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record. Medical documentation within the guidelines of the FMLA may be required for
all FMLA absences.

No-Call/No-Show Absences

Not reporting to work and not calling to report the absence is a no-call/no show. The
first instance of a no-call/no show may result in a final written warning. The second
separate offense may result in termination of employment with no additional
disciplinary steps. A no call/no show lasting two days or more may be considered job
abandonment and may be deemed an employee’s voluntary resignation of
employment.

Patterns of absenteeism or tardiness may result in discipline, up to and including
termination, even if the employee has not yet exhausted available paid time off.

PROCEDURES

Disciplinary actions as to attendance and punctuality should be taken with the
involvement of the Human Resources Department as counsel to management.
Disciplinary action may be administered by the direct supervisor, manager, and/or
Human Resources, as management deems appropriate.

In addition to any disciplinary action that may be taken, employees will ordinarily not
be paid for any unexcused/unauthorized absences.

Management reserves the right to use its discretion in applying this policy under
special or unique circumstances.

OFF-DUTY CONDUCT AND ADDITIONAL EMPLOYMENT

Employees are expected to conduct their personal affairs in a manner that does not
adversely reflect on Jones-Hamilton Co.’s business or the employee’s integrity,
reputation or credibility. Illegal or immoral off-duty conduct by an employee that
adversely affects Jones-Hamilton Co.’s legitimate business interests or the employee's
ability to perform his or her job will not be tolerated and may result in discipline, up to
and including termination.
While employed by Jones-Hamilton Co., employees are expected to devote their
energies to their jobs with Jones-Hamilton Co. The following types of non-company
related employment are strictly prohibited:

• Additional employment that conflicts with an employee’s work schedule,
duties, and responsibilities at Jones-Hamilton Co.;

• Additional employment that creates a conflict of interest or is incompatible
with the employee's position with Jones-Hamilton Co.;

• Additional employment that impairs or has a detrimental effect on the
employee’s work performance with Jones-Hamilton Co.;

• Additional employment that requires the employee to conduct work or related
activities on Jones-Hamilton Co.’s property during the employer's working
hours or to use Jones-Hamilton Co.’s facilities and/or equipment; and,

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