policy standards of conduct
Shared by: rsduran1979
Standards of Conduct Policy Number: 1-102-3 Approved by: Date Issued: 6/4/2002 Revised by: Last Revision: 12/07/07 POLICY: The maintenance of extremely high standards of honesty, integrity, performance and conduct is essential to the proper performance of our business, the satisfaction of “company” clients and the maintenance of clients’ trust. “company” expects its employees to have careful regard for these standards and avoid even the appearance of dishonesty or misconduct. Employees of “company” are expected to conduct themselves at all times in a professional and courteous manner, to exercise good judgment in the discharge of their responsibilities, and to conduct themselves in a manner that can be supported by management. Although it is not possible to provide an exhaustive list of all types of inappropriate conduct and performance, the following are some examples. Inappropriate conduct may result in disciplinary action, up to and including termination. 1. Unsatisfactory or careless performance or neglect of duties. 2. Failure to use or maintain Company or client property in a proper manner and otherwise deliberate or careless damage to Company or client property. 3. Altering or falsifying any time keeping record, intentionally falsifying another employee's time card, allowing someone else to keep/mark your time card, removing any time keeping record from the designated area without proper authorization or destroying such a record. 4. Falsifying personal, client or Company records, including any employment application or other employment information, or any other records or documents related to the Company, its business or any of it clients, employees or representatives. 5. Release of confidential information about the Company, its employees or its customers. 6. Excessive tardiness, absenteeism or abuse of any paid time off policy. 7. Failure to give proper notice of an expected absence. Or absence for three or more consecutive work days without notification to your supervisor or department head, unless a reasonable excuse is offered and accepted by the Company. 8. Dishonesty of any kind, including theft, unauthorized removal or possession of property from the Company, fellow employees, or past, current or perspective clients or representatives. 9. Possession, use or display of any dangerous or unauthorized materials, such as explosives, firearms or other similar items on Company premises or while on Company business. 10. Possession, distribution, sale, use or being under the influence of alcoholic beverages or illegal drugs while on Company property, while on duty, or while operating a vehicle leased or owned by the Company 11. Any conduct endangering, or any verbal or nonverbal threat to endanger, property, life, safety or health. 12. Fighting on Company property. 13. Disrespect toward management, or any supervisor or employee or client of “company”, including insubordination, failure to perform any reasonable assignment, or obscene or abusive language or behavior. 14. Inappropriate, malicious, disparaging or derogatory oral or written statements concerning “company”, or any of its clients, employees or representatives. 15. Violations of “company”’s harassment policy or any other form of unlawful or unethical conduct, harassment or discrimination. 16. Off-duty or pre-employment conduct that reflects or may adversely reflect on “company” if the employee were to remain employed. 17. Unsatisfactory performance. It should be remembered that employment is at the mutual consent of the employee and the Company. Accordingly, either the employee or the Company may terminate the employment relationship at will, at any time, with or without cause or advance notice. 18. Employees may not initiate recruiting in the facility assigned to. PROCEDURE: The Management Team is responsible to monitor and document inappropriate conduct. Such conduct should be addressed and documented according to “company”’s Disciplinary Action Policy and Procedure.