Behavior is a mirror in which everyone shows their true image. Every day we get to choose what type of person that we want to be. Our behavior is often a result of our goals, needs, and motives.
In this handbook we have outlined some of our expectations regarding employees’ behavior towards their colleagues, supervisors, and overall organization. While we promote freedom of expression and open communication, we expect all employees to follow our code of conduct. Employees should avoid offending others, participating in serious disputes, and disrupting the workplace. We also expect employees to foster a well-organized, respectful, and collaborative environment with each other and those they come in contact with.
Reporting
Employees are obligated to report in good faith all violations of law or company policies or any concern that a compliance violation may have occurred. Retaliation against employees for such reporting is prohibited and will result in disciplinary action. Violations and concerns should be reported quickly as practical by contacting their immediate supervisor or HR Department.
No adverse action will be taken against persons for making such reports in good faith, even if the report turns out to be incorrect. False accusations made with the intent of harming or retaliating against another person can subject the accuser to disciplinary action. We prohibit retaliation against individuals for filing or encouraging another to file a complaint or report of violations of law, regulation or company policy, or for participating in an investigation of any such violation. Retaliation and adverse actions include the following: discharge, demotion, suspension, harassment, denial of promotion, transfer, or in any other manner discriminating or threatening to discriminate against an employee in the terms and conditions of that individual’s employment.
All persons making reports of compliance concerns are assured that such reports will be treated as confidential to the extent permitted by law. Such reports will be shared with others only on a bona fide need-to-know basis.
Investigations and Complaints
Internal investigations can be initiated for a variety of reasons, including allegations of significant corporate misconduct that could violate federal or state law, a complaint from an employee, and ethical lapses or wrongdoings. In these occasions there is a complaint process that the HR Department follows, to find out more about this please reach out to the HR Department with your questions or concerns.
From time to time things happen on our properties that would initiate some type of outside investigation, usually this is regarding residents. In the event a news team shows up to your property you are not authorized to release any information without first consulting Ashley Adams the Director of Asset Management. Capstone Multi Family Group is committed to cooperating with all government investigations as required by law. If an employee receives a subpoena, search warrant, or other similar document, that is relating to the Company before taking any action, the employee must immediately contact the Director of Asset Management, for the authorization to release or copy any documents. If a government investigator, agent, or auditor comes to an employee’s worksite we will follow all laws regarding any outside investigations, the employee must contact the Director of Asset Management before an employee discusses any matters with such investigator, agent, or auditor.
If an employee comes under investigation for any criminal activity while at work or outside of work that would have originally prevented employment through background screening Capstone Multifamily Group reserves the right to terminate prior to outcome of such case.
Conflict of Interest
Capstone is committed to managing potential conflicts of interest and commitment. Integrity and objectivity are essential qualities for our employees in carrying out job duties and assignments. All staff, and representatives should avoid potential or perceived conflicts of interest and commitment. Individual conflicts of interest refer to situations in which an individual’s or family member’s financial, professional, or other personal considerations may directly or indirectly affect, or have the appearance of affecting, an individual’s professional judgment in exercising any job duty or responsibility.
All employees are required to disclose all outside activities and financial interests that might be, or have the appearance of being, conflicts of interest or commitment upon initial employment, and annually thereafter.
Any concerns about a proposed transaction that may involve inducements offered by a vendor or supplier or a business relationship with a company that is connected to the employee or a family member, should be discussed with their supervisor.
Employees must receive prior approval from upper management to take any items with a value of $100 or more from a vacant or trash-out unit. This allows for careful consideration of the circumstances surrounding the retrieval of these items, including any legal or contractual obligations that may apply. Items obtained from vacant or trash-out units must not be sold. Any proceeds generated from the sale of such items would belong to the property. Please refer to the lease agreement in your region for specific guidelines (NC – page 15 section G; SC – surrender/abandonment section page 7; TN – property left in dwelling unit on page 2).
Searches
Employees should not have an expectation of privacy regarding any property owned by Capstone. To the fullest extent permitted by state and federal law, Capstone reserves the rights to conduct periodic inspections, using reasonable methods, without employees’ consent or prior notice. to search in certain situations including but not limited to, if an employee is suspected of having a firearm, dangerous weapon or drugs, then a search may be appropriate.
Disciplinary Actions
Employees who fail to abide by these standards of conduct will be disciplined in accordance with the severity of the transgression up to and including termination. We do not have a progressive disciplinary process. Disciplinary actions may include, but are not limited to, performance logs, verbal and written warnings, probation, suspension or termination.