SoCal Employee Handbook

that you are asked to work off the clock, please report this to a Human Resources representative immediately. b. Leaving your market, territory, or warehouse for non-business related reasons without permission from your supervisor. It does not include any legally protected activity. c. Operating a CMV with a known safety defect. d. Driving a CMV if your Annual Inquiry and Review of Driving Record has not been completed. e. Driving in excess of DOT hours limitations because of inaccurate/unsubmit- ted/unrecorded driving time for the Company or another company. f. Intentional falsification of daily time records or graph logs. g. Driving before the out-of-service time period or condition is completed. DRESS CODE, PERSONAL HYGIENE 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 B.

(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. For major violations of safety