Standards of Professional Conduct
Employee Handbook Website requires that all of its business be conducted with the highest
legal and ethical standards. The purpose of this policy is to set forth
basic principles and guidelines to direct employees in the proper conduct
of the business and personal affairs as representatives of Employee Handbook Website.
The following standards are expected to be maintained by all employees,
regardless of their position:
- Assure that all actions and behaviors promote the favorable image of
the company, its management and its officers.
- Avoid potential conflict of interest and personal gain or any appearance
of a conflict or impropriety.
- Promote the integrity, reputation, administration and operations of
all the affairs of the company and avoid any conduct, whether on or off
duty, that could cause embarrassment or disrepute to the company.
Like all other organizations, Employee Handbook Website has established certain minimum
standards of conduct that promote efficiency, productivity and cooperation
among employees. For this reason, it may be helpful to identify some examples
of conduct that are impermissible and that may lead to disciplinary action
up to and including immediate termination. Although it is not possible
to provide an exhaustive list of all types of impermissible conduct or
performance, the following are some examples:
- Committing acts of dishonesty including falsification of, or making
a material omission of forms, records, or reports.
- Disclosure of trade secrets or confidential information about Employee Handbook Website,
its employees, or its customers and/or clients.
- Working for a competitor, or establishing a competing business.
- Engaging in altercations or any type of harassment, whether verbal,
non-verbal or physical.
- Actual or threatened violence against co-workers, visitors, or any other
persons who are on our premises or have contact with employees in the
course of their duties.
- Insubordination, including improper conduct toward a manager, or refusal
to perform assigned tasks.
- Theft, abuse, destruction, waste, or unauthorized use/possession of
Employee Handbook Website property, facilities, equipment or materials.
- Possessing or bringing firearms or other dangerous weapons on Employee Handbook Website
- Unauthorized possession, use or sale of illegal substances on Employee Handbook Website
property, or reporting for work under the influence of alcohol or illegal
- Violating safety or health regulations or engaging in conduct that creates
a safety or health hazard.
- Excessive absenteeism or tardiness.
- Unsatisfactory performance.
It should be remembered that employment is at the
mutual consent of the employee and the company. Accordingly, either the
employee or the company can terminate the employment relationship at will,
at any time, either with or without cause or advance notice.
Conflict of Interest Policy
Employee Handbook Website is engaged in a variety of activities that have the common
goal of promoting the interests of our customers. The activities of Employee Handbook Website are conducted in locations throughout the country and are often
performed in conjunction with programs and contractual arrangements that
involve other parties and organizations. It must be understood that Employee Handbook Websites reputation and relationship with outside organizations
and individuals, as well as its relationships with its employees, are
of utmost importance. In addition, these relationships are often the product
of long-standing relationships and/or substantial investments of Employee Handbook Websites
resources, energies, and efforts.
Employee Handbook Website, therefore, has a substantial interest in all of its business
ventures and activities and must maintain policies that are designed to
protect its financial interests, as well as the employees who depend upon
the companys ongoing success as a means of providing a basis for
continued employment. Employees at all levels throughout the organization
are therefore required to comply with this conflict of interest policy.
The policy recognizes that employers have the right to insist upon the
undivided loyalty of their employees throughout their employment. In keeping
with this right, the company requires the following commitments from all
employees, subject to the provisions of all applicable federal, state,
and local laws:
- Every employee of Employee Handbook Website has a legal and ethical responsibility
to promote the companys best interests. No employee may engage in
any conduct or activities that are inconsistent with Employee Handbook Websites
best interests or that in any manner disrupts, undermines, or impairs
the companys relationship with any customer or prospective customer
or any outside organization, person or entity with which Employee Handbook Website has
or proposes to enter into an arrangement, agreement, or contractual relationship
of any kind.
- Employees must also agree that, both during and subsequent to their
employment with Employee Handbook Website, they will not interfere with, disrupt, or
impair any relationship between Employee Handbook Website and any employee, consultant,
representative, or any outside organization with which it has or proposes
to enter into a contractual relationship, arrangement, or program.
- The protection of confidential information and trade secrets is essential
to Employee Handbook Website, its clients, and the future security of its employees.
To protect such information, employees may not disclose any trade secrets
or confidential information. Employees who are exposed to confidential,
sensitive, or proprietary information about Employee Handbook Website, its clients,
or its programs may be required to sign a trade secret and nondisclosure
agreement as a condition of employment. Employees who improperly disclose
any sensitive information, confidential information, or trade secrets
are subject to disciplinary action up to and possibly including discharge,
whether or not they are parties to such an agreement.
- Employee Handbook Website requires the complete commitment of all full-time employees.
Such employees may not engage in any outside activity or accept work in
any outside position that either interferes with their ability to devote
their full and best efforts to Employee Handbook Websites interests or raises
an actual or potential conflict of interest or the possible appearance
of a conflict of interest. Employees who have any questions whatsoever
regarding this policy or the potential impact of outside employment or
outside activities on their position with Employee Handbook Website should contact the
Human Resources Department before accepting any outside position or engaging
in such an activity.
- Employee Handbook Website reserves the right to determine that other relationships
that are not specifically covered by this policy represent actual or potential
conflicts of interest. In any case where Employee Handbook Website determines, in its
sole discretion, that a relationship between an employee and a non-employee
or an employee and an outside organization or individual presents an actual
or potential conflict of interest, Employee Handbook Website may take whatever action
it determines to be appropriate to avoid or prevent the continuation of
the actual or potential conflict of interest. Such action may include,
but is not necessarily limited to, transfers, reassignments, changing
shifts or responsibilities, or, where it deems such action appropriate,
disciplinary action up to and including the possibility of immediate termination.
The following are examples of potentially compromising situations, which
must be avoided.
- Revealing confidential information to outsiders or misusing confidential
information. Unauthorized disclosure of confidential information is a
violation of this policy regardless of whether information is disclosed
for personal gain and regardless of whether harm to Employee Handbook Website is intended.
- Accepting or offering substantial gifts, excessive entertainment, favors
or payments which Employee Handbook Website, in its sole and absolute discretion, may
deem to constitute undue influence or otherwise be improper or embarrassing
to Employee Handbook Website.
- Participating in civic or professional organizations that might involve
divulging confidential information of Employee Handbook Website. E.g.???
- Initiating or approving personnel actions affecting reward or punishment
of employees or applicants where there is a family relationship or appears
to be a personal or social involvement.
- Initiating or approving any form of personal or social harassment of
- Investing or holding outside directorship in suppliers, customers,
or competing companies, including financial speculations, where such investment
or directorship might influence, in any manner, a decision or course of
action of Employee Handbook Website.
- Borrowing from or lending money to employees, customers or suppliers.
- Acquiring real estate of interest to Employee Handbook Website.
- Using or disclosing to Employee Handbook Website any proprietary information or trade
secrets of any former or concurrent employer or other person or entity
with whom obligations of confidentiality exist.
- Discussing prices, costs, customers, sales or markets with competing
companies or their employees.
- Making any unlawful agreement with distributors with respect to prices.
- Using or authorizing the use of any inventions which are the subject
of patent claims of any other person or entity.
- Engaging in any conduct, which is not in the best interest of Employee Handbook Website.
Having said that, Employee Handbook Website does recognize that, from time-to-time,
personnel (artists, copy editors, editors, writers) may desire
to contribute to other media outlets, or to author books in their fields
of expertise. In general, Employee Handbook Website supports these activities because
they help personnel establish themselves as experts and as such,
reflects positively on Employee Handbook Website. However, all personnel must
be able to fulfill 100% of their job responsibilities in a timely and
In all cases, before undertaking such work an employee
must gain approval from Employee Handbook Websites Management.
The following guidelines apply:
- personnel cannot contribute work or consultations
to any organization that Employee
Website considers a competitor,
including but not limited to
- personnel may contribute work to a non-competing
organization, upon approval by the Management.
Once Management approval is granted, employees must continue
to fulfill 100% of their job responsibilities in a timely and efficient
manner. Failing to do so will result in the immediate revocation of the
Each officer, employee and independent contractor must take every necessary
action to ensure compliance with these guidelines and to bring problem
areas to the attention of the CEO for review. Violations of this conflict
of interest policy may result in termination, with or without warning.
Trade Secrets and Confidentiality Agreement
Employee Handbook Website insists on the undivided loyalty of all employees, including
management and non-management staff. Employees must not engage in any
conduct that would create an actual or potential conflict of interest
or create the appearance of such a conflict.
The protection of confidential, sensitive, and proprietary information
is of critical importance to Employee Handbook Website, its work force, and its clients.
It is therefore essential that all employees take steps to safeguard such
information. Employees must not use any confidential, sensitive, or proprietary
information of Employee Handbook Website in any manner that is unauthorized or detrimental
to the best interests of the company.
Company Code of Ethics
Employee Handbook Website is firmly committed to complying with its legal and ethical
obligations under all state and federal laws. As a result, we expect all
employees, at every level within the company, to comply strictly with
all legal and ethical obligations. Our philosophy can be implemented only
if our employees recognize their responsibility to treat everyone in an
honest and fair manner. Accordingly, an employees failure to fulfill
his or her responsibilities under this policy may result in disciplinary
action, up to and possibly including immediate termination.
Employee Handbook Website holds all employees responsible
for carrying out and monitoring compliance with this commitment. If any
becomes aware of any
violation of a legal or ethical obligation, or any unfair or improper
treatment of a customer, the employee must immediately report the matter
to the Human Resources Department so that it can be investigated right
away. In this manner, we can take all necessary steps to investigate
potential violations of our policy and can take appropriate action to
correct any violations or incorrect perceptions that are found to exist.
By making it the responsibility of all employees to police compliance
with our strict ethical standards and commitment to complying with
legal responsibilities, we can continue to maintain our reputation in
Employees should feel free to report any information
regarding this policy without fear of reprisal or retaliation of any
information to the Human Resources Department in confidence if they wish.
Employee Handbook Website will treat such information as confidential
to the extent
it can do so without failing to fulfill its legal obligations. In addition,
employees who do not wish to identify themselves can report information