Company Equipment Policy
PURPOSE
The Business provides employees with company equipment required to perform their job. The Company Equipment Policy (the “Policy”) ensures proper care and accountability in handling company equipment.
SCOPE
This Policy applies to all employees of the Business who have been provided with company equipment.
OWNERSHIP OF EQUIPMENT
All equipment issued to employees remains the property of the Business.
EMPLOYEE RESPONSIBILITIES
Employees who are issued equipment by the Business are responsible for the following:
Safekeeping and properly caring for the equipment;
Limiting use of the equipment to themselves;
Limiting their use to work-related purposes for which the equipment was assigned, except when otherwise directed by management;
Promptly reporting to their manager any loss of, damage to, or unserviceable condition of any equipment;
Not attempting to repair any damaged or malfunctioning equipment without prior approval of a manager (unless it is part of their job);
Not discarding or selling damaged or malfunctioning equipment without management written approval; and,
Securing equipment during transit.
LOSS/THEFT OF EQUIPMENT
Lost or stolen equipment must be immediately reported to management. If the equipment is stolen outside the Business’s premises, the employee must also report it to the police.
INTENTIONAL DAMAGE TO EQUIPMENT
Intentionally damaging company equipment (including the hardware or software) in any way may result in the loss of privileges and/or other discipline up to and including dismissal.
The Business reserves the right to recover expenditures associated with intentional damage to equipment, in accordance with applicable laws.
An employee may voluntarily reimburse the Business for damaged equipment, which may be considered a mitigating factor in determining the extent of disciplinary action.
CONTRAVENTIONS OF THE POLICY
Contraventions of the Policy may lead to disciplinary action up to and including dismissal.Termination of Employment
GENERAL
Terminations are to be treated in a confidential, professional manner by all involved. Upon termination,employees are entitled to receive all earned pay and/or commissions and vacation pay.
MANNERS OF DISMISSAL
Reference to just cause includes:
A material breach of the employee’s employment agreement or the Business’s employment policies;
Unacceptable performance;
Theft, dishonesty or falsifying records, including providing false information as part of an application for employment;
Intentional destruction, improper use or abuse of our property;
Violence in the workplace;
Obscene conduct at our premises or during company-related functions elsewhere;
Harassment of co-workers, supervisors, managers, clients, suppliers or other individuals associated with the Business;
Insubordination or willful refusal to take directions;
Intoxication or impairment in the workplace;
Repeated, unwarranted, and willful lateness, absenteeism or failure to report to work; consistent early departure from work.
Personal conduct that prejudices the Business’s reputation, services, or morale.
Upon termination for cause, the employee shall be provided with a written summary of the reasons(s) for
dismissal.
EMPLOYER PROPERTY
Upon the end of employment for any reason, an employee shall return all items of any kind created or used pursuant to the employee’s service or furnished by us, including but not limited to computers, mobile devices, reports, files, manuals, literature, confidential information, or other materials, which shall remain
and be considered the exclusive property of the Business.