netrashetty
Netra Shetty
BJ's Wholesale Club, Inc. (NYSE: BJ), commonly referred to simply as BJ's, is a membership-only warehouse club chain operating on the United States East Coast, as well as in the state of Ohio.[1] The company is ranked #232 on Fortune magazine's 2010 listing of America's 500 largest public corporations
Health, Environment and Security (HES) is here used synonymous with the concept of working environment and comprises all factors affecting the working conditions, be they physical or psychosocial.
The working environment at shall be distinguished by job-satisfaction, low sickness absence and few injuries. A joint policy, containing relevant procedures and guidelines, has been drawn up to achieve this.
Employment at shall promote good health. Employees shall not suffer any form of health damage or injuries resulting from their work.
The agreement for a more inclusive working life was signed in 2003. The agreement supports the basic efforts that were made in recent years in the form of follow-up and rehabilitation of people who have been struck by injury or illness. As far as possible, and provided that employees in question are willing, efforts will be made to bring people back to working life as quickly as possible.
For the purpose of preventing sickness absence and of providing follow-up and rehabilitation of employees, focus has been on ensuring good cooperation between managers and employees. This has led to stable sickness absence figures of approximately 5% in 's Norwegian operations. This stability contrasts with the overall development in Norway, where a considerable increase in the sickness absence has taken place in the last few years.
Our efforts to maintain a good working environment are an ongoing process pervading the whole Group. The work shall be organized, implemented, documented and reported to support the principal goals.
Managers at all levels are responsible for planning and implementing initiatives that contribute to a satisfactory physical and psychosocial working environment.
's employees are also responsible for contributing to the achievement of these goals. Trained HES personnel support managers in systematic efforts in Health, Environment and Safety in their own units.
Health, Environment and Safety systems (HES systems) are quality systems implemented to ensure that abides by prevailing laws, regulations and internal directives regulating the working environment.
's HES system is based on the following principles:
Implementation and documentation of systematic HES efforts in own areas
Ensuring sufficient expertise within the HES systems
Ensure implementation of risk analyses, handle aberrations and introduce corrective measures
Reviewing HES status in individual areas of responsibility and planning of activities, including HES revisions
Organizing efforts to reduce the health risks relating to the workplace
Follow-up of, and cooperation with, employees during sickness absence, including preparation for continued working life during temporary or permanent disability
Efforts to prevent injuries, reporting and analysis of occupational injury and near-injuries, as well as introduction of corrective measures
Reporting of results and activities relating to the working environment
Discipline Procedure
Warning may be addressed to the employees verbally and in written through their immediate supervisor. The warning shall refer to the contraventions committed by the employee and will serve to remind the employees the he/she abide by the company rules and regulations in performing his/her work, and that this contravention should not be repeated in future.
A written letter may be addressed to the employee describing the contravention committed. The employee will also be notified that a higher penalty may be inflicted on him in the contravention is repeated in future. The warning letter may be registered in the employees personal file .issuance of written warning can be recommended by the respective supervisor. It will be issued by the HR department after approval of head of department.
Deduction from the salary will be an amount of employee salary depending on the type offence and decision taken accordingly.
The employee may be suspended from performing his or her duties for a period of time as conveyed in written.
Unauthorized absence of more then two times in Six month can result in termination of employment.
An employee who is absent from the job with out satisfactory explanation is considered to be an unauthorized unpaid absence.
Discrimination, intimidation and harassment based on sex, race, religion, age, color, disability, sexual orientation and cultural background is prohibited at the workplace.
Harassment refers to:
Embarrassing remarks and jokes (Written/verbal)
Insults
Comments about appearance, facial or other physical impression
Unwanted physical contacts
Display of suggestive photographs
Racial segregation
Behavior that ridicules some one based on gender, religion, culture etc.
The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. All warnings will remain upon the employee's personal file indefinitely, but will normally be disregarded for disciplinary purposes after the following periods:
Stage 1 - Verbal warning: 03 months
Stage 2 - Written warning: 06 months
Stage 3 - Final written warning: 12months
Stage 4 - Dismissal
These time periods may however be extended in appropriate circumstances taking into account the nature of the offence.
The time period will commence from the date of the letter/memorandum confirming the warning, even though any specified time for improvement has expired.
Health, Environment and Security (HES) is here used synonymous with the concept of working environment and comprises all factors affecting the working conditions, be they physical or psychosocial.
The working environment at shall be distinguished by job-satisfaction, low sickness absence and few injuries. A joint policy, containing relevant procedures and guidelines, has been drawn up to achieve this.
Employment at shall promote good health. Employees shall not suffer any form of health damage or injuries resulting from their work.
The agreement for a more inclusive working life was signed in 2003. The agreement supports the basic efforts that were made in recent years in the form of follow-up and rehabilitation of people who have been struck by injury or illness. As far as possible, and provided that employees in question are willing, efforts will be made to bring people back to working life as quickly as possible.
For the purpose of preventing sickness absence and of providing follow-up and rehabilitation of employees, focus has been on ensuring good cooperation between managers and employees. This has led to stable sickness absence figures of approximately 5% in 's Norwegian operations. This stability contrasts with the overall development in Norway, where a considerable increase in the sickness absence has taken place in the last few years.
Our efforts to maintain a good working environment are an ongoing process pervading the whole Group. The work shall be organized, implemented, documented and reported to support the principal goals.
Managers at all levels are responsible for planning and implementing initiatives that contribute to a satisfactory physical and psychosocial working environment.
's employees are also responsible for contributing to the achievement of these goals. Trained HES personnel support managers in systematic efforts in Health, Environment and Safety in their own units.
Health, Environment and Safety systems (HES systems) are quality systems implemented to ensure that abides by prevailing laws, regulations and internal directives regulating the working environment.
's HES system is based on the following principles:
Implementation and documentation of systematic HES efforts in own areas
Ensuring sufficient expertise within the HES systems
Ensure implementation of risk analyses, handle aberrations and introduce corrective measures
Reviewing HES status in individual areas of responsibility and planning of activities, including HES revisions
Organizing efforts to reduce the health risks relating to the workplace
Follow-up of, and cooperation with, employees during sickness absence, including preparation for continued working life during temporary or permanent disability
Efforts to prevent injuries, reporting and analysis of occupational injury and near-injuries, as well as introduction of corrective measures
Reporting of results and activities relating to the working environment
Discipline Procedure
Warning may be addressed to the employees verbally and in written through their immediate supervisor. The warning shall refer to the contraventions committed by the employee and will serve to remind the employees the he/she abide by the company rules and regulations in performing his/her work, and that this contravention should not be repeated in future.
A written letter may be addressed to the employee describing the contravention committed. The employee will also be notified that a higher penalty may be inflicted on him in the contravention is repeated in future. The warning letter may be registered in the employees personal file .issuance of written warning can be recommended by the respective supervisor. It will be issued by the HR department after approval of head of department.
Deduction from the salary will be an amount of employee salary depending on the type offence and decision taken accordingly.
The employee may be suspended from performing his or her duties for a period of time as conveyed in written.
Unauthorized absence of more then two times in Six month can result in termination of employment.
An employee who is absent from the job with out satisfactory explanation is considered to be an unauthorized unpaid absence.
Discrimination, intimidation and harassment based on sex, race, religion, age, color, disability, sexual orientation and cultural background is prohibited at the workplace.
Harassment refers to:
Embarrassing remarks and jokes (Written/verbal)
Insults
Comments about appearance, facial or other physical impression
Unwanted physical contacts
Display of suggestive photographs
Racial segregation
Behavior that ridicules some one based on gender, religion, culture etc.
The Head of Department should maintain direct control of all disciplinary records. A copy of all records must be placed on the employee's personal file in the Human Resources Department. All warnings will remain upon the employee's personal file indefinitely, but will normally be disregarded for disciplinary purposes after the following periods:
Stage 1 - Verbal warning: 03 months
Stage 2 - Written warning: 06 months
Stage 3 - Final written warning: 12months
Stage 4 - Dismissal
These time periods may however be extended in appropriate circumstances taking into account the nature of the offence.
The time period will commence from the date of the letter/memorandum confirming the warning, even though any specified time for improvement has expired.
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