Your actions – even outside of work – can have a direct impact on our Cooperative. Unethical actions that could be viewed unfavorably by our potential members or the public are considered a violation of this policy and may result in disciplinary action; up to and including termination of employment.

It’s impossible to cite examples of all unethical conduct, so we expect you to use your own good judgement. If situations arise that make you unsure of the proper course of action, please speak to your supervisor or HR.

However, there are certain critical work rules that, if violated, warrant immediate termination of employment. These rules include, but are not limited to:
1. Falsification, misrepresentation, or omission of facts either verbally or in writing. This includes but is not limited to timesheets, expense reports, and representations of work history or educational background provided before hire that are discovered at any time after employment begins.
2. Refusing to accept or follow reasonable directions from proper authority (also known as insubordination).  
3. Theft, including diversion of electricity, pilferage, or the unauthorized possession or removal of property belonging to the Cooperative, our members, your co-workers, vendors, or suppliers, etc.  
4. Defacing, damaging, or destroying Cooperative property.  
5. Unauthorized use of Cooperative vehicles, tools, or other equipment.  
6. Threats or acts of violence.  
7. Profane, abusive, discriminatory, or harassing language and/or gestures toward our members, employees, vendors, or suppliers, etc.  
8. Engaging in dangerous or disruptive horseplay or scuffling.  
9. Disclosing confidential information.  
10. Failing to report injury.  
11. Originating or spreading false or malicious statements about the Cooperative, its employees, or its trustees.
12. Violating a major safety rule in a way that could have resulted in serious injury or death.  
13. Excessive absenteeism, failure to report for work, failure to give proper notice to supervisor, or conducting unauthorized personal business during working hours.  
14. Any other action that serves to damage the public image or reputation of the Cooperative.

Bullying and Harassment
At Consolidated, we’re dedicated to maintaining a workplace where everyone feels safe and respected. We treat each other with courtesy, respect, and dignity. Any form of harassment is strictly prohibited and will not be tolerated.

Harassment includes but is not limited to unwelcome sexual behavior, insults, or slurs based on race, culture, gender, age, disability, veteran status, or any conduct that unreasonably interferes with work performance. Bullying involves vulgar, obscene, threatening, intimidating, harassing, or maliciously dishonest behavior not based on protected classes. Both harassment and bullying are destructive and will not be tolerated.
We define offensive behavior as conduct that a reasonable person in the community would find offensive. This definition aligns with the United States Supreme Court’s standards. Employees are expected to uphold conduct they would be proud to display in front of the entire community.

Our policy against bullying and harassment applies both on and off the job, including social media interactions.

If you experience or witness harassment or bullying of any kind, act immediately:
⦁ Identify the offensive behavior to the harasser and request that it stop.
⦁ Report your concern to a supervisor, manager, Human Resources, or the President. If necessary, notify the Board of Trustees Chairperson. Managers and supervisors must promptly notify Human Resources and the President upon receiving a complaint.

It is the Cooperative’s policy to investigate all such complaints thoroughly and promptly.  To the fullest extent practicable, the Cooperative will try to keep all such complaints confidential.  However, such confidentiality may not be possible where the identity of the complainant must be revealed to fully investigate and act on the complaint. 

Retaliation

When someone reports an incident of bullying, harassment, or discrimination, they deserve our thanks, not retaliation.

The Cooperative strictly prohibits retaliation against individuals who report incidents of bullying, harassment, or discrimination, or who take part in investigations. Retaliation is a serious violation that may result in immediate termination.

Employees who report harassment in good faith are protected by state and federal law. Retaliating against them for cooperating in an investigation is illegal. However, making knowingly false claims of harassment or discrimination may lead to disciplinary action, including termination.

Any acts of retaliation should be reported to the employee’s supervisor, any Cooperative manager/supervisor, the Cooperative President, or Human Resources immediately. The Cooperative will not take adverse action against individuals who come forward in good faith to report harassment or provide assistance in an investigation, regardless of the outcome.

Whistleblowing

Consolidated Cooperative is committed to full compliance with local, state, and federal laws in all aspects of our operations. If you feel the Cooperative is not in compliance, you are encouraged to report truthful information regarding violations or potential violations of laws.

• Individuals, who reasonably believe they have information about a violation or potential violation of state or federal law by Consolidated Cooperative should bring their concerns to the attention of the President or the Cooperative’s General Counsel. Complaints can also be brought to the attention of their immediate supervisor or Human Resources. 

• We encourage prompt reporting of any information. Management will investigate good faith complaints promptly and, if needed, take corrective action right away.

• The Cooperative will maintain confidentiality throughout the investigation process to the extent consistent with adequate investigation practices. 

• Retaliation against an individual who reports violations or potential violations of state or federal law that the individual reasonably believed to be true and accurate is a serious violation of this policy, and offenders may be terminated immediately. Acts of retaliation should be reported at once to anyone in management to be promptly investigated and addressed.

• Depending on the circumstances, corrective action for reported noncompliance may include training, referral to counseling, disciplinary action, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay or termination of employment.

• Individuals who make false and malicious complaints under this policy may be subject to appropriate corrective action, including termination of employment. There will not be disciplinary action for inaccurate complaints if they are made in good faith based on a reasonable belief in the truth and accuracy of their information.

Outside Employment

We don’t prohibit employees from having a second job (AKA “Moonlighting”), as long as that job does not interfere with your work here. Interference could include issues like conflicting hours, ethical concerns, or requirements that negatively impact your effectiveness at the Cooperative. 

Speak with your supervisor before accepting secondary employment to ensure that it does not create a conflict of interest or present an undue burden on the Cooperative’s Workers’ Compensation liabilities.

Commercial Drivers employed by the Cooperative may not work after-hours jobs that would decrease the number of hours they are eligible to drive for the Cooperative.  

Using Cooperative tools or equipment to conduct outside employment is always prohibited. Employees may not wear Cooperative uniforms while performing secondary employment or perform non-Cooperative business during regular working hours. 

Violations of this policy will result in corrective action, up to and including employment termination. 

Conflicts of Interest and Gifts

You have an up close and personal look at the Cooperative’s business every day. As a result, you have a responsibility to avoid any conflict between your personal interests and the best interests of the Cooperative.

Gifts, favors, tickets, entertainment, and other gratuities could be attempts to “purchase” favorable treatment from you on behalf of our Cooperative. Accepting such gifts can negatively impact Consolidated’s reputation and reflect poorly on your ability to make independent business decisions. To help avoid conflicts of interest, gifts may only be accepted if they have a nominal retail value (less than $25.00).  If a gift is at all questionable, you should notify your supervisor at once.  

Other conflicts of interest can arise if an employee or their family member have financial interest in an organization that is at odds or in competition with the Cooperative, or if an employee engages in business transactions that benefit their family members – whether they are in line with the Cooperative’s best interests or not. Such relationships must be disclosed to the President immediately.

This is not to say that employees cannot engage in business activities outside the cooperative, however, employees must be careful about impact. Their business activities cannot compete with the Cooperative or detract from their performance at the Cooperative. Additionally, all business conducted with suppliers, vendors, or subcontractors must be for the cooperative’s benefit and not for personal gain.

The Cooperative reserves the right to make the final decision about whether or not a business conflict of interest exists in scenarios like those outlined above.

Employment of Relatives

Because of the potential conflict of interest and other real or perceived impacts of favoritism, we are careful about connections when we hire.

Close relatives, partners, those in dating relationships, or members of the same household are not allowed to be in positions that have reporting responsibility to each other at the Cooperative. Close relatives include the following relationships:
• Spouse 
• Parent/child (including step and in-law) 
• Sibling (including half, step, and in-law) 
• Grandparent/grandchild
• Anyone residing in the home of a Cooperative trustee or employee 

If a newly elected Board member is a relative of a current employee, we will make an exception to this policy. In addition, the President or Board may temporarily waive this policy in an emergency or unusual situation. 

If a familial relationship is created through marriage or by moving in together, we will work together to determine the best course of action for the Cooperative. The President or Board may permit an exception or temporary waiver while one of the employees finds other employment.