Alcohol & Alcohol Testing
Cobham is dedicated to having and maintaining a Drug-Free workplace. To help foster a Drug-Free Environment, Cobham will utilize drug/alcohol testing and rehabilitative services. This policy fully complies with State of Iowa law.

There are a variety of reasons why Cobham requires a Drug and Alcohol Test. An employee is required to take a Drug and Alcohol Test if there is “reasonable suspicion” that an employee is in violation of this policy, injured on the job, involved in the destruction of company property, returns to work following participation in a rehabilitation program, or to comply with federally mandated programs such as the Federal Aviation Administration.

Further information on the Alcohol & Drug Testing policy is available.

Alcohol Use
Life Support’s compliance with the Drug Free Workplace Act of 1988 prohibits the possession of alcohol on company property. In addition, Life Support prohibits employees from using alcohol within four hours of arriving or returning to work.

Alcohol is sometimes served at company events. Your participation in these events is voluntary. If you attend, you and your guests are expected to use your best judgement when using alcohol and limit your intake for your own safety as well as the safety of others.

Computer Policies
Computers are tools that improve productivity and enhance job performance. Every Life Support employee is expected to use these tools responsibly. Cobham has a number of policies that govern employees’ use of computers and the company’s right to access electronic information.

These policies include the personal use of Cobham computing devices, unauthorized use and duplication of software, software virus protection, unauthorized modification and/or removal of computing devices, as well as Internet and e-mail use.

Company email is not private. The IT Department can (and does) run reports on email and Internet use by employee badge number and password. Employees who misuse or abuse their e-mail or Internet privileges are subject to disciplinary action, up to and including discharge.

Employees are responsible for safeguarding computer passwords. Unauthorized personnel are not permitted access to any Life Support computing device. Do not give others your password.

Dress Code
In general, we expect a neat, clean professional appearance from our employees. Cobham employees’ work attire should compliment an environment that reflects an efficient, orderly and professionally operated business unit. Weekend attire, provocative attire and offensive attire are not acceptable. Your attire at work should not compromise your safety or the safety of others.

Cobham has a “Business Casual” dress code for Office Workers. Employees are expected to reflect the professionalism of their positions.

The requirements of our Dress Code policy vary somewhat for salaried technicians, so employees are advised to review the policy if you have questions. This policy is posted on InSite.

While the policy specifically spells out what is and is not acceptable, a few highlights are in order. Unacceptable clothing includes blue jeans, tee shirts, athletic shoes, short skirts, tank tops, shorts, sweat clothes, warm up suits, stirrup pants and leggings. Sandals are also not permitted anywhere in the building.

Employee Referrals
Recruiting the best applicants Cobham can find is a top priority. Cobham will pay employees who recruit applicants that are hired.

Bonuses will be paid for those positions filled externally. Positions carry a bonus of $500 to $2,500. Bonuses will be paid by payroll and are considered taxable income.

Flextime
Cobham is open for business from 8:00 a.m. to 4:30 p.m., Central Time. Salaried employees may start their workdays at 7:00 a.m., 7:30 a.m., or 8:00 a.m.

All flexible schedules require employees to work for a continuous 8-hour period. Prior to selecting a schedule, you must obtain approval from your superior.

Once you adopt a flextime schedule it becomes your regular work schedule. You may not call in “to flex” on a given day. If you wish to change your schedule, you must get approval to do so.

Inclement Weather
The plant is always open. While winter weather may create difficult driving conditions, each employee must decide whether driving to work under these conditions is safe. You may use paid absence time or vacation time to cover weather-related absences.

Cobham ceases normal operations only in the event that everyone in the plant is equally affected, i.e. plant-wide power outages or water main breaks that cut off the plant’s water supply.

ITAR Compliance
Cobham complies with the International Traffic in Arms Regulations (ITAR). These regulations govern the export of products and related technologies.

Disclosing technical data to anyone who is not a U.S. Citizen or permanent resident of the United States is considered an export under ITAR. Among other things, this restriction prohibits Cobham from employing those who cannot verify their citizenship or residency status.

Pay Policies and Procedures
State and Federal laws require Cobham to make regular deductions from your pay for income taxes and social security. In addition, you may authorize deductions for group insurance, savings plans (including pension, 401(k), and U.S. Savings Bonds), United Way contributions and supplemental insurance.

We encourage you to take advantage of direct deposit, by having your paycheck automatically deposited into as many as three different bank accounts.

Proprietary Information
All employees are required to sign a proprietary information and invention agreement. This agreement governs your rights as an employee and the rights of Cobham with respect to inventions, confidential information and company property – both tangible and intellectual. Signing this document and accepting its terms is a condition of employment.

Service Awards
Service awards recognize employees’ years of service with the Company. Beginning with five years of service, Cobham recognizes employees’ anniversary dates in five-year increments.

The Company offers a variety of award options. These options are reviewed periodically and are changed from time-to-time, based on employee feedback.

Time Keeping
Cobham has an electronic “time card” system. Employees enter their time daily. Supervisors, Managers, and Directors approve electronic entries on Mondays following the workweek just completed.

Direct employees charge their time to a variety of direct accounts. Indirect employees simply keep track of the total number of hours worked each day.

The system is Internet-based, easy to use and is demonstrated during new employee orientation.

Worker’s Compensation
Cobham complies with all of the provisions of the Iowa State Workers’ Compensation law. All work-related injuries and illnesses must be immediately reported. Failure to do so may result in disciplinary action, up to and including discharge.

You are required to report your injury to your Supervisor and to the HR Department on the same day of the injury.

If you are injured while traveling on official company business, report the injury by calling 1-800-553-1860 or call the HR Department to report the injury. All injuries must be reported on the day they happen.

Workplace Violence
Cobham is committed to preventing workplace violence and to maintaining a safe work environment for all employees and visitors. The company will not tolerate or condone any violent acts or threats of violence – verbal or physical. Any acts or threats of violence committed by employees while engaged in Company business or using Company communication devices is also strictly prohibited.

All threats or acts of violence, whether direct or indirect, should be reported as soon as possible to your supervisor, the HR Department or any representative of management.

Employees who violate this policy will be subject to disciplinary action, up to and including discharge.