Standards of Conduct and Employee Performance

Standards of Conduct and Employee Performance

1 Anti- Harassment and Discrimination

The Company is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by Company policy. Such conduct by or towards any employee, contract worker, customer, vendor or anyone else who does business with the Company will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the Company does business engages in unlawful harassment or discrimination, the Company will take appropriate corrective action.

Prohibited Conduct:

Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on sex, race, age, national origin, disability or any other legally protected basis if:

  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or engagement;
  2. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual’s employment or engagement; or
  3. it creates a hostile or offensive work environment.

Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company’s electronic communications system, or through other on-line conduct.


2 Attendance

Punctuality and regular attendance are essential to the successful operation of the Company’s business. If an employee is unable to report to work (or to report to work on time) for any reason, the employee must notify his or her supervisor before his or her starting time. If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving. In the event that the employee fails to call his or her supervisor or report for work for 2 consecutive workdays, the employee will be deemed to have voluntarily resigned from his or her employment with the Company and will be removed from the payroll. Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination.

3 Discipline and Standards of Conduct

As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, at any time the Company determines it is appropriate, an employee may be terminated immediately.

Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company’s right to impose discipline for any other conduct it deems inappropriate). Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination.

  1. a)   Dishonesty;
  2. b)   Falsification of Company records;
  3. c) Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public;
  4. d)   Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials;
  5. e) Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes or other disorderly conduct that may endanger others or damage property;
  6. f) Insubordination, failure to perform assigned duties or failure to comply with the Company’s health, safety or other rules;
  7. g) Unauthorized or careless use of the Company’s materials, equipment or property;
  8. h) Unauthorized and/or excessive absenteeism or tardiness;
  9. i) Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace;
  10. j) Sexual or other illegal harassment or discrimination;
  11. k) Unauthorized use or disclosure of the Company’s confidential information;
  12. l) Violation of any Company policy.

4 Dress Code/Appearance

Trainers will be supplied full uniforms (inclusive of F45 branded top and bottom) for any member-facing work. All Trainers will be required to wear authorized F45 training uniforms while training members. Uniforms or shirts from other fitness facilities will not be allowed to be worn at any time by employees while at an F45 Studio.

Trainers will not enter the studio when commencing a shift in plain clothing – always in uniform. Trainers will never workout in uniform; uniform is for while on-shift only.

Customer Facing Appearance Standards:

  • Trainers are in close contact with Guests and fellow Staff members while at work and are expected to practice good hygiene. This includes showering daily, brushing teeth regularly, and using deodorant or antiperspirant.
  • Hair must be clean, neat, and well maintained.
  • All jewelry must be free from catching or interfering with exercises. Hats, if officially branded F45 Training, are permitted.
  • F45 Trainer Tees must be clean and unwrinkled. Only approved outerwear can be worn over the uniform tee. Shoes must be clean and free of excess dirt or debris.

  Women- Bottoms Navy Blue F45 Uniform.

  Men- Bottoms msut Navy Blue F45 uniform.

  • Any Trainer who reports for work and does not meet the appearance standards set out in this policy will not be considered ready to start their shift and therefore will not be allowed to clock in.
  • Regular failure to adhere to the appearance standards will result in formal counseling up to and including separation of employment.

5 Studio Music

F45.FM music should be played while members are in the studio, including between classes. Music is to be played at all times, other than during a class introduction, with volume adjusted accordingly, another alternative music source can be played with permission. Ie Currently FitRadio.

6 Safety

The Company is committed to providing a safe workplace. Accordingly, the Company emphasizes “safety first.” It is the employee’s responsibility to take steps to promote safety in the workplace and work in a safe manner. By remaining safety conscious, employees can protect themselves and their coworkers. Employees are expected to promptly report all unsafe working conditions, accidents and injuries, regardless of how minor, so that any potential hazards can be corrected. “Safety first” must be promoted at all times; before, during and after coaching sessions, and at all times while on the premises.

Additionally, if there is an incident at the workplace, it must immediately be reported to your supervisor.

7 Substance and Abuse

The Company is committed to providing its employees with a safe and productive work environment. In keeping with this commitment, it maintains a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may consume or possess alcohol/marijuana, or use, possess, sell, purchase or transfer illegal drugs at any time while on the Company’s premises or while using the Company vehicles or equipment, or at any location during work time.

No employee may report to work with illegal drugs (or their metabolites) or alcohol/marijuana in his or her bodily system, or with performance limited by the recent excessive use of such substances. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorised Company social or business event. “Illegal drug” means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts.

Any violation of this policy will result in disciplinary action, up to and including termination.

Any employee who feels he or she has developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered.

9 Internet, Email and Computer Use Policy

The Company uses various forms of electronic communication including, but not limited to: computers, email, telephones, voicemail, instant message, text message, Internet, mobile phones and smartphones (hereafter referred to as “electronic communications”). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use.

The following rules apply to all forms of electronic communications and media that are: (1) accessed on or from Company premises; (2) accessed using the Company computer or telecommunications equipment, or via Company-paid access methods; and/or (3) used in a manner which identifies the Company. The following list is not exhaustive and the Company may implement additional rules from time to time.

  1. Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company policy, or not in the best interest of the Company. Employees who misuse electronic communications and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline, up to and including termination. Employees may not install personal software on Company computer systems.
  2. Employee’s own electronic media may only be used during official breaks. All other company policies, including the Company’s no tolerance for discrimination, harassment, or retaliation in the workplace apply.
  3. All electronic information created by any employee on Company premises or transmitted to Company property using any means of electronic communication is the property of the Company and remains the property of the Company. You should not assume that any electronic communications are private or confidential and should transmit personal sensitive information in other ways. Personal passwords may be used for purposes of security, but the use of a personal password does not affect the Company’s ownership of the electronic information. The Company will override all personal passwords if necessary for any reason.
  4. The Company reserves the right to access and review electronic files, messages, internet use, blogs, “tweets”, instant messages, text messages, email, voice mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Company policy or any law occurs. All such information may be used and/or disclosed to others, in accordance with business needs and the law. The Company reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system
  5. Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Company management. No employee may install or use anonymous email transmission programs or encryption of email communications.
  6. Employees who use devices on which information may be received and/or stored, including but not limited to mobile phones, cordless phones, portable computers, fax machines, and voice mail communications are required to use these methods in strict compliance with the Confidentiality section of this Handbook. These communications tools should not be used for communicating confidential or sensitive information or any trade secrets.
  7. Access to the Internet, websites, and other types of Company-paid computer access are to be used for Company-related business only. Any information about the Company, its products or services, or other types of information that will appear in the electronic media about the Company must be approved before the information is placed on any electronic information resource that is accessible to others.

10 Social Media Policy

The Company is committed to utilising social media to enhance its profile and reputation, to listen and respond to customer opinions and feedback, and to drive revenue, loyalty and advocacy. We encourage employees to support our activities through their personal social networking channels while adhering to the guidelines outlined in this section.

For the purpose of this section, social media and networking refers to the use of web-based and mobile applications for social interaction and the exchange of user-generated content. Social media channels can include, but are not limited to: Facebook, Twitter, LinkedIn, YouTube, blogs, review sites, forums, online communities and any similar online platforms.

Employees are expected to conduct themselves in a professional manner and to respect the views and opinions of others. The Company and its employees are committed to conducting themselves in accordance with best industry practices in social networking, to being responsible citizens and community members, to listening and responding to feedback, and to communicating in a courteous and professional manner. Behavior and content that may be deemed disrespectful, dishonest, offensive, harassing or damaging to the company’s interests or reputation are not permitted. The use of social media channels on company time for personal purposes is not allowed.

Any social media contacts, including “followers” or “friends,” that are acquired through accounts (including but not limited to email addresses, blogs, Twitter, Facebook, YouTube, LinkedIn, or other social media networks) created on behalf of the Company will be the property of the Company.

Employees must not disclose private or confidential information about the Company, its employees, clients, suppliers or customers on social networks. Employees must respect trademarks, copyrights, intellectual property and proprietary information. No third-party content should be published without prior permission from the owner.

Employees must not initiate social media relationships with members. They will not proactively follow, friend or connect with members. They may accept requests initiated by members, but discretion is advised, and any social connections will be subject to scrutiny by the Company.

The Company maintains the right to monitor company-related employee activity in social networks. Violation of policy guidelines is grounds for discipline, up to and including termination.

11 Personal Relationships

Employees shall not enter personal relationships with clients. This includes the use of confidential client information to make personal advances to clients whilst in the employment of the Company. Under no circumstances is it acceptable for an Employee to seek or accept social interactions with current or past clients of the Company. Such activities compromise the integrity of the business, and blurs the lines of professionalism. Violation of this policy is grounds for discipline, up to and including termination.

12 Personal Mobile Phone Policy

Personal mobile phones must not distract employees from business tasks. Mobile phones are required to be kept in silent mode, or away from member areas to avoid disruption. Personal mobile phone use is to be confined to breaks and meal periods. Conversations should be had away from members and where other employees are working. When mobile phone use interferes with the satisfactory performance of an employee’s duties or disturbs others, the privilege may be revoked and other disciplinary action, up to and including termination, may be imposed.

The Company may support mobile phone usage allowances to employees in certain positions in an effort to improve efficiency and effectiveness, such as social media management. When mobile phones are used for Company business, employees must comply with all Company policies governing conduct, including policies prohibiting discrimination, harassment, and violence in the workplace. When using the mobile phone in a public place, please remember to maintain the confidentiality of any private or confidential business information.

13 Non solicitation

The Employee must not directly or indirectly or through any interposed entity, without the prior written consent of the Company, solicit, canvass or secure, under any circumstances, the custom of any person who is currently the Company’s client, and for a period of up to 6 months after the person is no longer the Company’s client.

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