TRABAJO DE CAMPO

Employees who report harassment or discrimination, who participate in an investigation of harassment or discrimination, or who seek protection under state and federal laws governing employment and/or working conditions should not be subjected to any form of retaliation. Retaliation against any employee for filing a complaint or for participating in an investigation is strictly prohibited. Coworkers should not retaliate against an employee who reports an incident of harassment or discrimination.

Applicants and Employees with Disabilities (May 27, 2013)

Employer is committed to full compliance with the Americans with Disabilities Act (ADA). Employer will conduct its application and interview process so that there will be an equal opportunity for employment consideration of all individuals with a disability who meet the skill, experience, education, and other requirements for the desired position.

Employer will make reasonable accommodations to allow qualified applicants with a disability to participate in the application process. A qualified individual with a disability will be given the opportunity to explain or demonstrate his or her ability to perform the essential functions of the desired position.

To the extent necessary, Employer will make reasonable accommodations so that qualified applicants with a disability to whom a job offer is extended or a current employee with a disability may perform the essential functions of the job. Reasonable accommodations will also be made for current employees who become disabled, as long as the employee continues to be able to perform the essential functions of the job.

Employees desiring an accommodation should work with their human resource representative in requesting accommodations. Employer has established an ADA Accommodations

Committee, which will assist human resource representatives. That committee will consider and approve, modify, or disapprove accommodation requests. Employer will be as fair and

objective as possible in evaluating requests for accommodation.

Workplace Violence (May 27, 2013)

Employer has a zero-tolerance policy regarding violence in the workplace. Any employee who engages in or threatens any workplace violence is subject to discipline, including immediate termination.

Workplace violence includes physically harming another, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, threatening or talking of engaging in those activities, and any other threatening behavior.

Employees who feel threatened by another employee, or by a third person, or who witness any incident that may violate Employer's policy prohibiting workplace violence, are encouraged to report their concerns to their supervisor or to S&I Human Resource Services.

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The possession of weapons on Employer's property, except by duly authorized law enforcement personnel, is prohibited. Also prohibited is keeping or transporting a weapon in a vehicle in public or private parking areas owned or provided by Employer. Employees are prohibited from carrying weapons while performing services for Employer away from Employer’s business premises.

Weapons include guns, knives, explosives, and any other items with the potential to inflict harm. Appropriate disciplinary action, up to and including termination, will be taken against any employee who violates this policy.

Personnel should also be aware of and comply with policies of local schools adjacent to S&I buildings—including lists of items that may be perceived as weapons. The strictest policy should be adhered to, whether it be the policy stated above or the adjacent school policy. This also applies to object lessons and other class activities.

Right to Monitor/Inspect (May 27, 2013)

As part of its commitment to employee security, Employer reserves the right to enter and inspect work areas (including but not limited to offices, desks, storage rooms, and lockers) for any reason, with or without notice and whether or not the space has been secured by the employee. Employer may also conduct audio and video surveillance of its premises where permited by law.

Under conditions approved byS&I leadership, telephone conversations and e-mail

communications may be monitored. Voice and electronic messages may be retrieved in the process of monitoring customer service. Any communications that constitute a threat against another person may be used as the basis for termination.

Responding to Government Inquiries or Investigations (May 27, 2013)

Employee should contact their human resource representative (HR rep) promptly upon receiving a request from a government agency or official that either (a) is for Church

Proprietary Information, or (b) is not routine in nature. Contact an HR rep for assistance. The HR rep will contact the Office of General Council (OGC). Any information provided to a governmental agency or official should be completely honest and truthful. Be sure that records relevant to the government inquiry are preserved.

Trade Restrictions and Export Controls (May 27, 2013)

The United Nations, the European Union, and individual countries, such as the United States, may impose restrictions on dealings with certain countries, entities, or individuals. Trade restrictions take many forms, including bans on transfer of goods, services, or technology. Before having dealings with governments, financial institutions, firms, or individuals that might be on the list of sanctioned countries, contact your human resource representative who will then contact OGC.

U.S. Anti-Boycott Regulations (May 27, 2013)

Employees should not take any action, furnish any information, or make any declaration that could be viewed as participation in an illegal foreign boycott of Israel or other countries. Illegal requests may be very subtle, such as requests regarding the nationality, national origin and/or

religion of employees or representatives who will be sent to a country, or regarding the origin of goods being shipped, the origin of other parties in a transaction, or other similar terms. OGC’s Guidelines Concerning the U.S. Anti-Boycott Regulations, available on the Intranet, contains more detailed information. If an employee has questions, or if an employee receives a request to take action or give information that is boycott-related, he or she should notify OGC immediately.

Customs (May 27, 2013)

As a general rule, the importation into a country of Church materials and products is subject to various customs fees and regulations, such as import duties, value added and excise taxes, and the requirement to use the proper valuation of goods imported. If involved in this process, employees should ensure that imports comply with these fees and regulations and that

information provided to customs and tax officials, including the declared valuation of imported goods, is accurate and truthful. For questions, contact OGC before declaring a value.

Updating Our Standards (May 27, 2013)

S&I may change Our Standards of Conduct and other HR Policies over time in order to meet changing needs or requirements. Our Standards are not intended to create contractual or other legal obligations on the Church.

Proper Relationships (May 27, 2013)

All employees should take care that their actions are consistent with gospel standards at all times and do not have even the appearance of improper behavior. A friendly atmosphere can be fostered without a teacher or administrator trying to become a member of a student’s peer group in actions, dress or vocabulary. The following guidelines are for the protection of all concerned:

1. Avoid being alone with an individual student in a building, car or other similar circumstance.

2. Maintain proper teacher and student relationships. Avoid secluded, lengthy or frequent visits with students. Being alone with a student in a room or office where employee cannot be clearly seen by others is prohibited. Avoid giving undue attention to anyone in a way that could be misinterpreted or cause speculation or rumor.

3. Inappropriate physical contact with any student, parent, support specialist or faculty member is strictly prohibited.

4. Any form of electronic communication by employees (such as phone calls to student’s personal cell phones, e-mailing, texting or instant messaging) with seminary students is prohibited. When electronic communication is necessary, it must be for professional use only and must be done through the student’s parents or legal guardian. Any e-mail communication to parents should be done using Church communication systems (see “Technology Resources Use and Internet Communications,” in section 7).

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