Code of Conduct

As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is.

In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of CES’s job sites. If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time.

The following are examples of conduct prohibited by CES’ policy:
The following examples are not intended to constitute a complete and exhaustive list of prohibited conduct. In addition, the Company reserves the right to change the examples listed below at any time with or without notice.

While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation.
Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination:
– Theft, fraud, embezzlement or other proven acts of dishonesty.
– Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as
offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or
about another employee, vendor or customer.
– Obtaining employment or promotion on the basis of false or misleading information.
– Soliciting or accepting gifts (money, services or merchandise) in connection with Company business.
– Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or
distribution of alcohol or illegal substances while on Company premises, or abusing such items while
representing the Company or conducting Company business.
– Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on
an extended absence.
– Assisting anyone, whom you know or suspect to be involved in committing any crime or engaging in
any conduct which rises to the level of a crime.
– Falsifying Company documents or records, including misuse of timekeeping records, or falsely
inputting payment data.
– Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to
performance of one’s job.
– Disrupting the work environment.
– Excessive absenteeism or unacceptable patterns of absenteeism.
– Repeatedly failing to use a time-clock as directed.
– Job abandonment, meaning the failure to report to work without properly notifying one’s immediate
supervisor, or leaving a job assignment prior to completion of your responsibilities.
– Conduct that is likely to cause another employee, customer or vendor of the Company
embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of
discrimination and harassment.
– Unauthorized use of Company or customer supplies, information, equipment, funds, or computer
codes/passwords.