POLICY AND PROCEDURE
House of New Hope
POLICY: HR 600
TITLE:Employee Conduct and Work Rules
EFFECTIVE DATE: 1/02AUTHORIZED BY: Board of Trustees
REVISION DATE: 3/2016
Summary:
To ensure orderly operations and provide the best possible work environment, HONH expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.
Guideline:
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
●Theft, inappropriate removal or possession of company property
●Falsification of timekeeping records
●Working under the influence of alcohol or illegal drugs
●Fighting or threatening violence in the workplace
●Negligence leading to damage of employer-owned or customer-owned property
●Vulgar, obscene, threatening, intimidating, harassing, and/or unlawful discriminatory comments
●Smoking in prohibited areas
●Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace not allowed by law
●Excessive absenteeism or any absence without notice
●Unauthorized use of telephones, mail system, or other employer-owned equipment
●Unauthorized disclosure of confidential information protected by federal law including but not limited to the Health Insurance Portability and Accountability Act.
The preceding list of infractions is not all-inclusive. Management reserves the right to discipline employees for infractions not specifically listed.
In accordance with OAC 5101:2-5-09.1 employees were required to complete the BCII/FBI prescribed criminal records check form and provide a set of fingerprint impressions prior to their date of hire. House of New Hope reserves the right to re-screen an employee’s criminal background by requiring the completion of the BCII/FBI prescribed criminal records check form and provide a set of fingerprint impressions on a random basis.
House of New Hope reserves the right to require a drug screen as stated in 625 (Drug Testing).
NLRA Activity - When applicable protected concerted activity covered by the National Labor Relation Act (NLRA) is not prohibited by this policy. This policy in no way prohibits employee communications that are protected under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the NLRA which includes the right of employees to speak with others about their terms and conditions of employment.
THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.