Page 41 - GreenPoint Ag Employee Handbook 8-22-22

GreenPoint Ag Employee Handbook

• Insubordination or other disrespectful conduct including but not limited to, failure or refusal to
obey the orders or instructions of any manager, abusive or threatening language toward any
colleague, fighting or attempted bodily injury, or illegal possession of a weapon;
• Violation of any law adversely affecting GreenPoint Ag, or conviction in court of any crime which
may cause the employee to be regarded as unsuitable for continued employment;
• Falsification of employment records, employment information or any other records;
• Possession, distribution, sale, transfer, use of or being under the influence of alcohol or illegal
drugs in the workplace, or while operating GreenPoint Ag-owned or leased vehicles or
equipment;
• Failure to complete work duties in a timely and accurate manner;
• Excessive absenteeism or any absence without notice;
• Unauthorized use of communication methods or other GreenPoint Ag-owned equipment;
• Failure to dress appropriately for the work environment; or
• Posting hostile, discriminatory, or inappropriate comments on social media.
Since employment with GreenPoint Ag is voluntary and at will, you may terminate employment at any
time, with or without cause or advance notice. Likewise, GreenPoint Ag may terminate your
employment at any time, with or without cause or advance notice.

Personal Relationships
Nepotism
While we value all GreenPoint Ag employees, and by extension, your families, we will not hire a current
employee’s relative where there is a risk of impacting morale or a perceived conflict of interest.
Situations where an employee would be in the supervision chain of a family member will be prohibited
to the greatest extent possible. Should current employees become related, such as by marriage,
alternative employment arrangements will be explored with the employees and determined by
management and Human Resources.

Fraternization
Employees are encouraged to socialize and develop professional relationships in the workplace provided
that these relationships do not interfere with the work performance of either individual or with the
effective functioning of the workplace. Employees who engage in personal relationships (including
romantic and sexual relationships) should be aware of their professional responsibilities and will be
responsible for assuring that the relationship does not raise concerns about favoritism, bias, ethics, and
conflict of interest. In cases of doubt, advice and counsel should be sought from your manager or
Human Resources.

Romantic or sexual relationships between employees where one individual has influence or control over
the other's conditions of employment are inappropriate and explicitly prohibited. Should this type of
relationship develop, alternative employment arrangements will be explored with the employees and
determined by management and Human Resources. These relationships, even if consensual, may
ultimately result in conflict, difficulties in the workplace, or legal issues. If such a relationship currently
exists or develops:

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