employee handbook 1-1-15_no forms

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F. CONFIDENTIALITY Each employee is responsible for safeguarding confidential information obtained in connection with his/ her employment. In the course of your work, you may have access to confidential information regarding the Company, its suppliers, its customers, or even fellow employees. It is your responsibility to in no way reveal or divulge any such information unless it is necessary for you to do so in the performance of your duties. Access to confidential information should be on a "need-to-know" basis and must be authorized by your manager. Any breach of this policy will not be tolerated and legal action may be taken by the Company. G. BUSINESS CONDUCT AND ETHICS This Code of Ethics and Business Conduct (Code) embodies our commitment to conduct business in accordance with all applicable laws, rules and regulations, to provide honest and ethical conduct, including fair dealing and the ethical handling of conflicts of interest, and the prompt internal reporting of violations. We have adopted this Code to promote compliance and avoid even the appearance of improper conduct. Failure to comply may lead to company-imposed sanctions, including immediate dismissal for cause, whether or not there is a violation of law. This Code applies to all employees, officers, and directors of Savant Learning Systems, Inc. (Savant). We expect our consultants, vendors, contractors, and other third parties we do business with to abide by the portions of this Code applicable to our relationship. All employees must understand this Code. We cannot list all activities that may violate this Code or what is appropriate in every circumstance. However, the following are some rules regarding specific areas. These are not exhaustive and do not limit the generality of this Code. Use good judgment and common sense and avoid even the appearance of improper behavior. Build Trust and Credibility The success of our business is dependent on the trust and confidence we earn from our employees and customers. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching company goals through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do. When considering any action, it is wise to ask: will this build trust and credibility for Savant? Will it help create a working environment in which Savant can succeed over the long term? Is the commitment I am making one I can follow through with? The only way to maximize trust and credibility is by answering “yes” to those questions and by working every day to build our trust and credibility. Respect for the Individual We all deserve to work in an environment where we are treated with dignity and respect. Savant is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste Savant is an equal employment/affirmative action employer and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to human resources. Back to Top Page 13 Savant Learning Systems
Create a Culture of Open and Honest Communication At Savant, everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times. Savant will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith. Employees are encouraged, in the first instance, to address such issues with their managers or the HR Director, as most problems can be resolved swiftly. If for any reason that it is not possible or if an employee is not comfortable raising the issue with his or her manager or HR, the COO/CFO does operate with an open-door policy. Set the Tone at the Top Management has the added responsibility for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters. To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges from their authority, but rather as another encouraged form of business communication. At Savant, we want the ethics dialogue to become a natural part of daily work. Uphold the Law Savant’s commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or Savant policy, we should ask advice from the resource expert. We are responsible for preventing violations of law and for speaking up if we see possible violations. Competition We are dedicated to ethical, fair and vigorous competition. We will sell Savant products and services based on their merit, superior quality, functionality and competitive pricing. Conflicts of Interest We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of Savant may conflict with our own personal or family interests because of the course of action that is best for us personally may not be the best course of action for Savant. We owe a duty to Savant to advance its legitimate interests when the opportunity to do so arises. We must never use Savant property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with Savant. Back to Top Employee Handbook Page 14
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Page 5 and 6: D. POLICY PROHIBITING DISCRIMINATIO
Page 7 and 8: CHAPTER 2. EMPLOYMENT STATUS A. REG
Page 9 and 10: CHAPTER 4. EMPLOYEE PERFORMANCE AND
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Page 17 and 18: A. PERSONNEL RECORDS CHAPTER 5. EMP
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Page 23 and 24: Paid Time Off (PTO) Exceptions •
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Page 32: 317 S. Lindell St. Martin, TN 38237

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