Code of Conduct
A sound employee-employer relationship is essential to efficient operations and the success of Tag Security. Each employee is a representative of the company and, as such, will conduct business with the utmost professionalism.
Each employee is expected to adhere to strict professional standards of honesty and ethical behavior and to provide efficient and courteous service to all customers both internal and external. Each employee is responsible for performing their assigned duties to the best of their ability and in the best manner possible corresponding to the requirements of the position. In addition, each employee will:
Workplace Harassment Policy
Tag Security is committed to providing a work place free from harassment including, but not limited, to sexual, racial, age, national origin, disability, religion or ethnicity. Each employee has the right to expect a professional work place; therefore, respect and sensitivity for our co-workers is expected of and demanded from each employee. Tag Security has a policy of “Zero Tolerance” for any behavior that creates an intimidating, hostile, or offensive work environment for any of its employees.
What may be acceptable to one person may not be acceptable to another. Therefore, unwelcome comments, pursuit or touching, use of profanity, obscene, rude or suggestive remarks or jokes, inappropriate posters, stickers and/or materials are examples of harassment. Employees are cautioned not to discuss non-work related conversations, which may be perceived as offensive to others. This would include religion, politics, race relations, personal/intimate dialogue, etc.
Any individual who believes he/she has been subjected to harassment is strongly encouraged to report the incident immediately to any Supervisor, Manager or Human Resources. Management is provides and supports a Dispute Resolution Procedure for receiving and resolving complaints alleging discriminatory practices in employment relations, including harassment. All complaints will be handled as discreetly as possible. All complaints of harassment will be investigated promptly and in an impartial manner. If an employee is not satisfied with the handling of a complaint or the action taken by the manager, then the employee should bring the complaint to the next higher level of authority. In all cases, the employee will be advised of the findings and conclusions.
No retaliatory action will be taken against any employee who reports that he/she has been the subject of harassment, witness harassment or who participates in an investigation. The organization will not tolerate retaliation by managers and employees against any employee reporting incidents of harassment or for participating in an investigation of a harassment claim. There will be serious disciplinary consequences for the offender where harassment or retaliation is confirmed, up to and including termination.
Susbtance Abuse Policy
Tag Security supports the Drug Free Workplace Act of 1988 and recognizes substance abuse as a potential health, safety, and security problem. Because our employees are responsible for ensuring the safety and well-being of the worksites at which they are employed, our guiding philosophy requires that Tag Security provide a clear policy on drug and alcohol abuse and maintain a workplace free of drug and alcohol abuse. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or alcohol on Company premises, the client’s premises, or while conducting company business at all locations, is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences.
Tag Security recognizes drug and alcohol dependency as a major health problem. Any employee who must use prescribed drugs or narcotics during work must report this fact to their supervisor along with acceptable medical documentation. A determination will then be made as to whether the effects of the drug or narcotic will have a detrimental effect on the performance of the employee or the safety of others.
Tag Security employees are expected and required to report to work on time in an appropriate mental and physical condition. It is our intent and obligation to provide a drug-free, healthy, safe, and secure work environment.
Any supervisor who notices an employee demonstrating unusual behavior patterns which appear to be drug, narcotic, or alcohol related should immediately remove the employee from the job site. The supervisor should call a taxi or have someone escort the employee to his/her home, as the person may not have all his/her faculties to drive a vehicle. The supervisor should contact Human Resources for further assistance in dealing with a suspected substance abuser.
Tag Security may include drug testing as part of the employment physical examination, subsequent examinations, and at random, when dictated by contractual requirements or in accordance with Company policy.
In accordance with applicable law, Tag Security reserves the right to require all employees to submit to a drug and/or alcohol test by a person or agency designated by Tag Security, where there is reasonable cause to believe that an employee is abusing and/or is under the influence of drugs or alcohol. Such examinations can include but are not necessarily limited to blood, urine, breath, hair, or other tests, permitted by applicable law, for evidence of the presence of illegal drugs or alcohol. Tag Security also reserves the right to search employees, packages, vehicles, lockers, handbags and similar items when Tag Security has reason to believe that such a search may produce evidence that the employee violated this policy.
As a condition of employment, employees must abide by the terms of the above policy and report any conviction under a criminal drug statute. A report of a conviction must be made known to the Company immediately after the conviction. The Drug-Free Workplace Act of 1988 mandates this requirement.