Disciple Policy:

Grounds for Disciplinary Actions:


The Company has the rights to discipline and/or terminate any employee who violates company Policies. The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of Conduct that this company does not tolerate. These actions include, but are not limited

•   Engaging in acts of discrimination or harassment in the workplace;
•   Possessing, distributing or being under the influence of illegal substances;
•   Being under the influence of a controlled substance or alcohol at work, on the company premises, or while engaged in company business is not tolerated;
•   Unauthorized use of company property, equipment, devices or assets;
•   Damage, destruction or theft of company property, equipment, devices or assets;
•   Removing or circulating company property or company information without prior authorization;
•   Misrepresentation or omission of information, documents or records;
•   Lying and disobedience or refusal to comply with directives;
•   Failing to adequately perform job responsibilities;
•   Excessive or unexcused absenteeism or tardiness;
•   Disclosing confidential or proprietary company information without permission;
•   Illegal or violent activity;
•   Possessing unauthorized weapons on premises;
•   Disregard for safety and security procedures;
•   Disparaging or disrespecting supervisors and/or co-workers; and
•   Any other action or conduct that is inconsistent with company policies, procedures, standards or expectations.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.



Disciplinary action is any one of a number of options used to correct intolerable conduct or actions. Regulations may take the form of oral warnings, written warnings, probation, suspension, demotion, discharge, removal or some other disciplinary action, in no particular order. The company at its sole discretion will determine the course of action, as it deems appropriate.



Employment with the company is on an at-will basis and may be terminated voluntarily or involuntarily at any time.

Upon termination, an employee is required:

•    To continue to work until the last scheduled day of employment;
•    To turn in all reports and paperwork required to be completed by the employee
      When due and no later than the last day of work;
•    To return all files, documents, equipment, keys, access cards, software or other belonging to the company that are in the employee’s possession, custody or control;
•    Turn in all passwords to his/her supervisor;