18 5.4 Open Door/Conflict Resolution Process New England Security strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the work place to the attention of your Manager and, if necessary, to Human Resources or upper level management. To help manage conflict resolution we have instituted the following problem solving procedure: If you believe there is inappropriate conduct or activity on the part of the Company, management, its employees, vendors, customers, or any other persons or entities related to the Company, bring your concerns to the attention of your Manager at a time and place that will allow the person to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate Manager. If you have already brought this matter to the attention of your Manager before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns to Human Resources or upper level management. Describe the problem, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have. 5.5 Outside Employment Outside employment that creates a conflict of interest or that affects the quality or value of your work performance or availability at New England Security is prohibited. The Company recognizes that you may seek additional employment during off hours, but in all cases expects that any outside employment will not affect your attendance, job performance, productivity, work hours, or scheduling, or would otherwise adversely affect your ability to effectively perform your duties or in any way create a conflict of interest. Any outside employment that will conflict with your duties and obligations to the Company should be reported to your Manager. Failure to adhere to this policy may result in discipline up to and including termination. 5.6 Pay Raises Depending on financial health and other Company factors, efforts will be made to give pay raises consistent with New England Security profitability, job performance, and the consumer price index. The Company may also make individual pay raises based on merit or due to a change of job position. All employees will be given a performance evaluation annually close to the employee's hired anniversary date. 5.7 Performance Improvement New England Security will make efforts to periodically review your work performance. The performance improvement process will take place 90 days after your introductory period, and annually, or as business needs dictate. You may specifically request that your Manager assist you in developing a performance improvement plan at any time. The performance improvement process is a means for increasing the quality and value of your work performance. Your initiative, effort, attitude, job knowledge, and other factors will be addressed. You must understand that a positive job performance review does not guarantee a pay raise or continued employment. Pay raises and promotions are based on numerous factors, only one of which is job performance. Our Company has adopted a method in which management tracks and reviews infractions called the 3/3/3 Performance Plan. This is essentially an escalation process in place for disciplining employees with minor infractions. See Disciplinary Process section of this handbook for details. Infractions can either be minor or major. Minor infractions follow the 3/3/3 Performance Plan. Major infractions may result in immediate termination and bypass the entire 3/3/3 Performance Plan. Below is a list of typical infractions, however, by no means is this list exhaustive of all violation types.
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