Page 11 - Policies Procedures Final with cover page

Employee Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, we expect you to follow
rules of conduct that will protect the interests and safety of all employees and MTR.

Although it is not possible to list all the forms of behavior that are considered unacceptable at work, the
following are some examples of conduct that may result in disciplinary action, up to and including
termination of employment:

• Violation of email/internet policy
• Theft or inappropriate removal or possession of property
• Falsification of timekeeping records
• Working under the influence of alcohol or illegal drugs
• 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
• Fighting or threatening violence in the workplace
• Negligence or improper conduct leading to damage of employer-owned or customer-owned
property
• Violation of safety or health rules
• Sexual or other unlawful or unwelcome harassment
• Bullying
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
• Excessive absenteeism/tardiness or any absence without notice
• Unauthorized absence from work station during the workday
• Unauthorized use of telephones, mail system, or other employer-owned equipment
• Unauthorized disclosure of business "secrets" or confidential information

Workplace Bullying

MTR defines bullying as “repeated inappropriate behavior, either direct or indirect,
whether verbal, physical or otherwise, conducted by one or more persons against
another or others, at the place of work and/or in the course of employment.

The purpose of this policy is to communicate to all employees, including supervisors,
managers and executives that MTR will not in any instance tolerate bullying behavior.
Employees found in violation of this policy will be disciplined, up to and including termination.

Harassing behavior can occur by and between co-workers, by supervisors and managers against
subordinates, and by non-employees (clients, vendors, etc.) against employees. Bullying may be
intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the
intention of the alleged bully is irrelevant, and will not be given consideration when establishing
discipline. As in sexual harassment, it is the effect of the behavior upon the individual which is
important.

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