Page 23 - Green Mountain Research Handbook - Test for Security

Green Mountain Research Employee Handbook

Conduct

In order to assure orderly operations and provide the best possible work environment, GMR
expects employees to follow rules of conduct that will protect the interests and safety of
personnel and the mission of the Company. Any employee conduct that violates Company rules
or that, in the opinion of the Company, interferes with or adversely affects our Company’s
mission or reputation is sufficient grounds for disciplinary action, up to and including
termination. In addition, the Company retains the right to end your employment at any time,
with or without cause or notice.

While it is impossible to list every behavior that is considered unacceptable in the workplace,
the following are examples of infractions of rules of conduct that may result in disciplinary
action, including suspension, demotion, or termination of employment.

1. Embezzlement or fraud
2. Dishonesty with peers, management and any other contractor or affiliate of GMR
3. Failure to comply with Company policies and procedures

4. Failure to complete work duties in a timely and accurate manner
5. Harassment of any kind in the workplace.
6. Falsification of employment records, employment information, or other records.
7. Recording the work time of another employee, allowing any other employee to record
your work time, or allowing falsification of any timesheet, whether your own or another
employee’s.
8. Theft or deliberate careless damage of any Company property or the property of any
employee or guest.
9. Removing or borrowing Company property without prior authorization.
10. Unauthorized use of Company equipment, time, materials, or facilities.
11. Possessing, distributing, selling, transferring, or using—or being under the influence of

alcohol or illegal drugs in the workplace in violation of the company’s Substance Abuse
Policy (except as permitted under the Company’s Limited Permitted Use of Alcohol After
Hours Policy).
12. Insubordination, including but not limited to failure or refusal to obey the orders or
instructions of any Supervisor or member of the Executive Team, or the abusive or
threatening language toward any Supervisor or member of the Executive Team, fighting
or attempted bodily injury, or illegal possession of a weapon.
13. Using profane or abusive language at any time during work hours or while on premises

owned or occupied by the Company or a customer.
14. Failing to notify your supervisor when unable to report to work.

22 | Page

Revision Date: 08/01/2021
Origination Date: 08/01/2021