AVERT Policies and Procedures 1030
Standards of Conduct

1.0 PURPOSE

To establish guidelines of appropriate conduct for AVERT Trustees, Directors, Officers, Agents, Representatives, Employees, Volunteers and Members. To advise these people and the membership of prohibited activities. To set forth the disciplinary consequences of violating these rules and to establish a procedure supervisory personnel can follow when handling threatening or violent behavior in the work environment.

2.0 DEFINITIONS

2.1 AVERT - Acronym for the Association of Valley Emergency Response Teams.

2.2 ERTs - Acronym for Emergency Response Teams.

2.3 BOARD - The Board of Trustees of the Association of Valley Emergency Response Teams.

2.4 ORGANIZATION - Any Member, Agency, Department, Committee or other subdivision authorized by the Board, within the Corporation whose operations are funded by AVERT. The "organization" is the standard term to reference subdivisions of the AVERT Board. Financial policies of AVERT provide that accounting, budgeting and fixed asset information be maintained by "organization." Each AVERT subdivision is assigned a unique "organization" number.

2.5 MEMBER - A general term to mean any emergency service trained individual, business entity, municipal entity, governmental entity or Board Member that has made application to and has been accepted by the AVERT Board of Trustees. The various categories are collectively known as the MEMBERSHIP.

2.6 VOLUNTEER - A general term to mean any individual that provides services to the Corporation without receiving monetary or material compensation or any person providing uncompensated services under Court ordered Community Service.

2.7 EMPLOYEE - A general term to mean any individual that provides services to the Corporation and is receiving monetary or material compensation and benefits in accordance with State and Federal Labor laws.

2.8 INVESTIGATION - An official inquiry into alleged statute, procedure or policy violation(s).

3.0 POLICY

3.1 AVERT Trustees, Directors, Officers, Agents, Representatives, Employees, Volunteers and Members are expected to observe the highest standards of professionalism at all times.

3.2 Trustees, Directors, Officers, Agents, Representatives, Employees, Volunteers and the Membership are expected to accept their work responsibilities, adhere to acceptable business practices in matters of personal conduct, and exhibit a high degree of professionalism at all times.

3.2.1 This involves respect for the rights and personal views of others, and it demands that Trustees, Directors, Officers, Agents, Representatives, Employees, Volunteers and the Membership refrain from any behavior, to include harassment based on race, color, national origin, religion, age, disability, gender, sexual orientation or marital status, that might be harmful to the Trustee, Director, Officer, Agent, Representative, Employee, Volunteer or Member.

3.3 Any Trustee, Director, Officer, Agent, Representative, Employee, Volunteer or Member who arranges any function, meeting or event where that person is expected to speak, or sign documents, on behalf of AVERT must insure that at least one other Board member is in attendance.

3.3.1 No documents may be represented as approved until that document contains the signatures of at least two executive committee members.

4.0 PROCEDURE

4.1 Types of behavior the AVERT Board considers to be in violation of AVERT policies or otherwise inappropriate include, but are not limited to, the following:

4.1.1 Falsifying any documents to be received or used by AVERT including, but not limited to, employment applications and related documents, work related records, time cards, training records, cache inventories, etc.

4.1.2 Accepting gratuities or compensation from customers, clients or vendors in violation of AVERT Policy & Procedure #1020 - "Professional Ethics & Conflict of Interest".

4.1.3 Excessive absenteeism, tardiness or violation of AVERT employee leave policies.

4.1.4 Use of AVERT property for personal purposes unless otherwise permitted by a written, established AVERT policy.

4.1.5 Reporting to regularly scheduled meetings or work intoxicated or otherwise under the influence of any controlled substance without prescription.

4.1.6 The illegal use, sale, possession, distribution or transportation of controlled substances while on duty.

4.1.7 Bringing or using alcoholic beverages on AVERT or government property while on duty.

4.1.8 Engaging in violence or behavior that carries the potential for violence including, but not limited to, fighting, using obscene, foul, abusive or threatening language or gestures towards AVERT officers or staff and others.

4.1.9 Possession of firearms or other weapons on AVERT property or while on AVERT business except as permitted by state or federal law.

4.1.10 Disregarding safety regulations.

4.1.11 Insubordination by either refusing to follow a reasonable order in times of emergency or by engaging in rude or disrespectful behavior toward any supervisor or officer in the member's, volunteer's or employee's chain of command as defined below:

4.1.11.1 Disrespectful behavior includes, but is not limited to, using obscene, foul or abusive language, or showing anger through physical gestures such as slamming doors, throwing office documents or supplies.

4.1.12 Theft of AVERT property or theft from co-workers, customers or other persons.

4.1.13 Destroying, damaging, vandalizing or threatening to damage or destroy AVERT property.

4.1.14 Destroying, damaging or threatening to damage or destroy the work-related documents, work station, personal belongings or personal property of others while on AVERT premises.

4.1.15 Soliciting political support or contributions in violation of the Corporate Articles of Incorporation and Corporate Bylaws.

4.1.16 Failure to comply with the uniform, dress, or grooming policy of any AVERT organization which may approve of such policy.

4.1.17 Failure to comply with the non-smoking regulations of facilities used or owned by AVERT and as provided by law.

4.1.18 Engaging in behavior of a sexual nature in violation of AVERT Policy & Procedure # 1620 - "Sexual Harassment".

4.1.19 Engaging in behavior or using language or terminology in the workplace that reflects a discriminatory perception based on gender, sexual orientation, marital status, race, color, age, religion, national origin, or disability in violation of applicable State and Federal laws.

4.1.20 Engaging in rude or discourteous behavior towards co-workers and members of the public.

4.1.21 A conviction for a violation of any criminal law, whether on or off duty, which adversely reflects on the employee's, volunteer's or member's ability to perform AVERT duties.

4.1.22 Neglect of duty including failure to complete all scheduled work hours, inefficiency or inability to perform assigned duties.

4.1.23 Violating the AVERT Policies and Procedures, or organizational internal policies.

4.1.24 Malfeasance, nonfeasance or acts inimical to the public purposes of AVERT.

4.1.25 Refusal to respond to an official request for factual information or willfully impeding a formal investigation after notification and warning that such response is required in the investigation.

4.1.26 Refusal by an employee or volunteer to appear before the Board or supervisor for a "Fitness for Duty" Evaluation or follow through with the testing and evaluation process.

4.1.27 Filing a malicious, fraudulent or frivolous complaint with the intent to cause harm, disrupt AVERT services, or with reckless disregard or intent to harass.

4.2 The progressive discipline steps outlined in AVERT Policies & Procedure # 1650 - "Discipline", will not be followed in cases where the violation justifies more severe disciplinary action.

4.2.1 Any case of misconduct involving violence will justify termination of employment or membership without progressive discipline.

4.3 Employees, volunteers or members who encounter threatening or violent behavior in the workplace or in the performance of AVERT duties as described in paragraph 4.1.8 shall immediately notify any supervisor in the chain of command.

4.3.1 Employees, volunteers or members may also notify facility security or law enforcement dependent upon the severity of the situation.

4.4 A supervisor's immediate response to threatening or violent behavior will depend on the extent and severity of the behavior and how it compromises the safety of AVERT personnel, members, AVERT property or the safety of others. Supervisors or AVERT Officers who confront threatening or violent behavior in the workplace or in performance of AVERT duties should follow the following steps in handling the situation:

4.4.1 Immediately notify your Director, Representative or Supervisor and if applicable, security or law enforcement.

4.4.2 Document receipt of the threat, the behavior that was exhibited and the supervisors' immediate response or handling of the situation.

4.4.2.1 Administrators may immediately remove from the work environment an employee or volunteer whose behavior has the potential for violence against AVERT property, employees, volunteers, members or other persons.

4.4.2.2 Employees who are removed from the workplace shall be placed on administrative leave with pay pending further action.

4.4.3 Before further action is taken, the AVERT Board and the administrator shall make a threat assessment in consultation with the Corporate Attorney's Office.

4.4.3.1 If applicable, threatened personnel shall be notified.

4.4.4 Options available to the AVERT Board and the Administrator may include taking legal action, placing the employee on leave, initiating a fitness-for-duty evaluation, conducting an administrative investigation, etc.

4.4.4.1 If applicable, a situation specific security plan must be developed in coordination with security and law enforcement.

4.4.5 Confidentiality shall be maintained to the extent possible under the law.

5.0 DISCIPLINARY AUTHORITY

5.1 Trustees, Directors, Officers, Agents, Representatives, Employees, Volunteers or Members whose job performance, conduct or demeanor becomes unsatisfactory based on violations of any of the above or of any other AVERT Policy will be subjected to disciplinary action in accordance with AVERT Policies & Procedures # 1650 - "Discipline", which may include termination.

5.2 Certain violations may subject an employee to criminal prosecution.

6.0 TERMINATIONS

6.1 Disciplinary actions involving termination of membership or employment must be in accordance with AVERT Policies & Procedures # 1650 - "Discipline".

6.1.1 Members, Volunteers and Employees must be notified in writing at least ten (10) days prior to a termination hearing. This notice is to contain statements as to: the reasons for termination; the date, time and place of the termination hearing; the member's, volunteer's or employee's right to file a grievance in accordance with AVERT Policies & Procedures # 1680 - "Grievances".

6.1.1.1 In cases of employee or volunteer terminations, the Supervisor and Administrator and the Corporate Attorney shall form the termination hearing panel.

6.1.1.2 In cases of membership termination, the AVERT Board of Trustees and the Corporate Attorney shall form the termination hearing panel.