Mesa Employee Handbook

violation of other traffic rules, lifting a heavy object without obtaining assistance, failure to wear protective gear, etc.). 21. Any off-duty conduct which could impact or call into question the employee's ability to perform his or her job. 22. Using in any working area or while on working time still or video cameras, tape recorders or any other audio or video recording devices such as digital cameras, camera cell phones, etc., whether said devices are the employee’s personal property or are issued by the Company. “Working time” is the time employees are expected to be working and does not include authorized meal time, breaks, or other authorized periods during the work day when the employee is officially relieved from performing work duties. Such use is prohibited to protect the intellectual property in the proprietary processes and equipment that are unique to our operation and a valuable component of our ability to remain competitive. 23. Violation of the Company’s Policy on social media use. B. DRESS CODE, PERSONAL HYGIENE AND OTHER GOOD MANUFACTURING PRINCIPLES, AND SAFETY These are rules, which if broken, normally result in a documented verbal warning at the first offense and further progressive disciplinary action if the individual's conduct does not improve. Employees should be aware, however, that any offense will be considered on its own facts, including the record of the employee, in determining appropriate disciplinary action which may include discharge. The listed offenses are not all-inclusive . Any conduct which could jeopardize health or safety, interfere with or damage the business or reputation of the Company, or otherwise violate accepted standards of behavior will result in appropriate discipline; up to and including immediate discharge, with or without progressive steps. These steps are as follows: Offense Disciplinary Action First Documented Verbal Warning. Second Written Warning. Third Non-Exempt Employees Only - One Day Decision Making Leave Without Pay (This allows employees time to decide whether or not to continue to work for the Company and abide by the appropriate work standards). Exempt Employees Only - Subject to a disciplinary probation period with pay. Fourth Subject to Discharge.