Page 12 - Employee Handbook 4-1-2021

functions. This policy is not exhaustive, and each situation will be evaluated
independently based on its unique circumstances under applicable law.

An employee who has received a reasonable accommodation must continue to comply with
all applicable Company policies, procedures, and rules, and remains an at-will employee. If
you have any concerns regarding accommodations of disabilities contact Human Resources.

STANDARDS OF CONDUCT

EMPLOYEE CONDUCT

All employees are expected to: (i) exhibit a high degree of personal integrity and
conduct themselves in a professional and respectful manner at all times; (ii) use good
judgment and common sense in making work-related decisions and to be accountable
for their actions; and (iii) respect others and refrain from conduct that might be
harmful to coworkers or Jones-Hamilton Co. business.
This list of prohibited conduct is illustrative only; other types of conduct that threatens
security, personal safety, employee welfare and Jones-Hamilton Co. operations also
may result in disciplinary action, up to and including termination.
• Acts of dishonesty, including but not limited to falsifying employment records,
employment information, or other Jones-Hamilton Co. records;
• Recording the work time of another employee or allowing any other employee to
record your work time, or falsifying any time worked, either your own or another
employee’s;

• Theft or deliberate or careless damage or destruction of any Jones-Hamilton Co.
property, or the property of any employee or customer;

• Removing or borrowing Jones-Hamilton Co. property without prior authorization;

• Unauthorized use of Jones-Hamilton Co. equipment, time, materials, or facilities;
• Provoking a fight or fighting during working hours or on Jones-Hamilton Co.
premises;
• Participating in horseplay on Jones-Hamilton Co. time or on Jones-Hamilton Co.
premises;
• Carrying firearms or any other dangerous weapons on Jones-Hamilton Co.
premises at any time;
• Engaging in criminal conduct whether or not related to job performance;

• Causing, creating, or participating in a disruption of any kind during working
hours on Jones-Hamilton Co. premises;

• Insubordination, including but not limited to failure or refusal to comply with a
supervisor or member of management instructions, or the use of abusive or
threatening language toward a supervisor or member of management;
• Failing to notify a supervisor when unable to report to work;

• Unreported absence of two or more consecutive scheduled workdays;
• Leaving work without permission for any reason during normal working hours;

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