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33 <br /> <br /> <br /> <br />Acceptable employee conduct is necessary for the orderly operation of any business and for the benefit, <br />protection, and safety of persons and property. Each employee, therefore, is expected to conduct himself or <br />herself in an honest, responsible, and polite manner with respect for his or her employees, management, and <br />any person with whom we do business. <br /> <br />Under certain circumstances, the company will be required to address problems associated with an employee’s <br />performance, attendance or violation of company policy. Our approach to corrective action is intended to <br />maintain a productive and safe work environment for all employees. <br /> <br />When a problem develops, the supervisor usually will meet with the employee to discuss the situation and to <br />obtain information that will help determine the appropriate action to take. In most cases the necessary action <br />will fall into two categories- (1) progressive discipline or (2) immediate termination. None of these policies <br />should be interpreted to alter your employment at will status. These are not guarantees, but are guidelines. <br /> <br /> <br />Progressive Discipline <br />We usually employ a progressive course of corrective action for problems involving employee’s work <br />performance, attendance/ lateness records or policy violations. The progressive steps, if applicable, are: <br /> A verbal discussion about the issue with corresponding documentation for the employee’s <br />personnel file; <br /> A written warning that outlines the problem, a plan for improvement and an explanation of <br />the disciplinary consequences if improvement does not occur; and finally; <br /> Termination. <br /> <br /> <br />Immediate Termination <br />In most case, disciplinary action should occur in progressive steps as outlined above so that termination occurs <br />only after efforts have been made to correct the problem. However, violations of some company regulations <br />are so serious that immediate termination may be appropriate. Such actions include, but are not limited to: <br /> Illegal or unauthorized possession of firearms, or other weapons on company property, or off <br />property while performing any job duty. <br /> Releasing confidential information to unauthorized individuals. <br /> Dishonesty, including without limitation, unauthorized use or possession of property <br />belonging to our business and/or another individual. <br /> Fighting, horseplay, or being involved in a situation that has an adverse effect on our business <br />or the Orange County Sportsplex or potential Orange County Sportsplex patrons. <br /> Falsification of any record/document, including without limitation: time records, business <br />records, employee information forms and records, and employment applications or resumes. <br /> Possession, consumption, use or being under the influence of illegal drugs or non-prescribed <br />controlled substances on company premises or while performing services for our business. <br /> Being at work under the influence of alcohol or consuming alcohol in violation of the drug <br />and alcohol policy. <br /> Refusing to carry out job duties or lawful directives of a manager. <br /> Discourteous or rude conduct. <br /> Deliberate or reckless action that causes either actual or potential loss to the company or <br />employees, or damage to company or employee property, or physical injury to employees. <br /> Violation of safety standards. <br /> Discrimination or harassment in violation of our policies. <br /> <br />CORRECTIVE ACTION <br />Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE