Jefferson Lab > COO > HR
Privacy and Security Notice

Administrative Manual - 208 Employee Performance and Conduct

208.01 Standards of Conduct

  1. POLICY
    1. It is the policy of JSA that certain rules and regulations regarding employees' conduct are necessary for the efficient operation of the Laboratory. Conduct is an integral part of performance. Consequently, inappropriate conduct is unacceptable performance and shall not be tolerated.
    2. It is the policy of JSA to ensure that:
      1. All employees meet its prescribed standards of job performance and conduct, and
      2. All supervisors and managers apply necessary corrective action in a fair and equitable manner.
    3. Employees who believe that they have been treated unfairly have a right to present their grievances in accordance with the provisions of the section of this manual entitled Employee Issues and Grievances and/or via the Employee Concerns Program (ECP).
  2. STANDARDS OF PERFORMANCE AND CONDUCT
    1. Standards of performance and conduct are conveyed to employees by supervisors during the interview process, upon beginning JSA employment, during the probationary period, at the time of annual performance appraisals, and, informally, throughout the employee's employment at JSA, as required and appropriate.
    2. General conduct standards are contained throughout the Human Resources Section of this manual.
    3. Standards of Conduct and where to locate related policies and procedures in this Manual are addressed in New Employee Orientation.
    4. Any employee who believes he/she is not sufficiently aware of expected standards of performance or conduct should contact his/her supervisor for assistance.
  3. RESPONSIBILITIES
    1. Each employee shall observe the standards of performance and conduct for his/her position as set forth in the Ethics policy, this Manual ,and by his/her immediate supervisor.
    2. Managers and supervisors shall:
      1. Inform employees of specific expectations for their performance, including policies governing conduct;
      2. Treat employees in a fair and equitable manner;
      3. Investigate apparent employee offenses or performance deficiencies, obtain complete facts and full justification, and administer appropriate corrective action when warranted and as described in this section;
      4. Ensure employees are aware of the JLab and DOE Employee Concerns Programs; and
      5. Consult with the Employee Relations Consultant immediately when corrective action is contemplated.
    3. The Employee Relations Consultant shall:
      1. Provide information, advice, and guidance to supervisors at all levels on establishing standards of performance and on those conduct standards established in this manual and related policies;
      2. Provide information to employees on standards of conduct discussed in this manual and, when known, specific standards of performance established by their supervisors;
      3. Provide advice and assistance to supervisors on uniform and equitable interpretations and applications of the provisions of this section;
      4. Assess divisional management practices in the administration of corrective action and in compliance with conduct standards, and provide recommendations to Associate Directors when such management practices appear to require changes;
      5. Advise employees on management practices in the administration of corrective action; and
      6. Inform the HR Manager of any contemplated corrective actions.
  4. EXPECTATIONS

    All employees shall conduct themselves in a manner which is conducive to the efficient and proper operation of JSA. Each employee is expected to:

    1. Comply with a proper order from an authorized supervisor. If, in the best interest of JSA, an employee disagrees with such an order, the employee shall carry out the order and then may take the issue to the next level within his or her division's chain-of-command. Proper orders are those which do not require an employee to do anything knowingly illegal or that would endanger the environment, the safety or health of the employee or others.
    2. Report to work on-time, in appropriate clothing, and in a condition which permits performance of assigned duties.
    3. Refrain from any disorderly conduct, illegal activities or disruptive behavior.
    4. Exercise courtesy and tact in dealing with fellow workers and visitors.
    5. Conserve, properly and cost-effectively use money and other resources, and protect property, equipment and materials.
    6. Comply with all JSA security and environment, safety, and health regulations.
    7. Exercise watchfulness in the performance of duties to eliminate potential hazards and protect him/herself and co-workers.
    8. Comply with policies, procedures, rules and regulations governing hours of work, absences, and leave use.
    9. Comply with policies, procedures, rules and regulations governing outside business activities and conflicts of interest; including completing the Outside Business Activity request form annually.
  5. INAPPROPRIATE CONDUCT

    The following are examples of prohibited conduct which shall subject the employee involved to corrective action up to and including separation from JSA employment

    1. Discrimination on the basis of race, color, religion, national origin, ancestry, age, sex, marital status, disability, or Vietnam-era or disabled veteran status.
    2. Unsatisfactory attendance or excessive tardiness.
    3. Abuse of time. Examples include unauthorized time away from the work area, use of time for personal business, abuse of sick leave, etc.
    4. Failure to report to work as scheduled without proper notice to or approval of the supervisor. Absence in excess of three (3) days without proper notification, and absent extenuating circumstances, shall constitute job abandonment and is grounds for immediate separation from JSA employment. The effective date of a job abandonment separation will be the third day of absence without proper notification. Employees will be paid through their last day worked.
    5. Sleeping during working hours.
    6. Disruptive behavior in the workplace.
    7. Sexual harassment. (See Sexual Harassment Policy)
    8. Obscene or abusive language.
    9. Threatening or coercing persons.
    10. Threats or acts of physical violence or assault.
    11. Failure to follow a supervisor's instructions or perform assigned work. (Unless following instructions or performing the work would constitute a risk of personal injury to the employee or others or would cause the employee to commit an illegal act.)
    12. Failure to comply with established policies, procedures or practices.
    13. Violating security or environmental, safety, and health rules.
    14. Reporting to work when under the influence of, or when ability is impaired by, alcohol.
    15. Unauthorized use of alcohol on JSA/JLab premises.
    16. The unlawful use, possession, or sale of a controlled substance.
    17. Unauthorized possession or use of fire-arms, dangerous weapons, or explosives.
    18. Criminal convictions or acts of conduct occurring on or off the job which are plainly related to job performance or are of such a nature that to continue the employee in the assigned position could constitute negligence in regard to the Laboratory's responsibilities to its employees and visitors.
    19. Falsifying records. Such records include, but are not limited to, employment applications, expense vouchers, reports, insurance claims, time records, leave records, or other official documents.
    20. Willfully or negligently damaging or defacing JSA records or property or other organizations' or persons' records or property.
    21. Inappropriate use of computer resources.
    22. Theft or unauthorized removal of JSA records or property or other organizations' or persons' records or property.
    23. Solicitation, acceptance, or retention of any personal benefit from a supplier, vendor, individual, or organization doing or seeking business with JSA.
    24. Commit acts that may constitute unethical behavior or create an organizational conflict of interest.
    25. Distribution of materials related to a political issue or the campaign of a candidate.
    26. Unauthorized solicitation.
    27. Gambling on premises.
    28. Intentionally making false statements regarding facts of material significance to JSA business.
    29. Tape recording of lab meetings or discussions without the prior knowledge and concurrence of all parties involved.

NOTE: This list is not intended to be all inclusive and other acts of inappropriate behavior shall also subject an employee to corrective action.


Return to Administrative Manual