We seek to promote a safe environment for our employees, one that is free from physical harm or threats of such harm. To achieve that aim, we do not tolerate any violence, threats of violence, harassment, intimidation, and/or other disruptive behavior. All reports of this prohibited behavior will be taken seriously and dealt with appropriately and confidentially where possible. Individuals who engage in prohibited behavior will be removed from the premises and will be subject to disciplinary action (up to and including termination), criminal penalties, or both.
We also seek to provide a safe work environment for our people. We choose to comply with the Federal Drug-Free Workplace Act. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the workplace. Violations of this policy will be grounds for disciplinary action, up to and including termination.
While you are employed by us, you may not be under the influence of, or possess, use, sell, manufacture, purchase, distribute, transfer, or have in your system, illegal drugs, alcohol, or controlled substances (as listed in the Controlled Substances Act found at 21 USC 812; 21 CFR 1803.11 - 1308.15) that meet or exceed the cut-off levels defined by the relevant local authority, or abuse prescribed or over-the-counter medications while on SuperHi's premises or while conducting SuperHi business. SuperHi employees with drug and/or alcohol problems are encouraged to seek assistance.
SuperHi is a smoke-free environment.
Some situations will require us to take formal action to discipline an employee of SuperHi. Although not an exhaustive list, the following are some examples of impermissible conduct: lack of cooperation; dishonesty; violation of another’s copyright and/or trademark; unauthorized communication with third parties; violation of confidentiality agreement; harassment; discrimination; misuse or destruction of SuperHi property; misuse or destruction of another on SuperHi premises; failure to live to our company values; poor attendance; negligent acts that cause harm to another person; fighting; consuming, being under the influence, or showing signs of the use of alcohol (other than while at company events where alcohol is available) or illegal, non-prescription drugs on company premises; rudeness; failure to notify management of people engaging in illegal activities that may affect SuperHi; or other situations in which an employee’s actions may damage the reputation of SuperHi.
Possible disciplinary actions include:
One or more of the above actions may be taken, but no formal order or system is necessary. And please know, this policy does not create a term of employment, and SuperHi can still alter the terms and conditions of a staff member’s employment, including compensation and position, at any time and for any reason. Nothing in this section changes the nature of at-will employment between you and us (SuperHi).