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• 4. On occasion, board members or employees may wish to contribute money or <br /> gifts for the benefit of a fellow employee, program participant or his/her family. <br /> Any ad of contribution is voluntary and made on a personal, informal basis. <br />5. Except as authorized in this handbook or by a supervisor in writing, using CET <br /> assets or labor or equipment for personal purposes is prohibited. <br />6. CET discourages full-time employees from engaging in any outside <br /> employment. Employees are not allowed to work as managers, instructors, <br /> advisors, or job developers for other employers who are in competition with <br /> CET for similar funding/same clientele to be served. Other outside employment <br /> is allowed if: <br />7. The number of hours worked does not interfere with the quality of the <br /> employee's job perFortnance, attendance and particpation in CET related <br /> <br />8. functions. <br />The employment does not cxeate a conflict of interest with CET and is <br /> consistent with CETs goals and polices. <br />9. The employment is disdosed and approved in writing by the Corporate Human <br /> Resources Director. <br />10. Full-time employment at CET is compensated and therefore, other employment <br /> wrth compensation for the same time/hours as those reported to CET, is strictly <br /> prohibited. <br />11. Corporate, Regional and Center Directors cannot do consultant work without <br /> prior approval of the Corporate Human Resources Director or PresidentJChief <br /> Executive Officer. <br />• Failure to adhere to these guidelines, including failure to disclose any conflicts or to <br />seek an exception, will result in discipline, up to and including dismissal. <br />• <br />