5.1 Standards of Conduct CREA, LLC wishes to create a work environment that promotes job satisfaction, respect, teamwork, responsibility, integrity, and value for all our employees, clients, and other stakeholders. We all share the responsibility of improving the quality of our work environment. While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge employees for any reason permitted by law.
Examples of inappropriate conduct include:
Violation of the policies and procedures set forth in this handbook. Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances. Being under the influence of alcohol during working hours on Company property (including in Company vehicles), or on Company business. Inaccurate reporting of the hours worked by you or any other employees. Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the Company or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records. Taking or destroying Company property. Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization. Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or client. Disclosure of Company trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, client lists, patents, trademarks, etc.) of the Company or its clients, contractors, suppliers, or vendors. Refusal or failure to follow directions or to perform a requested or required job task. Excessive tardiness or absences. Use of obscene or harassing (as defined by our EEO policy) language in the workplace. Engaging in outside employment that interferes with your ability to perform your job at this Company. Lending keys or keycards for Company property to unauthorized persons. Nothing in this policy is intended to limit your rights under the National Labor Relations Act or to modify the at-will employment status where at-will is not prohibited by state law. 5.2 Open Door/Conflict Resolution Process CREA, LLC strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the workplace to the attention of your manager and, if necessary, to Human Resources or senior management. To help manage conflict resolution, we have instituted the following problem-solving procedure: If you believe there is inappropriate conduct or activity on the part of the Company, management, its employees, vendors, clients, or any other persons or entities related to the Company, bring your concerns to the attention of your manager at a time and place that will allow the person to listen to your concern properly. Most problems can be resolved informally through dialogue between you and your immediate manager. If you have already brought this matter to the attention of your manager before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns to Human Resources or senior management. Describe the problem, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.
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