policy standards of conduct

							                                   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.