Overview
It takes all ABX employees working together, performing their jobs safely, productively, and to the best of their ability to achieve and maintain the company’s values of Safety, Customer Satisfaction, Trust and Teamwork.

In support of these values, ABX is committed to providing a harmonious and orderly work environment that promotes respect among all employees. To ensure these objectives are met, ABX has established standards of behavior and conduct that all employees are expected to follow. In situations where job performance or conduct conflict with our values, a performance improvement process focused on solving the problem will be used to address the conduct.

Core Requirements

• This policy covers all attendance, performance and conduct problems.
• The terms corrective action and performance improvement are used interchangeably in this policy to describe the process of correcting performance and conduct problems.
• Each employee is responsible for his or her individual performance and conduct. When problems arise, the performance improvement process will involve communicating between the supervisor and employee to identify the problem, outlining expectations for meeting performance and conduct standards, and developing a plan for improvement and change.
• Many factors will be considered in determining the appropriate level of corrective action, including the severity and nature of the conduct, the employee’s overall employment record and length of service, and applicable policies and procedures.
• In most circumstances, a progressive approach will be used to correct performance or conduct. For the most serious violations, first-time offenses may result in corrective action up to and including discharge.
• Performance improvement measures will be considered in the approval or disapproval of promotion/transfer requests and during the selection process.
• Each department will apply this policy consistently, objectively, and fairly.
• Human Resources is available to provide guidance and problem resolution to both management and employees concerning performance problems, policy violations, or conduct issues.

• Previous coaching conversations with the employee have not been successful in solving the problem.
• The employee knows what is expected and is properly trained. Nothing is preventing the employee from doing the job properly.
• This level of coaching is conducted between the supervisor/manager and the employee. The PIR is kept within the Leadership’s file.

• Performance improvement notices requires approval from the next level of management before they are issued.
• In some circumstances, a PIN may be the final step of corrective action and termination will result if the same performance or conduct is repeated. This will be noted as a “PIN next step Termination”. This step will cause the employee to lose eligibility for the Incentive Plan for the next 12 months.

• At this level, the employee must decide if he or she wants to continue employment with ABX. In order to remain employed, the employee must prepare a performance improvement action plan and agree to follow all rules of conduct. If the employee cannot agree to these expectations, he or she may decide to resign. If the employee fails to provide a written plan or does not agree to meet conduct and performance standards, termination may result.
• LCA’s requires approval from the next level of management and employee relations before being issued.
• The LCA will remain permanently in the employee’s Human Resources file. Management should provide employees with copies of PIR’s, PIN’s, and LCA’s. Copies will also be retained in the employee's Human Resources employment file, and supervisor's work file.

1. Leaving or quitting your work assignment or assigned work area without permission from your supervisor or supervisor’s designee.
2. Failing to follow departmental procedures.
3. Horseplay, disruptive activity, or other forms of disorderly conduct.
4. Negligent, needs improvement, or unsatisfactory performance of duties.
5. Disregard for your department’s dress code or failure to follow appropriate hygiene practices.
6. Solicitation, distribution, or posting of unauthorized materials or literature in violation of ABX’s Solicitation Policy.
7. Failure to properly wear your ID badge on ABX premises, or routinely reporting to work without your ID badge.
8. Unsafe work practices or safety rule violations, or failure to report injuries.
9. Damage to property of ABX, its customers, clients, vendors, visitors, or employees.
10. Excessive personal telephone calls, personal Internet or e-mail usage, or other nonworking activities.
11. Creation of conflict with co-workers or supervisors or treatment of customers or co-workers in a discourteous, inattentive, or unprofessional manner.
12. Smoking in non-smoking areas.
13. Abuse of lunch and break periods.
14. Any conduct considered detrimental to customer service, fellow employees, or ABX operations.

1. Violation of the ABX Attendance Policy.
2. Use of abusive, indecent, or obscene language; acting in a defamatory or disrespectful manner; use of language or conduct tending to harass, embarrass, inflame, injure, offend, intimidate, or humiliate any employee, customer, or visitor.
3. Threatening, intimidating, or sexually harassing employees, customers, or visitors.
4. Unauthorized disclosure of confidential information.
5. Illegal conduct. You are required to notify management of all felony charges, and all convictions (of any degree) while employed. You may be placed on a leave without pay until the matter is settled.
6. Violation of ABX’s Drug Free Workplace Policy.
7. Violation of ABX’s Weapons in Workplace Policy.
8. Theft or attempted theft of property belonging to ABX, its customers, visitors, or employees. If you have knowledge of such activity, you are required to report it.
9. Abuse to property of ABX, its customers, clients, vendors, visitors or employees. Failure to report damage, or an accident involving equipment on company premises.
10. Deliberate misuse, destruction, or damage of property.
11. Acts of dishonesty, including falsification of ABX records, false statements, misrepresentation or omission in matters affecting the employment relationship.
12. Unauthorized use or duplication of company supplies, documents, materials, machines, equipment, and tooling.
13. Insubordination or absolute refusal to comply with instructions from an authorized supervisor.
14. Fighting, threatening injury, or any other display of workplace violence.
15. Sleeping while on duty.
16. Any conduct considered seriously detrimental to customer service, fellow employees, or ABX operations.
17. Unauthorized use of any recording devices (e.g., audio recorders, cameras), or any electronic device that can record.
18. Clocking in or out for another employee.
19. Violating Air Park Security Policy.
20. Horseplay that results in personal injury or equipment damage.
21. Sabotaging the facility, grounds, equipment, or operations.
22. Using ABX’s computer systems, including accessing confidential computer files and data, without authorization. Accessing inappropriate websites in violation of the Internet policy.
23. Violating other rules or policies not specifically listed.