Alcohol and Drug Policy
Purpose : To state clearly the company's commitment to foster a workplace free of alcohol and drugs, and to provide guidance on situations of employee alcohol or drug dependency, on alcohol and drug testing and searches.
LOEL is committed to a safe, healthy, and productive workplace for all employees. The company recognizes that alcohol, drug, or other substance abuse by employees will impair their ability to perform properly and will have serious adverse effects on the safety, efficiency and productivity of other employees and LOEL as a whole.
The misuse of legitimate drugs, or the use, possession, distribution or sale of illicit or unprescribed controlled drugs on company business or premises, is strictly prohibited and is grounds for termination. Possession, use, distribution or sale of alcoholic beverages on company premises is not allowed without prior approval of appropriate senior management. Being unfit for work because of use of drugs or alcohol is strictly prohibited and is grounds for termination of employment. While this policy refers specifically to alcohol and drugs, it is intended to apply to inhalants and all other forms of substance abuse.
Equal Employment Opportunity
Purpose:LOEL believes that the workforce at each level of the organization should represent the diversity of the pool of qualified candidates. To achieve this, the Company is committed to:
- Provide equal employment opportunity on the basis of job-related factors and individual merit;
- Take proactive steps to increase the diversity of the candidate pool at all levels; and
- Comply with all applicable laws and regulations.
The intent of this policy is to provide equal employment opportunity in conformance with all applicable laws and regulations to individuals who are qualified to perform job requirements. The Company administers its personnel policies, programs, and practices in a nondiscriminatory manner in all aspects of the employment relationship, including recruitment, hiring, work assignment, promotion, transfer, termination, wage and salary administration and selection for training.
Managers and supervisors are responsible for implementing and administering this policy, for maintaining a work environment free from unlawful discrimination, and for promptly identifying and resolving any problem area regarding equal employment opportunity.
In addition to providing equal employment opportunity, it is also the objective of the company to undertake special efforts to:
Develop and support educational programs and recruiting sources and practices that facilitate employment of minorities and women;
- Develop and offer work arrangements that help to meet the needs of the diverse work force in balancing work and family obligations;
- Establish company training and developmental efforts, policies, and programs that support diversity in the work force and enhance the representation of minorities and women throughout the company;
- Assure a work environment free from sexual, racial, or other harassment; Make reasonable accommodations that enable qualified disabled individuals to perform the essential functions of their jobs;
- Emphasize management responsibility in these matters at every level of the organization.
Individuals who believe they have observed or been subjected to prohibited discrimination should immediately report the incident to their supervisor, higher management, or their designated Human Resources contact. Complaints will be investigated and handled as confidentially as possible. Individuals will not be subjected to harassment, intimidation, discrimination or retaliation for exercising any of the rights protected by this policy and the various Equal Employment Opportunities statutes.
Purpose: To state clearly that compliance with the law and choice of the course of highest integrity are fundamental operating principles of the Company.To provide guidance and examples on expected business conduct and behavior.
One of the objectives of the company is the strict observance of all laws applicable to its business. Moreover, even where the law is permissive, the Company chooses the course of the highest integrity. Local customs, traditions, etc, differ from place to place, and this must be recognized. But honesty is not subject to criticism in any culture. Shades of dishonesty simply invite demoralizing and reprehensible judgments. A well-founded reputation for scrupulous dealing is itself a priceless company asset.
Employees must understand that the Company does care how results are obtained, not just that they are obtained. Employees must be encouraged to tell higher management all what they are doing, to record all transactions accurately in their books and records, and to be honest and forthcoming with the Company's internal and external auditors. The Company expects employees to report suspected violations of law or the corporate policies to company management.
The Company expects compliance with its standard of integrity throughout the organization and will not tolerate employees who achieve results at the cost of violation of laws or who deal unscrupulously. The Company supports, and expects you to support, any employee who passes up an opportunity or advantage that would sacrifice ethical standards.
Equally important, the Company expects candor from managers at all levels and compliance with corporate policies, accounting rules, and controls.
Purpose: To provide guidance on appropriate activities and programs related to health in the company's operations.
It is Company's policy to:
- Identify and evaluate health risks related to its operations that potentially affect its employees, contractors or the public;
- Implement programs and appropriate protective measures to control such risks, including appropriate monitoring of potentially affected employees;
- Communicate in a reasonable manner to potentially affected individuals or organizations and the scientific community, knowledge about health risks gained from its health programs and related studies;
- Determine at the time of employment and thereafter, as appropriate, the medical fitness of employees to do their work without undue risk to themselves or others;
- Provide or arrange for medical services necessary for the treatment of employee occupational illness or injuries and for the handling of medical emergencies;
- Comply with all applicable laws and regulations, and apply responsible standards where laws and regulations do not exist;
- Work with government agencies and others to develop responsible laws, regulations, and standards based on sound science and consideration of risk;
- Conduct and support research to extend knowledge about the health effects of its operations;
- Undertake appropriate reviews and evaluations of its operations to measure progress and to ensure compliance with this policy;
- Provide voluntary health promotion programs designed to enhance employees' well being, productivity, and personal safety. These programs should supplement, but not interfere with, the responsibility of employees for their own health care or their relationship with personal physicians. Information about employees obtained through the implementation of these programs should be considered confidential and should not be revealed to non-medical personnel except: at the request of the employee concerned, when required by law, when dictated by overriding public health considerations, or when necessary to implement the guidelines of the Alcohol and Drug Use policy.
Protection of the Environment Policy
Purpose: To articulate the company's commitment to conduct its business with concern and respect for the environment.
To provide guidance on appropriate activities and programs related to environmentally sound business operations.
It is Company’s policy to conduct its business in a manner that is compatible with the balanced environmental and economic needs of the communities in which it operates. The Company is committed to continuous efforts to improve environmental performance throughout its operations.
Accordingly, the Company's policy is to:
- Comply with all applicable environmental laws and regulations and apply responsible standards where laws and regulations do not exist;
- Encourage concern and respect for the environment, emphasize every employee's responsibility in environmental performance, and ensure appropriate operating practices and training;
- Work with government and industry groups to foster timely development of effective environmental laws and regulations based on sound science and considering risks, costs, and benefits, including effects on energy and product supply;
- Manage its business with the goal of preventing incidents and of controlling emissions and wastes to below harmful levels; design, operate, and maintain facilities to this end;
- Respond quickly and effectively to incidents resulting from its operations, cooperating with industry organizations and authorized government agencies;
- Communicate with the public on environmental matters and share its experience with others to facilitate improvements in industry performance;
- Undertake appropriate reviews and evaluations of its operations to measure progress and to ensure compliance with this policy.