Drug-Free Workplace
Our policy is to maintain a
drug-free workplace. You must report to work free from the influence of any
drugs or alcohol. You may not manufacture, distribute, sell or possess illegal
drugs at any time on our Company premises. In addition, you may not use or be
under the influence of illegal drugs or substances, or misuse legal drugs, at
any time on our Company premises, while on Company business, or while driving
vehicles owned, rented or leased by the Company. We periodically require
employees to submit to appropriate medical tests designed to detect the
influence of drugs or alcohol to ensure compliance with this policy and with
applicable law.
Equal Opportunity
Our policy is to provide
recruitment, hiring, training, compensation, transfer, promotion, termination
and all other conditions of employment for all persons based on merit,
qualifications and competency without discrimination on the basis of race,
color, religion, sex, age, sexual orientation, national origin or ancestry,
disability, medical condition, marital status, veteran status or any status
protected by law and not listed here. Fulfillment of our commitment to equal
employment opportunity requires action by all employees throughout the Company.
We all have a responsibility to promote equal employment opportunities.
Our policy is to provide a work environment that is pleasant,
professional and free from intimidation, hostility or other offenses which
might interfere with work performance. We will not tolerate harassment of any
sort-verbal, physical or visual-particularly against employees in protected
classes. These classes include, but are not necessarily limited to, race,
color, religion, sex, age, sexual orientation, national origin or ancestry,
disability, medical condition, marital status, veteran status, or any other
status protected by law and not listed here.
Workplace harassment may take many forms. It may include, but is
not limited to, words, signs, offensive jokes, cartoons, pictures, posters,
email jokes or statements, unwelcome invitations, pranks, intimidation,
physical assaults or contact, or violence. Other prohibited conduct includes
producing or distributing written or printed material of a harassing or
offensive nature (including notes, photographs, cartoons or articles) and taking
retaliatory action against an employee for discussing or making a harassment
complaint.
Sexual harassment may include unwelcome sexual advances, requests
for sexual favors, unwelcome physical contact, or other communications of a
sexual nature that create an offensive, hostile and intimidating working
environment and prevent an individual from effectively performing the duties of
his or her position. It also encompasses such conduct when it is made a term or
condition of employment or compensation, either implicitly or explicitly, or
when an employment decision is based on an individual's acceptance or rejection
of such conduct. It is important to note that sexual harassment crosses age and
gender boundaries and cannot be stereotyped.
Sexual harassment may exist on a continuum of behavior. Examples
include: touching or grabbing a person's body, particularly after that person
has indicated that such physical contact is unwelcome; continuing to ask a
person to socialize on-duty or off-duty when that person has indicated that he
or she is not interested; displaying or transmitting sexually suggestive
pictures, objects, cartoons or posters; writing sexually suggestive notes or
letters referring to or identifying a person by a sexually provocative or
derogatory name; telling sexual jokes or using sexually vulgar or explicit
language; derogatory or provoking remarks about or relating to a person's
gender; or harassing acts or behavior directed against a person on the basis of
his or her gender or sexual orientation. Off-duty conduct which falls within
any of the above categories can also fall within the definition of sexual
harassment and may affect the work environment.
If you are personally harassed, we encourage you to make it clear
to the harasser that the behavior is unacceptable and unwelcome and must stop
immediately. If, however, you are not comfortable doing so, it is essential
that you report the harassment to your supervisor, your local Human Resources
Manager or the Code of Ethics HelpLine. Contact information is found on page
18.
Notice of Criminal Conviction
In some circumstances, if an employee engages in unlawful conduct
outside of work, such conduct may be detrimental to our business interests and
reputation. As a result, we require that you notify your local Human Resources
Department in writing, as soon as practicable but no later than 5 business
days, if you are convicted of: (1) any violation of a criminal drug statute;
(2) any crime which has led or may lead to registration as a sex offender in
any state; (3) any violent crime including assault, battery, rape, harassment,
stalking, etc.; or (4) any other felony. A conviction during employment will not
automatically disqualify you from continued employment, but a conviction may be
grounds for disciplinary action. We retain full discretion to evaluate the
conviction information and require your full cooperation in order to assess the
significance of any such conviction.
Privacy
It is our policy to take all reasonable steps to protect our employees'
personal information. At a minimum, that means we comply with all laws that
protect the privacy of our employees' personal information, such as laws
protecting health information. If your job requires you to have access to other
employees' private health information or other private or confidential
information about your coworkers, you must take all reasonable steps to protect
the privacy of that information.
Please remember, however, that all email messages and electronic
records you create or receive using our computer systems (including personal
email messages) are Company property. The practice of using passwords should
not lead you to expect privacy with respect to messages or files sent, received
or stored on any Company computer system. Also, you should be aware that email
messages are retained indefinitely, even after you have deleted them. Email
messages and other electronic records are routinely accessed and read by
authorized personnel and sometimes by persons outside our Company.
File cabinets, desk drawers, Company vehicles, lockers or any
other storage devices, including your computer and cell phone, are the property
of the Company and subject to inspection by management at any time. So, do not
bring personal property or materials to work if you do not wish for the
information to be made known. While it is not our intention to learn
information you may wish to keep private, we must sometimes search file
cabinets, desk drawers, lockers, and computers for documents in connection with
the operation of our business. You should have no expectation of privacy of
information stored or kept at work.
Retaliation
We will not tolerate any retaliation or threat of retaliation
against any person for refusing to violate this Code of Ethics or for reporting
in good faith a known or suspected violation of this Code of Ethics. If you are
ever aware of an instance or threat of retaliation, immediately report it to
the Code of Ethics HelpLine. You will find information about how to contact the
Code of Ethics HelpLine on page 18. Any employee who commits an act of
retaliation will be subject to disciplinary action up to and including
termination.
Safety
It is our policy to provide a place of employment free from
recognized hazards that could cause death or serious physical injury, and to
comply with all occupational safety and health standards passed under
applicable statutes. Among other things, these standards require workers to
wear appropriate protection and to adhere to all Company safety and hazardous
material policies and practices. They further require us to provide you with
proper training and supervision, and to inform you of any toxic or hazardous
substances in our workplaces. We expect you to comply with all safety
requirements at our facilities.
Violence in the Workplace
You must never commit or threaten to commit any violent act
against a co-worker, applicant, customer, vendor or other person you come into
contact with in connection with Company business. Also, never assume a threat
is not serious. If you are subjected to or threatened with violence by a
co-worker, customer, vendor or any other person you come into contact with in
connection with Company business, or if you become aware that one of our
employees has harmed or threatened any other employee or any person on our
premises, any employee of a customer or vendor, or any other business
associate, you must report this information to your supervisor or manager, or
to the Code of Ethics HelpLine, as soon as possible. Contact information is
found on page 18.
We also prohibit employees and all other persons (other than law
enforcement and authorized security personnel) from bringing firearms,
ammunition, explosives or other weapons of any kind onto Company property at
any time. Likewise, no employee should possess a firearm, explosive or any
other weapon at any time while driving any Company vehicle or performing any
other off-premises work for our Company.
Our Operations
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