11 • Supervisors, managers, executives, or anyone else in sensitive or influential positions must disclose the existence of any relationship with another coworker that has progressed beyond a friendship. Disclosure may be made to Human Resources. This disclosure will enable the organization to determine whether any conflict of interest exists because of the relative positions of the individuals involved. • Where problems or potential risks are identified, the Company will work with the parties involved to consider options for resolving the conflict. The initial solution will be to make sure that the parties involved no longer work together on matters where one can influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, financial transactions, etc. are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. • In some cases, more significant measures may be necessary, such as transfer to other positions or departments. The individual with the more senior position will be considered for transfer first to avoid any perception of retaliation against the less senior person. • Employees shall not accept gifts or goods from clients or coworkers for favors or incentives to break company policy or protocol. • Employees shall be removed or terminated from a job site if they engage in any form of romantic relationship with employees or constituents of clients. • Nothing in this fraternization policy shall alter or modify any portion of the Company’s Sexual Harassment Policy. • The provisions of this policy apply regardless of the sexual orientations of the parties involved. • Any employee who feels they have been disadvantaged because of this policy, or who believes this policy is not being adhered to, should contact Human Resources. 3.6 Job Descriptions New England Security attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your Manager. Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Company may have to revise, add to, or delete from your job duties per business needs. On occasion, the Company may need to revise job descriptions with or without advance notice to employees. If you have any questions regarding your job description or the scope of your duties, please speak with your Manager. 3.7 New Hires and Introductory Periods The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with New England Security and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the Company can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not simply guarantee continued employment. Nothing that occurs during or after this period should be construed to change the nature of the at-will employment relationship.
RkJQdWJsaXNoZXIy MzAyODc=