Page 387 - 2024 Orientation Manual

employment relationship. Either you or the LSBA may, with or without warning and with or without
cause, terminate employment at any time.

The following non-exclusive examples are illustrative examples of offenses or violations for which an
Employee may either be counseled, given opportunities for improvement, and/or disciplined, up to and
including termination:

 Any violation of any policy or procedure contained in this Handbook or distributed to
Employees.
 Working in the United States illegally or participating in document fraud.
 Excessive absences or tardiness.
 Use of profane, obscene, threatening, inflammatory or abusive language with Members,
vendors, suppliers and/or co-workers or management-level Employees.
 Horseplay or other inappropriate conduct or behavior.
 Violation of safety and health rules.
 Failure to notify and/or adhere to medical restrictions.
 Abusive or discourteous behavior towards fellow Employees, Members, vendors, and suppliers,
which may include, but is not limited to, violation of LSBA’s Discrimination, Harassment and
Retaliation Policy.
 Failure to perform work at a level of quality and quantity acceptable to the LSBA.
 Performing personal work on LSBA time.
 Sleeping on the job.
 Destruction or misuse of LSBA property.
 Excess personal use of telephones or other LSBA equipment.
 Violation of the LSBA’s Alcohol and Drugs in the Workplace Policy.
 Falsifying any LSBA record or giving false information on any LSBA record or to any LSBA
representative.
 Conviction or commission of a serious crime, a felony or other crime.
 Insubordination or refusing to follow lawful instructions of supervisors.
 Failure to report a workplace accident or injury.
 Engaging in conduct or behavior that may have an adverse effect on the LSBA.
 Unauthorized release of confidential or proprietary information of the LSBA.
 Failure to follow the LSBA’s dress code.
 Failure to observe safety standards set forth in this Handbook.
 Failure to report and turn in lost and found articles or money.
 Improper use of LSBA-provided equipment.
 Deliberate injury of another person.
 Theft from the LSBA, its Members, or Employees, or possession of someone else’s property
without authorization.
 Other offenses that in the supervisor’s or Executive Director’s judgment warrant counseling or
other corrective action, up to and including termination.
 Engaging in conduct in violation of the LSBA’s Workplace Violence policy.

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