PURPOSE AND SCOPE
PK, Inc. (“PK” or “Company”) is committed to creating a safe and productive work environment for employees, vendors and subcontractors. In order to maintain a safe and productive work environment, our vendors and subcontractors must follow these policies and procedures for onsite work (whether at a PK location or a PK customer location). From time to time, PK customers may require vendors or subcontractors to agree to additional terms or policies and procedures that apply to work performed at the customer location. In such cases, those terms, policies or procedures supersede this Onsite Policies for Subcontractors and Vendors (“Onsite Policy”)
Vendors and subcontractors may report violations of the Onsite Policy through PK’s anonymous reporting hotline, hosted by third party EthicsPoint (for more information on EthicsPoint please read the FAQ available through the link below).
Web reporting: PK.ethicspoint.com
US Domestic Toll-free Hotline Number: 844-467-8516
PK has a zero-tolerance policy with respect to harassment while in PK offices or at PK events. PK strictly prohibits unlawful harassment of employees, contractors, subcontractors, interns or employees of our customers, partners, agents or other third parties. Unlawful harassment includes harassment due to race, color, religion or creed (including religious dress and grooming practices), national origin or ancestry, ethnicity, sex (including pregnancy or breastfeeding) or sexual orientation, gender (including gender identity, gender expression, transitioning or status as a transgender individual), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, marital status, medical condition, or any other characteristic protected under applicable federal, state, or local law.
Sexual harassment means harassment that is based on someone’s sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual’s sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following are true:
- Submission to the advance, request or conduct is made either explicitly or implicitly a term or condition of employment;
- Submission to or rejection of the advance, request or conduct is used as a basis for employment decisions; and
- Such advances, requests or conduct have the purpose or effect of substantially or unreasonably interfering with an employee’s work performance by creating an intimidating, hostile or offensive work environment.
PK will not tolerate any form of harassment, regardless of whether it is verbal, physical, visual or online. The following are examples of conduct that would create a hostile or offensive work environment, which are prohibited:
- derogatory statements regarding religion, race, gender or sexuality or other protected characteristics, slurs, sexually-related comments or jokes, unwelcome sexual advances or requests for sexual favors);
- inappropriate physical contact or assault;
- displaying sexually suggestive or derogatory posters cartoons or drawings, sending inappropriate adult-themed gifts, leering or making sexual gestures; or
- derogatory statements or sexually suggestive postings in any social media platform.
This list is illustrative and not exhaustive.
PK’s policies prohibiting harassment, apply to the use of the company’s IT Resource and communications systems. No one may use any communications or computer system in a manner that may be construed as harassment or offensive.
If, after the investigation, PK determines than an employee, regardless of position or title, has unlawfully harassed another individual or retaliated against an individual who reported an incident of unlawful harassment (regardless of the outcome of the investigation) in violation of this policy, that employee will be terminated.
CREATING SAFE ENVIRONMENTS THROUGH BACKGROUND CHECKS
PK requires all individuals who perform services (whether onsite or remotely) to satisfactorily complete a background check. Vendors or subcontractors may perform these background checks or PK may perform them on the vendor or subcontractor’s behalf. PK will consider job duties and customer requirements, among other factors, in determining what constitutes satisfactory completion of the background check. All information obtained as a result of a background check will be used solely for such purposes.
PK customers may require different background checks or may require periodic background checks. Therefore, if an individual is reassigned or if otherwise required by a PK customer, PK may require that individuals satisfactorily complete subsequent background checks from time to time or periodically.
When a background check is required, each individual must complete PK’s authorization form. Failure to timely complete an authorization form may result in termination of such individuals service to PK. Falsification or omission of information may result in denial of employment or discipline, up to and including termination.
PK complies with all applicable federal, state, and local laws regarding background checks and requires our vendors and subcontractors to comply with applicable federal, state, and local laws regarding background checks.
PROPRIETARY AND CONFIDENTIAL INFORMATION
PK’s confidential information and intellectual property (including trade secrets) and our customer’s confidential information and intellectual property (including trade secrets) are extremely valuable to PK and to our customers. In addition to any requirements in your agreement with PK, you are required to maintain the confidentiality of all PK confidential information and all customer confidential information. You are prohibited from emailing or otherwise distributing customer confidential information outside of PK. You may only share customer confidential information with those individuals who are required to know the confidential information in order to perform services for the customer. You may never download, store, transmit or otherwise share PK or customer intellectual property (including trade secrets) without the express permission of PK or the applicable customer.
Due to the nature of PK’s business, you (and your employees) must take exceeding care in their use of source code repositories. Vendors and subcontractors (and their employees) must ensure that they do not upload proprietary materials to personal or public source code repositories without PK’s or the applicable customer’s permission.
Vendors and subcontractors must also ensure that they (and their employees) do not use proprietary third-party materials in customer deliverables without the customer’s consent.
EQUIPMENT, NETWORKS, SYSTEMS AND OTHER INFORMATION TECHNOLOGY
PK’s or our customer’s computers, networks, communications systems, and other “IT Resources” are intended for business purposes only. Subcontractors and vendors are responsible for ensuring that their employees using IT Resources and systems (whether PK issued, customer issued or vendor/subcontractor issued IT Resources) in a responsible, productive, ethical, and lawful manner.
IT Resources and all contents contained within the foregoing, are PK or customer property. The contents and communications made through these systems may be accessed or monitored by PK or our customers at any time for any reason. Individuals should have no expectation of privacy in any message, file, data, document, facsimile, telephone conversation, social media post, conversation, or any other kind or form of information or communication transmitted to, received, or printed from, or stored or recorded on the company’s or our customer’s electronic information and communications systems.
PK reserves the right to monitor, intercept, and review activities using the company’s IT Resources and communications systems, including but not limited to:
- email (both outgoing and incoming);
- file storage systems;
- telephone conversations and voice mail recordings;
- instant messages; and
- Internet and social media postings and activities;
If your employees are provided with access to our customer IT resources, they are required to follow customer policies and guidelines, in addition to PK policies and guidelines. Your employees must only use customer issued equipment, systems or networks for customer business and may only conduct customer business while on customer networks or working within customer systems. Your employees may never use customer issued equipment, networks or systems for personal use.
PK customers monitor the use of their equipment and log activities that occur on customer networks. Individuals should have no expectation of privacy with respect to customer equipment, networks or systems. Individuals will be terminated for misuse of customer equipment, networks or systems and may be subject to liability for unlawful behavior that occurs within any of the foregoing.
You are required to comply with PK’s Information Security Policies with respect to all PK IT Resources and systems. Please refer to those policies for more details.
PK allows individuals to use their own smartphones, wearable technology, and mobile phones to perform work for PK. Each user is responsible for using their device in a sensible, productive, ethical, and lawful manner. This policy applies to work performed on a device on PK’s behalf during working and nonworking hours, on and off PK’s premises. PK does not provide technological support for devices.
All material, data, communications, and information, including but not limited to email (both outgoing and incoming), telephone conversations and voicemail, instant messages, and internet and social media postings and activities created on, received or transmitted by, printed from, or stored or recorded on the device for PK’s business or on behalf of PK (“PK content”) are the property of PK, regardless of who owns the device(s) used.
Individuals should maintain a clean and neat appearance in the workplace and dress according to the requirements of their position, which may include interactions with customers and appropriately representing PK’s image.
PK is committed to maintaining a safe workplace. You are required to comply with all PK’s rules and guidelines, as well as any applicable federal, state, and local laws regarding workplace safety. In addition, you must keep your work area free of any potential hazards.
If you witness any unsafe conditions or potential hazards (such as [wet floors/broken equipment/defective appliances]), you must report them to your direct supervisor immediately or, if your supervisor is unavailable, you must report them to the Human Resource Department as soon as possible at HRUSA@PK.com.
You must promptly and accurately report all workplace injuries, accidents, or illnesses to HRUSA@PK.com, regardless of the severity.
PK prohibits and will not tolerate any form of workplace violence by a subcontractor, vendor, employee, supervisor, or other third party whether in the workplace or at PK events, customer events, customer locations or other professional locations. Workplace violence includes threatening remarks (written or verbal), aggressive or hostile acts such as shouting, using profanity, throwing objects at another person, fighting, or intentionally damaging property, bullying, intimidating, or harassing another person (for example, making obscene phone calls or using threatening body language or gestures, such as standing close to someone or shaking your fist at them), behavior that causes emotional distress or fear of injury, stalking, or assault. This list is illustrative only and not exhaustive. No form of workplace violence will be tolerated.
PK prohibits carrying or possessing weapons of any kind in the workplace, at customer locations or while engaged in activities for PK, at PK-sponsored events or other professional events. Workplace locations or customer locations include parking lots and the exteriors of building. Weapons include guns, knives, explosives, any item with the potential to inflict harm that has no common purpose. This list is illustrative only, and not exhaustive.
If you witness or are subjected to any conduct you believe violates this policy, you must speak to, write, or otherwise contact your direct supervisor or, if the conduct involves your direct supervisor, the next level above your direct supervisor or the Human Resource Department as soon as possible. Your complaint should be as detailed as possible, including the names of all individuals involved and any witnesses.
PK will directly and thoroughly investigate all complaints of workplace violence and will take prompt corrective action, including discipline, if appropriate. PK reserves the right to contact law enforcement, if appropriate. To the extent permitted by law, PK reserves the right to seek a restraining order to prevent workplace violence against an employee.
If you become aware of an imminent violent act or threat of an imminent violent act, immediately contact appropriate law enforcement then contact the Human Resource Department or the Legal Department.
PK is committed to providing a safe, healthy, and productive workplace that is free from unlawful drugs as classified under local, state, or federal laws, including marijuana, while employees are working on PK or customer premises (either on or off duty) and while operating vehicles. While the use of marijuana has been legalized under many state laws, it remains an illegal drug under federal law and its use as it impacts the workplace is prohibited.
Being under the influence of illegal drugs (as classified under federal, state, or local laws), including marijuana, while on the job poses serious health and safety risks to employees and members of the public/others, and is prohibited. PK expressly prohibits the following activities at any time while (1) on duty or conducting PK business (either on or away from PK’s premises), or (2) on PK’s premises (whether or not during working hours), or (3) at customer locations:
(a) using, abusing or being under the influence of illegal drugs or other substances;
(b) the possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the employee or drug-related paraphernalia; or
(c) the illegal use or abuse of prescription drugs.
Alcohol is permitted in PK workplaces in limited instances. When on customer sites, individuals must follow customer workplace policies with respect to alcohol consumption, but never consume alcohol during working hours. PK may host onsite events or provide alcohol for consumption generally, in such cases individuals may consume alcohol on PK locations so long as they consume responsibly, and do not work under the influence. When individuals consume alcohol at PK locations or events, or other professional events where they represent PK, they must do so responsibly and professionally at all times.
PK prohibits and will not tolerate smoking in the workplace, including all indoor facilities, offices, lunchrooms, breakrooms, bathrooms and company vehicles with more than one person. Smoking also is prohibited on PK’s outdoor property with the exception of designated areas. Smoking includes lighting, smoking, or carrying a lighted cigarette, cigar, or pipe, and the use of any electronic smoking device like vape pens. This list is illustrative only and not exhaustive. This policy applies to all employees and visitors.
Nothing in this policy is meant to prohibit the appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, to the extent that it does not impair job performance or safety or the safety of others. Individuals who take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability should inform their human resource department if they believe the medication will impair their job performance, safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to work while under the influence of that medication.
A violation of any of the above is subject to disciplinary action, up to and including immediate termination of employment .
PK reserves the right to inspect individuals, as well as their workstations or surroundings and possessions, for substances or materials in violation of this policy. This right extends to the search or inspection of clothing, desks, lockers, bags, briefcases, containers, packages, boxes, tools and lunch boxes, and vehicles on company property where prohibited items may be concealed. Our customers also have the right to inspect any of the preceding.
In furtherance of this commitment to a drug-free workplace, PK maintains a policy in which individuals who perform services for PK may be required to submit to drug testing in certain situations. This policy is intended to comply with applicable laws regarding drug and alcohol testing and current and prospective employee privacy rights.
Where drug testing is required, performance of services for PK is conditioned on the individual submitting to and successfully completing and passing a drug test. Individuals may be asked to submit to a drug test if required by a PK customer or where PK or our customer has a reasonable suspicion, based on objective factors such as the individual’s appearance, speech, behavior, or other conduct and facts indicate that the individual possesses or is under the influence of unlawful drugs, including marijuana, or alcohol, or both. Individuals involved in any work-related accident or incident involving the violation of any safety or security procedures may be required to submit to drug or alcohol testing. This applies even if the incident did not result in injury to any person or any property damage.
All drug and alcohol testing under this policy will be conducted by an independent testing facility which will obtain the individual’s written consent prior to testing. PK will pay for the full cost of the test. Individuals suspected of working while under the influence of illegal drugs or alcohol will be suspended until PK receives the results of a drug and alcohol test from the testing facility and any other information PK may be required to make an appropriate determination.