5. Curtis Employment Standards

5.1 Casual Dress Code for Work

As our Company continues to grow, employees need to exhibit an appearance that confirms our professionalism to our customers, our business partners, and our coworkers. The Company’s objective in establishing a dress code is to encourage employees to project a professional image while still experiencing the comfort and advantages of more casual and relaxed clothing.

Because not all casual clothing is suitable for the office, these guidelines will help you determine what is appropriate to wear to work. Clothing that is excessively revealing is not appropriate for a business setting. Additionally, torn, dirty, or frayed clothing is unacceptable.

Any clothing that has words, terms, or pictures that may be offensive to other employees is unacceptable. This includes images that are political or religious in nature, are sexually provocative, use profanity or are insulting to other employees.

If you experience uncertainty about acceptable, professional attire for work, please ask your supervisor or your Human Resources staff.

5.2 Standards of Conduct

Curtis has established general guidelines to govern the conduct of its employees. No list can include all types of conduct which can result in discipline, and the examples do not replace sound judgment or common sense behavior. Examples of employee conduct that could lead to discipline, up to and including suspension without pay and/or termination, are listed below:

• Theft or inappropriate removal or possession of property.
• Abusing lunch and break periods.
• Excessive absenteeism.
• Removing, posting or altering notices on any bulletin board on company property without permission by your manager or Human Resources department.
• Eating food and/or drinking beverages in undesignated areas.
• Failing to report injuries, damage to, or an accident, involving company equipment.
• Horseplay that results in personal injury or equipment damage.
• Engaging in discriminatory, harassing or threatening language or conduct toward others.
• Copying confidential business-related documents for personal use.
• Using facility communication systems inappropriately.
• Treating customers or coworkers in a discourteous, unprofessional, or inattentive manner.
• Fighting.
• Gambling.
• Insubordination.
• Being dishonest, including, but not limited to, deception, fraud, lying, cheating or theft.
• Falsifying company records including but not limited to time records, applications, or other business documents.
• Sabotaging the facility, grounds or equipment.
• Working or operating company vehicles under the influence of alcohol or illegal drugs.
• Possession, distribution, sale, transfer, being under the influence of, or using, illegal drugs or intoxicants while on the job or while operating company vehicles.
• Sleeping on the job.
• Carrying a weapon on company property, including the parking lot.
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
• Using the company’s computer systems to access confidential computer files and data, without authorization.
• Negligence or improper conduct leading to damage of employer-owned property.
• Recording conversations with colleagues or supervisors, without the consent of all parties.
• Violation of Curtis’ Equal Employment Opportunity, Harassment, or Conflict of Interest policies.
• Demonstrating gross misconduct or other serious violations of Curtis Instruments’ policies or procedures.

5.3 Absentee Procedures and Attendance Standards

Punctuality and regular attendance are essential to the proper operation of the Company and will be one factor considered during your periodic performance reviews.

• If you expect to be absent from work for any reason other than an unexpected illness or other emergency, please submit a request for authorized time off to your supervisor as much in advance as possible.
• Any unplanned absence, tardiness or early departure must be called in to your supervisor before 9:00 a.m. If your supervisor is unavailable, ask to speak to another supervisor in your work area. If another supervisor is also not available, you may leave a message with the receptionist. Calling and reporting the tardiness, absence or early departure does not mean your absence is automatically excused.
• Unless pre-arranged with your supervisor, you must call in each day of your unplanned absence.
• Any unplanned absences that are not called in will be recorded at the end of the week as an un-excused absence.
• If an employee fails to call in an unplanned absence to their supervisor for three consecutive days, Curtis will presume they have abandoned their job, and their employment will be terminated and processed as a voluntary resignation.
• Any employee absent because of an injury or illness may be required to provide the Company with a signed physician's note verifying the condition and releasing the employee to work, at the Company's discretion. Any absences of three days or more, intermittent absences or ongoing partial day absences may require a medical certification. Physician’s notes must be submitted to the Human Resources department. If an absence qualifies for leave under Curtis’ Family and Medical Leave (FML), Extended and Other Medical Leave policy, the procedures set forth in that policy shall be followed.

5.4 Alcohol and Drug Free Workplace

We are dedicated to providing a safe, healthy, and efficient workplace for our employees, which is free of illicit drugs and drug/alcohol abuse. The manufacture, distribution, dispensation, possession, or use of any illegal drug, alcohol, or controlled substance while on Company premises is strictly prohibited.

Likewise, being intoxicated at work as a result of excessive consumption of alcohol is strictly prohibited.

These activities constitute serious violations of Company rules, jeopardize the Company and can create situations that are unsafe or that substantially interfere with job performance.

Employees in violation of the policy are subject to appropriate disciplinary action, up to and including termination of employment.

5.4.1 Substance Abuse Policy

In order to protect yourself and other employees, we require that you be able to perform your job safely and unimpaired. If a supervisor believes that you are not working safely and unimpaired, you will be reassigned or suspended for the remainder of the day pending an investigation.

Where an employee is given prescription drugs or advised by a physician to take nonprescription drugs, the employee is required to ask the physician whether such drugs may adversely affect the employee’s ability to safely perform assigned duties, thereby endangering others, him/herself or property. If the physician’s response is negative, the employee should ask the physician to put his opinion in writing. If the physician’s response is affirmative, the employee is required to advise their supervisor or manager that they are taking medication which could impact their ability to perform assigned duties safely. The employee may be requested to provide a release from their physician to the Company that they are able to work safely while taking a prescription or nonprescription drug.

The Company shall keep any information regarding an employee’s use of legal drugs as confidential, and will only disclose the recommended work restriction, warranted by the side effects, to the Company officials on a need to know basis consistent with business necessity. The Company may observe these recommended work restrictions by assigning the employee to appropriate duties during the time of their medication, or possibly provide an unpaid medical leave of absence to the employee as outlined in this manual if no assignment is available or if it would present an undue hardship.

Employees must advise Human Resources of any criminal drug statute conviction within five (5) days of a conviction. Law enforcement officials will be informed whenever illegal drugs are found in the possession of any employee during working time or on Company premises. The Company reserves the right upon reasonable suspicion to search all areas of the Company including, but not limited to, offices, work areas, desks, rest areas and lockers.

The only exception to this policy is for Company-sponsored events where alcohol is sanctioned. Even then, employees must use good judgment not to become intoxicated.

It is essential for everyone that all employees comply with this policy. Employees who violate this policy and/or are convicted under any drug statute are subject to disciplinary action up to and including discharge.

When appropriate, Curtis may refer employees to our Employees Assistance Program (EAP). The EAP is a voluntary, confidential, and professional service that provides information, counseling, and referral services to all full-time and part-time employees and their dependents who may be experiencing personal stress in their lives. Please contact Human Resources for questions about our Alcohol and Drug Free Workplace policy and/ or EAP program.

5.5 Tobacco Free/Smoke Free Policy

It is the policy of Curtis Instruments to be concerned with the health, welfare and comfort of its employees. Smoking or vaping is prohibited anywhere inside the building, including lunchrooms, break rooms, and rest rooms. Smoking and vaping are permitted outside the building at a distance of at least twenty (20) feet from the doorway. However, it is not permitted at all near the front entrance of the building. Cigarette and cigar butts should be disposed of in the provided receptacles and not on the ground.

It will be the responsibility of each employee to make sure that guests are made aware of our policy.

5.6 Safe & Healthy Work Environment

Curtis strives to provide a safe and healthy work environment for its employees which includes a supportive social environment. Curtis strives to maintain and promote a positive work environment that makes employees feel good about coming to work. Curtis encourages self-monitoring and reporting of employee factors such as stress, burnout and emotional duress so that the needs of its employees’ health and well-being can be known and addressed.