1. Identification Requirement:
No later than the third (3rd) day of employment, the employee must provide all documentation required by Employee
Eligibility Verification Form I-9 to Concote Corporation (“Concote”) for verification purposes. If an employee fails to provide
such documentation within three (3) days, Concote reserves the right to refuse to permit the employee to work or,
alternatively to terminate the employee.
2. Equal Opportunity Employer
It is Concote‟s Policy to make all employment-related decisions on the basis of merit, qualification and competence. This
policy will be applied without regard to any individual‟s sex, age, color, race, religion, national origin, disability or veteran
3. Employment at will
Texas is an at-will employment state. By signing this application, you acknowledge that if you are hired, your employment is
not for any specific term and that you may be terminated, demoted or transferred to another part of the company at any time
for any reason, with or without cause and with or without notice. Nothing in this application is intended to create a contract
of employment or to alter the at-will status of your employment. The at-will status of your employment may not be amended,
altered or modified in any way, except in writing signed by an officer of Concote. Employees may not rely on any practice,
conduct, or verbal representation to the contrary.
4. Substance Abuse
Concote has implemented a drug screening policy. Applicants must consent to drug testing as a condition of employment.
By submitting this application, you agree to undergo a drug screening as a condition of your employment, which shall be
performed by a third-party medical clinic, and you further submit to Concote‟s drug screening process. Furthermore, you
understand and agree that failure to submit to such testing or testing positive for any of the substances set forth in the
Concote Policy Manual shall result in refusal to hire or, if you are hired, immediate termination.
5. Attendance Policy
Concote requires that its employees attend work each day pursuant to the work schedule furnished by their supervisor.
Each employee shall arrive at work on time and shall not leave before the end of their shift, unless he or she obtains the
approval of their supervisor.
If an employee is going to be absent from work, it is the employee‟s sole responsibility to contact his or her supervisor by the
earlier of (i) thirty (30) minutes prior to the start of his or her shift or (ii) 8:00 a.m. the morning of the day that the employee is
to be absent. If an employee is absent for more than one day, it is the employee‟s sole responsibility to contact his or her
supervisor by the above-listed times each day he or she will be absent. If the employee‟s supervisor is not in, the employee
must leave a message for their supervisor explaining why they are absent or tardy.
If an employee is going to be tardy for work, it is the employee‟s sole responsibility to contact his or her supervisor by the
earlier of (i) thirty (30) minutes prior to the start of his or her shift or (ii) 8:00 a.m. the morning of the day that the employee
will be tardy. If the employee‟s supervisor is not in, the employee must leave a message for their supervisor explaining why
they are absent or tardy.
An absence shall be deemed an excused absence if the employee (i) has complied with the foregoing requirements and (ii) if
requested by their supervisor, furnished a doctor‟s note regarding their illness or other documentation evidencing the reason
for their absence to their supervisor on the day of the employee‟s return to work.
6. Sexual Harassment
Concote prohibits any and all forms of Sexual Harassment or harassing behavior in the workplace and/or at Company sponsored
functions. Concote has initiated a Harassment Grievance Procedure which is set forth in detail in the Policy
Manual and on display in the break room. By signing this Policy Summary, all employees agree to follow and be bound by
Concote‟s Harassment Grievance Procedure.
7. Arbitration of Disputes
Any dispute that may arise concerning any term of condition of employment or concerning the termination of employment, including claims for breach of contract, discrimination or harassment and public policy violations will be exclusively subject t o
final and binding arbitration. No dispute is subject to trial by jury or by court. In the event that parties are unable to agree on
the selection of an arbitrator, either party may apply to the court for designation and appointment of an arbitrator, pursuant to
the provisions of the United States Arbitration Statue, 9 U. S. C. „5.
8. Worker’s Compensation
Concote is a non-subscriber to workers compensation insurance coverage. However, Concote does have the equivalent to
protect its employees. The employee has the following obligations In the event of an on-the-job injury.
- The employee must report the injury to his or her supervisor immediately;
- The employee must send his or her supervisor a doctor‟s report; and
- The employee must send his or her supervisor any updates from the treating physician.
By submitting this application and by signing in the space below, I acknowledge that I have read this application in
its entirety and agree to all of the terms and conditions contained herein.