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may affect employment decisions. Supervisors and Managers are prohibited from dating <br />subordinates and may be disciplined for such actions, up to and including termination. <br />When a conflict or the potential for conflict arises because of a personal relationship between <br />employees, evenif there is no line of authority or reporting involved, the employees may be <br />separated by reassignment or terminated from employment. If such personal relationship is <br />established after employment, the employee must disclose the existence of the relationship to <br />the Manager. Failure to do so will result in disciplinary action, up to and including termination. <br />When a conflict or a potential for conflict arises because of the relationship affecting <br />employment, the individuals concerned will be given the opportunity to decide who is to be <br />transferred to another position or terminated if no position is available. If the decision is not <br />made within 30 calendar days, management will decide who is to be transferred or, if <br />necessary, terminated from employment. <br />6.CARE OF VEHICLES, EQUIPMENT, AND FURNISHINGS <br />Employees are expected to take proper care of vehicles, furnishings, and fixtures in their control <br />or under their supervision. The Company may take action to recover damages if the employee <br />does not do so. No Company vehicle, power tool, fixture, or furnishing may be taken or used for <br />personal benefit without specific authorization. Unauthorized taking or use is grounds for <br />dismissal and possible prosecution. If a Company vehicle, furnishing or fixture incurs any <br />damage while under the charge of a particular employee, that employee will be responsible for <br />reporting the damages immediately. <br />For those employees who drive Company vehicles, the following rules also apply: <br />(a)Vehicles are to be used for Company business only. <br />(b)Only employees who have been authorized are allowed to drive Company <br />vehicles. <br />(c)ss of vehicle you are driving. <br />Any employee whose duties include the operation of Company vehicles who is cited for <br />D.U.I. or for any other serious moving violation will be considered to have an <br />unacceptable driving record and his or her continued employment will be subject to <br />review. The Company must be notified immediately of any change in the status of your <br />record is grounds for discipline, up to and including termination. This includes, but is not <br />limited to, involvement in a traffic accident, traffic citations for any infraction, arrests for <br />driving under the influence (regardless of adjudication), and arrests for civil or criminal <br />theft (regardless of adjudication).Any employee whose duties include the operation of <br />Company or customer vehicles who becomes uninsurable <br />policy will be considered to have an unacceptable driving record and his or her <br />continued employment will be subject to review. Further, any employee whose duties <br />include the operation of Company vehicles who incurs a traffic violation that affects their <br />job duties may be suspended until the violation is resolved. However, if the resolution of <br />the violation lasts more than 30 days, the employee may be terminated. <br />(d)If an employee receives a traffic citation while operating aCompany vehicle, the <br />employee will be responsible for paying any fine or penalty. If an employee is involved in <br />a traffic accident while operating a Company vehicle, the employee is required to call a <br /> <br />