> SES Conduct and Working Environment
The Company is responsible for providing employees with a safe, clean, healthy, and nonhostile place to work. Employees are responsible for maintaining standards of conduct essential for protecting life and property and to ensure a safe work environment and efficient operation of the Company.
 

 
> Fitness for Duty
The Company has the right to require employees to immediately submit to a "fitness for duty" physical examination in situations where there is reasonable cause or suspicion that an employee poses a safety or health risk to himself/herself, co-workers, or is unable to effectively perform work assignments.
 
Refusal by the employee to submit to such examination upon being directed to do so shall be cause for termination.
 
Until results of the fitness for duty examination are available, the employee may not be allowed to perform work.
 

 
> Sexual Harassment and Other Prohibited Harassment
Harassment on the basis of race, religion, color, national origin, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation, and sex, including sexual harassment (all as defined and protected by law) is unacceptable and will not be tolerated.
 
This policy applies to all employees. It covers harassment by Company employees (including supervisors and management), customers, vendors, and other parties with whom the Company does business.
 
Sexual harassment is defined generally as including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature whenever:

• Submission to the conduct becomes a condition of continued employment.
• An employee's reaction to the conduct is used to make decisions about that employee's future work status.
• The conduct has the purpose or effect of unreasonably interfering with the employee's work performance or creating an intimidating, hostile, or offensive working environment.

Any employee who believes that he or she has been the target of harassment in the workplace is urged to report it to appropriate Company officials so they can investigate and resolve the problem. Employees should bring such matters to the direct attention of their supervisors, the Director of Employee Services, or the Manager of Human Resources as soon as possible after the problem first becomes known to or suspected by the employee.
 
When a complaint is received, it will be promptly and fairly investigated. The investigation will be conducted so it maintains confidentiality as much as practical. Failure to cooperate in an investigation will result in corrective action.
 
When the investigation is completed, the results will be provided as appropriate to the person who filed the complaint and the person alleged to have committed the conduct.
 
If it is determined that inappropriate conduct has occurred, the Company will act promptly to eliminate the offending conduct and, where appropriate, impose corrective action. Such action may range from counseling to termination of employment.
 
Any questions regarding this policy or harassment in general should be directed to the Director of Employee Services or the Manager of Human Resources.