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FIGHTING
Fighting cannot and will not be
tolerated on Company premises. Whenever a fight occurs, the
Supervisor in charge is responsible for breaking up the fight or
calling the police as well as ascertaining what witnesses were
present and sending an immediate written report of the incident
(including names of the participants and witnesses) to the Human
Resource Department. The Branch Manager and the Human Resource
Department is responsible for investigating the incident, including
interviewing participants and witnesses. The Branch Manager is then
responsible for imposing appropriate discipline, including
discharge.
GAMBLING
The Company believes that gambling
among it's employees can lead to bad morale, hard feeling and
financial hardship. Therefore, gambling is prohibited on Company
premises and will be a cause for discipline. Gambling includes card
playing, dice, lotteries, betting on horse races, sports betting, or
any other kind of wagering.
Any employee who is guilty of selling
or attempting to sell football cards or run betting pools will be
subject to discipline. Any employee found guilty of acting as a
bookmaker will be subject to discharge.
HANDICAPPED AND DISABLED
EMPLOYEES
The Company welcomes applications from
people with disabilities and does not discriminate against people
with disabilities in any way. It is against the law to discriminate
against handicapped people, provided that with reasonable
accommodations, they can perform the essential functions of the job.
Disabled applicants will be provided with detailed job descriptions
and upon application, will be asked whether he or she can perform
the essential functions of the position sought. The Company will
comply with County and with Government regulations, specifically the
following:
1. Consider all disabled applicants for
employment using the same criteria as are used for the employment of
non-disabled persons.
2. Consider disabled employees for
promotion using the same criteria as are used for the promotion of
non-disabled employees.
3. Take steps to make it's facilities
barrier-free and accessible according to appropriate federal and
state statutes.
4. Make scheduling adjustments to fit
the needs of disabled employees when such adjustments do not have an
adverse effect on the company's business and the rights of
non-disabled employees.
5. Educate employees to the fact that
disabled individuals are employed by the company and should not be
discriminated against.
6. Provide a comfortable, safe,
accessible, and pleasant working environment for
employees. |