NNPC Limited Code of Conduct - People PDF

NNPC Limited Code of Conduct 8 People 8.1 Equal Opportunity NNPC Limited provides equal opportunity to all job applicants and employees through clearly defined and consistently applied employment and performance standards and management systems. We will not tolerate unlawful employment discrimina...

NNPC Limited Code of Conduct 8 People 8.1 Equal Opportunity NNPC Limited provides equal opportunity to all job applicants and employees through clearly defined and consistently applied employment and performance standards and management systems. We will not tolerate unlawful employment discrimination of any kind. 8.2 Our Expectations of You a) Demonstrate respect and fairness in your interactions with employees and external parties in line with NNPC Limited’s core values. b) Ensure your own employment-related decisions, including hiring, evaluation, promotion, training, discipline, development, compensation and termination of employment are determined by merit and business considerations alone. c) Understand related local legislation and culture that may have an impact on workplace decisions. d) Contact Human Resources if you have questions about the potential applicability of laws. e) Report equal opportunity concerns through the available confidential channels. f) Do not in any way discriminate against any NNPC Limited employee or stakeholder. 8.3 Compliance with Lawful Policies NNPC Limited is committed to creating and complying with lawful human resources policies and practices in all aspects of employment, including recruitment, selection, hiring, evaluation, promotion, training, discipline, development, compensation, and termination. NNPC Limited will comply with all applicable laws in this regard. NNPC Limited will ensure that its employment-related decisions are based on relevant qualifications, merit, performance, and other job-related factors. Where the need arises, the GCEO is authorized to grant exceptions to the application of this policy, and thereafter seek ratification from the NNPC Limited Board. 31 NNPC Limited Code of Conduct 8.4 Harassment Harassment is any unwanted conduct that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for the person. Harassment also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. Harassment may occur on grounds of age, disability, gender, race, religion and may take the form of verbal, non-verbal or physical form. NNPC Limited will not tolerate harassment in the workplace – that is any action, conduct or behaviour which any individual or group of individuals finds unwelcoming, humiliating, intimidating or hostile. Employees must, therefore, avoid actions or behaviours that are, or could be, viewed as harassment. Employees should be particularly sensitive to actions or behaviours that may be acceptable in one culture but not in another. Certain actions and behaviours are also illegal in many countries. Both NNPC Limited and the individual may be subject to civil penalties if found to be in breach of a legal requirement. Examples of harassment include: a) Repeated, unwelcome, unreciprocated physical approaches, that may involve touching or assaults. b) Verbal or written comments in the form of inappropriate or unwelcome jokes, offensive language, or gossip. c) Repeated compromising invitations or suggestions which cause offence, humiliation, or distress. d) Non-cooperation, isolating or patronising others at work. e) Engineering fear of dismissal or loss of promotion if the individual does not comply with the requests of the harasser. f) Pranks designed to cause offence, humiliation, or distress. g) Derogatory remarks which cause offence, humiliation, distress, or disgust. NNPC Limited has zero tolerance for all forms of harassment. As a result, employees who are proven to have engaged in any form of harassment will be liable to disciplinary action. If an employee feels he or she has been harassed, there are several ways to raise the issue both informally and formally. In most instances, the Manager or HR adviser should be the first point of contact. However, if none of those people is thought appropriate by the employee, he or She can report 32 NNPC Limited Code of Conduct directly via the NNPC Limited’s Tip Portal at the Workplace or via the external whistleblowing hotline. 8.4.2 The Effects of Harassment The effects of harassment on individuals can be serious and may include anger, fear or depression as well as feelings of helplessness or confusion. People may suffer physical or mental illness and may find their relationships at home and work affected. The employee may feel that it is impossible to continue working in the same department or even for their company. The impact on NNPC Limited can be equally serious: reduced staff morale together with higher absenteeism and staff turnover. Performance standards may drop and, as a result, may impact NNPC Limited’s productivity. Customers may experience a lower standard of care and there may be an adverse effect on our reputation. NNPC Limited may also be legally liable for harassment carried out by its employees. The effects of harassment for the individual who harasses are serious and may include disciplinary action, up to and including dismissal, and potential legal action. If an employee feels he or she has been harassed, there are a number of ways to raise the issue both informally and formally. In most instances, the Manager or HR adviser should be the first point of contact. However, if none of those people is thought appropriate by the employee, he or she can report directly via the NNPC Limited’s Tip Portal at the Workplace or via the external whistleblowing hotline. 8.5 Our Expectations of You a) Treat all employees, contract staff, suppliers, customers, and visitors with respect. b) Create a work environment free from harassment. c) Find out about local behaviours, practices and customs that may differ from those you are used to, be sensitive to differences and be prepared to adapt your behaviour accordingly if travelling or working in another office. d) Speak up and tell a person if you are upset by his or her actions or behaviour, explain why and ask them to stop. e) Speak to your Manager, HR adviser or report via the NNPC Limited‘s Tip Portal at the Workplace or use the external whistleblowing hotline if the harassment continues. f) Use an informal approach to resolve the issue where appropriate before raising a formal grievance. 33 NNPC Limited Code of Conduct g) Use a formal grievance procedure if the matter is serious or the informal approach is not successful. h) Do not behave in an unwelcoming, humiliating, intimidating or hostile manner. i) Do not make inappropriate jokes or comments. j) Never assume that what is acceptable in one environment is equally acceptable in another. k) Do not distribute or display offensive material, including inappropriate or pornographic pictures or cartoons. l) Never spread malicious rumours or use voicemail, email, or other electronic media to transmit derogatory, harassing, or abusive information m) Report to work fit and ready to carry out assigned duties. 8.6 Substance Abuse NNPC Limited is committed to providing a safe and productive work environment for its employees and contract staff. This means striving to ensure, among other things, that the workplace is free from substance abuse; that is the use of illegal drugs, the misuse of legal drugs or other substances, and the abuse of alcohol. This policy applies in accordance with applicable legal and regulatory requirements. NNPC Limited seeks to ensure that all employees recognise the threat posed by substance abuse and aims at minimising the risks involved with it. NNPC Limited provides employees with health education programmes required to raise awareness of the consequences and dangers of drug use and alcohol abuse. 8.7 Standards of Behaviour The following standards of behaviour are required of all employees: a) Employees should be fit and ready to always carry out their work duties while at work or on NNPC Limited’s business. b) While at work or on NNPC Limited’s business, employees are prohibited from being impaired by drugs or alcohol or with illegal drugs present in their systems. c) The use, possession, sale or distribution of illegal drugs and the misuse of legal drugs or other substances is prohibited. d) Aim at recognising an addiction early. 34 NNPC Limited Code of Conduct e) Advise your Manager, your Human Resources adviser or both of any drugs or alcohol addiction condition and of any current medical treatment you are receiving for addiction. f) Advise the Medical Department or Occupational Health Department or your manager if you are in a safety sensitive job or location and you are taking prescribed drugs, so that further professional advice can be sought if appropriate g) Comply with a rehabilitation programme and treat the matter confidentially. h) Co-operate in a reasonable search and ‘with cause’ testing i) It is prohibited to use, keep, sell or distribute illegal drugs. j) Do not misuse legal drugs or other substances. k) It is prohibited to consume alcohol during work hours unless specifically authorised to do so for a special occasion. l) Never ignore a case of substance abuse if you witness one 8.8 Helping Employees Without prejudice to the above standards, alcohol or drug dependency is recognised as an illness subject to legal and regulatory requirements. An employee who volunteers a dependency on drugs or alcohol will be treated in the same way as an employee with any other illness. Equally, the employee is expected to be conscientious in seeking help and following rehabilitation treatment. For the purpose of this Code, treatment means the medical assessment, counselling and specific treatment programmes necessary to assist the individual to achieve a sustained break from dependency. Failure to comply with the rehabilitation programme may be regarded as serious misconduct. 8.9 Returning to Work When employees are assessed as fit to return to work, a condition of their being allowed to return will be their agreement to attend follow-up counselling and submit to regular medical check-ups and periodic unannounced testing. An employee who occupied a safety sensitive job or worked in a safety sensitive location before rehabilitation is not guaranteed a return to the same job or location. 8.10 Searches and ‘with Cause’ Testing 35 NNPC Limited Code of Conduct A search may be conducted where there is good reason to believe that drugs or alcohol have been brought to the workplace or are in an individual’s possession. Searches might include personal effects, desks, lockers and other NNPC Limited’s property. The failure of an individual to consent to a search will be considered as serious misconduct. In situations which give cause for concern either in the workplace or after accidents or near misses, NNPC Limited will at its discretion require an employee to undergo a medical examination, including a blood test for alcohol. 36