Not every situation can be specifically covered in the Statement.
If you are faced with a situation in which the proper course of conduct is unclear to you, you should discuss it with your manager, HR representative, another JCPenney manager or, if you prefer to discuss the issue anonymously, call jLine at If you think that something is wrong, or believe that another Associate may have violated JCPenney polices, including the policies set forth in this Statement, you have a duty to raise questions and report concerns immediately.
You should begin by sharing your concerns with your immediate supervisor. If you wish, you may call jLine at Your call can be anonymous. JCPenney has a strict policy against retaliation. The Company will take no adverse action or retribution against any Associate because he or she reports in good faith any concerns or possible violations of law, ethics or Company policy. If you have raised a question or reported a violation to management or jLine and uncertainty still remains, or you believe you have not received an appropriate response, you should discuss the situation with the Legal Department.
The following contacts may be used for this purpose: Vice President, Associate General Counsel. At JCPenney, we treat each other with respect and dignity. This means, for example, that employment decisions are made without regard to race, color, religion, ethnicity, national origin, sex, sexual orientation, gender identity and expression, marital status, family status, veteran status, age, citizenship, the presence of any disability or other status protected by law.
Treating one another with respect and dignity also means that all Associates are entitled to work in an environment that is free of harassment. If you believe that you or another Associate has been treated unfairly or harassed, immediately notify your manager or your Human Resources representative. If you prefer, you may call jLine at Your concerns will be investigated promptly and treated in a confidential manner. Treating each other with respect and dignity includes respecting one another's privacy.
In most circumstances, you may keep your personal activities outside of the workplace confidential. However, you should always keep in mind that you are a representative of JCPenney. Further, if you use the equipment or resources of JCPenney for any communication from or to anyone, you have consented to the right of JCPenney to access such communication. Do not use the equipment or resources of JCPenney if you intend a communication to be private. For example, any use of JCPenney equipment or its network to send or receive e-mail communication or for connecting with the Internet is never to be considered a private communication.
JCPenney and its Associates also have a duty to handle the personal information of all Associates with care and prevent the unauthorized disclosure of this information. Our goal is to provide all Associates with a clean, safe and healthy work environment. To achieve this goal, we must recognize our shared responsibility to follow all safety rules and practices, to cooperate with officials who enforce those rules and practices, to take necessary steps to protect ourselves and other Associates, to attend required safety training and to report immediately all accidents, injuries and unsafe practices or conditions.
JCPenney is committed to following all applicable minimum wage, overtime wage, child labor and other wage and hour laws and regulations. We require our suppliers to comply with those laws as well. For more information about supplier legal compliance, please refer to the Supplier Legal Compliance Statement. To assure that all work performed for JCPenney is compensated correctly, it is essential that all work time is reported and recorded accurately. Every Associate is responsible for this important record-keeper task, both for yourself and for any Associates you supervise.
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JCPenney actively creates and promotes an environment that is inclusive of all people and their unique abilities, strengths and differences. We respect and embrace diversity in each other, our customers, suppliers and all others with whom we interact. JCPenney Diversity provides guidance on diversity issues and promotes diversity as a strategic and competitive business advantage for the Company. If you would like to learn more about diversity at JCPenney or if you have questions about diversity issues, please talk to your manager, or contact a member of the Diversity team at At JCPenney we have a duty of loyalty to the Company.
This means that we must take actions that are in the best interest of JCPenney, unclouded by conflicting interests of other organizations or persons. Associates should avoid activities, interests, or relationships that would create, or might appear to others to create, a conflict with the interests of the Company. All Associates must be able to perform their duties and exercise their judgments on behalf of the Company without influence, or the appearance of influence, by a non-Company activity, interest, or relationship.
Therefore, a full and prompt disclosure of facts regarding potential conflicts is necessary to avoid problems. The determination of whether there is a conflict, or appearance of a conflict, will be made by the Company, and not by the Associate s involved. It is JCPenney's policy to select suppliers on the basis of price, quality, and performance.
An Associate must avoid personal, financial, or other involvement with a supplier with whom he or she does, or is likely to do, business. Additionally, Associates should not purchase products directly from suppliers doing business, or with whom JCPenney is negotiating to do business, unless such purchase is made under circumstances and at prices offered to the general public. Suppliers should not be solicited to engage in activities outside of the business relationship by Associates.
Such involvement and activities might appear to cause an Associate to select a supplier for reasons other than price, quality, and performance. Good business relationships are built through trust and integrity, not through the exchange of gifts and other favors. In fact, such activities may be illegal.
All Associates must conduct business in an ethical manner and are strictly prohibited from accepting bribes, kickbacks, payoffs or other types of payments from any organization or individual seeking to do business with, doing business with, or competing with JCPenney. Associates should not, directly or indirectly, accept gifts of cash or anything else of value from anyone having or seeking business with JCPenney, other than non-cash gifts of nominal value generally used for promotional purposes by the donor.
Participation in business-related functions, including, on occasion, the acceptance of lunches or other meals on occasion, is a normal and permissible business practice. However, care must be exercised to ensure that such functions serve a business function, that their value and frequency are not excessive, and that there is reciprocation. Occasional entertainment or outings, such as local sports events, dinners, theater performances, or golf dates, may be accepted if there is a business purpose and if the Associate reciprocates. In cases where reciprocation does not seem possible, but the Associate believes it is in the Company's interest to attend, approval must be obtained from a supervisor, such as a unit manager or a department head.
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Entertainment trips at even partial supplier expense should not be accepted. On rare occasions, it may be appropriate for travel expenses of Associates to be paid by a supplier, but only if the trip is solely for business purposes and is approved in advance by the Associate's manager. Associates should not accept loans from any persons or entities having or seeking business with JCPenney except from recognized financial institutions, at the normal interest rates offered at the time of borrowing. In discussing personal financing with banks, no Associate should state or imply that the bank's response will in any way affect its relationship with JCPenney.
Our business relationships with financial institutions are not to be utilized to influence in any way personal loans to Associates. To encourage decision making unaffected by the influence of former Associates who are working for other interests, any Associate who leaves JCPenney for whatever reason may not call on the company as a representative of a supplier selling or seeking to sell goods or services, unless a period of one year has elapsed since the former Associate left the Company.
An Associate should not be in a position to make or influence a decision relating to JCPenney engaging in business with another company in which a relative or close friend has an interest. Also, Associates should not be in a position to derive an indirect benefit from a Company transaction involving a relative. For these purposes, "relative" includes your spouse, domestic partner, child, parent, brother and sister and their spouses. No relative of a JCPenney Associate in a profit-sharing management position will be permitted to call on units of the Company as a representative of a supplier selling or seeking to sell goods or services unless the matter has been disclosed and approved in advance by either the Human Resources Department or the Legal Compliance and Business Ethics Committee.
An Associate should seek that approval by disclosing the relationship in the disclosure box of the Certificate of Compliance available through the Associate Kiosk. At JCPenney, we care about and are involved in our community. This often includes participation in activities on behalf of non-profit organizations. It is permissible for an Associate to solicit a supplier on an occasional basis for a nominal contribution to a recognized charity in a fundraising event.
However, care should be taken to avoid any impression that a supplier's contribution is expected in order to maintain its relationship with JCPenney. Additionally, if an Associate accepts unusual honors from a non-profit organization, he or she should avoid creating the impression that JCPenney provides ongoing financial support to the organization and that suppliers should also do so. Because of our duty of loyalty to JCPenney, Associates should not have any direct or indirect interest in, or involvement with, any competitor of the Company if it might influence, or appear to influence, that Associate in the performance of his or her Company duties.
An Associate may, however, sell products or work for another company that sells products of the type sold by JCPenney so long as the activity for the competitor does not relate to, impact, or interfere with the Associate's position with the Company. Ownership of stock in a competitor will not be deemed a conflict of interest if both of the following conditions exist: An Associate should not appropriate to himself or herself, nor divert to any other person or entity, a business or financial opportunity which the Associate knows, or reasonably could anticipate, the Company would have an interest in pursuing.
JCPenney information is a valuable asset. His termination notice indicated, however, that he was terminated for unsatisfactory job performance. That could affect his future employability. When he terminated plaintiff, McKay knew that plaintiff would forfeit his retirement benefits that had accrued after 12 years of employment. We conclude that a jury could find that defendants exceeded the bounds of social toleration when they terminated plaintiff's employment and that they acted with a reckless disregard of the predictable effects of their action on plaintiff. The trial court erred in dismissing plaintiff's outrageous conduct claim.
Affirmed as to plaintiff's wrongful termination claim; reversed as to plaintiff's outrageous conduct claim; and remanded. I join fully in the court's disposition of plaintiff's wrongful termination claim. However, I decline to join in the disposition of the outrageous conduct claim, because I do not feel that it is required by Hall v. There is no satisfactory shorthand method of outlining the tort of "outrageous conduct" or "intentional infliction of mental suffering" — a tort that "is still in the process of developing in this state.
Church of Scientology, 57 Or. Judge Linde explained its origins, development and elements this way in Hall: After defining the tort, the court in Hall turned to application of the law to the facts before it:. In conducting its analysis, however, the court took great care to distinguish between those matters cognizable as part of the tort and those matters that were not pertinent:. The court then went on to find that the relevant evidence raised a jury question as to whether defendants had committed the tort.
With the court's methodology in mind, I now turn to the question in this case. This is a pleading case. The issue is whether the well-pled facts in plaintiff's complaint make out a claim for intentional infliction of emotional distress. Plaintiff alleged, in pertinent part:. The majority holds — and I agree — that discharging him because his supervisor did not approve of plaintiff's relationship with a co-employe is not actionable on a theory of wrongful discharge.
It would seem self-evident, then, that directing plaintiff to discontinue the relationship in lieu of permissibly firing him must not be actionable, either. I conclude that the events recited in paragraph VIII are not actionable. One would suppose so. McKay, once embarked on his churlish course, was not likely to desist. Still, those allegations only establish McKay's state of mind. No impermissible conduct is alleged. The lack of any written policy on intra-company fraternization is not pertinent if plaintiff, as an at will employe, could be fired on any basis at all.
To turn this lack of written policy into an allegation supporting an outrageous conduct claim substantially destroys the at will doctrine. Similarly, calling plaintiff a poor worker when he was a good one had better not be actionable in these circumstances. An at will employe may be terminated for any reason, even one that would seem wholly unsupportable to fair minded persons. How can merely threatening to do that which is not actionable if done give rise to a cause of action?
It may very well be that these allegations, like those in paragraph XI, help to establish the requisite mental state of defendants. They may also help to establish the element of emotional distress. They do not, however, allege any other conduct, i. Again, these allegations establish intent and effect, not the necessary and impermissible conduct.
The only acts alleged by this complaint to constitute outrageous conduct are 1 telling plaintiff to stop seeing his girlfriend or face the consequences and 2 imposing the consequences. If those acts are not actionable as wrongful termination, what is it that turns them into another tort? The answer cannot be the degree of the discharged employe's upset — whatever the reasons for that upset may be. Most people who lose their jobs are quite upset. Many face serious consequences from the job loss that worry them, but it has always been the law in this state that, without a violation of some separate public policy not implicated here, the reasons for the discharge of an at will employe are not subject to judicial scrutiny.
The majority's decision today turns that rule on its head. In summary, I find McKay's alleged behavior rude, boorish, tyrannical, churlish and mean — and those are its best points. Please don't submit any personal information. The best questions are directly relevant to JCPenney. What is the work environment and culture like? How are the working hours? What are some tips for doing well in the interview?drileronfive.tk/xowu-espiar-whatsapp.php
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Why did you leave your job at JCPenney? Answer See 93 answers Report question. Do they offer an employee discount? After you quit do your employee discount continue? Answer See 45 answers Report question. Do they offer free lunch? Answer See 38 answers Report question. What department is often the most needed? Right I would say the shoe dept. Answer See 29 answers Report question. What would you suggest JCPenney management do to prevent others from leaving?
Answer See 23 answers Report question.
J. C. Penney Company, Inc. Statement of Business Ethics
What is the interview process like? Simple got hired spot. Answer See 21 answers Report question. Answer See 17 answers Report question. Do employees have to work weekends?
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