No Loitering
The Company is dedicated to giving each and every employee a productive and
effective work environment. This guideline describes what is expected of employees
during business hours in specific work areas.
· Throughout business hours, employees are expected to be at their assigned work
stations or participating in job-related activities. It is not permitted to loiter for a lengthy
amount of time in the common areas, hallways, break rooms, or outside.
· Excessive use of personal electronic devices outside of designated break periods.
· Soliciting co-workers for personal ventures or engaging in disruptive behavior.
Employee Image
The Company expects all employees to conduct themselves in a professional and
respectful manner at all times.
Likewise employees should present themselves in a professional manner that reflects
the image of the business. This includes neat, clean, and well-fitting clothing. Uniforms
should be worn correctly and hair should be neatly styled.
Any employees must wear uniforms or clothing with the company logo or branding.
This can help to promote brand awareness and create a sense of uniformity among
staff.
Cash Handling Policy
Refer to Cash Handling Policies and Procedures of the Crew Handbook’s Implementing
Guidelines.
Sexual Harassment / Improper Behavior
The Company is committed to maintaining a work environment that is free of all
harassment, including sexual harassment, and to foster positive business and personal
practices designed to ensure that all employees are treated with respect and dignity in
an environment that is neither hostile nor discriminatory. The Company does not and
will not tolerate behavior that has an impact on the advantages of the employment,
interferes with the person's productivity at work, or that creates a threatening, negative,
or insulting workplace. In keeping with this dedication, workplace harassment caused by
anybody, including Osceola's supervisor, coworkers, vendors, clients, and customers is
not appropriate. The Company encourages all incidents to be reported of harassment,
whatever the person committing it may be.
For the detailed procedure on sexual Harassment & Other Sexually Improper Behavior
please take time to read that part of the Crew handbook Implementing Guidelines.
Drug Abuse Prevention Policy and Procedure
Because of the harmful effects of drug abuse on the physical and mental well-being of its
employees, the Company is committed to providing a safe and healthy work environment for all
employees. This policy prohibits the use, possession, sale, or distribution of illegal drugs and
controlled substances on company property or while on company business. We also encourage
a healthy and drug-free lifestyle for all employees. The use of illegal drugs and the abuse of
prescription drugs can impair judgment, coordination, and reaction time, thereby increasing the
risk of accidents, injuries, and errors in the workplace. It can also negatively impact employee
health, morale, and productivity.
For the detailed procedure on Drug Abuse Prevention Policy, Procedures and Programs, please
take time to read that part of the crew Handbook Implementing Guidelines.
Confidential Information
In consideration of the company giving them access to confidential information,
employees agree to keep it strictly confidential, not to disclose it in any way, in whole or
in part, and not to use it for any purpose without the company's written consent.
Absence without Official Leave (AWOL)
To avoid being considered AWOL, you should strictly follow the procedure below:
· Anticipate any potential time off needs, such as doctor appointments or personal
errands, and request leave well in advance three (3) days before through the supervisor.
This allows your supervisor to plan coverage for your workload and minimizes disruption.
· If an unexpected situation arises that requires you to miss work, contact your
supervisor as soon as possible. Explain the situation honestly and see if there's a way to
make up the time or ensure your workload is covered.
You will also be considered on AWOL if you fail to return to work on the day immediately
following the expiration of the period of the employee’s approved leave of absence.
