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.

Even in a casual work environment, clothing should be pressed.

Any clothing that has discriminatory 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.

5.1.1 Dress Down Day

Fridays have been recognized by the Company as a dress down day. Certain other days may occasionally be declared as dress down days (i.e. company picnic, community events, etc.). On these days, jeans, sneakers and a more casual approach to dressing, although never potentially offensive to others, is allowed. Sports team, university, and fashion brand names on clothing are generally acceptable. This policy is intended to provide you with a reference to what is generally acceptable as work attire and what is generally not acceptable as work attire. No dress code can cover all contingencies so employees must exercise good judgment in their choice of clothing to wear to work.

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 judgement 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 illness, 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. Please do not leave messages with the receptionist. If your supervisor is not available, ask to speak to another supervisor in your work area. 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 his/her supervisor for three consecutive days, Curtis will presume he/she has abandoned his/her job, and his/ her employment will be terminated.
• Employees who are absent for three or more days due to illness are required to submit a physician’s note to the Human Resources department indicating the employee is able to return to work.
• If an absence qualifies for leave under Curtis’ Family and Medical Leave or New York Paid Family Leave policies, the procedures set forth in those policies 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.

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 and the use of electronic cigarettes or vaping is prohibited anywhere on Curtis’ campus. 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.