3TWENTY MODULAR HANDBOOK
HOURLY EMPLOYEES
Download the entire handbook here or explore the areas below.
ASSIGNMENT OF WORK
Duties and Responsibilities
The Employee, under the general supervision of the immediate supervisor, shall be responsible for those duties and responsibilities as outlined in the job description. Employees can access job descriptions in Collage in the Employee Resources folder.
Probation Period
A newly hired employee will be on probation for thirteen (13) weeks of active employment. Employees appointed to a new position will be on probation for six (6) months of active service in the new position. During the probation period, the employee shall be entitled to all the rights and privileges conferred by these Conditions of Employment.
Hours of Work
The work hours for hourly employees covered by this handbook will be based on a 10-hour day and a 40-hour week, from Monday to Thursday. Any adjustment to the daily hours shall be made in cooperation with the direct supervisor.
Each employee’s work hours, including start and end times, as well as any entitled meal breaks (a 30-minute unpaid lunch break) and rest breaks (15 minutes in the first and second halves of the workday, which are paid), will be determined in consultation between the employee and their immediate supervisor.
Employees must record all hours worked by clocking in and out using QuickBooks Workforce at the start and end of every shift. We expect employees to accurately and ethically record hours worked. Below are the guidelines for timekeeping.
- Employees should clock in when they are appropriately dressed in the required Personal Protective Equipment (PPE) and are at their designated work area for the day.
- Employees should clock out at the end of the day once their work area is clean.
- If you are travelling to a work site outside of Saskatoon, please check with your Site Superintendent to determine the appropriate clock-in and clock-out times for that project.
Inform your supervisor immediately if you encounter any problems with the timekeeping system.
Overtime
Overtime Approval Process
All overtime hours must be pre-approved by the employee’s immediate supervisor. This includes any hours worked beyond the standard 40-hour workweek.
Overtime is approved on a project-specific, case-by-case basis at the discretion of the Site Superintendent, in coordination with the Operations Manager.
Overtime Opportunities
When projects require overtime, Site Superintendents will ask their teams for volunteers. If employees are interested in working overtime on a weekend outside of their assigned project’s needs, they should ask their Site Superintendent about potential opportunities on other projects.
Overtime Commitment and Accountability
Employees who commit to working scheduled overtime are expected to fulfill that commitment. Failure to do so will be treated as an unauthorized absence and subject to the same disciplinary actions as any other unauthorized absence.
Employees working overtime on days not included in their regular schedule must work at least six (6) hours unless otherwise directed by the Site Superintendent.
Overtime Compensation
Pre-approved overtime hours of over 40 hours per week will be compensated at 1.5 times the employee’s regular pay rate. 3twenty defines a day as a calendar day for overtime purposes.
Overnight Travel Premium
Due to the nature of our work, employees may be required to travel to job sites as part of their assigned duties. This travel is considered a necessary part of the job, and all employees are expected to comply with the travel requirements of their assigned project. 3twenty will ensure to provide advanced notice of any travel requirements whenever possible.
Employees will receive $30 per night for projects approved by management that require overnight travel outside of Saskatoon. 3twenty will also provide company vehicles, meals and accommodations as necessary.
Site Superintendents must complete the Overnight Travel Premium Request Form before pay day to ensure this premium is included.
EXPECTATIONS OF CONDUCT
Our Values
The success of our process is not just built on modular building blocks; it is built on core values that are a key part of our culture.
Trust
Our clients are making a big investment, which we take very seriously. They’re also trusting us to bring their vision to life, and we work every day to make sure we can do that.
Collaboration
We believe that by working together with the client, not against them, we can learn, grow, and build better buildings and experiences. We also value the ideas and contributions from all levels within our company, as well as from external partners and professionals.
Innovation
3twenty was born out of innovation, and it’s a part of everything we do. We ask a lot of questions, and we do things differently. This is all with the goal of building high-quality, cost-effective, schedule-driven projects.
Win-Win
The idea that we can all work together, be profitable, and be happy seems to have been lost in construction. We take a win-win approach with our suppliers, subcontractors, consultants, and customers.
Fun
It’s really important to us that we all have fun building projects together. We know when to be serious, but we also know that a good laugh and having fun can take stress out of projects.
Diversity, Equity & Inclusion
We value diversity in background and experience. 3twenty needs people from all backgrounds and walks of life to help bring our projects to life.
At 3twenty, we are deliberate about the team we are building, as we believe our people make all the difference in cultivating a culture of collaboration and innovation. We are committed to providing equal opportunities for all, promoting fairness, and ensuring that every person, regardless of race, gender, age, disability, or background, feels included and respected. We strive to build a workplace that reflects the diverse world around us.
We will provide reasonable accommodations to qualified individuals with disabilities, ensuring equal access to employment opportunities and benefits. Employees who require accommodations should contact the People Strategy Lead to initiate the accommodation process.
Code of Conduct
At 3twenty, we give employees lots of trust and autonomy. Trust is one of 3twenty’s core values. It is paramount to the relationships we create with our customers, suppliers, subcontractors, and, of course, our employees. We pride ourselves on providing a flexible, fun, and autonomous workplace, which only works when people respect and trust one another.
We value high ethical standards and compliance with laws, rules, and regulations and are committed to conducting our work with integrity. This Code of Conduct outlines the standards which every team member must uphold to ensure a respectful, safe, and high-performing work environment. Find our full Code of Conduct here.
Absences & Attendance
Employees are expected to arrive at work punctually and maintain regular attendance in accordance with their scheduled shifts. If an employee is unable to report to work or anticipates being late, they must notify their supervisor as soon as possible, and no later than 30 minutes before the start of their shift.
Repeated or unexcused absenteeism or tardiness will be addressed with the employee and may result in progressive disciplinary action, up to and including termination of employment, if the matter is not resolved.
Employees are considered late for work if they are not dressed in the appropriate personal protective equipment (PPE) and at their designated workstation at the start of their shift, or at the scheduled return time following a break or lunch.
An employee’s absence from work for three (3) consecutive scheduled workdays without notifying their immediate supervisor will be deemed a voluntary resignation from employment.
Safety
Safety is the highest priority at 3twenty Modular. All employees are required to complete a mandatory safety orientation upon hire and to actively participate in all safety and quality programs throughout their employment.
Employees will receive job-specific safety training relevant to their roles, which may include fall protection, aerial work platforms, and powered mobile equipment, among other competencies. Additional training may be assigned as operational needs or regulatory requirements evolve.
For detailed information on safety policies, procedures, and expectations, employees must refer to the Safety Manual available in Site Docs. Any questions, concerns, or clarifications should be directed to the Safety Lead.
Dress Code
All employees must always wear appropriate Personal Protective Equipment (PPE) on the job site. If you are unsure of the PPE requirements, please refer to the Safety Manual.
Employees are expected to maintain appropriate work appearance and hygiene. All clothing should be practical, durable, and modest, allowing for unrestricted movement and suitable for the type of work being performed. Any images, graphics, or sayings on clothing or equipment must be appropriate for the workplace.
Please be mindful that clients and other industry professionals often visit your workplace, and dress appropriately.
Our Space
Yard
We have lunchrooms, washrooms, and other shared facilities available for employee use in the yard. Each lunchroom is equipped with a fridge, microwave, coffee pot, and water cooler. We kindly request that you bring a water bottle or a travel mug to work to reduce waste. All employees are expected to maintain these spaces by cleaning up after themselves and treating the facilities with respect. If you notice that supplies need to be replaced in the yard (such as paper towels or toilet paper), please replace them if you can or notify Al McCrea.
Office
We are proud to work in a beautiful facility designed and built by our talented team. We use our office as a showroom, highlighting the quality of design and construction you can expect when working with 3twenty, our highly efficient building envelope, and some of our amazing suppliers.
We want everyone on our team to feel comfortable using the space. We welcome dirty boots from the yard and encourage you to use the amenities, but please clean up after yourself. This is a showroom for our clients, so we must keep the space clean and organized to maintain our professional standards. Please use the washrooms in the shop and yard to keep the office washrooms free and clean for guests. Please do not take cutlery, plates, or cups into the shop, as they are for client needs.
Tools
Employees are required to bring their own tool belt equipped with basic tools, including a hammer, tape measure, and speed square. All personal tools must meet required safety standards and comply with 3twenty Modular’s safety policies. Employees are responsible for ensuring their tools are properly maintained, in safe working condition, and suitable for use on the job site.
3twenty will not replace, repair, or reimburse employees for any personal tools that are lost, stolen, damaged, or broken, regardless of whether the incident occurred on company property. Employees may choose to leave their tools overnight, but they do so at their own risk. If employees are working on a job site with a higher risk of theft, it’s recommended that they take their personal tools off-site each day. Please ask your Site Superintendent if you are unsure of what to do with your tools.
Surveillance
3twenty Modular utilizes continuous video surveillance on its sites for safety, security, and asset protection purposes. Employees should be aware that video recording is in operation while on company property.
Video surveillance is conducted in accordance with applicable privacy legislation and industry best practices. Only authorized personnel have access to recorded footage, and cameras are placed only in areas where there is no reasonable expectation of privacy. Footage is not monitored continuously; however, recordings may be reviewed in the event of a workplace incident, safety concern, security breach, or for training and investigative purposes.
Company Vehicles
Employees who operate company vehicles must hold a valid driver’s license and be registered with the company’s insurance provider. If you are unsure whether you are currently registered, it is your responsibility to confirm this with the Operations Manager or the Office Administrator before operating any company vehicle.
Employees are also required to notify the Operations Manager or the Office Administrator immediately if they encounter any issues while driving a company vehicle, including traffic violations, collisions, fines, or any other incidents that may affect their driving status or the company’s insurance coverage.
All employees must follow the procedures and expectations outlined in the Safety Manual regarding the operation of company vehicles.
Surcharge
Employees whose driving records do not meet the requirements of the company’s insurance provider may be responsible for paying the additional annual surcharge required to remain eligible to operate company vehicles.
Misconduct
Misconduct refers to employee behaviour that is inappropriate for the workplace and negatively impacts the employee’s work, environment, or peers. In the event of misconduct, 3twenty follows the steps of progressive discipline as follows:
- Verbal Warning
- Written Warning
- Disciplinary Suspension
- Termination
Each step of the progressive discipline procedure will aim to:
- Identify incidents of misconduct by employees as they occur
- Identify the expected behaviour
- Prompt the employee to adopt the expected behaviour
- Indicate the job consequences that may occur
- Include, if necessary, disciplinary sanctions
The progressive discipline steps indicated above may be accelerated for an employee on probation. Incidents of serious misconduct, such as assault, theft, or serious insubordination, may warrant severe disciplinary measures, and steps of the progressive discipline process may be bypassed.
The People Strategy Lead and Operations Manager must be consulted on disciplinary steps. The Progressive Discipline Procedures Manual, available in Collage, provides more information on 3twenty’s progressive discipline practices.
TOTAL REWARDS
Overview
At 3twenty, we recognize that our greatest asset is our people, and we want to invest in you and your future. Your compensation is more than just a paycheck; it’s a comprehensive package designed to value your hard work, support your well-being, and help you grow. The following makes up our Total Rewards package at 3twenty.
- Compensation: Your wage.
- Benefits: Health, dental, and other well-being programs.
- Retirement Savings: Planning for your future.
- Vacation: Time to rest and recharge.
- Career Engagement: Opportunities for learning and professional growth.
- Culture: Wellness and fun.
We are committed to providing a competitive and meaningful total rewards package. We encourage employees to explore the available resources and take advantage of these benefits. If you have any questions regarding our total rewards, please don’t hesitate to contact our People Strategy Lead.
Compensation
3twenty has a Field Wage Grid, which provides a wage range for each hourly position. The grid provides guidelines, and an employee could be above or below the range depending on their knowledge, skills, ability, behaviour and performance. It is intended to provide clarity and transparency by showing the potential for career progression and compensation growth at 3twenty.
3twenty will conduct annual market research to ensure the wage grid remains competitive with the industry. During the review, we will evaluate each position to ensure that the wages reflect fair and equitable compensation based on the position’s responsibilities and market value.
An employee’s wage rate will be reviewed annually based on the wage grid and the employee’s overall performance. This review typically occurs during the year-end performance review. Following this review, management will determine if a wage increase is appropriate.
Benefits
The information below outlines general best practices related to the plan; however, it does not include specific details of the benefits plan. Please refer to the group benefits booklet on Collage for all plan details. In the event of any discrepancy between this information and the benefits booklet, the booklet will apply. Find all information on 3twenty’s Benefits plan here.
Retirement Savings
The information below outlines some best practices for the plan; however, it does not include specific details of the retirement savings plan. Please refer to the plan booklet on Collage for all plan details. In the event of any discrepancy between this information and the member booklet, the booklet will apply. Find all information on 3twenty’s Retirement Savings plan here.
Career Engagement
3twenty is willing to support employees through various career development opportunities to promote their growth. This may include First Aid, Fall Arrest, and Machine Competency training. If you are interested in attending professional development opportunities, please send them to the People Strategy Lead and your manager for approval. Opportunities will be approved on a case-by-case basis.
Apprenticeship Program
3twenty encourages interested individuals to pursue the Carpentry Apprenticeship Program or other relevant Apprenticeship Programs. Employees who wish to participate should speak with their leader to determine if a Journeyperson is available to provide the required support and supervision through the program.
Once enrolled, the Office Administrator will verify all hours worked for apprenticeship tracking purposes. Employees returning to school to complete their apprenticeship training must follow the Request for Leave process outlined in the employee handbook. Please visit the Saskatchewan Apprenticeship and Trade website for more information.
Culture
At 3twenty, we are deliberate about promoting a culture of collaboration, innovation and fun. It’s really important to us that we all have fun building projects together. To create a positive work environment, we promote team building, a flexible work environment, and wellness initiatives.
Team Building
We host regular team events because we believe the best work happens when we are all having fun. Whether it’s our annual Christmas party, Amazing Race, Woosah, or a new event, these occasions allow us to take a moment to celebrate our successes, get to know each other outside of our roles, and build the genuine connections that make 3twenty a great place to work.
Wellness
We believe a healthy workforce is crucial to personal and organizational success. We encourage employees to prioritize their physical, mental, and emotional health by offering resources and benefits to support a balanced lifestyle. We strive to create a fun and supportive work environment that fosters overall well-being, enabling employees to thrive both at work and in their personal lives.
Through our Blue Cross benefits, 3twenty offers an Employee and Family Assistance Program (EFAP) available 24 hours a day, 7 days a week by phone, online, or in person. If you need assistance, you can reach a service member at 1-800-663-1142.
If you would like more information about the resources available to you, please don’t hesitate to contact your supervisor or the People Strategy Lead.
TIME AWAY
Statutory Holidays
3twenty observes the following statutory holidays.
- New Year’s Day
- Family Day
- Good Friday
- Victoria Day
- Canada Day
- Saskatchewan Day
- Labour Day
- Thanksgiving
- Remembrance Day
- Christmas Day
The statutory holiday calendar will be posted annually in Collage.
3twenty will be closed on statutory holidays unless project schedules require additional work. In cases where operational needs require working on a statutory holiday, the Operations Manager will provide employees with at least one week’s notice, provided the option is available. Employees who work on these days will be paid an additional 1.5 times their regular hourly rate for all hours worked.
Statutory holiday pay for an hourly-paid construction employee is four percent of regular hours worked in a calendar year (excluding overtime and vacation pay). The maximum regular hours a full-time employee can work in a year is 2000 hours (2080 hours minus 80 hours for statutory holidays). We use the maximum to calculate statutory pay for all hourly employees (2000 hours x 0.04 = 80). Meaning employees will receive 8 hours of wages each pay period that includes a statutory holiday.
During a week with a statutory holiday, employees receive overtime after working 32 hours. The 32 hours do not include any hours worked on the public holiday, since any hours worked on the statutory holiday will be paid at 1.5 times the employee’s regular rate.
Flexible Work Environment
We support a work-life balance and understand that personal matters may arise during work hours. While we ask that employees schedule personal appointments outside of work whenever possible, we recognize that life can be unpredictable. If you need to leave early, arrive late, or step away for personal reasons, please obtain your supervisor’s verbal approval in advance, and remember to clock out. We also encourage you to take advantage of Fridays off when possible.
Personal Days
We know that life sometimes requires a full day away for personal reasons that aren’t necessarily a vacation or sick day, such as a medical appointment or a sick kid at home. When these days come up, please communicate with your supervisor and follow these best practices.
- Scheduled Day: If the day is scheduled in advance, please submit a Personal Day in Collage. This allows us to plan accordingly and keep track of who will be away.
- Unplanned Day: If something comes up at the last minute and you need the day off, please notify your supervisor as soon as possible before your shift and update Collage. The Office Administrator or People Strategy Lead may update Collage on the employee’s behalf if needed.
Personal days are unpaid. If you prefer to be paid for this day and have hours deducted from your vacation balance, you can indicate this in your request in Collage or submit a vacation hours payout request form.
EMPLOYEE EXPERIENCE
Technology
At 3twenty, we use a variety of software to help improve and automate our processes. Some of the core software for the employee experience is listed below. These may change as 3twenty continues to evolve and seeks continuous improvement.
WhatsApp is one of our internal communication platforms. Employees must check this daily for work assignments and general announcements.
Site Docs
Site Docs is our safety management software that we use to complete safety documentation in response to hazards, incidents, or disciplinary actions.
QuickBooks Workforce
QuickBooks Workforce is our timekeeping and payroll system. Employees use this to clock in and out of shifts and view their pay stubs.
Collage
Collage is our human resources information system (HRIS) that helps 3twenty store, organize, and analyze employee data. We ask all employees to keep Collage up to date with their personal information and update it accordingly following any life changes. Employees should check their emails regularly for Collage updates.
Procore
Procore is our construction management software, which employees can use to view site plans and drawings.
Payroll
Payroll is processed every other Monday, and deposits are made by the end of the day on the following Wednesday via direct deposit to the employee’s bank account. If you need to update your bank information, please do so in Collage. Employees’ Pay Statements and Tax Forms can be accessed on Workforce. Any payroll questions can be directed to the Office Administrator or People Strategy Lead.
Recruitment
Internal Opportunities
At 3twenty, we will share internal opportunities via email and ask interested applicants to email your resume to careers@3twenty.ca. Someone may be appointed to a position if there is a significant business need. Please notify your supervisor if you are applying for internal opportunities.
Referral Bonus
A $500 referral bonus is available to employees who recommend a friend for a regular full-time position, provided the friend passes the probationary period. The employee providing the referral must have completed the probationary period to be eligible. The referral bonus will be made through payroll and is subject to applicable tax withholdings. Due to a conflict of interest, the Operations Manager, Site Superintendents, and the People Strategy Lead are not eligible for the referral bonus. Employees must complete the Referral Form to qualify for the referral bonus.
Performance
Performance evaluations are conducted annually near the end of the calendar year. In collaboration with the People Strategy Lead, the employee’s supervisors will meet with the employee to review overall performance. As part of this process, feedback will be collected from the individual’s leaders, peers, and direct reports. The employee will also be asked to complete a self-reflection on their contributions and achievements from the past year.
This approach supports a comprehensive, 360-degree performance review by incorporating diverse perspectives. During the review discussion, employees will be asked to establish goals for the upcoming year.
Termination of Employment
Notice or Pay in Lieu of Notice
Where termination occurs for reasons other than just cause, individuals will be provided notice (or pay in lieu of notice) as per the Saskatchewan Employment Standards.
Termination for Cause
Termination for cause, which can occur before and after the probationary period, does not require notice. The cause may include, but is not limited to, gross misconduct, significant and uncorrected performance problems, violation of policies and standards, theft, fraud, or dishonesty.
Resignation
An employee who has been employed by the employer for at least thirteen (13) consecutive weeks shall provide a minimum of two (2) weeks’ notice of intent to resign to their immediate supervisor and the People Strategy Lead.
Retirement
Employees who intend to retire should notify their supervisor and the People Strategy Lead at least six (6) months before the expected retirement date.
Record of Employment
3twenty is responsible for issuing a record of employment (ROE) when an employee experiences an interruption in earnings. The ROE will be issued within 5 days after the final pay period. Once the ROE is issued, employees can view it through their My Service Canada Account.