Orange Onions upholds strict work rules and standards of conduct, which are essential to the company’s operations and culture. All employees are expected to familiarize themselves with these guidelines and adhere to them diligently in their roles and in conducting the company’s business. Any deviation from these standards may result in corrective action, up to and including termination of employment.
While this document does not encompass every possible instance of unacceptable behavior, the following are examples of infractions or misconduct that may lead to disciplinary action, including termination:
● Theft or unauthorized removal or possession of company property
● Falsification of timekeeping records
● Working under the influence of alcohol or illegal drugs
● Possession, distribution, sale, transfer, or use of alcohol or illegal drugs within the workplace
● Engaging in fighting or threatening violence
● Disruptive or boisterous behavior in the workplace
● Negligence or improper conduct resulting in damage to company or customer property
● Insubordination or disrespectful behavior
● Violation of safety or health regulations
● Smoking in the workplace
● Sexual harassment or other forms of unlawful or unwelcome harassment
● Excessive absenteeism or unexplained absences
● Unauthorized use of telephones or other company equipment
● Personal use of company equipment for non-business purposes (e.g., gaming, personal internet browsing)
● Unauthorized disclosure of confidential business information
● Violation of company policies or procedures
● Unsatisfactory job performance or conduct
● Personal use of electronic devices, such as texting or calling, during work hours
Additionally, OrangeOnions and its subsidiaries adhere to the FLA Workplace Code of Conduct, which outlines the following key principles:
Employment Relationship
Employers shall establish and enforce employment conditions that respect workers’ rights, in compliance with national and international labor laws and social security regulations.
Nondiscrimination
No individual shall face discrimination in employment practices—including hiring, compensation, promotion, discipline, termination, or retirement—on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group, or ethnic origin.
Harassment or Abuse
Every employee must be treated with respect and dignity. Physical, sexual, psychological, or verbal abuse or harassment will not be tolerated.
Forced Labor
The use of forced labor, including prison labor, indentured labor, bonded labor, or any other form of involuntary labor, is strictly prohibited.
Child Labor
No individual shall be employed under the age of 15 or below the minimum age for completing compulsory education, whichever is higher.
Freedom of Association and Collective Bargaining
Employers shall respect and uphold the right of employees to freely associate and bargain collectively.
Health, Safety, and Environment
Employers must provide a safe and healthy working environment, free from risks of accidents and health issues arising from workplace activities. Employers are also responsible for mitigating any negative environmental impact caused by their operations.
Hours of Work
Employers shall not require employees to work beyond the regular and legally permitted overtime hours. The standard workweek shall not exceed 48 hours, and workers shall receive at least 24 consecutive hours of rest within every seven-day period. All overtime must be voluntary, and compensation for overtime should be at a premium rate. In exceptional circumstances, the combined regular and overtime hours per week shall not exceed 60 hours.
Compensation
Employees are entitled to fair compensation for a standard workweek, sufficient to meet basic living expenses and allow for discretionary income. Employers shall ensure compliance with all applicable wage laws, paying at least the minimum wage or prevailing wage rate, whichever is higher, and providing legally required fringe benefits. If compensation does not meet workers’ basic needs, employers must work with the FLA to implement measures that ensure wages progressively align with these needs.
