It is the policy of Brechbuhler Scales, Inc. not to discriminate against any employee or applicant for employment because of race, color, religion, creed, age, sex, national origin or ancestry. This policy not to discriminate in employment includes, but is not limited to the following:
a. The company will employ those applicants who possess necessary skills, education and experience, without regard to race, color, religion, creed, age, sex, national origin or ancestry.
b. The company will promote, upgrade, transfer or demote, recruit, advertise or solicit for employment without regard to race, color, religion, creed, age, sex, national origin or ancestry.
c. The company will train during employment and select for training and apprenticeship programs without regard to race, color, religion, creed, age, sex, national origin or ancestry.
d. No employee shall aid, abet, compel, coerce or conspire to discharge or cause another employee to resign because of race, color, religion, creed, age, sex, national origin or ancestry.
e. The company will establish rates of pay and terms, conditions or privileges of employment without regard to race, color, religion, creed, age, sex, national origin or ancestry.
f. The company will use for job referral purposes only those employment agencies which do not discriminate on the basis of race, color, religion, creed, age, sex, national origin or ancestry in making referrals.
It is further the policy of the company to take such affirmative action as will insure that the “under employed” will be employed in and/or promoted to all occupations for which they possess necessary skills, education, experience and interest.
Brechbuhler Scales, Inc. and its Affiliates expect every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with Company personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any Company policy, practice or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that Brechbuhler Scales, Inc. and affiliates retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
- Unsatisfactory quality or quantity of work
- Repeated absences or lateness
- Failing to follow instructions or Company procedures, or
- Failing to follow established safety regulations.
Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
- Falsifying an employment application or any other company records or documents
- Failing to record working time accurately or recording a co-worker’s timesheet
- Insubordination or other refusal to perform
- Using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination
- Disorderly conduct, fighting or other acts of violence
- Misusing, destroying or stealing company property or another person’s property
- Possessing, entering with or using weapons on company property
- Possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee’s system, on company property or on company time
- Violating conflict of interest rules
- Disclosing or using confidential or proprietary information without authorization
- Violating the Company’s computer or software use policies, and
- Being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way, or negatively impacts the Company’s reputation.
- Failure to work cordially and cooperatively with other employees, customers, or suppliers.
Note 1: In addition to termination of employment, any employee caught stealing Company property or another person’s property valued at $500 or less must repay all amounts or criminal charges will be filed with the appropriate law enforcement agency. For amounts greater than $500 criminal charges will be filed with the appropriate law enforcement agency.
Brechbuhler Scales, Inc. and all affiliates are committed to maintaining a work environment that is free of discrimination and harassment. In keeping with this commitment, we will not tolerate harassment of our employees by anyone, including any supervisor, co-worker, vendor, or customer.
Harassment consists of unwelcome conduct, whether verbal, physical or visual, that is based upon a person’s status, such as sex, color, race, ancestry, religion, national origin, age, handicap or disability, veteran status or citizenship status. We will not tolerate conduct that affects job benefits, that interferes with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment.
Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Specifically, no supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely affect any condition of the employee’s employment such as evaluation, wages or advancement, or that an employee’s acceptance of sexual advances will positively affect any such condition of employment. Unwelcome sexually-connotative speech or conduct in the workplace or course of employment that could be construed as harassing, whether committed by supervisors or non-supervisory personnel, is also prohibited. It is important to remember that any unwelcome verbal or physical conduct of a sexual nature may be viewed as sexual harassment if such conduct has the purpose or effect of unreasonably interfering with an individual’s job performance or creating an intimidating, hostile or offensive work environment. This may include such things as: verbal abuse of a sexual nature, commenting about an individual’s body in a sexually offensive manner, sexually degrading words used to describe an individual, sexually suggestive anecdotes, jokes or remarks or the displaying of sexually suggestive objects or pictures. It is important to remember that inappropriate and unprofessional remarks or conduct may be reason for intervention and discipline whether or not they are actually harassing.
It is everyone’s responsibility to maintain a discrimination and harassment-free work atmosphere. This includes freedom from harassment not only by fellow employees, but also by other persons whom our company’s employees encounter in the course of their employment. If you feel that you have experienced or witnessed harassment, you should take the following actions. First, tell the offending individual to stop the objectionable action. If this does not work, or you fear reprisal, you should immediately submit a detailed written report to your immediate supervisor, or to the immediate supervisor of the other employee involved. If a report to the supervisor is not appropriate, or effective, employees are required to timely seek the assistance of the company’s Chief Operations Officerin our corporate offices at 1-800-331-2424. We cannot deal effectively with harassment until we are informed of it.
You are assured that there will be no reprisal, retaliation, or other adverse action taken against any employee who in good faith claims to be a victim of, or witness to harassment or because such employee assists in the investigation of any such matter.
Our policy is to investigate all such complaints thoroughly and promptly. To the fullest extent practicable, we will keep complaints and the terms of their resolution confidential. We will review our findings with the complaining party at the conclusion of the investigation. If the investigation confirms that harassment has occurred, we will take appropriate corrective action, up to and including immediate termination of employment. If the validity of the complaint cannot be determined, immediate and appropriate action will be taken to assure that the parties are reacquainted with this policy to avoid objectionable conduct and misunderstandings in the future.
We strive to maintain a healthy work environment. We ask that all employees remain sensitive to each other’s rights, opinions and beliefs.