Section 07: Rules to Help Us All

It is the policy of AAA IMPORTS to expect all employees to abide by certain work rules of general conduct and performance at all times. The regulations governing employee conduct and responsibilities have been established in the best interest of the company, its employees, its customers and other vendors.

Accordingly, a violation of these regulations constitutes misconduct on the part of the employee and appropriate disciplinary action will be initiated. These rules are guidelines only and are not all-inclusive. Disciplinary action may include, but is not limited to, verbal reprimand, written notice, suspension from work without pay, and immediate termination of employment. Management reserves the right to terminate or discipline any employee as the company, in its discretion, considers necessary in individual circumstances.

In the event an employee is suspended from work for disciplinary reasons, benefits will not accrue nor will benefits be recoverable during the suspension period.

EXAMPLES OF MISCONDUCT

The following are only examples of misconduct for which an employee may be subject to discipline and these examples do not constitute a complete list of the circumstances for which discipline will be warranted.

•  Falsification of any records or reports pertaining to absence from work, claims pertaining to injuries occurring on company premises, claims for any benefits provided by the company, communications or records including personnel and production records.

•  Giving false fire alarms, or causing false fire alarms to be given, or tampering with protection equipment.

•  Restricting output, or persuading others to do so, or promoting, encouraging, agitating, engaging in or supporting suspension of work, slowdowns, or any other interruptions of production.

•  Sabotage or subversive activity of any kind.

•  Misuse or removal from the premises, without authorization of any company property, or possession of any property removed from company premises without proper authorization.

•  Bringing, using or having in possession weapons on company premises at any time.

•  Bringing, using, having in possession, transporting, selling or promoting the use of alcohol, any intoxicant, any narcotic, any barbiturate, any amphetamine, any hallucinogen, or any other stimulating or depressing drug on company premises at any time.

•  Striking or manhandling another person or fighting while on company premises at any time.

•  Striking a member of management at any time in connection with any matter relating to employment.

•  Theft of any property on company premises, or theft of company property at any time.

•  Willful abuse, or deliberate destruction of company property, tools or equipment, or of any property on company premises at any time.

•  Gross insubordination - a willful and deliberate refusal to follow reasonable orders given by a member of management.

•  Violation of the company's Equal Employment Opportunity Policy or Policy on Harassment.

•  Committing an immoral or indecent act while on company property regardless of whether the act was committed during the employee's workday.

•  Altering any employee time card regardless of whether it is the employee's own time card or that of another employee.

•  Intentionally punching the time card of another employee or having another employee punch his/her time card.

•  Conviction of any offense by a court of law which in management's judgment would make that employee undesirable for association with the company and its other employees.

•  Reporting for work under the influence of or when suffering from a hangover from alcohol, any intoxicant, any narcotic, any barbiturate, any amphetamine, any hallucinogen, or any other stimulating or depressing drug.

•  Threatening, intimidating, coercing or interfering with any person on company premises at any time.

•  Sleeping on company time.

•  Altering, defacing or removing governmental or company notices and bulletins that are posted on the company bulletin board.

•  Gaining unauthorized access to company records and files whether they are locked or otherwise.

•  Handling or operating machines, tools or equipment, which do not come within the employee's authority.

•  Careless or negligent use or operation of company tools or equipment.

•  Failure to immediately report to management any injury or accident resulting from an on-the-job situation.

•  Performing substandard work both in quality and quantity after having been instructed in proper procedure and technique.

•  Unauthorized leave from the work area during work schedule exceeding the time allowed for scheduled break or lunch period.

•  Unauthorized manufacture of products for personal use (including sale or gifts).

•  Unauthorized distribution of literature in the work area or posting on company property.

•  Distraction of other employees, or causing confusion by unnecessary shouting, catcalls, whistling or demonstration while on company property.

•  Punching in more than 10 minutes prior to the start of the employee's workday or punching out more than 10 minutes following the conclusion of his/her workday without authorized permission.

•  Engaging in horseplay, practical jokes, gambling, selling merchandise, solicitation or general loitering while on company property.

•  Having non-employees on company property at any time without authorized permission.

•  Using profane language on company property, which in management's opinion is offensive to visitors and to other employees.