TOSL Engineering Limited Rev.

Date: 2019 July 01st Rev #: 8

TOSL ENGINEERING LIMITED

EMPLOYEE HANDBOOK

TABLE OF CONTENTS

Company Profile 7
Vision & Mission Statement 8
Company Values 8
Non-Solicitation Statement 9
Company Disclaimer 10
Force Majeure 11
Purpose 11
Scope 11
Responsibility 11
Changes 11

Section 1 -- Employee Classifications

1.1 Permanent 13
1.2 Temporary / Casual 13
1.3 Project / Contract 13

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Section 2 -- Employment Policies

2.1 Pre-Employment Medical 14
2.2 Orientation / Induction 14
2.3 Onboarding 15
2.4 Probation 15
2.5 Job Descriptions 16
2.6 Employment of Minors 16
2.7 Employment of Relatives 16
2.8 Recruitment/Opportunity for Advancement 17
2.9 Rehiring of Former Employees 17
2.10 Personnel Files 17
2.11 Hours of Work 18
2.12 Overtime 18
2.13 Lunch 18
2.14 Change in Employee Information 18
2.15 Employee Transfers 19

Section 3 --Leave and Leave Status

3.1 Sick Leave & Fit to Work 20
3.2 Business/Casual Leave 22
3.3 Vacation Leave 22
3.4 Maternity Leave 24
3.5 No Pay Leave 25
3.6 Injury Leave 26

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3.7 Exam Leave 27

3.8 Bereavement Leave 28
3.9 Compassionate Leave 29
3.10 Jury Duty 29
3.11 Time off to Vote 30
3.12 Public Holidays 30
3.13 Acts of Nature / Natural Disaster 31
3.14 Compensatory Time Off 31

Section 4 -- Standards of Conduct

4.1 Attendance and Punctuality 33
4.2 Sexual Harassment 33
4.3 Discrimination 35
4.4 Observance of the Laws of the Country 36
4.5 Telephone Use 36
4.6 Dress Code 36
4.7 Substance Abuse 38
4.8 Smoking/Vaping at work policy 40
4.9 Company Property 40
4.10 Relationships in the workplace 41
4.11 Telecommuting Policy 42

Section 5 -- Wages / Benefits

5.1 Wages / Salaries 44
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5.2 Overtime 44
5.3 Acting Allowances 45
5.4 Subsistence Allowance 45
5.5 Entertainment Expenses 46
5.6 Health / Medical Plan 46
5.7 Pension Plan 46
5.8 Day Trip Allowance 47
5.9 Offshore Allowance 47

Section 6 -- Employee Communications 48

Section 7 -- IT & IT Technologies 49

Section 8 -- Performance Management

8.1 Performance Appraisals 50
8.2 KPI’s 50
8.3 Competency Assurance Program 50
8.4 Training & Development 51
a. Internal Transfers
b. Training

Section 9 – Fleet Management

9.1 Fleet Management Policy 52
9.2 Vehicle Authorization Policy 52
9.3 Journey Management 52
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Section 10 -- Disciplinary & Grievance
10.1 Disciplinary Policy 53
10.2 Disciplinary Measures 55
a. Verbal Warning
b. First Written Warning
c. Final Written Warning
d. Suspension
e. Dismissal
10.3 Grievance Policy 57

Section 11 – HSSEQ Management 59

Section 12 – Corporate Governance

12.1 Confidentiality 60
12.2 Code of Personal Conduct 61

Section 13 – Employment Termination

13.1 Abandonment of Job 62
13.2 Severance 62
13.3 Retirement 62
13.4 Resignation 63

Section 14 – Other
14.1 Visitors in the workplace 64
14.2 Parking 64
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14.3 Supplies and/or Expenditure 64
Obligating the company
14.4 Alterations to Conditions. 64

Appendix I 65

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Company Profile
TOSL Engineering Limited (TOSL) is a fast-paced, success-driven and
customer-oriented work environment fueled by the talent, skills and
expertise of its employees who operate within the following
business divisions: -
▪ Support Services - Corporate Governance, Health, Safety,
Security, Environment & Quality, IT, Human Resources, Business
Development & Marketing
▪ Strategic Sourcing
▪ Engineering Products & Services
▪ Electrical, Instrumentation & Automation
▪ Chemical & Process Engineering
▪ Projects & Operations
▪ WireRope & Rigging

Founded in 1979, the company commenced its operations in March

1982 under the leadership of its CEO, Mr. Shazan Ali. TOSL is a
registered liability company that is based in Marabella, Trinidad,
West Indies, in the heart of the Industrial Capital in the Southern Part
of the Island.
OUR PRINCIPLES
As a company we are honest and open, responsive and flexible.
▪ We have designed our Company to be a value-adding partner to
our customers.
▪ We have empowered all our Staff Members to succeed
through use of state of the art technology and by focused
training and development programs.
▪ We are committed to providing a challenging and rewarding
Environment.
▪ We will operate in compliance with all applicable laws and
regulations to enhance our reputation as a good corporate
citizen.
▪ We will commit to the highest Health, Safety and Environmental
standards.
▪ We are committed to providing a reasonable return on
investment to our Shareholder
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Vision Statement

“To be the ‘best in class’ Engineering Company in Trinidad & Tobago

and for us to be able to hold this position amongst other companies
operating in a First World Environment.”

Mission Statement
“To become the Preferred Supplier of Innovative Engineered
Solutions to our customers. We will utilize highly energized and
competent Team Members working in a challenging and rewarding
environment.”

Company Values
Integrity: We conduct ourselves in an ethical manner with 100%
commitment to operating in the best interests of the organization
within the confines of the law.
People: We build our organization on the premise that our
employees are our most important asset providing training,
development and state of the art technology in a team-oriented and
rewarding environment.
Accountability: We accept ownership for our actions, deliver work
on time and assure competency to meet the business needs,
improve our systems and effectiveness.
HSSEQ Oriented: We conduct all our operations in such a manner
that prevents/minimizes any actions that may negatively impact our
environment and people while delivering the highest quality of
products, services and equipment.
Customer Satisfaction: We must ensure that we have satisfied
customers by meeting and exceeding their expectations. This will
allow us to develop long-term relationships and ensure business
continuity.

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Non-Solicitation
• Non-Solicitation of Customers, Customer Prospects, and
Vendors. All employees understand and agree that during
the term of their employment with TOSL Engineering
Limited and after the termination / resignation/retirement
of their services thereof, no one will directly or indirectly,
solicit or attempt to solicit any business from any of TOSL’s
Customers, Customer Prospects, or Vendors with whom
they had Material Contact for the duration of their
employment with TOSL Engineering Limited.
• Non-Solicitation of Employees. All employees also
understand and agree that during the term of their
employment with TOSL Engineering Limited and for twelve
(12) months after the termination thereof, regardless of the
reason for the employment termination, no one will directly
or indirectly, on their own behalf or on behalf of or in
conjunction with any person or legal entity, recruit, solicit,
or induce, or attempt to recruit, solicit, or induce, any
employee of TOSL.

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Company Disclaimer
It is understood that employees are responsible for reading the
handbook, familiarizing himself/herself with its contents, and
adhering to all the policies and procedures of TOSL Engineering
Limited (TOSL), whether set forth in this handbook or elsewhere.

The policies, procedures and standard practices described in this

handbook are not conditions of employment. This handbook does
not create an expressed or implied contract between TOSL and
employee.

It is understood that the information in this handbook represents

guidelines only. TOSL reserves the right to modify this handbook,
amend or terminate any policies, procedures, or employee benefit
programs whether described in this handbook at any time or not, or
to require and/or increase contributions toward these benefits
programs.

All personnel policies contained herein were adopted by TOSL and

supersede previous policies. Policies are reviewed periodically, in
part or, to ensure that they continue to reflect current thinking in
the field of Human Resources Management and are consistent with
trends and legislative requirements.

It is further understood that no manager or representative of TOSL,

other than the HR Manager, Chief Operating Officer and Chief
Executive Officer of TOSL, is authorized to enter into any
employment agreement on behalf of TOSL.

This manual is the property of TOSL. Please print and sign this page
as having acknowledged receiving, reading, understanding and
accepting the contents herein.

NAME: ……………………………………………………………….
DATE ……………………………………………………………….
SIGNATURE ……………………………………………………………….

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TERMS & CONDITIONS OF EMPLOYMENT

Force Majeure
In the event of a natural and unavoidable catastrophe that interrupts
the expected course of events and normal business operations (e.g.
flood, quake, national unrest); TOSL Engineering Limited cannot
guarantee that the provisions and policies contained herein will be
upheld. Under such circumstances, the Company cannot guarantee
how or when normal business operations would resume.

Purpose
The purpose of this manual is to set out guidelines, which provide a
framework and broad directions for consistent and equitable
dealings in the organization. It is also to be used as a personal
reference guide to all employees on how they should conduct
themselves in the execution of their duties.

Scope
The policies contained herein apply to all persons in the employ of
TOSL Engineering Limited and govern their relationships with other
organizations or individuals, with respect to the operations of the
Company.

Responsibility
The Executive Management of the Company shall be responsible for
the communication and implementation of all the policies contained
in this Manual. A copy of this Manual will be made available to all
employees through their respective Managers, and on SharePoint.

Changes
In a rapidly evolving society there will be need for adjustments to the
policies. To accommodate such a need, the Management of the
Company is committed to a structured process for all changes. Steps
to make amendments to policy shall include full discussion among
Managers and staff as deemed necessary, and ratification by the
Board of Directors.
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All changes shall be recorded in the Manual with the effective date/s.
Amendments to a policy or procedure which occur between updates
will be communicated by official bulletins, or memoranda and
employees should ensure that they avail themselves of copies of the
relevant bulletins for ease of reference.

Any matters which are not covered by the policies contained within
this manual should be referred to the Human Resources (HR)
Manager, where clarifications would be obtained.

The authority for making any exception to the policy will reside solely
with the CEO & Board of Directors. It is imperative to note that the
words “him” and “her” are used for ease of writing and refers to both
genders in this manual.

The policies outlined in this handbook are effective from 01st July
2019, and supersedes all previous instructions, save and except
policies that existed before this handbook and have not been
addressed by this handbook. Provisions under this handbook are not
retroactive and Management reserves the right to modify the
provisions of this manual as and when required with notice to Staff.

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SECTION 1
EMPLOYEE CLASSIFICATIONS

1.1 Permanent Employees

A permanent employee is someone who has successfully completed
his probationary period and regularly works at least forty (40) hours
per week. A permanent employee is eligible for all benefits set forth
in this manual. In addition, permanent employees can be further
classified as hourly rated or monthly paid.

1.2 Temporary / Casual Employees

A casual worker is defined as someone who is employed on a
temporary or an irregular or intermittent basis. Unless otherwise
specified, casual employees are not eligible for employee benefits
other than those agreed to upon their appointment and are subject
to the same Company rules and regulations as permanent
employees.

1.3 Project / Contract Employees

A contract worker is defined as someone hired for a fixed period.
Unless otherwise specified, contract employees are not eligible for
employee benefits other than those agreed to upon their
appointment and are subject to the same Company rules and
regulations as permanent employees.

A contract employee may be employed for a contract period of three

to six months, a one-year contract or on a month to month basis. A
contract employee should have no expectation of continued or
regular employment and cannot become a regular employee unless
such an offer of regular employment has been made to the
employee. A contract employee, who has received an offer from the
Company, will not be required to undergo a probationary period,
provided his employment with the Company has exceeded six (6)
months and the job description and scope remains the same.

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SECTION 2
EMPLOYMENT POLICIES
2.1 Pre-Employment Medical:
Offers of employment shall be subjected to the satisfactory
completion of a medical examination, at the Company’s expense,
and will be conducted by a Medical Officer designated by the
Company.

2.2 Orientation / HSSEQ Induction

The Company is committed to ensuring all new employees are given
the opportunity to be exposed to all aspects of its operations in an
effort to enhance their knowledge on how their functions interrelate
with those of other Divisions/Departments. To this end, each new
employee will be expected to undergo an Orientation Program upon
joining the Company. The Human Resources (HR) Department will
provide an outline of the Orientation on the first day of employment.

All new employees must submit the following (at minimum):

a) Police Certificate of good character
b) Originals & Copies of educational / technical / vocational
certificates
c) Proof of Identification (ID / DP / Passport)
d) NIS & BIR Numbers
e) Valid Contact Numbers (home & mobile)
f) Current residential address and postal address
g) Emergency contact name, relation to employee, address and
phone numbers.
The employee will be inducted into the HSSEQ policies and
procedures and issued PPE as appropriate. The HR Department, will
arrange for the new employee to spend time in each department on
his first day of work through the on-boarding programme.
It shall be the duty of the employee to inform the Company of any
update of his personal information and any official notice to the
employee is deemed to have been served properly once delivered to
the address provided by the employee in his personal file.
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2.3 Onboarding
This procedure applies to all new employees of TOSL under the
employment categorizations of probationary and fixed term
contract.

The purpose of this procedure is to ensure that all new Permanent

& Contract employees are not only fully equipped for the challenges
of their new job, but that they are welcomed into the organization
and are encouraged to impart fresh perspectives and ideas into the
organization. It is hoped that the staff orientation, induction and on-
boarding process will be a positive experience, which will foster good
will on both sides and lead to a constructive working relationship.

2.4 Probation
All newly recruited employees shall be required to be on probation
for a period of six (6) months or unless otherwise specifically stated
in their individual Contract of Employment.

Extended probation will be supported by Performance Evaluation

reports. If the Company feels that additional evaluation is required,
the period may be extended and communicated in writing at least
one (1) week prior to completion of the initial probationary term.
Where the Company deems it necessary, an employee’s
probationary may be extended for a further three (3) months and
not exceeding a total of nine (9) months, to allow for further
evaluation before confirmation.

During the probationary period, the services of such employees may

be terminated in writing, in keeping with the principles and practices
of good industrial relations.

A Performance Evaluation shall be completed for the

probationary/review period and performance must meet
satisfactory standards for permanent employment. The employee’s
conduct and performance will be monitored during the probationary
period and if found satisfactory, the employee will receive written
confirmation of employment within Ten (10) days of completion of
the said probationary period.
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On successful completion of this probationary period confirmation

of permanent employment may be conditional to providing
Certification of Fitness by a Medical Officer designated by the
Company.

2.5 Job Descriptions

Job descriptions will be issued when an employee joins the company
and it will define the duties and responsibilities of the employee.

Supervisors are responsible for ensuring all employees reporting to

them, have been issued with current job descriptions and fully
understand what is required of them. An original signed copy of the
job description will also be maintained in the employee’s personnel
file in the Human Resource department. If an employee is promoted
to a different position, he will be given a new job description or if the
assigned duties have changed in any way he will be given a revised
job description.

Job descriptions will be updated only when there is a significant

change of duties, responsibilities or competency requirements to
the position. Managers/Supervisors are ultimately responsible for
providing updated job descriptions to the HR department. Job
Descriptions will be revised every Three (3) years, or as otherwise
required.

2.6 Employment of Minors

The Company will not employ any person under the age of eighteen
(18) years.

2.7 Employment of Relatives

Employees and their relatives should not be placed in positions
where one is directly or indirectly involved in the supervision of the
other, in the assessment of the performance of the other or where
there is likelihood that they could act jointly to subvert Company
systems and controls. Situations in which the employment of
relatives may constitute or be perceived as consulting favouritism or
inequity must be avoided.

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Relatives include spouse, partner, parent, step-parent, child, step-

child, sibling, step-sibling, nephew, niece, aunt, uncle, grandparent,
grandchild and in law. It also covers anyone else that resides in the
same home as you.
A relative as defined above should not have any business dealings
with:
- You in your capacity as an employee
- Anyone working in your department
- Anyone who reports to you.

2.8 Recruitment / Opportunity for Advancement /

Advancement
All staff will have equal opportunity to advance their careers within
the Company. When a vacancy arises, the Company will initially seek
to fill the position with a qualified internal candidate. Should no
suitable employee be identified, the search will be expanded to
include applications from external candidates.

Selection will be based on merit, irrespective of a person’s religion,

gender, race, disability, age, marital status, sexual orientation,
political opinion or whether they have dependents. Where there are
two or more internal candidates possessing equal skill, competence,
attitude, efficiency and merit; seniority of service shall be the
determining factor.

2.9 Rehiring of former employees

A former employee who has been re-hired after leaving employment
for more than three months (03) is considered a new employee and
must be processed as same.

2.10 Personnel Files

All new employees must ensure they have a company ID photo and
are required to submit to the HR Department, two (02) references,
a ten (10) point drug test, and medical report detailing full disclosure
of any medical problems. All details of age, address, next of kin, and
emergency contacts, banking information, NIS and TD1 forms must
be submitted before any payments or concessions are made to the
employee.
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2.11 Hours of Work

The Company’s normal hours of work are 7:30 a.m. to 4:30 p.m.
Monday to Friday. If an employee needs to adjust his/her working
hours, he/she must apply in writing, outlining the reason for same.
The Manager, along with the HR Manager will determine whether
this request will be approved or not.

2.12 Overtime:
The Overtime Policy aims to regulate all overtime worked by
employees of TOSL Engineering Limited such that it is reasonable and
within the scope of work budgeted. This policy ensures
accountability and provides additional guidelines for Management
to administrate overtime such that employees are compensated
fairly for any additional labor provided to TOSL over and above their
contractual arrangements. This policy can be found on TOSL’s
SharePoint – Company Policies and Procedures – HR.

2.13 Lunch:
Lunchtime will be for One (1) hour between the hours of 12:00 noon
and 1:00p.m for workers based on TOSL sites. Client sites will be
different and employees will be advised of this by the Supervisor
assigned to that site. If the hours of work need to be changed, the
Company will give employees as much notice as may be possible.
Where shift operations are in effect, a shift worker can only leave
his/her place of work when relieved by the incoming shift
replacement.

2.14 Change in Employee Information

It is extremely important to keep your personnel records up-to-date
by notifying the HR Department in writing of any change in status.
The information in an employee’s personal file is kept confidential
and will not be disclosed to any unauthorised persons unless there
is a legal requirement to do so. Employees will only be allowed to
review their file in the presence of the HR Manager or designate.

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The Company’s objective is to keep accurate and up-to-date

information on its employees. Each employee has a responsibility to
inform the Company of any change of status in the following areas:-
a) Marital status.
b) Home address and Postal address.
c) Telephone number.
d) Name.
e) Educational programme/s being undertaken.
f) Educational attainment.
g) Any changes to information given to the Company at the start
of employment.
h) New information required after employment.
i) Updated Resume (electronic copy).
j) Any other information which may affect their employment.

2.15 Employee Transfers

The Company reserves the right to transfer any employee, at any
time, among Divisions/Departments in the Company as the need
arises. This will be done after discussion and agreement is held with
the employee. Appropriate training will be provided to the
employee.

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SECTION 3
LEAVE AND LEAVE STATUS
3.1 Sick Leave & Fit to Work
Sick Leave is a statutory provision, which provides employees with
paid leave on those days that they do not attend work due to illness.

The company will grant an employee a maximum of fourteen (14)

days sick leave per calendar year to employees with six (6) month’s
continuous permanent service in every calendar year (January to
December) and such leave is non-cumulative. Sick leave will be
prorated accordingly for employees who have joined the Company
after January 1st in any year and will be calculated as per calendar
year thereafter.

Employees who are genuinely ill and unable to perform their duties
will be compensated if they meet the requirements for payment for
leave during illness. Should an employee exceed fourteen (14) days,
the Company will not pay an employee for those additional sick days.

A certificate from a registered medical practitioner, practicing in

Trinidad and Tobago, must be tendered for absence of more than
two consecutive work days, and is also inclusive for days that
encompass the weekend and public holidays. E.g. Sick is claimed for
Friday and Monday – a sick leave for Four (4) days from a medical
practitioner will be required.

Medical certificates must provide the nature of the illness and the
duration for which the employee will be unable to attend work.
Failure to provide a medical certificate, without good reason, may
result in sick pay being withheld and may lead to disciplinary action.

The Company reserves the right to request a letter from an

employee’s medical practitioner in support of a sick leave claim.
Where in the opinion of the Company there is justification for so
doing, the Company will accept certification of sickness by a medical

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practitioner who is registered by a Medical Board or similar authority
outside Trinidad and Tobago.

The Company reserves the right to consult with its Medical Advisor
for advice on any sick leave. If our Medical Advisor differs with the
opinion of the employee’s Medical Practitioner, the employee will
be given the opportunity to seek an independent opinion from a
Medical Representative nominated by the Medical Board of Trinidad
and Tobago. The arbiter’s decision on the matter will be considered
final.

In instances where the employee is sick for more than three (3) days,
then the employee is required to submit a fit to work certificate from
a registered medical practitioner before returning to work. Failure to
submit the medical certificate and/or the fit to work certificate
would result in the non-payment of those sick days, as well as being
removed from that work site, if a risk exists.

The approval of any period of absence due to ill health beyond the
fourteen (14) day maximum eligibility shall be solely at the discretion
of HR and the Chief Executive Officer (CEO). Such approval may be
with or without pay depending on the individual circumstances.

NOTE Section 77 of the Industrial Relations Act of Trinidad and

Tobago Chapter 88:01:
It must be noted that an employee who procures a medical
certificate by deception for the purpose of absenting himself/herself
from work is liable on a summary conviction to a fine of One
Thousand (TTD$1000) or to imprisonment for Six (6) months.

A medical practitioner who issues a medical certificate to any

employee for the purpose of enabling the worker by deception to
absent himself from his employment by means of the certificate is
liable on summary conviction to a fine of Two Thousand (TTD$2000)
dollars or to imprisonment for Twelve (12) months.

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Guidelines for taking Sick days:

1. It should not be taken before or after approved Annual Leave. If
it is, it must be supported with a medical certificate from a
registered practitioner.
2. It should not be taken before or after approved Casual Leave. If it
is, it must be supported with a medical certificate from a
registered practitioner.
3. It should not be taken before or after public holidays. If it is, it
must be supported with a medical certificate from a registered
practitioner.

3.2 Business / Casual Leave

The Company provides its employees with paid business / casual
days to meet personal and individual needs. All permanent
employees are eligible for five (5) business / casual days per calendar
year. These days must be approved in advance. Casual days to be
taken the day before or the day after public holidays, vacation days
or sick leave will only be paid upon approval by the HR Manager.

Business / Casual days cannot be used as vacation days and are not
carried over into the next calendar year. Employees will not be paid
for any unused days. These days may not be taken in units of less
than one-half of a day. When all business / casual days are
exhausted, the employee may apply for time-off but understands
that if granted it may be unpaid unless it is applied for as a vacation
day.

Guidelines for taking Business / Casual days:

1. It should not be taken before or after Annual Leave.
2. It should not be taken before or after Sick Leave.
3. It should not be taken consecutively e.g. 2 days at a time.
4. There has to be a reason for the leave e.g. Bank, Family
Emergency etc.

3.3 Vacation Leave

Upon completion of one (1) year’s continuous permanent

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service and subsequently at the end of every calendar year, an

employee becomes entitled to Vacation Leave as follows: -
Non-Managerial Staff:
Staff’s entitlement by years of service will be:
• 1-5 years’ service - 10 working days per year
• 6-10 years’ service - 15 working days per year
• 11 years’ service and over - 20 working days per year

Management:
Management’s entitlement by years of service will be:
• 1-5 years’ service - 20 working days per year
• 6-10 years’ service - 25 working days per year
• 11 years’ service and over - 30 working days per year
Or as otherwise stated in the contract of employment.

Employees will be required, at the beginning of each calendar year,

to indicate their proposed annual leave date(s). This will form the
TOSL master annual leave plan.

Where a public holiday falls within the period of vacation leave of an

employee, he/she shall be granted one (1) additional day’s leave
with pay. In the case of resignation, leave will be prorated and
calculated up to the nearest previous quarter of employment.

Where sick leave falls within the period of vacation, the employee’s
vacation will be extended for the period of sick leave, once each day
of the sick leave taken is certified by a medical practitioner and the
sick leave certificate is received by the Company on or before the last
day of the vacation.

While every effort will be made to enable the employee to take

his/her leave on the selected period, the actual approval of the date
of such leave will be granted based on the exigencies of the
Company’s operations.

Managers must ensure that no more than 50% of their direct reports
are to be scheduled on vacation at the same time. It is also important
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 TOSL Engineering Limited Rev. Date: 2019 July 01st Rev #: 8
for managers to ensure that there is equity in approving vacation
leave around holidays for all persons.

Employees must indicate exact dates of their Vacation Leave on the

prescribed form at least two (2) months in advance and submit same
to the respective Division/Department Heads. Such leave must be
approved of and confirmed by the General Manager at least one (1)
month prior to the said leave.

Employees must report for duty on the last working day before
proceeding on vacation. Where applicable, a comprehensive
handover report must be forwarded to the Manager/Supervisor
before the start of the employee’s vacation to ensure operational
efficiency.

All accrued Vacation Leave should be utilized during the twelve (12)
month period following eligibility. Otherwise, the employee will
forfeit this leave, unless he/she has the written approval of the HR
Manager.

Leave will not be rolled over without the approval and justification
from the General Manager and HR Manager.

3.4 Maternity Leave

Female employees who have satisfactorily completed at least one
(01) full year of service are entitled to maternity benefits in
accordance with the principles stipulated in the Maternity
Protection Act, Chapter 45:57. A female employee who becomes
pregnant shall be entitled to fourteen (14) weeks’ maternity leave.
An employee’s right to pay for maternity leave is limited to one
payment during each period of twenty-four (24) months
commencing at the beginning of such leave.

The above entitlement will be granted provided: -

a) The employee informs the employer, in writing, no later than
eight (8) weeks before the date of confinement that she will
require leave of absence due to pregnancy.

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b) The employee submits to her employer, in writing, a medical

certificate from a Registered Medical Practitioner stating the
probable date of confinement.
c) She informs her employer, in writing, of her intention to return
to work at the expiry of her Maternity Leave.

Payment during Maternity Leave:

The employee will receive for the fourteen (14) week period:
a) One (1) month full pay and Two (2) months half (½) pay.
b) Where the sum of the amount paid to the employee under clause
(a) of the maternity benefits payable to her under the NIS Act is
less than her full pay during the period, the employer shall pay
the difference.

Right to Return to Work:

Where on the expiration of Maternity Leave, a worker is unable to
return to work for medical reasons; she shall be granted leave of
absence of up to twelve (12) weeks after the required date of return
with half pay for the first six weeks and no pay for the next six weeks,
subject to certification by a Registered Medical Practitioner.

If for non–medical reasons, an employee is unable to resume work

in accordance with her application above, she must submit to the
Company no later than ten (10) working days prior to her required
date of return, a written request for any additional time-off giving
reasons thereof and the intended date of her return to work. Leave
granted under this provision will be no-pay leave and shall not
exceed four (4) weeks. The company has the final say in approving
any requests for additional leave, given the nature of its operations.

3.5 No Pay Leave

The following shall apply to no pay leave:
a) No pay leave shall be granted at the sole discretion of the
Company.
b) Only Permanent employees can apply or be considered for no
pay leave.

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c) No pay leave will only be considered after all other leave

entitlements have been exhausted i.e. Annual, Sick and Casual.
d) The minimum no pay leave that can be taken at a given time is
Two (02) weeks, with a justifiable reason for same.
e) The maximum no pay leave that can be taken is Six (06) months
in a Three (03) year period.
f) Applications for no pay leave must be submitted at least 6
weeks in advance, except in extreme cases of emergency.
g) The employee’s entitlement to benefits and allowances will be
suspended during the period of no-pay leave.
h) No vacation leave will accrue during the period of no pay leave.
i) All property belonging to TOSL must be returned by the
employee during the period of no pay leave.

3.6 Injury Leave

Employees who suffer work-related injuries will be granted leave to
cover periods of absence from the job due to such injuries, provided
the following conditions are met:
• The employee sustains a disabling personal injury that would be
compensable under the Workmen’s Compensation Act.
• A physician examines the employee and certifies that the
employee is disabled because of the injury.

Injury leave commences on the first day of the employee’s disability

and continues until the day he is certified to return to work by the
medical officer appointed by the company, or six (6) months from
the date of the disability, whichever is sooner.

Injury leave may be granted for up to an additional six (6) months if

the employee is certified by an approved physician and no decision
has been reached by the insurance company on the employee’s
medical claim. The insurance company may require an employee on
injury leave to undergo periodic examination by a physician selected
or accepted by them to determine the employee’s progress and the
length of time necessary for the employee’s recovery. Should an
employee elect to retain the services of a private medical
practitioner, the employee must sign an authorisation granting the
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insurance company access to his medical records regarding the
injury.

Immediately upon a medical practitioner issuing the approval to

return to work, the employee must obtain a Fit to Work Certificate
and submit it to the HR Manager. In circumstances where the
medical practitioner certifies the employee fit for light duties only, a
detailed report from the medical practitioner must accompany the
employee’s submission. This report must address the employee’s
ability to perform his duties as described in his job description. The
Company will evaluate each case on an individual basis.

The company may request that the employee, returning to work

after an Injury Leave, visit the company assigned Occupational
Doctor to ensure that he/she is fit to resume duties as per Job
Description.

3.7 Exam Leave

Exam Leave is applicable to:
- Employees who are pursuing a course of study that is directly
related to their present job function, or, one which the
Manager/CEO identifies as being applicable to the employee’s
future role within the Division /Organization and their career
path within the organization.
- Permanent full time employees who have successfully completed
their probationary period.

Approval will be conditioned on the following:

1. A letter from the educational institution outlining the program
that the employee is registered for and the duration of same
must be submitted to the HR Manager.
2. Employees must provide the Company with details on the course
of studies i.e. timetables, enrollment, exam results, attendance,
etc. A written agreement between the employee and the
company authorizing the educational establishment to disclose
to the Company these and other pertinent details as it relates to
the program of study.
3. Re-sits for any course of study will not fall under this entitlement.
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4. Employees are to produce an official, authentic, timetable from

the Educational Establishment at least 2 – 3 weeks before the
official date of the exam
5. Exam leave will not be applicable if the exam falls on a Public
Holiday in Trinidad & Tobago.
6. Copies of the results for these exams must be forwarded to the
HR Department immediately upon receipt.

The Company does not guarantee any promotion and/or upgrade

based on educational achievements. However, employees who have
continued to demonstrate initiative in enhancing their personal and
professional development in addition to attaining above average to
superior performance will be given preference, should any
promotions arise.

Time off for Exams:

A maximum of One (1) day per exam will be granted for examination
leave. This will be for the day of the exam.

While all efforts will be made to facilitate employees to write exams,

the above will be granted based on the recommendation of the
Manager and final approval by the HR Manager.

As soon as the employee is made aware of their timetable for exams,

their Manager should be notified. Should the Company, because of
operational requirements, be unable to facilitate an employee on a
day for exams, as much notice as possible will be given to the
employee.

Time off for personal/professional development, which does not fall

into the above categories, will be at the sole discretion and approval
of the CEO.

3.8 Bereavement Leave

All employees are entitled to three (3) days paid Bereavement Leave
due to a death in the family. For purposes of this policy, family is
defined as:

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a) Spouse
b) Child
c) Siblings
d) Grandchildren
e) Legally Adopted Children
f) Parents (including in-laws)
g) Grandparents of the employee.

Employees should notify their line manager as soon as possible and

inform the HR Department. The HR department reserves the right to
request evidential proof of death.

If an employee is required to make the necessary funeral

arrangements in the death of a member of the immediate family as
defined above or to attend the funeral outside of Trinidad and
Tobago, up to five (5) days leave of absence with pay shall be
granted. The employee shall provide the Company with satisfactory
justification for such leave of absence. Should the employee need to
take extra time, it may be taken as vacation time, if available.

3.9 Compassionate Leave

Compassionate Leave is provided under exceptional circumstances.
Requests for compassionate leave will be approved only for
compelling reasons. Each request is considered separately and
approval is at the sole discretion of the CEO. An employee can be
granted up to three (3) days leave with full pay in cases of serious
illness of spouse, child, parent or family member. The employee shall
provide the Company with satisfactory evidence for such leave of
absence.

3.10 Jury Duty

The Company recognises the importance of the jury system in the
administration of justice. Every effort will be made to facilitate the
employee’s request for time off for jury duty, but the Company
reserves the right to request an excuse from such duty if the
exigencies of its operations render this necessary. In such
circumstances, the Company will apply on behalf of the employee
for exemption from jury service.
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An application for jury leave shall be supported by a copy of the

summons, and submitted to the line manager/supervisor within one
(1) day of receipt of the summons. The Manager must submit the
summons to the HR Manager for approval immediately.

A worker who is summoned for jury service shall be excused from

work on the days on which he/she is required to serve on a jury.
Upon completion of the court duty, the employee must obtain a
statement of attendance and submit it to the HR Manager. A worker
who reports for jury service, but is not required to serve as a juror
and is released by the court before noon on any day must report to
work without delay.

When not in attendance at the court, the employee shall report for
work. An employee required to attend court while on vacation leave
is entitled to the restoration of the vacation period.

3.11 Time off to Vote

By Law an employee is entitled to two (2) hours off with pay to
proceed to the polls to vote. This time off will be approved by
management and should be taken at a time mutually agreed
between the employee and his Manager/Supervisor. The Company
reserves the right to close the business early to accommodate voting
time if it so desires.

3.12 Public Holidays

The Company recognizes that all public holidays declared by the
Government of Trinidad and Tobago. Employees shall be paid for
public holidays at their base salary rates provided they attended
work on the working day preceding the public holiday AND after the
public holiday.

The only exception to this rule is if an employee has an approved

vacation day or has submitted a medical certificate from his medical
practitioner. The Company recognises the following Public Holidays
for the calendar year:
a) New Year’s Day
b) Shouter Baptist Day
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c) Good Friday
d) Easter Monday
e) Indian Arrival Day
f) Corpus Christi
g) Labour Day
h) Independence Day
i) Emancipation Day
j) Republic Day
k) Christmas Day
l) Boxing Day
m) Divali
n) Eid Ul Fitr

Carnival Days
Carnival Monday and Tuesday are not recognized Public Holidays.
However, TOSL’s offices are closed on those days. Employees
rostered to work on Carnival Monday and/or Tuesday will be paid at
their normal daily rates and are not entitled to compensatory time
off.

3.13 Acts of Nature / Natural Disasters

Upon confirmation of all details, the Company will accommodate
persons who were unable to report for work having been directly
affected due to effects of any natural disaster in their area of
residence in Trinidad and Tobago.

3.14 Compensatory Time Off (CTO)

Compensatory Time Off (CTO) is paid time off given to employees in
lieu of extra pay or overtime pay. Guidelines for CTO application and
approval:
a. All CTO will be granted at straight time.
b. CTO must be applied for within One (1) week of the time
being worked.
c. If the form cannot be submitted within that timeframe, the
Manager must provide a justification for same.
d. It must be approved by all signatories before it can be taken
by the person applying for same.

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SECTION 4
STANDARDS OF CONDUCT

4.1 Attendance & Punctuality

Employees are expected to report to work each day and be ready to
commence their duties at 7:30am or as otherwise stated in their
contract of employment.

Where circumstances prevent this, it is the responsibility of the

employee to inform his/her Supervisor at least Thirty (30) minutes
before his/her commencement of duties, if he expects to be late and
to state the reason for same. Failing this, the employee should offer
an explanation to his/her Manager/Supervisor on arrival.

The above guidelines also relate to lunch hours and leaving work
prior to the normal finishing time.

Similarly, when an employee is absent for unexpected reasons,

he/she must inform his/her Manager/Supervisor, directly, prior to
7:30am on the day he/she is absent. Acceptable methods of
communication are: phone call, an email, a text message and/or a
whatsapp message.

Late arrivals and absences affect work scheduling and create

problems for both management and co-workers. The Company
views late coming in excess of 10% of the working days of the month
as excessive and these incidents will be investigated further, and
employees may be subject to disciplinary action accordingly.

4.2 Sexual Harassment

Harassment:
The Company is committed to the maintenance of a work
environment that is free of inappropriate and disrespectful conduct,
including those of a sexual nature. Such acts, whether they be
physical or verbal, implied or expressed, once investigated and
proven to be true will be treated as gross misconduct and subject to
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the sternest disciplinary actions, including the termination of

employment.

Sexual harassment is defined as:

a. Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature that tends
to create an uncomfortable, hostile or offensive work
environment. It can include the following:
• unwelcome touching;
• staring or leering;
• suggestive comments or jokes;
• suggestive or insulting innuendos
• sexually explicit pictures or posters (innuendos);
• unwanted invitations to go out on dates;
• requests for sex;
• intrusive questions about a person's private life or body;
• unnecessary familiarity, such as deliberately brushing up
against a person;
• insults or taunts based on sex;
• sexually explicit physical contact; and
• sexually explicit emails or SMS text messages
b. Basing an employment decision on submission or rejection by
an employee of unwelcome sexual advances, requests for
sexual favors or verbal or physical contact of a sexual nature.
c. Creating an uncomfortable, intimidating, hostile or offensive
working environment or atmosphere either by:
• Verbal actions, including calling employees by terms of
endearment; using vulgar, kidding or demeaning language;
or
• Physical conduct, which interferes with an employee’s
work performance.

Any employee who has a complaint of sexual harassment at work by

anyone - including managers, supervisors, co-workers or visitors,
should first clearly inform the harasser that his behavior is offensive
or unwelcome and request that the behavior stop. If the behavior
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continues, the employee must immediately bring the matter to the

attention of his supervisor. If the immediate supervisor is involved in
the harassing activity, the violation should be reported to the HR
Manager or the CEO.

If a Line Manager, Supervisor or the HR Manager knows of an

incident of sexual harassment, they must take appropriate remedial
action immediately. If the alleged harassment involves any types of
threats of physical harm to the victim, the alleged harasser may be
suspended with pay; during which time an investigation will be
conducted by the Company.

If the investigation shows evidence of sexual harassment,

disciplinary action against the alleged harasser will take place and
may include termination depending on the severity of the
harassment. If the investigation reveals that the charges were
brought falsely and with malicious intent, the other party may be
subject to disciplinary action, up to and including termination of
services.

In order to prevent sexual harassment or minimize its occurrence,

the Company will:
• Investigate complaints of sexual harassment in a thorough and
expeditious manner.
• Ensure that appropriate disciplinary measures are taken against
offenders, once proven guilty.
• Treat all reported incidents with the greatest possible degree of
discretion and confidentiality.

4.3 Discrimination
No employee will be subjected to any discrimination on any grounds
at TOSL. All persons will be eligible for employment, promotions,
salary increases, re-assignment etc. based on performance of their
duties and not on the basis of the following:
- Gender - Age
- Ethnicity - Sexual Orientation
- Religion - Marital Status
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- Physical Features - Complexion

- Pregnancy - Disabilities
It is important to note that the HR Department must consider the
type of job to be done, and the requirements for same.

4.4 Observance of the Laws of the Country

The Company has a legal obligation to observe the laws of the
Country and to ensure that it is not involved in any contravention of
such laws. The Company shall refer any matter to the relevant
authority wherever it has reason to suspect or know that an
employee has violated the law.

It must be noted that where an employee is convicted in the Courts,

the Company will review the circumstances of the case in the context
of the employee’s continued employment. The Company reserves
the right to make whatever decision is necessary, not excluding
terminating the employee’s contract, to protect the integrity of its
operations.

4.5 Telephone Use

All telephones, including cellular phones, are for the Company’s
business. All company provided phones are the property of TOSL
and should be used primarily for business purposes.

Personal calls (both incoming and outgoing) should be kept at a

minimum so as not to interfere with the Company’s business.
Excessive personal calls will be billed to the employee’s account
and/or disciplinary action.

The Company’s office phones are controlled by a PIN system for all
external calls.

4.6 Dress Code

It is management’s intent that work attire should complement an
environment that reflects an efficient, orderly, and professionally
operated organization. Our employees should project a professional
image for our customers, potential employees, community and

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international visitors. Failure to abide by any policy is subject to
disciplinary action.

Employees must arrive at work looking neat, clean and well

groomed. The following are not permitted:
• Spaghetti-strapped tops, low cut tops or tops that allow a bare
midriff.
• Sleeveless tops, Tank tops, tube tops, halter tops, off-the-
shoulder tops.
• Transparent or Revealing clothing.
• Skirts should rise no higher than three (03) inches above the
knee measuring from the top of the knee when standing.
• T-shirts are not generally permitted. T-shirts (only in
workshops) may be used in some instances while working in our
shops due to the heat.
• Any clothing that has words, terms, or pictures that may be
deemed offensive.
• Any clothing that contains the logo of another company. Polo t-
shirts with the names of the Agencies that we represent will be
allowed.
• Men’s shirts (short and long sleeved) must be worn in a neat
manner.
• Jackets and/or ties are only necessary if commensurate with the
job positions or if business meetings require such.
• Professional office shoes (preferably closed toe shoes) – Closed
toe shoes are preferred, however allowances are made where
a medical reason is provided
• Slippers, sneakers and sandals are unacceptable unless there is
a medical reason for doing so. In such cases the Manager will be
required to notify the HSSEQ Manager if there is a glaring injury
and the employee is unable to wear work shoes. Note that, in
such cases, there may be restrictions in accessing both company
and client sites that require proper foot protection.
• Protective clothing and equipment supplied by the Company
must be worn as and when required.
• Hats and head coverings are not appropriate in the office. Head

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covers that are required for religious purposes or to honor
cultural traditions are allowed.
• Hair must be neat, clean and well maintained;
• Jeans should not be worn between Mondays to Thursdays by
office-based staff.
• Jeans can only be worn by persons whose work entails
workshop/site visits, handling of equipment, taking oil samples
etc.
• Flashy and oversized jewelry should not be worn. This must
conform to HSE standards as the job requires.
• Makeup should be conservatively applied and in
neutral/conservative business tones.
• Casual business attire on Fridays only, will be permitted, except
when there are business meetings and formal functions carded
for that day.

Appropriate “casual attire” will include:

• Casual shirt or sweaters
• Casual pants
• Casual dress or skirts
• Polo T-shirts or shirts with the company logo
• Jeans - -these must not be ripped or torn.

Site Attire
Workshop/site employees should be properly attired at all times
when entering the Client’s and the Company’s premises. There must
be compliance with HSSEQ policies and the OSH Act.

4.7 Substance Abuse, Drug Testing, TOSL Requirement & Client

Requirement
TOSL Engineering Limited seeks to promote a healthy, safe and
productive workplace and is thus committed to ensuring a safe
working environment for its employees, contractors, consultants
and visitors.

No employee, contractor, consultant or visitor shall be allowed at

the workplace with an alcohol test greater than or equal to 0.00%

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Blood Alcohol Content (BAC) nor should a positive urine test result
for amphetamine, cocaine, marijuana, opiates and phencyclidine or
any illegal drug.

All persons employed on a full-time, part-time, or temporary basis

are subject to the provisions of this policy. All new hires (permanent
and temporary), personnel on secondment from affiliated
Companies, and students on Vacation Training Programmes are
required to undergo drug testing as part of the pre-employment
physical examination process.

Employees, contractors, consultants or visitors will be subject to

alcohol and substance abuse tests, of which failure to comply will be
considered a positive. Random testing is conducted whereby
employees, contractors, consultants or visitors will be randomly
selected under the administration/ supervision of Company officials.

Refusal to be tested and subsequent failure to provide a reasonable

written explanation will be considered grounds for dismissal. If for
any reason, anyone nominated for drug testing is unable to keep a
test appointment, he/she must immediately notify their Supervisor
and provide reasonable written excuse.

Failure to keep a test appointment and reporting it to their

Supervisor shall be considered a breach of this policy and will be
treated accordingly. An employee, contractor, consultant or visitor
may also be sent for drug testing in the following instances:
• The employee has exhibited chronic behaviour whereby
management believes substance abuse might be the probable
factor;
• The employee is responsible for a vehicular accident during
working hours and between 5pm and 5am while driving a
Company vehicle which, in the opinion of supervisors and
management, substance abuse might be the probable factor;
• The employee is involved in an occupational accident or near-
miss which, in the opinion of supervisors and management,
substance abuse might be the probable factor.

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Illegal Drugs:
Employees agree, as a condition of employment, to submit to
random and/or periodic testing for psychotropic substances by
TOSL.

Possession/handling, sale or use of illegal drugs is against the law.

Use of such drugs by any employee not only affects their work
performance, but also makes him/her dangerous to others and
himself/ herself. Possession/use of such drugs will warrant: -
a) a report to the police
b) instant dismissal.

The Company will not tolerate: -

a) an employee under the influence of illegal substances/alcohol
whilst at work
b) an employee found in possession of or selling illegal drugs on
Company premises
c) an employee convicted in Court on such a charge.

4.8 Smoking / Vaping at Work Policy

The Company is committed to encouraging a healthy and safe
environment for all its employees and views smoking / vaping as
being injurious to both health and safety. Smoking / Vaping is not
permitted in or on any of the premises unless it is a designated
smoking / vaping area. Smoking / Vaping constitutes a significant fire
hazard in the industry and is prohibited in certain areas of
operations.

As part of our HSSEQ initiative, the Company has designated

SMOKING AREAS. All “No Smoking” signs must be observed. Non-
observance will be subjected to disciplinary action.

4.9 Company Property

All records, case, files, data, resource, materials, supplies or
equipment made by an employee within the scope of his
employment with the Company shall be and remain the sole and
exclusive property of the Company, and may not be removed
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without permission of the Manager/Supervisor or Human
Resources Department.

The following list provides examples of misconduct that may result

in disciplinary action:
• Removing from the Company premises material or equipment
belonging to the Company without authorization;
• Borrowing articles belonging to another employee, customer or
supplier without consent;
• Using Company scrap materials for personal gain without
authorization;
• Damage to or unauthorized use of Company property or
equipment;
• Making unauthorized copies of Company files or other
Company data;
• Disclosing or using for personal gain information that the
Company has designated as confidential concerning the
Company, its employees or customers.

Theft
Anyone found guilty of this practice is subjected to disciplinary
action up to and including dismissal of services. The Company
reserves the right to file criminal charges against an employee
depending on the nature of the incident.

4.10 Relationships in the Workplace

To avoid a conflict of interest or appearance of a conflict of interest,
the definition of “relationships,” which is covered by this policy,
should be interpreted very broadly. In considering whether a
relationship falls within this policy, all employees are urged to
disclose the facts if there are any doubts rather than fail to disclose
in cases where a relationship exists or existed in the past.
Additionally, this policy applies to all types of hire and employment.

Conflict of interest exists when there is a consensual romantic or

sexual relationship in the context of employment supervision or
evaluation. Therefore, no supervisor may influence, directly or
indirectly, salary, promotion, performance appraisals, work
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assignments or other working conditions for an employee with

whom such a relationship exists.

Supervisors involved in a consensual romantic or sexual relationship,

in the context of supervision, must discuss the matter on a
confidential basis with their own supervisor or with Human
Resources to assess the implications for the workplace and decide to
ensure that employment-related decisions are made in an
appropriate and unbiased setting.

Although both employees involved in a consensual relationship are

individually responsible for disclosure, a supervisor's failure to
report such a relationship will be regarded as a serious lapse in the
management of the workplace and grounds for appropriate
disciplinary action, including termination (particularly in cases where
bias or harassment has occurred in connection with a benefit).

Disruption to the workplace can be particularly acute when a sexual

or romantic relationship involving a supervisor is known to exist but
cannot be discussed openly. Supervisors should also understand that
even in a consenting relationship there are substantial risks of
charges of sexual harassment or favouritism when supervision is
involved.

Supervisors who receive a report that someone who reports to them

is involved in a consensual romantic or sexual relationship with an
employee, the supervisor supervises will be expected to speak
confidentially with the person(s) involved. If the relationship exists,
appropriate steps should be taken to ensure that decisions are made
in an unbiased setting.

4.11 Telecommuting
Telecommuting is a work arrangement in which, in some instances,
an employee may work from home, due to uncontrollable
circumstances. Communication may be by one of several means,
such as phone, email, and fax. Equipment may be owned and

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maintained by the employee or by the company. This policy is

restricted to Executive Management and Management only.

The Chief Operating Officer (COO) must grant approval for persons
reporting to him and the Chief Executive Officer (CEO) must grant
approval for persons reporting to him. This policy does not extend to
all staff and is only applicable to certain positions of authority and
responsibility within the organisation.

These steps should be followed:

1. Either the employee or the department may initiate the request
to HR and the COO.
2. If and when the HR Manager and the COO agrees to a
telecommuting arrangement, the employee and relevant
manager will be notified.
3. These are one off arrangement and shall not constitute a
permanent working option.
4. Evidence of work being done “at home” must be demonstrated.

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SECTION 5
WAGES & BENEFITS

5.1 Wages / Salaries

Salaries are payable each month and are made through the
employee’s bank account. It is the employee’s responsibility to
inform the Payroll Department of any changes which may affect the
processing of their salary/wages. Wages will be paid on the last
working day of the month.

Wages for hourly and weekly rated employees are payable weekly
or fortnightly on the last working day of the week. As a Policy, one
(1) week’s wages for weekly paid employees and one (1) fortnight’s
wages for employees who are paid fortnightly will be retained by the
Company.

Salaries for monthly rated employees are paid on the last working
day of the month.

5.2 Overtime
The Overtime Policy aims to regulate all overtime worked by
employees of TOSL Engineering Limited such that it is reasonable and
within the scope of work budgeted. This policy ensures
accountability and provides additional guidelines for Management
to administrate overtime such that employees are compensated
fairly for any additional labour provided to TOSL over and above their
contractual arrangements.

This policy can be found on TOSL’s SharePoint – Company Policies

and Procedures – HR.

Prior authorization for working overtime must be given by the

Manager / General Manager. Overtime being claimed for work
which was not authorized will not be paid. Where appropriate,
employees will be given compensatory time off.

All overtime payments will be paid as follows: -

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a) Monthly paid staff will be paid with the monthly payroll in the
next processing.
b) Weekly paid staff will be paid on Fridays of the following week.

5.3 Acting Allowances

Acting Allowances would be paid for the following appointments:
a) When an employee is acting for another employee at his level
for periods in excess of Two (2) weeks and also has to perform
his/her functions.
b) When an employee is acting in a higher grade/position than
his/her normal portfolio, and performing his/her duties, for a
period exceeding five (5) working days, an acting Allowance will
be paid for the duration of the acting assignment.

Acting allowances will be calculated at 15% of the Gross Monthly

Basic Salary (GMBS) of the employee performing the duties and will
be prorated for the duration of the assignment. All acting allowances
will be paid on staff payday immediately following completion of the
assignment.

5.4 Subsistence Allowance

Subsistence Allowance is only applicable in cases where no prior
notice is given to the employee informing him/her that they would
need to be away from their assigned work site. Employees who are
given prior notice during the week will not be eligible to claim
subsistence allowance. This allowance will be paid through the
payroll and it will not be processed through the petty cash unless it
is a site expense. Meals would be provided for site works in excess
of 12hours regardless of provisions of previous notice.

A Subsistence Allowance of TTD$45.00 will be applied as follows: -

a) Employees who start to work on an external site three (3) hours
prior to the Company’s working hours which is 7:30 am.
b) Employees working three (3) hours beyond the Company’s
working hours of 4:30 pm and every 4 hours thereafter.
c) All calculations for subsistence will not consider transit time to
get to a job.
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 TOSL Engineering Limited Rev. Date: 2019 July 01st Rev #: 8

d) Subsistence will not be paid for persons who have opted to

“work through” lunch.
e) Meals should not be missed.

Employees who are scheduled to work on a weekend and are

provided with notice of such work, will not be eligible for subsistence
pay or meals. Managers must show proof to the HR Manager of
unplanned work to justify the payment of subsistence.

5.5 Entertainment Expenses

From time to time, the Company may offer entertainment to client
representatives, but only if the entertainment is reasonable, occurs
infrequently, and does not involve lavish expenditures or contravene
the client policies. Please refer to the Entertainment Expenses Policy
on TOSL’s Sharepoint.

5.6 Health / Medical Plan

The Company provides the facility of a Medical Health Insurance
coverage which provides assistance in meeting medical expenses as
a result of illness of the employee and his/her dependents.
Contributions are made both by the employee and the Company,
and admission to the Plan is upon confirmation of permanent
employment and on meeting entry qualifications as stipulated by the
Insurance Company.

Further information is provided on the TOSL’s SharePoint. All

permanent employees are eligible to join the Medical Plan.
Admission to the Plan is based upon meeting the normal entry
requirement as stipulated by the Insurance Company. Details of the
Medical Plan can be obtained from the HR Department.

5.7 Pension Plan

All permanent employees may become members of the Company’s
Contributory Pension Plan after successful completion of their
probationary period. All eligible employees will be provided with a
copy of the Pension Plan Rules by the HR Department.

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5.8 Day Trip Allowance

Employees may be eligible for an allowance for the use of their
personal vehicle for Company Business. This will be based on the
following:
• TOSL Marabella to North West Trinidad -- $270.00/day
• TOSL Marabella to North East Trinidad -- $270.00/day
• TOSL Marabella to Toco -- $350.00/day
• TOSL Marabella to South East Trinidad -- $350.00/day
• TOSL Marabella to Moruga -- $270.00/day
• TOSL Marabella to South West Trinidad -- $200.00/day.
• TOSL Marabella to Central Trinidad -- $150.00/day
Note – when the journey from the employee’s residence to the
location as identified above, is shorter than the journey from the
office, and he/she travels directly from his/her home to reach the
above-mentioned destination, the mileage shall be calculated
according to the closest comparable distance from the table above.

5.9 Offshore Allowance

An offshore allowance is paid to an employee when he/she stays
overnight on an offshore installation, subject to client
reimbursement. This will be paid at TTD$150.00/night of stay,
through the payroll and subjected to all statutory deductions.
Note – persons in receipt of this allowance will not be paid
subsistence, day trip allowance, or travel time.

A “day work” allowance will be paid to persons who work on an

offshore installation but do not stay overnight on the platform. This
will be paid at $100.00/day, through the payroll and subjected to all
statutory deductions.
Note – persons in receipt of this allowance will not be paid
subsistence, a day trip allowance, or travel time.

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SECTION 6
EMPLOYEE COMMUNICATIONS

The Company will keep employees informed on issues that affect

them. This will be done in several ways:
a) Memoranda
b) Face to Face Interactive Meetings
c) Notice Boards
d) Intranet
e) Emails
f) Phone Calls.

Employees are required to ensure they keep abreast of all

information/issues within the Company.

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SECTION 7
IT & IT TECHNOLOGIES

Please refer to all IT Policies located on TOSL’s SharePoint Drive and

the Quality Management System.

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 TOSL Engineering Limited Rev. Date: 2019 July 01st Rev #: 8

SECTION 8
PERFORMANCE MANAGEMENT

8.1 Performance Appraisals

Managers/Supervisors are expected to continuously provide
performance feedback to their team members. Such discussions will
focus on the employee’s strong points as well as any opportunity for
improvement and mechanisms for achieving these improvements.
Managers/Supervisors will communicate to their team members
individually or as a team.

An Annual Appraisal will be done with each employee. The

employee will be provided with an opportunity to discuss this
Performance Appraisal with his/her Manager and to comment as
appropriate. All performance appraisals must be signed as evidence
of the employee having seen and discussed the said Performance
Appraisal.

The Comments Section of the Performance Appraisal report is to be

used for comments by employees in cases where there are
unresolved issues/suggestions, etc.

8.2 KPI’s
KPI’s are Key Performance Indicators and will be used to monitor
performance on a quarterly basis. The areas monitored will be:
• HSSEQ Factors
• People Management
• Project Management
• Sales & Revenue
• Financial Factors
• Operational Standards and Systems

8.3 Competency Assurance Program

This program will assess the competencies of persons conducting
jobs in the field. This program will determine the following:

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• What are the current tasks being performed?

• What are the tasks that should be performed?
• What are the required competencies to perform those tasks?
• What are the current holder’s competencies?
• Where does the gap exist?
• How do we train to meet and close those gaps?

8.4 Training & Development

The Company’s aim is to ensure that all staff perform their duties
efficiently, and to prepare employees, who display the talent,
motivation, attitudes and expertise, personal and professional, for
higher-level responsibilities if/when the opportunity arises.

All training requests must be sent to the HR Department who shall

coordinate the entire process and inform the division on the booking
and confirmation of same.

The Company will also assist in this regard:

a) Internal Transfers:
Upon transfer to another Department/Division, an interim
assessment will be completed by the Manager and discussed with
the employee. A copy of this appraisal is to be forwarded to the
employee, the HR Department and the Manager of the Division to
which the employee is transferred.

b) Training:
The Company conducts, from time to time, short-term in-house
training courses, based on identified training needs. Where
appropriate, employees are also provided with opportunities to
participate in external training courses, both locally and overseas.
A separate agreement covers details on obligations of the employee
as it relates to training.

Please refer to the Training Procedure located on the TOSL’s

SharePoint Drive.

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SECTION 9
FLEET MANAGEMENT

9.1 Fleet Management Policy

Please refer to the Fleet Management Policy located on TOSL’s
SharePoint Drive.

9.2 Vehicle Authorization.

Please refer to the Vehicle Authorization Policy located on TOSL’s
SharePoint Drive.

9.3 Journey Management

Please refer to the Journey Management Policy located on TOSL’s
SharePoint Drive.

If further clarifications are required, please contact the Supervisor,

Facilities Management.

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SECTION 10
DISCIPLINARY & GRIEVANCE

10.1 Disciplinary Policy

The achievement of TOSL’s objectives is dependent on the conduct
and performance of every employee. The company is entitled to
expect employees to maintain reasonable standards of conduct,
reliability, efficiency, competence and safety, and may take
disciplinary action against individuals whose performance is not up
to the required standards, or is in breach of Company Regulations,
policies/ procedures and reasonable expectations of performance

It is the policy of TOSL to afford equitable treatment to its

employees, to give adequate rights and means of representation in
all disciplinary matters, and to provide all employees with a right of
appeal. As such, the following sets out the framework of the
procedure:-
a. No disciplinary action will be taken against an employee until a
full investigation is conducted into the circumstances of the
alleged offence.
b. As appropriate, the employee will be invited to an investigation
hearing, in writing, detailing the areas of concern and the
employee will be informed if appropriate that disciplinary
action may be an outcome of this process.
c. A decision will then be made as to whether the disciplinary
procedure should be invoked. In this event, the employee will
be informed, in writing, detailing the reasons and invited to
attend a disciplinary meeting at the earliest opportunity. The
employee will be advised of their right to be accompanied at
this meeting as set out below.
d. At the disciplinary meeting the employee will be given the
opportunity to make further representation. A written record
of the meeting will be taken, and a copy will be issued to the
employee if requested.
e. Following the disciplinary meeting, Management conducting
the proceedings will consider all facts and representations and
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make a decision as to what, if any, disciplinary action is to be

imposed on the employee. The decision will be confirmed in
writing to the employee, where they will be advised of the
duration of the action imposed and their right of appeal.
f. If the said employee wishes to appeal against the decision, they
must follow the provisions of the Disciplinary Appeal Procedure
as set out below.

It is the Company’s position that there is implied, in every contract

of employment, an obligation by the employee to exercise self-
discipline, to respect authority, to perform his/her duties with a high
degree of integrity and to the best of his/her ability; also to be
honest in his/her dealings with the Company, its customers, his/her
fellow employees and in his/her representation of the Company.

The Company reserves the right to apply disciplinary measures for

just cause, including breaches of its policies and rules, by way of
warning, suspension or dismissal.

The Company reserves the right in its sole discretion to apply

appropriate periods of suspension as an alternative to dismissal
having regard to the employee’s general history of performance and
conduct, provided that such mitigation will not seriously
compromise the rules or weaken their deterrent value with regard
to precedent offences and accepted norms of discipline. For most
offences, the normal method of discipline will be the progressive
form and is as follows: -
a) 1st Offence - Verbal Warning
nd
b) 2 Offence - Written Warning
c) 3rd Offence - Final Written Warning
d) 4th Offence - Suspension without pay
th
e) 5 Offence - Dismissal

Listed is a summary of the most frequent disciplinary offences for

the guidance of employees. Violation renders employees liable to
the disciplinary action noted (See Appendix I). The list is not
intended to be exhaustive; it is merely a list of more common
offences.
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Disciplinary offences not listed in this Appendix will be dealt with in

accordance with industry standards and norms governing the said
offence in the organization and by extension, Trinidad and Tobago.

10.2 Disciplinary Measures:

a. Verbal Warning
For the first offence, or when there has been no improvement in an
employee’s conduct or performance following an informal warning
or notification of need for performance improvement, a verbal
warning may be given. A verbal warning may be issued by the
employee’s Manager or the HR Manager, after deliberation with the
Manager. A letter confirming the warning will be issued to the
employee and a copy retained in their personal file for a period of 6
months.

b. First Written Warning

For a more serious offence, or where there has been no
improvement in an employee’s performance or conduct following a
formal verbal waning within a specified time, a first written warning
may be issued.

This will clearly state the reasons for the warning and what will be
expected of the employee to avoid further disciplinary action as well
as the right of appeal. A written warning may be issued by the
employee’s Manager and HR Manager, a copy of which will be
retained on the employee’s personnel file for a period of 12 months.

c. Final Written Warning

For a very serious breach of discipline, or where previous formal
warnings have failed to result in an improvement, the employee may
receive a final written warning. This will clearly inform the employee
of the consequences of any subsequent offences or breach of
conduct e.g. dismissal. A written warning may be issued by the
employee’s Manager and HR Manager.

d. Suspension
An employee maybe suspended from work (with or without pay) to
enable a full investigation if the circumstances of the alleged offence
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require this to be carried out or, if a Manager believes that it would

be undesirable, or not in the interests of the employee’s or others
safety for the employee to remain at work, he may, as a
precautionary measure, suspend the employee from duty. The
period of suspension will be kept to a minimum and the employee
will receive full salary and benefits during this time.

There may be other instances where suspension from work is

necessary, such as in the case where a criminal offence has been
committed either on or off duty and an employee is charged with
this and remanded on bail. The employee will be required to
discontinue his/her services as this may be seen as prejudicial to the
Company.

If this applies, precautionary suspension will be imposed (with or

without pay at the Company’s discretion). The employee will be
informed of the conditions of the suspension, which will continue
until the Court case is completed. If however, a breach of company
regulations has been committed, the disciplinary procedures will be
invoked and may involve dismissal, irrespective of the Court action.
If the employee is remanded in custody and thus unable to perform
his/her duties, then having regard to the circumstances of the case
and the likely length of absence, the employment may be deemed
terminated. Any absence prior to this termination will be without
pay.

e. Dismissal
This is reserved for more serious offences, or the repetition of less
serious offences, and staff will not be normally dismissed for the first
offence, except in the case of gross misconduct. Prior to dismissal of
an employee, the Manager will consult with the HR Manager.
Dismissals will be confirmed in writing to the employee, stating the
reason and the date of termination of employment and their right of
appeal will be advised.

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Instant & Summary Dismissal

Where there is a threat to the wellbeing of the company or to
employees and the most appropriate course of action would be
instant dismissal, the HR Manager may implement this if he/she is
fully satisfied of the facts of the case and has agreement from the
Line Manager. Providing circumstances permit, the employee must
be seen before this decision is taken and be given the opportunity to
explain his/her involvement. Instant dismissal may be with or
without notice depending on the nature of the offence.

The Company reserves the right to effect Summary Dismissal in

certain serious circumstances of gross misconduct. This means
termination of employment without notice or payment in lieu of
notice. Details will be set out in writing. Examples of Gross
Misconduct: the following list which is not exhaustive, shows
examples of gross misconduct that are liable to result in Summary
Dismissal:
a) Criminal Offences resulting in conviction.
b) Failure of, or refusal to take an approved drug and/or alcohol
test.
c) Incapacity on duty due to illegal drugs or alcoholic liquids.
d) Deliberate breach of safety rules resulting in harm or injury to
person or others
e) Failure to wear designated personal protective equipment.
f) Willful conduct or disobedience of reasonable orders
(insubordination).
g) Theft, dishonesty or misappropriation of Company funds,
materials or property, or that of employees of the Company.
h) Assault, including threatening or violent behaviour towards
another person.
i) Any form of sexual harassment.

10.3 Grievance Policy

The primary purpose of a grievance procedure and policy is to enable
employees to address concerns that they may have about practices,
policies, or treatment from other individuals at work.

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Any employee who feels aggrieved over any matter in connection

with his/her employment may take the grievance to the appropriate
Company personnel in accordance with Company procedure.

Step 1
An employee believing himself/herself to be unfairly treated by the
Company of any condition of his/her employment, may within three
(3) working days after the occurrence of the specific event giving rise
to the complaint, but not after, seek redress by raising a grievance.
It should be addressed to his/her immediate supervisor, in writing.

Step 2
The Supervisor, after an investigation, will inform the employee of
the decision regarding the complaint within three (03) working days
of receiving the complaint, in writing.

Step 3
If the complaint is not satisfactorily resolved at step 2, the employee
may, within three (3) working days of the decision at step 2, refer the
matter to the HR Manager, who will review the matter in
consultation with management. A decision will be given in writing to
the employee concerned within five (5) working days.

Step 4
If a satisfactory solution is not reached at step 3, then the matter can
be brought to the attention of the CEO within three (3) working days
after step 3. This panel will then review the matter, and give a
decision in writing to the employee, within Five (5) working days.
This decision will be final.

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SECTION 11
HSSEQ MANAGEMENT

Please refer to all HSSEQ documents on the TOSL’s SharePoint Drive

and Quality Management System.

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SECTION 12
CORPORATE GOVERNANCE
Please refer to TOSL’s SharePoint for the Corporate Governance
Manual that addresses the following policies:
1. Code of Business & Ethics Conduct
2. Fraud
3. Corporate Social Responsibility
4. Gift Policy
5. Security Cameras
6. Donations
7. Whistleblowing – Report IT

12.1 Confidentiality
Each employee is required to keep in complete confidence all
information that he/she receives in the course of his/her duties and
not divulge it to any organization or individual inside or outside of
the Company unless he/she is authorized by the Chief Executive
Officer.

The Employee acknowledges that, during employment by the

Employer, the Employee has, and may in the future, come into the
possession of certain confidential information belonging to the
Employer including but not limited to trade secrets, customer lists,
supplier lists and prices, pricing schedules, methods, processes, or
marketing plans

The Employee hereby covenants and agrees that he or she will at no

time, during or after the term of employment, use for his or her own
benefit or the benefit of others, or disclose or divulge to others, any
such confidential information.

Upon termination of employment, the Employee will return to the

Employer, retaining no copies, all documents relating to the
Employers business including, but not limited to, reports, manuals,
drawings, diagrams, blueprints, correspondence, customer lists,

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computer programs, and all other materials and all copies of such
materials, obtained by the Employee during employment.

12.2 Code of Personal Conduct

Employees are expected to behave honorably with decorum and
with a high degree of integrity in their official, private and social
relations so that their actions in no way reflect adversely on the
Company. It is a fundamental requirement of the Company that
there be, at all times the highest degree of integrity, honesty and
professional conduct amongst all its employees.

Employees are always reminded that they are representatives of the

Company and they should carry themselves in a manner, which
generates respect and does not tarnish the corporate image of the
Company.

Employees shall not initiate or perpetuate rumors, disclose Company

information or engage in any similar behaviours. Where an
employee’s behaviour is not in keeping with the Company’s
standards, the Company will inform the employee accordingly.

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SECTION 13
EMPLOYMENT TERMINATION
Termination will be effected in accordance with the principles and
practices of good industrial relations.

Some of the circumstances in which termination of employment may

occur can include, but is not limited to, are listed as follows:
a) For cause by the company, arising out of a breach of the
contract of employment, policy or procedure, negligence, lack
of performance or misconduct.
b) Resignation
c) Retirement
d) Job Abandonment
e) Redundancy
f) Medical Incapacity
g) Death
h) Expiration of an agreed term set out in an employment
contract.

13.1 Abandonment of job

Should an employee be absent from work for three (3) consecutive
working days without direct communication being made with
his/her Manager/Supervisor, or in their absence, any other General
Manager, that employee shall be deemed to have abandoned
his/her job.

13.2 Severance
Employees may be subject to retrenchment when by reason of the
operations of the Company, such actions become necessary.
Employees will have their Severance Benefits determined in
accordance with the provisions of Retrenchment and Severance
Benefit Act No. 32 of 1985 or other relevant legislation that is
applicable at that time

13.3 Retirement
The normal age of retirement will be in keeping with the
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Company’s Policy and the Pension Plan’s Rules and

Regulations. The retirement age is 60.
13.4 Resignation
Employees resigning from the employ of the Company are required
to give in writing, an appropriate period of notice as follows: -
• Weekly paid employees:
One (1) week notice or one (1) week’s pay in lieu of notice.
• Fortnightly paid employees:
Two (2) weeks’ notice or two (2) weeks’ pay in lieu of notice.
• Non-Managerial Monthly paid employees:
One (1) month notice or one (1) month’s pay in lieu of notice.
Or as stated in the contract of employment.

Either party shall be liable to the other in default thereof. If an

employee fails to provide the requisite notice period, the Company
may withhold salaries or any remuneration in lieu of the notice
period.

Approval for vacation leave during the notice period of resignation

may not be entertained. Vacation leave, which approved prior to
submission of resignation, but which falls within or immediately
before the period of notice of resignation, will be revoked to allow
the Company a reasonable time to secure continuity of its
operations.

Employees resigning from the Company will be paid all outstanding

benefits and wage/salary on their last working day with the
Company. All outstanding monies owed to the Company by the
employee will be deducted from outstanding monies owed by the
Company and the balance will be paid to the employee.

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SECTION 14
OTHER
14.1 Visitors in the Workplace
In order to provide for the safety and security of all employees,
lawful visitors and the Company’s property, only authorized visitors
are allowed to enter the workplace. Visitors to employees must
obtain permission from site security before entering the compound.
All visitors must wear a “Visitor ID Badge” whilst on TOSL’s
compound.

Persons under the age of 18, must always be accompanied with an

adult and remain under supervision. These persons are not allowed
to access any area that requires PPE or where machinery is being
operated.

14.2 Parking
Parking accommodations are limited. It is a “first come, first serve”
basis. Managers have designated spaces, and employees are
required to locate a safe parking spot for their vehicles. The
Company has allocated spaces at Site 6, Site 7, and at Building 2. The
company has also leased a carpark on the street, in order to provide
parking.

14.3 Supplies and/or Expenditures obligating the Company.

No employees, unless expressly authorized shall make any purchase
in the name of the Company or enter into any agreement that will
bind the company to any promise or representation. All persons will
be informed with regard to authorization levels at the Company.

14.4 Alterations to Conditions

This handbook supersedes all previous handbooks or memoranda
that may have been issued on the subjects covered in this Handbook.
The Company reserves the right to change, suspend, cancel or
review all or any part of this Handbook. Employees will be given
notice of these changes.

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APPENDIX I
DISCIPLINARY PROCEDURES

Managers are responsible for ensuring policy and procedures are

followed in their various Divisions and as such, have been granted
the authority to issue warnings to their employees, either verbally or
in writing.

Issues arising from employees whose actions appear to warrant

more serious disciplinary actions such as suspension or dismissal,
must at all times, be referred to the HR Manager for guidance and
further investigation.

DISCIPLINARY OFFENCES
Penalties
Disciplinary Offences 1st 2nd 3rd 4th
Offence Offence Offence Offence
Time cheating e.g.
knowingly entering
Written
incorrect arrival or Suspension Dismissal
Warning
departure time or time
away from work.
Punctuality – Late In
excess of 10% of the Verbal Written
Suspension Dismissal
working days for the Warning Warning
month.
Excessive Absence or
Verbal Written
Specific trends in Suspension Dismissal
Warning Warning
absences
Unauthorized Absence
– being absent without Written
Suspension Dismissal
notifying Departmental Warning
Manager / Supervisor

Obtaining or
attempting to obtain a Suspension Dismissal
sick leave by deception;
Failure to conform to Sent home
Verbal Written
the Company’s dress to change
Warning Warning
code policy. (no pay)
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Penalties
Disciplinary Offences 1st 2nd 3rd 4th
Offence Offence Offence Offence
Abuse of sick leave
facilities – more than
10% of working days for
Written
3 consecutive months. Suspension Dismissal
Warning
(in absence of doctor’s
note with declared
condition)
Smoking/Vaping in
Written
unauthorized areas of Suspension Dismissal
Warning
Company’s Premises.
Reporting to work in an
intoxicated condition or Suspension
Dismissal
under the influence of without Pay
drugs.
Possession/sale of
intoxicants or narcotics Dismissal
on the job.
Consumption of
intoxicants or narcotics
Dismissal
on Company’s
premises.
Fighting or acts of
Suspension or
assault on Company’s
Dismissal
premises.
Obscene language
against an employee on Verbal Written
Suspension Dismissal
the premises at any Warning Warning
time for any purpose.
Possession of firearms,
explosives or dangerous
weapons/items on
Dismissal
Company’s property
without permission
from Management.
Written
Insubordination. Suspension Dismissal
Warning
Larceny from company
Dismissal
and fellow employees.
Unauthorized
Written Suspension
inappropriate/abuse of Dismissal
Warning without pay
Company’s property.
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 TOSL Engineering Limited Rev. Date: 2019 July 01st Rev #: 8
Penalties
Disciplinary Offences 1st 2nd 3rd 4th
Offence Offence Offence Offence
Threatening,
intimidating fellow staff Written Suspension
Dismissal
on the premises at any Warning without pay
time for any purpose.
Cost
Willful or negligent Cost Recovery
Recovery
damage or destruction And
And
of Company’s property. Suspension
Dismissal
Gross or repeated
Written
negligence in the Suspension Dismissal
Warning
performance of duties.
Conducting of non-
Written
related TOSL work on Suspension Dismissal
Warning
Company’s time.
Sleeping during working Written
Suspension Dismissal
hours. Warning
Disclosing confidential
information of the
Dismissal
Company without
authorization.
Unauthorized /
inappropriate use of
Dismissal
company information –
pricing, competency etc
Any deliberate
malicious action, which
may bring the Company
Dismissal
into disrepute or
jeopardize the survival
of the Organization.
Making false
statements about any
employee, the Suspension Dismissal
Company or its
businesses.
Abuse of Cell Phone Verbal Written
Suspension Dismissal
Policy Warning Warning
Violation of Company
Verbal Written
policies and Suspension Dismissal
Warning Warning
procedures.

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Penalties
Disciplinary Offences 1st 2nd 3rd 4th
Offence Offence Offence Offence
Receipt of Improper
gifts, payment, or
entertainment (NB Suspension Dismissal
Bribe, corrupt
practices)
HSSEQ Infractions
Verbal Written
(please refer to HSSEQ Suspension Dismissal
Warning Warning
policies & procedures)
Harassment – Suspension
victimization, or pending an Dismissal
otherwise investigation
Dismissal
(after
Sexual Harassment
conclusive
investigation)
Poor Office / Telephone Verbal Written
Suspension Dismissal
Etiquette Warning Warning
Poor Housekeeping in
Verbal Written
work area, sites, Suspension Dismissal
Warning Warning
designated areas
Violation of the Code of
Business and Ethics of Suspension Dismissal
Conduct the Company
Deliberate Submission
incorrect data with the
Suspension Dismissal
intention to mislead the
company.
Falsification of records,
Suspension Dismissal
certificates etc.

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