DKB part 1

. LOCKERS

Lockers are available to employees. The Company assumes no responsibility for lost or stolen items; therefore, you are strongly encouraged to keep lockers locked at all times. Lockers are expected to be maintained in a clean and sanitary condition. The Company retains the right to inspect lockers in circumstances as deemed appropriate. Only company-provided locks may be placed on lockers.

TRAINING

Training starts the day you come to work and continues throughout your employment. All of us are expected to do our job to the best of our ability. Our training programs include on-the-job training, seminars, and tuition reimbursement for job-related education or training. They are designed to help you perform your job and, if desired, prepare you for promotional opportunities within the Company. Continuing education and training will play an important role throughout your employment. Never hesitate to ask questions or make use of the Company's training programs. For more information, see your supervisor or contact the Human Resources Department.

DISCIPLINARY RULES AND PROCEDURES

It is essential for any organization to have operating rules and regulations. The rules and regulations by which the Company operates are based on applicable laws, industry standards, and common sense. They are intended to create safe, efficient and pleasant working conditions for all of us. Rules and regulations are given to employees at the time of employment and are posted on bulletin boards. Any modification, addition, or deletion of rules and regulations will be communicated to you in a timely manner. It is important that all of us understand and observe them. Failure to follow company rules will lead to disciplinary action, up to and including immediate discharge. If you should have any questions concerning work rules and regulations, please consult your supervisor or a member of management. Nothing in these rules is intended to prevent communications concerning wages, hours, and working conditions or any other communication allowed by law. Nor is anything in these rules otherwise intended to prohibit legally protected activity. Should you have any questions concerning whether or not certain communications and/or conduct is legally protected activity, you may contact your human resources business partner. You have received a copy of the work rules with your onboarding documents. Additional copies are available from your Human Resources department or from your supervisor. You will be advised when any changes to these rules are made. Employee work performance is a combination of many factors, including attendance, punctuality, personal conduct, job proficiency, reliability, and compliance with company policies. If an employee is unwilling or unable to meet the Company’s work performance standards, the Company will take corrective action. Corrective action formally documents work performance, while giving an employee reasonable direction and time in which to improve performance. The Company reserves the right to determine that certain actions of an extremely serious nature may be subject to immediate termination.

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