Page 33 - SPM Employee Handbook
P. 33

Employee Handbook
Schultes Precision Manufacturing, Inc.
Criminal Activity/Arrests
Involvement in criminal activity, whether on or off Company property, during employment may result in disciplinary action including suspension or termination of your employment. Disciplinary action depends upon a review of all factors involved, including whether or not the employee's action was work-related, the nature of the act, or the circumstances that adversely affect attendance or performance. Any disciplinary action is not dependent upon the disposition of any case in court.
Employees are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including termination of employment, for violation of an attendance policy or job abandonment.
Any disciplinary action taken will be based on information reasonably available. This information may come from witnesses, police, or any other source as long as management has reason to view the source as credible.
Drug and Alcohol Policy
SPM considers drug and alcohol abuse a serious matter that will not be tolerated. The Company absolutely prohibits employees from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job or while on work time.
Therefore, it is the Company's policy that:
1. Employeesshallnotreporttoworkundertheinfluenceofalcohol,illegaldrugs, or any controlled substance or prescription drug not medically authorized.
2. Employeesshallnotpossessorusealcohol,illegaldrugs,oranycontrolled substance or prescription drug not medically authorized while working on company property or on company business.
The Company also cautions against use of prescribed or over-the-counter medication which can affect an employee's ability to perform his or her job safely or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. Employees must have a valid prescription for any prescription medication [or medical marijuana] used by employees while working for the Company. Please inform your supervisor prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. If the Company determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.
A violation of this policy will result in disciplinary action up to and including termination of employment (See Drug and Alcohol Policy-SPM).
33





















































































   31   32   33   34   35