General Provider Terms and Conditions

This page sets forth certain obligations and conditions on which we allow service providers to operate within our company. While we know that its important contract competent movers to provide good services to clients. We also are aware that these people must also be knowledgeable of what guidelines and practices are deemed as acceptable behavior at J Sutton and Co.

It is the sole responsibility of the service provider to review these rules on a regular basis so that they are informed of updates.

GENERAL ATTENDANCE POLICY

General Attendance

We focus on maintaining a productive and fair work environment, so your punctuality and reliability scheduled jobs is importan. You are expected to be reliable and punctual in reporting for assigned work.

Absenteeism and tardiness will result in disciplinary actions and your eventual termination.

No Call/ No Show Policy

If a Moving Associate fails to show for a job they have confirmed to perform without providing reasonable advanced notice of at-least 48-hrs, there will be a $25 fee will be assessed for No Show Appointments/ Cancellations.

Tardiness

Moving associates/ providers are expected to arrive on time and ready for work for every job. Any providers who arrives 5 minutes after their scheduled arrival time is considered tardy, NO EXCEPTIONS! Tardy providers will not be given the $10 on time monetary award.

If you are late more than 5 mins on 2 different occasions, disciplinary action will be taken.

We recognize that situations arise which hinder punctuality; regardless, excessive tardiness is prohibited. Plan your travel ahead of time. 

Work Breaks
Rest Breaks
When working conditions permit, and pending a supervisor’s approval, employees are entitled to one paid 15 minute break for every 4 hours worked. 
 
Smoke Breaks
Smoking is not permitted on the premises of any job location. There will be no smoke breaks during work hours. Those caught smoking on the premises of any job location will be subject to disciplinary action, which may include termination.
Meal Breaks
Meal periods are for 15-30 minutes, are unpaid, and must be approved by a supervisor. There will be no leaving any job site without a Move Coordinators or supervisors approval. Leaving a job site without consent will result in disciplinary action.
 

CONDUCT AND WORK POLICY

Conduct and Work Rules

As a company it is our responsibility for encouraging a safe and secure workplace and ensure that everyone associated with our company is treated in a respectful and fair manner. While it is not possible to list all examples of behavior that are unacceptable, the following are examples of behavior that would be considered infractions by the Company’s rules of conduct. Such behavior could result in disciplinary action or termination of a moving associate.This list is not intended to be exhaustive;

  • Theft or inappropriate removal or possession of company property or the property of a fellow moving associate.
  • Willful destruction of property belonging to our company, customers, colleagues or associated companies.
  • Sexual or other harassment.
  • Using excessively abusive, threatening or obscene language.
  • Using intimidation tactics and making threats.
  • Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while on duty or while operating any company-owned, rented, or any other vehicles or equipment used in the performance of a work.
  • Sabotaging another’s work.
  • Making malicious, false and harmful statements about others.
  • Publicly disclosing another’s private information.
  • Working under the influence of alcohol or illegal drugs.
  • Fighting or threatening violence on the job or against any of our customers, colleagues, their neighbors,
  • Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
  • Unauthorized disclosure of business “secrets” or confidential information.
  • Falsifying company records or reports, including one’s time records or the time records of another provider.
Professional Conduct Expected
Providers and associates are expected to adhere to a certain standard of professional conduct and integrity. Our goal is to ensure that the work environment maintains a safe, comfortable and productive flow. Moving associates and providers should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between providers, associates and supervisors are expected. Individuals who act in an unprofessional manner may be subject to disciplinary action. Be inclusive: We welcome and support people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability. Be considerate: We all depend on each other to produce the best work we can as a company. Your decisions will affect clients and colleagues, and you should take those consequences into account when making decisions. Be respectful: We won't all agree all the time, but disagreement is no excuse for disrespectful behavior. We will all experience frustration from time to time, but we cannot allow that frustration become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one. Choose your words carefully: Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behavior aren't acceptable. This includes, but is not limited to:
  • Threats of violence.
  • Insubordination.
  • Discriminatory jokes and language.
  • Sharing sexually explicit or violent material via electronic devices or other means.
  • Personal insults, especially those using racist or sexist terms.
  • Unwelcome sexual attention.
  • Advocating for, or encouraging, any of the above behavior.
Don't harass: In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively. Make differences into strengths: We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes, and blaming each other doesn’t get us anywhere. Instead, focus on resolving issues and learning from mistakes.

DRESS CODE POLICY

Proper Work Attire

The Company dress code policy is designed to help us all provide a consistent and professional appearance to our customers and colleagues. Our appearance reflects on ourselves and the company. The main goal is to provide positive appearance and not to offend our customers, clients, or colleagues.

  • All moving associates are expected to wear a company approved work shirt bearing the company’s name and logo.
  • You must also present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
  • NO bandanas, tank tops, male pony tails, head covering where weather not appropriate.
  • Clothing should not be too revealing.

Repeated violators of this policy will be terminated will be admonished

Company Dress Code

The Company dress code policy is designed to help us all provide a consistent and professional appearance to our customers and colleagues. Our appearance reflects on ourselves and the company. The main goal is to provide positive appearance and not to offend our customers, clients, or colleagues.

  • All moving associates are expected to wear a company approved work shirt bearing the company’s name and logo.
  • You must also present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
  • NO bandanas, tank tops, male pony tails, head covering where weather not appropriate.
  • Clothing should not be too revealing.
  • No wearing dark shades (non prescribed).

PROVIDER COMPENSATION POLICY

Payments

Payments for completed jobs may be issued within business days 1-3 days upon completion of any job.

Payment Tiers

MERIT PAY SYSTEM TIERS
  TIER 1 TIER 2 TIER 3 TIER 4
Hourly $15 $16-17 18-$20 N/A
Customer Reviews
(Past 28 Days)
Under Review   5 Star N/A
# Of Jobs Performed
(Past 28 Days)
20 Jobs   30 N/A
Tardiness 0 0 Tardys 0 Tardys N/A
No Show/ No Call FIRED FIRED FIRED N/A
* Unless Provider and Company have mutually agreed in writing to another hourly rate.

 

 

  1. Entry Level – Entry level providers are pay starts at $15/hr, an entry level provider must achieve 10 consecutive 5 Star Ratings from clients.

  2. Medium Level – Medium level providers start at 16-17/hr

  3. Professional  Level – Prolevel providers from $18-20/hr. These providers must maintain a 5 star reviews

 

Bonuses and Raises

Bonuses are awarded for providers that take they’re job seriously. Our company currently provides the following incentives and bonuses:

  • Rewards of $10 for being on-time for each job performed.
  • Coming Soon
  • Coming Soon
Advances/ loans

Advances on pay are not permitted for any reason, No exceptions!

Payment Methods

Payments will be disbursed using several payment based apps.

  • Cash App
  • Chase QuickPay
  • Zelle

PROFESSIONAL PERFORMANCE

Work Expectations

Work Hours, Time Management & Attendance

    • Providers are expected to organize their personal affairs so that they know when can and can not attend work.
    • Requests to cancel a Job must be made at least 48-hours advanced notice.

Communication, Confidentiality & Customer Service

    • Present a positive image & attitude.
    • Read Customer notes on job details.

Relationships, Collaboration & Teamwork

    • Be respectful of other’s time and areas of responsibility.
    • Listen to concerns expressed by others and encourage others to express their views and keep an open mind.
    • Share information and keep people up‐to‐date.
    • Be inclusive and respectful of all people and points of view

Personal Issues

    • Maintain your work space at every job location to make sure it is neat & orderly and not encroaching on peoples property.
    • Maintain good hygiene, if you smell yourself chances are someone else smells you too.
    • Be presentable, don’t show up in oily/ dirty.clothes.
    • Be a positive representative of J Sutton and Co, its partners and affiliates and your crew.
    • Be aware of your surroundings (ex: noise, loitering, etc).Keep work areas clean.
    • Keep personal phone calls to a minimum – chat with friends and family outside of work hours.

Accountability & Attention to Detail

    • Take ownership and accept responsibility for your own actions and areas of accountability.
    •  Set a good example for others.
    • Proofread everything – twice.
    • Accuracy is more important than speed – take the time necessary to be accurate and correct the first time.
    • Understand how your duties impact others.

Performance

    • When performing their job, providers must meet a reasonable and acceptable standard. This includes the following:
    • Providers are expected to make every effort to attend work capable of safely performing their duties (eg. being sober and physically and mentally able). If they cannot, employees are expected to ask for assistance or accommodation.
    • Providers must treat their co-workers, supervisors, staff you supervise,and colleagues in a respectful manner. Bullying, intimidation, sexually harassing or other similar behavior is unacceptable
  • What you are NOT responsible for?

    • State
    • State
    • State
Reviews
The company may periodically evaluate an your performance. The goal of a performance review is to identify areas where an provider excels and areas that need improvement. TWe often uses performance reviews as a tool to determine pay increases, promotions and/or terminations of moving providers and associates. All performance reviews are based on merit, achievement and other factors may include but are not limited to:
Quality of Work
Your work must meet or exceed company expectations.
Attitude
Your personal problems are yours alone, leave them at home. This is a business and your emotions have no place here. If you can not function around people then you may be in the wrong business.
Knowledge of Work
You must demonstrate job relevant knowledge and essential skills, procedures while having good customer service.
Job Skills
You will not only be judged on your job skills and knowledge but also on how you use them to perform job duties.
Attendance and punctuality
You are expected to be reliable and punctual in reporting for assigned work. Absenteeism and tardiness will result in disciplinary actions and your eventual termination.
Compliance with company policy
Adhere to all company rules and policies. It is important that you understand and respect the rules of the  our company, partners, customers, and their building management teams.
Past performance reviews
Your Past performance reviews will be a substantial element in the decision to get more jobs.If you are not getting jobs, your focus should be on improving yourself.
Teamwork and Cooperation
Your teamwork and cooperation contributions ensures that operations run seamless and effective. If you fail to exhibit and promote teamwork, you will eventually find a decline in receiving jobs.
Improvement
Provider development is a priority and you will be tested on your improvement as a provider constantly.
Acceptance of responsibility and constructive feedback
You are required accept responsibility for your own behavior rather than putting the blame on a co-worker or making excuses, for your own mistakes or poor judgement.
Providers/ associates should note that your performance review does not guarantee a pay increase or promotion. A written or verbal performance evaluation may be made at any time to advise providers, associates of unacceptable performance. Evaluations or any subsequent change in job status, position or pay does not alter the provider’s at will-relationship with the company. Forward any questions about performance expectations or evaluations to the supervisor conducting the evaluation.
Insubordination

Supervisors and moving associates/ providers should act with mutual respect and common courtesy. Providers are expected to take instruction from Managers, Move Coordinators and Supervisors. Acts of insubordination are subject to disciplinary action,up to and including termination.

Disciplinary action will be taken against any provider that refuses to obey company directives issued by their company supervisors or manager. This includes any failure to follow a supervisor’s instructions either directly or indirectly or show a lack of respect directed toward any supervisor working on behalf of J Sutton and Co. Moving Services LLC.