SELECT EMPLOYMENT POLICIES

Transcription

1 SELECT EMPLOYMENT POLICIES Boehringer Ingelheim Vetmedica, Inc.

2 These Company Policies and Procedures are provided by the Company for information purposes only. They do not represent the entire policies of the Company but are designed to give guidance to many essential Company policies during the transition period. Nothing contained in these select Company Policies and Procedures is intended nor should be construed to form, constitute, express or imply a contract of employment with the Company. These policies and procedures also do not represent a binding commitment on the part of the Company to provide employment for any specified period of time or under any specified conditions. The Company continually reviews its company policies and employee benefits and reserves the right to modify, supplement, amend or delete any of the provisions contained herein at any time without notice. EMPLOYEE CONDUCT AND WORK RULES: To ensure orderly operations and provide the best possible work environment, BIVI expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment: Theft or inappropriate removal or possession of property. Falsification of employment or timekeeping records. Working under the influence of alcohol or illegal drugs. Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment. Fighting or threatening violence in the workplace. Negligence or improper conduct leading to damage of employer-owned or customer-owned property. Insubordination or other disrespectful conduct. Violation of safety or health rules. Smoking in prohibited areas. Sexual or other unlawful or unwelcome harassment. Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace. Excessive absenteeism or unauthorized absence from work station during the workday. Unauthorized use of telephones, mail system, or other employer-owned equipment. Unauthorized disclosure of confidential information. Employment with BIVI is at the mutual consent of BIVI and the employee, and either party may terminate that relationship at will, with or without cause or advance notice. BIVI may use progressive discipline at its discretion. Disciplinary action may call for any of four steps: verbal warning; written warning; suspension with or without pay; or termination of employment. Depending upon the severity of the problem, and the number of occurrences, there may be circumstances when one or more steps are bypassed. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and BIVI.

3 SAFETY: It is the intent of Boehringer Ingelheim Vetmedica, Inc. (BIVI) to furnish a safe and healthy workplace for all our employees. As a company, we are committed to the safety and health of our workforce and the residents of our surrounding communities. BIVI will actively seek to prevent unsafe practices and sources of injury, as well as to comply with Federal, State and Local safety laws. In turn, employees are expected to follow safety rules at all times to ensure that our operations are conducted in a safe manner. Safety Responsibilities of all BIVI Employees shall include: Work in a safe manner and influence others to work safely Immediately report all accidents, near misses, unsafe conditions and practices Recommend ideas for improving health, safety, and environmental programs Complete required safety, health and environmental training and follow SOP s Observe how safety and health is enforced in the workplace and provide feedback Follow all current safety rules and policies including those regarding the use of personal protection equipment. TOBACCO USE: The use of tobacco products is prohibited anywhere on BIVI property including parking lots, outdoor space, or personal vehicles parked on BIVI property. VISITORS and CHILDREN: The protection of visitors to our site is a fundamental concern to Boehringer Ingelheim Vetmedica, Inc. (the Company ) and the Company recognizes its obligations to protect under-aged persons. It is the policy of the Company that: No children or visitors under the age of 18 are admitted beyond the reception areas during normal business hours. Children may only accompany a parent at work in an after hours call-in situation with the approval of the respective EMC member. While on site, children must remain in the presence of the parent 100% of the time and under no circumstances are permitted outside of the office areas. SOLICITATION or DISTRIBUTION It is the policy of Boehringer Ingelheim Vetmedica, Inc. (the Company ) that no employee or organization shall solicit or promote support for any cause or organization while on Company property. The only exception to this rule is the annual United Way campaign and activities benefiting our own Adopt-a-Family. It is also Company policy that no employee shall sell, distribute or circulate any written, taped or other tangible material on the premises at any time. Literature or materials left unattended on the Company s premises will be collected and removed. Requests for any exceptions or changes to this policy must be approved by the Executive Management Committee. INTERNET USAGE Boehringer Ingelheim Corporation s policy for access and use of the Internet and all its related facilities including electronic mail, network news groups, file transfers, and telnet is as follows: These policies apply to all employees of Boehringer Ingelheim Corporation, and its subsidiaries (the Company ), and others such as independent contractors, temporary and part-time workers and consultants ( Users ), who use the Company s Internet access system. The Company reserves the right to change these policies with or without prior notice. It is the policy of the Company that all forms of Internet

4 communication be utilized by Users who have been properly authorized. Users are to utilize only those types of Internet services for which they have approval from management. Internet usage is for company approved business purposes only and is not intended for personal use. The Company is the owner of all information communicated over the Internet on Company owned equipment. It is the responsibility of management to determine the types of Internet services which users require. Furthermore, management is responsible to supervise their Users, to assure that are utilizing the Internet in accordance with BIC Internet Security Policy, BIC Internet Standards, and BIC Internet Security Guidelines, in addition to the Boehringer Ingelheim International Internet Security policy. Refer to the BIC Information Security Policy on Boehringer s Intranet for further information. It is the responsibility of Users who are authorized to use the Internet to safeguard the Company's information assets by understanding and complying with these policies and the related standards and guidelines. A violation of this Policy, the standards, procedures, or guidelines, established in support of this Policy, are considered grounds for disciplinary action, up to and including discharge. SEXUAL/WORKPLACE HARASSMENT Boehringer Ingelheim Vetmedica, Inc. (the Company ) is committed to providing a work environment free of sexual and other harassment. The Company strives to provide a workplace where all employees are treated with courtesy and respect so that each employee can excel at his / her position and find professional and personal well being. It is the Company's policy that sexual harassment or harassment on the basis of a person s race, religion, gender, sexual orientation, ancestry, ethnic or national origin, age, disability or veteran's status will not be tolerated within the Company. No employee - either male or female - should be subject to unsolicited or unwelcome sexual overtures or conduct, either verbal, visual or physical. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive and that negatively impacts morale. Such conduct will not be tolerated and will result in disciplinary action, up to and including termination. Specifically, no manager/supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, job performance evaluation, wages, advancement, assigned duties, shifts, or any other conditions of employment or career development. Other sexually harassing conduct in the workplace, whether committed by managers, supervisors, or non-supervisory personnel will not be tolerated. This involves conduct which has the purpose or effect of creating an intimidating, hostile, or offensive working environment. (Sexual/Workplace Harassment con t) In all cases involving allegations of sexual or other harassment, individuals will be protected from retaliation, coercion, intimidation, interference, or discrimination for bringing such complaints to the attention of management or assisting in such an investigation. No employee shall engage in conduct such as the use of racial and ethnic slurs and statements directed toward a person's race, religion, gender, sexual orientation, ancestry, ethnic or national origin, age, disability or veteran's status that are intended to demean or diminish that person and that have the effect of creating a hostile work environment. If an employee should encounter such abuses from supervisors, or fellow

5 employees, she/he should contact the Director, Human Resources or the Human Resources Manager. The Company is required by law to act upon all sexual harassment complaints. It is also Company policy that: 1. Any employee who believes that he or she has been harassed in any manner must immediately contact his or her manager, supervisor or local Human Resources representative. 2. Any manager or supervisor who is aware of possible sexual and/or other harassment must immediately report it to their local Human Resources representative. Failure by an employee to observe this policy may constitute a breach of terms and conditions of employment and subject such employee to disciplinary action, up to and including termination of employment. DEFINITIONS: Sexual Harassment is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or 2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or 3. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Workplace Harassment is defined as: 1. the use of racial and ethnic slurs; or 2. statements directed toward a person's race, religion, gender, sexual orientation, ancestry, ethnic or national origin, age, disability or veteran's status that are intended to demean or diminish that person and that have the effect of creating a hostile work environment. All employees must acknowledge and comply with all components of these and all employment related policies as a condition of employment with BIVI. Should you have any questions about any portion of the contents of these policies, you must contact your local human resources representative or manager immediately for clarification. The Code of Conduct and Corporate Integrity Policy is a separate document. Its contents must be reviewed, and acknowledged as a condition of employment.