Page 41 - Tegra Employee Handbook_2019_FINAL

RULES AND REGULATIONS

The following list contains some examples of conduct (while
at work or conducting Tegra business elsewhere) that may
lead to disciplinary action, up to and including termination:

• Excessive or unexcused absenteeism and tardiness
(where no bona-fide family/medical leave or other
approved leave exists)
• Theft/unauthorized possession of Company, customer,
vendor, or supplier property
• Possession, distribution, sale, transfer or use of alcohol
or illegal drugs in the workplace, while on duty or while
operating employer-owned vehicles or equipment or
other violations of the Company’s Drug-Free Workplace
Policy
• Unsafe acts, carelessness or negligence, willful
destruction of company/customer property or the
property of others
• Harassment, including sexual harassment
• Insubordination, failure to comply with a lawful
management directive
• Failure to demonstrate professional conduct or maintain
a professional environment
• Use of profane or abusive language directed at
an employee, customer, supervisor or other Tegra
management team member
• Conflicts of interest
• Unsatisfactory performance or sleeping on the job
• Possession of dangerous or unauthorized materials, such
as explosives, firearms, weapons, in the workplace
• Falsifying company records or reports, including one’s
time records or the time records of another employee

The preceding list is not meant to be exhaustive but is only a representative
sample of prohibited behavior. As noted previously, employees are employed
at-will. Just as the Company can terminate any at will employee at any time
with or without cause or notice, any employee can resign with or without cause
or notice. The Company also reserves the right to suspend employees, with or
without pay, during any investigation of improper conduct or as the Company
deems necessary.

TEGRA EMPLOYEE HANDBOOK 41