage it with the ultimate goal of

eliminating occupational injury and illness.

We have a formal health and safety program and have had

zero time loss claims in the last 8 years.

Safety Courses

Our ongoing safety training program includes, but is not

limited to, the following courses:

Hazard Recognition

Supervisor Safety Training

Confined Spaces

Arc Flash

Working at heights

ComplyWorks Certified

Kerr Controls is subscribed to ComplyWorks’ compliance

management system and certified “ready to work”. The

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ComplyWorks system supports our internal processes to

manage risk and safety.

It is the policy of Kerr Controls Inc. to promote Health and

Safety in the workplace and manage it with the ultimate

goal of eliminating occupational injury and illness.

Our employees are our most valuable asset. We seek to ensure a safe, healthy working environment for all employees. The purpose of this policy is to: Allocate Company resources to develop accident and injury prevention programs. Provide a workplace that conforms to local Health and Safety laws and regulations. The policy will be reviewed and updated annually to ensure continuous improvement and excellence in Health and Safety as with all other areas of our business. Health and Safety Policy It is our intention to achieve a work environment that is free of work-related accidents and illnesses.

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We commit to fulfill our statutory duties through the following actions:

• Identify and report in writing, hazards in the work place, assessment of associated risks and implement preventive and protective measures.

• Ensure that employees are given tasks that are within their skill, knowledge & ability level.

• Establish and enforce safe work methods;

• Provide training and instruction on Health and Safety issues that are relevant to our employees’ work environment;

• Provide Personal Protective Equipment for use when risks cannot be avoided or reduced by other means.

• Respond to issues and concerns raised by employees.

Accident Reporting: All accidents must be reported to Senior Management. Senior Management will investigate all incidents appropriately and determine, based on seriousness of incident, whether follow up is required. Hearing Protection: All employees who require hearing PPE are entitled to be reimbursed for up to $125 every two years for custom-

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fitted hearing protection. Receipts for items purchased can be submitted with a cash/visa expense form. Employee Responsibilities: Employees have a legal duty to take reasonable care for their own Health and Safety and that of others around them that are affected by their actions. They are obligated to cooperate with their employer, correctly use work and safety items provided, and not interfere with, or misuse anything provided for their health, safety or welfare. Our safety policies are an integral part of the Company’s personnel policies. This means that compliance with the policies is a condition of employment and must be taken seriously. Failure to comply is sufficient grounds for disciplinary action or for termination of employment.

• All unsafe conditions must be reported to Management.

• Heed all warning and danger notices.

• Keep work areas and passages clear of obstacles and litter.

• “Hot” electrical work is prohibited. Equipment must be locked out or work re-organized to avoid any “hot” work. Senior Management must be consulted in advance in any event where this is not deemed possible and a plan of action will be determined.

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• Confined space entry may only be performed after obtaining approval from management, and may only be performed by qualified personnel.

• Horseplay is an offence under the Health and Safety at Work Act and is not permitted.

• Use of cellular phones while driving is unlawful and prohibited.

Employees will be provided with a copy of the Company Comprehensive Safety Program and are expected to comply with its provisions. Our workplace Health and Safety Committee will meet once a month. Workplace Anti-bullying Policy

Kerr Controls is committed to providing a positive working

environment, free from intimidation, ridicule, harassment

and violence. Our anti-bullying policy applies to our team,

suppliers, subcontractors and customers.

Threatening behavior including bullying, harassment,

intimidation, threats and physical violence in the

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workplace will not be tolerated and may lead to discipline

up to and including termination.

Workplace bullying is unreasonable behavior that

generally is persistent, and that demeans, intimidates and

humiliates employees, either as individuals or as a group.

Workplace bullying may cause the loss of trained and

talented employees, reduce productivity and morale and

create legal risk.

Bullying can be emotional and/or physical as well as

indirect. Examples of bullying include but are not limited

to:

Physical: hitting, kicking, spitting, slapping, body language

such as finger pointing, glaring eyes etc.

Verbal: name calling, insults, threats, purposely

withholding information, speaking in condescending tones,

mimicking, swearing, yelling/screaming etc.

Indirect: excluding, spreading gossip, graffiti, damaging

property, blocking a person from entering an area, having

access to supplies and necessary tools.

This is not a definitive list, but gives an indication of the

forms bullying may take.

Cyber-bullying: posting inappropriate comments and

spreading gossip on any social media sites including and

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not limited to: Facebook, Twitter, Snap Chat, or other

websites or chat-sites.

We believe that all employees should be able to work in an

environment free of bullying and violence.

Any reports of workplace bullying or violence will be

treated seriously and investigated promptly, confidentially

and impartially. We encourage all employees to report any

workplace bullying or violence.

If you are ever bullied by a customer, supplier or anyone

connected to our company, please report it immediately.

Emergency Preparedness

In the event of an emergency (e.g. fire, earthquake, etc.),

please exit the building calmly and quickly. Please

familiarize yourself with the locations of all exits.

If You Discover a Fire

✓ PHONE 9-1-1 to report the fire at your address. ✓ EVACUATE via the nearest safe exit. ✓ ASSIST handicapped persons. ✓ PROCEED outside & report to the fire department

upon their arrival. ✓ SAFETY FIRST- Once outside call Mike or Christy. ✓ Meeting Area: Front Parking Lot.

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In Case of Earthquake

During the shaking keep calm; do not run outdoors. Seek

cover under a heavy desk or table; stand in an interior

doorway away from windows; or kneel down with your

back against an interior wall. Do not stand under heavy

light fixtures or near shelves carrying heavy items that

could fall on you. Protect your head and face. Remain in a

protected place until the shaking stops. After the shaking

stops WAIT 60 SECONDS and then evacuate the building as

you would in the event of a fire. Watch for falling debris or

electrical wires when leaving the building.

Proceed to an open field or park is ideal. Avoid walking

next to buildings when on your way to the chosen

location.

If fire occurs follow procedures outlined in the fire section

of this manual. If qualified, render first-aid or, assist those

rendering or requiring First Aid.

Get help

Do not use telephones except where emergency

assistance is required.

Do not re-enter a building until it is safe to do so.

When working off-site, familiarize yourself with the safety

procedures and emergency preparedness policy for your

location.

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Theft Prevention

Ensure all vehicles are locked and valuables are not in

sight. All tools and equipment should be cared for and

stored in a secure place. At the end of the day, please

ensure the office doors are locked and the alarm code is

set.

Use of Company Vehicle and Company Tools

When staff is provided with a company vehicle and/or

company tools it is important that they follow our policy:

Do not use company vehicles and tools outside of work

unless authorized. This includes; personal outings, and

side jobs.

Employees operating company vehicles are to uphold and

adhere to the driving laws in British Columbia. If an

employee receives a fine for violating the driving laws of

BC, they will be responsible for these costs.

Personal Belongings

Staff can keep personal belongings in the office however,

it is important to note they are not secure. We encourage

employees to exercise caution, and not carry large

amounts of money, or bring valuables to work. If there any

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concerns about items at risk, it is advisable to leave them

at home.

When working at the airport (VAA) you can leave your

belongings at the satellite office.

Professional Conduct and House Rules

The following paragraphs describe our professional

conduct. We value our team and culture and expect that

all employees will behave in a professional manner.

These policies have been created for the purpose of the

team, our customer, health & safety, and the general

management of our business.

If you have any concerns or questions please speak with

your Manager, or designate.

Cooperation

We strive to have an excellent working environment for all

employees. To achieve this we always treat each other

with respect. It is never acceptable to resort to name

calling, yelling, swearing, creating a hostile environment

through your actions, intimidation or uttering threats. If

such an incident occurs you are to report it to your

manager. You are accountable for your actions.

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Customer Experience

Providing an exceptional experience for our customers is a

key ingredient to our success. All employees have direct

contact with our customers. They are the customers’ first

and last impression of our business. Your smile,

professionalism, product knowledge, anticipation of the

customers’ needs, and effort to go above and beyond all

add up to service excellence.

Employees who work behind the scenes are equally

important. Although you may be less visible, the service

you provide is also an important element of service

excellence. It is often your contribution that enhances

customer experience.

It is the combination of all our efforts, regardless of where

we work, that leads to service excellence.

Schedules and Time-off

An employee may request a shift change or altered hours

of work for personal reasons including appointments;

please put the request in writing and seek approved from

your manager. There may be times where time off

requests are not granted due to the needs of the

company, to help us accommodate your request please

provide as much notice as possible.

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Vacation Requests

To ensure that the staffing requirements of the business

needs are being met and staff is able to take time off we

have established the following guidelines when requesting

time-off for your vacation:

Vacation is based on the time you have accumulated.

Please provide as much notice as possible for a vacation

request (1 month) to help us schedule your time off and

accommodate your time off request. Vacation requests

are subject to approval by the manager and will be

scheduled on a first come, first accommodated basis.

When management receives more than one request for

the same date(s) from the same department, priority will

be given to the employee who has been employed in their

position the longest.

Managers will forward all requests to the office for

scheduling purposes.

Please do not make vacation plans until you have

received your written confirmation that your time off

request has been approved.

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Absenteeism and Tardiness

For this policy your contact person and numbers are:

Name:_______________________________ Contact

Number: _____________________________

It is important that you are groomed and dressed

according to your position standards, and ready to begin

your workday at the start of your shift.

Being on time and fully prepared for your shift is critical to

our ability to provide excellent customer service. Please

notify your Manager as soon as possible should you not be

able to work as scheduled. If you are running late, please

notify your manager.

From time to time staff may be unwell and unable to come

into work. If you have been absent for a shift, please call

your manager before 1:00 pm the day before your next

shift to advise if you will be able to work your next shift.

As it is all of our responsibility to ensure that we have a

safe and healthy work environment, we may request

employees who were off due to an illness to present a

physician note. It is at our discretion when and whom to

request these notes. Please note that employees who are

required to bring in a physician’s note will not be

reimbursed for this expense.

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Employees with frequent and unexplained absences may

be terminated with cause.

Breaks

Employees who are scheduled to work more than 5

consecutive hours are entitled to half an hour unpaid meal

break. When an employee is required to work or be

available for work during a meal break they will be paid for

their break. Employees will be paid for one 15 minute

morning or afternoon break, with the expectation breaks

will not impact the level of service you provide.

Telephone Etiquette

Please use a professional manner when on the telephone,

speak in a respectful manner to customers.

Confidentiality

During employment, employees will have access to

confidential information pertaining to Kerr Controls, its

associates, business partners, customers and suppliers.

This responsibility is viewed as a position of trust. It is

expected that employees maintain confidential

information in a professional manner and do not share any

confidential information with others.

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Examples include and are not limited to:

o Refrain from sharing personal information with customers.

o Refrain from sharing any information on or about customers.

o Refrain from sharing the company’s expense, revenue, and procedures with others.

o Refrain from sharing information about other staff with customers or other staff.

Formal inquiries for information, such as polling

companies, media requests or interviews, must be

referred to management.

Employee Privacy of Information Policy

Protecting the privacy and confidentiality of personal

information is an important aspect of the way we conduct

our business. Collecting, using, and disclosing personal

information in an appropriate, responsible, and ethical

manner is fundamental to our daily operations.

This Privacy Policy applies to all employees.

At no point will any information contained within any of

the employees' files be communicated publicly without

the prior written consent of the employee, unless required

by law or as permitted under the Freedom of Information

or Privacy Legislation.

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Smoking and Vaping

Smoking and vaping are not permitted on the premises, in

company vehicles and must be 30 feet away from all

doorways and not within the visible sight of our

customers.

Dress Code

Steel toed boots, hard hats and high-vis vests are required on construction sites. We do not compensate for work boots.

Employees should wear clothing that is comfortable and practical for work, but not distracting or offensive to others. Any clothing that has words, terms, or pictures that may be offensive to others is unacceptable. Clothing that has the company logo is encouraged. (Company jackets, t-shirts and golf shirts are provided.)

Techs must wear clothing that provides proper protection for the tasks they are performing; i.e. long sleeves may be required to protect arms. Loose clothing that may be caught in equipment may not be worn. Jewelry such as rings and necklaces may not be worn when working around equipment.

Please note, shorts may not be worn in the field or on any job site.

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Appearance and Grooming

Since ours is a service industry, it is vitally important that

we maintain our appearance and be cognitive of how we

present ourselves to our customers and fellow employees.

Most importantly, please take pride and care of your

personal hygiene. Caring for your personal appearance

reflects your commitment to yourself and projects a

professional image to our customers and fellow

employees.

A SMILE is an essential part of your uniform and

appearance.

Unacceptable Conduct

The following actions or behaviour will not be permitted

while on shift and may result in discipline up to and

including termination.

• Insubordination (disobeying a direct order from a Supervisor/Manager).

• Being under the influence of alcohol or any illegal substance before and during your shift.

• Unprofessional conduct, acting disrespectfully, to customers, suppliers or co-workers.

• Violating safety rules or practices.

• Dishonesty in any form will not be tolerated.

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• Threatening, swearing, intimidating others or provoking a confrontation.

• Damaging our property.

• Immoral conduct, using obscene or abusive language or motions.

• Unauthorized presence when the office/job site is closed.

• Unauthorized personal use of vehicles and company tools.

• Time theft.

• Tardiness.

• Failure to follow policies and procedures.

• Or other similar acts.

Failure to comply with these policies will be considered

just cause for discipline up to and including discharge. We

are confident that all employees will follow our policies to

ensure a positive working environment and excellent

customer service.

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Environmental Policy

Kerr Controls is proud to work in an industry which

promotes energy conservation. We recognize that we

have a responsibility to the environment beyond legal and

regulatory requirements.

We are committed to reducing our own environmental

impact and continually improving our environmental

performance as an integral part of our business strategy

and operating methods, with regular review points. We

encourage customers, suppliers and other stakeholders to

do the same. A complete copy of our policy is available

upon request.

We endeavour to

• Comply with and exceed all relevant regulatory

requirements.

• Continually improve and monitor environmental

performance.

• Continually strive to reduce our company’s

environmental impact.

• Incorporate environmental factors into business

decisions.

• Increase employee awareness and training.

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Paper

• The use of paper in the office to be kept to the

minimum.

• Recycled and recyclable paper products are used.

• All waste paper and paper products are reused and

recycled where possible.

Energy

Kerr Controls Inc. will seek to ensure the responsible use

of energy throughout our business, including conserving

energy, improving energy efficiency, and giving preference

to renewable over non-renewable energy sources when

feasible.

The energy consumption and efficiency of new products

will be taken into account when purchasing.

Office Supplies

• Supplies are evaluated to determine if the need

can be met in another way.

• The environmental impacts of new products we

intend to purchase are evaluated.

• We aim to buy more environmentally friendly and

efficient products.

• We will reuse and recycle everything we are able

to.

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Transportation

• The need for travel is restricted to necessary

journeys only.

• Travel alternatives such as e-mail or video/phone

conferencing are promoted.

• Our vehicles are regularly maintained to optimize

their life cycles and operating efficiency.

Maintenance and Cleaning

• Cleaning materials are as environmentally friendly

as possible.

• Materials used in office refurbishment are as

environmentally friendly as possible.

Monitoring and Improvement

• Kerr controls Inc. comply with and exceed all

relevant regulatory requirements.

• We aim to continually improve and reduce

environmental impacts.

• Environmental factors are incorporated into

business decisions.

• Employee awareness is increased through training.

Waste Reduction and Recycling

• Acceptable, waste is reduced by re-using

components and materials.

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• All suitable materials are to be recycled.

• Recycling containers for paper, organics, plastics,

metal, and mercury are provided at the office.

Waste Disposal Policy

All waste shall be disposed of in compliance with relevant

regulations.

Recyclable material will be taken to recognized facilities

such as Ellice Recycling and the Hartland Landfill.

We use only licensed and appropriate organizations to

dispose of waste.

Hazardous Waste

Hazardous waste is taken to recognized disposal facilities:

• Items such as fluorescent tubes, batteries and

construction waste are taken to the collection

points at Ellice Recycling and Hartland Landfill.

• Components such as older light ballasts,

transformers and capacitors which are identified as

containing PCB’s, are taken to collection points

such as Hartland Landfill.

• Thermostats containing mercury are transported to

the office where we have a container. Kerr

Controls is the collection point on the Saanich

Peninsula for the “Save the Stat” program to safely

collect components containing mercury.

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Sustainability:

Switch the Stat Program

Kerr Controls Inc. is part of the “Switch the ‘Stat” thermostat replacement and collection program, and provides the Saanich Peninsula with a safe drop off zone for mercury-containing thermostats. Intact thermostats can be dropped off at #5-6782 Veyaness Road in Saanichton, BC. All items collected will be disposed of in ways that do not allow them to contaminate our air, soil or water.

Mercury is a potent neurotoxin and can be taken into the body through the lungs, mouth, skin, or by eating mercury-contaminated fish. Each mercury-containing switch holds over twice the amount of mercury needed to contaminate an eight-hectare lake “to the point where the fish in that lake are inedible for a full year,” says the HRAI (Heating, Refrigeration and Air Conditioning Institute of Canada). Older thermostats may hold up to four mercury-filled switches.

By providing landfill alternatives for mercury-containing thermostats, Kerr Controls Inc. aims to help people develop healthy and environmentally-friendly waste disposal habits.

For more information on “Switch the ‘Stat”, visit www.switchthestat.ca

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Employee Handbook Acknowledgment

I, _____________________________, being an employee

of Kerr Controls, have read and fully understood

everything covered in this policy. My signature verifies my

agreement to follow the rules and guidelines covered in

this policy.

________________________________________________

Signature Date

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Projects:

Project: Victoria International Airport –Maintenance

Contractor

2004 - Present

Description: Primary contractor for the maintenance of all

DDC systems, HVAC systems, and mechanical equipment.

Provide project management and consulting services.

Provide electrical installation and maintenance services as

required. Provide day to day handyman services and 24

hour emergency response services.

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Project: Victoria International Airport – Boiler

Replacement Electrical & Controls

Completed: January 2015

Description: Expanded the existing KMC Controls BAS to

incorporate two new boilers which were installed in the Air

Terminal Building. Installed wiring for all line voltage boilers

and pumps and all wiring for DDC controls. Programmed

the new equipment and updated system graphics.

Project: Victoria International Airport – Concessions

Expansion Project

Completed: August 2014

Description: Installed a BACnet KMC digital control system

in the expanded main Air Terminal Building which was

enlarged and renovated to accommodate additional

concessions at the airport.

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Project: Victoria International Airport - Airside

Operations Building

Completed February 2010

Description: Installed a KMC digital control system in the

newly constructed Airside Operations Centre which houses

administration offices and a fire hall, to ensure occupant

comfort, energy efficiency, and monitor equipment

operation.

KMC products were selected to integrate with an existing

system in the main Air Terminal Building at the airport.

The system controls HVAC equipment, lighting, sewage lift

stations, ground source heat pump and in-floor hydronic

heating.

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Project: Victoria International Airport - Terminal

Building Expansion

Completed May 2006

Description: Installed KMC control system to control

HVAC equipment in the newly constructed Arrivals and

Departures area. KMC product was selected to integrate

with the existing KMC system.

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Project: City of Victoria

Provide Controls & Electrical Services

2006 - Present

Description: Provide electrical maintenance and repair

services including:

• Install, troubleshoot and repair interior and exterior

lighting and lighting control systems, including

fountain lights;

• Install wiring and conduit for HVAC systems,

generators, UPS’s;

• Install, troubleshoot and repair wiring for pumps,

motors, speed drives, MCC panels, electrical

breakers;

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• Install, troubleshoot and repair refrigeration

electrical equipment;

• Install, troubleshoot and repair energy management

control systems, including performing DDC

programming and graphics services;

• Install, service and repair Nederman exhaust

systems and components.

Project: Royal Athletic & Topaz Park – Controls Retrofit

for New Boiler

Completed: March 2012

Description: Installed a new Reliable Controls system to

replace an aging conventional control system at two

separate sites to conserve energy. The new DDC system

controls all the HVAC equipment at both sites including 4

new high efficiency boilers which supply heat and hot

water to changing rooms. Lighting and washroom

functions are also integrated into the new system.

(Equipment was put on room occupant sensors which were

tied into the DDC system).

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Project: Victoria City Hall – Controls for 2nd Floor

Ventilation Project

Completed: October 2010

Description: Reliable Controls product was selected to

integrate with an existing building control system. New

controls were installed to control HVAC equipment to

improve ventilation for the Engineering Wing on the 2nd

Floor.

Project: Public Works Buildings – DDC Expansion

Completed: July 2010

Description: Expanded an existing KMC building

automation system to several outbuildings at the City of

Victoria Public Works Yard. The system now controls all

HVAC equipment and lighting at the site for improved

energy efficiency and occupant comfort. Created new

graphics and updated existing.

Project: VIC West Y - DDC Retrofit

Completed: June 2008

Description: Removed and replaced an aging Delta

Controls system with KMC Controls system to improve

occupant comfort and energy efficiency. System controls

all HVAC equipment. Created new custom graphics.

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Project: IKEA Richmond – Ongoing Technical Support

Description: Provide ongoing technical support for building

controls and related HVAC equipment on a 24/7 basis.

Ensure that issues are resolved in a timely fashion to

eliminate or minimize disruption to employees and

customers at this busy facility.

Project: IKEA Richmond – Mechanical Commissioning &

Lighting Repair


Description: Re-commissioned the building automation

system in the 334,000 square foot Richmond Store to

ensure proper operation. The project included resolving

issues with lighting system which integrated with the

building control system. It also included re-programming

the system for improved energy efficiency.

The project was conducted while the store was in

operation with some work being done after hours to

minimize disruption to employees and customers.

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Project: BC Transit Commerce Circle Road –

AHU Replacement

Completed: December 2014

Description: Installed a new 7.5 ton rooftop HVAC unit,

including pipe and wire for unit and for DDC panel and

devices. Installed Reliable Controls Mach Prosys

controller, expansion module and sensors. Performed

DDC programming and updated graphics.

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Project: BC Transit Fleet Maintenance Building – Control

System Retrofit

Completed: March 2012

Description: Replaced an aging Honeywell system with

Reliable Controls to improve occupant comfort and energy

efficiency. The system controls HVAC equipment in the

Fleet Maintenance Building.

Project: BC Transit - Controls for Tire Shop


Description: Installed Reliable Controls MachProsys

product to control the tire shop HVAC system. Replaced

the gas detection system. Installed all pipe and wiring Pull

network to new building overhead. Install a MachProSys

Controller (ethernet and expandable). Repair/replace the

gas detection system. Control the three strat fans including

pipe and wire. Program unit and strat fans as required.

Graphics update.

Project: BC Transit Consulting Services – Victoria Transit

Centre Administration Building

Completed: June 2014

Description: Performed an analysis of existing HVAC

system at the VTC Administration Building and provided

options and recommendations for energy efficient and

economical system upgrades.

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Project: BC Transit - Controls for Fleet Maintenance

Building

Completed: April 2014

Description: Installed Reliable Controls DDC system to

control Trane rooftop unit. Installed new damper actuators

and CO2 sensors. Programmed new system for demand

ventilation based on CO2. Updated graphics.

Project: BC Transit Langford Transit Centre – DDC

Installation

Completed: April 2014

Description: Installed a new DDC control system to control

11 air handlers, and assorted other equipment such as

exhaust fans and radiant heat. The Reliable Controls Pro-

zone product was used for the project which included

power metering and natural gas monitoring for improved

energy efficiency. Installed and wired all DDC controls and

devices. Provided all DDC programming and graphics

services.

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Project: Fairmont Empress Hotel – Control System

Retrofit

Completed: October 2012

Description: The renowned 550,000 square foot

hotel has 477 guest rooms, two ballrooms, numerous

meeting rooms, restaurants, a spa and

indoor pool. The building automation system was

upgraded to the latest Reliable MachPro product. The

internet-connected system required a VPN and the

creation of all new graphics using RC Studio.

The project was very focused on achieving energy savings

and included reprogramming the sequence of operations

for the mechanical equipment in order to achieve a higher

level of savings. The system set up was unique due to the

sheer volume of data, including electricity, gas, and

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wastewater data, which the system collects for monitoring

purposes.

One of the challenges of the project was that the work was

carried out while the hotel was operating, and measures

were taken to ensure minimal disruption to hotel staff and

guests.

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