Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list. The Firm does not intend this list to be comprehensive or to limit the Firm’s right to impose discipline for any other conduct it deems inappropriate. Keep in mind that these standards of conduct apply to all employees whenever they are on Firm property and/or conducting Firm business (on or off Firm property). Engaging in any conduct the Firm deems inappropriate may result in disciplinary action, up to and including immediate termination:
(a) Dishonesty or falsification of Firm records;
(b) Unauthorized use or possession of property that belongs to the Firm, a coworker, or the public;
(c) Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials;
(d) Fighting, engaging in threats of violence or violence, use of vulgar or abusive language including, but not limited to, curse words, insults, sexually explicit talk, or racial slurs, horseplay, practical jokes, or other disorderly conduct that may endanger others or damage property;
(e) Insubordination, failure to perform assigned duties, or failure to comply with the Firm’s health, safety, or other lawful rules;
(f) Gambling on premises;
(g) Sleeping on the job;
(h) Defacing property;
(i) Engaging in criminal activity;
(j) Unauthorized or careless use of the Firm’s materials, equipment, or property;
(k) Unauthorized and/or excessive absenteeism or tardiness in violation of the Firm’s Attendance policy;
(l) Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or other conduct that is improper for the workplace, such as threatening or intimidating fellow employees or visitors;
(m) Sexual or other illegal harassment or discrimination;
(o) Unauthorized use or disclosure of the Firm’s business secrets, confidential financial data, or other similar confidential information;
(p) Violation of the Firm’s Substance Use and Abuse Policy;
(q) Violation of any lawful Firm policy.
As an at-will employer, the Firm may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including, but not limited to, verbal counseling, written warnings, suspension, demotion, transfer, reassignment, or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, the Firm may discharge an employee immediately at any time the Firm determines such action is appropriate.