Page 27 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
o No associate is to stand on any object other than a step stool, ladder, or other equipment designed for that purpose.
o Guards on all power equipment must be kept in place.
o Cabinet drawers, doors, etc., must be kept in a position where they do not create a hazard.
o Electrical cords must not be left across hallways, stairs, open doorways, etc.
o All electrical cords must be maintained in good working condition. If the cord is frayed, a plug is
loose, or the ground pin on the plug is broken, the cord must not be used. The use of extension cords
is not permitted in resident rooms.
o All needles are to be disposed of in an appropriate manner.
DISCIPLINE/CORRECTIVE ACTION
The Piper has developed reasonable rules of conduct in order to ensure the orderly and safe operation of its locations and to provide exceptional service to its residents. When those or other rules are violated, Associates display performance issues or make mistakes, the Company strives to administer discipline in a progressive manner in order to provide Associates with the opportunity to correct unacceptable behavior and performance issues and to ensure consistency.
Employment at Will
This policy serves as a guideline only, and does not create any contractual duties or obligations on the part of The Piper. This policy does not give any Associate any rights or expectations as to the procedures or methods to be used for discipline or discharge and the Company reserves the right to skip any of the steps set forth herein and proceed immediately to termination. Finally, this policy does not alter the Company’s at-will employment policy and all Associates remain at-will, meaning they may be discharged at any time, for any reason, no reason at all, with or without cause or notice.
Levels of discipline
Levels of discipline issued under this policy are, in some cases, progressive and designed to provide the associate with notice of the unacceptable conduct and an opportunity to correct or improve the behavior. Discipline under this policy may include Documented Counseling, Written Warning, Final Written Warning, Suspension, Investigatory Suspension, and/or Termination and the level of discipline issued will depend on several factors, including without limitation, the nature of the misconduct or work rule violated, the seriousness of the infraction, the associate’s receipt of prior disciplinary action (during the prior twelve months) and prior work history. Discipline will be documented on the Disciplinary Action Form.
Disciplinary Actions for specific offenses
It is not possible to list all types of work rules which, when violated, may result in disciplinary action. Any act, whether or not listed, which in the Company’s sole discretion interferes with resident care, the performance of any associate, safety of any resident, Associate or visitor, or the operation of the building may subject an Associate to disciplinary action. Further, conduct not specifically listed in this policy, but which adversely affects the interest of the Company, other Associates, residents or customers, may also result in disciplinary action.
Other than with respect to the violation of Category III work rules, the level of progressive discipline appropriate for a second or third offense will be considered with respect to prior disciplinary action issued to the associate during the prior twelve month period. For example, if an associate violates a Category I work rule within seven (7) months after receiving a verbal warning, the next level of discipline should be a written warning. However, if the second offense occurs more than twelve months after receipt of the
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