Standards of Conduct
Certain kinds of conduct -- conduct that makes it more difficult for work to get done and maintain a positive environment -- aren't appropriate at work. Although it is not possible to provide an exhaustive list of all types of impermissible conduct and performance, the following are some examples.
- Insubordination, including improper conduct toward a supervisor or refusal to perform tasks assigned by a supervisor in the appropriate manner.
- 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.
- Release of confidential information about the Company, its employees or its customers.
- Theft or unauthorized removal or possession of property from the Company, fellow employees, customers or anyone on Company property.
- 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.
- 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.
- Falsifying or making material omission on an employment application or making erroneous entries or material omissions on the Company's records.
- Misusing, destroying or damaging property of the Company, a fellow employee, a customer or a visitor.
- Fighting on Company property.
- Bringing on Company property dangerous or unauthorized materials, such as explosives, firearms or other similar items.
- 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 can terminate the employment relationship at will, at any time, with or without cause or advance notice.
SOURCE: Todd Raphael, Online Editor, and other Workforce staff.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion.