Page 77 - Employee Handbook February 15, 2024

In the event of dismissal for misconduct, all benefits end at the end of the month.
COBRA may not be available to anyone dismissed from Employer for gross
misconduct.

DEFINITIONS OF GROSS MISCONDUCT
Gross misconduct is defined as intentional, willful, deliberate or reckless, and was
performed with a conscious or reckless disregard of the consequences of one’s acts for
the very purpose of causing harm or with knowledge that harm would result in the
employer’s best interest.

A list of conduct that the company will define as gross misconduct are as follows:

 Blatant disregard for the safety of others or serious breaches of health and
safety rules.
 Acts of discrimination, harassment or verbal abuse.
 Fighting, physical assault, abuse or threatening behavior.
 Deliberate acts of vandalism or sabotage.
 Sexual misconduct at the workplace.
 Any attempts to financially defraud the company or theft.
 Significant levels of insubordination.
 Dishonesty, falsification of company records, or other forms of
misrepresentation.
 Offensive or unlawful behavior.
 Serious breaches to the company Code of Ethics.
 Violation of the company drug and alcohol policy.

This list is intended to be representative of the types of activities that may be classified
as gross misconduct. It is not exhaustive, and is not intended to be comprehensive
and does not change the employment-at-will relationship between the employee and
the Company.

DISCIPLINE OTHER THAN IMMEDIATE TERMINATION
All employees are expected to meet Employer standards of work performance. Work
performance encompasses many factors, including attendance, punctuality, personal
conduct, job proficiency and general compliance with the Company's policies and
procedures.

If an employee does not meet these standards, the Company may, under appropriate
circumstances, take corrective action, other than immediate dismissal.
The intent of corrective action is to formally document problems while providing the employee
with a reasonable time within which to improve performance. The process is designed to
encourage development by providing employees with guidance in areas that need improvement

Page 77 CLICK HERE FOR TABLE OF CONTENTS Revision February 15, 2024