Valuing Each Other

We are committed to providing a safe and respectful work environment for all; one that is free from threats, violence, harassment, and discrimination. We desire to create opportunities to achieve success in the workplace and recognize that as a diverse group of people with many differences, we must always respect one another.

As representatives of In-Depth we are expected to treat all employees, suppliers, customers, contractors, consultants, interns, and others with dignity and respect. It is our goal to maintain a professional work environment free from threats or acts of violence, and bullying or abusive behavior. We do not tolerate harassment or discrimination of any kind – based on race, ethnicity, religion, color, sex, national origin, age, U.S. military veteran’s status, sexual orientation, marital status, or mental or physical disability.

Regardless of our position; shareholder, board member, officer, manager, technical lead, project manager, or individual contributor, we each have a responsibility to promote a positive, diverse, and inclusive work environment where everyone may raise issues or concerns without fear of retaliation.

Drug and Alcohol Policy

We recognize the problem of substance abuse (including illegal drugs, and misuse of alcohol, prescription drugs, and over-the-counter drugs) in our society. If unchecked in the workplace, this problem could adversely affect both the productivity and profitability of our business and the professional, personal, and family lives of our associates. We will strive to balance respect for individual privacy with the need to keep a safe and productive work environment; however, we are committed to and will aggressively pursue the goal of this policy which is to maintain a substance abuse-free workplace.

Prohibited Conduct

Illegal Drugs

This policy prohibits any employee from bringing onto In-Depth premise or property, having possession of, being under the influence of, possessing in the employee's body, blood or urine in amounts exceeding predetermined cut-off levels, or using, consuming, transferring, selling or attempting to sell or transfer any form of illegal drug while on business or at any time during the hours between the beginning and ending of the employee's work day, whether on duty or not, and whether on company property or not. For purposes of this policy, an "illegal drug" is any drug (a) which is not legally obtainable; (b) which may be legally obtainable but has not been legally obtained by the employee; or (c) which is being used in a manner or for a purpose other than as prescribed for the employee.


This policy prohibits any employee from being impaired by alcohol while on company business or at any time during the hours between the beginning and ending of the employee's work day, whether on duty or not, and whether on company property or not.

This policy also prohibits any employee from bringing alcohol onto company premises or property or using, consuming, transferring, selling, or attempting to sell or transfer alcohol while on company business or at any time during the hours between the beginning and ending of the employee's work day, whether on company property or not, except as specifically authorized by In-Depth senior management.

Prescription and Over-the-Counter Drugs

This policy prohibits any employee from abusing prescription medications or over-the-counter drugs while on company business or at any time during the hours between the beginning and ending of the employee's work day, whether on duty or not, and whether on company property or not.

For purposes of this policy, "prescription or over-the-counter drug abuse" means taking medications that were prescribed for someone else; using prescription drugs or over-the-counter drugs for a purpose other than for which they were prescribed or manufactured or other than in accordance with the doctor's instructions or recommended dosages.

Employees are expected to consult with their physicians regarding the effect of medications prescribed for them and to consult any package warnings for over-the-counter drugs. When an employee is taking a prescription or over-the-counter drug that can or will have an effect on the employee's normal mental and/or physical state or interfere with work such as operating vehicles, machinery, equipment, etc., the employee should inform his or her immediate supervisor so that an accommodation may be made to allow the employee to continue job performance without endangering his or her health and safety or the health and safety of others.

Substance Screening

In-Depth may require individuals to undergo drug or alcohol screening under the following circumstances:

Applicant Testing

We may require any job applicant who has received a conditional offer of employment to undergo a drug and/or alcohol test as a condition of commencement of employment. If the job applicant refuses to undergo substance testing or has a confirmed positive test result, the conditional offer of employment will be withdrawn and the individual will not be hired.

Reasonable Suspicion Testing

We may require any employee to undergo drug and/or alcohol testing if there is a reasonable suspicion that the employee is using or has used drugs or alcohol in violation of In-Depth policy. By way of example only, a "reasonable suspicion" for purposes of this policy may be based upon such circumstances as physical symptoms or manifestations of being under the influence of drugs or alcohol or direct observation of drug or alcohol use while at work or on duty; a reliable, credible and independently corroborated report of drug or alcohol use while at work or on duty; evidence that an individual has tampered with a drug or alcohol test during his or her employment; or evidence that the employee is involved in the use, possession, sale, solicitation or transfer of drugs while on duty or while on company premise or operating company vehicles, machinery or equipment.

Post-Accident Testing

We may require an employee to undergo drug and/or alcohol testing if we have a reasonable suspicion that the employee or another person has sustained a work-related injury or an accident occurs resulting in company property damage or loss as a direct result of the employee's suspected use of drugs or alcohol.

Random Testing

We may require any employee to undergo drug and/or alcohol testing on a random selection basis. In selecting employees at random for alcohol or drug testing, all employees will be equally subject to being selected and we will not have the discretion to waive the selection of any employee.

Post-Rehabilitation Testing

We may require any employee to undergo drug and/or alcohol testing without prior notice following a prior confirmed positive test or following the employee's participation in a drug or alcohol dependency treatment program which the employee has completed as a condition of continued employment. This post-rehabilitation testing may continue for up to two years.

Scheduled, Periodic Testing

We may require any employee to undergo drug and/or alcohol testing as part of a routinely scheduled fitness-for-duty medical exam to the extent such an exam is regularly conducted on the employee. Also, any employee may be required to undergo drug and/or alcohol testing which is routinely scheduled for all members of the employee's classification or group. At this time we do not routinely schedule drug or alcohol tests for any employee classifications or groups. We reserve the option to do so with discretion in the future, however.

Substance Screening Methods and Limits

Initial tests for alcohol will almost always be through breath or saliva samples (blood samples may be used in limited situations). Confirmation tests will be through breath or blood samples. Testing of urine samples for alcohol will be done only in connection with post-rehabilitation testing to monitor that an employee continues to be substance free following participation in a treatment program.

If an applicant or employee has a confirmed positive test result, the individual may at his or her option explain the test results in confidence to a Medical Review Officer appointed by In-Depth. An applicant or employee who has received a positive test result may also request a retest in order to challenge the results of a positive test; however, the individual shall pay all costs of the retest, unless the retest reverses the findings of the challenged positive test, in which case In-Depth shall reimburse the individual for the costs of the retest.

All samples will be collected in a manner which is designed to protect to the fullest extent possible individual privacy of employees. Employees will not be subject to direct observation while rendering urine samples; however, if there is a valid suspicion that the employee has tampered with a sample, preventive measures will be employed. If an employee provides a sample that contains confirmed evidence of any form of tampering or substitution, this shall constitute a refusal to be tested and the employee shall be subject to discipline in accordance with the ‘Disciplinary Actions’ section at the end of this plan.

All records and results pertaining to substance screening shall be maintained by IEC as "Confidential" in the same manner as medical records. Any applicant or employee who wishes to obtain information or records related to his or her individual drug or alcohol test may, however, have access to those records upon written request to the Human Resource Manager.

Employee Notification of Criminal Drug
Conviction or License Suspension

In accordance with the federal Drug-free Workplace Act, any employee who is convicted of a violation of a criminal drug statute involving an on-the-job incident must notify In-Depth within five days of his or her conviction.

Consequences of Failure to Comply or Positive Result

Any applicant who has been made a conditional offer of employment and who refuses to undergo substance testing or who has a confirmed positive result shall not be hired. Any employee who violates any provision of this policy shall be deemed guilty of misconduct and subject to discipline up to and including discharge from employment, even for the first offense. This shall include any use, possession or sale of illegal drugs as prohibited by this policy; any use or abuse of alcohol as prohibited by this policy; and any prescription or over-the-counter drug abuse as prohibited by this policy. A positive test result, at In-Depth’s discretion and as an alternative to disciplinary action, may result in a requirement for the employee to undergo a treatment program at their expense to the extent not covered by medical insurance. Upon returning from the treatment program an individual may be subject to a schedule of random testing for two years. If a test results proves positive in a follow-up test a termination of employment notice will be issued. This shall also include any refusal to submit to an alcohol or a drug test as outlined and in compliance with this policy or any delay in submitting to such a test when requested.

Compliance with Applicable Law

This policy has been adopted by In-Depth with the intent to comply with the applicable state law and the rules and regulations promulgated in regard thereto. To the extent any portion of this policy is determined to be contrary to the requirements of any applicable federal or state statutes, rules or regulations, it is our intent to conduct programs prohibiting alcohol and drug abuse in the workplace and any alcohol or substance screening in connection therewith in accordance with those legal guidelines, and shall do so even if this policy has not been modified to address such inconsistencies.

Harassment-free environment

In-Depth expressly prohibits harassment of and discrimination against employees on the basis of race, color, religion, age, sex, national origin, marital status, disability, veteran status, ancestry, sexual orientation, genetic information, or any other category protected by law. We do so because we want to provide all of our employees with a pleasant working environment and because harassment is prohibited by law. All employees are responsible to conduct themselves in ways that ensure others are able to work in an atmosphere free from harassment of any kind. Employees who experience harassment based on any of the factors described in this paragraph should follow the harassment reporting procedures described below.

Sexual Harassment Policy

In-Depth will not tolerate sexual harassment.

Who Is Covered?

In short, every employee is entitled to work in a harassment-free workplace. A harassment-free workplace means that an employee is entitled to be protected from harassment by anyone he or she encounters in the workplace, regardless of position, title, grade, seniority, or function. This policy protects employees from harassment by other employees, as well as harassment by visitors, independent contractors, vendors, etc...

What Is Sexual Harassment?

Sexual harassment has been defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

The above-described conduct will be considered in violation of our policy even if the conduct was not intended to sexually harass an individual.

Sexual harassment may occur through various methods including personal contact, in writing, over the telephone, through e-mail, and on the Internet. The means by which sexually harassing behavior is conducted does not change its inappropriateness.

Prohibited activities include, but are not limited to:

Obligations of All Employees Regarding Sexual Harassment

It is an essential responsibility for every employee to report any incidents of actual or perceived sexual harassment. This includes harassment directly involving the employee, or where the employee is only a witness. Every employee must consider the obligation to report sexual harassment as an essential function of his/her job.

Sexual Harassment Reporting Procedures

Any employee who has experienced or is aware of a situation, which is believed to be sexually harassing, has a responsibility to immediately report the situation to the human resources department, ethics officer, or president. Employees should not wait to report sexual harassment. Upon receipt of an allegation of sexual harassment, the human resources department will conduct an immediate investigation into the allegation to determine whether unlawful harassment or other inappropriate conduct occurred.

All complaints of unlawful harassment will be investigated promptly, impartially, and thoroughly. In addition, the investigation will be conducted as discretely as possible; however, we cannot guarantee complete confidentiality. Our general polices regarding harassment investigations are as follows:

In all cases where sexual harassment or other inappropriate conduct is determined to have occurred, the offender will face immediate and appropriate disciplinary action up to and including termination of employment. In addition, an employee determined to be sexually harassing another person may be held personally liable for his or her actions.

False Claims

Unlawful harassment is a very serious matter, in part because of the way it can affect people and their careers. Accordingly, while all legitimate claims of sexual and/or other kinds of unlawful harassment must be reported, such claims must never be fabricated. Any person found to have intentionally falsified a claim of sexual harassment, or who lodges an unfounded claim for malicious reasons, is subject to immediate discipline, up to and including discharge.

Dating Policy

We have a strong commitment to a workplace free from inappropriate and illegal harassment. In order to ensure that this policy is carried out, we have adopted a policy with respect to dating in the workplace. Specifically, there are some circumstances where romantic relationships may not be appropriate in a professional setting, particularly where one of the parties has management or supervisory responsibilities. Accordingly, a member of management should never become sexually involved with any subordinate employee. Any supervisor or subordinate who violates this policy may be subject to disciplinary action up to and including termination.

Safety and Workplace Violence

The safety and security of In-Depth’s employees, customers, and visitors is of vital importance. Therefore, acts or threats of physical violence, including intimidation, harassment or coercion, that occur on the property will not be tolerated. Additionally, no employee, customer, or visitor may bring, possess, or use any weapon on the premise. This prohibition includes any device which has the usual function of causing bodily injury, including but not limited to licensed handguns. The possession of knives, guns, firearms, and other weapons customary utilized to cause bodily injury on In-Depth’s premises, whether during normal work hours or otherwise, is strictly prohibited. Any employee found to be carrying or holding such a weapon on In-Depth’s property will be immediately terminated from his or her employment.

This prohibition against threats and acts of violence applies to all persons on In-Depth property, including but not limited to employees, customers, and visitors. Therefore, violations of this policy by any individual on company property are considered misconduct and will lead to disciplinary and/or legal action as appropriate. If an employee has actual knowledge or a reasonable suspicion that another individual is engaged in acts or threats of physical violence or is in possession of a weapon of any kind on In-Depth’s premises, law enforcement officials should be notified immediately as well as the ethics officer, human resources, and management personnel.

Workplace Injuries

It is each employee’s duty to immediately report to a supervisor any work-related or on-the-job injury. Anyone who fails to immediately report an on-the-job incident which leads to the injury of an employee or a co-worker may be disciplined, up to and including discharge. This policy is necessary to permit compliance with federal and state laws with respect to workplace safety and employee’s rights under state workers’ compensation laws.

We maintain a workers’ compensation insurance policy for all employees to provide for payment of medical expenses and partial salary-continuation in the event of work-related accidents or illnesses. It is absolutely essential that each of us report any on the job injury, no matter how minor, to the ethics officer, human resources, or management personnel immediately.


We believe that customer service is a great responsibility and employees are encouraged to perform their duties in a professional and calm manner at all times. Each of us is expected to extend every assistance and courtesy to clients and co-workers, to vendors, and others in the work place. Each of us should be aware that quality, competence, and consideration, contribute to the overall perception of service to our clients and assist us in securing their confidence and future business.


We believe that an individual’s appearance is an important aspect of the company’s overall image. An employee’s appearance may directly affect the confidence and comfort that our client has in us; directly affecting their perception of our professionalism and effectiveness in our work. It is the responsibility of all employees to be properly dressed and maintain a good appearance and exhibit good hygiene at all times.


Smoking is prohibited in all company facilities. For those employees who must smoke, they should do so for a very brief period of time outside the facility in the designated smoking area. Employees are expected to keep designated smoking areas clean, and to properly discard cigarette and cigar butts.