Workplace Harassment Policy
TRT Group is committed to providing a work environment in which all workers are treated with respect and dignity. Workplace harassment will not be tolerated from any person in the workplace (including customers, clients, other employers, supervisors, workers, and members of the public, as applicable).
Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome or workplace sexual harassment. Workplace sexual harassment means:
a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Reasonable action taken by the employer or supervisor relating to the management and direction of workers or the workplace is not workplace harassment.
Workers are encouraged to report any incidents of workplace harassment to Harmeet Johal.
Management will investigate and deal with all complaints or incidents of workplace harassment in a fair, respectful, and timely manner. Information provided about an incident or about a complaint will not be disclosed except as necessary to protect workers, to investigate the complaint or incident, to take corrective action or as otherwise required by law.
Managers, supervisors, and workers are expected to adhere to this policy and will be held responsible by the employer for not following it. Workers are not to be penalized or disciplined for reporting an incident or for participating in an investigation involving workplace harassment.
If a worker needs further assistance, he or she may contact Parvinder Garcha (Owner).
Signed or approved by: Parvinder Garcha
Date: Jan 4th ,2021.
Detailed Company Cell Phone Policy:
TRT Group cell phone policy offers general guidelines for using cell phones during work hours.
The purpose of this policy is to help us all get the most out of the advantages cell phones offer our company while minimizing distractions, accidents, and frustrations improper cell phone use can cause.
This policy applies to all TRT Group employees.
Cell Phone Use Guidelines:
The following are The Remodeling Team’s basic guidelines for proper employee cell phone use during work hours. In general, cell phones should not be used when they could pose a security or safety risk, or when they distract from work tasks:
- Never use a cell phone while driving.
- Never use a cell phone while operating equipment.
- Do not use cell phones for surfing the internet or gaming during work hours.
- Avoid using work cell phones for personal tasks.
- Do not use cell phones during meetings.
- Do not use cell phones to record confidential information.
We realize the cell phones can be great tools for our employees. We encourage employees to use cell phones when:
- For making or receiving work calls in the appropriate place and situation to do so.
- For other work-related communication, such as text messaging or emailing in appropriate places and situations.
- To schedule and keep track of appointments.
- To carry out work-related research.
- To keep track of work tasks.
- To keep track of work contacts.
Disciplinary Action:
Improper use of cell phones may result in disciplinary action. Cell phone usage for illegal or dangerous activity, for purposes of harassment, or in ways that violate the company confidentiality policy may result in employee termination. A fine of $3000 will be changed in case vehicle is impounded or driver of company vehicle is charged with distracted driving.
Anti-Gossiping Policy
Gossip is not tolerated at TRT Group.
Employees that participate in or instigate gossip about the company, an employee, or customer will receive disciplinary action. Gossip is an activity that can drain, corrupt, distract and down-shift the company’s productivity, moral, and overall satisfaction. It has the potential to destroy an individual and is counterproductive to an organization. Most people involved in gossip may not intend to do harm, but gossip can have a negative impact as it has the potential to destroy a person’s or organization’s reputation and credibility.
THE POLICY DEFINES GOSSIP AS:
- Talking about a person’s personal life when they are not present.
- Talking about a person’s professional life without his/her supervisor present.
- Negative, or untrue, or disparaging comments or criticisms of another person or persons.
- Creating, sharing, or repeating information that can injure a person’s credibility or reputation.
- Creating, sharing, or repeating a rumor about another person; or
- Creating, sharing or repeating a rumor that is overheard or hearsay.
Violations of the policy called for a written warning, with further disciplinary action—including termination if further incidents occurred.
HOW DO YOU KNOW IF IT IS “GOSSIP”?
If you are tempted to participate in rumors or gossip, it is always a good idea to step back and ask yourself several questions: –
- Is what I am about to say true?
- Is it harmless?
- Is it necessary?
- How would I feel if someone said something similar about me?
- How would I feel if I saw my words quoted in the meeting tomorrow?
- How am I going to feel later if I say this? (or listen to this)
- Does gossiping honor my own personal values?
Much is to be gained by turning down the opportunity to gossip. With conscious effort and conviction, employees can do their part to derail the harmful effects of destructive gossip and keep TRT Group’s environment healthy and happy for all.
WHAT CAN TRT GROUP’S EMPLOYEES DO TO PREVENT GOSSIP?
It is essential that all TRT Group’s employees always conduct themselves in such a way as to prevent gossip. It is very easy to get drawn into the gossip circle, and often difficult to resist. However, to avoid getting involved in non-productive and destructive gossip, employees should abide by the following points: –
- Do not speak or insinuate another person’s name when that person is not present unless it is to compliment, praise or to ask about matters related directly to their work with TRT Group.
- Refuse to participate when another person speaks about a person that is not present in a negative light.
- Do not respond to an email or pass it on to any other person if it is derogatory about another member.
- Actively call a halt to a discussion if the person or persons initiate gossip about another person when that person is not present.
- If an employee of TRT Group does something unethical, incorrect, against TRT Group’s policies, or is disruptive use the proper channels to bring it to the attention of the Management so that they can resolve the conflict.
- Mind your own business, be a dedicated rehabilitator, behave as an adult and expect the same from others.
WHO IS RESPONSIBLE FOR STOPPING GOSSIP?
It is everyone’s responsibility to prevent and stop gossip. It is not only TRT Group’s management that is responsible for taking action, but all employees should put a stop to gossip as soon as they hear it.
WHAT SHOULD TRT GROUP’S EMPLOYEE DO IF THEY HEAR OTHER EMPLOYEES GOSSIPING?
Firstly, you should follow the suggestions listed above under the topic “What can TRT Group’s employees do to prevent gossip?” Secondly, if you become aware that a fellow TRT Group’s employee is gossiping about another member, then you have an ethical duty to report the matter to the TRT Group’s Management. Consider how you would feel if derogatory information about you was being freely discussed amongst other employees. We all have an obligation to prevent gossiping in the work environment. You can report the matter to the management confidently by forwarding the details.
Uniform Policy:
1: Recommendation for work Jeans
2: Safety shoes: Light weight comfortable for walking. Example in the attached link
3: Safety Glasses must be worn at all times. Provided by company.
4: Respirators must be worn at dusty job sites. Provided by Company.
5: Company T-shirts must be worn at work. Company will provide T shirts at the end of probation period of three months.
Discretionary Bonus Policy:
All the bonuses paid to employees are discretionary based on the business’s financial situation and employee’s efforts to achieve business goals, unless non-discretionary bonus is part of the employment contract with set criteria. Bonus will remain fully discretionary and not to be considered part of an employee’s pay at any time. Bonus may be paid multiple times in a year and is not a part of employee contract. There are no set parameters to calculate this bonus thus it is up to the employer’s discretion to set this bonus. Bonuses are deferred by 6 months to retain employees. Any employee who decides to leave the company will not be entitled to any deferred bonus or any other type of compensation or bonus after termination of employment. We may modify this policy and our bonus plans at any time without notice.
Equal Opportunity Employer Statement
TRT Group is fully committed to abiding by all equal opportunity employment standards. Our employment policies strictly prohibit all forms of discrimination on any of the grounds in relevant laws. All our employment practices are solely based on individual merit and our organization’s needs at the time.
