Equal Employment Opportunity Policy

8/3/2019 Equal Employment Opportunity Policy

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EQUAL EMPLOYMENT OPPORTUNITY POLICY

Scope

This policy applies to all employees and applicants of the Company. In addition, this policy applies to

all terms and conditions of employment, including, but not limited to, hiring, placement, promotion,

termination, layoff, recall, and transfer, leaves of absence, compensation, and training.

Policy

Policy to provide equal employment opportunities to all persons. This policy rests on the philosophy

that there will be no discrimination because of race, colour, religion, sex, national origin, age,

disability, or sexual orientation in any aspect of a persons employment or eligibility for

employment. Further, this policy will be carried out through a plan of action designed to foster equalemployment opportunity and to identify and eliminate any vestige of discrimination that may still

exist.

Procedure

Recruit, hire, train, and promote persons in all job titles without regard to race, color, religion, sex,

sexual orientation, national origin, age, marital status, disability, veteran's status or any other basis

protected by applicable discrimination laws. Legally required notices will be openly displayed to

ensure employee and applicant awareness of EEO policies. Conduct periodic audits and report to

management on EEO performance. Review all personnel actions on a regular basis to ensure equal

opportunity exists for all employees. Maintain a non-hostile, harassment-free work environment.

Investigate, discuss and take immediate and appropriate action on all employee discrimination

complaints, and resolve these complaints to a satisfactory conclusion

All employees share responsibility for the success of these programs. All managers in the company

are responsible for participating in the identification of problems, taking action to prevent

harassment of employees, conducting and supporting career counselling for all staff members,

ensuring that employees are afforded full employment opportunities and are encouraged to

participate in all company-sponsored educational, training, and social activities. All employees are

expected to support our equal employment opportunity and affirmative action policies. No one may

use their lack of knowledge about these policies as an excuse for inappropriate behaviour or

decisions.

Moreover, employees and applicants shall not be subjected to harassment, intimidation, threats, or

discrimination because they have filed a complaint, assisted or participated in any investigation,

opposed any unlawful act or practice, or exercised any protected rights.



Lunch and rest period

Policy will establish a guide to ensure a consistent practice for taking work time rest periods by

department employees and/or subcontractors. The purpose of the rest period is to provide eachemployee with a short time to rest and relax from position duties and to enjoy light refreshment if

desired. Rest breaks are not sufficient in length to obtain and eat a meal, nor are they intended for

that purpose. The allotted time for a break includes all of the time from stopping of work until work

recommend

Procedure

Each department head shall permit one rest period during each work period of at least

three and one-half hours. Your supervisor should arrange the time for your rest period. Rest

periods are intended to give you a break in your work routine. They cannot be combined or

accumulated to be taken at a later time, or used to shorten the regular work day, or to

extend a lunch break

A rest period, if taken, shall be for not more than 15 minutes. The lunch break is determined

by your supervisor and the length of the lunch break is dependent on your schedule and the

needs of the department. Please check with your supervisor to work out the time and

length of your lunch break it shall be at a time designated by the supervisor. An employee

may not accumulate unused rest periods.

Note: Rest period times shall not be authorized for covering an employee's late arrival to

work or early departure. Rest periods may not be used to cover late arrival or earlydeparture, nor are they cumulative if not taken.

Lunch Breaks -The lunch break is determined by your supervisor and the length of the lunch

break is dependent on your schedule and the needs of the department. Please check with

your supervisor to work out the time and length of your lunch break

The normal lunch hour is 12:00 to 1:00 p.m., are. Employees are not paid for this time.

Variances from this time should be approved by the supervisor.

Emergency procedure

An emergency in a company can develop from a number of causes including fire, bomb threat, and

release of chemical, biological or radioactive material, gas leakage, civil disorder, or structural fault.

Facilitates the safe and orderly implementation of the emergency procedures in a building, including

the evacuation of the employees from the company when appropriate.

The primary aim of the emergency procedures is to ensure the safety of structure employees in the

event of an emergency. The emergency procedures should also consider any special processes



undertaken in the building (e.g. laboratory activities, computer operation, research materials, etc.)

and plan for the shutdown of processes in the event of an emergency

RANGE OF EMERGENCY EVENTS

The possibilities for emergency events although broad, may be generally contained within the

following table.

LOCATION

Company building

Structure

NUMBER OF PERSONS AT RISK

An individual

A group

TYPE OF EMERGENCY

Civil

fire

gas\water leak

vehicle accident

chemical radiation\biological spill

Natural

bushfire

storm

earthquake

Criminal

bomb threat

civil disorder\illegal occupancy

hostage terrorist situation

physical (including sexual) assaults



Procedure

Ensures appropriate preventive measures are taken to minimise the incidence, size and

spread of fires. Provides a fire-safe environment for all persons on, or in the vicinity of,

company property. Establishes proper emergency evacuation procedures and provides

appropriate training give to the employees an employer how to deal with this toughsituation Minimises risk to emergency services personnel. Minimises financial loss due to

fire damage of property and contents. Minimises disruption of services to the company If

trapped, do not hesitate to break windows or other fixtures to ensure your escape

In case of emergency DO THIS

EVACUATION

On hearing the fire alarm or if instructed to evacuate

1. Secure Confidential and valuable items (if time permits).

2. Proceed to the nearest safe EXIT and leave the building. Do not use lifts.

3. Follow instructions of the emergency department.

4. Proceed to nominated assembly area and remain there until directed otherwise by the

department or Fire Brigade Officer.

FIRE

On discovering a FIRE

1. Rescue and or Remove any person in danger ONLY if it is safe to do so.

2. Alarm raise the alarm and follow procedures. Call the Fire Brigade on 000.

3. Contain the fire by closing doors (dont lock).

4. Extinguish & or Evacuate to your assembly area. (Attempt to extinguish the Fire only if

you are trained and it is safe to do so).



Hours of work

This policy provides guidelines to scheduled reasonable and flexible work hours for employees as

well as to provide convenient and consistent to do work.

Schedules that differ from the standard 40-hour workweek schedule. Alternative work schedules

may include, but are not limited to, four 10-hour days, rotational shifts, flexible hours, and job

sharing.

Employee Statuses

(F) Full-time salaried employees

work the equivalent of 40 hours per week for 12 months per year.

(Q) Quasi-full-time salaried employees

work 32 39.9 hours per week for 12 months per year; or

work 40 hours per week for 9, 10 or 11 consecutive months per year.

(P) Part-time salaried employees

work 20 31.9 hours per week for 12 months per year; or

work 9, 10, or 11 consecutive months per year for at least 1040 hours annually but less than 32

hours per week (1664 hours per year).

The normal operating hours , which consist of at least eight hours per work day, usually from 8:30

a.m. to 4:30 p.m.

Standard Workweek The regular workweek for full-time positions, which consists of a five-day, 40-

hour per week schedule for every seven calendar-day period.

Work Schedule The employees regularly scheduled hours of work in the central workplace and/or in

alternate work location



General Provisions

Management reserves the right to establish and adjust the work schedules of employees in the

being mindful of the hours of public need.

To comply with the Fair Labor Standards Act agencies must ensure that procedures are in place to

document the work hours of non-exempt employees.

management should limit overtime assignments to situations where it is necessary.

Employees Employees are expected to:

adhere to their assigned work schedules,

take breaks and lunch periods as authorized,

notify management as soon as possible if they are unable to adhere to their schedules, such as late

arrivals or early departures, and

work overtime hours when required by management.

Disciplinary action policy:

The purpose of this policy is to provide employees and managers a fair, clear and

useful tool for correcting performance problems as well as to provide a processes to

assist management in handling cases of unacceptable disciplinary actions.This

policy is to control unsatisfactory job performance and unacceptable personal

conduct. Managers and supervisors sholud contact the HR Managemnet Officer for

any disciplanry action.Employees not follwing the disciplanry action policy can gothrough the written warnings, demotion or displinary suspension without pay.Written

warnings inculde the improvements area you need,performace conduct deficienis

and issues that are basisi for the warning and demotion can be grade change or pay

change nextly dispilnary susupension without pay can last from one or two weeks

also conduct the conference with employee to listen his or her appeals rights

whether he/she is right or wrong give them the right to justify themselves if they think

they donot misconduct or violate the policy.Every displinary actioninculde notification

to the employee so if the employee want to make appeal right the employee have to

make a wrtten documentation with the nofication given and send the coply to the

department of HR.

Documents

Equal Employment Opportunity Policy