Standards of conduct

Every employee is prohibited from engaging in conduct that violates this policy. This expectation extends to interactions with SAIF customers and outside business partners, and to out-of-office events, such as business trips, conferences, or business-related social events.

The following is a list of some examples of unacceptable and prohibited conduct. This list is illustrative only; other types of conduct injurious to security, personal safety, employee welfare, and SAIF's operations also may be prohibited.

• The commission of an act that is unlawful
• Violation of SAIF's policy against sexual harassment or other prohibited forms of workplace harassment
• Fraud or dishonesty, including, but not limited to, withholding relevant information, or falsification, alteration, or misrepresentation of SAIF records (including employment applications, attendance records, and expense reports)
• Theft, including unauthorized removal or willful destruction of SAIF property, including records or the property of other employees, customers, or vendors; or, possession of SAIF property or the property of other employees, customers, or vendors without proper prior authority
• Unauthorized use (or any use outside incidental use) of SAIF's fax and photocopying machines, or SAIF-provided cellular phones and telephones
• Reporting to work under the influence of, possessing, or using alcohol or drugs in violation of SAIF's Substance abuse policy
• Fighting, horseplay, or any other conduct that is likely to cause bodily injury, property damage, or other interference with SAIF operations
• Insubordination or failure to follow lawful supervisor/management directives under existing SAIF policy, procedure, or work rule, except in circumstances where there is a reasonable expectation that serious bodily injury might result
• Incompetency, inefficiency, or performance of less than required job responsibilities
• Frequent absenteeism or tardiness without valid excuse and/or proper notification
• Sabotage, industrial espionage, or any subversive activity with the intent of sabotaging SAIF premises or business activities
• Gambling on SAIF premises or while on duty
• Unauthorized solicitation by employees on duty or any time on SAIF premises
• Disrespectful conduct, including using profanity, coercion, intimidation, or threats of any kind against customers, managers, fellow employees, or vendors
• Possession of firearms or other weapons on SAIF or customer premises or in any SAIF vehicle
• Accessing information from SAIF records or computer-stored data for any non-business use
• Unauthorized disclosure of confidential corporate information, including information about policyholders and injured workers
• Use of SAIF's communication technology (e.g., telephone, word processing, email, intranet, internet, and fax), in a manner that is unauthorized, unprofessional, inappropriate, or discourteous to internal or external customers
• Interfering with, or refusing to or failing to cooperate in, a company investigation, and
• Any violation of any SAIF policy

The above list is not exhaustive but gives only some examples of unacceptable performance or conduct. Other examples of prohibited conduct that may result in discipline, up to and including termination, are described elsewhere in the employee policy manual.

SAIF may discipline or terminate the employment of any employee for violation of any of the above-listed or any other SAIF policy, practice, or rule of conduct or for any other lawful reason. Discipline may be in the form of a verbal warning, written warning, suspension, demotion, termination, or other action. In all cases, SAIF retains sole discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case. And at all times, SAIF retains the right to terminate any employee's employment at any time and for any lawful reason, with or without advance notice or other prior disciplinary action.