CAC Employee Handbook June 2024

• Undue or unauthorized absence from duty during regularly scheduled work hours • Sleeping on the job • Improper use of company assets • Failure to comply with any policies of the practice • Improper dress or appearance in the workplace, such as clothing which may be unsafe, offensive or distracting to other employees or customers • Frequent, repeated or excessive conduct of non work-related business or personal affairs in the workplace This list is not intended to be representative of all types of activities that may result in disciplinary action. It is not exhaustive, it is not intended to be comprehensive, and it does not change the employment at will relationship between the employee and the employer. Separation of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination of employment are routine. Below are examples of some of the most common circumstances under which employment is terminated: • Resignation – voluntary employment termination initiated by an employee • Discharge – involuntary employment termination initiated by the practice • Reduction in Workforce – involuntary employment separation initiated by the practice for non-disciplinary purposes. Since Community Animal Clinic is based on mutual consent, both the employee and Community Animal Clinic have the right to terminate the employment relationship at will, for any reason at any time, so long as there is no violation of applicable federal or state law. Employment Termination

Post Resignation / Termination Procedures

On the employee’s last day of employment, the employee shall return Community Animal Clinic property, such as:

• Keys to the Clinic • Business records, manuals, and company documents • Any additional business-owned or issued property

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