When using Company property, including vehicles, computer equipment or hardware, exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines.
Notify your supervisor if any equipment, vehicles, or machines appear to be damaged, defective or in need of repair. This prompt reporting could prevent the equipment's deterioration and could also help prevent injury to you or others. Should you have questions about the maintenance and care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently, or unsafely, you may be disciplined or even discharged. In addition, you may be held financially responsible for any loss to the Company because of such mistreatment.
Please keep your work area neat and clean and use normal care in handling Company property. Report any broken or damaged equipment to your supervisor at once so that proper repairs can be made.
You may not use any Company property for personal purposes or remove any Company property from the premises without prior written permission from your supervisor.
The Company expects every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with Company personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any Company policy, practice, or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that the Company retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
unsatisfactory quality or quantity of work;
repeated unexcused absences or lateness;
failing to follow instructions or Company procedures, or
failing to follow established safety regulations.
Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
falsifying an employment application or any other Company records or documents;
where required, failing to record working time accurately or recording a co-worker’s timesheet;
insubordination or other refusal to perform;
using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination;
disorderly conduct, fighting or other acts of violence;
misusing, destroying or stealing Company property or another person’s property;
possessing, entering with or using weapons on Company property;
possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee's system, on Company property or on Company time;
violating conflict of interest rules;
disclosing or using confidential or proprietary information without authorization;
violating the Company’s computer or software use policies, and
being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.
Supervisors and employees under their supervision are strongly discouraged from forming romantic or sexual relationships. Such relationships can create the impression of impropriety in terms and conditions of employment and can interfere with productivity and the overall work environment.
If you are unsure of the appropriateness of an interaction with another employee of the Company, contact your supervisor for guidance.
Appropriate office attire is required. Suppliers and customers visit our office, and we wish to put forth an image that will make us all proud to be Company employees. Be guided by common sense and good taste. Specific standards may be required.
Where any uniform or part thereof has been provided, employees are required to ensure they are kept clean and are worn during business hours and when conducting Company business.
The Company strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers' and customers' confidence in our Company.
Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing Company business for the Company, while operating a motor vehicle during business or for any job-related purpose, or while on Company premises or a worksite.
Company employees are prohibited from using or being under the influence of illegal drugs while performing Company business or while on a Company facility or worksite. You may not use, manufacture, distribute, purchase, transfer or possess any illegal drug while in Company facilities, while operating a motor vehicle for any job-related purpose or while on the job, or while performing Company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.
Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.
The Company may conduct searches for illegal drugs or alcohol on Company facilities or worksites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any Company property that is provided for employees' personal use, such as desks, lockers, and files.
An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.
The Company expects the highest standard of ethical conduct and fair dealing from each employee, officer, director, volunteer, and all others associated with the Company. Our reputation is an asset, and we must continually earn the trust, confidence and respect of our suppliers, our members, our customers, and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. You should also be guided by basic honesty and good judgment and be sensitive to others’ perceptions and interpretations.
If you have any questions about this policy, consult your supervisor. Exceptions to this policy may be made only by a Director of the Company.
You are expected to promptly disclose to the management of the Company anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management's attention.
All our activities are to be conducted in compliance with the letter and spirit of all laws and regulations. You are charged with the responsibility of understanding the applicable laws, recognizing potential dangers, and knowing when to seek legal advice. This handbook has been prepared in accordance with the Employment Act 2001 and subsequent amendments. If there is a conflict or inconsistency between the wording of any of this Agreement and the Act, the Act shall govern.
You may not solicit money or any gift to or from a supplier, government official or other organization. You may accept meals and refreshments if they are infrequent, are of nominal value and are in connection with business discussions.
Exceptions may be made for gifts that are customary and lawful, are of nominal value and are authorized in advance.
If you do receive a gift or other benefit of more than nominal value, report it promptly to a member of management. It will be returned or donated to a suitable charity.
The Company collects only personal information about employees that relates to their employment. Only people with a business-related need to know are given access to this information and must authorize any release of the information to others. Personal information, other than that required to verify employment or to satisfy legitimate investigatory or legal requirements, will be released outside the Company only with employee approval.
If you have access to any confidential information, including private employee information, you are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of confidential information will not be tolerated.
The Company's financial statements and all books and records on which they are based must accurately reflect the Company's transactions. All disbursements and receipts must be properly authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported; supported by receipts and approved by a Director of the Company for payment. In the case of every day expenses incurred during the normal course of business, your supervisor may authorize reimbursement.
Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accordance with International Financial Reporting Standards.
Other than necessary for the purposes of conducting business, employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client or customer.
Employees who fail to comply with this policy will be disciplined, which may include a demand for reimbursement of any losses or damages, termination of employment and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.
Employees are encouraged to bring concerns, problems, and grievances to management's attention. You are also obligated to report any wrongdoing of which you become aware to your manager or, if the situation warrants, to a Director of the Company.
(See: Grievance Policy and SOP for further details)
The Company retains the discretion to discipline its employees. Oral and written warnings and progressive discipline up to and including discharge may be administered as appropriate under the circumstances.
Please note that the Company reserves the right to terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive discipline process.
(See: Disciplinary Policy and SOP for further details)
Smoking is prohibited inside the Company’s facilities.
All employees, clients and other visitors are expected to comply with this policy, and employees who violate it may be disciplined.
Should you have a question, complaint, or dispute about smoking in the workplace, contact your supervisor.