Template Workplace Policies
Template Workplace Policies
Template Workplace Policies
The (Company name) adopts this alcohol-free workplace policy and program to
ensure a safe and healthful workplace. In this regard, all employees shall abide by the
terms and conditions of this policy.
I. ALCOHOL PROHIBITED
The company explicitly prohibits the following:
1. Use, possession, solicitation or sale of alcohol in the workplace; or
2. Impairment or under the influence of alcohol which may cause/causing
adverse effect on employee’s work performance, safety of co-employees or
Company’s reputation.
4. Near Miss- An incident which could have led to any injury or fatality of
employees and/or considerable damage to the employer had it not been
curtailed.
The (Company name) shall post in conspicuous place and notify in writing all its
employees of this policy and shall establish an alcohol-free workplace policy awareness
program. The contents of such awareness program are as follows:
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1. Dangers involved in the use, possession, solicitation or sale of alcohol in the
workplace;
2. Policy of maintaining an alcohol-free workplace;
3. Available employee assistance program; and
4. Imposable penalties for employees found guilty for violation of alcohol-free
workplace policy.
A. Cause-Test
1. If an employee’s demeanour caused the Company to suspect that he is using,
possessing, soliciting or selling alcohol in the workplace, the latter will
request the former to submit himself to a cause-test. If the employee objects
to subject himself to cause-test, he must state his objection and the reason
thereof in writing. The Company shall immediately decide whether the
ground for objection is valid or not. Should the Company found that the
objection is not valid and the employee still refused to submit himself to the
cause-test, the refusal will be considered as a ground for disciplinary action;
and
2. If the cause-test showed a positive result, the employee will be referred to the
assessment team for further examination. However, if the employee still
disagrees with the result of the assessment team, he will be subjected to
another alcohol testing at the nearest medical facility.
B. Post - Accident-Test
2. If the cause-test showed a positive result, the employee will be referred to the
assessment team for further examination. The findings of the assessment
team shall be considered final.
C. Random Test
1. At any time during the working hours, the Company may conduct a random
alcohol test with its employees. If the employee objects to subject himself to
cause-test, he must state his objection and the reason thereof in writing. The
Company shall immediately decide whether the ground for objection is valid
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or not. Should the Company found that the objection is not valid and the
employee still refused to submit himself to the cause-test, the refusal will be
considered as a ground for disciplinary action; and
2. If the cause-test showed a positive result, the employee will be referred to the
assessment team for further examination. However, if the employee still
disagrees with the result of the assessment team, he will be subjected to
another alcohol testing at the nearest medical facility.
V. CONFIDENTIALITY
The (Company name) shall observe at all times confidentiality of the results
relative to alcohol tests done to employees.
IX. EFFECTIVITY
This company policy is effective immediately to all employees.
_______________________ ________________________________
Owner/Manager Employees’ Representative
DATE__________________
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Company Model on
DRUG-FREE WORKPLACE POLICY AND PROGRAM
(Company Name) acknowledges the problem of drug abuse in our society. As our
company sees drug abuse as a serious threat to our staff and customers, it hereby
addresses the problem by issuing this substance abuse policy and program to ensure
that our company, (Company Name), will be a drug-free workplace.
Drug addiction is a complex, yet treatable disease. For this reason, our drug prevention
and control program aims to prevent this from happening in the workplace while at the
same time assisting drug users to seek treatment.
The ultimate goal of this policy is to balance our respect for individual privacy with our
need to keep a safe, productive, drug-free environment. We would like to encourage
those who use drugs to seek help in overcoming their problem. In this way, fully
rehabilitated drug users who remain drug-free can return to work as employees in good
standing.
I. DEFINITION OF TERMS
1. Legal Drug refers to prescribed drug or over-the-counter drug which has been
legally obtained and is being used solely for the purpose of curing disease for
which it was prescribed or manufactured.
Refer to the definition of prohibited drugs under the dangerous drugs act..
2. Illegal Drug refers to any drug (a) which is not legally obtainable, (b) which may
be legally obtainable but has not been legally obtained, or at which is being used
in a manner or for a purpose other than as prescribed.
3. Random Drug Test refers to an unannounced schedule of testing with each
employee having an equal chance of being selected for testing. The policy on the
conduct of random drug test should be known to both employers and employees.
4. Assessment Team refers to the team composed of the safety and health committee
including OSH personnel, human resources managers, employers and workers’
representatives trained to address all aspects of drug prevention.
5. Confirmatory Test refers to an analytical test using a device, tool or equipment
with a different chemical or physical principle that is more specific which will
validate and confirm the result of the screening test. It refers to the second or
further analytical procedure to more accurately determine the presence of
dangerous drugs in the specimen.
(Company Name) policy is intended to deter and eradicate the use of illegal drugs by the
employees within or outside the company premises.
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It is a standard of conduct of employees of (Company Name) that employees shall not
use illegal drugs. In order to maintain this standard, the company shall establish and
maintain the programs related to prevention of drug abuse in the workplace.
Management shall be responsible for increasing awareness and education of its officers
and employees on the adverse effects of dangerous drugs as well as the monitoring of
employees susceptible to drug abuse. Training on prevention, clinical assessment and
counseling shall be given to employees who will be part of the assessment team which
shall address all aspects of drug abuse prevention, treatment and rehabilitation.
B. General Procedure
An employee reporting for work visibly impaired or unable to properly perform his
duties because of alcohol or illegal drug use shall not be allowed to work. The
employee’s supervisor should first seek another supervisor’s opinion to verify and
further evaluate the employee’s condition. The employee shall be consulted privately to
determine the cause of the observation, including whether substance abuse has
occurred.
If there is sufficient basis to suspect that an employee is impaired, the employee should
be first assessed by the company’s assessment team before sending the worker to a
medical facility for drug testing, depending on the determination of the observed
impairment, accompanied by the supervisor or another employee if necessary. – what
do we mean by impaired?
(Company Name) will implement random drug testing practices to identify employees
who use illegal drugs, either on or off the job. This will be done periodically. (Company
Name), the testing laboratory, drug rehabilitation programs and its agents who receive
or have access to information concerning drug tests shall keep all information
confidential.
It shall provide the names, addresses, telephone numbers, and mailing addresses of at
least three (3) facilities from which the employee can choose from .
However, it is the responsibility of each employee to seek assistance from one of these
programs. The cost of the treatment will be charge against the employee.
A. General Procedures
Drug testing will be accomplished via a urinalysis test, in most cases, at a laboratory
chosen by (Company Name). Such laboratory shall be licensed and approved by the
Department of Health.
Employees may be tested for any or all of the drugs contained on the lists of PDEA.
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All specimen samples shall be collected with due regard to the privacy of the employee
providing the sample, and in a manner reasonably calculated to prevent substitution or
contamination of the sample.
Within five (5) working days after receipt of a positive confirmed test result from the
testing laboratory, management shall inform the employee or job applicant in writing of
such positive test result, the consequences of such results, and the options available to
the employee or job applicant. The management will also provide the employee or job
applicant, upon request, a copy of the test results.
Within five (5) working days after receipt of a positive confirmed test result, the
employee or job applicant may submit information to the management explaining or
contesting the test results, and why the results do not constitute a violation of
company‘s policy.
Every specimen that produces a positive confirmed result shall be preserved in a frozen
state by the licensed laboratory that conducts the confirmation test for a period of 210
days from the time the results of the positive confirmation test are delivered to the
employer. However, if an employee or job applicant undertakes an administrative or
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legal challenge to the test result, the employee or job applicant shall notify the
laboratory and the sample shall be retained by the laboratory until the case or
administrative appeal is settled. During the 180 day period after written notification of
a positive test result, the employee or job applicant who has provided the specimen
shall be permitted by management to have a portion of the specimen retested, at the
employee or job applicant’s expense, at another laboratory, licensed and approved by
the Department of Health, chosen by the employee or job applicant. The second
laboratory must test at equal or greater sensitivity for the drug in question as the first
laboratory. The first laboratory which performed the test for the company shall be
responsible for the transfer of the portion of the specimen to be retested and for the
integrity of the chain of custody during such transfer.
B. Testing Costs
Management shall pay the cost of all drug tests, initial and confirmation, which are
required during employment.
A job applicant shall pay the costs of drug test done on him.
C. Statement of Confidentiality
(Company Name), the testing laboratory, drug rehabilitation programs and their agents
who receive or have access to information concerning drug tests shall keep all
information confidential. Release of such information under any other circumstances
shall be solely pursuant to a written consent form signed voluntarily by the person
tested, except where such release is compelled by a hearing officer or a court of
competent jurisdiction pursuant to an appeal, or where deemed appropriate by a
professional or occupational licensing board in a related disciplinary proceeding.
The Assessment Team shall determine whether or not an officer or an employee found
positive for drugs would need referral for treatment and/or rehabilitation in a DOH
accredited center. This option is only given to officers and employees who are
diagnosed with drug dependence for the first time, or who turn to the assessment team
for assistance, or who would benefit from treatment and rehabilitation. Following
rehabilitation, the assessment team, in consultation with the head of the rehabilitation
center shall evaluate the status of the drug dependent employee and recommend the
resumption of his job.
Repeated drug use even after ample opportunity for treatment and rehabilitation shall
be dealt with corresponding penalties including termination.
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free workplace is met. The health and Safety Committee or other similar Committee
shall be tasked for this purpose.
VI. EFFECTIVITY
All concerned shall comply with all the provisions of this company policy effective
immediately.
_______________________ ________________________________
DATE:____________
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A Company Model
WORKPLACE POLICY AND PROGRAM ON HEPATITIS B
The company promotes and ensures a healthy environment through its various
health programs to safeguard its employees. And as part of the company’s compliance to
DOLE Department Advisory No. 05, Series of 2010 (Guidelines for the Implementation
of a Workplace Policy and Program on Hepatitis B), this Program has been developed.
This program is aimed to address the stigma attached to hepatitis B and to ensure that
the employees’ right against discrimination and confidentiality is maintained.
This guideline is formulated for everybody’s information and reference for the
diagnosis, treatment, and prevention of Hepatitis B. This will inform the employees of
their role as well as the company in dealing with Hepatitis B. A healthy environment
encompasses a good working relationship and great output for continuous business
growth.
I. Implementing Structure
The (Name of Company)’s Hepatitis B workplace policy and program shall be managed
by its health and safety committee. Each division or department of the Company shall be
duly represented.
II. Guidelines
A. Education
B. Preventive Strategies
B. Confidentiality
Job applicants and employees shall not be compelled to disclose their Hepatitis B
status and other related medical information. Co-employees shall not be obliged to
reveal any personal information about their fellow employees. Access to personal data
relating to employee’s Hepatitis B status shall be bound by the rules on confidentiality
and shall be strictly limited to medical personnel or if legally required.
E. Compensation
The company shall provide access to Social Security System and Employees
Compensation benefits under PD 626 to an employee contracted with Hepatitis B
infection in the performance of his duty.
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IV. Roles and Responsibilities of Employers and Employees
A. Employer’s Responsibilities
2. The Health and Safety Committee shall ensure that their company policy and
program is adequately funded and made known to all employees.
3. The Human Resources Department shall ensure that their policy and
program adheres to existing legislations and guidelines, including provisions on
leaves, benefits and insurance.
6. The management together with the company focal personnel for human
resources and safety and health shall provide appropriate personal protective
equipment to prevent Hepatitis B exposure, especially for employees exposed to
potentially contaminated blood or body fluid.
9. The human resources shall ensure that access to medical records is limited
to authorized personnel.
B. Employees Responsibilities
3. Employees and their organizations shall not have access to personnel data
relating to an employee’s Hepatitis B status. The rules of confidentiality shall
apply in carrying out union and organization functions.
4. Employees shall comply with the universal precaution and the preventive
measures.
5. Employees with Hepatitis B may inform the health care provider or the
company physician on their Hepatitis B status, that is, if their work activities may
increase the risk of Hepatitis B infection and transmission or put the Hepatitis B
positive at risk for aggravation.
Within the establishment, the implementation of the policy and program shall be
monitored and evaluated periodically. The safety and health committee or its
counterpart shall be tasked for this purpose.
VI. EFFECTIVITY
This Policy shall take effect immediately and shall be made known to all
employees.
______________________ ___________________________
Owner /Manager Employees’ Representative
DATE: ______________
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A Company Model
HIV/AIDS WORKPLACE POLICY AND PROGRAM
In conformity with Republic Act No. 8504 otherwise known as the Philippine
AIDS Prevention and Control Act of 1998 which recognizes workplace-based programs
as a potent tool in addressing HIV/AIDS as an international pandemic problem, this
company policy is hereby issued for the information and guidance of the employees in
the diagnosis, treatment and prevention of HIV/AIDS in the workplace.
This policy is also aimed at addressing the stigma attached to HIV/AIDS and
ensures that the workers’ right against discrimination and confidentiality is maintained.
I. IMPLEMENTING STRUCTURE
The (Name of Company) HIV/AIDS Program shall be managed by its health and
safety committee consists of representatives from the different divisions and
departments.
What is HIV/AIDS?
Is there a cure?
No. However, there are antiretroviral drug combinations that are available when
properly used, result in prolonged survival of people with HIV. Holistic care of people
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living with HIV-AIDS and comprehensive treatment of opportunistic infections also
dramatically improve quality of life.
III. COVERAGE
This Program shall apply to all employees regardless of their employment status.
IV. GUIDELINES
A. Preventive Strategies
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B. SOCIAL POLICY
2. Confidentiality/Non-Disclosure Policy
a. Access to personal data relating to a worker’s HIV status shall be
bound by the rules of confidentiality consistent with provisions of R.A.
8504 and the ILO Code of Practice.
b. Job applicants and workers shall not be compelled to disclose their
HIV/AIDS status and other related medical information.
c. Co-employees shall not be obliged to reveal any personal information
relating to the HIV/AIDS status of fellow workers.
A. Employer’s Responsibilities
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5. The Company, through its Human Resources Department, shall see to it
that their company policy and program is adequately funded and made
known to all employees.
6. The Health and Safety Committee, together with employees/ labor
organizations shall jointly review the policy and program and continue to
improve these by networking with government and organizations
promoting HIV prevention.
B. Employees’ Responsibilities
The Safety and Health Committee or its counterpart shall periodically monitor
and evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to
every employee.
___________________________ _______________________________
DATE: _________________
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BWC GUIDELINES NO. 2, SERIES OF 2012
“SEXUAL HARRASMENT POLICIES AND PROCEDURES”
Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act Declaring
Sexual Harassment Unlawful in the Employment, Education or Training Environment , and
For Other Purposes, the following policies and procedure are hereby issued by ABC
Company to prevent sexual harassment in its workplace and to provide the procedure
for the resolution, settlement and/or disposition of sexual harassment cases.
ABC Company believes that employees should be afforded the opportunity to work in an
environment free of sexual harassment. Sexual harassment is a form of misconduct that
undermines the employment relationship. No employee, either male or female, should
be subjected verbally or physically to unsolicited and unwelcome sexual overtures or
conduct.
Sexual harassment refers to behavior that is not welcome, that is personally offensive,
debilitates morale and, therefore, interferes with work effectiveness. Such behavior may
be in the form of unwanted physical, verbal or visual sexual advances, requests for
sexual favors, and other sexually oriented conduct which is offensive or objectionable to
the recipient, including, but not limited to: epithets, derogatory or suggestive comments,
slurs or gestures and offensive posters, cartoons, pictures, or drawings.
ABC Company will not tolerate any behavior that amounts to sexual harassment and any
officer or employee found to have committed sexual harassment shall be subjected to
disciplinary action, up to and including dismissal.
ABC Company has adopted, and its policy is based on, the definition of sexual
harassment set forth in Section 3 of R.A. 7877. It provides that sexual harassment in
workplace is committed by an employer, employee, manager, supervisor, agent of the
employer, or any other person who, having authority, influence or moral ascendancy
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over another in a work environment, demands, requires or otherwise requires any
sexual favor from the other, regardless of whether the demand, requests or requirement
for submission is accepted by the object of said Act.
1. The sexual favor is made as a condition in the hiring or in the employment, re-
employment, or continued employment of said individual, or in granting said
individual favorable compensation, terms of conditions, promotions, or
privileges; or the refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in any way would discriminate,
deprive or diminish employment opportunities or otherwise adversely affect
said employee;
2. the above acts would impair the employees’ rights or privileges under existing
labor laws; or
3. the above acts would result in an intimidating, hostile, or offensive
environment for the employee.
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2. Unwelcome or improper gestures of affection;
3. Request or demand for sexual favors including but not limited to going out on
dates, outings, or the like for the same purpose;
4. Any other act or conduct of a sexual nature or for purposes of sexual gratification
which is generally annoying, disgusting or offensive to the victim.
E. EMPLOYER’S RESPONSIBILITY
ABC Company undertakes to provide its officers and employees a work environment
free of sexual harassment by management personnel, by co-workers and by others with
whom officers and employees must interact in the course of their employment in ABC
Company. Sexual harassment is specifically prohibited as unlawful and as a violation of
ABC's policy. ABC Company is responsible for preventing sexual harassment in the
workplace, for taking immediate corrective action to stop sexual harassment in the
workplace and for promptly investigating any allegation of work-related sexual
harassment.
A. COMPLAINT PROCEDURE
Any officer or employee, who experiences or witnesses any act of sexual harassment
in the workplace, shall report the same immediately to the Committee on Decorum and
Investigation. They may also report acts of sexual harassment to any other member of
ABC's management or ownership. All allegations of sexual harassment will be quickly
investigated. To the extent possible, the identity of the officer or employee shall remain
confidential and that of any witnesses and the alleged harasser will be protected against
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unnecessary disclosure. When the investigation is completed, all parties will be
informed of the outcome of the investigation.
B. RETALIATION
C. WRITTEN POLICY
All officers and employees of ABC Company shall receive a copy of ABC's sexual
harassment policy upon assumption of their respective offices. If at any time an officer
of employee would like another copy of the policy, please contact the Office of the
Committee on Decorum. If ABC Company should amend or modify it’s sexual
harassment policy, all officers and employees will receive an individual copy of the
amended or modified policy.
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A Company Model
SMOKE-FREE WORKPLACE POLICY AND PROGRAM
I. PREVENTIVE STRATEGIES
(Name of Company) shall notify all employees of this policy and shall establish a
smoke-free workplace policy awareness program. This will also be a part of orientation
for newly-hired employees. A “NO SMOKING SIGN” shall be conspicuously displayed at
floor areas which were designated as a NO SMOKING AREA. The roof top and the
parking area are the only areas in the office in which employees will be allowed to
smoke.
Capacity building for speakers’ bureau, counsellors and the general workers
population will be part of staff development program of the company.
II. IMPLEMENTATION
Networking with health professionals, experts and organizations with the same
advocacy is also being encouraged to create a partnership of sort. This may lead to
better program implementation as their best practices may be replicated.
IV. EFFECTIVITY
All concerned shall comply with all the provisions of this company policy
effective immediately.
________________________ __________________________
Owner/Manager Employees’ Representative
DATE: __________________
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A Company Model
WORKPLACE POLICY AND PROGRAM ON TUBERCULOSIS (TB) PREVENTION AND
CONTROL
The (Company Name) recognizes that while 80% of Tuberculosis (TB) cases
belong to the economically productive individuals, it is also treatable and its spread can
be curtailed if proper control measures will be implemented. As such, this TB Policy and
Program is hereby issued for the information and guidance of the employees.
PURPOSE:
To address the stigma attached to TB and to ensure that the worker’s right
against discrimination, brought by the disease, is protected.
I. IMPLEMENTING STRUCTURE
The (Name of Company) TB Program shall be managed by its health and safety
committee consists of representatives from the different divisions and departments.
II. COVERAGE
This Program shall apply to all employees regardless of their employment status.
III. GUIDELINES
A. Preventive Strategies
1. The company shall adopt the DOTS strategy in the management of workers
with tuberculosis. TB case finding, case holding and Reporting and Recording
shall be in accordance with the Comprehensive Unified Policy (CUP) and the
National Tuberculosis Control Program.
2. The company shall at the minimum refer employees and their family members
with TB to private or public DOTS centers.
C. SOCIAL POLICY
D. COMPENSATION
A. Employer’s Responsibilities
B. Employees’ Responsibilities
The Safety and Health Committee or its counterpart shall periodically monitor
and evaluate the implementation of this Policy and Program.
VI. EFFECTIVITY
This Policy shall take place effective immediately and shall be made known to every
employee.
_______________________________ ________________________________
Owner/Manager Employees’ Representative
DATE: _________________
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