员工手册英文

H:\精品资料\建筑精品网原稿ok（删除公文）\建筑精品网5未上传百度PICSampleCompanyPoliciesAndProceduresJanuaryPrintingIndustriesofCalifornia5800SouthEasternAvenue,Suite400P.O.Box910936LosAngeles,CA.90091-0936Cost-PICMemberFree February3,Non-Member$300PURPOSEOFTHISSAMPLEPrintingIndustriesofCalifornia(PIC)recognizesthevalueofwell-writtencompanypersonnelpoliciesandprocedures.OvertheyearsPIChaspublishedsampleemployeehandbooklanguagecoveringbasicemploymentpolicies.Membershaveusedthislanguageasaguideincreatingwrittenpoliciesandprocedurescoveringthecompany’semploymentpracticesandphilosophies.Thispublication,likeothersbeforeit,doesnotclaimtobeall-inclusiveorafinalproduct.NewStateandFederallawsandlegaldecisionswillrequirethissampletobeupdated,alongwiththecompany'semployeehandbook,toreflectthesechanges.Further,eachcompanymustdevelopanemployeehandbook,whichreflectstheemploymentpracticesuniquetothecompany'soperationandphilosophies.Consequently,apublicationsuchasthissamplemustbeflexibleandopenendedtoaccommodatethesedifferencesinemploymentpracticesandphilosophies.Ininitiatingorrevisingyourcompanypersonnelpoliciesoremployeehandbook,donothesitatetocallDougMoore,VicePresidentofHumanResources,forassistance.Althoughanefforthasbeenmadetoprovidesamplelanguage,whichisconsistentwithapplicablelaw,employersusingthisorotherlanguagemaywishtohavealaborattorneyreviewtheiremployeehandbookbeforepublication.PICwouldliketoextendaspecialthankstotheEmploymentLawDepartmentatthelawfirmofSilver&Freedman.Theyhaveprovidedagoodportionofthelanguagecontainedinthissamplehandbookandreviewitscontentsfromtimetotime.(EDITOR’SNOTE:HEALTHBENEFITSFOREMPLOYEESONWORKERS’COMPENSATIONDISABILITYANDOTHERLEAVES)TheCaliforniaWorkers’CompensationAppealsBoard(WCAB)hasdecidedinNavarrov.A&AFarmingthatanemployerwhosepersonnelpolicyterminatedbenefitsafterastatedperiodcouldapplythepolicytopersonsontemporaryWorkers’Compdisability.A&AFarmingobtaineditscoveragefromtheWesternGrowersTrust,aCalifornialicensedMEWA,asisthePIASC,PINCandPIASDBenefitTrusts,soitisclearthatthedecisionappliestothosefirmswhoobtainhealthcoveragefromthePIASC,PINCorPIASDBenefitTrusts.FirmsthatdonotobtaintheircoveragefromtheBenefitTrustmayprobablyrelyonthesamedecision,butitislesscertain.Ifhealthcoverageceasesundersuchapolicy,affectedemployees(infirmsoftwoormoreemployees)becomeeligibleforCOBRAextension.Companiescanchoosetomakeemployerpaymentsformoreorlesstimethanthe12weekssuggestedinthesamplelanguagewiththefollowingexceptions:CompaniescoveredbytheFamilyandMedicalLeaveActmustpayforatleast12weeks,andallcompaniesmustpayforupto31daysforemployeesactivatedformilitaryservice.Thecompany’spolicyofpaymentsshouldbethesameforallleavesthecompanygrantssoasnottobediscriminatory.TABLEOFCONTENTSPAGEIntroduction………… 6 HistoryofCompanyandMarketingServicesPerformed………….. 6 Foreword…………… 6 YourIndustry………………………. 7 ReferenceChecks……………………7BackgroundChecksandConsumerReports….……7TermsofEmployment……………… 8 EmployeeClassification……………. 8 IndependentContractor,AgencyTemporLeasedPersonnel………. 9EmploymentofRelatives…………… 9 Non–HarassmentPolicy…………… 9SolicitationandDistributionRule…………………. 11 EqualEmploymentPolicy…………. 11 ReasonableAccommodationforDisabilities,PregnancyandLactation……………..12ImmigrationReformandControlAct……………… 13 Off-DutyEmployees………………. 13 ConflictofInterest………………….. 13OffDutyConduct……………….. 13 PersonalInvolvement…………..……………… 14AppearanceandCourtesy………… ... 14 AdvancingWiththeCompany…………………… … 14 PerformanceEvaluations………… 14 Promotions……………………….. 14 OpenDoorPolicy……………………. 14 Rumors………………. 15 CustomerProperty…………………… 15 ConfidentialityandNon-Disclosure…………………. 15CompanyEquipmentMonitoring,AccessandInspection…………….16VoiceMail,E-mail&ComputerFiles……………….. 16 HoursofWork–Workweek………… 17 ExcessiveTardiness/Absenteeism…………………… 18 WorkingConditions…………………. 18 PayDay………….. 18 HoursofWork…………………… 18 TimeRecords……………………. 18 OvertimeAuthorizationandRequirement………. 19 HolidayPay……………………… 19 VacationPay…………………….. 19 SickLeavePay………………….. 20 OvertimePay……………………. 21 ReportingTimePay……………… 22 Uniforms…………. 22 MealPeriod……………………. … 22 BreakPeriods……………………… 23InsurancePrograms(RequiredbyLaw)…………….. 23 Workers'Compensation………….23 Workers'CompensationFraud………………….. 23 StateDisabilityInsurance………. 23 PaidFamilyLeaveInsurance…………… 24 StateUnemploymentInsurance………………... 24 FederalSocialSecurity(F.I.C.A)…………… 24 ProfitSharing,401korPensionPlan……………….. 25CompanyHealth/LifeInsurance…………………. 25 EmployeePurchases……………… 25 TimeOffToVote………………… 25JuryDutyTimeOff………..……… 25 JudicialLeaves……………… 25CourtAppearances………………. 25DomesticViolenceorSexualAssault…………. 26VictimsofCrime……………… 26BereavementTimeOff…………… 26 SchoolActivitiesTimeOff……….. 27 LiteracyEducationTimeOff……………. 27LeavesofAbsence………………… 27 CompensationandBenefitsAccrualsWhileonLeaveofAbsence…………… 27Non-Retaliation…………………28Personal(Non-Industrial)LeaveofAbsence………………. 28 FamilyandMedicalCareLeaveofAbsence…………………. 29 Pregnancy/ChildbirthLeaveofAbsence……… 30 IndustrialMedicalLeaveofAbsence…………. 31 MilitaryLeaveofAbsence……………………. 32PhysicalExaminationsFollowingALeave…………..33PersonalLoans…………………….. 34PersonalMailand/orTelephoneCalls…………… 34 BulletinBoard……………………… 34 GoodHousekeeping………………… 34 RadiosInWorkAreas……………… 34 KeepYourRecordUpToDate…………………….. 34 RequestForPayrollRecords…………35HealthInsuranceportabilityandAccountabilityAct(HIPAA)…….. 35PersonnelRecords…………………. 35 LossofCompanyProperty………… 35 CompanyWorkRules……………… 36 YourSafety…………. 37 HazardousSubstanceTraining……… 37 InjuryandIllnessPreventionProgram……………… 37 SmokingRestriction………………… 37WorkplaceSecurityPolicy……….…. 37 SafeOperationofVehicles……………..38StandardsofConduct……………….. 39CompanySafetyRules……………… 40 LifeThreateningDiseases……………..42Blood-bornePathogens………………. 43 ReportingOntheJobInjuriesorIllnesses………….. 43 EmergencyMedicalService………… 43 FirstAid……………... 43 FireExtinguishers…………………… 44 EmployeeHandbookRevisions……… 44 ReceiptandAcknowledgementforEmployeeHandbook…………… 44 INTRODUCTIONThisisyouremployeehandbook.Itwaspreparedforyoutohelpyoubetterunderstandwhatyoucangenerallyexpectfrom<______________________>.Thishandbookreplacesanyandallearlierpersonneloremployeehandbooks,policiesandprocedures,benefitstatements,andmemoranda,whetherwritten,oralorestablishedbypractice.Theinformationinthishandbookisimportanttoallofouremployees.Readthemanualnowandkeepitinaconvenientplace.Youwillwanttorefertoyourhandbookwhenyouhavequestionsaboutcompanypoliciesandbenefits.Naturally,youwon’tfindanswerstoallyourquestionsinthehandbook.Itisneitheralawbooknoracatalogofpersonnelpolicies.Inpreparingthishandbook,wehavenottriedtogiveyoutheminutedetailsofeachpolicy.Instead,wehaveattemptedtopresentasummaryofsomeofthemoreimportantpolicies.Nowrittenstatement,nomatterhowcomplete,canbeasubstitutefordirectdailycontactwithyourimmediatesupervisor.Throughoutyourhandbook,youwillbeurgedtocheckwithyoursupervisoror<_______________>forcompleteinformationonemployeepoliciesandbenefits.Thisadviceiscontinuallyrepeatedbecauseitsimportancecan’tbeoveremphasized.Ifyoursupervisoror<____________>doesn’thaveanimmediateresponsetoyourquestion,heorshewillgettheinformationyouseekandpassitalongtoyoupromptly.Circumstanceswillobviouslyrequirethatthepolicies,practicesandbenefitsdescribedinthehandbookchangefromtimetotime.Thecompanyreservestherighttoamend,modify,rescind,delete,supplementoraddtotheprovisionsofthishandbookasitdeemsappropriatefromtimetotimeinit’ssoleandabsolutediscretion.However,noamendmentormodificationofthe”TermsofEmployment”provisionsofthishandbookshallbeeffectiveunlessmadeinwriting,andsignedbythePresidentofthecompany.Thecompanywillattempttoprovideyouwithnotificationofanyotherchangesastheyoccur.HISTORYOFCOMPANYANDMARKETINGSERVICESPERFORMED<_____________________________________________________________________>FOREWORDOuremployeehandbookisatooltohelppromoteacooperativeandhealthyatmosphere,tospelloutpoliciesrelativetohours,wages,conditionsofemploymentandtoprovidefortheadministrationofthesepoliciesintheinterestsofallconcerned,inkeepingwithconditionsinourareaandindustry.Wearepresentingthisemployeehandbookbecausewefeelthatifyouunderstandbasicallywhatisexpectedofyou,andwhatyoumayexpectofthecompany,weshallhaveanorganizationwhichbettermeetstheneedsofourcustomers.Thestatementsassetforthinthisbookhavenotbeenarbitrarilyestablished.Eachofthemhasasoundbackgroundofcommonsensebasedontheexperiencesofthiscompany.Employeeshavesuggestedmanyandwewillfurtherwelcomesuggestionsfromyouthatwillaidinmaintainingaconstructiveandharmoniousrelationship.Oursinglemostcommongoalmustbetoworktogethertomeettheneedsofourcustomers,rememberingourcustomersaremutuallyourmostimportantasset.YOURINDUSTRYTheprintingindustryisoneofthelargestandmostimportantmanufacturingindustriesintheUnitedStates.Itiscloselyrelatedtoeveryotherindustry.Initsproductionitborrowsfromagriculture,theextractiveindustries,andthemachinery,electrical,andcomputerindustries;initsdistributionitutilizesthemodernagenciesofadvertising,communicationandtransportation;initsusefulnessitistheserviceindustryofall.Californiahasgrownintothenumberoneprint-producingindustryinthenation.Theprintingindustry,infact,isthelargestmanufacturingsectorinCaliforniainnumberoffirms.Whenthealliedindustriesofcommercialprinting,publishing,reprographicsandvariousspecialtyprintingwereaddedtogetherin,theyproduced14.8billioninthestate’seconomyandemployed111,356people.Despitethefactthatitisclassifiedasatradeinthemindsofmanypeople,printingisoneofthearts.ItisabranchoftheGraphicArtsfieldandassuchisthemeansofpreservationofalltheotherartsknowntohumanity.REFERENCECHECKSToensurethatindividualsjoiningtheCompanyarequalifiedandhavethepotentialtobeproductiveandsuccessful,theCompanywillchecktheemploymentreferencesofallapplicants.Everyofferofemploymentiscontingentupontheappropriatecompletionofareferencecheck.NoreferenceswillbegivenconcerninganypresentorpastemployeeofthecompanyunlesstheCompanyhasreceivedawrittenrequestforsuchareference.Only_____________________________mayrespondtoarequestforareference.Suchresponsewillonlyconfirmthedatesofemploymentandpositionheld,andwillbeinwriting.Ifanemployeehasgivenwrittenauthorization,theCompanywillalsoprovideinformationontheamountofsalaryorwagesearnedbytheemployee.BACKGROUNDCHECKSANDCONSUMERREPORTSThecompanymayrequireyourconsenttoobtainaconsumerreportinconnectionwithyourinitialapplicationforemployment,yourapplicationforanewpostionintheCompany,oraninvestigationintopossiblewrongfulconductbyyou.Aconsumerreportmaycontaininformationregardingyourcreditworthiness,creditstanding,creditcapacity,character,generalreputation,personalcharacteristics,ormodeofliving.Thecompanywillusethisinformationforemploymentpurposesonly.RefusaltoauthorizetheobtainingofaconsumerreportbytheCompanymaybeabasisfordenialofemploymentorotheradverseemploymentaction.Thecontentoftheconsumerreportmayalsobethebasisfordenialofemployment,denialofaparticularjobposition,orotheradverseemploymentaction.YouwillbeadvisediftheCompanyelectstotakeadverseemploymentactionsagainstyoubasedinwholeorinpartonaconsumerreport.Unlessyouaresuspectedofwrongdoing,beforerequestingtheconsumerreport,theCompanywillnotifyyouofitsintenttomaketherequest.TheCompanywillprovideyouwiththenameandaddressofeverycredit-reportingagencyfromwhichtheCompanymayobtaintheconsumerreport.Ifyouspecificallyrequestacopy,withinthreedaysoftheCompanyreceiptofthereport,youwillbeprovidedwithacopyfreeofcharge.TERMSOFEMPLOYMENTDespiteanydisciplinaryproceduresorcompanyrules,standardsofconductorregulations,youremploymentis”atwill”whichmeans”therelationshipbetweenemployerandemployeemaybeterminatedbyeitherparty‘unilaterally’atanytime,withorwithoutnotice,foranyreason,orfornoreasonatall”.Thishandbookcontainstheentireagreementbetweenyouandthecompanyastothedurationofemploymentandthecircumstancesunderwhichemploymentmaybeterminated.Further,thecompanycandemote,transfer,suspendorotherwisedisciplineanemployeeinitssoleandabsolutediscretion.Nothinginthishandbook,oranyotherpersonneldocument,includingbenefitplandescriptions,createsorisintendedtocreateapromiseorrepresentationofcontinuedemployment,orforcontinuedorindefiniteemploymentataspecificpositionorrateofpay.OnlythePresidentofthecompanyhasanyauthoritytoenterintoanyagreementcontrarytothe”TermsofEmployment”statedinthispolicy,andsuchanagreementwouldhavetobeinwritingandsignedbythePresident.EMPLOYEECLASSIFICATIONSYouwillbeadvisedofyouremployeeclassificationatthetimeofhire,promotion,transfer,orifanyotherchangeinyourpositionwiththecompanyoccurs.Sinceallemployeesarehiredforanunspecifiedduration,assignmenttoanyoftheseclassificationsdoesnotguaranteeemploymentforanyspecificlengthoftime.Regardlessofclassification,employmentisatthemutualconsentofyouandthecompany.Accordingly,eitheryouorthecompanycanterminatetheemploymentrelationshipatwill,atanytime,withorwithoutnotice.Full-TimeEmployees-arethosenormallyscheduledfor40hoursofworkperweek.Part-TimeEmployees-arethosenormallyscheduledtoworklessthan40hoursofworkperweek.Part-timeemployeesarenoteligibleforcompanyfringebenefitsavailabletofull-timeemployees.CasualEmployees-arethosewhoarehiredonthatbasisandworkforaspecialjoband/orperiodoftime.Suchemployeesarenoteligibleforcompanyfringebenefitsavailabletofull-timeemployees.Non-ExemptEmployees-Thoseemployeeswhoaresubjecttotheprovisionsoffederalandstatelawrequiringthepaymentofovertimeareconsideredtobenon-exempt.ExemptEmployees-Thoseemployeeswhoarenotsubjecttotheprovisionsoffederalandstatelawrequiringthepaymentofovertimeareconsideredexempt.Exemptemployees,inourindustry,normallyincludeprofessional,executive,administrativeandcertainoutsidesalespersonnel.INDEPENDENTCONTRACTOR,AGENCYTEMPORLEASEDPERSONNELAnindependentcontractor,agencytemporleasedindividualisanypersonwhoisclassifiedbythecompanyassuch,asevidencedbythecompany’sfailuretowithholdtaxesfromtheircompensation.Independentcontractors,agencytempsorleasedemployeesarenotemployeesofthecompany.Evenifthepersonislaterreclassifiedbyanactionofacourtoradministrativeagencyasanemployeeofthecompany,heorsheisnoteligibleforanyretroactivecompanysponsoredbenefits.EMPLOYMENTOFRELATIVESOurcompanypermitsemploymentofrelatives.However,theemploymentofrelativesinthesamedepartmentcancreateaconflictofinterest.Therefore,immediatefamilymembers(seedefinitionbelow)shouldnotworkinthesamedepartmentforthesamesupervisor,orforasupervisorwhoisanimmediatefamilymember.Workinginthesamedepartmentforadifferentsupervisorispermitted.Immediatefamilymembersincludespouse,in-laws,steprelatives,domesticpartner,parent,childorstepchild,sisterorbrother.NON-HARASSMENTPOLICYHarassmentinemployment,includingsexual,racial,andethnicharassment,aswellasanyotherharassmentforbiddenbylaw,isstrictlyprohibitedbytheCompany.Employeeswhoviolatethispolicyaresubjecttodiscipline,includingpossibletermination.Racial,ethnicandotherformsofprohibitedharassmentinclude,butisnotlimitedto:Visualconduct,includingdisplayingofderogatoryobjectsorpictures,cartoons,orposters;Verbalconduct,includingmakingorusingderogatorycomments,epithets,slurs,andjokes;Inaddition,sexualharassmentisdefinedbytheregulationsoftheFairEmploymentandHousingCommissionasunwantedsexualadvances,orvisual,verbalorphysicalconductofasexualnature.Sexualharassmentincludesgenderharassmentandharassmentonthebasisofpregnancy,childbirth,orrelatedmedicalconditions,andalsoincludessexualharassmentofanemployeeofthesamegenderastheharasser.Thisincludes,butisnotlimitedto,thefollowingtypesofoffensivebehavior:Unwantedsexualadvances;Offeringemploymentbenefitsinexchangeforsexualfavors;Makingorthreateningreprisalsafteranegativeresponsetosexualadvances;Visualconduct,includingleering,makingsexualgestures,displayingofsexuallysuggestiveobjectsorpictures,cartoons,orposters;Verbalconduct,includingmakingorusingderogatorycomments,epithets,slurs,andjokes;Verbalsexualadvancesorpropositions;Verbalabuseofasexualnature,graphicverbalcommentariesaboutanindividual'sbody,sexuallydegradingwordsusedtodescribeanindividual,suggestiveorobsceneletters,notes,orinvitations;Physicalconduct,includingtouching,assault,impedingorblockingmovements.Examplesofsexualharassmentinclude(a)anemployeebeingfiredordeniedajoboranemploymentbenefitbecausetheemployeerefusedtograntsexualfavorsorbecauseheorshecomplainedabouttheharassment;(b)anemployeereasonablyquittinghisorherjobtoescapeharassment;or(c)anemployeebeingexposedtoahostileworkenvironment.TheCompanywilltakeallreasonablestepstopreventharassmentfromoccurringandwilltakeimmediateandappropriateactionwhentheCompanyknowsthatunlawfulharassmenthasoccurred.Ifyouhavebeenharassedbyaco-worker,supervisor,agent,vendororcustomer,orifyoubelievethatanotheremployeehasbeenharassed,youhaveadutytopromptlyreportthefactsoftheincidentorincidents,andnamesoftheindividualsinvolved,to(Option:HumanResources.)(Option:______________________or_____________________.)Thematterwillbeimmediatelyandthoroughlyinvestigated,andconfidentialitywillbemaintainedtotheextentpossible.Afterreviewingtheevidence,adeterminationwillbemadeconcerningwhetherreasonablegroundsexisttobelievethatharassmenthasoccurred.Itistheobligationofallemployeestocooperatefullyintheinvestigationprocess.TheCompanyconsidersanyharassingconducttobeamajoroffensewhichcanresultindisciplinaryactionfortheoffender,uptoandincludingdischarge.TheCompanywilltakeactiontodeteranyfutureharassment.Inaddition,disciplinaryactionwillbetakenagainstanyemployeewhoattemptstodiscourageorpreventanotheremployeefrombringingharassmenttotheattentionofmanagement.Thepersonsinvolvedwillbeadvisedofthedeterminationifappropriate.TheCompanywantstoassureallofitsemployeesthatmeasureswillbeundertakentoprotectthosewhocomplainaboutharassmentfromanyfurtheractsofharassment,coercionorintimidation,andfromretaliationduetotheirreportinganincidentorparticipatinginaninvestigationorproceedingconcerningtheallegedharassment.Ifanyemployeebelievesthattheaboveprocedurehasnotresolvedhisorhersituation,thatemployeemaycontacttheCaliforniaDepartmentofFairEmploymentandHousing(DFEH)at(916)445-9918todeterminethelocationofthebranchoftheDFEHthatisnearesttotheemployeetofileaclaimwithinoneyearofthedatethattheharassmentoccurred.TheDFEHservesasaneutralfact-finderandwillattempttoassistthepartiestovoluntarilyresolvetheirdispute.IntheeventthattheDFEHisunabletoobtainvoluntaryresolutionandfindsthatharassmenthasoccurred,theFairEmploymentandHousingCommission(FEHC)mayholdahearingandawardreinstatement,backpay,andmonetarydamages.Noactionwillbetakenagainstanyemployeeinanymannerforopposingharassmentorforfilingacomplaintwith,orotherwiseparticipatinginaninvestigation,proceedingorhearingconductedbytheDFEHortheFEHCwithrespecttoharassment.SOLICITATIONANDDISTRIBUTIONRULEInordertopreventdisruptionsintheoperationofthecompany,andinordertoprotectemployeesfromharassmentandinterferencewiththeirwork,thefollowingrulesregardingsolicitationanddistributionofliteratureoncompanypropertymustbeobserved.Employees:Duringworkingtime,noemployeeshallsolicit,ordistributeliteraturetoanotheremployeeforanypurpose.”WorkingTime”referstothatportionoftheworkingdayinwhichtheemployeeissupposedtobeperformingactualjobduties;itdoesnotincludesuchtimesaslunchtime,breaktime,ortimebeforeorafterashift.Thus,noemployeewhoison”workingtime”shallsolicitordistributeliteraturetoanotheremployee.Noemployeewhoison”non-workingtime”shallsolicitordistributeliteraturetoanemployeewhoison”workingtime”.Noemployeeshalldistributeliteraturetoanotheremployeeforanypurposeinworkingareasofthecompany.Noemployeeshallsolicit,ordistributeliteraturetoanyvisitorsatanytimeforanypurpose.Non-Employees:Personswhoarenotemployedbythecompanyshallnotdistributeliteratureorsolicitemployeesorvisitorsatanytimeforanypurposeoncompanygroundsorinsidethecompanyplantoroffice.EQUALEMPLOYMENTPOLICYTheCompanyisanequalopportunityemployerandmakesemploymentdecisionsonthebasisofmerit.Wewanttohavethebestavailablepeopleineveryjob.Therefore,theCompanydoesnotdiscriminate,anddoesnotpermititsemployeestodiscriminateagainstotheremployeesorapplicantsbecauseofrace,color,religion,sex,sexualorientation,genderidentityorexpression,pregnancy,maritalstatus,nationalorigin,citizenship,veteranstatus,ancestry,age,physicalormentaldisability(animpairmentthatlimitsamajorlifeactivity),medicalcondition(cancer-related),geneticcharacteristic,oranyotherconsiderationmadeunlawfulbyapplicablelaws.Equalemploymentopportunitywillbeextendedtoallpersonsinallaspectsoftheemployer-employeerelationship,includingrecruitment,hiring,upgrading,training,promotion,transfer,discipline,layoff,recallandtermination.Ifyoubelievethatyouoranotheremployeehasbeensubjectedtoanyformofunlawfuldiscrimination,youhaveadutytopromptlyreportthefactsoftheincidentorincidents,namesoftheindividualsinvolved,andthenamesofanywitnessesto(Option:HumanResources.)(Option:______________________or_____________________.)Thematterwillbeimmediatelyandthoroughlyinvestigated,andconfidentialitywillbemaintainedtotheextentpossible.Afterreviewingtheevidence,adeterminationwillbemadeconcerningwhetherreasonablegroundsexisttobelievethatdiscriminationhasoccurred.Itistheobligationofallemployeestocooperatefullyintheinvestigationprocess.TheCompanyconsidersanyconductbasedonunlawfuldiscriminationtobeamajoroffensewhichcanresultindisciplinaryactionfortheoffender,uptoandincludingdischarge.TheCompanywilltakeactiontodeteranyfuturediscrimination.Inaddition,disciplinaryactionwillbetakenagainstanyemployeewhoattemptstodiscourage