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DOLE COMPLIANCE:

Occupational Safety and Health Standards Policy

DRUG-FREE WORKPLACE

SUMMARY

DRUG-FREE WORKPLACE

  • Workplace should be free from drug users, resellers, carrier, transfer of drugs, etc. in company premises - offices (branches), parking lot, lockers, etc.

  • Random Drug Testing is to be conducted by the company

DISCIPLINE

01

nettdriven@nettdriven.com

Any employee, who possesses, sells, attempts to sell, or transfer illegal

drugs on COMPANY premises or while on COMPANY’s business will be

discharged.

02

Company's prerogative with regards to the employee's positive result in drug test

COMPANY ARRANGEMENTS

REHABILITATION AND EMPLOYEE ASSISTANCE

  • Rehabilitation assistance in lieu of discharge may be offered with exemptions (employee should not be a violator)

  • Rehabilitation assistance on limited medical benefits that may be available in the employee’s medical benefits plan

  • While in rehab, company can use leaves (VL, SL) for salary compensation

HEPATITIS B

TUBERCULOSIS MENTAL HEALTH

HEPATITIS B

TUBERCULOSIS

  • Company will assist in Hepa B / TB testing
  • For TB - DOTS Program (Directly Observed Treatment Service)

  • SSS compensation benefits under PD 626
  • Flexible work arrangements

  • Employee if fit to work, is allowed to report with no discrimination in the work enviorment

DISCRIMINATION

Enterprise

Free

Standard

Pricing

Table

SEXUAL HARASSMENT

Problem and Solution

positioning

40%

75%

40%

BULLYING

Quotes

HIV/AIDS

HIV/AIDS

CURE

CURE

Is there a cure? NO.

However, there are antiretroviral drug combination that are

available when properly used, result in prolonged survival of people with

HIV.

SCREENING,SUPPORT

SCREENING, SUPPORT

  • Screening for HIV as prerequisite to employment is not mandatory.

  • The Company establishes a referral system and provide access diagnostic and treatment services for the workers (LGU Clinics)

PENALTY

PENALTY

Discriminatory act done by an officer or an employee against

their co-officer or co-employee will likewise be penalized.

SEXUAL HARASSMENT POLICIES AND PROCEDURES

SEXUAL HARASSMENT POLICIES AND PROCEDURES

  • Republic Act N. 78877, An Act Declaring Sexual Harassment Unlawful in the Employment, Education of Training Environment and for Other Purposes

WHERE SEXUAL HARASSMENT CAN BE COMMITTED

WHERE SEXUAL HARRASSMENT CAN BE COMMITTED

  • in or outside the office building or training site
  • at the office or training related social functions;
  • in the course of work assignments outside the office;
  • at work-related conferences, studies or training sessions; or
  • During work-related travel

FORMS OF SEXUAL HARASSMENTS

FORMS OF SEXUAL HARASSMENTS

  • dirty jokes that are offensive
  • provoking through constant talk of sex or sexual innuendos
  • making offensive hand or body gestures
  • making obscene phone calls during and outside work hours
  • pinching, unnecessarily brushing up against a co-employee’s body
  • requesting for dates or favors in exchange for a job, favorable working conditions or assignments
  • touching a co-employee in sensitive parts of his/her body
  • teasing with names without consent
  • taking photos and videos without consent or if when the other party is uncomfortable

PROCEDURES

PROCEDURE

1. Complaint

2. Answer

3. Suspension - 30 days if found guilty

4. Hearing

5. Decision

6. Motion for Reconsideration

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