Behavioral Policies and Disciplinary Procedures
This article applies to all full-time employees. It does not apply to temporary hires such as interns and summer hires. Interns and temporary employees may be terminated at any time based either on their performance or the on the changing needs of the company.
Grounds for Dismissal
Level 1 Issues
Respect
All Team Members are expected to treat each other with respect. No team member should engage in disrespectful behavior such as:
- backbiting;
- insults;
- gossiping;
- bullying;
- yelling;
- complaining about one team member to another;
- casting aspersions on a team member's competence or knowledge;
or in any other way undermining any other team member to another whether in verbal or written communication.
The determination of whether any behavior qualifies as disrespectful under this rule is solely at the discretion of Management. Appropriate documentation of the behavior must be provided by Management.
This rule does not apply to confidential discussions between an Employee and a Manager. Employees should feel free to discuss any issues with their Manager with full confidentiality so that issues can be resolved.
If an Employee has an issue with another Employee, the Employee may discuss the issue directly with the other Employee. If the issue cannot be resolved amicably, Manager input should be requested to prevent the situation from escalating.
It is inappropriate for an Employee to discuss an issue between two Employees with a third Employee, particularly in a manner that reflects negatively on the other Employee involved in the conflict or issue. Doing so is grounds for dismissal.
If an Employee has an issue or a complaint regarding a manager, the Employee should discuss that issue with their Manager.
It is inappropriate for an Employee to discuss an issue between the Employee and a Manager with another Employee, particularly in a manner that reflects negatively on the Manager. Doing so is grounds for dismissal. Performance
All Team Members are expected to follow all company policies and procedures. This includes both technical procedures and more general company rules. The former are detailed in the Autotask KB and in our checklists. From time to time they may also be communicated via email. The latter are detailed in this knowledgebase.
Not following policies or procedures is grounds for disciplinary action and, after repeated violations, termination.
Other areas of performance that are grounds for dismissal if they are repeatedly observed by Management include: lateness, incomplete tasks, lack of proactive engagement with assigned responsibilities, and lack of response to phone and/or Slack messages.
Level 2 Issues
Level 2 issues are subject to immediate termination. These include fraud, theft (of money or services), lying, sabotage, willful damage, criminal activity, disclosure of confidential information, or substance abuse.
Disciplinary Procedure
For Level 1 issues, Team Members will receive two written warnings via email . After the second warning, if the behavior continues or re-occurs, employment may be terminated without further warning.
For Level 2 issues, Management may terminate the Team Member immediately with no warning.
A Team Member who is terminated may or may not receive severance pay, at the discretion of Management.
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