【正文】 lowing methods will be used to maintain this policy. Induction Training CHARBROIL recognizes the importance of a prehensive induction for all new employees. Accordingly, it is CHARBROIL policy that all new employees are inducted into the operations of the pany and receive training for the specific job to which they have been appointed. The Human Resources Department and your supervisor are responsible for your induction. Please use this opportunity to discuss anything you feel is important before starting your work. Team Meetings Meetings will be held to discuss operations, goals, policy, procedures, products, problems, sales goals, activities, and administrative matters. These meetings are an opportunity for the team to make their views and concerns known in an informal setting. Notice Board A notice board displaying CHARBROIL activities, articles, news and notices will be set up in a conspicuous location on the premises. The notice board is an important medium for munication and should be referred to by you frequently. Any notice to be posted on the notice board should first be approved by the General Manager and supervised by the Human Resources Department. CharBroil Employee Handbook 11 11 Open Door Policy You have the right to seek resolution of problems relating to your individual employment and should feel confident of exercising that right without concern. Any problem raised will be settled fairly and promptly. If you feel dissatisfied or unhappy about your employment, have concerns about the content of this Employee Handbook or have any basis for concern about any working conditions, you should first discuss this with your supervisor. It is the responsibility of your supervisor to see that everything is done to rectify your issue as quickly as possible. Your supervisor is required to take an active interest in the matter until it is settled to your satisfaction. If you are not fortable discussing the matter with your immediate supervisor, you may contact Human Resources or another member of the local management team to discuss the issue. If you remain unsatisfied with resolution of the issue you may contact CharBroil human Resources in the . or any member of the . Executive Team for further discussion. 2. HEALTH AND SAFETY POLICY CHARBROIL places the highest priority on providing a safe and healthy working environment. Our objective is the elimination of all incidents that could result in personal injury or occupational illness. To this end: ? Everyone who works for CHARBROIL has a personal responsibility and accountability to work safely and to avoid injury to themselves, other CHARBROIL employees, other fellow workers, our customers and the public. ? Managers are accountable for the health and safety of their work groups. ? Consultation and training will be provided in areas identified as potential hazards and the implementation of safe work practices. ? No task is so important as to promise the health and safety of our team members. Full consideration will be given to this statement when determining a safe and healthy work method for all activities. Non Smoking Policy CHARBROIL recognizes that there is substantial medical and scientific evidence that smoking contributes to the deterioration in the health of an individual and is a major cause of illness and death. CHARBROIL is therefore mitted to the establishment of smoke free workplace. Accordingly, other than in dedicated “Smoking Areas”, smoking is prohibited in the following work areas: ? All CHARBROIL premises, including offices, warehouses, factories and their facilities such as cafeterias, change and lunch rooms. ? Our customer’s premises that are known to be smoke free zones or smoke free workplaces. CharBroil Employee Handbook 12 12 ? All CHARBROIL vehicles. Use of Drugs And Alcohol We recognize that the use of illegal drugs or the misuse of alcohol or prescribed drugs by an employee will have a significant adverse effect on the health and safety of that employee, other CHARBROIL employees, our customers and the public. Accordingly, ? The possession or use of illegal drugs on CHARBROIL or on our customer’s premises or in CHARBROIL vehicles is strictly prohibited and will result in disciplinary action up to and including termination. This prohibition also applies to the misuse of narcotics, depressants, stimulants or hallucinogens whose sale, use or possession is legal. The only exception is the taking of prescribed drugs under the direction of a doctor. ? CHARBROIL recognizes that alcohol or drug dependency is a treatable illness. Employees with such a dependency will be encouraged to seek appropriate treatment. ? The possession or use of alcohol on CHARBROIL or our customer’s premises or in CHARBROIL vehicles is strictly prohibited unless approved by the General Manager or customer responsible for that premise. Failure to ply with this requirement will result in disciplinary action up to and including termination. ? An employee suspected of being under the influence of alcohol, drugs or other illegal substances will be prohibited from continuing to work. ? Employees may be required to submit to medical evaluation and or drug testing where evidence exists to suspect alcohol or drug misuse. Rehabilitation After Injury or Illness CHARBROIL will: ? Provide the necessary resources for the rehabilitation of employee(s). ? Ensure that rehabilitation mences as soon as possible following injury or illness. ? Encourage safe and timely return to work after an injury or illness. ? Provide alternative duties where appropriate, as part of your rehabilitation process. ? Consult with employees and rehabilitation providers to ensure our program operates effectively, without prejudice to any injured employee(s). 3. CONDITIONS OF