An employee may be removed from service (with or without pay) if his or her presence in the workplace will interfere in any way with an investigation, if there is a concern for safety, or if there are pending drug test results or other circumstances which could disrupt the workplace during an investigation.

Discharge is not considered a step in the corrective action process. Discharge is considered the final recourse after corrective steps have not resulted in the desired performance or conduct or when an employee’s unacceptable behavior warrants the most serious action. Before an employee is discharged, approval is required from the next level of management and employee relations.

The following are examples of work rule violations that will be addressed through the corrective action process. No policy or list of rules can include all instances or situations of conduct that can result in corrective action. These examples do not replace reasonableness, sound judgement, or common- sense behavior, which are the underlying cornerstones on which this policy was developed.

Many factors will be considered in determining the appropriate level of corrective action, including the severity and nature of the conduct, the employee’s overall employment record and length of service, and applicable policies and procedures. However, with this understanding, general guidelines have been established for two groups of work rule violations.

Group I Violations normally can be resolved with a performance improvement reminder or performance improvement notice, depending on the circumstances, but may progress to a last chance agreement or discharge if performance or conduct is not corrected.

Group II Violations are the most serious offenses and normally will result in a last chance agreement or discharge.

1. Leaving or quitting your work assignment or assigned work area without permission from your supervisor or supervisor’s designee.
2. Failing to follow departmental procedures.
3. Horseplay, disruptive activity, or other forms of disorderly conduct.
4. Negligent, needs improvement, or unsatisfactory performance of duties.
5. Disregard for your department’s dress code or failure to follow appropriate hygiene practices.
6. Solicitation, distribution, or posting of unauthorized materials or literature in violation of ABX’s Solicitation Policy.
7. Failure to properly wear your ID badge on ABX premises, or routinely reporting to work without your ID badge.
8. Unsafe work practices or safety rule violations, or failure to report injuries.
9. Abuse or damage to property of ABX, its customers, clients, vendors, visitors, or employees.
10. Excessive personal telephone calls, personal Internet or e-mail usage, or other nonwork activities.
11. Creation of conflict with co-workers or supervisors or treatment of customers or co-workers in a discourteous, inattentive, or unprofessional manner.
12. Smoking in non-smoking areas.
13. Abuse of lunch and break periods.
14. Any conduct considered detrimental to customer service, fellow employees, or ABX operations.

Group II Violations—Last Chance Agreement or Discharge

1. Use of abusive, indecent, or obscene language; acting in a defamatory or disrespectful manner; use of language or conduct tending to harass, embarrass, inflame, injure, offend, intimidate, or humiliate any employee, customer, or visitor.
2. Threatening, intimidating, or sexually harassing employees, customers, or visitors.
3. Unauthorized disclosure of confidential information.
4. Illegal conduct. You are required to notify management of all felony charges, and all convictions (of any degree) while employed. You may be placed on a leave without pay until the matter is settled.
5. Violation of ABX’s Drug Free Workplace Policy.
6. Violation of ABX’s Weapons in Workplace Policy.
7. Theft or attempted theft of property belonging to ABX, its customers, visitors, or employees. If you have knowledge of such activity, you are required to report it.
8. Failure to report damage, or an accident involving equipment on company premises.
9. Deliberate misuse, destruction, or damage of property.
10. Acts of dishonesty, including falsification of ABX records, false statements, misrepresentation or omission in matters affecting the employment relationship.
11. Unauthorized use or duplication of company supplies, documents, materials, machines, equipment, and tooling.
12. Insubordination or absolute refusal to comply with instructions from an authorized supervisor.
13. Fighting, threatening injury, or any other display of workplace violence.
14. Sleeping while on duty.
15. Any conduct considered seriously detrimental to customer service, fellow employees, or ABX operations.
16. Unauthorized use of listening devices, tape recorders, or cameras, including digital camera cell phones.
17. Clocking in or out for another employee.
18. Violating ABX’s Air Park Security Policy.
19. Horseplay that results in personal injury or equipment damage.
20. Sabotaging the facility, grounds, equipment, or operations.
21. Using ABX’s computer systems, including accessing confidential computer files and data, without authorization. Accessing inappropriate websites in violation of the Internet policy.
22. Violating other rules or policies not specifically listed.