Employee Conduct

Appropriate conduct on the part of employees is critical to Tenth’s mission and is expected of all employees. Good judgment, courtesy and professionalism in dealing with members, other employees, business relations, visitors and other members of the public also are essential. This policy establishes basic standards of conduct to which employees are expected to adhere as well as consequences for the failure to meet those standards. It is to be used as a guide for employees, but it is not intended to list all the potential reasons or causes that may subject an employee to discipline or termination of employment.

Prohibited conduct that will subject an employee to discipline, up to and including possible termination of employment, includes, but is not limited to, the following:

• Theft or misuse of funds, equipment, or property

• Falsifying or misusing documents or records, including an application for employment

• Discourteous, abusive, or neglectful treatment of members, co-workers, business relations, visitors, or other members of the public

• Unsatisfactory work performance and/or failure to complete a performance improvement plan

• Failure to submit required documentation in a timely manner, including but not limited to required proof of clearances

• Failure to meet deadlines

• Misuse of leave policies, excessive absenteeism, tardiness, or any unauthorized absence from work

• Sleeping during scheduled work hours

• Insubordination, including but not limited to failure or refusal to follow the instructions of a supervisor or accept a job assignment

• Tenth is a smoke-free facility. Employees are therefore prohibited from smoking in the buildings or their vicinity.

• Use or unauthorized possession of intoxicating beverages or unlawful substances on Tenth premises, or reporting to work under the influence of such substances

• Possession or use of a weapon on Tenth premises, without the express permission of the Administrator, the Trustees, or Session.

• Violation of personnel policies, including but not limited to the Workplace Violence Prevention or any antidiscrimination / harassment policies

• Creating or contributing to unsafe conditions in the workplace by any act or omission

• Negligent or deliberate destruction or misuses of property belonging to Tenth or any member or visitor

• Dishonesty

• Soliciting tips or gratuities

• Misuse of Confidential Information

• Harassment of fellow employees or failure to abide by the guidelines of Workplace Violence Prevention

• Abusive language in public and/or online forums

Any other conduct that, in the sole discretion of Tenth, is unprofessional or detrimental to its best interests or the best interests of its members

The list above is not intended to be a complete list of the types of conduct that will be deemed unacceptable, nor is it intended to define all standards of conduct for employees. For example, an employee may be discharged or disciplined, in Tenth’s sole discretion, for misconduct of a common-sense nature that is not specifically listed herein. Tenth may establish, when it deems necessary in its sole discretion, additional standards of conduct, or may change these standards from time to time in its sole discretion. Moreover, nothing in this policy is intended to modify in any way the at-will employment relationship of all employees with Tenth.

Tenth is a public-facing institution with concern for its gospel witness in the community and its care for individual members. Therefore, employees are expected to abide by a code of personal conduct. Tenth believes that the legal requirements required by civil authorities are a bare minimum for the moral behavior of a current employee. In other words, the civil law sets a floor, not a ceiling, regarding employee conduct, inside and outside the workplace.

In accordance with Philadelphia city law, Tenth does not inquire about past criminal convictions during an employee’s application process. Background checks and required state clearances are permissible after making a conditional offer of employment. Convictions will be considered in accordance with and to the extent permissible by law. If a criminal conviction leads Tenth to conclude, after appropriate review, that an individual poses an unacceptable risk to Tenth or other people, the employment offer is subject to revocation.

Furthermore, once employed, it is a breach of the code of conduct for a current employee to engage in criminal activity at work or off duty. Felony or misdemeanor convictions may result in disciplinary action, and suspensions from work (with or without pay) may occur if a case against an employee is pending.

Employees should report to the Tenth Administrator and Executive Minister any individual interactions with police officers in which the employee’s conduct or behavior is at issue, including citations or arrests. The reason for interaction may not result in discipline, but failure to report an incident in which the employee is issued a citation or arrested may result in disciplinary action, up to and including termination of employment.