Standards of Conduct

Every employee is expected to behave in a manner which promotes a safe, efficient and harmonious work environment. Honesty, integrity and respect for others are standards of conduct for all employees. Conduct inconsistent with these standards or the policies set forth herein and in other manuals may result in disciplinary action up to and including termination.

Misconduct

The following are examples of misconduct which may result in disciplinary action, up to and including termination:

• Falsifying employment application, timesheets, personnel records, or other Company documents or records.
• Engaging in unauthorized use of Company material, time, equipment, or property.
• Damaging or destroying Company property due to careless or willful acts.
• Carrying weapons or explosives, or violating criminal laws on Company premises, or engaging in gambling on Company premises.
• Behaving in a manner that may endanger the well being of another person.
• Engaging in acts of dishonesty, fraud, theft, or sabotage.
• Using threatening, intimidating, or coercing behavior.
• Engaging in the unauthorized possession, use, manufacture, distribution, dispensation, purchase, or the sale of a controlled substance or alcohol, or having controlled substances and/or alcohol in your system (without medical authorization or in proper dosages), on Company property, in Company vehicles, or while engaged in Company activities.
• Refusing to leave Centerplate or client property, or failing to do so in an orderly manner, if suspended or requested to leave.
• Using harassing, abusive, sexist, racist, vulgar or ethnically offensive language.
• Interfering with the performance of another employee.
• Being insubordinate or refusing to comply with reasonable assigned duties.
• Leaving assigned work area or Centerplate premises during working hours without authorization of your supervisor or the General Manager.
• Violating Centerplate policies prohibiting any form of discrimination, harassment or retaliation.

Employees may be terminated in the discretion of the Company at any time for any reason, or for violation of any Company policies, practices or standards of conduct. The above list is representative of the types of misconduct which may result in disciplinary action, up to and including termination in the discretion of the Company; it is not intended to be comprehensive nor does it alter the employment at-will relationship between the employee and Centerplate.
Additional standards of conduct are covered elsewhere in the Policy, and in the Company’s Guide to Business Conduct.

Penalties for Violating Policy

Centerplate reserves the right to discipline employees for violating company policy. Penalties for for violating policy may range from a verbal warning to termination with cause.

Disciplinary Procedures

Centerplate want all employees to be successful. The purpose of employee discipline is to provide correction and coaching for an employee. Should the employee choose not to respond to the coaching and counselling then the employee maybe terminated with or without cause.
It is expected that once a manager is made aware of a violation of policy the manager will discuss the violation with the employee within a reasonable time period. If after the discussion with the employee the manager feels the discipline is warranted a write-up should be prepared and approved by the General Manager/Human Resources, then presented to the employee.

Progressive Disciplinary Policy

The purpose of employee disciplinary policy is to provide constructive coaching and counselling to employees. As a general rule employee discipline will follow these steps, though depending on severity of the violation of policy steps may be skipped, such as immediate termination.

• Verbal Warning (Documented)
• Written Warning
• Final Warning/Suspension
• Termination (With or Without Cause)

Grounds for Immediate Dismissal

The following may be grounds for immediate termination for just cause, but not limited to:

• Theft
• Dishonesty
• Violence
• Wilful misconduct Note: “wilful” includes when an employee intended the resulting consequence or acted recklessly knowing the effects their conduct would have. Poor work conduct that is accidental or involuntary is generally not considered wilful.
• Neglect of duty
• Poor performance
• Disobedience
• Conflict of interest