Policies

STANDARDS OF CONDUCT AND DISCIPLINARY PROCESS
Claus believes that certain rules and regulations regarding employee behavior are necessary for the efficient operation of the Company and for the benefit and safety of all employees. The following acts are considered a violation of company policy:
1) Failure to contact Claus immediately if you are going to be late or absent from work.
2) Absenteeism
3) Asking to borrow money/other items or getting an advance from employees or customer.
4) The use of profanity or abusive language.
5) Excessive talking/disrupting co-workers’ performance.
6) Accepting a work assignment and not reporting to work or contacting Claus.
7) Two terminations from job assignments at clients’ request would be grounds for discharge from Claus.
8) One or more voluntary separations (by any means) from job assignments through Claus will be considered a voluntary quit of employment with Claus.
9) Refusals of suitable work.
10) Immoral or indecent conduct on the customer’s property.
11) Theft, destruction, defacement, or misuse of Company property or of another employee or customer’s property.
12) Contributing to unsanitary condition or poor housekeeping.
13) Leaving a job site/walking off the job without contacting Claus for permission first.
14) Gross recklessness or gross negligence in the performance of job duties that result in injury to co-workers or substantial damage to company property.
15) Reporting to work under the influence of alcoholic beverages and/or illegal substances or the use, sale, dispensing, or possession of alcoholic beverages, illegal substances, firearms or other weapons on Company premises.
16) Refusal to take a drug test and/or alcohol test, or a positive result from a drug test and/or alcohol test. In addition, if the above occurs after a workers compensation injury, the claim may be denied.
17) Insubordination or the refusal by an employee to follow management’s instructions concerning a job related matter.
18) Fighting or assault on a co-worker or customer or being involved in an altercation with a co-worker or client.
19) Gambling on Company property.
20) Falsifying or altering any company record or report, such as an application for employment, a medical report, a production record, a time record, an expense account, an absentee report, or shipping and receiving records.
21) Threatening or intimidating co-workers, security guards, customers or guests.
22) Smoking where prohibited by local ordinance or Company rules.
23) Sleeping on the job.
24) Failure to wear assigned safety equipment or failure to abide by safety rules and policies; All employees must use all equipment prescribed by Claus (or Claus’s client customer).
25) Engaging in any form of sexual or other harassment.

Disciplinary procedures: Under normal circumstances, the Company endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. It does, however, retain the right to administer discipline in any manner it sees fit. This policy does not modify the status of employees as employees-at-will or in any way restrict the company’s right to bypass the disciplinary procedures suggested (see below).  Violations of rules 6-25 may be cause for immediate termination.

Warning Procedures:

First violation: Verbal or written warning
Second violation: Verbal or written warning
Third violation: voluntary Quit of employment