Performance
Dow Aero ("Company") expects every employee to act professionally. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives and work with diligence and consideration at all times.
Employees shall consult with their direct superior to determine the specific performance expectations you have.
Personal Activities
While the Company wants to permit a reasonable and generally unrestricted working environment, it is vital to understand that an employee's personal use of time during their shift must remain limited and not interfere with their (or their coworkers) job duties responsibilities. Where appropriate, activities reasonably permitted during work periods include listening to music, podcasts, audiobooks, etc. While these activities are allowed for employees, they must not interfere with their (or coworkers) ability to perform job duties without distraction, comfortably, and safely; some examples of what is not permitted include:
Playing audio content aloud at a volume that distracts coworkers in your surrounding work area.
Employees or management should professionally ask the individual, creating a distraction to reduce the volume.
Upon notice, the person making the distraction shall promptly oblige with the request and avoid creating further distractions.
Playing audio content aloud that includes explicit themes.
Employees or management should professionally ask the employee to stop the explicit themed audio.
Upon notice, the person shall immediately act on this request and ensure that they do not play explicit audio content aloud anytime while conducting Company business, whether on- or off-site.
The use of headphones, in- or over-the-ear, is allowed and generally recommended when listening to audio content to avoid distraction in a working area. However, in using headphones, individuals must retain the ability to remain aware and respond to their surroundings as they would typically be capable of without headphone use; examples include:
Being able to hear someone call out within a reasonable distance;
Hearing a desktop phone ring; and
Recognizing audible emergency notifications.
Headphone use is not permitted for specific job tasks, including operating or being in the vicinity of a moving vehicle or equipment.
The following is a non-comprehensive list of personal activities that are not permitted when performing job duties:
Having lengthy or frequent non-business conversations with family members, friends, or other coworkers.
It can be via phone call, video and audio chat, text message, email, instant message, social networking, face-to-face, etc.
Using social networking services for non-business related purposes.
Watching or listening to movies, television shows, music videos, or other video content that is not for authorized training purposes or otherwise previously approved topics that fit explicitly within job duties and responsibilities.
While all of the previously mentioned limitations exist, employees are welcome to engage in personal activities during designated break and meal periods. Includes, but is not limited to, general conversations with coworkers, non-emergency or extended phone calls, text messaging with family members or friends, along with the use of a mobile device to interact with social media, watch videos, or pay bills. Just be aware that when using personal devices, you do not perform these activities while using Company networks or equipment as limited technical resources exist, which can unintentionally impact coworkers performing job responsibilities.
Sexually explicit discussions and materials shall not be present at the workplace, during business-related events, or submitted over Company communication services (e.g., internet, email, unified communication system, text messaging, etc.).
Management/Employee Working Relationship
Managers and employees should interact with mutual respect and common courtesy.
Employees shall accept legal instruction from a direct or indirect superior, along with any other persons of authority.
Management shall remain non-biased towards any employee, take constructive positive or negative feedback and respond appropriately, and engage in resolving or correctly rerouting any issues and concerns.
Employee insubordination may occur upon failure to comply (or unreasonably hesitate) with good-faith orders.
Management issuing non-good-faith orders may be subject to disciplinary action, up to and including termination of employment, depending on the severity and other factors.
Suppose a disagreement exists between an employee and their superior. In this case, they should try to mediate the situation by explaining their positions while collaborating on an acceptable resolution. Employees and their superiors who cannot work out issues on their own may consult the Company's Human Resources ("HR") department for assistance in resolving differences.
Select here for the Company’s Conflict Resolution Protocol >
What Constitutes Insubordination
Insubordination in the workplace refers to an employee's intentional refusal to obey an employer's lawful and reasonable order. Such a refusal would undermine a manager or supervisor's level of respect and ability to manage and, therefore, is often a reason for disciplinary action, up to and including termination.
There are three factors in determining insubordination:
The employer gives the order.
The employee acknowledges the order.
The employee refuses to carry out the order.
The order itself may take the form of a verbal directive, written instructions, the duties described in a job description, and even an implied set of responsibilities where no formal job description exists. Employee acknowledgments can be verbal, nonverbal (e.g., nodding), or even accepting a job offer. An employee's unwillingness to carry out a directive can manifest itself as a verbal refusal, a nonverbal refusal, or an unreasonable delay in completing the work. Being verbally disrespectful is not a requirement; for example, merely refusing to clock-in when directed to do so can constitute insubordination.
In addition to disobedience, insubordination can include rude and disrespectful behavior; examples include:
Unwanted cursing;
Verbal or physical intimidation;
Personal insults;
Complaining through unofficial channels;
Eye rolling or mocking; and
Speaking loudly or argumentatively in front of others.
These behaviors can unfairly affect a manager or supervisor's level of respect and limit their ability to lead effectively. The Company expects employees to show professionalism and respect toward others (including management) and institute discipline when not.
When addressing insolent or insubordinate behavior, the Company considers the culture or circumstances in which an incident took place. For example, if cursing is common "shop-talk" in the workplace, the Company assesses whether the employee's language was unusual enough to be considered abusive. The Company may restrict cursing and other non-professional conduct as necessary.
In certain circumstances, the Occupational Safety and Health Administration (OSHA) protects workers who refuse to perform work when they believe in good-faith that completing the job could put themselves or others in imminent danger. An employee's refusal to do something illegal, unethical, or otherwise a violation of Company policy or procedure would not be considered insubordination. Employees are to notify the Company's Environmental Health & Safety ("EH&S") or Human Resources ("HR") department immediately in these instances.
Performance Assessments
The Company periodically evaluates employee performance to identify areas where an employee excels and determine areas that require improvement. The Company achieves this by using performance assessments, which are issued, processed, reviewed, and recorded within the Company's Human Resources Information System ("HRIS"), currently BambooHR. Performance assessment periods will generally start on the first day of the month and end on the last day of the same month. These assessments can provide employees and their direct superiors with up to seven (7) questions. Answers to the performance assessments will remain hidden from the immediate superior and employee until both have completed the current evaluation. Starting on July 1, 2019, performance assessments will be scheduled semi-annually during November and May.
The Company uses current and previous performance assessments, peer reviews, achievement and disciplinary action records, along with other recorded details to determine pay increases, promotions or demotions, transfers, or disciplinary action. Be aware that performance assessments do not necessarily guarantee a pay increase or promotion for a positive result, nor does it ensure a demotion or other disciplinary action for negative results.
Notice or actions regarding employee performance may be made anytime for excellent and poor performance. Appropriate management may record this information or activities in the employee's Notes tab of their profile within the Company's HRIS.
Employees may submit questions regarding assessments to their direct superior or the Company's Human Resources (“HR”) department as appropriate.