General Standards of Conduct

Zen expects Educators to follow basic, common-sense rules of conduct that will protect everyone’s safety and security, as well as our legitimate business interests. It is not possible to list all the forms of prohibited behavior, but below are examples of unacceptable behavior that may lead to disciplinary action up to and including termination of employment, at the discretion of Zen. The following list is not all-inclusive:

• Falsification of employment records, employment information or work-related information of Zen;
• Recording the work time of another employee, allowing any employee to record another employee’s work time, or allowing falsification of any time report, whether yours or another employee’s;
• Theft or the deliberate or careless damage of a school site, Zen’s property or the property of any employee, visitor, client, or other third-party involved in Zen’s business operations;
• Use or removal of materials, supplies, tools or products of a school site, Zen, a visitor, client, or third-party involved in Zen’s business operations without advanced permission from management;
• Provoking a physical fight or engaging in physical fighting in the work environment, during working hours, at a work event or on premises owned or occupied by Zen;
• Carrying firearms, weapons or dangerous substances at any time, on premises owned or occupied by Zen or a client, unless otherwise permitted by applicable law.
• Using abusive, violent, threatening or vulgar language at any time in the work environment, during working hours or while on premises owned or occupied by Zen or a client;
• Violating the Attendance Policy;
• Absence of one scheduled workday without prior notice to Zen and not due to extenuating circumstances;
• Arriving late, leaving early, and/or missing shifts without correctly informing the Zen team to adjust timesheet hours;
• Making knowingly false statements concerning Zen or any employee, client, or third-party involved in Zen’s business operations;
• Representing yourself as an employee of the client’s school site;
• Failing to obtain permission from your Account Manager or School Administrator to leave work during scheduled working time (not including legally required meal and rest breaks) unless the reason is legally protected;
• Failing to observe working schedules, including meal and rest breaks;
• Abusing or misusing paid sick leave;
• Working overtime without authorization or refusing to work assigned hours;
• Violating any policy, rule or procedure of Zen;
• Failure to demonstrate openness to learning and improvement based of feedback on poor work performance;
• Failure to demonstrate immediate and consistent improvement in poor work performance;
• Refusal to perform assigned duties as requested by a supervisor, unless unsafe or otherwise contrary to Zen policies and procedures;
• Use, consumption or possession of alcohol, cannabis, or other intoxicating substances or illegal drugs on Zen or Client premises, during or prior to working hours, at any work event, or otherwise violating Zen’s Drug and Alcohol-Free Workplace Policy;
• Discrimination or harassment in violation of our EEO or Sexual and Other Prohibited Harassment Policy against any employee, client, contractor, visitor, or other individual involved in the operations of Zen based upon race, religion, age, sex, national origin, disability or any other protected characteristic under applicable law.

Please note this list is not all-inclusive and Zen may take disciplinary action to address other types of conduct or performance issues or rule violation in its sole discretion. Zen reserves the right to determine which type of disciplinary action to issue an employee. This statement of prohibited conduct does not alter or limit the policy of at-will employment. Either the employee or Zen may terminate the employment relationship at any time for any reason, with or without cause, and with or without notice. As previously set forth in this Handbook, only the Chief Executive Officer (CEO) of Zen or their authorized representative has the authority to enter into an employment agreement that alters the fact that employment with Zen is at-will, and any such agreement must be in writing signed by the CEO or their authorized representative.