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  • How to Hire a Contractor: Questions to Ask Before Hiring

    Are You Looking for a Contractor? Call Eagle Eye Resources today so we can explain to you how we can meet and exceed all your needs! When beginning any construction project, finding the right general contractor is essential to the success of the project. Spending time upfront to find a quality general contractor that’s the best fit for a project can save hours of time and headaches. While the quoted cost can and should be a significant factor when making the decision, it shouldn’t be the only factor. There are several other considerations and certain flags to look out for. Eagle Eye Resources created the ultimate list of questions to help you learn everything you need to know in order to confidently choose the right pro for the job – and head off common construction problems. #1: “How Long Have You Been in Business?” Contracting businesses that have been established for years have more industry experience as opposed to newer companies. “Companies with experience have created systems and controls to ensure their work is on time, on budget, and of the highest quality,” said Ken Kelly, President of Kelly Roofing in Naples, Florida. You may choose to hire a contractor who has years of experience but has limited experience as a business owner. If so, it’s best to start them off with a smaller project, such as a maintenance job. If you’re content with the job afterward, then you may choose to put them on a bigger project. Begin with finding several contractors in your area and DO YOUR RESEARCH ahead of time. If any of your findings raise a red flag, ask questions. The majority of contractors would rather answer questions than be removed from consideration. #2: “What Is the Payment Plan / Budget?” When inquiring about getting a project done, it’s imperative that you never pay the full price of contracting upfront, no contactor should ask you to. It’s also important to discuss the payment before construction begins. You should be informed of the exact amount that’s due and when. Contractors’ bank accounts spend most of a project playing catch-up, simply replacing money that the contractor already put out on the job. A solid payment schedule can help. In construction, a payment schedule is a timeline of the payments to be made throughout the lifetime of a project. In most jobs, contractors don’t receive a single, lump-sum payment for the work or materials they provide. Instead, construction agreements typically break the full contract value into progress payments, made at regular intervals during the project schedule. A payment schedule should contain all of the information you need to plan out anticipated and actual payments: - The name of the contractor or vendor - Description of the work or materials - Amount of the payment due - Due date for the payment - Actual amount paid - Actual payment date - Payment method - Notes #3: “What is the Timeline for Completion?” It's important for homeowners to have a clear picture of when their hired contractors will start and complete a project, as well as be aware of outside circumstances that could affect their completion. For example, here are a few questions that will aid in further clarifying your projected timeframe: - Are there any other projects you’re working on now that could affect our schedule? - Do you have any current bids that haven’t been finalized that could impact this job? - How will necessary changes to our timeline be addressed? #4: “Who’s the On-site Project Manager?” You need to know who to contact should you discover things are not going as planned. You also need to know someone on site is tracking the progress of your project. If you are not given the name of a person who will be the project manager, don’t hire the contractor. And if your contractor names another person to oversee the project, the next question you ask should be who will give you daily updates. Some of the responsibilities of a project manager are: - Planning - Hire, fire, and supervise - Deliver on time - Stay on budget - Keep the client and your boss in the loop - Draft contracts - Manage risks Not all construction project managers know what they do all the time. Sometimes, they get too overwhelmed with so many tasks and with the multiple stakeholders they have to communicate with. The construction project manager is the key figure of the construction project team. Without the project manager, the team will fail hard. Imagine what would happen if the project manager doesn’t know what to do with the team? #5: “What Kind of Written Warranty Do You Have?” Most contractors will guarantee their work, and some will even use a written warranty agreement. This should clearly disclose what is covered in the build, what is not, and for how long. Asking about warranties is definitely important when considering questions to ask a general contractor. While a one-year warranty is good, two years is even better. Others will provide long-term warranties for things like the foundation. Warranties are important since defects in construction often don’t show up until well after the last check has cleared. Common ones include drywall cracks and nail pops, concrete and tile cracks, lumps in the carpeting, sticking doors and windows, and leaky flashings, to name a few. Yet another reason to work with a reputable contractor is that he is more likely to honor the warranty and return to fix things, even after the typical one-year warranty has expired. The terms warranty and guarantee are often used interchangeably and have the same meaning legally. However, as commonly used in construction law: - A warranty is a written promise (or guarantee) by the manufacturer or contractor to repair or replace a defective product or correct defective workmanship. Most warranties have time limits and other restrictions (limited warranty). - A guarantee is a more general term, referring to any promise by a manufacturer or contractor that a product or service will be free from defects. Work with Eagle Eye Resources At Eagle Eye Resources, we will check every box on your list of questions to ask a contractor. Eagle Eye specializes in residential and commercial real estate development/construction, design + build, renovations, historic preservations, and real estate financing. Our team of building specialists manages the entire process of your home build or renovation project from day one, offering a turnkey solution for your project. The Eagle Eye promise is high-quality work with transparency at every step, which keeps our customers coming back for all of their building needs. If you talk to our former clients, you’ll hear that we are a true resource in the development process, and our team communicates with you along every step of your construction/renovation. Eagle Eye Resources provides the organization and communication skills to get the job done right, from the initial design to the finishing touches. If you’re looking for superior knowledge and professionalism coupled with a streamlined approach, we’re the home builders for you in Louisiana. Start planning your project today! Contact Us For An Estimate!

  • New Orleans COVID Update: Employer Guidance for Common Return-to-Work Concerns

    In light of the coronavirus (COVID-19) pandemic, many organizations are taking precautions to best ensure the health and safety of their workforce. As return-to-work plans are implemented, employees are also concerned about safety—and are often addressing concerns directly with their employers. As organizations address new challenges, many are seeking answers regarding what they can, and cannot do in response to common return-to-work concerns. This article serves as a general guide for employers regarding safety and workplace precautions as organizations prepare and implement return-to-work plans, and prepare to address common concerns as employees return to the workplace. Employee and Employer Rights Both employees and employers have rights, and—as workers return to the workplace and organizations consider appropriate actions to keep everyone safe—conversations about those rights will be ongoing. During this time, employees are prioritizing safety, and they won’t be afraid to address issues they feel may be a risk. As employees bring forward individual concerns, employers should review guidance as they respond to each unique situation. While, in some cases, employees may be protected under federal or local laws and guidelines, employers should be aware of what rights they also have. Common Issues Each organization will address its own set of concerns, though there are some common issues that many employers face. Some of these common issues fall into categories, including: Employees returning to work COVID-19 symptoms Employee testing Masks and face coverings Health conditions Workers’ compensation and hazard pay Federal and local guidance Employers should be aware that federal, local, and state guidance changes frequently and should be monitored on an ongoing basis. The U.S. Equal Employment Opportunity Commission (EEOC) has provided COVID-19 resources, and the Centers for Disease Control and Prevention (CDC) offers updated guidance for employers. Employers should be aware that these considerations will vary depending on the locality of a workplace. The guidelines provided in the questions and answers that follow are not legal advice, and employers should consult with legal counsel for guidance, and before changing or implementing policies. Employees Returning to Work We’ve asked an employee to come back to work, but they are having an issue with caregiving responsibilities due to schools and daycares remaining closed. What are our options? School and daycare closings can put both employers and caregivers in a difficult situation since schools and daycares allow for many caregivers to go to work. Generally, employers aren’t required to oblige to requests regarding caregiving, and likely won’t be able to help the employee address the situation. An employee may request an unpaid leave of absence. If an employee refuses to return to work, employers generally won’t be required to hold their job should they not return. According to the EEOC, employers may choose to provide flexibility if not treating employees differently on the basis of sex or other EEO-protected characteristics. We have employees who have been working from home and would like them to come back to the workplace as we reopen. Can we require employees to come back to work at a physical location? Generally, if employees are offered work and are being asked to come back into the workplace, they are required to return as there are few protections at the federal level. However, under the Americans with Disabilities Act (ADA), some employees may be entitled to continue teleworking as a reasonable accommodation. As well, under the Families First Coronavirus Response Act, some employees may qualify for paid family medical leave or paid sick leave under certain conditions related directly to COVID-19. An employee used some time off. Are we allowed to ask where they went? Employers may ask if an employee has visited certain high-risk locations during the coronavirus pandemic if consistent with business necessity. However, employers are unable to ask for general details about their time off. When health officials have recommended that people who visit certain locations remain at home for several days once they return, an employer may ask whether an employee is returning from those places, even if the travel was personal. If an employee has traveled internationally, the U.S. Department of Homeland Security (DHS) may ask an employee where they went and could ask that employee to self-quarantine. As some states have specific laws related to an employee’s personal travel, employers should consult their local government’s laws and guidelines. Though our workplace follows safety guidelines, an employee is concerned about exposure on their commute. What are our options? If an employee doesn’t qualify for reasonable accommodation under the ADA, an employer won’t always be required to grant permission for the employee to work remotely. While many employers continue to expand remote work practices, telecommuting isn’t always feasible. Employers can also consider unpaid leave, depending on the feasibility of the situation. COVID-19 Symptoms About which symptoms can we ask employees who report feeling ill or call in sick? According to the EEOC, an ADA-covered employer may ask employees if they have specific symptoms related to the coronavirus under pandemic conditions. All medical information should be protected as confidential under the ADA and be stored separately from the employee’s personnel file. Can we require employees who have COVID-19-related symptoms to stay home? According to the EEOC, employers are allowed to keep employees with COVID-19-related symptoms separate from others and keep them at home. Employee Testing Can we take temperatures of employees? Taking an employee’s temperature would typically be considered a medical examination, which could be a violation of the ADA if not “job-related and consistent with business necessity.” However, because the CDC and health authorities have acknowledged the community spread of the coronavirus, employers may take employees’ temperatures, according to EEOC guidance. Employers should note that many individuals with COVID-19 will not have a fever. Employers will continue to be able to take temperatures, only for as long as the EEOC and CDC deem these otherwise prohibited medical examinations as necessary to prevent the spread of COVID-19. Additionally, the ADA requires that all medical information and files for a particular employee be stored separately from that employee’s personnel file. Can we require employees to take a COVID-19 test in order to work? According to EEOC guidelines, to prevent COVID-19 from spreading in a workplace, organizations can typically require an employee to take a test to check whether they currently have an active case of COVID-19, which is considered a viral test. While employers are allowed to require viral COVID-19 tests, an employer cannot require an employee to take a test to determine whether they have antibodies for the coronavirus. The antibody tests determine whether an individual has had COVID-19 in the past. According to the EEOC, an antibody test may violate the ADA because it would be a medical examination that is not “job-related and consistent with business necessity.” Masks and Face Coverings If any employees find a mask uncomfortable, can we require them to wear it? According to the EEOC, an employer may require employees to wear masks. As a form of personal protective equipment (PPE), masks and other PPE can be required if management considers it necessary. However, an employee may be eligible for reasonable accommodation under the ADA or a religious accommodation under Title VII. If a request is presented, an organization can review the request and discuss an accommodation if not an undue hardship under the ADA. Health Conditions Are we allowed to ask employees if they have underlying health conditions that may put them in a high-risk category? According to the EEOC, it is up to an employee to disclose any underlying health conditions that put them in a COVID-19 high-risk category. These protections are covered under the ADA. When employees return to work after being sick with COVID-19, can we require them to provide a doctor’s note clarifying they are safe to work? In certain circumstances, employers may be able to require a doctor’s note during a pandemic, according to the EEOC. A request for a doctor’s note won’t necessarily violate the ADA, as such inquiries are permitted under the ADA when not disability-related. Employers may consider that many doctors and other health care professionals may be busy during and immediately after a pandemic such as COVID-19. If an employee has an underlying health condition, can we require them to return to work? Under the ADA, an employee or a third party, such as the employees’ doctor, can request a reasonable accommodation related to a medical condition. An organization may be required to provide reasonable accommodation if it would not provide undue hardship. Are pregnant employees identified as high-risk for COVID-19? According to CDC guidelines, pregnant women aren’t identified as high-risk. However, some states have specific laws and guidelines regarding pregnancy and COVID-19. Check with local guidance for specifics. Workers’ Compensation and Hazard Pay If an employee contract COVID-19 in our workplace, are they eligible for workers’ compensation? Workers’ compensation may be filed; however, infectious diseases such as the flu have generally not resulted in entitlements to workers’ compensation. But this can vary. According to the DOL, it can often be challenging to prove that an employee contracted a virus or disease, such as COVID-19, at a work location. However, some states do have orders or bills addressing eligibility for workers’ compensation. Employers should monitor ongoing guidance and consult with local legal counsel. Are independent contractors who contract COVID-19 eligible for workers’ compensation? If an independent contractor believes they contracted COVID-19 while at work, they may file a lawsuit. Generally, these cases are challenging to prove. However, an independent contractor may make a claim for negligent behavior and safety hazards that put them at risk of contracting COVID-19. An employee has contracted COVID-19 and believes they got it at work. What will likely be the result if they sue our organization? According to the DOL, it can often be challenging to prove that an employee contracted a virus or disease at a workplace, although the employee may choose to file a lawsuit. However, an employee may also make a claim for negligent behavior or safety hazards that put them at risk of contracting COVID-19. Are our employees entitled to hazard pay if their job puts them at risk of exposure to COVID-19? The FLSA does not require hazard pay for those working during the coronavirus pandemic. Hazard pay is typically a private transaction and not required under the FLSA. However, some state or local laws may vary, and employers should consult with local legal counsel. Federal Guidance What should our organization do if an employee claims our workplace is not following CDC guidelines for a coronavirus-safe workplace? Employees are entitled to file a complaint with OSHA. As employers address an employee’s concerns, the proper response will vary based on local orders and unique circumstances within an organization. Some state or local laws may vary, and employers should consult with local legal counsel. If an employee addresses safety practices, is our organization required to respond? According to the DOL, whistleblower laws protect employees and are enforced by OSHA. Retaliatory actions are illegal, and employees do have the right to file a complaint with OSHA. Also, workers may request a reasonable accommodation, and they do have some protection if they refuse to work in a situation when workplace conditions could put their safety in danger. If a COVID-19 vaccine is developed, can we require our employees to get it? Employers generally can require vaccinations during pandemic situations. However, an employee may be entitled to an exemption should the vaccine interfere with a medical condition or be in violation of an individual’s religious beliefs. Return-to-Work Guidance Many of these common concerns won’t always have the same solution, and employers should continue to monitor ongoing guidance from federal agencies such as the CDC, EEOC, and OSHA, as well as updates from local officials. Current guidance is changing rapidly, so ensure your organization is staying up to date with current requirements, recommendations, and best practices. Consider Purchasing The Best Air Purifier For COVID As A Solution To Improving Safety Here at Eagle Eye Resources, we pride ourselves in providing facility maintenance services in addition to janitorial services for businesses operating in commercial buildings. In The Midst of the coronavirus, we have deployed the usage of the photocatalytic air purifier to aid in the elimination and reduction of the spread of COVID-19 among residents in the city of New Orleans. To learn more about the utilization of advanced air purification technology to protect your business and employees. Please visit our website by clicking.

  • Air Purifier COVID: The Pure Air 500 Serves Homes & Offices

    Eagle Eye Resources LLC releases information on how its new Air Purifier For COVID will change things in the Business space for the better. They are helping people to live and breathe freely. Earlier today, Eagle Eye Resources LLC announced the launch of Pure Air 500, its new Air Purifier For COVID set to go live March 15th, 2021. For anyone with even a passing interest in the world of Business, this launch will be worth paying attention to, as it’s set to shake things up. Currently, with even a passing glance, a person will notice The leading air purifier on the market uses HEPA filtration as the method to capture viruses such as the coronavirus. The HEPA filter can capture viruses of 0.3 microns in size or greater. since the COVID-19 virus is 0.1 microns in size or smaller, there is no guarantee that the virus can be contained by that filtration system. Photocatalytic air purifiers work by producing particles that seek out and destroy viruses of any size. They are scientifically proven to neutralize pathogens of any size, making them the most superior product on the market. . The CEO & Founder of black-owned construction company Eagle Eye Resources LLC, Gerald Baptiste, makes a point of saying “things are going to change when Pure Air 500 launches”. We have the best air purifiers for COVID. Reduce The Spread Of Airborn Pathogens Via Air Purifier COVID Gerald Baptiste continues… “Where you’ll always see our competitors doing the same old thing, we will The current air purifiers on the market do well in removing dust and pollen from the air but they are fairly ineffective a removing harmful pathogenic particles from the air. With the current pandemic spreading across the U.S. without signs of slowing down, one way to mitigate the spread of the coronavirus is to eliminate its presence on surfaces and in the air. The Photocatalytic air purifier that we have on the market is the only air purification system on the market that can eliminate viral pathogenic particles in the air and on surfaces. Any air purifier that does not use photocatalytic air purifiers can’t protect your facility. We do this because we believe Photocatalytic Air purifiers generate negatively charged molecules called Superoxide and Hydroxyl particles by shining high-intensity UV light on titanium oxide. These molecules have a high affinity for viruses, bacteria, mold, volatile organic compounds, and household odors. Once they interact with particles in the air or on surfaces, they render them harmless and destroy them. Ultimately this is going to be a huge benefit to our customers because These air purifiers are going to allow people to get back to the regular life that they enjoy without having to be cautious of interacting with a communicable disease. By purifying the air, people can now get out in the public and our economy can get back on track. We can not gather in large groups in our homes, places of business, or at large venues such as sporting events. .” Eagle Eye Resources LLC was established in 2013. It has been doing business for 8 Years and it has always aimed to innovate in any large or small way it can, due to the firm belief that innovation drives progress and greater happiness. Eliminate Viruses On Surfaces Currently, the closest thing to Pure Air 500 is there is no substitute for Photocatalytic air purifiers because there is nothing on the market that can destroy particles on surfaces while also neutralizing airborne pathogens like the coronavirus. , but Pure Air 500 improved on this by This product is a substantial update over the current market offerings because it has the ability to purify surfaces of pathogens while others cannot sanitize a surface. . This alone is predicted to make Eagle Eye Resources LLC’s COVID air purifier more popular with customers in the Business space, quickly. Once again, Pure Air 500 is set to launch on March 15th, 2021. To find out more, the place to visit is https://www.eeresources.biz/clean-air For further information about Eagle Eye Resources LLC, this can be discovered at https://www.eeresources.biz/clean-air

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  • OUR TEAM | Eagle Eye Resources

    We've Got the Gumbo MEET THE TEAM We are a unique blend of talents that creates a unique experience and unparalleled product for our clients. AUSTIN MARTINEZ Asst. Project Manager Read More CHARLES AUGUSTUS III Marketing Manager Read More GERALD BAPTISTE SR. Lead Foreman Read More CARLYLE WILLIAMS General Contractor Read More GERALD BAPTISTE JR. Founder & Visionary Read More CALANDRIA ROBINSON Integrator & Estimator Read More FAYSAL TAY CFO Read More LAWRYN BOWMAN Executive Assistant Read More Contact Us We'd love to hear from you Contact Us

  • HOME | Eagle Eye Resources

    We Design It, We Build It, We Maintain It. ABOUT US Partnership Spotlight Awarded Small-Business Set Aside Initiative

  • ABOUT | Eagle Eye Resources

    Eagle Eye Resources ABOUT US Eagle Eye Resources is a full-service construction company that provides commercial and residential real estate development, design and build, home construction, and facility management services. We are happy to renovate, revitalize, or perform ground up construction for any facility that meets your needs. OUR TEAM LET'S WORK The one stop shop for development and construction of commercial and residential real estate. Leadership Calandria Robinson Integrator & Estimator Gerald Baptiste Jr. Founder & Visionary Mr. Baptiste founded Eagle Eye Resources (EER) in 2013, a New Orleans-based company that provides commercial and residential construction, historic preservation, facility maintenance, and custodial services. READ MORE OUR TEAM Faysal Tay Chief Financial Officer Eagle Eye is Creating Sustainable Environments Core Values Always Strive for Excellence Strive for perfection by non-complacency, applying great methods, and showing fanatical attention to detail. Thirst for Learning Knowledgable about our industry with the continual tenacity to grow, or we will die. Protective of the EER Brand Service customers above all else, we do the right thing, posses a shared purpose, and we are good stewards of our industry. Empathetic See things from other people's point of view with the utmost humility. Team Players We are dependable, answer questions promptly when ask, positive attitude, strong leaders with an altruistic approach. We are self starters, who are trustworthy, consistent, and punctual. Creators, Dreamers, Imaginers Always looking for innovative ways to improve vendor, employee, shareholders, and customer experience. Your One-Stop, Turnkey Real Estate Solution Contact Us We'd love to hear from you Contact Us

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