Page 55 - Employee Handbook 4-1-2021

Jones-Hamilton Co. is not obligated, however, to continue to employ any person whose
performance of essential job duties is impaired because of drug or alcohol use, nor is
Jones-Hamilton Co. obligated to re-employ any person who has participated in
treatment and/or rehabilitation if that person’s job performance remains impaired as a
result of dependency.

If an employee does not voluntarily seek treatment or rehabilitation and then tests
positive for drugs or alcohol use in violation of this policy, the employee is subject to
discipline, up to and including termination. Employees who are given the opportunity
to seek treatment and/or rehabilitation, but fail to successfully overcome their
dependency or problem, will not automatically be given a second opportunity to seek
treatment and/or rehabilitation. This policy on treatment and rehabilitation is not
intended to affect Jones-Hamilton Co.’s treatment of employees who violate the work
rules described previously. Rather, rehabilitation is an option for an employee who
acknowledges a chemical dependency and voluntarily seeks treatment to end that
dependency.

WORKPLACE VIOLENCE
Jones-Hamilton Co. strives to provide a safe workplace for all employees, and does not
tolerate any type of workplace violence committed by or against employees.
Workplace violence is any violent or potentially violent behavior that arises from or
occurs in the workplace that affects Jones-Hamilton Co. employees, visitors,
contractors and drivers. “Violence" includes physically harming another, shoving,
pushing, harassing, intimidating, coercing, brandishing weapons, and threatening or
talking of engaging in those activities.

Prohibited behavior is any behavior, whether direct or through the use of company
facilities, property or resources that:
• Is violent;

• Threatens violence;

• Harasses or intimidates others;
• Causes injury to another person;

• Interferes with an individual’s legal rights of movement or expression; or

• Disrupts the workplace, the working environment or the Jones-Hamilton Co.
ability to perform normal business operations.

• Intentionally damages Company property or another employees’ property;
Violent or threatening behavior can include physical acts, oral or written statements,
harassing telephone calls, gestures and expressions or behaviors such as stalking.

Employees are prohibited from possessing, storing, keeping, or using a “dangerous
weapon” on Company property or while on Company business. For purposes of this
policy, “dangerous weapon” includes, but is not limited to, handguns, firearms, knives
(e.g., spring blade, switchblade, or butterfly/gravity knife), explosives, and other
weapons further defined by state or federal statutes and regulations and/or local
ordinances. Notably, an exception applies pursuant to Ohio law, in that only employees
with proper permits may have weapons permitted by law in their personal vehicles

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