|
|
HR POLICY INDEX:
[A to D]
[E to H]
[I to L]
[M to P]
[Q to T]
[U to Z]
SAMPLE EMPLOYEE CONDUCT POLICY Every employee is expected to act in a professional, responsible, and courteous manner at all times. Clearly, such behavior fosters a positive and productive working environment. Conversely, inappropriate or unprofessional behavior is disruptive and unproductive. Moreover, inappropriate conduct is cause for discipline, up to and including immediate termination.
Of course, in the context of this manual, it is impossible for the company to identify all standards of conduct that are unacceptable. Again, the company demands that employees act in a professional and courteous manner. We expect that employees will use common sense and good judgment in achieving this goal. However, the company’s judgment, and not that of any individual employee, is the benchmark for what is acceptable and what is not. An employee’s conduct is not made acceptable solely because the employee believes it to be. Nor may an employee excuse his or her conduct because this manual does not specifically prohibit the objectionable conduct. The company expects that employees recognize that inappropriate conduct, from rudeness to theft, is unacceptable. The decision as to what is inappropriate is left in the company’s hands and sole discretion. |
Employment Law Seminars
A Littler OFCCP Webinar Series
Webinar
March 15, 2010
LittlerCreating and Keeping Employment Law Records
Webinar
March 16, 2010
Fisher & PhillipsUsing Serengeti Tracker - More Than a Matter Management Tool
Portland
March 16, 2010
LittlerWho Says Social Networking Is Just for Kids?
Indianapolis
March 16, 2010
LittlerAdvanced Executive Briefing
Jacksonville
March 17, 2010
ConstangyManaging Intermittent Leave and the Medical Certification Process Under FMLA
Webinar
March 17, 2010
Fisher & PhillipsWho Says Social Networking Is Just for Kids?
Chicago
March 17, 2010
LittlerHR Madness: The Road to a Winning Workplace
Jacksonville
March 18, 2010
ConstangyCalifornia Legally Required Sexual Harassment Training: It's Never Too Late To Comply
Ontario
March 18, 2010
Fisher & PhillipsUnder Pressure: What You Need to Know About Immigration Regs. to Keep Your Health Care Organization
Webinar
March 18, 2010
Vedder Price
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2010 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association.
All logos and trademarks on this site are property of their respective owners.
|
Federal Article Feeds 
Lawyers for Employers
Virtually every employee manual contains a policy on employee conduct standards. While employee conduct standards are generally no more than a recitation of platitudes and common sense, the policy addresses the workforce’s lowest common denominator. The policy must be written to create and foster a common expectation regarding workplace behavior. Oftentimes, these policies contain a long list of unacceptable conduct (e.g., possession of an illegal firearm). Such a policy is necessary in many workplaces, but employers should not create such a policy in a haphazard manner. Employers should put real thought into what unacceptable conduct it anticipates. When a listing is used, the list should always include a catchall provisions so that employees understand that the list is illustrative.