Proposed corporate bylaws for Low Power Company, Inc.
Written: May 5th, 2014
Author: Andrew Sharp

I.  Employee Relations
	A. The Department of Employee Relations shall govern all aspects
		employee/corporation interaction.  This department will never
		be called "Human Resources".
	B. Dogs will never be banned from Lopoco facilities.
		1.  Dogs will never be banned or outlawed.
		2.  Functional restrictions may be necessary for certain
			areas, such as manufacturing, shipping, laboratory
			and data center areas.	Additionally, areas like
			warehouses where no employees have nominal work
			areas may be restricted, with good cause.
		3.  The rules for dogs will be remarkable similar to
			the rules for humans: dogs or other pets that cannot
			maintain minimum levels of heigene, noise discipline,
			etc.  In general, behavior that would not be considered
			acceptable workplace behavior by a human will not be
			considered acceptable workplace behavior by a dog.
			As such, Employee Relations may determine that, on a
			case-by-case basis, some dogs will not be allowed.
	C. No employee will be hired or terminated without the approval
		of Andrew Sharp, currently the CEO, but regardless of official
		company title.
		1.	Obviously, this will become more difficult as the
			company gets larger, in which case it will be modified
			in the future.
		2.	Obviously, if Andrew Sharp is no longer with
			the company, this provision will automatically be voided.
	D. The company holds honesty in the highest regard, therefore
		lying is an offense that can result in termination.
		1.	Lying can take many forms, including but not
			limited to: intentionally deceiving a co-worker, fellow
			employee, customer or vendor/supplier; intentionally
			witholding material information in a similar manner,
			especially when a duty to supply such information exists.
		2.	Accusations of lying are taken with similar
			seriousness.  Hence, false accusations can be a
			termination offense.
		3.	Any accusation of lying will be investigated by
			ER.  Action to be taken as a result of an investigation
			depends on the outcome and determination of said
			investigation.	Dishonestly that directly affects the
			career or freedom of an employee, corporate relations
			with a vendor or customer, or promotes a personal
			agenda that is counter to the best interests of the
			company owners will receive strong corrective action,
			most likely termination.
		4.	An empoyee's heirarchical postion will not be a factor
			in determining the course of action to be taken.
	E. Any employee or prospective employee must understand the
		Lopoco is considered an adult work place.
		1.	Bullying will not be tolerated.  This includes,
			but is not limited to: harassment, sexual or
			otherwise; verbal and/or physical assaults
			(yelling in meetings; verbal threats intended
			to intimidate others, pushing/shoving, battery,
			etc.); dominance displays (pounding an inanimate
			object) and so on.
		2.	Usually such behavior is an attempt to disrupt
			rightful progress in the workplace, but that is not
			a requirement.
		3.	What passes for appropriate workplace behavior
			is understood to be highly reliant on local culture in
			that workplace, but bullying and negative manipulation of
			an employee's career are not variables in that equation.
		4.	At no time will the most easily offended person's
			attitude be the standard for appropriateness of behavior.