Page 28 - Citizens High School Employee Handbook Final_Neat

● Behavior/language of a threatening, abusive, or inappropriate nature;
● Misuse, damage to or loss of Company property;
● Falsification, alteration, or improper handling of Company-related records;
● Unsatisfactory customer service;
● Disclosure or misuse of confidential information;
● Unauthorized possession or concealment of weapons;
● Insubordination (e.g., refusal to carry out a direct assignment);
● Misuse of Citizens’ High School electronic information systems;
● Possession, use, sale, manufacture, purchase or working under the influence

of non-prescribed or illegal drugs, alcohol, or other intoxicants.

Leaving the Company

Though we understand that there may come a time an employee will wish to resign, we at
Citizens’ High School strive to retain as many employees as we can to retain a sense of
familiarity and a familial work environment. If the time arises that an employee should
wish to resign, we request that you notify your immediate supervisor at least two weeks
in advance and this notice should be in writing. Part of your last paycheck will include
your unused PTO.

An exit interview is generally mandatory to return keys, badges, parking passes, and
other equipment given to the employee at the time of employment. If you leave in good
standing, you may be considered for re-employment at a later time. You will start over as
a new employee with respect to benefits and vacation time.

Dispute Resolution

Disagreements in the work environment are inevitable, but most mountains can be
worked down to ant hills. This will be accomplished through a mediator provided through
the American Arbitration Association or other similar accredited organization with
trained and experienced mediators. The cost of the arbitration will be split between the
employee and Citizens’ High School. Both parties will be responsible for their attorneys
and subsequent fees associated with that. Both parties also acknowledge that by agreeing
to arbitrate they give up their right to litigate their employment dispute in court or submit
it to a jury. The arbitrator’s decision is final and is also binding. If either party seeks out a
court of competent jurisdiction, an arbitration award is enforced. If confidential
information or trade secrets are misappropriated or irreparable damage is caused, we
retain the right to seek injunctive or other relief.

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