Page 91 - Foltz Trucking Driver Handbook

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Misconductcanoccureitheronoroffthejob. Examplesofmisconductonthejobarecitedabove. Examples of misconduct off the job include, but are not limited to, involvement with criminal activity or activity involving moral turpitude which, in the judgment of the Company, reflects adversely on the image or standing of the Company.
Gambling losses, debts, or a reputation for habitual gambling may seriously compromise an employee's image and that of the Company and may be considered as a form of moral turpitude. Any and all gambling, sports pools, office pools or other games of chance on Company property are strictly prohibited. Any employee found participating in the above may be subject to discipline up to and including termination. Additionally, the Company recognizes that employees may voluntarily admit to having gambling problems that have not resulted in disciplinary action. These employees may be eligible for unpaid time off to participate in a rehabilitation program.
The Company discourages consensual relationships between managers and employees that are romantic or sexual in nature. If such a relationship develops between a supervisor/manager and an employee, the Company holds the supervisor/manager responsible for disclosing the relationship to other upper management representatives.
A supervisor/manager who engages in a romantic or sexual relationship with an employee will no longer be responsible for any matter concerning that employee's work assignments, hiring, evaluations, promotions, compensation, or discipline. Management reserves the right to terminate either or both parties if the relationship negatively affects the Company.
The Company reserves the right to ask both parties to sign a document stating that their relationship is consensual and that neither party will hold Company liable if the relationship degenerates. Both the supervisor/manager and the employee are encouraged to talk to management if what begins as a consensual relationship, develops into a situation that is harassing or has adverse workplace consequences.
It is imperative that each individual conduct him or herself, at all times, so as to reflect credit on the Company and its directors, officers and staff members.
Dress Code/Appearance
Appearance, personal hygiene and dress should be in keeping with the job being performed, both for safety reasons and to reflect a positive image for the Company. Should an employee arrive for work wearing clothing or accessories which, in the opinion of Management, is inappropriate, or their personal hygiene is inappropriate, they may be required to go home and change prior to commencing work.
Footwear
The Company requires that all employees wear appropriate and suitable footwear. Appropriate and suitable footwear includes work boots with treading/grip (no cowboy boots) or clean athletic shoes in good condition.
Inclement Weather
A decision to close a location of the Company due to inclement weather shall be at the discretion of the Worksite Employer, who will make the necessary arrangements to notify employees. Should an employee choose not to attend work due to inclement weather when that location is still open, that employee will have
Violation of personnel policies
Unsatisfactory performance on the job or misconduct on or off the job
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