EMPLOYMENT APPLICATION

WE BELIEVE

Safety is our first GOAL

EVERYONE CAN ACHIEVE where SAFETY and ENVIRONMENT is FIRST!!!

We're Hiring 
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Upload your documents here...

  1. Driver's License

  2. Flagger Card

  3. SSCard

  4. TCT/TCS if applicable

  5. Resume if applicable

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*****Please read the Policies below carefully then check the box above that you do agree to these policies (IF YOU AGREE), if you do not agree (DO NOT CHECK BOX) Above.

  • Flagger Safety Plan

  • Zero Tolerance Drug Policy

  • Privacy Policy

FLAGGER SAFETY PLAN

UPDATED 03-01-2021

Everyone Can Achieve LLC. "ECA" is guided by the principles of

EVERYONE CAN ACHIEVE WHEN SAFETY AND ENVIRONMENT IS FIRST!

We believe that these values start from ownership and runs through all of ECA employees.

ECA Flaggers division believes in and follows the safe work practices and training requirements from OSHA, ATTSA and Manual of Uniform Traffic Control Devices (MUTCD).

We recognize that all ECA Flaggers must be:

  • trained from a qualified person on safe work practices

  • trained from a qualified person on traffic control procedures,

  • trained from a qualified person on quickly warn coworkers if needed 

  • trained from a qualified person on communication 

  • trained from a qualified person on Understanding different traffic control setups 

  • trained from a qualified person on keep motorist and road workers safe during
    temporary roadwork

  • trained from a qualified person on keep motorist and road workers safe during

 

ECA believes that SAFETY can be:

  • Demonstrate by the controlling taffic

  • Demonstrate by Wearing high visibility safety apparel Class 2 or 3 (daytime) and Class 3 (nighttime)

  • Demonstrate by Wear a hardhat, safety boots, gloves and owning a flag or sign paddles

 

ECA employee will:

  • Always remain alert at all times while on duty

  • Always remember no multi-task while you are flagging.

  • Always use communication devices when flaggers can’t see each other.

  • Always locate the flagger station far enough in front of the work zone to give motorists time to recognize construction activity,

  • Always follow the rule of not entering the open roadway until traffic has stopped.

  • Always use advance warning signs spaced and sized according to the road conditions and speed. (Signs and lighting are not required in all situations).

  • Always stand in a safe location on the shoulder of the road, away from moving traffic.

ECA employee must ALWAY DEMONSTRATE THE BASIC TRAINING AND UNDERSTANDING OF A FLAGGER:

  • Basic Training Understanding of face traffic and extend the Stop paddle in a stationary position with your arm extended horizontally away from your body.

  • Basic Training Understanding of your free arm should be raised with your palm toward approaching traffic.

  • Basic Training Understanding of look directly at the approaching driver. Make sure that you make direct eye contact with the driver.

  • Basic Training Understanding of remain on the shoulder of the road after the first vehicle has stopped.

  • Basic Training Understanding of always make certain that the flagger and the paddle are visible to the drivers of all stopped vehicles.

  • Basic Training Understanding of that a flagger should never stand in the traffic lane unless, in the flagger’s opinion, the drivers of the stopped vehicles are unaware of the flagger’s presence.

  • Basic Training Understanding of if it’s necessary for the flagger to stand in the traffic lane, the flagger may only stand near the center line and never cross it.

  • Basic Training Understanding of when the flagger is satisfied that the drivers of all stopped vehicles are aware of his or her presence, the flagger should return to the shoulder of the road.

  • Basic Training Understanding of to direct stopped traffic to proceed, remain at your station on the shoulder. If you’re in the stopped traffic lane, return to the shoulder.

  • Basic Training Understanding of face traffic and turn the Slow paddle to face traffic. Hold the Slow paddle in a stationary position with your arm extended horizontally away from your body.

  • Basic Training Understanding of do not wave the paddle around as it creates a confusing message.

  • Basic Training Understanding of how to alert or slow traffic, stand on the shoulder of the road and face traffic with the Slow sign paddle held in a stationary position with your arm extended horizontally away from your body.

  • Basic Training Understanding of you may motion up and down with the free hand, palm down, indicating that the vehicle should slow down.

  • Basic Training Understanding of never stand in the path of oncoming traffic.

  • Basic Training Understanding of at night, flagger stations should be well illuminated.

  • Basic Training Understanding of the flagger shall wear reflective pants, and vest, shirt, or jacket, or other approved garment such as a jumpsuit.

  • Basic Training Understanding of reflective channelizing devices should also be used. In an emergency situation, a minimum size 24 inch by 24 inch red flag may be used instead of a paddle, until a paddle is available.

  • Basic Training Understanding of as soon as a paddle is available, it should be used.

 

ECA believe that this can be accomplish by following the safe work practices and training requirements from OSHA, ATTSA and Manual of Uniform Traffic Control Devices (MUTCD).

  • Please at anytime you find yourself in an uncomfortable situation please share with the close leadership team member and or any close worker (team members or any contractor team members) SAFETY FIRST.

  • If at any time you or ECA leadership team feel that you can no longer follow the above statements, rules of a flagging training and or safety and environment there shall be IMMEDIATE DISMISSAL AND TERMINATION...

ZERO TOLERANCE DRUG POLICY

UPDATED 03-01-2021

 

Everyone Can Achieve is committed to adhering to the "Regulations for the Drug Testing of Contractor and Subcontractor Employees Working on Large Public Works Projects." We recognize that Alcohol and Drug abuse adversely affects an employee's job performance. Abuse affects an employee's opportunities for advancement and continued employment Everyone Can Achieve does not intend to intrude upon the private lives of its employees Everyone Can Achieve is concerned about the use of Alcohol  and/or Drugs if it interferes with an employee's job performance, adversely affects the job performance of other employees, endangers the employee or other employees, or is detrimental to Everyone Can Achieve LLC’s business while on large public works projects. This policy applies to contractor and subcontractor employees, including permanent, temporary, and union employees. The policy is applicable on large public works projects where Everyone Can Achieve LLC’s employees are performing Company business. It is Everyone Can Achieve LLC’s policy to follow all applicable laws and regulations regarding Drug and Alcohol testing and the other matters addressed here. This written policy is intended to summarize how those laws and regulations apply to Everyone Can Achieve and its employees. The precise obligations of Everyone Can Achieve are established by the applicable laws and regulations, as they evolve from time to time.

DEFINITIONS

1. "Adversely Affect Work Performance" and "Under the Influence" shall be determined to be present if the employee is perceptively impaired, has impaired alertness, coordination, reactions, responses, or efforts; if the employee's condition threatens the safety of him/herself or others; or if the employee's condition or behavior presents the appearance of unprofessional or irresponsible conduct detrimental to the public's perception of Everyone Can Achieve as an employer as determined by the supervisor or manager or other observing the employee. It includes operation of any Everyone Can Achieve vehicle or equipment, or use of any personal, rental, or other vehicle while on large public work projects.

2. “Drugs" For the purposes of this policy, Drugs shall have the following meaning

  • Any illegal substance whose distribution is prohibited by statute, including but not limited to narcotics, depressants, stimulants, hallucinogens, and cannabis

  • Any legal substance that is regulated by statute or government agency but is being used by the employee without having obtained the substance through legal means or is not used for the substances intended purposes

  • "Mood-Altering Drugs" means any legally obtained controlled substance that alters or changes the employee's behavior which may limit his/her ability to safely and efficiently perform his/her job duties or poses a threat to the safety of the employee or others

3. “Large Public Works" means all formal state jobsites over $100,000

NON-DISCRIMINATION

     Everyone Can Achieve is an equal opportunity employer and does not discriminate against any person on the basis of the race, creed, color, national origin, ancestry, age, marital status, civil union status, domestic partnership status, sexual orientation, genetic information, sex, gender identity, or disability. Everyone Can Achieve complies with the Americans with Disabilities Act (ADA) and recognizes that disabled individuals should be protected from discriminatory treatment. Under the ADA and 19 Del. Code § 722, an individual with a disability is a person who has a permanent physical or mental impairment that substantially limits one or more major life activities; has a record of such impairment; or is regarded as having such an impairment. Under the Federal and Delaware State law, a "person with a disability" shall not include any individual who is an Alcoholic or Drug abuser whose current use of Alcohol or Drugs prevents such individual from performing the job duties of the employment position or whose employment, by reason of such current Alcohol or Drug abuse, would constitute a direct threat to property or the safety of others.

 

PROHIBITIONS

  • No employee shall report to large public works projects to perform Everyone Can Achieve work under the influence of Alcohol or Drugs. No employee shall report to or perform Everyone Can Achieve work under the influence of Mood-Altering Drugs which affect his/her alertness, coordination, reaction, response, judgment, decision-making, or safety

  • No employee shall operate, use, or drive any equipment, machinery, or vehicle of Everyone Can Achieve, or operate, use or drive a personal, rental or other vehicle on large public works jobsites, while under the influence of Alcohol, Drugs, or Mood Altering Drugs Such employee is under an affirmative duty to notify his/her supervisor immediately that he/she is not in an appropriate mental or physical condition to operate, use, or drive the equipment, whether or not belonging to Company

  • No employee shall unlawfully manufacture, distribute, dispense, possess, transfer, or use Alcohol or Drugs in the workplace or wherever Everyone Can Achieve work is being performed

  • Any employee engaging in off-duty sale, purchase, transfer, use or possession of Drugs or other controlled substances is subject to discipline and/or termination

  • When an employee is taking medically authorized drugs, Mood Altering Drugs, or any other substances which may alter job performance, the employee must notify the appropriate supervisor of his/her temporary inability to perform the job duties of his/her position

  • Everyone Can Achieve may notify the appropriate law enforcement agency when it believes that an employee may have Drugs in his/her possession or is involved in other illegal conduct

  • Employees are prohibited from consuming Alcoholic beverages during lunch periods, dinner periods, or breaks when returning immediately thereafter to perform work on behalf of Everyone Can Achieve.

 

ALCOHOL AND DRUG TESTING

  • Drug and Alcohol Testing for Large Public Works Projects Everyone Can Achieve employees will be required to submit to mandatory drug and alcohol testing. Employees subject to drug screening shall be tested using at a minimum of a seven-panel urine substance abuse test plus breath alcohol screening for the following.

 

INITIAL DRUG TESTING

  • Everyone Can Achieve requires employees commencing work on a large public work job site to be tested with the exception that an employee has passed a random or scheduled drug test within the past 180 days from the date of commencing work shall be permitted to work at the job site without further testing, however, the employee is still subject to random testing.

 

RANDOM TESTING

  • During the course of a large public works project, each employee will be subject to random, unannounced drug and alcohol testing. The selection of Employees will be made by a scientifically valid method of randomly generating an Employee identifier from Everyone Can Achieve pool of employees. 5% of employees on a large public works project will be randomly tested for drugs and alcohol every 30 days while on the job site. Because the selection process is random, some Employees may not be tested within a year, while others may be tested more than once

  • Employees notified that they have been selected must report within four hours for testing at "On Site Mobile Location" with London Addison. Any failure to report for random testing, or to cooperate with the testing procedure shall be considered a positive result.

 

REASONABLE SUSPICION TESTING

Everyone Can Achieve requires an employee to be tested for Drugs and Alcohol when the company, its subcontractors or the owner reasonably suspects that the employee

  • Is or was under the influence of Drugs or Alcohol

  • Has violated the company's written work rules prohibiting Drug and Alcohol use

  • Has personally sustained an injury or caused another employee to sustain personal injury

  • Has been involved in a work-related accident or was operating or helping to operate machinery, equipment, or vehicles involved in a work-related accident; or

  • Was operating or was a passenger in a Company. vehicle (or personal, rental, or other vehicle on a large public work project) that was involved in an accident

     

      ***In order for "reasonable suspicion" to exist, there must be a basis for forming a belief that testing is justified based on specific facts and rational inferences drawn from those facts.

 

REFUSAL TO SUBMIT TO DRUG AND/OR ALCOHOL TESTING

The following represents a non-exhaustive list of examples of employee conduct which constitutes a refusal to submit to testing:

  • An employee's failure to provide adequate breath for testing without a valid medical explanation after he or she has received notice of the requirement for breath testing in accordance with this policy

  • An employee's failure to provide adequate urine for controlled substances testing without a valid medical explanation after he or she has received notice of the requirement for urine testing in accordance with this policy

  • The employee's failure to be available for post-incident Drug and/or Alcohol testing

  • An employee's conduct that clearly obstructs the testing process.

Privacy Policy

Every member's registration data and various other personal information are strictly protected by the EVEERYONE CAN ACHIEVE LLC. Online Privacy Policy (see the full Privacy Policy at http://ecamot.com/privacy-policy. As a member, you herein consent to the collection and use of the information provided, including the transfer of information within the United States and/or other countries for storage, processing or use by EVERYONE CAN ACHIEVE LLC. and/or our subsidiaries and affiliates.