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EMPLOYEE HANDBOOK
Blossman Gas, Inc. Employee Handbook
This Handbook Intended for Information Only
The Blossman Gas, Inc. (“Blossman Gas” or “Company”) * Employee Handbook is intended as a guide and
source of information for Blossman employees. The policies and procedures set forth in this handbook are a
statement of the Company’s usual practices. However, this handbook is not, and should not be interpreted or
relied upon, as a contract of employment for any specific duration or for benefits in any specific amount or for any
specific period of time. This guide DOES NOT create any type of contract or guaranty of continued employment
or benefits between Blossman Gas and any or all of its employees. All Blossman Gas employees are employed
at-will. Both Blossman Gas and its employees retain the right to terminate the employment relationship at any
time with or without cause or reason. Further, Blossman Gas may, at its sole discretion, change, supplement,
reduce, or eliminate these policies, procedures and any or all benefits provided in this handbook at any time, with
or without notice.
The policies, procedures and benefits contained in this handbook reflect those in effect at the time this book was
issued. A Master Copy of the handbook is maintained on the company’s Human Resources Information System
(HRIS), UKG. Periodically, updates will be made to the Master Copy, and the modified will be delivered through a
document acknowledgment notice that employees will see upon signing onto the HRIS.
* The name Blossman Gas is used throughout this handbook to reference your employer. When Blossman Gas is referenced in this Employee
Handbook, it is understood that The Blossman Companies, Inc., and/or its subsidiary or affiliates of The Blossman Companies, Inc., include:
Blossman Gas, Inc.; Blossman Gas Inc. (Alabama); Blossman Gas, Inc. of Georgia; Blossman Gas of North Carolina, Inc.; Blossman Gas of
Louisiana, Inc.; Blossman Services, Inc.; Alliance AutoGas of Ohio , LLC, and any other company which is, or shall become, a wholly-owned,
or majority owned, subsidiary of The Blossman Companies, Inc., or one of its other subsidiaries, and operates under the trade name Blossman
Propane Gas & Appliance.
Special Notice to All Employees
The personal pronouns he and she are used interchangeably in this Employee Handbook, and when either is
used, it includes both sexes.
MESSAGE FROM THE CHIEF EXECUTIVE OFFICER
We are glad you have chosen to become a member of Our Team and truly hope your association with Blossman
Gas will be enjoyable and fulfilling.
This handbook is designed to furnish you with information about personnel policies and everyday operational
practices. If you have any questions, do not hesitate to ask your Manager for assistance and please know our
Human Resources Team in the Home Office is always available to help.
The future growth of both the Company and each of us as individuals depends upon mutual respect, cooperation
and an adherence to our Company Values. Our present position as the leader in the propane gas industry is a
direct testimony to the contributions that the people of our Company have made in the past and continue to make
today. Together, we can make tomorrow even better!
Stuart E. Weidie - President & CEO
TABLE OF CONTENTS
Introduction & Welcome Section 1
Our Business Purpose page 1
The Blossman Gas Values page 2
Our People Philosophy page 2
The Products & Services of Blossman Gas page 3
The Organization & Management of Blossman Gas page 4
A Brief History of Blossman Gas page 6
Employment Policies Section 2
Performance Appraisal page 15
Hours of Operation page 15
Salary & Wage Criteria page 16
Promotion & Transfer from Within page 16
Termination Policies page 17
Employee Corrective Action Counseling page 20
Severance Pay upon Termination page 21
Attendance – Notification Prior to Absence or Tardiness page 22
Acts of God page 23
Rehire of Former Employees page 24
Other Employment page 24
Education & Training page 25
Nepotism – Employment of Members of the Same Family page 25
Confidential Nature of Our Business page 26
Customer Relations page 27
Personal Cell Phones page 27 Electronic Technology page 28
Blogging, Interactive Chatting and Similar Communications page 29
UKG Notices / Story Boards / Bulletin Boards page 30
The Blossman Bugle page 30
Money Matters Section 3
Payday page 32
Method & Frequency of Pay page 32
Payroll Deductions page 34
Retirement Options page 34
Paid Time Off (PTO) page 37
Leaves of Absence Section 4
Jury Duty page 41
Military Leave page 42
Disability Income Protection page 43
Holidays page 43
Bereavement Leave Policy page 44
Family & Medical Leave page 45
Company Policies Section 5
Equal Opportunity Employment Policy page 54
Anti-Harassment Policy page 55
Non-Fraternization Policy page 56
Policy on Drug Abuse & Unlawful Drugs page 56
Drug and Alcohol Screening page 57
Company Vehicle Policy page 58
Travel & Entertainment Policies page 59
Policy on Tobacco-free Work Environment page 59
Benefit Programs Section 6
Worker’s Compensation page 61
Social Security (FICA) page 64
Medicare page 64
Employee Pricing Policy page 65
Vacation Homes page 66
Medical Coverage page 67
Life Insurance page 67
Voluntary Term Life Coverage page 67
Disability Income Protection page 67
401(k) Plan page 68 Dental Plan Highlights page 68
Flexible Spending Account (FSA) page 68
Safety Section 7
Your Personal Safety Obligation page 70
Safety in the Workplace page 70
Customer Safety page 73
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INTRODUCTION & WELCOME
Whether you are a new employee or have been with Blossman Gas for years, you have an important part in the
present and future of the Company.
Those of us who have been with Blossman Gas for some time are proud of the accomplishments of the people
who have contributed to our healthy growth. You have been selected to work here because we are endeavoring
to create a “community” of people like you, who desire to build a company, and a future in which working
conditions and opportunities will be exceptional, and to build that future on a foundation of superior service to our
customers.
One of the best ways to encourage cooperative effort is to give everyone information and to help everyone
understand the general objectives of the Company. Everyone must also understand why certain rules pertaining
to employee behavior exist; that is, why they are necessary and how they benefit everyone.
The Blossman Gas history of continuing success is to a great degree the result of pleasant working conditions
and a combined effort of all personnel striving to reach predetermined goals that are mutually beneficial. To help
perpetuate these working conditions, Blossman Gas has certain rules and regulations for employee conduct.
They are not meant to restrict the rights of anyone, but are intended to protect the rights and increase the safety
and happiness of all. We feel it isn’t enough to tell you that certain regulations exist; we must tell you why they
are necessary. We also want you (and, if you are married, your spouse and family) to know and understand why
they are important to the Company and how they benefit you as an employee.
Our Business Purpose
The original Corporate Philosophy of Blossman Gas as established in 1951 has remained unchanged.
“Blossman Gas exists for the benefit of its employees, and the progress of the Company depends on the
employee rendering superior service to its customers,” is still the basic foundation upon which all standards
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of performance in Blossman Gas are built. This includes those factors which make up the performance standards
for your particular job, and against which your performance will be evaluated. It is important, therefore, that you
become committed to not only the specific performance standards of your job, but also the following Blossman
Gas Values that encompass every location and position within Blossman Gas.
The Blossman Gas Values
SAFETY – the “Umbrella” for all values
Honesty and Integrity - We are trustworthy in our dealings with customers, suppliers and each other. We “say
what we do and do what we say.”
Compassion and Respect for Others – We live by the platinum rule, which is to do unto others as they need
you to do unto them.
Commitment to Excellence – We, as individuals and a company, continually strive to maximize our potential in
everything we do and in every market we serve.
Commitment to Team - We support each other to achieve Company goals and make our customer’s lives more
comfortable. We act in such a way that we contribute to the creation of a pleasurable work environment.
Accountability – We are reliable in our dealings with each other and in meeting the customer’s needs. We
have a sense of urgency in meeting the objectives of the Company. We are good stewards of the Company’s
resources.
Our People Philosophy
We operate on the premise that every individual is important, and should be treated with respect. We try to
provide working conditions, performance standards, company policies, and recognition programs that provide
the individual with freedom, within a structured environment, to contribute to the success of the Company by
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performing to the ultimate level of his individual abilities.
We believe that every employee should have a definite set of roles and responsibilities for his particular job, and
that these should be the basis for performance evaluations and merit awards.
We believe that Blossman Gas has an obligation to every employee to provide them with the proper training and
tools required to meet the performance standards expected of them, to have periodic performance evaluations,
recognition for superior performance, and counseling on performance deficiencies.
We believe that the Company must establish, and adhere to, policies and work rules which are fair and equitable
and to communicate them to all employees.
We believe that all employees are entitled to fair treatment from their managers or supervisors.
We believe that all employees are entitled to have competent management and leadership.
The Products and Services of Blossman Gas
Our main product is propane, a petroleum product that is produced from natural gas wells and as a by-product
of the petroleum refining process. Propane’s nature as a liquefied gas (under pressure, it liquefies and can be
stored and easily transported) makes propane an ideal household fuel for the millions of residences outside the
reach of urban natural gas lines, especially when compared with the much higher cost of electricity, the only
alternative available to many of these people. In addition, propane’s low carbon output and relative low price
(when compared to gasoline), makes it an ideal fuel for internal combustion engines in both on-road and off-road
vehicles and equipment.
As a full service propane dealer, we deliver propane to homes, farms, commercial and industrial establishments;
we rent propane storage tanks; install piping, propane appliances and equipment; convert vehicles to operate
on propane motor fuel (AutoGas); provide Safety Checks (a comprehensive safety and legal compliance testing
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of piping, appliances, etc.); service and repair gas appliances (both propane and natural); and, sell gas system
parts. We sell gas ranges, water heaters, heating and air conditioning systems, whole house generators, grills,
fish cookers, smokers and clothes dryers. In addition, we can obtain refrigerators, freezers, washers or a full line
of kitchen and laundry equipment for our customers.
The Organization and Management of Blossman Gas
Every employee of Blossman Gas is important to its success. However, no employee can be successful without
being a part of a team. As a team member, it is important that you are aware of your team’s organization, its
place within the overall organization, and the key people that affect your job and your team.
Branch Management
Blossman Gas serves its customers from a number of branches, which operate much like individual businesses.
The most important member of management insofar as your individual performance is concerned is your Branch
Manager (if you work in one of the support facilities, it will be your Department Manager, etc.). This is the person
to whom you report, and is responsible for assisting you in excelling in your job. This is the first person you go to
for assistance, advice, etc.
Occasionally, you may have contact with other personnel in the Company who are at the same level as your
Manager. These include Area Analysts, Payroll Manager, Benefits & Insurance Manager, Regional Safety &
Training Coordinators, Regional Sales Representatives, and others in various support positions as may be
designated by the Executive Committee.
The people in these positions are all charged with the responsibility of assisting you and your Manager in meeting
the responsibilities of your job and, most importantly, assisting you in providing superior service to our customers.
They will work with you through your Manager.
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Corporate Management
Branch Managers, and others on that level, are assisted in meeting their goals by Regional Vice Presidents, Vice
Presidents of Business Development and Information Technology, Director of Safety and Compliance, Director of
Technical Training, Director of Human Development, and other corporate staff support personnel.
Regional Vice Presidents are responsible for the daily operations of the branches, through the Branch Manager.
Each RVP is responsible for the branches within a specific geographic area. In addition to Branch Managers,
RVP’s may have Regional Managers, Area Service Representatives, Area Analysts, or Administrative Assistants
on their staff. The Regional Vice Presidents work with the Executive Committee through the Vice President,
Operations.
The Director of Safety and Compliance and the Director of Technical Training provide training and programs
for branch personnel in safety, technical matters, etc., and manage the Company Training Center in Ocean
Springs, MS. The Director of Safety and Compliance monitors the Company’s on-going Safety Check Program,
checks bulk plants, and assists in keeping the Company in compliance with the many government regulations that
affect the propane gas industry. On the department’s staff are the Regional Safety and Training Coordinators.
The Director of Human Development recruits qualified people as potential Blossman Gas employees, and
assists Branch Managers in their hiring. This position also coordinates and provides “soft” (non-technical) training
to enable Blossman Gas personnel to grow in their jobs.
The Vice Presidents of Business Development and Information Technology and their staffs are responsible
for providing all areas of the Company with the information and support services needed to meet all required
standards, and to provide superior customer service.
Executive Committee
Overall Company policy is determined by the Executive Committee, which is composed of the Company’s four
Executive Officers.
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President and CEO - is the Company’s Chief Executive Officer, and serves as Chairman of The Board of
Directors. The President/CEO oversees the coordination and execution of Company policy, maintaining the
desired Company image, and promoting new propane market areas, such as AutoGas.
Vice President, Operations - Chief Operations Officer of the Company. The Vice President, Operations, is
responsible for Company training, technical needs, safety, and sales development. This is the primary person
within the Company that assures that the Company is up to date in all technical areas, including industry
technologies, training, company fleet, and industry-specific equipment. In addition to operations responsibilities,
the Vice President, Operations, is also the individual primarily responsible for propane supply and distribution
for the Company and for obtaining and monitoring competitive propane supply contracts to meet the needs of
customers. This position reports to the President.
Vice President, Finance – The Vice President, Finance serves as the company’s Chief Financial Officer. The
Vice President, Finance, is responsible for banking relationships and related financial relationships, and oversees
the Information Technology and Accounting functions of the Company. This position reports to the President.
Vice President, Administration – The Vice President, Administration serves as the company’s Chief
Administrative Officer. The Vice President, Administration, is responsible for the administrative, insurance, legal,
human resource and related functions of the Company. This position reports to the President.
A Brief History of Blossman Gas
Blossman Gas, Inc., had its beginnings in 1951, when E.W. “Woody” Blossman purchased a small propane
operation in Gulfport, Mississippi, from his brother A.R. “Fred” Blossman. Woody Blossman had worked with
Fred’s multi-state company, Blossman Hydratane, for a number of years, and was ready to apply his own
philosophy and standards to the propane industry.
So, with one old building in Gulfport, one used delivery truck, and ten eager charter employees, “Mr. B,” as he was
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known within the Company, started Blossman Gas.
From the beginning, the company has adhered to the following Corporate Philosophy:
“Blossman Gas exists for the benefit of its employees, and the progress of the Company depends on
the employees rendering a superior service to its customer: in dealing with employees and customers,
one must always keep in mind that every individual is a human being and should be treated with
compassion.”
That philosophy, and the combined efforts of its employees, has enabled Blossman Gas to grow steadily and to
become recognized as one of the leading propane dealers in the nation.
Blossman Gas Locations
Our retail locations, and their origins, are listed in order of their establishment.
Branch Location Year Started How Branch Started
1. Gulfport, Mississippi 1951 One of the original locations (Note: has sub-office at D’Iberville, MS)
2. Pascagoula, Mississippi 1952 One of original locations (Note: Has sub-office in Lucedale, MS)
3. *D’Iberville (Biloxi), MS 1952 Split from Pascagoula, MS (Note: sub-office of Gulfport, MS)
4.* Lucedale, Mississippi 1956 Expanded from Pascagoula (Note: Sub-office of Pascagoula, MS).
5. Mobile, Alabama 1958 Expanded from Pascagoula (Note: Original Location, Theodore, AL. Moved to Mobile 2003)
6. Sanford, North Carolina 1958 Purchased Byrd Butane Co.
7. Richton, Mississippi 1960 Expanded from Lucedale
8. Bowdon, Georgia 1960 Purchased Bowdon Butane
9.* Bay St Louis, Mississippi 1961 Expanded from Gulfport (Note: sub-office of Gulfport, MS)
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10. Buchanan, Georgia 1963 Expanded from Bowdon
11. Waynesboro, Mississippi 1966 Purchased majority interest in Abston Gas Co. (Note: Abston Gas Co., originally in Gilbertown, AL, purchased in 1959. Gilbertown location later sold.)
12. Rockmart, Georgia 1972 Expanded from Buchanan
13. LaGrange, Georgia 1973 Expanded from Bowdon
14. Ocean Springs, Mississippi 1978 Purchased Supertane Gas, Inc. (Note: Original Location Vancleave, MS. Moved to Ocean Springs, MS in 2009)
15. Wiggins, Mississippi 1978 Purchased Supertane Gas
16. Wedowee, Alabama 1978 Expanded from Bowdon
17. Foley, Alabama 1980 Purchased Corporal Gas Co.
18. Hattiesburg, Mississippi 1981 Expanded from Richton
19. Laurel, Mississippi 1983 Purchased American Butane
20. Douglasville, Georgia 1983 Expanded from Bowdon
21. Quitman, Mississippi 1983 Expanded from Waynesboro
22. Pensacola, Florida 1985 Purchased Alpha Gas Co.
23. Opelika, Alabama 1985 Expanded from LaGrange
24. Crystal Springs, Mississippi 1987 Purchased Hubbard Butane Co.
25. Jackson, Mississippi 1987 Purchased Hubbard Butane Co.
26. Meridian, Mississippi 1987 Expanded from Quitman, MS
27. Prattville, Alabama 1987 Expanded from Selma (Note: Jubilee Gas Co., originally in Selma, AL, purchased in 1986. Selma location later sold.)
28. Cartersville, Georgia 1987 Expanded from Rockmart
29. Greenville, South Carolina 1987 Established for new territory
30. Gainesville, Georgia 1988 Purchased Econo-Flame LP Gas Co.
31. Vicksburg, Mississippi 1988 Purchased Harris Propane Gas Co.
32. Newnan, Georgia 1989 Purchased Blue Flame LP Gas, Inc.
33. Lafayette, Georgia 1989 Purchased Northwest Georgia Gas Co.
34. Newton, Mississippi 1990 Purchased Weir Butane Co.
35. Asheville, North Carolina 1990 Established for New Territory
36. Cleveland, Georgia 1990 Purchased AAA Gas Co.
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37. Alexandria, Alabama 1991 Expanded from Wedowee, AL
38. Cleveland, Tennessee 1992 Expanded from Lafayette, GA
39. Anderson, South Carolina 1992 Expanded from Greenville, SC
40. Sylva, North Carolina 1992 Expanded from Asheville, NC
41. Walhalla, South Carolina 1992 Expanded from Greenville, SC
42. Greensboro, North Carolina 1992 Established for new territory
43. Burnsville, North Carolina 1992 Expanded from Asheville, NC
44. Waynesville, NC 1994 Split from Sylva, NC and Asheville, NC
45. Gastonia, North Carolina 1994 Purchased Catawba Propane Co.
46. Elizabethton, Tennessee 1994 Established for new territory
47. Clayton, Georgia 1995 Expanded from Walhalla, SC and Sylva, NC
48. Taylorsville, MS 1995 Acquired from Suburban Propane
49. Powhatan, Virginia 1996 Established for new territory
50. Boone, NC 1996 Expanded from Elizabethton, TN
51. Statesville, NC 1996 Established for new territory
52. Lexington, NC 1996 Purchased Arnold Jones Gas Co. (Originally in High Point, NC)
53. Hickory, NC 1997 Purchased Hickory Propane
54. Hendersonville, NC 1999 Expanded from Asheville, NC
55. Fredericksburg, VA 2003 Established for New Territory
56. Gordonsville, VA 2003 Established for New Territory
57. Bedford, VA 2005 Purchased Virginia Propane, Inc.
58. Weyers Cave, VA 2006 Established for New Territory (Note: Original location Staunton, VA. Moved to Weyers Cave in 2009)
59. Berryville, VA 2006 Established for New Territory
60. Knoxville, TN 2009 Expanded from Waynesville, NC
61. Canton, GA 2009 Purchased LECO Gas Co. (Note: sub-office of Cartersville, GA)
62. Miami, FL 2012 Purchased Green Tech Energy Solutions
63. Ocala, FL 2013 Purchased Ankney Propane Plus
64. Hilton Head, SC 2014 Purchased Palmetto Gas / Building Specialties of Carolina
65. *Powder Springs, GA 2014 Purchased Blue Flame Gas, Inc. (Note: sub-office of Cartersville, GA and Douglasville, GA)
66. *Trenton, GA 2014 Purchased Dade LP Gas, Inc.
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67. *Chesterfield, VA 2014 Purchased Dixie Gas Co. (Note: sub-office of Powhatan, VA)
68. Jacksonville, FL 2015 Purchased Southern Propane, Inc.
69. Bowling Green, KY 2017 Purchased Miller’s Bottled Gas
70. Chattanooga, TN 2017 Purchased Southern Hearth & Patio
71. Orlando, FL 2017 Purchased Fireplace & Gas Services
72. Warrenton, VA 2017 Established for New Territory
73. Harlan, KY 2018 Purchased L.P. Energy, LLC
74. Charleston, SC 2019 Purchased Youmans Gas & Oil Co., Inc. 75. Fort Myers, FL 2020 Established for New Territory
*Sub-office location of another “full-branch” location.
History of Acquired Operations
Blossman Gas, since its inception in 1951, has purchased all or part of more than 70 other companies. Many of
our people joined Blossman Gas through these acquisitions, and the history of those companies have become an
important part of the heritage of Blossman Gas.
The companies acquired, and how they merged into Blossman Gas, are:
1951 Purchased Gulfport, MS, Pascagoula, MS, Thibodaux, LA and Port Sulphur, LA operations of
Blossman Hydratane, Covington, LA (Note: Sold Louisiana operations back in first year.)
1958 Purchased small operation in Grand Bay, AL from Bill Waller. Later became part of branch at
Theodore (now Mobile), AL.
1958 Purchased Modern Gas Co., Inc., in Quitman and Valdosta, GA
1958 Purchased Byrd Butane in Sanford, NC
1959 Purchased majority interest in Abston Gas Co., Gilbertown, AL
1960 Purchased Bowdon Butane Co., Bowdon, GA
1973 Purchased Gulfport, MS branch of Pargas, Inc.
1974 Purchased Gray Butane in Gilbertown, AL
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1975 Purchased Ruffles Gas Co. in Atmore, Frisco City, Robertsdale and Fairhope, AL
1975 Purchased Pascagoula, MS branch of Pargas
1975 Purchased Grove Hi1l, AL branch of Pargas
1975 Purchased Grove Hi1l, AL branch of Thermogas
1978 Purchased Supertane Gas Co., in Bay St. Louis, Gulfport, Wiggins, and Vancleave, MS
1979 Purchased Southern Energy Co. of Monroeville, AL (Note: became part of Frisco City branch)
1980 Purchased Corporal Gas Co. of Foley, AL
1981 Purchased Goldkist, Bowdon, GA
1981 Purchased Cowden LP Gas Co., Grove Hill, AL
1981 Purchased Jackson, AL branch of CalGas
1981 Purchased Heard County Gas Co., Roopville, GA (Note: became part of Bowdon and
LaGrange branches)
1982 Purchased Ellisville, MS bulk plant of Norgas (Note: became part of Richton branch, then
transferred to Laurel.)
1982 Purchased Elberta, AL branch of Empiregas (Note: became part of Foley branch)
1983 Purchased American Butane Service, Inc. of Laurel, MS
1983 Purchased remaining interest in Abston Gas Co., Inc.
1983 Purchased Heart of Dixie Gas Co., of Woodland, AL (Note: became part of Wedowee branch)
1984 Purchased Town and Country Gas Co. of Citronelle, AL
1985 Purchased Alpha Gas Co., Inc. of Pensacola, FL
1986 Purchased Jubilee Gas Co., of Selma, AL
1986 Purchased Chatom, AL branch of Empiregas
1986 Purchased Hattiesburg Butane Co., Hattiesburg, MS
1986 Purchased Butler, AL branch of Empiregas (Note: transferred part to new Meridian, MS branch)
1986 Purchased Duhon Gas Co., Abbeville, LA (See note at 1995)
1986 Purchased Parrish LP Gas, Bushnell, FL (See note at 1995)
1986 Purchased Hubbard Butane Co. of Jackson, Utica, and Crystal Springs, MS
1987 Purchased Brooksville Bottled Gas Co. of Brooksville, FL (See note at 1995)
1987 Purchased Mr. Gasman of Brooksville, FL (See note at 1995)
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1988 Purchased Econo-Flame LP Gas Co. of Gainesville, GA
1988 Purchased Harris Propane Gas, Inc., of Vicksburg, MS
1989 Purchased Ware Oil & Gas Co. of Perry, FL (See note at 1995)
1989 Purchased AAA Gas Co., Inc., of Gainesville, GA
1989 Purchased Royals Butane Co. of Columbia, MS
1989 Purchased Econo-Flame, Inc. of Franklin, GA (later merged into Bowdon and LaGrange, GA)
1989 Purchased Blue Flame LP Gas, Inc., of Sharpsburg (Newnan), GA
1989 Purchased Northwest Georgia Gas Co., Inc. of Lafayette, GA
1989 Purchased Proverbs Gas Company of Pensacola, FL
1990 Purchased Weir Butane Co. of Newton, MS
1990 Purchased Richton Butane Gas of Richton, MS
1991 Purchased Selma, AL branch of Empiregas
1993 Purchased Jordan Gas, of Hattiesburg, MS
1993 Purchased Davis Propane of Moultrie, GA
1993 Purchased Cook Propane Gas, Inc. of Lucedale, MS and Mobile, AL
1994 Purchased Catawba Propane Co., Gastonia NC
1995 Purchased, through asset exchange, Laurel, Lucedale and Taylorsville, MS, and Perry, FL
branches of Suburban Propane, Inc. (Note: Exchanged Abbeville, LA; Perry, Bushnell and
Brooksville, FL)
1996 Purchased Dixie Propane Gas, Inc., of Cleveland, GA
1996 Purchased the propane assets of Akins Petroleum Co. of Valdosta, GA
1996 Purchased Arnold Jones Gas Co. of High Point, NC
1997 Purchased All Season’s Energy locations in Jackson, MS
1997 Purchased Hickory Propane Co. of Hickory, NC
1998 Purchased All Season’s Energy locations in Pascagoula, MS
1998 Purchased MetroGas, Inc., of Charlotte, NC
1999 Purchased Vicksburg, MS, location of Amerigas, Inc.
2003 Purchased MetroLift of Atlanta, Lithonia, GA
2004 Purchased Opelika, AL operations of Cooperative Propane
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2005 Purchased Virginia Propane, Bedford, VA
2008 Purchased propane operations of Home Pride Services, Inc., Weyers Cave, VA (consolidated Blossman Staunton, VA branch into Weyers Cave)
2010 Purchased propane operations of McCombs Oil Co., Morganton, NC (consolidated with Hickory, NC Blossman branch)
2010 Purchased Leco Gas, Inc., Canton, GA
2010 Purchased Uneeda Gas, Alexander City, AL (consolidated into Blossman Opelika, AL branch)
2012 Purchased Green Tech Energy Solutions, Miami, FL
2013 Purchased Ocala, FL location from Ankney Propane Plus
2014 Purchased Palmetto Gas / Building Specialties of Carolina – Hilton Head, SC
2014 Purchased Blue Flame Gas, Inc. – Powder Springs, GA
2014 Purchased Dade LP Gas, Inc. – Trenton, GA
2014 Purchased Dixie Gas Co. – N. Chesterfield, VA
2015 Purchased Lassetter Propane - (consolidated into Blossman Rockmart, GA branch)
2015 Purchased Southern Propane, Inc. – Jacksonville, FL
2016 Purchased MFA Oil – (consolidated into Blossman Sylva, NC branch)
2017 Purchased Propane Taxi - Warrenton, VA
2017 Purchased Miller’s Bottled Gas – Bowling Green, KY
2017 Purchased Southern Hearth & Patio – Chattanooga
2017 Purchased Fireplace & Gas Services – Orlando, FL
2018 Georgia Gas Distributers, Inc. – Atlanta, GA
2018 Purchased L.P. Energy, LLC – Harlan, KY
2018 Purchased Southern LP Gas, Inc. – (consolidated into Blossman Bowdon, GA branch)
2019 Purchased Stateline LP Gas – (consolidated into Blossman Bowdon, GA branch)
2019 Purchased Youmans Gas & Oil Co., Inc. – Charleston, SC 2020 Purchased A&A Gas Company, LLC – Carrollton, GA
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Important Message Concerning your Employment
In the following section, we will explain various policies affecting your employment at Blossman Gas. The policies
included in this section, along with policies and requirements explained in the other sections of this handbook,
although comprehensive, cannot be considered as all-inclusive.
As a Blossman Gas employee, you are expected at all times to conduct yourself in a manner that is consistent
with the highest moral, ethical and legal standards.
Whether specifically covered by a policy in this handbook or not, actions or activities by you which, in the opinion
of management, are not consistent with those standards, can result in disciplinary action up to, and including,
termination of employment.
Performance Appraisal
The work of all employees is appraised informally on a continuing basis. Your Manager may suggest ways that
you can improve the quality of your work.
Your Manager will formally review your job performance at least once annually. Each formal appraisal will be
conducted jointly with you, giving you and your Manager the opportunity to discuss your job performance in detail.
Each formal appraisal will be reviewed by management.
Hours of Operation
Blossman Gas is a retail service Company. To give our customers superior service, we must be ready to serve
the customer when he needs service, and our hours of operation reflect this. Our normal retail office hours
are from 8:00 A.M. until 5:00 P.M., Monday through Friday, and, during certain “heating season” months, on
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Saturdays. Support facilities - such as shops, regional offices, and the home office - operate from 8:00 A.M. until
5:00 P.M., Monday through Friday.
The Home Office will, in addition, have someone on duty, or on call for the Information Technology (IT)
Department and the Help Desk during all branch opening hours (7:00 A.M. until 5:00 P.M., Monday through Friday
and, when required, on Saturday - all CST).
To serve customers, though, you are expected to be available to work whatever hours are needed to adequately
serve customer needs. Through overtime pay, all non-exempt employees are compensated for such time, and
salaries for exempt employees incorporate an expectation of some overtime, so you are expected to devote
whatever time is necessary to give superior service to our customers.
Salary and Wage Criteria
It is the objective of the Company to provide compensation for its employees that is equitable and consistent
within the organization. It is also the objective of the Company to acknowledge and reward superior performance.
Your compensation is determined by specific, job-related criteria, and by the degree of success you have in
reaching or exceeding the standards established for these job-related factors.
Promotion and Transfer from Within
It is the desire and practice of Management to provide advancement opportunities, whenever possible, to
all employees. The primary criteria that determine your opportunity for consideration of promotion, as openings become
available, are:
First and foremost, you must achieve superior performance in your current job by:
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• demonstrating your ability to handle more difficult assignments
• having a record of meeting your established goals
• having strived to constantly develop your own skills.
Secondly, you should:
• communicate to your Manager your desire to be considered for various types of positions
and locations. This is best done during your performance appraisal sessions, so that
your professional aspirations may be brought to the attention of higher management.
Job postings are published on UKG, so that those interested may consider applying. All applicants will be given
fair consideration. Sometimes, when special training, experience, qualifications, or local contact is required, it
may be necessary to fill positions from outside the Company.
Termination Policies
The following are the Company’s policies on termination of employment.
Voluntary Terminations
Employees who voluntarily choose to resign are asked to give the Company at least two weeks written notice of
resignation. This gives the Company time to locate and train a replacement, and allows the employee ample time
to plan for benefit termination. Paid time off may not be used as part of the two-week notice period.
As benefits end with most terminations, and since certain programs allow election of post-employment
continuation, an employee who is leaving should contact the Benefits Department as soon as the decision to
leave is made and the proper Manager or Department Head has been notified.
Information concerning continuation coverage or conversion regarding medical and life insurance coverage will be
communicated to you by the Benefits Department.
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Except as otherwise provided herein or by law, failure to return to work upon the expiration of leave for jury duty,
military duty, or paid time off (PTO), will be considered by the Company to be voluntary termination without notice.
Upon termination of employment, an employee hired prior to 1/1/2021, will receive any accrued PTO based on a
10-year average base salary, as well as, a 15-year vesting schedule. Accrued PTO for anyone hired on 1/1/2021
or later is not eligible for any form of payout at termination, regardless of the reason for termination.
Unused accrued PTO is paid in accordance with the provisions of the PTO Policy explained in that section. PTO taken
by an employee any time after his notice has been given, will be paid only upon submission to the Payroll Department of
a signed statement from a physician substantiating the employee’s illness (excluding retirement).
If a terminating employee is indebted to Blossman Gas at the time of termination, Blossman Gas reserves the
right to deduct all or part of such indebtedness from the employee’s final paycheck.
Grounds for Involuntary Termination
In any organization there are certain rules of conduct which employees are expected to follow. These rules are
designed to ensure efficient operation and to safeguard the health and safety of all employees. Illustrated below
are types of conduct which are considered unacceptable at Blossman, and which may result in immediate
termination of employment or disciplinary action, depending on the circumstances. The listed violations are
not intended to be all-inclusive. Blossman Gas reserves the right to discipline employees, up to and including
termination, for conduct not specifically listed below that is contrary to the interests of Blossman Gas or in
violation of any rule or policy. Neither this statement of prohibited conduct nor any other provision of this
handbook alters Blossman Gas’s policy of at-will employment. Either an employee or Blossman Gas remains free
to terminate the employment relationship at any time, with or without cause or reason.
Ordinarily, and except as provided below, involuntary employment discharge will occur with two levels of
management concurrence. If a Manager or Supervisor recommends involuntary termination for an employee, the
recommendation is normally reviewed by the next management level to whom the Manager or Supervisor reports.
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a. Gross Misconduct
The following types of conduct will be considered gross misconduct and grounds for immediate termination:
theft; embezzlement or misappropriation of Company funds or property; willful acts that have caused, or had
the potential to cause, injury to others; serious property damage; abusive or threatening language toward other
employees or a manager; fighting; serious moral misconduct on the job; being under the influence of drugs or
alcohol on the job; insubordination; violation of the non-discrimination or anti-harassment policy, or other serious
policy or rule violations. When a Manager has determined that such gross misconduct has occurred, and that it is
in the best interest of the Company or other employees, customers, the public, or the security of the Company, that
termination of the employee involved be immediate, the Manager or Supervisor may discharge the employee or
may suspend the employee pending further investigation, as warranted by the circumstances.
b. Other Conduct Which Could Lead to Involuntary Termination
The following types of conduct will ordinarily result in discipline or corrective action prior to discharge, depending
upon the circumstances. As addressed below, these instances will normally involve written corrective action and
an opportunity for improvement or correction of the conduct before discharge results.
1. Violation of policies described in this handbook
2. Inattention to duties, loafing, idling, wasting time, or sleeping during working hours.
3. Abusive use of paid time off benefits.
4. Repeated unexcused tardiness or absenteeism.
5. Unauthorized possession of concealed weapons as prohibited by law.
6. Failure to perform job duties up to the standards required by the Company.
7. Negligent acts or practices which may endanger people or property, including the negligent operation
of Blossman vehicles and equipment.
8. Excessive use of cell phones or telephone for personal business (includes personal and Blossman-
provided cell phones).
9. Disruptive behavior.
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Employee Corrective Action Counseling
Blossman Gas’ corporate philosophy encourages individual initiative and flexibility. However, we must have
company values, performance standards, standards of safety, and established policies, as are included in this
handbook, in order to promote efficiency, productivity, and a safe and harmonious working environment.
When an employee is found to have violated a Company value, policy, rule or established standard (other than
gross misconduct as described above), his Manager or Department Head will normally meet with the employee
to discuss:
• What was done wrong or incorrectly, (i.e., which value or standard was not adhered to, or
policy violated)
• What should have been done so that the value or standard would have been adhered to,
` or policy conformed to
• What needs to be done differently, in the future, to assure that the violation does not
occur again
A written record of the session will be made and signed by the employee and the Manager, or Department Head,
with the employee receiving a copy of the written record and copies sent to the Regional Vice President or other
appropriate Manager, and to the Payroll Department to be filed.
If there is a repeated instance or another instance which requires additional counseling, then the written record of
such additional counseling shall be considered as a warning of possible termination for any subsequent instance.
While the above corrective action counseling procedure will normally apply (except for gross misconduct),
the Company reserves in all cases the sole discretion to skip one or more steps and to proceed directly to
termination, depending on the circumstances. As stated above, these counseling procedures will not apply in
cases of gross misconduct as defined in this handbook.
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Severance Pay upon Termination
Employees involuntarily discharged by the Company for any reason other than “gross misconduct” as defined in
Termination Policies of this handbook will receive severance pay computed as follows:
• If employed less than 60 days, the employee will not receive severance pay.
• If employed 10 years or less, the employee will receive 2 weeks’ severance pay.
• If employed more than 10 years, the employee will receive 4 weeks’ severance pay.
Severance pay in accordance with the above formula will also be paid to a full time, permanent employee who is
terminated due to lack of work.
No severance pay will be paid to an employee who resigns or voluntarily terminates employment with the
Company.
No severance will be paid to an employee terminated due to gross misconduct as defined in Termination Policies
of this handbook. If an employee is terminated for gross misconduct as described above, he forfeits all rights to
accrued paid time off and severance pay.
The employee will also be paid, with his/her final payroll distribution, any accrued, unused benefits to which he/
she is eligible at the date of termination, and will have the option to elect continuation of coverage under the
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COBRA law provisions of The Blossman Companies Employee Benefit Plan. An employee’s right to continue or
convert any other coverages to an individual policy will be determined by the terms of the applicable plan(s) and
applicable law.
Payment of any vested amounts in company sponsored savings or retirement plans will be made in accordance
with the Plan Document for the respective Plan and applicable law.
Attendance - Notification Prior to Absence or Tardiness
Your job is important, otherwise, it would not exist. Therefore, you are expected to be punctual, and to keep
absences to a minimum.
You must give advance notice to your Manager or Department Head whenever absence from work is necessary.
This will enable him to make arrangements for your duties to be covered.
When an unexpected absence or tardiness arises because of illness or emergency, your notification requirements
are as follows:
• Notify your Manager or Department Head as soon as possible.
• If that person is not available, you must contact the Branch Administrator and request that
your Manager or Department Head be given the message as soon as possible.
- Simply asking a fellow employee to “tell the Manager,” without seriously
attempting to contact the Manager, does not meet your notification
requirements.
- Two-way communication (via phone conversation or face to face) is the
only acceptable form of notification for this purpose. Texting is only
considered acceptable if you get a response, otherwise, you should
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assume that two-way contact was not successful and proceed in making
contact in another way. Voice mailing or emailing a Manager,
Department Head or Branch Administrator will not be considered
acceptable notification.
Failure to notify the Company of an absence as provided herein will be grounds for discipline up to and including
termination of employment.
An employee may be terminated for excessive unexcused absences; or for excessive excused absences not
otherwise protected, even though proper notices of the absences have been given.
Acts of God
Inclement conditions that prevent employees from reporting to work are conditions over which neither the
Company nor the employee has control. Therefore:
If the Company, or a particular location thereof, is closed because of inclement weather conditions, all employees
will be paid for the time they were scheduled to work. However, this fringe benefit is limited, in that if one location
must be closed for more than five days per year, the additional days may be without pay.
If inclement conditions cause a Company location to close, and all employees of that location to be sent home
early by the Manager, those employees will be paid for the time they were scheduled to work.
In fairness to all, if inclement weather conditions exist, and the Company remains open, only those who report
to work will be paid. They will be paid for the actual hours worked. Anyone who does not report to work will not
be paid. However, in instances where it is truly impossible for an individual to make it to work due to weather
conditions, a Manager may authorize payment.
If an employee requests and is allowed to go home early during inclement conditions, even though his location has remained open, he will be paid only for those hours worked.
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Rehire of Former Employees
Employees who terminate voluntarily, and are later rehired, will be rehired as new employees - no matter how short or long
the period of time between termination and rehire. Eligibility for benefits will also be the same as for a new employee. Credit
for prior years worked for plan purposes will be in accordance with the Break-In-Service provisions as set forth in the
Summary Plan Description.
Other Employment
As was stated under “Hours of Operation,” in order for our customers to be served, you are expected to be
available to work whatever hours are needed to adequately serve customer needs and, through salary or overtime
pay provisions, you will be compensated for all hours worked. Therefore, Blossman Gas assumes that your
position here is your only employment. Should you feel that circumstances are such that it may be necessary for
you to accept outside employment, you are asked to discuss the matter with your Manager first. If he feels that
the second job will not have a negative effect on your ability to satisfy the job-related requirements of your position
at Blossman Gas; involve the use of confidential information learned, directly or indirectly, through employment
at Blossman Gas; or, be in competition with Blossman Gas, the Manager should then make a request through a
Regional Vice President or Company Officer. If approved, the employee would be allowed to pursue a second
job. This provision does not apply to Corporate Level or Executive Committee level personnel.
In addition, no employee of Blossman Gas shall solicit from other employees or customers of Blossman Gas,
during working hours, orders for goods or services connected with other employment held by him or his spouse.
Also, no employee shall solicit in connection with another job while wearing a Company uniform, or operating a
Blossman-owned vehicle, or engage in the buying and re-selling for his own account propane tanks, appliances,
parts or other goods sold by the company.
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Education and Training
Training is a never-ending process at Blossman Gas. Employees will be given thorough training in the best
methods of performing their jobs, and whenever possible, will be given opportunities to learn new skills. Our
employees also learn by exchanging ideas with co-workers and with other employees in their close associations
with the various employees from other branches and departments of the Company.
Management works closely with the employees so that they can learn to perform their tasks accurately and
effectively, and so that they can continue to become more proficient in their ability to safely and efficiently serve
our customers.
Every effort is made to train each employee to do his job properly and confidently. Periodically, selected courses
may be offered for specific positions which are designed to update skills, introduce new techniques, or provide
other training. Information concerning such programs will be communicated to affected employees, as courses
are scheduled.
It is the responsibility of each employee to take advantage of training and educational opportunities provided
by the Company to meet the minimum requirements for skill development associated with their position.
Nepotism - Employment of Members of the Same Family
No one may be employed in any position that will create the following reporting relationships:
• An employee reporting directly to a Manager who is a family member.
• Two or more family members reporting to the same Manager.
• An employee reporting to a Manager who reports to a family member of that employee.
Under this policy, family members means two or more individuals who have any of the following relationship:
spouse, parent/child, grandparent/grandchildren, sibling (brothers, sisters), with all of these relationships including in-laws
and “step” or “half” relationships.
This policy may be given exception by majority vote of the Executive Committee, whether prior to or following the
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commencement of the employment of the individual(s) involved, depending on the circumstances.
If Blossman Gas acquires a company or business where relationships exist that are in violation of this policy, such
relationships will be reviewed at time of take-over, and if given exception, may be reviewed again at any time thereafter at
the sole discretion of the Company, with a possibility that a previously granted exception can be removed.
Should employees marry each other and the marriage creates or would create a violation of this policy with respect
to the prohibited reporting relationships described above, one of them shall give notice of termination of employment
effective on the date of marriage as of or such other date chosen by the Company in its sole discretion. The employee
giving notice will be terminated under the Voluntary Termination provisions as explained in the Terminations section of the
handbook. Should neither employee give notice as per above, then both employees will be deemed to have elected
voluntary termination effective on the date of their marriage or as of such other date chosen by the Company in its sole
discretion. The policy against employment of two persons who are married to each other shall also apply to couples who
live together in a relationship akin to a marital relationship, but without the formality of a legal marriage.
In addition to the situations described above, no one may be employed in any position if that person’s spouse is an
employee of the Company in any position, unless specific approval is given in advance by the Executive Committee.
The Executive Committee may, at its sole discretion, consider any other situations that may arise or may have
arisen with regard to this policy, and give or deny exception to the requirements of this policy as provided above.
Confidential Nature of our Business
Blossman Gas provides propane service to thousands of customers in a fiercely competitive environment. Our
base of dependable, profitable customers is a major asset of this Company and is to be treated as would any
other major asset of the Company.
In the course of your employment with Blossman Gas, you will have access to route data, customer lists,
computer files and other records containing detailed customer information.
Also, as an employee of Blossman Gas, you may be privy to pricing policies, marketing strategies, and other
information which, for the continued success of the Company, must remain confidential.
As a condition of your employment with Blossman Gas, it is understood that you will not divulge any of the above
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information or any other confidential Company information to anyone without authorization from the proper
management personnel. In addition, all data collected or developed by you while in the course of performing your
duties as an employee of Blossman Gas is the property of Blossman, and is subject to its usage and control.
You will be required to sign a confidentiality and non-solicitation agreement to that effect upon being hired by the
Company. Those employed prior to institution of the confidentiality and non-solicitation agreement requirement
will be required to sign one if they change positions or locations within the Company. Violation of this need
for confidentiality will be considered a serious offense and could result in the termination of your employment.
Furthermore, in the event of the termination of your employment with Blossman Gas for any reason, voluntary
or involuntary, you are required to return to Blossman Gas any and all manuals, handbooks, route data,
customer lists or any other documents concerning Blossman Gas’ operation, and its customers, which have
been supplied to you by Blossman Gas, or developed in the course of your employment by Blossman Gas.
Customer Relations
Most positions at Blossman Gas require direct contact with our customers. Even those whose duties do not
require that they normally interact with customers will, on occasion, have contact with customers. At that time,
you become just as much a representative of Blossman Gas as any other employee. The impression which you
make on the customer is the impression of Blossman Gas that you leave with him. It is, therefore, most important
that you deal with the customers in a pleasant, courteous, and professional way.
For more on customer relations, including telephone courtesy, please refer to the Company Policies and
Guidelines document, which is on the Blossman Gas Hub.
Personal Cell Phones
Blossman Gas employees are not expected to use personal cell phones in the course of their work unless
required by the company. Use of the cell phone includes sending or receiving voice or text messages.
Use of personal cell phones in the workplace during work time is prohibited, as is non-business-related
use of Company-provided cell phones.
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In the event employees bring cell phones to the workplace, they must observe the following rules:
(a) Turn your ringer off when you come to work or set to vibrate.
(b) Let all phone calls go to voice mail if the phone is set to “vibrate.”
(c) Use your cell phone only for important personal calls in appropriate locations and at
appropriate times.
(d) Personal cell phones may be used while employees are on breaks in break areas.
(e) Personal cell phones should not be brought to any Company meetings.
(f) Employees are prohibited from using personal cell phones to photograph business assets,
documents, customers, guests or other employees.
Electronic Technology
Technology resources are provided to assist employees in carrying out their duties. Employees are expected to
take all reasonable precautions to prevent unauthorized access to software, electronic files, and data maintained
at any Blossman Gas location.
A. Internet and Email – Internet access and email communications must be used responsibly. Improper
use of the Internet and email includes, but is not limited to: accessing Web sites or sending or receiving
emails containing profane, obscene or offensive images or language; using the Internet for unlawful
activities, such as defamation, harassment, discrimination, infringement of copyrights, computer piracy,
extortion, misrepresentation or fraud; disparaging others; the downloading of any harmful media,
software, spyware, adware or viruses. This type of improper use of electronic equipment may result
in congestion or disruption of networks and systems. Any questions about appropriate Internet use
should be discussed with Human Resources personnel.
B. Privacy of Electronic Communications: Email and other electronic communications are not
guaranteed to be private or confidential in any respect. All electronic communications, computer data,
software and hardware are property of Blossman Gas, Inc. Therefore, Blossman Gas reserves the right
to monitor, examine and regulate email messages, Internet usage, and all computer directories and
files, as it sees fit. Employees should not assume that any of their electronic communications are
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private. Notwithstanding the company’s right to monitor any and all electronic communications conducted
on its systems and networks, email messages and other electronic communications should be treated
as confidential by all Blossman Gas employees. Accordingly, these communications should be
accessed only by the intended recipient(s). Employees are not allowed to access email or any other
electronic communications addressed to other employees without specific authorization from a supervisor.
Any employee who violates this policy may be subject to discipline, up to and including termination.
C. Duplication of Computer Software – No employee shall duplicate, distribute, rent, sub-license, lease,
or in any way translate, compile, or disassemble personal computer software owned, leased, or licensed
by the Company.
D. Electronic Games – Employees should not play electronic games on their computers during regular
business hours, including lunch.
E. General – The following uses of technology are prohibited: using another employee’s access codes
without authorization; using systems or software for unauthorized purposes, such as operating a private
business; reading, executing, modifying, or deleting any file belonging to another employee without
authorization; moving or installing hardware and/or software without the authorization of the Company.
Blogging, Interactive Chatting and Similar Communications
Employees may not use any electronic communication tools or information systems (including tools and systems
not owned by the Company) in blogging, interactive chatting or posting to a social media site, emailing, or other
electronic communication activity in any manner that could:
• Interfere with the Company’s information systems;
• Disclose confidential or proprietary Company information or compromise Company security;
• Disparage the Company, its employees, services, or competitors;
• Confuse the public or otherwise make statements which are inconsistent with Company
Communication policies;
• Create the impression that they are official company spokespersons or speaking on behalf
30
of the Company;
• Create the misleading impression that statements being made are those of someone
unaffiliated with the Company;
• Include unauthorized use of the Company’s trademarks or other intellectual property;
• Include unauthorized claims about Company services; or
• Otherwise make statements which are contrary to the best interest of the Company.
UKG Notices / Story Boards / Bulletin Boards Notices of Company-wide interest and significance that should be brought to you on a continuing basis, or for
some stated period of time, will be placed on the story board area in your branch, or bulletin board if you work in
a shop or office. Such notices include, but are not limited to: posters that the federal, state or local government
requires us to display; Company rules and regulations; Company events; and items communicated to all
employees over the Company’s email system and UKG.
Check the story board / bulletin board daily, so that you are aware of new materials. Use UKG / story board / bulletin
board as a reference source; many of the materials will answer specialized questions in such areas as job safety,
regulations concerning pay, and equal employment opportunity.
Your Manager (or someone designated by your Manager) will determine what is appropriate to be posted on
the board.
The Blossman Bugle
As a Blossman Gas employee, you will receive, by mail at your home address or by email, a regularly published
Company newsletter, The Bugle. The purpose of The Bugle is to keep you informed about your Company, its
progress, its people, its policies and other matters that affect you.
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MONEY MATTERS
Information Concerning Your Compensation
Blossman Gas wants to fairly compensate its employees for their contributions to the Company. It is our desire
that each employee’s compensation is competitive with the pay scales for similar work in
the community. Ideally, we would like every Blossman Gas employee, through our pay, incentive, and benefit
programs, to be the best compensated in his community. This goal that can only be achieved by the Company
operating at the optimum profitability. Therefore, our pay, incentive, and bonus programs are intended to reward
those who contribute most to the growth and profitability of Blossman Gas.
In this section, you will learn about money matters. It will give you some guidelines in regard to wages, bonuses,
etc. It will also give you an idea of how your pay will be affected by your performance on the job.
This section will give you the information you need on...
• Method and frequency of pay.
• Who is eligible for a bonus?
• Voluntary and involuntary payroll deductions.
• Your retirement options.
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Payday
Paydays are every other Friday (biweekly) for all job classifications. Net pay will be transferred through direct deposit to
your designated account(s). You can access your pay statements in UKG listing details of your pay, deductions, and
accumulated yearly information.
If a regular payday falls on a holiday, you will receive your pay on the last workday prior to the holiday.
Method and Frequency of Pay
The method by which your pay will be computed, and the frequency with which it will be paid, should have been
explained to you when you were hired. Below is a summary of the various pay categories currently in use.
Hourly Paid Employees - This includes any employee whose job duties subject him to the minimum wage and
overtime provisions of the Fair Labor Standards Act (commonly referred to as the Wage-Hour Law).
The base hourly rate is paid for the first 40 hours actually worked during the work week, which begins on Sunday
and ends on Saturday. Overtime, i.e., all hours actually worked in excess of 40 hours during the work week, are
paid at a rate equal to one and one-half times the base hourly rates. Amounts paid to an hourly paid employee as
their share of group incentive programs are not part of the base pay, and are not considered in computing overtime
pay rates.
Hourly-paid employees are responsible for keeping records of hours worked and submitting their time
electronically on a daily basis.
Overtime hours must be authorized in advance by the Manager or Department Head, who must also electronically
approve each time sheet prior to its submission to the Payroll Department.
Positions which are normally paid on an hourly basis are those employees with job duties that do not meet the
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criteria for exempt status under the provisions of The Fair Labor Standards Act. If you think that you have been
paid improperly or have not been paid according to the requirements of the Fair Labor Standards Act, you should
bring this to the attention of your manager or call the Vice President, Administration, at (228) 872-8975.
Salaried Employees - This includes employees whose job duties exempt them from the minimum wage and
overtime provisions of the Fair Labor Standards Act (Wage-Hour Laws).
Supplementary Incentive Pay Programs - Branches of Blossman Gas participate, from time to time, in
programs which are developed by Management to promote Company growth, encourage sales efforts, and assist
various Company programs. These supplementary pay programs are discretionary on the part of management,
and may be changed or discontinued in the sole discretion of the Company or as circumstances and Company
needs change.
Special Christmas Bonus - Each eligible Blossman Gas employee receives a Christmas bonus, which is paid
during the first or second week in December of each year.
The amount of the bonus is computed by multiplying the number of Christmases an employee has been employed
at Blossman Gas by $25.00.
Anyone who becomes an employee of Blossman Gas through the acquisition, by Blossman Gas, of another
Company, of which he was an employee at the time of acquisition, will receive credit, for Christmas bonus
purposes, for one half of the years he was employed by the acquired Company.
Applicable payroll taxes and 401(k) salary deferrals will be deducted from Christmas bonus payments, and
the amount of the bonus will be included in taxable earnings reported to the various state and federal taxing
authorities.
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Payroll Deductions
Non-Voluntary Deductions - The Company is required by federal and state law to make payroll deductions for
income tax purposes, social security tax (FICA) and Medicare tax. These deductions are computed based upon
your marital status and the number of dependents you declared when you came to work for Blossman Gas,
or updated information you may have provided since that time. The amounts deducted are deposited with the
appropriate agency as required by law. It is important to you that you receive full benefit of all sums withheld for
these purposes.
Federal and state laws also require that the Company withhold amounts from an employee’s pay to satisfy
certain court costs (garnishments, tax levies, etc.). When the Company is served with such an order, the affected
employee is notified, and the legal deductions begin as directed. If the employee feels the court order is incorrect,
it is his responsibility to work with the court or other governmental agency to have the order lifted. The Company
is powerless to do anything other than comply with the order until it has been satisfied, or until legal notification is
received lifting the order.
Voluntary Deductions - Certain benefit programs allow you to participate through payroll deductions.
Such deductions may be made if you are eligible for the benefit and sign the appropriate forms.
See the Benefit Programs section for more information.
Retirement Options
Retirement Savings – Although Blossman Gas does not have a defined benefit retirement plan, we do maintain a
401(k) Savings Plan with a generous match. All eligible employees are urged to take part in this voluntary payroll
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deduction plan, so that they might take advantage of the payroll match provisions and build towards comfortable
retirement years. The 401(k) Plan is described in the Benefits Program section of this book, and
the Plan Document that will also be provided to you.
Retirement - An employee may elect retirement on or after one of the following points in time:
1. The birthday when he reaches an age that is three (3) years earlier than the age at which he would
be eligible for Medicare coverage and has at least ten (10) years of continuous employment with
the Company.
2. The birthday when he reaches an age that is five (5) years earlier than the age at which he would be
eligible for Medicare coverage and has at least twenty-five (25) years of continuous employment with
the Company.
3. The birthday when he reaches an age at which he would be eligible for Medicare coverage.
An employee wishing to retire after having reached one of the above dates should inform his Manager of the date
the retirement will become effective at least thirty (30) days prior to that date.
Retirement benefits are:
1. Employee is eligible for 100% of his account balance in The Blossman Companies, Inc., 401(k) Savings
Plan. Employee may contact the 401(k) Savings Plan administrator for options.
2. Employee is eligible for PTO detailed in the PTO retirement section.
3. An employee electing retirement under options 1 or 2 above under ‘Retirement,’ who, at the time
of retirement has not yet reached Medicare eligible age, and/or has one or more dependents under
Medicare eligibility age covered with The Blossman Companies Employee Benefit Plan, will be allowed
to purchase medical coverage under The Blossman Companies, Inc., Employment Benefit Plan for
himself and/or such eligible dependents, at the same cost as he would pay if he were still an
active employee.
a. Such coverage eligibility shall continue for the employee or for eligible dependents
until he or a covered dependent becomes eligible for Medicare, or for five (5) years,
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whichever comes first.
Note: An employee leaving before he has accumulated at least ten (10) years of
continuous employment with the Company is not eligible to continue participation
in the medical coverage provision of The Blossman Companies Employee Benefit
Plan for himself or his dependents.
4. The retiring employee will be eligible for a prorated share of any supplemental incentive pay program
to which he would have been eligible for the fiscal year. The prorated share will be paid when other
employees are paid their share for that year.
To receive the above, the retiring employee will be required to sign a Non-Compete Agreement and a
Non-Solicitation and Confidentiality Agreement.
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PAID TIME OFF (PTO)
In order to promote the wellbeing of employees, and recognizing the value to employee productivity of paid time
off (PTO), Blossman Gas has adopted, as a benefit for all permanent, full-time employees (those employed year-
round whose normal work week is 30 hours or more per week), the PTO policy as set forth below:
First Year Eligibility
An employee hired for a permanent, full time position will become eligible for PTO as follows:
• An employee who is hired between January 1 and June 30 could accrue up to 88 PTO hours
depending upon the month hired.
• Those hired between July 1 and December 31 could accrue up to 28 PTO hours depending upon the
month hired.
Second – Sixth Year Eligibility
Beginning in the second calendar year of employment (January 1st - December 31st), all permanent, full
time employees are eligible for 136 PTO hours.
• At least one week (5 days) of that time should be taken consecutively.
Seventh & Succeeding Years Eligibility
On January 1st following the date of your sixth anniversary, all permanent full-time employees will receive
176 PTO hours.
• At least one week (5 days) of that time should be taken consecutively.
PTO Scheduling
PTO should be scheduled between March 1 and September 30, but may be scheduled at any time subject to manager
approval. If the employee separates from the company before serving the time to accrue PTO days taken, the unearned
PTO may be deducted from the final payroll.
The Branch Manager is responsible for approving PTO while assuring that PTO schedules do not impede the branch’s
ability to meet customer service needs. Managers will work with employees on scheduling PTO dates so that the best
interests of the Company will be served.
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Due to Fair Labor Standards Act (Wage & Hour Act) provisions, PTO may only be scheduled in full eight-hour day
increments for salaried employees.
To Receive PTO Pay
Branch Managers must approve a time sheet for hourly employees. Salaried employees are required to request
their time off through the UKG so that PTO records may be updated.
Accrual Caps and Payouts
Employees hired prior to 1/1/2021
PTO Accrual Caps
• Employees with 520 sick hours or more as of December 31, 2020 remain at their previously ‘capped’ level
• Employees with 200 - 519 sick hours as of December 31, 2020 will be ‘capped’ at that level, but not more than 520
hours
• Employees with 0 – 199 sick hours as of December 31, 2020 will be allowed to accrue up to 200 PTO hours and
would be considered ‘capped’ upon reaching that mark
Payouts
• Accrued PTO will not be paid out for terminations related to Gross Misconduct
• Accrued PTO used while employed will be paid at employee’s current base salary
• Accrued PTO paid out at termination will be based on a 10-year average base salary, as well as, a 15-year vesting
schedule
Maximum Annual Accrual Amounts
• Employees may accrue up to 40 hours annually into their PTO bucket
• All PTO for the current calendar year (other than 40 hours that could be accrued if not already at cap) will be
forfeited if it is not taken.
Other Payouts
• There will no longer be an opportunity to receive a week’s pay in lieu of taking PTO.
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Paid Time off for True Retiree in Year of Retirement
• Most Recent 10 Year Average Salary and 15 Year Vesting Schedule apply for Accrued PTO
• Will receive their full PTO in the year of retirement.
• Those not qualified as a true retiree will receive a prorated amount of PTO in the year of termination.
Percent Vested
The amount of compensation for unused, accrued PTO will be based on a 10-year average base salary, as
well as a 15-year vesting schedule.
Percent Vested:
Years of Service
Percentage Vested
1 0
2 0
3 15
4 20
5 25
6 30
7 35
8 40
9 45
10 50
11 60
12 70
13 80
14 90
15 or more 100
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Employees hired on or after 1/1/2021
PTO Cap
• Employees can have a maximum of 200 PTO hours per year.
Payouts
• PTO for anyone hired on 1/1/2021 or later is not eligible for any form of payout at termination, regardless of the
reason for termination (excluding retirement).
• PTO used while working will be paid at the employee’s current base salary.
• Employees may not use PTO to fulfill a 2-week notice of voluntary termination or to bridge time leading up to
retirement.
Maximum Annual Amounts
• Employees may roll-over up to 40 hours annually into their PTO bucket.
• All PTO for the current calendar year (other than 40 hours that could roll to the following year) will be forfeited if it is
not taken.
Other Payouts
• There will no longer be an opportunity to receive a week’s pay in lieu of taking PTO.
Pay for True Retiree in Year of Retirement
• 10 years or more = 4 weeks
• Less than 10 years = 2 weeks
• Payouts will be based on the most recent 10-year average base salary or years worked from hire date if less than
10.
• Additionally,
o True retirees with at least 10 years of service will receive their full PTO in the year of retirement
o True retirees with less than 10 years of service will receive a prorated amount of PTO in the year of
retirement.
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Information about Times when you must be Absent from Work
There will be times when you will not work during normally scheduled times. Some of those times, such as
holidays, will be determined by the Company. Some of them, such as PTO, will be at your discretion. There will
also be times when you must be out due to circumstances beyond your control, such as when you are sick, have
a death in the family, have jury duty, etc. Blossman Gas recognizes the need for, and has programs designed to
assist you with, leaves of absence for the above and other reasons.
In this section you will learn about leaves of absence. It will give you some guidelines on your responsibilities to
the company in notifying them of a leave of absence. It will also give you an idea of how your pay will be affected
when you take time off from work.
This section will give you the information you need to...
• Schedule your PTO.
• Track unused PTO.
• Determine your disability coverage.
• Understand your rights under the Family and Medical Leave Act.
Jury Duty
All full-time employees of Blossman Gas will receive their full pay while absent from the Company to serve on jury
duty. Permanent, part time employees will receive pay only for the actual hours they were scheduled to work for
the Company while they were absent from the Company to serve on jury duty.
• Hours (less than a full day) spent serving on jury duty, that occurred during normal business hours
of the Company, will be considered for pay purposes as hours worked for the Company (these hours
will not be considered as hours worked, when computing overtime premium pay).
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• A full workday will be considered, for pay purposes, to be eight hours of work for the Company (these
hours will not be considered as hours worked when computing overtime premium pay).
• As soon as practical after receiving the Summons of the Court for jury duty, the employee’s Manager
or Department Head must be shown the Summons for verification, so that coverage can be scheduled.
The employee shall report to his Manager or Department Head whenever he is excused from jury duty
during hours that he normally works for the Company.
Military Leave
Permanent, full time employees of Blossman Gas, who are members of the United States Armed Forces, may be
granted leave to perform service for a period of up to twenty-four months, unless extended under the provisions of
USERRA. To qualify for military leave and pay supplement, as described below, an employee must:
1. Advise his manager of his commitment to the duty at the time of his employment or immediately upon
joining and becoming aware of the commitment to duty.
2. Advise his manager of the dates of the duty immediately upon learning them.
Blossman Gas will pay an employee who has served approved military leave an amount sufficient to cause his
pay from Blossman and his military pay together to equal the amount he would have received had he worked his
normal job at Blossman during the time he was on duty.
The employee will get no advance pay while off for military leave. Upon receipt of pay for military duty,
the employee should present a copy of the check, or other evidence of the amount received, to the
Payroll Department. If the military gross pay is less than the gross pay that would have been received
had the employee worked regular hours during that time, pay will be computed for him using the
applicable pay formula; the amount of military pay will be deducted; and the balance will be paid to him.
The employee is subject to payroll taxes on the amount received.
If an employee does not receive enough differential to cover payroll deductions for dependent medical coverage,
disability, etc., then the remainder will be deducted from his following payroll check.
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In the event an employee is called to active duty, while a member of a guard or reserve unit, the employee will be
compensated in accordance with the above for a minimum of one month. However, the employee will be treated
as being a full time, active employee for the remainder of any active duty time for the purposes of computing
benefits, seniority, supplemental incentive pay programs, etc.
Disability Income Protection
The Disability Income Protection Plan, which is available to all permanent, full time employees who have been
employed thirty days or more, is designed to provide income in the event of inability to perform their job, due to
illness or injury (non-work related), subject to approval by the disability carrier.
Coverage
When an eligible employee first becomes disabled, he must use available paid time off. After a total of 30 days of
disability from illness or an injury unrelated to work, benefits may be payable, subject to approval by the disability carrier.
This policy will pay a weekly amount equal to approximately 60% of an eligible employee’s average weekly earnings.
This amount is calculated according to the definition of earnings as defined by our carrier for a designated period of
time. An eligible employee will contact the Benefits Department for additional information. This coverage is subject to
terms and provisions contained in the master policy.
Holidays
Blossman Gas observes six holidays per year. These are days when all offices are closed and employees are not
required to work, but receive pay just as though they did work.
Those Holidays are:
New Year’s Day - January 1st
Memorial Day - 4th Monday in May
Independence Day - July 4th
Labor Day - 1st Monday in September
Thanksgiving Day - 4th Thursday in November
Christmas Day - December 25th
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If one of the above holidays falls on a Saturday, the holiday is observed on Friday. If the holiday falls on a
Sunday, it is observed on Monday.
It should be noted that, in order to meet our obligations to our customers in extreme cold weather or other
conditions, the Company may require that all or selected employees of a branch work on a holiday. In that case,
an employee will receive holiday pay, as per below, plus pay for the time actually worked.
Bereavement Leave Policy
An employee must notify his Manager or Supervisor as early as possible if it becomes necessary for him to be
absent from work due to death in his immediate family. An immediate family member is defined as a husband or
wife, child, brother, sister, parent, parent-in-law, grandparent, grand-parent-in-law, or grandchild.
An employee will be excused from work for up to (3) three days without loss of pay or charged paid time off when
there is a death in his immediate family. If the death occurs outside the immediate family, or more than three days
is required, the circumstances of each case will be reviewed and, upon management approval, the employee will
either receive an extension or be charged paid time off for the absence.
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Family & Medical Leave
Regular FMLA Leave
It is the policy of Blossman Gas to grant up to 12 weeks of family and medical leave during any 12-month
period to eligible employees, except for employees taking leave to care for an injured or ill service member
(which is separately addressed in another section of this policy), in accordance with the Family and Medical
Leave Act of 1993 (FMLA).
To qualify for family and medical leave under this policy, the employee must meet ALL of the following conditions:
• The employee must have worked for Company at least 12 months (52 weeks). This period need not
be consecutive.
• The employee must have worked at least 1,250 hours during the 12-month period immediately prior
to leave.
• In addition, the employee must be employed at a Blossman Gas location where there are at least 50
employees within a 75-mile radius (road mileage).
To qualify as FMLA leave under this policy, the employee must be taking leave for one of the following reasons:
• For the birth of a son or daughter
• To care for a newborn son or daughter, a recently adopted child, or a recently placed foster child
through formal placement by a state agency;
• To care for a spouse, parent, or son or daughter (under the age of eighteen or over the age of eighteen
and incapable of self-care because of a mental or physical disability), who has a serious health
condition; or
• Because of a serious health condition that makes the employee unable to perform the essential
functions of the job; or
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• Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or
parent is a covered military member on covered active duty (or has been notified of an impending call
or order to covered active duty) in support of a contingency operation.
Blossman Gas will measure the 12-month period as a “rolling 12-month period”, which is determined by
calculating backward 12 months from the date an employee first uses any leave under this policy to determine
eligibility and availability for leave under this policy.
If employees have available PTO hours, Blossman Gas requires that this paid time run in conjunction with FMLA
leave.
Service Member FMLA Leave
Service member FMLA leave runs concurrently with other leave entitlements provided under federal, state and
local law.
A qualifying exigency includes the following: (1) short-notice deployment; (2) military events and related activities;
(3) childcare and school activities; (4) financial and legal arrangements; (5) counseling; (6) rest and recuperation;
(7) post-deployment activities; and (8) additional activities agreed to by employer and employee.
Special Care Military Leave
In addition, an eligible employee may take up to 26 work weeks of leave during a single twelve-month period
(beginning on the date the employee takes leave to care for a covered servicemember) to care for an injured or ill
service member who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces
provided that such injury or illness may render the family member medically unfit to perform duties of the
member’s office, grade, rank or rating. In order to take leave to care for a covered service member, an eligible
employee must be the spouse, son, daughter, parent, or next of kin of the covered
service member.
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Serious Health Condition
A “serious health condition” is defined as:
• an illness, injury or physical or mental condition that involves inpatient care (an overnight stay in a
hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent
treatment related to the inpatient care);
OR
• continuing treatment by a health care provider, which is defined as:
(a) a period of incapacity of more than three consecutive calendar days, and any subsequent treatment or
(b) period of incapacity relating to the same condition, that also involves: (1) treatment two or more times
by a health care provider, by a nurse under direct supervision of a health care provider, or by a
provider of health care services upon orders of, or on referral of, a health care provider (within thirty
days of the first day of incapacity, absent extenuating circumstances); or (2) treatment by a health care
provider on at least one occasion resulting in a regimen of continuing treatment by the health care
provider (example, four-day absence, one doctor visit, and prescription medication);
[Note: For both (a)(1) and (a)(2), the first (or only) in-person treatment visit with a healthcare
provider must take place within seven days of the first day of incapacity.]
(c) any period of incapacity due to pregnancy, or for prenatal care;
(d) any period of incapacity or treatment for such incapacity due to a chronic serious health condition
[Chronic serious health conditions are ones which require periodic visits (defined as at least two
visits per year) for treatment by a health care provider, or by a nurse under direct supervision of a
health care provider, which continue over an extended period of time, and which may cause
episodic rather than continuing periods of incapacity];
(e) a permanent or long-term period of incapacity due to a condition for which treatment may be
ineffective, and the individual is under the continuing supervision of a health care provider; or
(f) any absence to receive multiple treatments by a health care provider or by a provider of health care
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services under orders of, or on referral by, a health care provider either for restorative surgery
after an injury or accident, or for a condition that would likely result in a period of incapacity of
more than three consecutive calendar days in the absence of treatment (example, chemotherapy
treatments for cancer).
Intermittent or Reduced Work Schedule Leave
Eligible employees may take intermittent or reduced work schedule leave due to their own serious health
condition(s), the serious health condition(s) of a qualified family member, to care for a covered service member
with a serious illness or injury, or due to a qualifying exigency. Intermittent leave is leave used in separate periods
or blocks of time for a single, qualifying reason. Reduced schedule leave is a special kind of intermittent leave,
which results in a change in employees’ working hours in a workweek or workday. For instance, where there is a
demonstrated medical necessity, employees may take reduced work schedule leave to temporarily convert their
position from full-time to part-time. Employees must provide certification of the medical necessity for intermittent
or reduced work schedule leave.
Blossman Gas is not required to grant intermittent or reduced work schedule leave for the birth or placement
of a healthy child for adoption or foster care; however, Blossman Gas may exercise its discretion to approve
intermittent or reduced work schedule leave for this reason. All requests for intermittent or reduced work
schedule leave for the birth or placement of a child for adoption or foster care must be approved in advance by
Blossman Gas. Accordingly, employees wishing to take intermittent or reduced work schedule leave for the birth
or placement of a child for adoption or foster care should contact your Manager or his designee to discuss this
matter.
Employees taking intermittent or reduced work schedule leave for foreseeable medical treatments, recovery
periods, or the birth of a child may be temporarily transferred to alternative positions with equivalent pay and
benefits which would better accommodate the scheduled leave. Additionally, employees needing intermittent or
reduced work schedule leave for the purposes of receiving medical treatment(s) must make a reasonable effort
to consult with Blossman Gas to avoid disruption of Blossman Gas operations. Requests for intermittent leave
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or reduced work schedule leave will not be approved indefinitely on the basis of a single medical certification.
Employees granted FMLA intermittent or reduced work schedule leave due to their own serious health condition
or the serious health condition of a covered family member in one leave year must provide a new medical
certification in each subsequent leave year demonstrating that a continued qualifying need for leave exists.
This new certification is not a recertification governed by the Recertification section of the policy below, but
rather, constitutes an entirely new medical certification.
Where appropriate, Blossman Gas reserves the right to request available documentation from employees taking
intermittent or reduced schedule leave which confirms that leave periods are taken for the purpose for which leave
was originally approved. For example, if Blossman Gas approves intermittent leave for the purpose of receiving
physical therapy, Blossman Gas may require, in its discretion, documentation from the employee of attendance at
the provider’s facility on the day(s) in question (e.g., an attendance slip, signed and dated by the provider or one
of the provider’s employees).
Abuse of Leave
It is Blossman Gas policy that employees taking leave under this policy for their own serious health condition
are prohibited from working for other employers or engaging in any other kind of compensable employment
(self-employment; independent contracting). Violation of this policy will result in discipline up to and including
termination of employment. Employees found to have fraudulently sought or obtained FMLA leave will be
disciplined up to and including termination of employment.
Married Couples / Documentation of Familial Relationships
The twelve-week maximum per employee per year applies to married couples where both members of the couple
work for the BLOSSMAN GAS and the leave is for the purpose of caring for a new child.
Example: Joe and Jane Smith both work at Blossman Gas and have not used any family leave in the last twelve
months. To stay home with their newly adopted child, they may each take six weeks leave (not twelve each), or
one of them can take ten weeks and the other two weeks, up to a total of twelve weeks, or some other allocation
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that totals twelve weeks.
Blossman Gas, in its discretion and on a case-by-case basis, may require employees to present reasonable
documentation evidencing a family relationship (e.g., birth certificate, court document) before approving leave
requests to care for family members suffering from serious health conditions.
Notice of need for Leave / Certification
When possible, employees are required to give their manager or his designee thirty days’ notice of their expected
need for FMLA leave. When thirty days’ notice is not possible, or the approximate timing of the need for leave is
not foreseeable, employees are required to give their manager or his designee as much notice as is practicable in
the circumstances. Leave may be delayed in instances where an employee’s notice of need for leave is deemed
insufficient in the circumstances.
Employees must provide Blossman Gas with sufficient information to enable it to determine whether the leave
requested qualifies as FMLA leave. Where appropriate, Blossman Gas will require certification issued by a health
care provider of an employee’s need for leave because of the employee’s own serious health condition or of the
employee’s covered family member. Certification will also be required for leave because of a qualifying exigency
or to care for a covered service member with a covered injury or illness. Certifications must be submitted on the
form(s) provided by Blossman Gas. Employees are obligated to obtain certifications at their own expense and
return these forms as required. Pending receipt of complete and sufficient certification, Blossman Gas will place
the employee on conditional FMLA leave.
The certification must be submitted to Blossman Gas within fifteen calendar days after the employee receives
certification forms from Blossman Gas, unless submitting certification to Blossman Gas within this time frame
is impracticable under the circumstances and the employee has made diligent, good faith efforts to comply
with this deadline. It is the employee’s responsibility to ensure that all such forms are properly completed by
the employee, the certifying provider, or both, as appropriate. Blossman Gas will notify employees in writing if
they have submitted incomplete or insufficient certification and provide them with seven calendar days to cure
the incompleteness or insufficiency in the initial certification. Failure to timely provide the Blossman Gas with
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complete and sufficient certification, or with any certification, may result in the denial of FMLA leave. A
certification is considered incomplete if Blossman Gas receives a certification, but one or more of the
applicable entries have not been completed. A certification is considered insufficient if Blossman Gas
receives a complete certification, but the information provided is vague, ambiguous or non-responsive. If the
deficiencies noted by Blossman Gas are not cured in the resubmitted certification, Blossman Gas may deny
the taking of FMLA leave. Certifications which are not returned at all constitute a failure to provide certification
and are not treated as incomplete or insufficient.
A second medical opinion may be requested by Blossman Gas. If the second opinion differs from the first,
Blossman Gas and employee may jointly select a health care provider for a third opinion, which will become
binding, and final Blossman Gas will pay for second and third opinions it requests.
Blossman Gas reserves the right to retroactively designate leave as FMLA leave upon appropriate notice, and
in the absence of cognizable harm or injury to the employee.
Employees on leave must call their manager or his designee periodically to report on their status and intent
to return to work. Further, an employee whose need for leave under this policy terminates in advance of the
originally anticipated date of return must immediately notify Blossman Gas of their availability to return to work.
Recertification
Blossman Gas may seek recertification of a previously certified leave when the employee requests an extension
of leave, or when Blossman Gas receives information which casts doubt on the continuing validity of the initial
certification for leave or which suggests that circumstances surrounding the initial leave request have changed.
Otherwise, Blossman Gas may seek recertification of leave taken for the employee’s or a covered family
member’s serious health condition at the intervals allowed by applicable law. Recertification will be conducted
in the same manner as initial certification.
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Workers’ Compensation / Accrued Leave
Leave for a worker’s compensation injury that involves a serious health condition, as defined by this policy, will
be counted against and will run concurrently with FMLA leave up through the permissible twelve weeks of FMLA
leave. During the period of time in which the employee is receiving compensation for their injury, they will be
required to use their available PTO.
Benefits during Leave
While on leave, the employee’s benefits will be continued at the same level and under the same conditions as if the
employee had continued to work. FMLA will not be considered a break in service. Employees will be responsible
for the cost of their benefits during their absence.
Return from Leave / Restoration to Employment
Subject to and in accordance with the FMLA, an employee returning from leave will be restored to the same
position (with the same pay and benefits) he held when FMLA leave commenced. If the employee’s prior job is
not available, the employee will be restored to an equivalent position with equivalent pay, benefits, and terms
and conditions of employment.
Fitness for Duty Certificates - Employees returning to work following FMLA leave for a continuous period lasting
three weeks or more because of their own serious health condition, are required to provide certification from
their health care provider certifying that they are able to perform the essential functions of their jobs. Depending
upon the circumstances and nature of the serious health condition, Blossman Gas may, at its discretion, request
such a certificate when the FMLA leave is shorter than three weeks. Blossman Gas may delay restoration to
employment until an employee presents appropriate fitness-for-duty certification.
Key Employees - Blossman Gas reserves the right under the law to deny reinstatement to key employees
if such denial is necessary to prevent substantial and grievous economic injury to Blossman Gas. A “key
employee” is defined as a salaried employee of Blossman Gas who is among the highest paid 10 percent of all
employees
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(including salaried, non-salaried, FMLA-eligible, and FMLA-ineligible employees) employed by Blossman Gas
within 75 miles of the employee’s worksite. Such employees will be informed of their “key employee” status at
the time the employee gives notice of the need for leave (or when leave begins, if earlier). Key employees
whose job restoration is likely to be denied will be so informed at the
time Blossman Gas determines that such injury would occur. If the judgment that reinstatement would cause the
business economic injury is made after leave commences, the key employee will be so informed and will be given
a reasonable opportunity to return to work at that time. Decisions will be made on a case-by-case basis and will
consider the impact of the absence of a key employee on business operations.
Fraud / Restoration - Blossman Gas is not obligated to restore any employee who fraudulently obtains FMLA
leave or violates Blossman Gas’s policy against outside employment (discussed above under ‘Abuse of Leave’)
while on FMLA leave.
Forms
The Benefits Office of the Human Resources Department has forms that must be utilized by employees
requesting FMLA leave and for certification by health care providers. Upon request, these forms will be
emailed to a requesting employee. Please contact that office for further information.
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COMPANY POLICIES
Information Concerning the Policies of Blossman Gas
Every employee at Blossman Gas is given as much freedom and autonomy as possible to perform his job to the
best of his ability. However, we are all accountable; so, certain guidelines must be established so that we can all
work together effectively and be assured of fair treatment. And, of course, all businesses are required to follow
certain government mandated practices and policies. Therefore, Blossman Gas has established certain policies
which you will be expected to follow. We have tried to set forth the major policies in this section. As our business
dictates, amendments to these policies may be made from time to time, or new policies adopted. The Company
will do its best to communicate new policies or policy changes to all employees. Therefore, it is specifically
pointed out that failure to be included in this handbook does not invalidate or lessen your responsibility
to abide by a duly established corporate policy of Blossman Gas.
In this section, you will learn about Company policies. It will give you some guidelines on your responsibilities
to the Company, your teammates, and your customers. It also makes clear the Company’s position on various
topics.
Equal Opportunity Employment Policy
Blossman Gas does not believe in, practice, or condone any difference in consideration for employment,
promotion or advancement, because of the race, color, sex, age, religion, national origin, sexual preference,
gender identity, transgender status, nonconformity with sexual stereotypes, ethnic background, medical or genetic
testing or history or disability of any individual. Nor does Blossman Gas believe in, practice or condone any
difference in application of benefits, policies, work-rules, or other treatment, between employees because of race,
color, sex, age, religion, national origin, sexual preference, gender identity, transgender status, nonconformity
with sexual stereotypes, ethnic background, medical or genetic testing or history or disability of any individual.
If an employee feels that he has been treated unfairly because of his or her race, color, sex, age, religion, national
origin, sexual preference, gender identity, transgender identity, transgender status, nonconformity with sexual
55
stereotypes, ethnic background, medical or genetic testing or history or disability of any individual, he should
immediately notify the Vice President, Administration at (228) 872-8975. If an employee has reason to think the
complaint will not be handled fairly by the Vice President, Administration, he should contact the Vice President,
Operations at (228) 872-8912. All such complaints will be investigated, and treated in a confidential manner to
the extent reasonably possible.
Anti-Harassment Policy
Blossman Gas expressly affirms the principle that its employees have a right to be free from discrimination in the
workplace, including any form of unlawful harassment. Blossman Gas will not tolerate harassment in the
workplace. Any employee responsible for conduct constituting harassment as defined in this policy will be subject
to discipline and possible discharge. All employees must avoid any action or conduct, verbal or physical, which
constitutes harassment as defined below. Harassment is defined as any unwelcome verbal, physical, graphic
(including e-mail and internet) or written conduct directed to another person because of his or her race, color, sex,
age, religion, national origin, sexual preference, gender identity, transgender status, nonconformity with sexual
stereotypes, ethnic background, medical or genetic testing or history or disability of any individual and when:
a. Such conduct interferes with another’s work performance or creates an intimidating, offensive or
hostile working environment;
b. Submission to such conduct is made either explicitly or implicitly as a term or condition of
employment; or
c. Submission to or rejection of such conduct by an individual is used as the basis for an employment
decision affecting the person.
Sexual harassment is defined as an attempt to coerce an unwilling person into a sexual relationship, or to
subject a person to unwanted sexual attention or conduct, or to punish a refusal to comply with sexual advances,
or actions that create a sexually intimidating, hostile, or offensive working environment. Sex-based or sexual
harassment can also include unwelcome conduct in the workplace based on sexual identity or conduct,
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conformity or lack of conformity with gender stereotypes, or same-sex harassment.
Any employee who believes he or she has been harassed in violation of this policy is required to immediately
report the matter to the Company in the manner provided below. Immediate reporting is essential. You should
never assume the Company is aware of the matter. Reports should be made as follows: To the Vice President,
Administration at 228-872-8975. If, for any reason, you feel it is inappropriate to report the matter to the
Vice President, Administration, you should report the matter to either the Vice President, Operations at
228-872-8912 or to your Regional Vice President. All reports or complaints under this policy will be addressed
promptly, and discreetly. The confidentiality and privacy of the complaining or reporting party and all concerned
will be respected to the extent reasonably possible and practical.
This policy explicitly prohibits retaliation against individuals for bringing reports or complaints of harassment
under this policy or who provide any information in connection with an investigation of such reports or complaints.
Non-Fraternization Policy
In order to promote fairness, and the assurance of equal treatment of all employees, Blossman Gas, Inc.,
adheres to a policy of non-fraternization among employees. This policy prohibits romantic relationships between
employees when one of the involved employees is under the direct or indirect supervision of the other.
Policy on Drug Abuse and Unlawful Drugs
Blossman Gas is committed to the safety and well-being of our employees and our customers. Abuse of drugs,
both legal and illegal - including alcohol - not only creates hazardous conditions, it also destroys the lives of the
abuser, his family and his co-workers. Our commitment, therefore, requires that we, as a Company, help fight
drug abuse and, just as importantly, help the employees and their families who have been affected.
Our program consists of: A Company policy outlining our stand against the abuse of drugs, both legal and
illegal, and alcohol; a drug testing program to help insure that Blossman Gas is a drug-free workplace; and an
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Employee Assistance Program to provide confidential professional help to employees and their families who are
experiencing personal problems including, but not limited to, drug or alcohol related problems.
Our policy is that Blossman Gas will NOT tolerate the possession, use, distribution, dispensation
or manufacture of unlawful drugs. Any employee violating this policy is subject to immediate
disciplinary action, up to, and including termination.
Blossman Gas makes no distinction between the use, etc., of said unlawful drugs and prescription drugs or any
other substance that renders an employee incapable of performing his assigned duties and responsibilities.
You should have already received a copy of our complete Drug and Alcohol Abuse program. Every employee is
required to have, on file, a signed acknowledgment that he has received, read, and agrees to comply with this
program.
Drug and Alcohol Screening
All new employees are required, before they begin work, to submit to a drug screen, which tests for marijuana,
cocaine, phencyclidine (PCP), amphetamines and barbiturates. A positive result on that screen disqualifies one
from employment at Blossman Gas.
All employees are subject to being tested, without notice, under a random drug and alcohol-testing program
that selects employees for screening.
All employees are subject to the Reasonable Suspicion drug and alcohol testing as described in the Drug and
Alcohol Abuse information packet.
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Positive Results on a random drug or alcohol screen will result in an immediate thirty-day suspension,
without pay. During this period, you are required to contact the Company’s Employee Assistance Program
and cooperate with any program recommended for you by them, after their assessment of the severity of
your problem. At the end of the thirty-day suspension, providing you have worked with the EAP, you will be
screened again through observed collection. If the test is negative, you will be allowed to return to your job
and will be subject to continuing follow-up observed collections as designated by the EAP, as well as
continuing random drug testing.
A Second Positive Result, at any time, will result in immediate termination due to gross misconduct.
Note: The above is a brief summary of the Company’s Drug and Alcohol Abuse Program. The complete
program is contained in the Drug and Alcohol Abuse information packet provided to you.
In addition to the Drug and Alcohol Screening, the Company maintains a policy on alcoholic beverages,
with which you should be aware. Please refer to the policy in “The Company Policies and Guidelines”
document on the Blossman Gas Hub.
Company Vehicle Policy
It is necessary that Blossman Gas provide vehicles to be used by certain employees in performing the duties of
their jobs.
Trucks and automobiles are owned and operated by Blossman Gas, Inc. only for the express purpose of
providing the ability to deliver products and services to customers. This includes providing the means to
provide management and support services, when and where necessary, to accomplish this goal.
The Executive Committee has adopted policies concerning the use of Company-owned vehicles. These policies
are outlined in “Company Policies and Guidelines” document, which is on the Blossman Gas Hub. Every
employee to whom a vehicle is assigned, or who may occasionally use a Company vehicle, is required to abide
by these policies.
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Travel and Entertainment Policy
It is the policy of Blossman Gas that any expense incurred by a Company employee in traveling on Company
business or “entertaining” a customer, potential customer or other business associate for the express purpose
of obtaining business, for or otherwise promoting the well-being of the Company, be paid for by the Company.
As such expenditures are strictly regulated by the Internal Revenue Service and are, in addition, often difficult
to identify. Policies have been set forth to assist employees in properly identifying and obtaining reimbursement
for travel and entertainment expenses. These policies are outlined in “Company Policies and Guidelines”
document, which is on the Blossman Gas Hub. Every employee who is required to travel in conjunction with his
job, or entertain customers on official business, is required to abide by these policies.
Policy on Tobacco-Free Work Environment
Recognizing that Blossman Gas has a duty to its customers and employees to provide a healthy environment
for conducting business and working, The Executive Committee has adopted the following policy.
All Blossman Gas facilities, including branch offices, area offices, home office, shops, and any other buildings
where Blossman Gas conducts business shall be designated as “Tobacco-Free Areas.” A work area is defined
as any area where an employee of Blossman Gas, Inc., routinely works. Work area is further defined to include
any part of a Blossman Gas, Inc., facility where customers or the general public transact business with the
Company.
No smoking or use of other tobacco products (chewing tobacco, snuff, electronic cigarettes, etc.) is allowed by
employees of Blossman Gas, Inc. in any work area. Neither is tobacco use allowed by nonemployees who are
present in a work area. A nonpublic area, not served by the heat and air conditioning system that serves a work
area, as defined above, may be designated as a smoking area for employees who do smoke. Proper ashtrays
and procedures for keeping the area clean shall be provided, and it shall be the responsibility of employees who
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smoke in such areas to empty ashtrays, pick up smoking materials and trash, and otherwise maintain the area in
a clean condition. “Smokeless” tobacco products may be used in these areas also, provided each employee who
uses the tobacco is responsible its disposal.
As a courtesy to customers, Blossman employees shall not, while on the job, smoke or use other tobacco
products, including smokeless tobacco, at any customer premise, indoors or outdoors.
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A Notice of Special Interest to all Blossman Employees
This section of your Employee Handbook is designed to acquaint you with the various benefits available to you as
a Blossman employee.
As carefully as these summary statements of the various programs have been written, and as carefully as the
Company tries to keep information in this handbook updated each time a revision, addition, or amendment is
made in a benefit plan, these summaries cannot replace or change any provisions of formal plan documents,
actual insurance policies, etc. Those are the documents which actually govern and control your benefits. If you
have any questions after reading these materials, please contact the Company’s Benefits & Insurance Manager
or Vice President, Administration.
Under no circumstances should this material be considered as a contract between the employee and the
Company or the employee and other party or parties.
The benefits that accrue to you as a Blossman employee are a part of your total remuneration for your
contribution to the success of Blossman Gas. On each payroll remittance advice, you will see details of the
cost of various benefits paid on your behalf by the Company.
Worker’s Compensation
Blossman Gas carries Workers’ Compensation Insurance in compliance with laws of the various states.
This insurance provides compensation for lost time, medical expenses, surgical expenses, and loss of life or
dismemberment from injury arising out of or in the course of your job assignment with the Company. In order
to protect your interests in case of an injury or illness that you consider work-connected, please be guided by
the following:
1. You must report the incident as soon as possible to your Manager or Department Head.
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2. If complications arise in connection with your disability while you are away from the Company report
them to your Manager or Department Head.
Questions pertaining to Workers’ Compensation should be directed to the Company’s Benefits & Insurance
Manager, or to the Vice President, Administration.
Light Duty
Because of the physical requirements of the job, light duty cannot be offered to an employee who requests to
return to work after receiving an injury or illness if they are in one of the following positions:
a. Gas Salesman
b. Service Technician
c. Service Manager
d. Regional Service Technician (aka ‘Area Service Rep’)
e. Cylinder Route Driver
f. Service Installation Helper
Employees in all other jobs within the company may be returned to work with light duty for a period of no longer
than six months, provided that the employee satisfies the following requirements to be determined by the
employee’s Manager and the Benefits & Insurance Manager or the Vice President, Administration.
a. Satisfy all of the following conditions:
i. Physicians statement
ii. Perform the essential functions of the job
iii. No known or expected threat of exacerbating the injury or delaying recovery from the light
duty work
iv. No known or expected threat of new injury from working in the partially impaired state
b. Completion of Light Duty Work Form
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i. Lists duties forbidden during light duty period
ii. Employee signs form agreeing to not perform forbidden duties
iii. Light Duty Work authorization by at least two Officers
c. Light Duty Work recommended by Manager and Human Resource staff
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Social Security (FICA)
Old Age and Survivors Insurance is provided for wage earners in the Social Security Act. The original Act, passed
by Congress in 1935, provided only for old age insurance. Amendments in 1939 enlarged the Old Age Insurance
system to provide benefits for members of the wage earners family after the wage earners retirement or death.
Under present social security legislation, a percentage of the employee’s pay is deducted, with a 100% matching
amount credited to the employee through payment by the Company.
Medicare
Senior (over age 65) Medical Insurance is provided for wage earners in the Medicare Act, passed in 1965. Under
current legislation, Medicare is funded by a percentage of employees’ pay, through payroll deduction, with a 100%
matching amount paid by the employer
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Employee Pricing Policy
In order to promote the use of propane by Company employees, and as an additional benefit for employees of
Blossman Gas, special pricing is offered to full time employees and their family members as follows:
Employee:
• A full-time employee is any employee whose normal work week is at least 30 hours.
• Propane may be purchased for domestic use at the employee’s own residence.
• It also includes propane purchased by the employee for use in not more than one vehicle owned by the employee
or the employee’s dependents for non-commercial transportation.
Retired Employee:
• A retiree, as defined in Retirement section of the handbook, is able to receive employee pricing for domestic use at
their primary residence, served by a Blossman Gas location.
If a “retiree” goes to work for a company that is considered to be competitive with Blossman, they
are immediately disqualified from receiving any employee pricing.
Employee Family:
• Employee Family Discounts apply to “an immediate family member” defined as a husband or wife, child,
brother, sister, parent, parent-in-law, grandparent, grandparent-in-law, or grandchild.
• Purchases made with these discounted rates apply only to primary residence and one vehicle.
• Immediate family members of retired employees qualify for employee family rates as long as the retired
employee is qualified to receive employee pricing.
• Regular retiree receives employee gas price.
• Surviving spouse of regular retiree receives employee gas price.
• Surviving children or family members of regular retiree can continue to receive family gas pricing even after
both employee and spouse pass, but cannot receive employee price if a family member moves into deceased
employee’s home; they would receive family gas price. Gas Price for Employee and Employee Family:
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Employee Pricing:
• Eligible full-time employees will be able to purchase propane at a special Posted Employee.
o Price as noted in the Cargas Standards Manual.
• To qualify for employee pricing, the employee must have Auto Pay or Payroll Deduction, even if on CPP.
Family Pricing:
• Employee family rate is $0.50 higher than Employee Rate.
• To qualify for Family Pricing, the family member must have Auto Pay set up on the account.
• If Family member is not on Auto Pay, regular Residential price applies, even if paid within 30 days.
Other Merchandise Pricing to Employees and Employee Family
Special pricing is also available for Employees and Employee Families on purchases of merchandise, parts, labor and
tank rent as noted in the Cargas Standards Manual.
Vacation Homes
Blossman Gas maintains vacation homes in Destin, Pigeon Forge, and in the Carolina beach area, for the
exclusive use of Blossman Employees.
Early each year, notification is sent to all permanent, full time employees through email and a special Vacation
Homes Mailer, which gives instructions and dates for reserving one of these homes. All permanent, full-time
employees may submit a vacation request. Eligibility for the use of a vacation home ends immediately when
an employee terminates.
Vacation Home requests are made through a computer program, which is accessible from any Company
computer.
Vacation Homes are assigned by seniority date with Blossman. Any employee who receives an assignment and
does not abide by the items outlined in the Vacation Home Care Commitment will risk having their bidding
privileges either suspended or permanently removed.
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Medical Coverage
After thirty days of employment, full time employees of Blossman Gas are eligible for coverage under The
Blossman Companies Employee Benefit Plan, a medical coverage trust established under Section 50l(c)(9) of
the Internal Revenue Code.
By utilizing this self-funded plan, Blossman Gas is able to offer excellent medical coverage to all of its eligible
employees and their eligible family members. Details of the coverage and eligibility can be found in the Summary
Plan Document.
Life Insurance
After 30 days of employment as a permanent, full-time employee, you will become covered, at no cost to you,
by a term life insurance policy. The policy will also provide life insurance for your spouse and eligible children as
defined in the policy.
You may request a certificate of insurance after you become eligible for coverage.
Voluntary Term Life Coverage
As a permanent, full-time employee, a Voluntary Group Term Life Insurance option is also available through
payroll deduction.
You must elect coverage on yourself before you can cover your spouse and/or children. Your coverage terminates
when you leave the company. Refer to policy for portability/conversion options.
Your employee cost depends on your age and how much coverage you select. Your rates will change as you
move into a different age group (separate rates apply to spouse and child coverage). Information is contained
in your new hire paperwork or is offered during annual Open Enrollment.
Disability Income Protection
The Disability Income Protection Plan, which is available to all permanent, full time employees who have been
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employed thirty days or more, is designed to provide income in the event of inability to perform their job, due to
illness or injury (non-work related), subject to approval by the disability carrier.
Once you are eligible for this coverage, if illness or injury (non-work related) makes it impossible for you to work,
you would be paid in accordance with the paid time off and disability income protection plans as outlined in the
Leaves of Absence section.
401(k) Plan
To help you prepare for the future, Blossman Gas, Inc. sponsors a 401(k) Plan as part of its benefits package.
You may start participating in this plan after 30 days of employment and must be 21 years of age. Automatic
enrollment will occur at 3% of your pay.
With this plan, you may defer on a pre-tax basis an amount, not to exceed the annual IRS limits for each calendar year.
Blossman Gas, Inc. will match 100% of the first 3% you defer. If you are age 50 or older, the IRS allows you to make
additional “catch up” contributions.
By saving on a pre-tax basis, you reduce the taxes you pay today and delay paying taxes on the money you save,
as well as your account earnings, until you withdraw the money from the plan.
Additional details on the 401(k) Plan are included in the plan’s Summary Plan Document.
Dental Plan Highlights
Permanent, full-time employees, who have been employed for at least 30 days, and dependents as defined in
your Summary Plan Document, are eligible for optional dental coverage.
When dental coverage is elected, the employee pays, through payroll deduction, the full cost of coverage,
which is effective one month from his date of hire. Open Enrollment is conducted every year in the November/
December timeframe. If you do not enroll within the first 30 days of your hire date, you must wait for the next
Open Enrollment period to enroll, and coverage will begin on January 1 of the new calendar year. Once enrolled,
your coverage cannot be dropped until the next Open Enrollment opportunity.
This plan is available through your cafeteria program and contributions are paid through pre-tax salary deferred
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payroll deductions. Details are provided in the Summary Plan Document.
Flexible Spending Account (FSA)
In addition to the various benefits listed herein, Blossman Gas also offers a method whereby you can direct a
portion of your normally taxable income to a non-taxed reserve to be used to reimburse you for qualified medical
expenses and child-care costs. This program increases your net spendable income by making medical costs and
childcare costs tax deductible up to current IRS limits. Also, if you sign up for dependent medical coverage, the
FSA directs the payroll deduction for that coverage on a pre-tax basis.
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SAFETY
The Blossman Commitment to Safety
As a retailer of propane, Blossman Gas generally deals with the final user of the product. It is vitally important that
we provide our employees, and our customers, with the proper warnings about the safe use of propane.
As a Blossman employee, you will be provided thorough, professional training by our Safety and Training
Department to qualify you to perform the duties of your job in a manner that insures your safety and the safety
of our customers and the general public.
Our Safety and Training programs are recognized as among the best in the propane industry. They are
administered by our Safety and Training Department, which is located in our Corporate Training Center in
Ocean Springs, MS, with additional facilities located in Swannanoa, NC, and field personnel located strategically
throughout our marketing territory.
Your Personal Safety Obligation
Just as Blossman Gas has a Company commitment to safety, you are also expected to be committed to the safety
of yourself, your coworkers, our customers, and the general public.
Safety in the Workplace
All Blossman Gas employees are expected to abide by all safety rules, regulations, and Company policies
regarding safety. In addition, you are expected to use caution in all activities, including following directions for
proper use of tools, vehicles, and products.
Failure to follow safety requirements can result in disciplinary action up to and including termination.
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Customer Safety
Your top priority as a Blossman Gas employee is to ensure the safety of yourself, your coworkers, your
customers and the general public. This requires that you take advantage of every opportunity to increase your
job skills and stay up to date on codes and regulations related to the propane industry and to your specific job
duties.
