Employee Conduct and Work Rules

To ensure orderly operations and provide the best possible work environment, Stoneleigh Recovery Associates expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

  • Supplying false or misleading information when applying for employment or during employment;
  • Personal use of SRA gas or credit cards;
  • Theft or inappropriate removal or possession of property;
  • Falsification of timekeeping records;
  • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs or abuse of prescription drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment;
  • Failure or refusal to submit or consent to a required alcohol or drug test;
  • Fighting or threatening violence in the workplace;
  • Boisterous or disruptive activity in the workplace;
  • Negligence or improper conduct leading to damage of employer- or customer-owned property;
  • Insubordination or other disrespectful conduct;
  • Engaging in unethical or illegal conduct;
  • Having a conflict of interest;
  • Violation of safety or health rules;
  • Smoking in prohibited areas;
  • Sexual or other unlawful or unwelcome harassment;
  • Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace;
  • Excessive absenteeism or tardiness or any absence without notice;
  • Unauthorized absence from work station during the workday;
  • Unauthorized use of telephones, mail system, computers, other employer-owned equipment;
  • Unauthorized disclosure of business “secrets” or confidential proprietary information
  • Making or publishing false or malicious statements concerning an employee, supplier, client, Stoneleigh Recovery Associates;
  • Violation of personnel policies;
  • Unsatisfactory performance or conduct that does not meet the requirements of the position;
  • Other circumstances which warrant discipline.

Employment with Stoneleigh Recovery Associates is at the mutual consent of Stoneleigh Recovery Associates and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.


Ethical Conduct

The continued success of Stoneleigh Recovery Associates is dependent upon our customers’ trust. We are dedicated to preserving that trust and achieving a reputation for integrity and excellence. To earn this reputation, employees owe a duty to Stoneleigh Recovery Associates, our customers, and our shareholders to act in a way that will merit the continued trust and confidence of the public. This includes careful observance of all applicable laws, regulations, policies and procedures as well as personal conduct and integrity.

Stoneleigh Recovery Associates will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor or the Human Resources Department at Stoneleigh Recovery Associates.

Compliance with this policy of business ethics and conduct is the responsibility of every Stoneleigh Recovery Associates employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.