I. Policy Section
SpeedyTutor Human Resources
II. Policy Subsection
Misconduct
III. Policy Statement
SpeedyTutor employees and partners must adhere to ethical standards
and principles to preserve SpeedyTutor’s reputation and integrity. Misconduct that violates the law, undermines the integrity of SpeedyTutor, and creates tension in the workplace and academic environment and
potential friction between employees and partners
IV. Reason For Policy
The purpose of the Misconduct Policy is to outline what employee and partner activities
constitute misconduct that would interfere with SpeedyTutor’s highest standards of
excellence and integrity, and to notify employees and partners of potential ramifications of
policy violations.
V. Entities Affected by this Policy
All SpeedyTutor employees, and partners.
VI. Who Should Read this Policy
SpeedyTutor Employees
SpeedyTutor Partners
VII. Related Documents
Terms & Conditions
Tutor Agreement
Privacy Policy
Please Note: This misconduct policy only applies to employees and partners of SpeedyTutor. Tutors & Students adhere to Terms & Conditions prior to creating an account with SpeedyTutor.
VIII. Contacts
Policy Owner: Director of Human Resources
General Counsel
IX. Definitions
A. Misconduct and Theft: Listing all forms of behavior that are considered unacceptable in the workplace is not possible. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment and dissolution of equity. The list is not intended to be exhaustive:
1. Violations of SpeedyTutor Policies
2. Harming or threatening to harm other employees and partners.
3. Inappropriate removal or possession of property.
4. Working under the influence of alcohol, marijuana (in any form).
5. Fighting or threatening violence in the workplace.
6. Smoking in designated non-smoking areas.
7. Possession of dangerous or unauthorized materials.
8. Conviction of a felony while employed or under contract.
B. Zero Tolerance Misconduct: The following forms of verified intentional misconduct constitute grounds for immediate termination of employment or dissolution of equity or shares at SpeedyTutor. The list is not intended to be exhaustive:
1. Possession, distribution, sale, transfer or use of alcohol, marijuana (in
any form) or illegal drugs in the workplace, while on company time or while operating vehicles at any time.
X. Procedures
A. Although it is not possible to specify every action that might qualify as misconduct, this policy sets forth the ones which most frequently present problems. If an employee or partner has any question whether an action or proposed
course of conduct would qualify as misconduct, they should immediately contact the Executive Director of Human Resources to obtain advice on the
issue.
B. Disciplinary action for failure to observe any of the above guidelines may include, but not necessarily in progressive order:
1. Verbal warning
2. Written warning
3. Suspension without pay
4. Termination from Employment
5. Dissolution of Equity (Partners)
C. SpeedyTutor reserves the right to take legal action to recover any financialloss suffered by the College as a result of the activity of the employee or partner. SpeedyTutor reserves the right to impose discipline it deems appropriate, given the facts and circumstances of each situation.
D. All employees and partners must cooperate if contacted for an interview as part of an
investigation.
E. Retaliation: The College seeks to foster an environment in which all employees and partners feel free to report incidents of misconduct or ethical violations without fear of retaliation or reprisal. Therefore, the College strictly prohibits retaliation against any individual for filing a complaint or for participating in an investigation.
1. All allegations of retaliation will be swiftly and thoroughly investigated.
If it is determined that retaliation has occurred, SpeedyTutor will take all
reasonable steps within its power to stop such conduct. Individuals
who engage in retaliatory conduct are subject to disciplinary action, up
to and including termination.
2. Any employee or partner who believes that they have been harassed or retaliated against in violation of this policy should immediately report such incidents.
XI. Forms
N/A
XII. Effective Date
July 24th 2017
XIII. Policy History
This separate Misconduct policy was developed to provide greater clarity to the employees and partners for what constitutes misconduct and reporting responsibilities. The Policy was created in July of 2017 to include further explanation of misconduct and to refer to appropriate procedures for further resolution.
Revised May, 2019
Revised August, 2021
Revised April, 2023
XIV. Next Revision Date
July, 2025
