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Lakeland Library Cooperative Employee Handbook
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Employee Conduct and Work Rules
Lakeland expects its employees to observe rules for safe and proper conduct. Depending on the circumstances surrounding the inappropriate conduct, an employee will be subject to disciplinary action as described in the handbook. Lakeland reserves complete discretion regarding the imposition of disciplinary action based on its assessment of the circumstances surrounding the inappropriate conduct. Moreover, nothing stated in this policy is intended to or will modify an employee?s status as an at-will employee. Lakeland retains the right to bypass its discipline policy and discharge an employee, with or without cause, and with or without advance notice.
To ensure orderly operations and provide the best possible work environment, Lakeland expects employees to follow rules of conduct that will protect the interests and safety of all employees, other persons and the Cooperative.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. As such, 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 timekeeping or other employer 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
* Boisterous or disruptive activity 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
* Sexual or other unlawful or unwelcome harassment, or discrimination
* Excessive absenteeism or any absence without notice
* Unauthorized absence from work station during the workday
* Unauthorized use of telephones, mail system, or other employer-owned equipment
* Violation of personnel policies
* Unsatisfactory performance or conduct
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