CONDUCT OF EMPLOYEES

Submitted by lcmisoi@mainsl.com on Wed, 07/01/2020 - 12:27
Policy: 

This policy outlines how we behave at Mains’l to provide the best possible work environment. Employees are expected to be positive and appropriate role models. It is expected that employee conduct ensures the safety and well-being of the people supported and promotes a positive and respectful working environment for all. 

Mains’l expects all employees to be honest, responsible, and to abide by the Employee Pledge. Employees are expected to act ethically and also report unacceptable activities and behaviors by other employees by calling the administrative cell phone or reporting to their supervisor as soon as possible. 

Not being aware of a law, policy, or procedure is not an acceptable excuse for breaking it. Employees are responsible for the information they receive in orientation, at team meetings, and other trainings. It is expected that employees not only focus on the actual words and provisions of the information they receive, but also the possible intentions behind the words. Manipulating laws, policies, and procedures by using technicalities and omissions to justify actions is not acceptable behavior at Mains’l and will not be tolerated. 

To accomplish these goals, it is the policy of Mains’l that certain rules and regulations regarding employee behavior are necessary to set the standards of acceptable behavior and provide guidance to employees.

Procedure: 

While impossible to detail every work situation and recommended appropriate behavior, the following are some examples of positive and role modeling behaviors that are expected of employees at Mains’l:

  1. Arrive on time and to be prepared for their scheduled work time;
  2. Using respectful and courteous language (abusive language is not acceptable behavior and doesn’t align with who we are as an organization);
  3. Abiding by the Employee Pledge. Employees should be proud of their decisions and their actions. It is expected that employees are truthful in written documentation and statements;
  4. Decisions and actions are aligned with Mains’l’s mission, vision, and core values;
  5. Wearing clothing appropriate for the work being performed. All clothing should be of a business and/or casual nature; that is, covered midriffs and backs, skirts and shorts longer than finger-tip length. Appropriate footwear (no bare feet or open toed shoes) and concealed undergarments;
  6. Complying with safety standards--use of transfer belts, back braces, proper assistive lifting devices, seat belts, wheelchair belts;
  7. Maintaining work place cleanliness and orderliness;
  8. Implementing Person Centered Practices;
  9. Using work time efficiently and effectively so as to promote the best interests of the people served;
  10. Restricting personal cell phone use to emergency situations.

Although it is not possible to list all forms of behavior that are considered unacceptable in the workplace, the following are examples of behavior that is not in alignment of who we are at Mains’l (this kind of behavior may result in written performance feedback, up to and including separation of employment):

  1. Failing to follow any of the above mentioned positive and role modeling behaviors;
  2. Theft, destruction, inappropriate removal, or misuse of Mains’l or person’s property;
  3. Failing to report unethical, suspicious, or illegal conduct by other employees; 
  4. Insubordination or other disrespectful conduct;
  5. Possession of dangerous or unauthorized materials, such as explosives, firearms, or other weapons in the workplace. Physical assaults or threats to others;
  6. Borrowing money or purchasing personal items from a person receiving services, selling merchandise or personal services to a person receiving services;
  7. Working or being at work under the influence of alcohol or illegal drugs;
  8. Possession, distribution, sale, transfer, or use of alcohol or illegal drugs or any prescribed drugs that could impair the ability to work in the workplace, while on duty, or while operating employer-owned vehicles or equipment;
  9. Sleeping on the job during any time, except for those employees who work within an asleep overnight position;
  10. Sexual or other unlawful or unwelcome harassment;
  11. Conduct that is offensive, or discriminatory;
  12. Violation of Mains’l policies or procedures;
  13. Falsification or misrepresentation of information in applying for a position;
  14. Failure or inability to complete all required training that is part of a job assignment;
  15. Unsatisfactory performance or behavior;
  16. Excessive absenteeism or any absence without notice;
  17. Failure to obtain or maintain a current license or certificate required by Mains’l or by law;
  18. Any other act that threatens the safety, health, or well-being of another person, or which is so serious that it disrupts work or discredits Mains’l in the community.
     
Reference: 

Mainsl Vision, Mission and Values
Employee Pledge