pa|Who We Are Locally and internationally, we focus on long-term business success through the hard work of our employees, who do have superior knowledge. Our goal is to satisfy the evolving needs of our customers by providing unparalleled service and excellent products while always embracing our company Our Company started as a straightforward company which gives us the motivation to expand our expertise with our neighboring countries and then moreover national, and there we reached to more success of establishing our subsidiary Our company activity and updated new feeding from here
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h5|Construction Completed System Integrated #vollsteam Hero's Project Invested Residential Investment Projects Kiev Data Center Remote Monitoring Telemetry INTERSEC DUBAI 2019 (20-22 JANUARY 2019) B2B Project Development Boom & Volls Partnership #VollsTeam Attends the 39th GITEX TECHNOLOGY WEEK
sp|Need Talk With #vollsteam : All Construction Data Center System Integration Construction Data Center, System Integration System Integration 20 March, 2020 21 February, 2020 13 February, 2020 20 December, 2019 Add Ph Email
pa|iraq@volls.eu +964 7501580509 Zin City Compound Erbil IRAQ Volls Tech Company for IT Services Limited Registration Number : 1867 Registered Address : Zin City Compound Erbil Iraq Bank Information : ACCOUNT NAME VOLLS TECH COMPANY CUSTOMER NUMBER 202/23063/2/2516/0 IBAN IQ11TVBA202002306320001 USD BANK SWIFT CODE TVBAIQBRXXX INTERMEDIATORY BANK IBAN TR540001500158048012801435 INTERMEDIATORY BANK SWIFT CODE TVBATR2AXXX INTERMEDIATORY BANK NAME VAKIFLAR BANKASI TURKEY Keep Contact with us, fast and result wise Business Developer Operation Officer
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h6|Email Phone Address Jamal SAFFAR Orhan BURHAN
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pa|Business Future Today, our Volls team has over 480 full-time employees across its offices in Malmo, Tallinn, Kiev, Lviv, Istanbul, Baghdad, Erbil, Basra. It continues to grow as a leading provider of services with a range of business units committed to rebuilding and serving emerging market and Global. Locally and internationally, we focus on long-term business success through the hard work of our employees, who do have superior knowledge. Our goal is to satisfy the evolving needs of our customers by providing unparalleled service and excellent products while always embracing our company objectives to: What makes Brothers Group your valuable partner? – Our command of the Scandinavia R&D, Developing Products power and the Middle East Market. – Our intimate knowledge of the various cultures and business practices. – Our expansive distribution network and long-term relationships. Our Company started as a straightforward company which gives us the motivation to expand our expertise with our neighboring countries and then moreover national, and there we reached to more success of establishing our subsidiary companies which are; Volls is the shield that protects the subsidiary companies that carry out key turn projects, which has over 480 employees at 5 branches and offices globally. Updated Company Profile you can download by Arabic languages and English Languages, Please follow requested links. Volls fighting distraction and complexity is the enemy. We doing our business as challenge for focus and simplicity every day. Customer satisfaction is defined as a measurement that determines how happy customers are with a company’s products, services, and capabilities. Customer satisfaction information, including surveys and ratings, can help a company determine how to best improve or changes its products and services. An organization’s main focus must be to satisfy its customers. Do the right thing by choosing us becouse we are committed to meeting and exceeding our clients’ expectations. We work to continually improve ourselves and our organization. Volls is committed to provide Transparent, Neutral, Independent, and Competent Management System Certification Services which reveal Veritas/truthfulness among the Business, Government & Society and Add value to its Client’s Product & Services to the ultimate customer satisfaction. Distraction and complexity is the enemy. Fight for focus and simplicity every day. Distraction and complexity is the enemy. Fight for focus and simplicity every day
di|+46 40 6688384 These are the values we live and work by.
li|Develop long-term partnerships with our customers and suppliers. Consistently meet our customers’ expectations with our service and product quality. Work with honesty, integrity, and respect at all times. Continuously improve our best practices to maximize environmental, social, and economic sustainability. Embrace change and encourage innovation. Offer our employees a challenging and rewarding workplace that inspires loyalty and success. Seek excellence in everything we do. Respect the environment and communities within which we operate. in Malmo, Sweden. in Baghdad, Iraq. in Erbil, Iraq in Istanbul, Turkey. in Kiev, Ukraine. in Erbil, Iraq. Erbil Iraq in Tallinn Estonia
st|Volls TECHNOLOGY SWEDEN AB. Volls TECHNOLOGY SWEDEN AB Branch . Volls TECH for IT services Limited Volls IC VE TICARET LTD Trade (Export-Import) . Volls TECH CONSTRUCTION LLC. Volls UNIT For Furniture and Adv. manufacturing Limited. Food & Co Limited, Deccan industries OU
h1|About
h3|We provide the solutions to grow your business
h5|More Details Our Brands Download Presentations Focus and simplify Clients Satisfaction Do the right thing Quality Services Act with ownership Play, bigger #vollsteam World Wide Offices Brands Operation Center
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pa|Open position in company Interested candidates meeting the above criteria are requested to send their updated Cv via email #vollsteam is a direct selling organisation and is one of Sweden, Turkey and Iraq’s leading six core business and industries with operations areas. We are a strong household brand name in Iraq & Turkey This position will suit a strong people leader with the ability to wear both a strategic and hands on hat as we transition from a heritage brand to having a more digital focus. You will lead a multi-disciplined Marketing team consisting of Brand & Digital, Creative, Merchandising (forecasting) & New Product Development functions. This position will require your resilience, proactive approach and exceptional communication. You will have the energy and motivation to lead in a dynamic and changing environment and are passionate about the development of your team. This role reports to the Managing Director and has four direct reports, leading a team Interested candidates meeting the above criteria are requested to send their updated Cv via email This is a permanent position. The position will report to the Global Technical Manager and be responsible for managing a team of Volls Interested candidates meeting the above criteria are requested to send their updated Cv via email Please do not hesitate share your CV to our HR Database. hr@volls.se
di|+46 40 6688384 Career
li|Manages the operations of production and quality control Ensure physical and workforce resources and adequate to meet the organization’s production schedule Supervise different plant operators, ensurea all measures are followed Fixing production target and planning production schedule to achieve the goal Does production planning Handles and guides labors Bachelors degree in Electrical Engineering 2 or more years experience in manufacturing Company Highly organized with strong communication skills and problem – solving abilities Technical skills Talented freshers may also apply for this job. Lead the delivery of the Marketing Plan focusing on brand, digital strategies and tactical campaigns to meet financial targets as part of business plan (includes sales, margin, profit, forecast & inventory KPI’s) Responsible for ensuring the activity is integrated and coordinated across the Marketing department (Brand & Digital, Creative, Merchandising (forecasting) & New Product Development) as well as the broader business, especially with the Sales Team. Ensure all activity has clear business, marketing and communication objectives Develop digital strategy to build brand awareness and drive sales across traditional core market and new business growth channels. Oversee the in-house team to deliver integrated communications across social media, email journeys, CRM, website, internal platforms and paid campaigns Lead the Marketing team to ensure all monthly campaign materials (across print e.g. monthly brochures & digital e.g. campaign emails) are briefed and executed on time, adhering to our brand guidelines. Ensure internal teams/ external agencies are driven to meet deadlines, achieve launch brief and to budget Manage detailed long-term and tactical short-term plans to generate a sustainable, profitable NPD (New Product Development) for product launches and discontinuation process as part of product life cycle Reporting on monthly campaign activity through a post Campaign analysis (weekly, monthly, quarterly and yearly) as required Provide leadership, development and motivation to the team Develop a communications strategy to keep the team, departments and Bitrix CRM ( volls.live ) updated on marketing strategy, activity and results. Direct the development of brand communication and campaigns across new product launches, refreshed brand communication to drive sales and the unique Volls Business Opportunity integrated across print and digital Drive digital strategy with in-house team across all platforms integrated with business objectives especially working with Sales to increase activity rate Management of brand campaigns including website, email campaigns, CRM, retention and e-Commerce channels Oversee in-house team in management of organic and paid search, display, paid social, influencer and affiliate marketing to maximise ROIs. Manage the communication for the brand in line with brand values and strategy Proof and final approval of print content in line with brand values meeting look & feel, while driving sales for all monthly brochures, sales literature, product launch support, training and sales support materials Oversee product and model shoot in line with brand guidelines Ensure print and production cost in line with budget while meeting deadlines and deliverables Manage PR, Blog, Social media and digital strategy ensuring efficiencies and improved metrics across these channels. Meet marketing KPI’s in line with business strategy and financial targets Meet monthly sales targets via monthly brochure sales, email contingency offers, event offers and sales & event drivers Meet margin and inventory KPI targets according to set business targets Work closely with Finance to ensure sales targets and budgets meet business targets on a weekly, monthly, quarterly and yearly process Manage product mix, pricing & launch strategy. Ensure new product development calendar and product launches supports business strategy across short and long term plans Manage strategic planning of product portfolio in line with core product categories Ensure product launch meets deadlines and launch targets to drive sales Final approval of development process. Degree in Business/ Marketing/ Digital or related field At least 6-8 years’ experience working within Communication/ Marketing role with a minimum of 2 years’ demonstrated experience managing a team Strong leadership capabilities and ability to work collaboratively with multiple stakeholders to achieve fast results within complex, challenging and competitive environments Proven strategic and hands on experience to support where necessary (from creating presentations to writing communication for emails) with a can-do attitude Strong communication and written skills with excellent influencing and negotiation skills Experience with Direct Marketing and Digital Communication Campaigns using email marketing, CRM for retention and marketing automation tools e.g. Bitrix24, Hubspot, Salesforce, Tableau Flexibility, enthusiasm, creative mindset and ability to manage and prioritise multiple projects and tasks, with strong planning and follow-up skills while coping under pressure Australian working rights with no restrictions on hours. Successful delivery of the new product development pipeline from initial concept to launch Project management and delivery of outcomes within timeframes agreed to between stakeholders and the technical manager Management of safety and hazard assessment to ensure a safe working environment Develop the innovation strategy with the senior technical team and internal stakeholders Work closely with the sales leadership and technical field support teams Qualifications in Chemistry, post graduate qualifications ideal Sound working knowledge of chemistry principles Experience working with manufacturing experiences, Experience managing a team of technical staff Strong strategic and operational leadership with ability to prioritise output Strong communication and influencing skills
st|Job Description Job Specification Working with us About the role Key Responsibilities Key Areas: Marketing, Brand & Digital communication and strategy Creative Team Merchandising (forecasting) New Product Development and Strategic Planning Essential Requirements About the role Duties Skills and Experience
h1|Career Welcome to #vollsteam, Our Employees and Policy’s
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pa|turkey@volls.eu +90 535 026 1813 Akat Mah. Zeytinoglu Cad. Dekor Apt. No : 23/7 Besiktas, Istanbul, TURKEY Registration Number : Registered Address : Akat Mah. Zeytinoglu Cad. Dekor Apt. No : 23/7 Besiktas, Istanbul, TURKEY Tax Office : Besiktas / Account Owner : Bank Name : AKBANK T.A.S. Swift Code : AKBKTRIS IBAN : Keep Contact with us, fast and result wise Operation Officer Admin
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st|Volls Ic ve Dis Ticaret Limited Sirketi Volls Ic ve Dis Ticaret Limited Sirketi Quick Contact
h5|TURKEY Legal Information Your Contacts Yuliia MARKOVA Gizem CETIN
h6|Email Phone Address +46 8 525 007 11 Ext : 700
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pa|You have Project or Business Leads ? Contact us today, we’re here to grow together. Just submit your details and we’ll be in touch shortly. A winning combination of experience and commitment to excellence We are a values-driven organization. Our values reflect the thinking of our founder Deliver high-quality results that grow their business profitably Trust, support and develop each other to achieve excellent results Manage our operations and resources in a responsible and profitable manner We are a values-driven organization. Our values reflect the thinking of our founder We treat our colleagues and clients with fairness & how we want to be We live by trust and transparency in our way of working We push ourselves to think beyond and bring improvement for purposeful growth We believe in the integration, cultural values and perspectives Alone we are smart. Together we are successful We are responsible for our work and are committed to delivering outstanding result for our clients
di|+46 40 6688384 Mission
st|Kanber SONMEZ
h1|Our Mission, Pillars and Values
h2|Pillars Values
h5|How can we grow together ? Customers People Business Respect Integrity Learning Diversity Collaboration Accountability
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pa|info@deccan.eu +46852500711 Kesklinna linnaosa, Viru väljak 2, 10111 Tallinn Estonia Registration Number :14130775 Registered Address : Kesklinna linnaosa, Viru väljak 2, 10111 Tallinn Estonia
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st|Deccan Industries Osaühing
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pa|ukraine@volls.eu +380 96 701 8640 Pushkinska Street, 23, Kyiv, Ukraine LLC ” VOLLS TECHNOLOGI AND CONSTRACTION” Registration Number : 8099 Registered Address : Pushkinska St, 23 02000, Kyiv / Ukraine Tax Office : Kiev / Bank Information : Account Owner : LLC ” VOLLS TECHNOLOGI AND CONSTRACTION” Bank Name : JSC CB “PRIVATBANK” EDRPOU Bank Bank code 305299 UA EURO UA USD Keep Contact with us, fast and result wise Business Developer Co-Founder Administrator Press inquiries
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h6|Email Phone Address Kanber SONMEZ Katerine SONMEZ
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pa|Sporregatan 25 213 77 Malmö, Sweden Tallinn, Kesklinna linnaosa, Viru väljak 2, 10111 Estonia Pushkinska Street, 23, Kyiv, Ukraine Akat Mah. Zeytinoglu Cad. Dekor Apt. No : 23/7 Besiktas, Istanbul, TURKEY Zin City Compound Erbil IRAQ
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h1|Worldwide Office Locations
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pa|You can download in PDF our all certifications. is a Global standard for Quality-Management-Systems (QMS), The certification was most recently updated in 2015, & is introduced as . In order to be released & amended, had to be agreed upon by a majority of member-countries so that it would become a Global Recognized standard, which means it is approved by the majority countries in the world. A survey of at the end of year 2017 shows that in spite of the worldwide recession the number of organization that have implemented an quality management system (QMS) still remains stable globally. officially determines an Information Security Management System , a suite of exercises concerning the management of information-risk (called ‘information security risks’ in the standard). is an all-encompassing administration system through which the association distinguishes, breaks down and addresses its data dangers. The guarantees that the security courses of action are tweaked to keep pace with changes to the security dangers, vulnerabilities and business impacts – a significant angle in such a powerful field, and a key favorable position of adaptable risk driven methodology. is intended to set up a globally acknowledged system for environmental assessment, chance evaluation, and environmental execution estimation to secure condition and to react to changing environmental circumstances for financial needs. is likewise utilized for inspecting and Certification to guarantee the degree of adequacy of Environmental Management System of an association. , Occupational Health and Safety Management Systems – Requirements (formally BS , yet frequently erroneously called ) is a British Standard for word related wellbeing and security the board frameworks that is perceived and actualized around the world. The latest variant of this standard was distributed in 2007, and is alluded to as “OHSAS 18001:2007.”
di|+46 40 6688384 Quality Standards
st|ISO 9001:2015 ISO 9001 Certification ISO 9001 Certification ISO9001 Standard ISO 9001 Certification ISO 9001 certification ISO 9001 Certification ISO 27001:2013 ISO 27001 Certification (ISMS) ISO 27001 Certification ISMS ISO-27001 Certification ISO 14001:2015 ISO 14001 Certification ISO27001 Certification OHSAS 18001:2007 OHSAS 18001 Certification OHSAS 18001 Certification ISO 18001 Certification
h1|Quality Standards
h4|Our Cetifications
h5|Our Standard Certifications?
sp|Need Talk With #vollsteam : Volls is committed to provide Transparent, Neutral, Independent, and Competent Management System Certification Services which reveal Veritas/truthfulness among the Business, Government & Society and Add value to its Client’s Product & Services to the ultimate customer satisfaction. The Management System of Volls is Established, Maintain and continually improve in accordance with the requirements of the Accreditation Board and to meet all Statutory & Regulatory Requirements in its entire process of Services to meet Accreditation Requirement. Volls will ensure that all possible “conflict of interest” situations arising out of its activities are identified and resolved timely and effectively. Volls shall create & maintain an environment where each employee contributes to all aspects of our business process and shall strive for continual improvement to meet with Customer Satisfaction. The above policy may be reviewed for any changes, as and when required, by the Top Management. The above policy will be prominently displayed in Volls worldwide offices, website and brochures. Add Ph Email
pa|Our professional code of ethics policy aims to give our employees guidelines on our business ethics and stance on various controversial matters. We trust you to use your better judgment, but we want to provide you with a concrete guide you can fall back on if you’re unsure about how you should act (e.g. in cases of conflict of interest). We will also use this policy to outline the consequences of violating our business code of ethics. This policy applies to everyone we employ or have business relations with. This includes individual people such as employees, interns, volunteers, but also business entities, such as vendors, enterprise customers or venture capital companies. First, let’s define professional ethics: they are a set of principles that guide the behavior of people in a business context. They are essential to maintaining the legality of business and a healthy workplace. So what is a of ethics? Our code of ethics definition refers to the standards that apply to a specific setting – in this case, our own organization. Having our business ethics in writing doesn’t mean that we don’t trust our employees. We strive to hire ethical people who have their own personal standards, so we expect that a written code won’t be necessary most of the time. But, it can still be helpful. You may find yourself in a situation where you’re not sure how you should act. Life is full of grey areas where right and wrong aren’t so apparent. Some professional ethics also correspond to laws that you absolutely must know to do your job properly, so we will mention them in our code of ethics. Additionally, every organization makes bad hires every once in a while. We also can’t predict how people are going to behave. When an employee behaves, or intents to behave, in a way that’s against our professional ethics, or applicable laws, we will have clear guidelines on what disciplinary actions we will consider. For these reasons, we advise you to read this document carefully and consult with your manager or HR, if you have doubts or questions. We base our business code of ethics on common principles of ethics: Here’s a more detailed overview of our code: It’s mandatory to respect everyone you interact with. Be kind, polite and understanding. You must respect others’ personal space, opinions and privacy. Any kind of is strictly prohibited and will result in immediate termination. You’re also not allowed to harass or victimize others. What constitutes harassment or victimization? To answer this, we have a and a more specific policy on you can take a look at. As a general rule, try to put yourself in someone else’s place. How would you feel if someone behaved a specific way to you? If the answer is “I wouldn’t like it much” or “I would never let them behave like that to me”, then we don’t tolerate this behavior no matter the person it comes from. If someone, be it customer, colleague or stakeholder, is offensive, demeaning or threatening toward you or someone you know, report them immediately to HR or your manager. You can also report rudeness and dismissiveness if they become excessive or frequent. First, always keep in mind our organization’s mission. We all work together to achieve specific outcomes. Your behavior should contribute to our goals, whether financial or organizational. Be honest and transparent when you act in ways that impact other people (e.g. taking strategic decisions or deciding on layoffs). We don’t tolerate malicious, deceitful or petty conduct. Lies and cheating are huge red flags and, if you’re discovered, you may face or immediate termination depending on the damage you did. Stealing from the company or other people is illegal. If you’re caught, you will face repercussions depending on the severity of your actions. For example, if you steal office supplies, you may receive a reprimand or demotion (at a minimum), while if you steal money or data (e.g. engaging in fraud or embezzlement), you will get fired and face legal consequences. The decision is at HR’s discretion on a case-by-case basis. Conflict of interest may occur whenever your interest in a particular subject leads you to actions, activities or relationships that undermine our company. This includes situations like using your position’s authority for your own personal gain or exploiting company resources to support a personal money-making business. Even when you seemingly act to the company’s advantage, you may actually disadvantage it. For example, if an employee uses dubious methods to get competitor intel and raise their sales record, their action will have a positive impact on the company’s revenue, but it will put us at a legal risk and promote unhealthy business practices. If it turns out you have created a conflict of interest for yourself, you will be terminated. If the conflict of interest was involuntary (e.g. buying stocks from a company without knowing they’re a competitor), we will take actions to rectify the situation. If you repeat the offence, you may be terminated. Don’t act in a way that exploits others, their hard work or their mistakes. Give everyone equal opportunity and speak up when someone else doesn’t. Be objective when making decisions that can impact other people, including when you’re deciding to hire, promote or fire someone. Be sure that you can justify any decision with written records or examples. Seek and use the most objective methods in any case; for example, when interviewing candidates, ask the same interview questions to all of them and avoid judging non-job-related criteria, like dress, appearance, etc. Also, don’t discriminate against people with protected characteristics, as this is forbidden by [ ]. If you suspect you may have an unconscious bias that influences your decisions (taking Harvard’s Implicit Association Test could help you determine this), ask for help from HR. When exercising authority, be fair. Don’t show favoritism toward specific employees and be transparent when you decide to praise or reward an employee. You’re also obliged to follow our , which forbids you from having a reporting relationship with a relative. If you need to discipline an employee, be sure to have prepared a case that you can present to HR. You must not (such as in cases when they’ve filed complaints) as this is . Be just toward customers or vendors, too. If you think our company was in the wrong in a specific instance, don’t try to cover it up or accuse the other side. Discuss with your manager to find solutions that can benefit both sides. You are obliged to follow all laws which apply to our organization. Depending on your role and profession, there might be various laws you need to observe. For example, accountants and medical professionals have their own legal restrictions and they must be fully aware of them. When you’re preparing contracts, clauses, disclaimers or online copy that may be governed by law (such as consent forms), please ask verification from [our legal counsel] before finalizing anything. You’re also covered by our and . You must not expose, disclose or endanger information of customers, employees, stakeholders or our business. Always follow our , too. Following laws regarding fraud, bribery, corruption and any kind of assault is a given. You are also obliged to follow laws on and avoid doing business with unlawful organizations. If you’re not sure what the law is in a specific instance, don’t hesitate to ask HR or our legal counsel. We all need to put a healthy amount of effort in our work. Not just because we’re all responsible for the organization’s success, but also because slacking off affects our colleagues. Incomplete or slow working might hinder other people’s work or cause them to shoulder the burden themselves. This comes in direct conflict with our respect and integrity principles. We also expect you to take up opportunities for learning and development, either on-the-job or via educational material or training. If you are unsure how you can achieve this, have an open discussion with your manager. Also, take responsibility for your actions. We all make mistakes or need to make tough decisions and it’s important we own up to them. Failing to be accountable on a regular basis or in important situations (e.g. a crucial mistake in our financial records) will result in termination. If you take responsibility and come up with ways to fix your mistakes where possible, you will be in a far better position. Working well with others is a virtue, rather than an obligation. You will certainly get to work autonomously and be focused on your own projects and responsibilities. But, you should also be ready to collaborate with and help others. Be generous with your expertise and knowledge. Be open to learning and evolving. If days go by without you consulting or brainstorming with anyone, you are missing out on opportunities for excellence. Instead, work with others and don’t hesitate to ask for help when you need it
di|Code of ethics
li|. Treat people as you want to be treated. . Tell the truth and avoid any wrongdoing to the best of your ability. . Make sure you’re objective and fair and don’t disadvantage others. . Know and follow the law – always. . Work hard and be responsible for your work. . Collaborate and ask for help.
st|Respect for others Integrity and honesty Justice Lawfulness Competence and accountability Teamwork Conflict of interest
h1|Code of ethics Code of ethics policy
h2|Policy brief & purpose Scope Policy elements
h3|What is meant by code of professional ethics? What is the purpose of a professional code of ethics? The components of our code of professional ethics: Respect for others Integrity and honesty Justice Lawfulness Competence and accountability Teamwork
h5|Ethics & Policy
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em|code laws under the purview of the EEOC
pa|Privacy Policy Last updated: March 21, 2020 This Privacy Policy describes Our policies and procedures on the collection, use and disclosure of Your information when You use the Service and tells You about Your privacy rights and how the law protects You. We use Your Personal data to provide and improve the Service. By using the Service, You agree to the collection and use of information in accordance with this Privacy Policy. Interpretation and Definitions The words of which the initial letter is capitalized have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural. For the purposes of this Privacy Policy: means the individual accessing or using the Service, or the company, or other legal entity on behalf of which such individual is accessing or using the Service, as applicable. (referred to as either “the Company”, “We”, “Us” or “Our” in this Agreement) refers to VOLLS TECHNOLOGY AB, sporragatan 25. means any natural or legal person who processes the data on behalf of the Company. It refers to third-party companies or individuals employed by the Company to facilitate the Service, to provide the Service on behalf of the Company, to perform services related to the Service or to assist the Company in analyzing how the Service is used. is any information that relates to an identified or identifiable individual. Collecting and Using Your Personal Data While using Our Service, We may ask You to provide Us with certain personally identifiable information that can be used to contact or identify You. Personally identifiable information may include, but is not limited to: Usage Data is collected automatically when using the Service. Usage Data may include information such as Your Device’s Internet Protocol address (e.g. IP address), browser type, browser version, the pages of our Service that You visit, the time and date of Your visit, the time spent on those pages, unique device identifiers and other diagnostic data. When You access the Service by or through a mobile device, We may collect certain information automatically, including, but not limited to, the type of mobile device You use, Your mobile device unique ID, the IP address of Your mobile device, Your mobile operating system, the type of mobile Internet browser You use, unique device identifiers and other diagnostic data. We may also collect information that Your browser sends whenever You visit our Service or when You access the Service by or through a mobile device. We use Cookies and similar tracking technologies to track the activity on Our Service and store certain information. Tracking technologies used are beacons, tags, and scripts to collect and track information and to improve and analyze Our Service. You can instruct Your browser to refuse all Cookies or to indicate when a Cookie is being sent. However, if You do not accept Cookies, You may not be able to use some parts of our Service. Cookies can be “Persistent” or “Session” Cookies. Persistent Cookies remain on your personal computer or mobile device when You go offline, while Session Cookies are deleted as soon as You close your web browser. We use both session and persistent Cookies for the purposes set out below: Type: Session Cookies Administered by: Us Purpose: These Cookies are essential to provide You with services available through the Website and to enable You to use some of its features. They help to authenticate users and prevent fraudulent use of user accounts. Without these Cookies, the services that You have asked for cannot be provided, and We only use these Cookies to provide You with those services. Type: Persistent Cookies Administered by: Us Purpose: These Cookies identify if users have accepted the use of cookies on the Website. Type: Persistent Cookies Administered by: Us Purpose: These Cookies allow us to remember choices You make when You use the Website, such as remembering your login details or language preference. The purpose of these Cookies is to provide You with a more personal experience and to avoid You having to re-enter your preferences every time You use the Website. Type: Persistent Cookies Administered by: Third-Parties Purpose: These Cookies are used to track information about traffic to the Website and how users use the Website. The information gathered via these Cookies may directly or indirectly identify you as an individual visitor. This is because the information collected is typically linked to a pseudonymous identifier associated with the device you use to access the Website. We may also use these Cookies to test new advertisements, pages, features or new functionality of the Website to see how our users react to them. For more information about the cookies we use and your choices regarding cookies, please visit our Cookies Policy. The Company may use Personal Data for the following purposes: We may share your personal information in the following situations: The Company will retain Your Personal Data only for as long as is necessary for the purposes set out in this Privacy Policy. We will retain and use Your Personal Data to the extent necessary to comply with our legal obligations (for example, if we are required to retain your data to comply with applicable laws), resolve disputes, and enforce our legal agreements and policies. The Company will also retain Usage Data for internal analysis purposes. Usage Data is generally retained for a shorter period of time, except when this data is used to strengthen the security or to improve the functionality of Our Service, or We are legally obligated to retain this data for longer time periods. Your information, including Personal Data, is processed at the Company’s operating offices and in any other places where the parties involved in the processing are located. It means that this information may be transferred to — and maintained on — computers located outside of Your state, province, country or other governmental jurisdiction where the data protection laws may differ than those from Your jurisdiction. Your consent to this Privacy Policy followed by Your submission of such information represents Your agreement to that transfer. The Company will take all steps reasonably necessary to ensure that Your data is treated securely and in accordance with this Privacy Policy and no transfer of Your Personal Data will take place to an organization or a country unless there are adequate controls in place including the security of Your data and other personal information. If the Company is involved in a merger, acquisition or asset sale, Your Personal Data may be transferred. We will provide notice before Your Personal Data is transferred and becomes subject to a different Privacy Policy. Under certain circumstances, the Company may be required to disclose Your Personal Data if required to do so by law or in response to valid requests by public authorities (e.g. a court or a government agency). The Company may disclose Your Personal Data in the good faith belief that such action is necessary to: The security of Your Personal Data is important to Us, but remember that no method of transmission over the Internet, or method of electronic storage is 100% secure. While We strive to use commercially acceptable means to protect Your Personal Data, We cannot guarantee its absolute security. Detailed Information on the Processing of Your Personal Data Service Providers have access to Your Personal Data only to perform their tasks on Our behalf and are obligated not to disclose or use it for any other purpose. We may use third-party Service providers to monitor and analyze the use of our Service. Clicky is a web analytics service. Read the Privacy Policy for Clicky here: We may use third-party Service Providers to provide better improvement of our Service. Mouseflow is a session replay and heatmap tool that shows how visitors click, move, scroll, browse, and pay attention on websites. The service is operated by ApS. Mouseflow service may collect information from Your device. The information gathered by Mouseflow is held in accordance with its Privacy Policy: Children’s Privacy Our Service does not address anyone under the age of 13. We do not knowingly collect personally identifiable information from anyone under the age of 13. If You are a parent or guardian and You are aware that Your child has provided Us with Personal Data, please contact Us. If We become aware that We have collected Personal Data from anyone under the age of 13 without verification of parental consent, We take steps to remove that information from Our servers. We also may limit how We collect, use, and store some of the information of Users between 13 and 18 years old. In some cases, this means We will be unable to provide certain functionality of the Service to these users. If We need to rely on consent as a legal basis for processing Your information and Your country requires consent from a parent, We may require Your parent’s consent before We collect and use that information. Links to Other Websites Our Service may contain links to other websites that are not operated by Us. If You click on a third party link, You will be directed to that third party’s site. We strongly advise You to review the Privacy Policy of every site You visit. We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services. Changes to this Privacy Policy We may update our Privacy Policy from time to time. We will notify You of any changes by posting the new Privacy Policy on this page. We will let You know via email and/or a prominent notice on Our Service, prior to the change becoming effective and update the “Last updated” date at the top of this Privacy Policy. You are advised to review this Privacy Policy periodically for any changes. Changes to this Privacy Policy are effective when they are posted on this page. Contact Us If you have any questions about this Privacy Policy, You can contact us:
di|Privacy Policy
li|means an entity that controls, is controlled by or is under common control with a party, where “control” means ownership of 50% or more of the shares, equity interest or other securities entitled to vote for election of directors or other managing authority. means a unique account created for You to access our Service or parts of our Service. refers to Volls AB, accessible from http://volls.eu refers to the Website. refers to: Sweden refers to any website or any social network website through which a User can log in or create an account to use the Service. are small files that are placed on Your computer, mobile device or any other device by a website, containing the details of Your browsing history on that website among its many uses. refers to data collected automatically, either generated by the use of the Service or from the Service infrastructure itself (for example, the duration of a page visit). Email address First name and last name Phone number Address, State, Province, ZIP/Postal code, City Usage Data , including to monitor the usage of our Service. to manage Your registration as a user of the Service. The Personal Data You provide can give You access to different functionalities of the Service that are available to You as a registered user. the development, compliance and undertaking of the purchase contract for the products, items or services You have purchased or of any other contract with Us through the Service. To contact You by email, telephone calls, SMS, or other equivalent forms of electronic communication, such as a mobile application’s push notifications regarding updates or informative communications related to the functionalities, products or contracted services, including the security updates, when necessary or reasonable for their implementation. with news, special offers and general information about other goods, services and events which we offer that are similar to those that you have already purchased or enquired about unless You have opted not to receive such information. To attend and manage Your requests to Us. We may share Your personal information with Service Providers to monitor and analyze the use of our Service, to show advertisements to You to help support and maintain Our Service, to contact You, to advertise on third party websites to You after You visited our Service or for payment processing. We may share or transfer Your personal information in connection with, or during negotiations of, any merger, sale of Company assets, financing, or acquisition of all or a portion of our business to another company. We may share Your information with Our affiliates, in which case we will require those affiliates to honor this Privacy Policy. Affiliates include Our parent company and any other subsidiaries, joint venture partners or other companies that We control or that are under common control with Us. We may share Your information with Our business partners to offer You certain products, services or promotions. when You share personal information or otherwise interact in the public areas with other users, such information may be viewed by all users and may be publicly distributed outside. If You interact with other users or register through a Third-Party Social Media Service, Your contacts on the Third-Party Social Media Service may see Your name, profile, pictures and description of Your activity. Similarly, other users will be able to view descriptions of Your activity, communicate with You and view Your profile. Comply with a legal obligation Protect and defend the rights or property of the Company Prevent or investigate possible wrongdoing in connection with the Service Protect the personal safety of Users of the Service or the public Protect against legal liability By email: info@volls.se By visiting this page on our website: http://volls.eu/contact By phone number: +46852500711 By mail: Sporragaten 25, 21377, malmo, sweden
st|You Company Affiliate Account Website Service Country Service Provider Third-party Social Media Service Personal Data Cookies Usage Data Necessary / Essential Cookies Cookies Policy / Notice Acceptance Cookies Functionality Cookies Tracking and Performance Cookies To provide and maintain our Service To manage Your Account: For the performance of a contract: To contact You: To provide You To manage Your requests: With Service Providers: For Business transfers: With Affiliates: With Business partners: With other users: Clicky Mouseflow
h1|Privacy Policy
h2|Interpretation Definitions Types of Data Collected Use of Your Personal Data Retention of Your Personal Data Transfer of Your Personal Data Disclosure of Your Personal Data Security of Your Personal Data Analytics Usage, Performance and Miscellaneous
h3|Personal Data Usage Data Tracking Technologies and Cookies Business Transactions Law enforcement Other legal requirements
h5|Volls Shortcuts Company Services & Standard Contact Details
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pa|Your Employee Handbook. We created a code of conduct this guide to help you communicate your expectations to your employees in a clear and tactful manner. Contents: ○ Internet usage ○ Cell phone ○ Corporate email ○ Social media ○ Fraternization ○ Employment of relatives As an employee, you are responsible to behave appropriately at work. We outline our expectations here. We can’t cover every single case of conduct, but we trust you to always use your best judgement. Reach out to your manager or HR if you face any issues or have any questions. Our company’s is [ ] This includes [ ] However, an employee’s position may also inform how they should dress. If you frequently meet with clients or prospects, please conform to a more formal dress code. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes.) As long as you conform with our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear. We also respect and permit grooming styles, clothing and accessories that are dictated by religious beliefs, ethnicity or disability. This section deals with all things digital at work. We want to set some guidelines for using computers, phones, our internet connection and social media to and protect our assets. Our corporate . But, you can occasionally use our connection for personal purposes as long as they don’t interfere with your job responsibilities. Also, we expect you to temporarily halt personal activities that slow down our internet connection (e.g. uploading photos) if you’re asked to. You must not use our internet connection to: We allow . But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules: Also, you must not use your phone in areas where cell phone use is explicitly prohibited (e.g. laboratories.) Email is essential to our work. You should use your primarily for work, but we allow some uses of your company email for personal reasons. No matter how you use your corporate email, we expect you to avoid: In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe, ask our [ .] We want to provide practical advice to prevent careless use of . We address two types of social media uses: using personal social media at work and representing our company through social media. You are permitted to access your personal accounts at work. But, we expect you to act responsibly, according to our policies and ensure that you stay productive. Specifically, we ask you to: If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should: When you are experiencing a , your personal goals are no longer aligned with your responsibilities towards us. For example, owning stocks of one of our competitors is a conflict of interest. In other cases, you may be faced with an ethical issue. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behaviour, you will lose your job and may face legal trouble. For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it. We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally. refers to dating or being friends with your colleagues. In this policy, “dating” equals consensual romantic relationships and sexual relations. Non-consensual relationships constitute sexual violence and we prohibit them explicitly. If you start dating a colleague, we expect you to maintain professionalism and keep personal discussions outside of our workplace. You are also obliged to respect your colleagues who date each other. We won’t tolerate sexual jokes, malicious gossip and improper comments. If you witness this kind of behavior, please report it to HR. To avoid accusations of favoritism, abuse of authority and sexual harassment, supervisors must not date their direct reports. This restriction extends to every manager above an employee. Also, if you act as a hiring manager, you aren’t allowed to hire your partner to your team. You can refer them for employment to other teams or departments where you don’t have any managerial or hiring authority. Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of our workplace. Everyone in our company should be hired, recognized or promoted because of their skills, character and work ethic. We would not like to see phenomena of nepotism, favoritism or conflicts of interest, so we will place some restrictions on . To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children. As an employee, you can refer your relatives to work with our company. Here are our only restrictions: If you become related to a manager or direct report after you both become employed by our company, we may have to [ .] If you want to invite a , please ask for permission from our [ ] first. Also, inform our [ ] of your visitor’s arrival. Visitors should sign in and show identification. They will receive passes and will be asked to return them to [ ] once their visit is complete. When you have office visitors, you also have responsibilities. You should: Anyone who delivers orders, mail or packages for employees should remain at our building’s reception or gate. If you are expecting a delivery, [ ] will notify you so you may collect it. Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company (e.g. religious proselytism, asking for petition signatures.) Distribution means disseminating literature or material for commercial or political purposes. and distribution by non-employees in our workplace. As an employee, you may solicit from your colleagues only when you want to: In all cases, we ask that you do not disturb or distract colleagues from their work
di|Code of Conduct
li|Dress code Cyber security and digital devices Conflict of interest Employee relationships Workplace visitors Solicitation and distribution Download or upload obscene, offensive or illegal material. Send confidential information to unauthorized recipients. Invade another person’s privacy and gain access to sensitive information. Download or upload pirated movies, music, material or software. Visit potentially dangerous websites that can compromise our network and computers’ safety. Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods. Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.) Keep personal calls brief and use an empty meeting room or common area so as not to disturb your colleagues. Avoid playing games on your phone or texting excessively. Don’t use your phone for any reason while driving a company vehicle. Don’t use your phone to record confidential information. Don’t download or upload inappropriate, illegal or obscene material using our corporate internet connection. . You can use your corporate email for work-related purposes without limitations. For example, you can sign up for newsletters and online services that will help you in your job or professional growth. . You can use your email for personal reasons as long as you keep it safe, and avoid spamming and disclosing confidential information. For example, you can send emails to friends and family and download ebooks, guides and other safe content for your personal use. Signing up for illegal, unreliable, disreputable or suspect websites and services. Sending unauthorized marketing content or emails. Registering for a competitor’s services, unless authorized. Sending insulting or discriminatory messages and content. Spamming other people’s emails, including your coworkers. . Avoid getting sidetracked by your social platforms. For example, use a disclaimer such as “opinions are my own.” . Ask your manager or PR first before you share company news that’s not officially announced. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners. Be respectful, polite and patient. Avoid speaking on matters outside your field of expertise when possible. Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use. Coordinate with our [ ] when you’re about to share any major-impact content. Avoid deleting or ignoring comments for no reason. Correct or remove any misleading or false content as quickly as possible. [ .] [ .] [ .] Always tend to your visitors (especially when they are underage.) Keep your visitors away from areas where there are dangerous machines, chemicals, confidential records or sensitive equipment. Prevent your visitors from proselytizing your colleagues, gathering donations or requesting participation in activities while on our premises. Ask colleagues to help organize events for another employee (e.g. adoption/birth of a child, promotion, retiring.) Seek support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company. Invite colleagues to employee activities for an authorized non-business purpose (e.g. recreation, volunteering.) Ask colleagues to participate in employment-related activities or groups protected by law (e.g. trade unions.)
st|Employee Code of Conduct Dress code Cyber security and digital devices Internet usage Cell phone Corporate email Work-related use Personal use Our general expectations Social media Using personal social media at work Discipline yourself Ensure others know that your personal account or statements don’t represent our company. Avoid sharing intellectual property (e.g trademarks) or confidential information Avoid any defamatory, offensive or derogatory content. Representing our company through social media Conflict of interest Employee relationships Fraternization Dating colleagues Dating managers Friendships at work Employment of relatives Workplace visitors Solicitation and distribution
h1|Code of Conduct Employee Code of Conduct
h5|For Employees
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em|Business/ Business Casual/ Smart Casual/ Casual. slacks/ loafers/ blouses/ boots. Security Specialists PR/Marketing department You must not be involved in a supervisory/reporting relationship with a relative You cannot be transferred, promoted or hired inside a reporting relationship with a relative You cannot be part of a hiring committee, when your relative is interviewed for that position transfer one of you HR Manager/ Security Officer/ Office Manager reception/ gate/ front-office reception/ gate/ front-office front office employees/ security guards
pa|We are doing end to end Data Center in Iraq Region
di|+46 40 6688384
h1|Data Center
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Need Talk With #vollsteam : Add Ph Email
pa|Our reflects our commitment to transparent and flexible communication between managers and team members. Here’s our open door policy definition: it’s simply the management practice of leaving your proverbial door open to all employees. This enhances communication across levels of the organization. And what’s the open door policy significance to our business? It translates to better communication which in turn helps build a culture of trust. We think this is the only way to achieve innovation and growth. Everyone has valuable thoughts to share and both our Volls and ways of working could always be improved. We ask our employees, as the heart of our business, to be ready to provide positive or negative feedback, or share ideas that can help us thrive. We expect managers of all levels to keep their door open; and this refers to so much more than their office door. They should be ready to listen to their employees in person or over digital means we use at work (email or messaging apps). They should establish a culture of trust and communication in their team. This also applies to senior management who should remain approachable for everyone in the organization. Team members are free to communicate their thoughts with upper management. Of course, this policy extends to HR. If you have serious matters on your mind, ranging from concerns over your compensation to Volls harassment, feel free to come to us. Managers should have their office door open so employees can approach them easily to: We already emphasized the importance of open communication when it comes to innovation and improvement of our company. More specifically, we hope that listening to employees will help us: As a manager, listening to your team members is part of your duties. You should always be ready to discuss important subjects ( harassment ) as soon as possible, but you should also make time to listen to your team members’ concerns or ideas. Action is also important. Our company open door policy aims to translate good feedback to better results. This means it’s your job to follow through with improvements that matter. Use your judgement to determine whether you should pass information to your own manager or create a plan to address what your team member has told you. Always be transparent about what you’re going to do. Don’t promise anything that you’re not sure you can deliver. Discuss with your team member, let them know your own thoughts and concerns. After all, communication works both ways. Of course, we expect you to take any negative feedback or criticism in stride. You must not ( ) against or victimize team members. If you’re not sure how to handle the information you received, remember: your manager’s and HR’s doors are also open. Communication is important and is built on mutual trust. This means that just as you trust your manager to listen to you, your manager trusts you to help them digest information better. So we ask you to: In general, speak up when you have an opinion about something. Also, inform us when you notice harassment, victimization or any violation of our We need all of you to ensure the Volls is safe and nice to work in for everyone
di|Open Door Policy
li|Ask for counsel or feedback. Ask questions about a subject. Express a complaint or concern. Raise awareness for a problem. Ask for resolution to an inside dispute or conflict. Make suggestions for change. Discuss other personal topics. Address employee concerns in time. Resolve disputes before tensions escalate. Help employees who were victimized or harassed. Seize opportunities to improve processes. Foster a culture of mutual trust and collaboration. Ask for an appointment in advance, whenever possible, if you want to talk about a significant or delicate matter. Communicate with your manager whenever possible instead of going to more senior manager first. You can bypass your manager in some cases: for example, if they’re out of office, if they’re involved in a harassment claim or they’ve consistently and willfully violated our company open door policy (which you can report to HR). Try to resolve minor disputes with your colleagues before reaching out to your manager. Trust and communication should work horizontally as well as vertically in our company.
st|Open door policy in the Volls Open door policy purpose open door policy in business What is Open Door Policy at work? Scope Policy elements Benefits of open door policy in the Volls Manager’s responsibilities Team member’s responsibilities
h1|Open Door Policy
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pa|Our outlines how we expect our employees to dress at work. Employees should note that their appearance matters when representing our company in front of clients, visitors or other parties. An employee’s appearance can create a positive or negative impression that reflects on our company and culture. This policy applies to all our employees. These dress code rules always apply: Our company’s official dress code is [ ] We may change our dress code in special cases. For example, we may require employees to wear semi-formal attire for an event. Then, both male and female employees should wear suits, ties, white shirts and appropriate shoes. Our company may also introduce [ ] when employees can wear more casual clothing like jeans, simple blouses and boots. This won’t apply if employees are meeting with clients, partners and other external parties. An employee’s position may inform their dress code. If employees frequently meet with clients or prospects, they should conform to a business dress code. When an employee disregards our dress code, their supervisor should reprimand them. The employee should start respecting our dress code immediately. In some cases, supervisors may ask employees to returning home to change. Employees may face more severe consequences up to and , if:
di|Dress Code Policy
li|All employees must be clean and well-groomed. Grooming styles dictated by religion and ethnicity aren’t restricted. All clothes must be work-appropriate. Clothes that are typical in workouts and outdoor activities aren’t allowed. All clothes must project professionalism. Clothes that are too revealing or inappropriate aren’t allowed. All clothes must be clean and in good shape. Discernible rips, tears or holes aren’t allowed. Employees must avoid clothes with stamps that are offensive or inappropriate. Their appearance causes irreparable damage, like loss of a major client. They repeatedly violate our dress code.
st|Business Dress Code Policy Policy brief & purpose dress code company policy S cope Policy elements What is Business Dress Code? Disciplinary Consequences
h1|Dress Code Policy
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Add Ph Email
em|Business/ Business Casual/ Smart Casual/ Casual. dress-down Friday
pa|Our outlines our company’s provisions for employees who become sick and need to be absent from work. The following sample policy specifies how sick leave will be accrued and how it may be used. This company sick leave policy applies to all our employees who have been with our company for at least [ .] Our employees may be unable to perform their duties if they get sick. Our company follows legal guidelines that may apply to sick pay. We’ll also offer [ ] of [ ] sick leave. This leave is separate from other types of leave like maternity leave and Paid Time Off (PTO). Our employees can take sick leave when they want to: Employees who want to attend to routine healthcare (e.g. doctor’s/dentist’s appointments) should use their PTO. Employees will receive [ ] additional day/s every [ ] of working for our company. Depending on the law, employees can accumulate unused sick leave until it reaches a certain number of days. Unused sick time may be calculated for an employee’s annuity when they retire. Keep in mind that, employees who become sick should either use their sick days or work from home to avoid spreading illnesses. When employees want to use their sick time, they should notify their supervisor as soon as possible either through email or an automated Human Resources Information System (HRIS.) They should also inform the supervisor for how long they’ll be absent (if possible) or report daily for every day of sick leave. Under certain circumstances, employees might need to submit a physician’s note or other medical certification and/or complete a sick leave form. Those circumstances include but are not limited to: We will handle all sick time requests with discretion
di|Sick leave policy
li|Recover from sudden illness Recover from accidents/injuries Receive mental/psychological care or counseling when necessary Being absent for more than [ ] on sick leave. Cases when a pattern arises (e.g. employees plead sick at a specific time each week.)
st|Company sick leave policy Policy brief & purpose company sick leave policy Scope Policy elements How do sick days work? Unused sick leave policy Procedure
h1|Sick leave policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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em|six months 25 days paid/ partially paid 1 1 year three days
pa|, , or . Our anti-harassment policy expresses our commitment to maintain a Volls that’s free of harassment, so our employees can feel safe and happy. We will not tolerate anyone intimidating, humiliating or sabotaging others in our Volls. We also prohibit willful discrimination based on [ ] This Volls harassment policy applies to all employees, contractors, public visitors, customers and anyone else whom employees come into contact with at work. For more details on how to recognize, report and deal with sexual harassment and harassment from outside our company, please refer to our and our . Harassment includes bullying, intimidation, direct insults, malicious gossip and victimization. We can’t create an exhaustive list, but here are some instances that we consider harassment: Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated. If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people: Punishment for harassment depends on the severity of the offence and may include counseling, reprimands, suspensions or
di|Harassment Policy
li|[ ] [ .] [ ] [ ] [ .] If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the issue. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders. . If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and may contact HR if appropriate. . Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.
st|Harassment policy Anti-Harassment Employee Harassment Sexual Harassment Racial Harassment Policy Policy brief & purpose Scope Policy elements What is the definition of harassment in the Volls? How to address harassment Your manager HR Disciplinary Consequences
h1|Harassment Policy
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Add Ph Email
em|age, sexual orientation, ethnicity, racial, religion or disability. Sabotaging someone’s work on purpose. Engaging in frequent or unwanted advances of any nature Commenting derogatorily on a person’s ethnic heritage or religious beliefs. Starting or spreading rumors about a person’s personal life. Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will
pa|Our child labor policy is our position on employing minors and aims to ensure that our company, its subsidiaries and everyone we’re connected with follows the law and cares for children’s interests. International, local and federal child labor laws are stricter today than they were years ago. But millions of children are still forced to work in bad conditions all around the world, even in developed countries. As an organization, we want to do business in a legal, ethical manner adding value to society and the environment instead of doing harm. Helping stop child labor is fundamental to us. We want to make sure that our organization doesn’t take part in children’s exploitation and also helps end it to the best of our ability. This policy applies to our entire organization and those we do business or partner with including suppliers, vendors and contractors. The and the guide our policy on child labor. When it comes to legal aspects, we always: In this policy, we refer to “children” as people who are younger than [ ] years of age. “Young children” are people younger than [ ]. “Child labor” refers to work that deprives children of their childhood and affects their schooling, their potential and their dignity. It’s work that’s harmful to them mentally, physically and socially. When it comes to young children (younger than [ ]), we don’t want to stand in the way of their health, schooling or free time. That’s why we don’t and won’t employ anyone younger than [ ] of age and require our subsidiaries to do the same, regardless of the country they’re in. We’re also committed not to do business with any organization that employs children younger than [ ]. We’ll include this condition in every contract we sign and reserve the right to break the contract without penalty if our stakeholder violates this condition and refuses to agree on or follow through with an elimination plan. [ ] . We might occasionally do business with family-owned businesses. Those businesses are usually allowed to employ the owner’s young children as long as the work isn’t too hazardous (e.g. mining, manufacturing). We accept this regulation, but we’ll still dissolve our contract if it comes to our attention that these children are exposed in danger or are working consistently during school hours. . Sometimes, parents bring their children to work to teach them skills and introduce them to a work environment. They may also hand them some tasks to complete (e.g. a painter may ask his child to help with a painting job he’s taken). This is an acceptable practice, as long as it doesn’t deprive children of school on a consistent basis or puts them in any danger. (For example, the painter shouldn’t allow his son to inhale toxic paint or ask him to climb on scaffolding.) When it comes to employing children who are older than [ ], we’ll always follow the local and international laws. As a general rule, these children can have a job, but they should never do work that jeopardizes their health and safety or affects their schooling and development. With this rule in mind, we may employ children older than [ ] for light work such as [ ] They will not use any heavy or dangerous equipment, chemicals or vehicles when working. We’ll determine their work hours and wage based on applicable laws. We won’t employ children for more than the maximum weekly or daily hours allowed. [ ] These are mandatory conditions when forming partnerships or other business relationships. We’ll refuse to do business with anyone who employs children of any age in hazardous or exhausting jobs or doesn’t follow applicable laws on working hours or pay. We also expect them to communicate and enforce the no child labor policy to their own contractors. To make sure we enforce this policy and help eliminate child labor, we’re committed to: We want to grow and thrive as a business, but we’re also committed to do good by the community we belong in. We ask all of our employees and partners to follow this policy, not just because we demand it as an organization, but because securing a bright future for children is everyone’s duty
di|Child labor policy
li|Follow the stricter law if more than one laws apply (e.g. state and federal, local and international). Require suppliers, partners and vendors to follow the stricter applicable laws and recognize children’s rights. They must also require their own suppliers, subcontractors and stakeholders to do the same. Working with governments and other organizations to end child labor. We may sponsor or organize actions to educate communities, build schools or find ways to ensure children won’t be forced to work to support their families. Educating our staff on youth work laws and show them how to report child labor if they see or suspect it. Requiring hiring managers and HR to avoid hiring minors under the legal age for working. We also expect them to know and follow this policy and laws on wages and hours for older children. Keeping and validating documentation verifying our employees’ age after they’re hired. If we discover that we’ve hired a minor under the age of 18, we’ll review applicable laws and adjust working hours accordingly. If we need to let the child go, we’ll assess their situation and make sure to provide for them to the best of our ability (e.g. pay him or her their would-be salary for a couple of months) when necessary. Communicating our no child labor policy to organizations we’re connected with and ensure our contracts have the right stipulations. Auditing suppliers and partners (especially those in ) periodically to ensure they aren’t involved in child labor, possibly with unannounced onsite visits too. We’ll require them to provide us with an updated list of all their business locations at all times. If we discover hidden business sites that employ children, we’ll dissolve our contract immediately. Demanding and monitoring an elimination plan in cases where suppliers discover child labor in their business. We’ll also work together with the stakeholder to create plans to support children, keeping their best interests in mind, and make efforts to involve them and their families in the process. Employing or consulting with experts on topics like child labor, health and safety standards or corporate social responsibility.
st|Child labor policy Policy brief & purpose Scope Policy elements Young children Legal exceptions Parental employment Occasional work Older children Actions and Implementation Children’s welfare is everyone’s business
h1|Child labor policy
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em|18 14 14 15 years 15 Agriculture. Many laws make the distinction between agricultural and non-agricultural jobs. Agricultural job requirements for minors may be less strict, especially if a child works at a family-owned farm. In these cases, we’ll follow the law when doing business with agricultural businesses and we’ll make sure that children involved aren’t placed in danger via regular audits and official documentation. 15 15 stocking shelves, being cashiers, delivering packages in short distances on bicycles, light cleaning duties etc. For example, according to the U.S. federal child labor laws, work hours for children between 14 and 16 years old have a limit of 18 hours a week.
pa|You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly. You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly. Would you like to speak to one of our financial advisers over the phone?
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h1|Services
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h5|B2B – Distribution HUB Food Catering System Integration Construction Energy & Investment Trading AI- High Tech Solutions Dr FIRE | Fire Fighting Solutions Manufacturing Activity Fields Request a Callback
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pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. Our corporate strategy, financial strategy, transactions and a capital markets perspective to help executives and their teams create value. Our world-class data strategy team is global, multidisciplinary and seamless. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum Our proprietary approach is based on client experiences as well as technical expertise Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum Advised in hundreds of technology cases across industries and other hundreds more Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly. Would you like to speak to one of our financial advisers over the phone?
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h1|Trading
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h6|Twice as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth Four times more likely to make decisions much faster
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pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly. Data work focuses on three primary research, advanced analytics and Big Data—and is rooted in our technical expertise, client experience and our knowledge of the latest data collection. Our team members hold advanced degrees in fields ranging from statistics to applied mathematics to computer sciences and have backgrounds in a variety of fields including data science, market research and academia
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li|We’ve advised in hundreds of technology cases across industries, and other hundreds more in which IT was the secondary focus. Our proprietary approach is based on client experiences as well as technical expertise, external partnerships and cutting-edge insights. Our world-class data strategy team is global, multidisciplinary and seamless. One Two One Two Three
h1|Manufacturing
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h3|The Result You Can Expect
h4|Why Us? Approach Experties Our Leadership Team
h5|Request a Callback Services Twice as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth Four times more likely to make decisions much faster
h6|More Then project’s to date. David Allen Chris Brahm Lori Sherer Katrina Bradley
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pa|Experts who come from every corner of industry, commonly known as ” Business leaders” A diverse and seasoned group of executives who share a common goal
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h1|Meet our Team
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h5|Volkan YILMAZ Yusuf ALTINSOY Ozcan TUZER Basem ELSHOBKY Jamal SAFFAR Lara ABDULBAQI
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pa|Our or refers to the amount of time off we offer to our employees per calendar year or month. Paid time off can be considered equivalent to vacation time, but employees can use it any way they want. This policy outlines the accrual process for paid time off, and how employees can manage this benefit. This policy applies to all employees. Our company will not grant fewer days of paid leave than the law dictates. We offer [ ] These employees can use their PTO from the beginning of the year, without having to wait to accrue it. Part-time employees will also receive PTO on a pro-rata basis in the same fashion. Temporary employees receive [ ] multiplied by their contract duration. They can use their full PTO after their first [ ] working with our company. PTO is separate from parental leave or sick leave as these may be subject to different legal or company guidelines. Other kinds of leave such as bereavement leave and jury duty leave will be considered if the need arises. You can file a request for PTO via [ .] When requesting your PTO, you needn’t specify the reason of your request. If your PTO extends more than [ ], we ask you to schedule it at least [ ] in advance. Please try to use your PTO throughout the year and not accumulate your entire leave for the end. Unused PTO [ ] be passed on to the next calendar year. Employees may earn some additional PTO every year. The limit of this total time off is [ ] . In some cases an employee may use up all their PTO and still need to be absent from work. In such cases, we may consider granting that employee unpaid time off. This doesn’t include cases when employees need to take sick leave or parental leave. These types of leave are separate
di|Employee PTO policy
st|Employee PTO policy sample Policy brief & purpose What is an Employee PTO policy? Employee PTO policy paid time off policy S cope Policy elements Unpaid Leave
h1|Employee PTO policy
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em|20 days of annual PTO to our full-time, permanent employees. 0.6 days per month month our HRIS three days two weeks may not 25 days.
pa|Last updated: March 21, 2020 Please read these terms and conditions carefully before using Our Service. Interpretation and Definitions The words of which the initial letter is capitalized have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural. For the purposes of these Terms and Conditions: Acknowledgement These are the Terms and Conditions governing the use of this Service and the agreement that operates between You and the Company. These Terms and Conditions set out the rights and obligations of all users regarding the use of the Service. Your access to and use of the Service is conditioned on Your acceptance of and compliance with these Terms and Conditions. These Terms and Conditions apply to all visitors, users and others who access or use the Service. By accessing or using the Service You agree to be bound by these Terms and Conditions. If You disagree with any part of these Terms and Conditions then You may not access the Service. Your access to and use of the Service is also conditioned on Your acceptance of and compliance with the Privacy Policy of the Company. Our Privacy Policy describes Our policies and procedures on the collection, use and disclosure of Your personal information when You use the Application or the Website and tells You about Your privacy rights and how the law protects You. Please read Our Privacy Policy carefully before using Our Service. Links to Other Websites Our Service may contain links to third-party web sites or services that are not owned or controlled by the Company. The Company has no control over, and assumes no responsibility for, the content, privacy policies, or practices of any third party web sites or services. You further acknowledge and agree that the Company shall not be responsible or liable, directly or indirectly, for any damage or loss caused or alleged to be caused by or in connection with the use of or reliance on any such content, goods or services available on or through any such web sites or services. We strongly advise You to read the terms and conditions and privacy policies of any third-party web sites or services that You visit. Termination We may terminate or suspend Your access immediately, without prior notice or liability, for any reason whatsoever, including without limitation if You breach these Terms and Conditions. Upon termination, Your right to use the Service will cease immediately. Limitation of Liability Notwithstanding any damages that You might incur, the entire liability of the Company and any of its suppliers under any provision of this Terms and Your exclusive remedy for all of the foregoing shall be limited to the amount actually paid by You through the Service or 100 USD if You haven’t purchased anything through the Service. To the maximum extent permitted by applicable law, in no event shall the Company or its suppliers be liable for any special, incidental, indirect, or consequential damages whatsoever (including, but not limited to, damages for loss of profits, loss of data or other information, for business interruption, for personal injury, loss of privacy arising out of or in any way related to the use of or inability to use the Service, third-party software and/or third-party hardware used with the Service, or otherwise in connection with any provision of this Terms), even if the Company or any supplier has been advised of the possibility of such damages and even if the remedy fails of its essential purpose. Some states do not allow the exclusion of implied warranties or limitation of liability for incidental or consequential damages, which means that some of the above limitations may not apply. In these states, each party’s liability will be limited to the greatest extent permitted by law. “AS IS” and “AS AVAILABLE” Disclaimer The Service is provided to You “AS IS” and “AS AVAILABLE” and with all faults and defects without warranty of any kind. To the maximum extent permitted under applicable law, the Company, on its own behalf and on behalf of its Affiliates and its and their respective licensors and service providers, expressly disclaims all warranties, whether express, implied, statutory or otherwise, with respect to the Service, including all implied warranties of merchantability, fitness for a particular purpose, title and non-infringement, and warranties that may arise out of course of dealing, course of performance, usage or trade practice. Without limitation to the foregoing, the Company provides no warranty or undertaking, and makes no representation of any kind that the Service will meet Your requirements, achieve any intended results, be compatible or work with any other software, applications, systems or services, operate without interruption, meet any performance or reliability standards or be error free or that any errors or defects can or will be corrected. Without limiting the foregoing, neither the Company nor any of the company’s provider makes any representation or warranty of any kind, express or implied: (i) as to the operation or availability of the Service, or the information, content, and materials or products included thereon; (ii) that the Service will be uninterrupted or error-free; (iii) as to the accuracy, reliability, or currency of any information or content provided through the Service; or (iv) that the Service, its servers, the content, or e-mails sent from or on behalf of the Company are free of viruses, scripts, trojan horses, worms, malware, timebombs or other harmful components. Some jurisdictions do not allow the exclusion of certain types of warranties or limitations on applicable statutory rights of a consumer, so some or all of the above exclusions and limitations may not apply to You. But in such a case the exclusions and limitations set forth in this section shall be applied to the greatest extent enforceable under applicable law. Governing Law The laws of the Country, excluding its conflicts of law rules, shall govern this Terms and Your use of the Service. Your use of the Application may also be subject to other local, state, national, or international laws. Disputes Resolution If You have any concern or dispute about the Service, You agree to first try to resolve the dispute informally by contacting the Company. For European Union (EU) Users If You are a European Union consumer, you will benefit from any mandatory provisions of the law of the country in which you are resident in. United States Legal Compliance You represent and warrant that (i) You are not located in a country that is subject to the United States government embargo, or that has been designated by the United States government as a “terrorist supporting” country, and (ii) You are not listed on any United States government list of prohibited or restricted parties. Severability and Waiver If any provision of these Terms is held to be unenforceable or invalid, such provision will be changed and interpreted to accomplish the objectives of such provision to the greatest extent possible under applicable law and the remaining provisions will continue in full force and effect. Except as provided herein, the failure to exercise a right or to require performance of an obligation under this Terms shall not effect a party’s ability to exercise such right or require such performance at any time thereafter nor shall be the waiver of a breach constitute a waiver of any subsequent breach. Translation Interpretation These Terms and Conditions may have been translated if We have made them available to You on our Service. You agree that the original English text shall prevail in the case of a dispute. Changes to These Terms and Conditions We reserve the right, at Our sole discretion, to modify or replace these Terms at any time. If a revision is material We will make reasonable efforts to provide at least 30 days’ notice prior to any new terms taking effect. What constitutes a material change will be determined at Our sole discretion. By continuing to access or use Our Service after those revisions become effective, You agree to be bound by the revised terms. If You do not agree to the new terms, in whole or in part, please stop using the website and the Service. Contact Us If you have any questions about these Terms and Conditions, You can contact us:
di|+46 40 6688384 Terms of Use
li|means an entity that controls, is controlled by or is under common control with a party, where “control” means ownership of 50% or more of the shares, equity interest or other securities entitled to vote for election of directors or other managing authority. (referred to as either “the Company”, “We”, “Us” or “Our” in this Agreement) refers to Volls Technology Sweden AB, Sporragaten 25. refers to: Sweden refers to the Website. (also referred as “Terms”) mean these Terms and Conditions that form the entire agreement between You and the Company regarding the use of the Service. This Terms and Conditions agreement as been created legal team of Volls AB means any services or content (including data, information, products or services) provided by a third-party that may be displayed, included or made available by the Service. refers to Volls AB, accessible from Http://www.volls.eu means the individual accessing or using the Service, or the company, or other legal entity on behalf of which such individual is accessing or using the Service, as applicable. By email: sweden@volls.se By phone number: +46 8 525 007 11 By mail: Sporragaten 25, 21377 Malmo SWEDEN
st|Terms and Conditions Affiliate Company Country Service Terms and Conditions Third-party Social Media Service Website You
h1|Terms of Use
h2|Interpretation Definitions Severability Waiver
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pa|The Workplace Visitor Policy may also be referred to as a . Our Workplace Visitors policy outlines our rules for receiving visitors at our premises. We want to ensure that visitors will not: This policy applies to all employees. “Workplace visitors” may refer to employees’ friends and family (referred to as personal visitors) contractors, external vendors, stakeholders and the public. This policy does not refer to remote employees or employees from other company locations. To ensure safety at work, employees who are on parental leave may enter our premises with visitor passes. The following rules apply for all kinds of visitors: Visitors are allowed during working hours. After-hours visitors must have written authorization from [ .] As a general rule, employees may not allow access to our buildings to unauthorized personal visitors. We can make exceptions on a case-by-case basis. Employees may bring visitors to company events or after obtaining authorization from [ ] To avoid confusion or misunderstanding, authorization should be in writing. [ ] may also give verbal authorization, when appropriate, but must also inform reception and security guards. Common areas, like lobbies, may be open to visitors. We advise our employees to only permit visitors in those areas for a short time and for specific reasons. Employees are responsible for accompanying any of their underage visitors at all times. Contractors, suppliers and service vendors, like IT technicians and plumbers, can enter our premises only to complete their job duties. Front-desk employees are responsible for providing contractors and vendors with badges and for instructing them to wear those badges at all times on our premises. Our company may occasionally accept the following types of visitors: Those visitors should receive written authorization from HR or management before entering our premises. They should always be accompanied by an employee while on company property. In accordance with our , visitors must not try to proselytize employees, gather donations or request participation in activities while on our premises. Any visitors who violate this policy may be escorted out. Anyone who delivers orders, mail or packages for employees should remain at the building’s reception or gate. [ ] are responsible for notifying the employee who expects the delivery. If that employee is unable to receive their order, front office employees may accept the order on the employee’s behalf upon request. Front-office personnel must sign for and disseminate all business orders and mail. Large deliveries (e.g. supplies) should be delivered to designated spaces (e.g. warehouses.) Security guards should check appropriate documents, like bills of lading, before allowing access to delivery vehicles. Employees may not bring or accept visitors in areas where there are dangerous machines or chemicals, confidential records or sensitive equipment. Representatives of regulatory bodies and stakeholders (e.g. investors) may be exempted, if they have received official authorization from [ .] In these cases, employees should provide visitors with the necessary badges and protective equipment to enter premises when needed. Security staff who spot unauthorized visitors may ask them to leave. Visitors who misbehave (e.g. engage in hate speech, cause disruption or steal property) will be asked to leave and prosecuted if appropriate. Employees who spot unauthorized visitors may refer them to [ .] Employees who violate this policy may face disciplinary consequences in proportion to their violation. HR will determine how serious an employee’s offense is and take the appropriate action:
di|Volls Visitor Policy
li|Pose threats to our premises and property Distract employees from their work Be exposed to danger Visitors should sign in at the [ ] and show some form of identification. Visitors will receive passess and return them to [ ] once the visit is over. Employees must always tend to their visitors while they are inside our premises. Our internet usage, data protection and confidentiality policies temporarily cover our visitors while they are on company premises. They must not misuse our internet connection, disclose confidential information or take photographs of restricted areas. If they don’t conform, they may be escorted out or face prosecution if appropriate. Students Investors Customers Job candidates Business partners For minor violations (e.g. bringing in personal visitors without authorization), employees may only receive verbal reprimands. For more serious violations (e.g. bringing in unauthorized visitors who rob or damage company property), employees may face severe disciplinary actions up to and including termination.
st|Volls Visitor Policy Company Visitor Policy Policy brief & purpose Scope Policy elements What is the policy for personal visitors in the workplace? Contractors and service vendors Other kinds of visitors Solicitation Deliveries Dangerous or restricted areas Unauthorized visitors Disciplinary Action
h1|Volls Visitor Policy
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em|reception/ gate/ front-office reception/ gate/ front-office HR/management HR/ Security Officer/ Office manager. HR/ Security Officer/ Office manager Front office employees/ security guards HR/ Security Officer/ Office manager security/office manager
pa|Volls recognizes that successful Quality, Health and Safety, Environment management is fundamental to its business and is committed to the continual improvement of procedure, work instructions and working practices to ensure meeting and exceeding customer, legal, other requirements, and compliance obligations. This policy is reviewed on an annual basis to ensure its continuing suitability and adequacy. The purpose of the Personal Protective Equipment Policies is to protect the employees of VOLLS from exposure to work place hazards and the risk of injury through the use of personal protective equipment (PPE). PPE is not a substitute for more effective control methods and its use will be considered only when other means of protection against hazards are not adequate or feasible. It will be used in conjunction with other controls unless no other means of hazard control exist. Personal protective equipment will be provided, used, and maintained when it has been determined that its use is required to ensure the safety and health of our employees and that such use will lessen the likelihood of occupational injury and/or illness. This section addresses general PPE requirements, including eye and face, head, foot and leg, hand and arm, body (torso) protection, and protection from drowning. Separate programs exist for respiratory protection and hearing protection as the need for participation in these programs is established through industrial hygiene monitoring. HSE Manager is responsible for the development, implementation, and administration of our policies. This involves Supervisors have the primary responsibility for implementing and enforcing PPE use and policies in their work area. This involves The PPE user is responsible for following the requirements of the PPE policies. This involves HSE Manager in conjunction with Supervisors, will conduct a walk-through survey of each work area to identify sources of work hazards. Each survey will be documented using the Hazard Assessment Certification Form, which identifies the work area surveyed, the person conducting the survey, findings of potential hazards, and date of the survey. HSE Manager will conduct, review, and update the hazard assessment for PPE whenever Any new PPE requirements that are developed will be added into VOLLS’s written accident prevention program. Once the hazards of a workplace have been identified, VOLLS HSE Manager will determine if the hazards can first be eliminated or reduced by methods other than PPE, i.e., methods that do not rely on employee behavior, such as engineering controls (refer to Appendix B – Controlling Hazards). If such methods are not adequate or feasible, then VOLLS HSE Manager will determine the suitability of the PPE presently available; and as necessary, will select new or additional equipment which ensures a level of protection greater than the minimum required to protect our employees from the hazards (refer to Appendix C – Selection of PPE). Care will be taken to recognize the possibility of multiple and simultaneous exposure to a variety of hazards. Adequate protection against the highest level of each of the hazards will be recommended for purchase. All personal protective clothing and equipment will be of safe design and construction for the work to be performed and will be maintained in a sanitary and reliable condition. Only those items of protective clothing and equipment that meet CE and EN standards will be procured or accepted for use. Newly purchased PPE must conform to the updated ANSI standards which have been incorporated into the PPE regulations, as follows: Affected employees whose jobs require the use of PPE will be informed of the PPE selection and will be provided PPE by VOLLS at no charge. Careful consideration will be given to the comfort and proper fit of PPE in order to ensure that the right size is selected and that it will be used. Any worker required to wear PPE will receive training in the proper use and care of PPE before being allowed to perform work requiring the use of PPE. Periodic retraining will be offered to PPE users as needed. The training will include, but not necessarily be limited to, the following subjects: After the training, the employees will demonstrate that they understand how to use PPE properly, or they will be retrained. Training of each employee will be documented using the Personal Protective Equipment Training Documentation Form and kept on file. The document certifies that the employee has received and understood the required training on the specific PPE he/she will be using. The need for retraining will be indicated when We believes that a safety and health Accident Prevention Program is unenforceable without some type of disciplinary policy. Our company believes that in order to maintain a safe and healthful workplace, the employees must be cognizant and aware of all company, State, and Federal safety and health regulations as they apply to the specific job duties required. The following disciplinary policy is in effect and will be applied to all safety and health violations. You can download our HSE policy
di|+46 40 6688384 Health, Safety Executive [HSE]
li|Provide a healthy and safe working conditions for the prevention of work-related injury and ill health for all our employees, workers, contractors and vendors and to prevent pollution and minimize environment impact from organization’s activities. Provide adequate and appropriate controls for health, safety and environment risks arising from our activities. Eliminate hazards and reduce occupational ill health and injury Consultation and participation of workers in effective implementation of QHSE management system. Continual improvement of HSE Management system. Enhancing customer satisfaction every time Responsibilities of supervisors and employees Hazard assessment and PPE selection Employee training Cleaning and Maintenance of PPE Conducting workplace hazard assessments to determine the presence of hazards which necessitate the use of PPE. Selecting and purchasing PPE. Reviewing, updating, and conducting PPE hazard assessments whenever a job changes new equipment is used there has been an accident a supervisor or employee requests it or at least every year Maintaining records on hazard assessments. Maintaining records on PPE assignments and training. Providing training, guidance, and assistance to supervisors and employees on the proper use, care, and cleaning of approved PPE. Periodically re-evaluating the suitability of previously selected PPE. Reviewing, updating, and evaluating the overall effectiveness of PPE use, training, and policies. Providing appropriate PPE and making it available to employees. Ensuring that employees are trained on the proper use, care, and cleaning of PPE. Ensuring that PPE training certification and evaluation forms are signed and given. Ensuring that employees properly use and maintain their PPE, and follow VOLLS PPE policies and rules. Notifying our management and the Safety Person when new hazards are introduced or when processes are added or changed. Ensuring that defective or damaged PPE is immediately disposed of and replaced. Properly wearing PPE as required. Attending required training sessions. Properly caring for, cleaning, maintaining, and inspecting PPE as required. Following VOLLS PPE policies and rules. Informing the supervisor of the need to repair or replace PPE. a job changes new equipment or process is installed there has been an accident whenever a supervisor or employee requests it or at least every year Selection of PPE Eye and Face Protection EN 166 Head Protection EN 397 Foot Protection EN 345 Hand Protection (There are no EN standards for gloves, however, selection must be based on the performance characteristics of the glove in relation to the tasks to be performed.) When PPE is necessary to be worn What PPE is necessary How to properly don, doff, adjust, and wear PPE The limitations of the PPE The proper care, maintenance, useful life, and disposal of the PPE an employee’s work habits or knowledge indicates a lack of the necessary understanding, motivation, and skills required to use the PPE (i.e., uses PPE improperly) new equipment is installed changes in the work place make previous training out-of-date changes in the types of PPE to be used make previous training out-of-date A first time violation will be discussed orally between company supervision and the employee. This will be done as soon as possible. A second time offense will be followed up in written form and a copy of this written documentation will be entered into the employee’s personnel folder. A third time violation will result in time off or possible termination, depending on the seriousness of the violation
st|Personal Protective Equipment Policies includes: Hazard Assessment for PPE
h1|Health, Safety, and Environment (HSE) Policy
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pa|We’re one of the most experienced fire fighting , alarms, and engineering services end to end solutions and technical support. We producing majour products line for fire fighting. Our brand name is Dr Fire for this. An investment company is a corporation or trust engaged in the business of investing the pooled capital of investors in financial securities. An enterprise that specializes in implementing, planning, coordinating, scheduling, testing, improving and sometimes maintaining a computing operation. SIs try to bring order to disparate suppliers. Our main brand trade mark and sub brands in Sweden
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pa|Our R&D partner BOOM Tech and Volls signed partnership agreement
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pa|Three-day trade exhibition in Dubai to host 1,300-plus exhibitors, 15 country pavilions, and new conference format Dubai, UAE: The countdown has begun for the 21st edition of the world’s leading security, safety, and fire protection trade show in Dubai, with... Our new project developing by {IT}Prosteer at Lviv Ukraine visiting. Our R&D partner BOOM Tech and Volls signed partnership agreement. We hope to grant more successful relationships with global technology agencies by attending the 39th GITEX TECHNOLOGY WEEK in Dubai, UAE. Thanks to #vollsteam all around the world. Our Management team visited Belgium Barco HQ Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur..
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pa|Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur... Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur..
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pa|Three-day trade exhibition in Dubai to host 1,300-plus exhibitors, 15 country pavilions, and new conference format Dubai, UAE: The countdown has begun for the 21st edition of the world’s leading security, safety, and fire protection trade show in Dubai, with... We hope to grant more successful relationships with global technology agencies by attending the 39th GITEX TECHNOLOGY WEEK in Dubai, UAE. Thanks to #vollsteam all around the world
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pa|Our company holiday policy outlines the days our company acknowledges as holidays and provides relevant guidelines for holiday pay. This policy applies to all our employees. Our employees’ exempt or non-exempt status calls for different provisions, which we will describe in this policy. This policy doesn’t apply to employees covered by a collective bargaining agreement. Our company observes the following holidays: These holidays are considered “off-days” for most employees, unless a particular department or branch of our company must operate during these days. If a holiday falls on a day when our company doesn’t operate, we will observe that holiday on the closest business day. For example, if a holiday falls on a Sunday, the following Monday will be observed as a holiday. HR is responsible for informing employees by communicating with them directly (e.g. via email) and updating our internal HRIS. Also, our company offers a floating day which individual employees can take as a holiday any day they choose. Unused floating days do not usually accrue. If an employee misses a holiday due to a compressed working week, they can take a substitute day as time off. Employees who want to take their substitute day must inform their manager and HR. Whenever working on holidays becomes necessary, we will: We [ ] count hours employees worked on a holiday to decide whether an employee is entitled to overtime pay or to calculate the overtime amount due. Exempt employees are entitled to their normal compensation without any deductions for holidays our company observes, whether they work on the holiday or not. Part-time employees will be paid according to the amount of hours they would have worked on that particular day. Permanent non-exempt employees are entitled to receive holiday pay in addition to their regular compensation after they have been with us for more than [ ] on a full-time basis. Temporary non-exempt employees are not entitled to holiday pay. Sometimes, employees may be on leave ( , , etc.) on a holiday. In this case, we will pay them the amount they are entitled to, if they are on a pay status (e.g. .) If they are on a non-pay status (e.g. temporary layoff), they are not entitled to holiday pay. Apart from observed state and national holidays, some employees may observe separate religious holidays. In the spirit of anti-discrimination practices, we will allow employees to take unpaid time off for a religious holiday, unless such an arrangement will cause undue hardship to our company. Employees can also choose to use their floating day or PTO for religious holidays. If they need to use unpaid time-off, they should consult with HR. The HR department will examine and grant employee requests on a case-by-case basis
di|Company Holiday policy
li|Islamic & local offices Holidays, Publics Holidays [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] Inform employees at least [ ] in advance, if they’re expected to work on a holiday. Pay non-exempt employees their regular hourly rate with a premium. If non-exempt employees are required to work overtime, they will be paid the established overtime rate for extra hours worked. Offer exempt employees an additional day off to be taken within [ ] after the holiday.
st|Company Holiday policy Policy brief & purpose Scope Policy elements Working on a holiday Holiday pay entitlement policy Holiday pay when employees are on leave Religious Holidays
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em|New Year’s Day Martin Luther King’s Day President’s Day Good Friday/Easter Monday Memorial Day Independence Day Labor Day Columbus Day Veterans Day Thanksgiving Day Christmas Day one week 12 months will/ won’t three months
pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. Our corporate strategy, financial strategy, transactions and a capital markets perspective to help executives and their teams create value. You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly
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li|One Two We’ve advised in hundreds of technology cases across industries, and other hundreds more in which IT was the secondary focus. Our proprietary approach is based on client experiences as well as technical expertise, external partnerships and cutting-edge insights. Our world-class data strategy team is global, multidisciplinary and seamless.
h1|Energy & Investment
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h6|Twice as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth Four times more likely to make decisions much faster David Allen Chris Brahm Lori Sherer Katrina Bradley
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pa|[vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="3/4"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into..
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pa|Volls Trading Company is providing services to many international companies from Nordics, Sweden, East Asia, central Asia, Middle East and Africa. We are in contact with many companies worldwide that are interested in acquiring our services. We provide high quality service and also help in shipping the goods from and to Sweden Warehouse and Turkey distribution Hubs. If you are an international company or factory, then we can help by introducing your products in the Middle East, Africa and Central Asia. So, we can act as Middlemen in which we help you introduce your products or services in foreign markets and also find customer and introduce them to you. Volls Services Your Middle East Gateway is an online platform for buyers, sellers and businesses through which they communicate as well as conduct the operations of their business instantly. These portals have sophisticated features which have been specified to cater the requirements of buyers and sellers. Businesses can deal in certified products and services within seconds by bidding on the trade portals provided Our import ocean logistics division is a highly valuable ally in your quest to do business in faraway regions of the globe. Be it Asia, Middle East or Europe, we can customs design an ocean freight importing program for your business. Volls Trade vast network of logistics partners worldwide assures you a blanket of financial and physical security that few businesses have. We provide a range of support services, including advocacy, consulting, risk mitigation, market research, trade missions and trade show support, business matchmaking and custom programs, all designed to help you open doors overseas and attract new business We have connections with the shipping companies and freight forwarders in Europa. So we can help you by introducing you to freight forwarder companies in order to import or export your goods from or to Europa. You can then be free from any tension of having to choose a reliable freight forwarder company
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st|B2B Trade Portal Volls Trade Network, Your partner in growing your business overseas with EU products.
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pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. We work with our clients to understand what drives total profit in their industry and to benchmark their performance against peers using our TSR diagnostic. Our corporate strategy, High-Tech integrated project within in-house #vollsteam and engineering experiences , industrial constructions perspective to help executives and their teams create value. You have lead about constructions ? Please visit Our macro site, submit your details and we’ll be in touch shortly
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h1|Construction
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h6|Transparent as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth ON TIME Project Delivery more likely to make decisions much faster Ozan ALTINSOY Chris Brahm Lori Sherer Katrina Bradley
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pa|We are doing end to end Data Center in Iraq Region. — Firefighting System, Fire Alarm System (NFPA 75) & (NFPA 2001) Automatic Firefighting System (FM200) Providing Smart and Automatic Fire Extinguisher Systems, as known as (FM200), and provide all necessary accessories and supplies (such as Smart Control Panel, Fire Sprinklers, HQ..
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pa|[vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="3/4"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into..
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pa|The cell phone company policy may also be referred to as a or a . Our outlines our guidelines for using cell phones at work. We recognize that cell phones (and smartphones especially) have become an integral part of everyday life. They may be a great asset if used correctly (for productivity apps, calendars, business calls etc.) But, cell phones may also cause problems when used imprudently or excessively. This policy applies to all our employees. Despite their benefits, personal cell phones may cause problems in the workplace. Employees who use their cell phones excessively may: Our company expects employees to use their cellphones prudently during working hours. Employees can benefit from using cell phones. They’re allowed to use their phones: Employees can use their phones during or at lunch hour and while on a stationary vehicle. Our company retains the right to monitor employees for excessive or inappropriate use of their cell phones. If an employee’s phone usage causes a decline in productivity or interferes with our operations, we’ll ban that employee from using their cell phones. Employees may face severe disciplinary action up to and including , in cases when they:
di|Employee Cell Phone Policy
li|Get . Disturb colleagues by speaking on their phones. Cause security issues from inappropriate use of company-issued equipment or . Cause accidents when they illegally use their phones inside company vehicles or near areas where using phones is prohibited. Use company-issued phones for business purposes only and preserve them in perfect condition. Surf the internet, text and talk on the phone only for a few minutes per day. Turn off or silence their phones when asked. Play games on the cell phone during working hours. Use their phones for any reason while driving a company vehicle. Use their cell phone’s camera or microphone to record confidential information. Use their phones in areas where cell use is explicitly prohibited (e.g. laboratories.) Speak on their phones within earshot of colleagues’ working space during working hours. Download or upload inappropriate, illegal or obscene material on a company cell phone using a corporate internet connection. To make business calls. To use productivity apps. To check important messages. To make brief personal calls away from the working space of colleagues. Cause a security breach. Violate our . Cause an accident by recklessly using their phones.
st|Employee Cell Phone Policy no mobile phones at work policy bring your own device (BYOD) policy Policy brief & purpose employee cell phone policy Scope Policy elements We advise our employees to: We won’t allow employees to: How to properly use cell phones in the workplace Disciplinary Consequences
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pa|Our outlines our expectations about our employees’ coming to work. Being punctual when coming to work helps maintain efficiency in our workplace. This company attendance policy applies to all nonexempt employees regardless of position or type of employment. Most employees need to collaborate with their colleagues to do their job. To make this collaboration easier, we expect you to be punctual and follow the schedule you and your manager have agreed on. If you are absent or late on occasion, you should have a good reason. Being consistently tardy or absent can cause problems to your colleagues who may have to shoulder your work. This behavior may bring about a “bad attendance” record and you may need to go through . refers to frequent absence from an employee’s job responsibilities. This includes not coming to work frequently or taking excessive sick leave without being able to submit doctor’s notes. refers to being present at work beyond your schedule even when we don’t require overtime. This can cause you to overwork and have an impact on your productivity and job satisfaction. We want to ensure that you keep your schedule both when coming to work and leaving. refers to coming in late, taking longer than you’re entitled to and constantly leaving earlier from work without reason. We probably won’t mind if you’re a bit late one morning or leave a little earlier on a Friday. But, we want to make sure you generally follow your schedule and you don’t cause disruption in our workplace. You are responsible for monitoring your working hours through our [ .] Please be diligent in recording your hours, so you can receive your due payment. If you can’t come in to work one day, notify your manager as soon as possible. If your manager is in a different time zone, contact HR instead. Afterwards, you should draw from your remaining PTO or sick leave to cover this absence. Please record this in our [ ] as quickly as possible. Unexcused or unreported absence for more than three days will be considered job abandonment. If you need to leave work early one day, inform your manager. We will understand if you have good reasons for being absent, even if you don’t report it. Those reasons usually involve serious accidents and family or acute medical emergencies. We may ask you to bring us doctor’s notes or other verification. In these cases, we will record your absence as “excused.” The following list, although not exhaustive, includes reasons that we don’t consider excused absence: Employees who have less than [ ] of absenteeism or tardiness in a year will receive an additional paid day off for next year. You have a good attendance record when you: If you manage employees you are responsible to monitor their attendance. If you notice that a team member is consistently late or absent, arrange a private meeting to discuss. Ask your team member whether they experience issues with their schedule or whether they need help balancing their personal lives with work. , or time management training options may provide a solution. If you perceive a possible that results in absenteeism or tardiness, ask your team member to contact our [ ] and discuss what you can do to help them. If you suspect that your team member abuses their sick leave or is wilfully tardy, you should inform HR and start a progressive discipline process. If your manager suspects you abuse your sick leave, you may need to submit doctor’s notes to avoid our progressive discipline process. If you’re being tardy unintentionally, corrective counseling will be our first attempt at a solution. We may take disciplinary action that goes up to and including termination if: Unexcused and unreported absences don’t count as hours worked, so we won’t compensate them
di|Employee Attendance Policy
li|Waking up late. Stopping on the way to work for personal reasons. Traffic or public transportation delays excluding situations that result in closing of roads. Bad weather, excluding extreme weather conditions like blizzards, hurricanes and floods. that haven’t been approved. Report consistently to work. Come to work at the scheduled shift start time. Leave work at the scheduled shift end time. Remaining at work during working hours (excluding breaks.) Take breaks that don’t exceed an expected length. Notify your manager when you need to be absent or late. Be absent or late with good reasons only. Corrective counseling doesn’t work. We find that you are wilfully tardy. Your tardiness or absenteeism impacts your work.
st|Employee Attendance Policy Policy brief & purpose employee attendance policy Scope Policy elements What is absenteeism and tardiness? Unforeseen absences Good attendance Manager’s responsibility Disciplinary action
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em|Absenteeism Presenteeism Tardiness timekeeping system/ software HR software three incidents mental health professional
pa|A Work from Home Policy may also be referred to as a or . We designed our to make sure that working from home is beneficial to our employees and company. This company work from home policy applies to all our employees who prefer working from home. Employees are allowed to work from home only if their job duties permit it. For example, people who are obliged to come in direct physical contact with customers are not eligible to telecommute under this policy. But, employees who carry out most of their work on a computer can occasionally work off-site. Employees work from home or telecommute when they complete their work at a place located outside of our company’s premises. They may work from home: Work from home arrangements can be occasional, temporary or permanent. Reasons that could demand telecommuting include but are not limited to: Other reasons for working from home depend on employees and managers’ judgement. We advise both employees and managers to consider these elements before asking/approving work from home: When employees plan to work from home, this procedure must be followed: Employees who need to work from home for unforeseen reasons (e.g. illness or temporary difficult commute) should file their request as soon as possible, so managers can consider and approve it. Sometimes, managers and their team members are in a different time zone. When employees need to work from home for unforeseen reasons, they may not be able to get their request approved in time. In this case, they may stay to work from home and notify the HR department. We advise employees to check in with their managers as soon as their manager clocks in. Usually, work from home arrangements don’t affect employees’ employment terms. If working from home has any effect on compensation and benefits, then HR is responsible to create a new contract
di|Work from Home Policy
li|Full-time On certain days Everyday, dividing their schedule between being present at the office and working from a remote location. Parenting Bad weather Emergencies Medical reasons Work-life balance Overlong commute Is the employee eligible by nature of their job? Are there any and data privacy concerns? Will collaboration with the employee’s team become difficult? Do employees have the necessary equipment or software installed at home? What are the conditions of employees’ home or alternative place of work (noise, etc.) Employees file a request through email or a Human Resource Information System (HRIS) at least [ ] in advance. Their managers must approve their request considering all elements we mentioned above. If the work from home arrangement spans for more than a week, managers and team members should meet to discuss details and set specific goals, schedules and deadlines.
st|Work from Home Policy Telecommuting Policy Home-Based Work Policy Policy brief & purpose work from home policy Scope Are employees allowed to work from home? Policy elements How to determine whether an employee can work from home Requesting Work from Home Procedure Time Zone difference Compensation and benefits
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em|two days
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pa|Most of your employees are likely to use one or more social platforms. Whatever they post on their personal accounts can be a potential risk for your company (e.g. if they share sensitive information). And, more importantly, using social media at work can affect productivity and focus. This is one of the reasons you need a company social media policy – to address limitations on what employees can post and to potentially place restrictions on social media use inside the workplace. The other reason is your own social media profile; as an organization, you’ll want to have a consistent voice on your social media and want to avoid posting potentially risky statements or information. A social media policy for employees can give them the instructions they need to know how to handle corporate accounts. Your employees own their social media profiles, so what they post there can’t be restricted by your organization. You can, however, provide them with reasonable guidelines about what they shouldn’t post about (e.g. confidential data) and provide any potential disciplinary actions if their posts affect your company’s image (e.g. hate speech). As far as your own company’s social media accounts are concerned, you’re entitled to set the rules of posting. Your social media policy should be part of your or live inside your policy database. Make sure all employees have read it, especially those in your social media team. Of course, remember that this policy is a living document – this is because the social media landscape changes often, new rules and regulations about privacy are introduced and trends can also play a part (e.g. the #vollsteam movement). Make sure you keep up-to-date with changes and think about whether your company social media policy might need some revamping. Here’s a simple social media policy template to get you started with the essentials: Our provides a framework for using social media. Social media is a place where people exchange information, opinions and experiences to learn, develop and have fun. Whether you’re handling a corporate account or using one of your own, you should remain productive and avoid damaging our organization in any way. This policy provides practical advice to avoid issues that might arise by careless use of social media in the workplace. We expect all our employees to follow this policy. Also, by “social media”, we refer to a variety of online communities like blogs, social networks, chat rooms and forums – not just platforms like Facebook or Twitter. This policy is built around two different elements: one, using personal social media at work and two, representing our company through social media. We our employees to access their personal accounts at work. But, we expect you to act responsibly and ensure your productivity isn’t affected. Whether you’re using your accounts for business or personal purposes, you may easily get sidetracked by the vast amount of available content. So, please restrict your use to a few minutes per work day. We ask you to be careful when posting on social media, too. We can’t restrict what you post there, but we expect you to adhere to our confidentiality policies at all times. We also caution you to avoid violating our anti-harassment policies or posting something that might make your collaboration with your colleagues more difficult (e.g. hate speech against groups where colleagues belong to). In general, please: Some employees represent our company by handling corporate social media accounts or speak on our company’s behalf. When you’re sitting behind a corporate social media account, we expect you to act carefully and responsibly to protect our company’s image and reputation. You should: We’ll monitor all social media postings on our corporate account. We may have to take disciplinary action leading up to and including termination if employees do not follow this policy’s guidelines. Examples of non-conformity with the employee social media policy include but are not limited to: If you violate this policy inadvertently, you may receive a reprimand. We expect you to comply after that, or stricter will apply
di|Company social media policy
li|You shouldn’t state or imply that your personal opinions and content are authorized or endorsed by our company. We advise using a disclaimer such as “opinions are my own” to avoid misunderstandings. like trademarks on a personal account without approval. Confidentiality policies and laws always apply. It may be considered as a violation of our company’s anti-harassment policy, if directed towards colleagues, clients or partners. when engaging in conversations on our company’s behalf. You should be extra careful when making declarations or promises towards customers and stakeholders. when possible. Everyone should be careful not to answer questions or make statements that fall under somebody else’s responsibility. and observe laws on copyright, trademarks, plagiarism and fair use. when you’re about to share any major-impact content. for no reason. They should listen and reply to criticism. content and commentary. any misleading or false content as quickly as possible. Disregarding job responsibilities and deadlines to use social media at work. Disclosing confidential information through personal or corporate accounts. Directing offensive comments towards other members of the online community.
st|What is a corporate social media policy? How restrictive should my company social media policy be? How do I distribute it? Policy brief & purpose social media company policy Scope Policy elements Using personal social media We advise our employees to: Ensure others know that your personal account or statements don’t represent our company. Avoid sharing intellectual property Avoid any defamatory, offensive or derogatory content. Representing our company Be respectful, polite and patient, Avoid speaking on matters outside your field of expertise Follow our confidentiality policy and data protection policy Inform our [ ] Avoid deleting or ignoring comments Never post discriminatory, offensive or libelous Correct or remove Disciplinary Consequences
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pa|Our Employee remote work policy outlines our guidelines for employees who work from a location other than our offices. We want to ensure that both employees and our company will benefit from these arrangements. This policy applies to employees whose primary work location is not at our offices. Remote working is a permanent or temporary agreement between employees and managers to work from a non-office location for more than [ .] Working from home for a maximum of [ ] or working from home certain days a week on a recurring basis are situations covered by our . Employees may work remotely on a permanent or temporary basis. Permanent remote work employees should indicate their primary working address in a remote working agreement. This contract will also outline their responsibilities as remote employees. Office-based employees may also work remotely for a maximum of [ ] per year if [ .] Eligible employees are those who have been employed by our company for at least [ .] Employees who are new parents or suffer from short-term/long-term disability may agree to longer periods of remote working with their manager and HR. Office-based employees may also revert to permanent remote working in cases of relocation. HR will assess their eligibility on a case-by-case basis. Employees who want to work remotely must submit a request by [ .] To ensure that employee performance will not suffer in remote work arrangements, we advise our remote employees to: Team members and managers should determine long-term and short-term goals. They should frequently meet (either online or in-person when possible) to discuss progress and results. Our remote employees must follow our company’s policies like their office-based colleagues. Examples of policies that all employees should abide by are: Compensation is determined by job role. Health insurance, PTO and other individual or group benefits are not altered by a remote working agreement. Remote employees will also receive [ ] per month as a remote-working allowance to cover office-related costs (e.g. electricity and rent.) Occasionally, we may pay for our remote employees to visit our offices. We will provide our remote employees with equipment that is essential to their job duties, like laptops, headsets and cell phones (when applicable.) We will install VPN and company-required software when employees receive their equipment. We will not provide secondary equipment (e.g. printers and screens.) Equipment that we provide is company property. Employees must keep it safe and avoid any misuse. Specifically, employees must: HR will discuss insurance needs with employees. Employees may have to take up homeowner’s insurance to cover the cost of company equipment. HR may reimburse a portion of the coverage when applicable
di|Employee remote work policy
li|Choose a quiet and distraction-free working space. Have an internet connection that’s adequate for their job. Dedicate their full attention to their job duties during working hours. Adhere to break and attendance schedules agreed upon with their manager. Ensure their schedules overlap with those of their team members for as long as is necessary to complete their job duties effectively. . . . . Employee . Anti-discrimination/ . when meeting with customers or partners. Keep their equipment password protected. Store equipment in a safe and clean space when not in use. Follow all data encryption, protection standards and settings. Refrain from downloading suspicious, unauthorized or illegal software.
st|Employee remote work policy Policy brief & purpose Scope Policy elements Remote working agreement Remote working that works Compliance with Policies Compensation and benefits Equipment
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em|three days two days two consecutive weeks they want to visit family/ their birthplace a year asking HR for a form/ through our HRIS $35
pa|Our outlines our rules regarding smoking in the workplace. This policy aims to protect non-smokers without unreasonably depriving smokers from their right to smoke. Our employees who smoke need to follow this policy so they will: We’ll follow any legal guidelines regarding indoor smoking. This policy applies to all employees of our company as well as to visitors, contractors and temporary staff. Our policy refers to all tobacco products. As a general rule, smoking isn’t allowed indoors. This rules refers to: We may establish designated areas that are properly ventilated and secluded. Smoking is prohibited indoors at any time, not just during working hours. If an employee stays late at work, they’re still obliged to follow this policy. We permit smoking during normal at: We also advise our employees to: We will: Any employee who has a complaint regarding this policy can contact our Human resources (HR) department. We expect employees to respect this policy and their colleagues. We’ll take disciplinary action towards employees who disregard this policy: Managers and our HR department are responsible for taking appropriate action after they investigate any incidents thoroughly
di|Smoke Free Workplace Policy
li|Protect non-smokers from second-hand smoking Avoid setting off alarms and smoke detectors Preserve an image of a clean workplace Avoid fires from discarded cigarettes Working areas Hallways Staircases Restrooms Warehouses Company vehicles Kitchen and Cafeterias Designated smoking areas Balconies and open-air verandas Any outer premises including gardens, yards and sidewalks outside of our buildings Extinguish their cigarettes and discard them only in appropriate containers Avoid smoking when they have scheduled meetings with clients or vendors Avoid smoking near flammable objects and areas Place signs at all areas where smoking isn’t allowed Communicate this policy through [ ] Employees who violate this policy frequently or cause severe problems (e.g. fires) may face consequences up to and including termination. Employees who violate this policy infrequently or don’t cause major issues will face reprimands or detraction of benefits.
st|Smoke Free Workplace Policy Policy brief & purpose employee smoking policy What is covered under the Employee Smoking Policy? Scope Policy elements Areas where smoking is permitted Our company’s actions Disciplinary Consequences
h1|Smoke Free Workplace Policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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em|bulleting boards/ internal newsletters
pa|This template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. Our outlines our restrictions for distributing materials and soliciting funds, donations and signatures in activities or groups. This policy applies to all employees as well as external visitors, partners and customers that may be on company premises during working hours. “W ” refers to any area on premises where employees work (offices, meeting rooms, reception etc.) This definition excludes cafeterias, common rooms, hallways or other places where employees don’t usually carry out their job duties. are any time during which an employee is expected to carry out their job duties. This definition excludes meal or rest breaks. This policy does not refer to any kind of work-related matters. Employees can discuss and request assistance or participation in work-related projects. Discussions that fall under the purview of laws protecting unionizing are also excluded from this policy. is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company. These include but are not limited to: refers to disseminating literature or material for commercial or political purposes. All of these forms of solicitation and distribution are strictly prohibited for non-employees on company premises, unless previously authorized by senior management. Former employees are prohibited from soliciting customers or other employees for business purposes and to their benefit in and outside of company premises. The company may require employees to sign a non-solicitation agreement before they leave the company. As an employee, you may solicit from your colleagues only when you want to: In all cases, we ask that you do not disturb or distract colleagues from their work. We also prohibit offensive solicitation or solicitation for personal profit: Employees have the legal right to refuse assistance or participation to any kind of activities or organizations. Employees should not be forced or harassed to support fundraising events, collections, purchasing of merchandise or other activities. This policy applies in the same manner to all individuals or groups. Our company and managers must not allow one group or person to engage in solicitation, while excluding others. Employees may refer any questions or doubts to [ ] We may take disciplinary action ranging from reprimand to termination against employees who don’t conform to this policy. Issues that may trigger disciplinary action include but are not limited to:
di|Solicitation policy
li|Seeking funds or donations for a non-profit organization Asking for signatures for a petition Selling merchandise or services Requesting support for a political candidate Engaging in religious proselytism Ask colleagues to help organize events for another employee (e.g. adoption/birth of a child, promotion, retiring.) Seek support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company. Invite colleagues to employee activities for an authorized non-business purpose (e.g. recreation, volunteering.) Ask colleagues to participate in employment-related activities or groups protected by law (e.g. trade unions.) Selling goods for personal profit. Requesting support or funding for political campaigns. Unauthorized posting of non-work related material on company bulletin boards. Solicitation or distribution of non-business literature towards customers, partners and vendors. Proselytizing others to groups or initiatives that violate non-discrimination and equal opportunity policies. Soliciting in our workplace during working hours for illegitimate reasons. Making colleagues uncomfortable by being overly persistent Distributing material that contain hate or other offensive speech Embezzling or mishandling donations by other employees for events or causes
st|Solicitation policy Solicitation company policy Policy brief & purpose solicitation company policy Scope Policy elements Non-employees Employees Disciplinary Consequences
h1|Solicitation policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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em|orkplace “Working hours” Solicitation Distribution their supervisor/ HR.
pa|Our Volls violence policy aims to acquaint employees with what we consider Volls violence and ask them to report early signs or threats. We want to provide our employees with a safe Volls where mutual respect is a given. We ask everyone to at work. This policy applies equally to all employees, contractors, public visitors, clients and anyone else whom employees come into contact with during work. “ ” refers to physical acts of violence or threats to harm a person or property. Abusive behaviors, whether verbal, psychological or physical, are also considered violence. More specifically: We can’t always predict violent acts, but we ask managers and team members to be vigilant. Report any concerns or violent acts to HR as soon as possible. Examples of violent behaviour among co workers include but are not limited to: We maintain the right to conduct periodic inspections, using reasonable methods, without employees’ consent or prior notice. All supervisors and managers are responsible to implement our policies and ensure that all procedures are free of discrimination. Employees who witness or suspect violence, or are victims of violence, can report to HR or their immediate supervisor. We will investigate quickly and discreetly. We aim to protect victims from harassment and victimization. Our company doesn’t tolerate violence. Any such behavior will trigger appropriate disciplinary action, up to and including , removal from boards or committees, as well as potential criminal charges
di|Violence in the Volls policy
li|Verbal abuse can be using unwelcome, embarrassing, offensive, threatening or degrading language. Psychological abuse is an act which provokes fear or diminishes a person’s dignity or self-esteem. Sexual abuse is any unwelcome verbal or physical assault. Intimidating or bullying others Abusive language Physical assault Threatening behavior Concealing or using a weapon
st|Violence in the Volls policy Policy brief & purpose S cope Policy elements Volls violence Grievance Procedure Disciplinary Consequences
h1|Violence in the Volls policy
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Add Ph Email
pa|This corporate email usage policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. Our corporate email usage policy helps employees use their company email addresses appropriately. Email is essential to our everyday jobs. We want to ensure that our employees understand the limitations of using their corporate email accounts. Our goal is to protect our confidential data from breaches and safeguard our reputation and technological property. This policy applies to all employees, vendors and partners who are assigned (or given access to) a corporate emails with in any company related domains ( as like .se .eu .com. com.tr ). This email may be assigned to an individual (e.g. employeename@volls) or department (e.g. hr@volls.eu) Corporate emails are powerful tools that help employees in their jobs. Employees should use their company email primarily for work-related purposes. However, we want to provide employees with some freedom to use their emails for personal reasons. We will define what constitutes appropriate and inappropriate use. Our employees represent our company whenever they use their corporate email address. They must not: Our company has the right to monitor and archive corporate emails. Employees are allowed to use their corporate email for work-related purposes without limitations. For example, employees can use their email to: Employees are allowed to use their corporate email for some personal reasons. For example, employees can use their corporate email to: Employees must adhere to this policy at all times, in addition to our and guidelines. Email is often the medium of hacker attacks, confidentiality breaches, viruses and other malware. These issues can compromise our reputation, legality and security of our equipment. Employees must: Also, employees should always be vigilant to catch emails that carry malware or phishing attempts. We instruct employees to: If an employee isn’t sure that an email they received is safe, they can ask our [ .] We remind our employees to keep their anti-malware programs updated. We encourage employees to create an email signature that exudes professionalism and represents our company well. Salespeople and executives, who represent our company to customers and stakeholders, should pay special attention to how they close emails. Here’s a template of an acceptable email signature: Employees may also include professional images, company logos and work-related videos and links in email signatures. If they are unsure how to do so, they can ask for help from our Office Manager or their supervisor. Employees who don’t adhere to the present policy will face disciplinary action up to and including termination. Example reasons for termination are:
di|Corporate email usage policy
li|Sign up for illegal, unreliable, disreputable or suspect websites and services. Send unauthorized marketing content or solicitation emails. Register for a competitor’s services unless authorized. Send insulting or discriminatory messages and content. Intentionally spam other people’s emails, including their coworkers. Communicate with current or prospective customers and partners. Log in to purchased software they have legitimate access to. Give their email address to people they meet at conferences, career fairs or other corporate events for business purposes. Sign up for newsletters, platforms and other online services that will help them with their jobs or professional growth. Register for classes or meetups. Send emails to friends and family as long as they don’t spam or disclose confidential information. Download ebooks, guides and other content for their personal use as long as it is safe and appropriate. Select strong passwords with at least eight characters (capital and lower-case letters, symbols and numbers) without using personal information (e.g. birthdays.) Remember passwords instead of writing them down and keep them secret. Change their email password every two months. Avoid opening attachments and clicking on links when content is not adequately explained (e.g. “Watch this video, it’s amazing.”) Be suspicious of clickbait titles. Check email and names of unknown senders to ensure they are legitimate. Look for inconsistencies or style red flags (e.g. grammar mistakes, capital letters, excessive number of exclamation marks.) Using a corporate email address to send confidential data without authorization. Sending offensive or inappropriate emails to our customers, colleagues or partners. Using a corporate email for an illegal activity.
st|Corporate email usage policy template Policy brief & purpose Scope Policy elements Inappropriate use of company email Appropriate use of corporate email Personal use Email security Email signature Disciplinary action
h1|Corporate email usage policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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em|Security Specialists [Employee Name] [Employee Title], [Company Name with link] [Company logo ] [Phone number] | [Company Address]
pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. Today’s B2B customers don’t want you to solve their product needs—they want you to solve their needs, Our company help you with product management organization You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly. As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. We work with our clients to understand what drives total profit in their industry and to benchmark their performance against peers using our TSR diagnostic
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li|One Two We’ve advised in hundreds of technology cases across industries, and other hundreds more in which IT was the secondary focus. Our proprietary approach is based on client experiences as well as technical expertise, external partnerships and cutting-edge insights. Our world-class data strategy team is global, multidisciplinary and seamless.
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h4|More than 3000 projects to date 10+ average years of experience Most powerful team members Approach Why Us?
h5|Request a Callback Services Azad AHMAD Fatih SULUNER
sp|Need Talk With #vollsteam : Tnet Telecom Koc Sistem AS Add Ph Email
pa|Our company cyber security policy outlines our guidelines and provisions for preserving the and technology infrastructure. The more we rely on technology to collect, store and manage information, the more vulnerable we become to severe security breaches. Human errors, hacker attacks and system malfunctions could cause great financial damage and may jeopardize our company’s reputation. For this reason, we have implemented a number of security measures. We have also prepared instructions that may help mitigate security risks. We have outlined both provisions in this policy. This policy applies to all our employees, contractors, volunteers and anyone who has permanent or temporary access to our systems and hardware. is secret and valuable. Common examples are: All employees are obliged to protect this data. In this policy, we will give our employees instructions on how to avoid security breaches. When employees use their to access company emails or accounts, they introduce security risk to our data. We advise our employees to keep both their personal and company-issued computer, tablet and cell phone secure. They can do this if they: We also advise our employees to avoid accessing internal systems and accounts from other people’s devices or lending their own devices to others. When new hires receive company-issued equipment they will receive instructions for: They should follow instructions to protect their devices and refer to our [ ] if they have any questions. often host scams and malicious software (e.g. worms.) To avoid virus infection or data theft, we instruct employees to: If an employee isn’t sure that an email they received is safe, they can refer to our [ .] Password leaks are dangerous since they can compromise our entire infrastructure. Not only should passwords be secure so they won’t be easily hacked, but they should also remain secret. For this reason, we advice our employees to: Remembering a large number of passwords can be daunting. We will purchase the services of a password management tool which generates and stores passwords. Employees are obliged to create a secure password for the tool itself, following the abovementioned advice. Transferring data introduces security risk. Employees must: Our [ ] need to know about scams, breaches and malware so they can better protect our infrastructure. For this reason, we advise our employees to report perceived attacks, suspicious emails or phishing attempts as soon as possible to our specialists. Our [ ] must investigate promptly, resolve the issue and send a companywide alert when necessary. Our Security Specialists are responsible for advising employees on how to detect scam emails. We encourage our employees to reach out to them with any questions or concerns. To reduce the likelihood of security breaches, we also instruct our employees to: We also expect our employees to comply with our and . Our [ ] should: Our company will have all physical and digital shields to protect information. must follow this policy’s instructions too. Since they will be accessing our company’s accounts and systems from a distance, they are obliged to follow all data encryption, protection standards and settings, and ensure their private network is secure. We encourage them to seek advice from our [ ] We expect all our employees to always follow this policy and those who cause security breaches may face disciplinary action: Additionally, employees who are observed to disregard our security instructions will face , even if their behavior hasn’t resulted in a security breach. Everyone, from our customers and partners to our employees and contractors, should feel that their data is safe. The only way to gain their trust is to proactively protect our systems and databases. We can all contribute to this by being vigilant and keeping cyber security top of mind
di|Company cyber security policy
li|Unpublished financial information Data of customers/partners/vendors Patents, formulas or new technologies Customer lists (existing and prospective) Keep all devices password protected. Choose and upgrade a complete antivirus software. Ensure they do not leave their devices exposed or unattended. Install security updates of browsers and systems monthly or as soon as updates are available. Log into company accounts and systems through secure and private networks only. [ ] [ ] [ ] Avoid opening attachments and clicking on links when the content is not adequately explained (e.g. “watch this video, it’s amazing.”) Be suspicious of clickbait titles (e.g. offering prizes, advice.) Check email and names of people they received a message from to ensure they are legitimate. Look for inconsistencies or give-aways (e.g. grammar mistakes, capital letters, excessive number of exclamation marks.) Choose passwords with at least eight characters (including capital and lower-case letters, numbers and symbols) and avoid information that can be easily guessed (e.g. birthdays.) Remember passwords instead of writing them down. If employees need to write their passwords, they are obliged to keep the paper or digital document confidential and destroy it when their work is done. Exchange credentials only when absolutely necessary. When exchanging them in-person isn’t possible, employees should prefer the phone instead of email, and only if they personally recognize the person they are talking to. Change their passwords every two months. Avoid transferring sensitive data (e.g. customer information, employee records) to other devices or accounts unless absolutely necessary. When mass transfer of such data is needed, we request employees to ask our [ ] for help. Share confidential data over the company network/ system and not over public Wi-Fi or private connection. Ensure that the recipients of the data are properly authorized people or organizations and have adequate security policies. Report scams, privacy breaches and hacking attempts Turn off their screens and lock their devices when leaving their desks. Report stolen or damaged equipment as soon as possible to [ ]. Change all account passwords at once when a device is stolen. Report a perceived threat or possible security weakness in company systems. Refrain from downloading suspicious, unauthorized or illegal software on their company equipment. Avoid accessing suspicious websites. Install firewalls, anti malware software and access authentication systems. Arrange for security training to all employees. Inform employees regularly about new scam emails or viruses and ways to combat them. Investigate security breaches thoroughly. Follow this policies provisions as other employees do. First-time, unintentional, small-scale security breach: We may issue a verbal warning and train the employee on security. Intentional, repeated or large scale breaches (which cause severe financial or other damage): We will invoke more severe disciplinary action up to and including termination. We will examine each incident on a case-by-case basis.
st|Policy brief & purpose Scope Policy elements Confidential data Protect personal and company devices Keep emails safe Manage passwords properly Transfer data securely Additional measures Remote employees Disciplinary Action Take security seriously
h1|Company cyber security policy
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Add Ph Email
em|Disk encryption setup Password management tool setup Installation of antivirus/ anti-malware software Security Specialists/ Network Engineers IT Specialist Security Specialists IT Specialists/ Network Engineers IT Specialists/ Network Engineers HR/ IT Department Security Specialists/ Network Administrators Security Specialists/ IT Administrators.
pa|Our third-party harassment policy aims to address employee harassment coming from people outside of our company. We won’t tolerate this kind of behavior, even if it means having awkward conversations with partners or losing business. Ensuring our employees are safe in our Volls is our first priority. In this policy, we indicate how to recognize harassment and how to report incidents. We also explain how we investigate claims and protect victims. This policy applies to everyone outside our company including vendors, investors, customers, contractors, shareholders and any other people we are connected to or do business with. We aim to protect every employee, intern or volunteer regardless of level, function, seniority, status or protected characteristics like race, gender and sexual orientation. For a more detailed explanation of our stance towards harassment, please refer to our and our . Harassment is any kind of behavior that humiliates, victimizes or threatens a person, like directing racial slurs and making sexual advances. Even seemingly harmless actions, like a customer calling an employee constantly outside work for non-emergencies and without prior agreement, can constitute harassment. Innuendos, veiled threats and inappropriate or offensive jokes are all included in our definition. Harassment can happen in-person, over the phone, via email or through a messaging app. It can come from strangers or people you know. Anyone who objectifies, threatens or ridicules our employees is a harasser. We will describe our rules for dealing with these behaviors. Harassment coming from customers is often difficult to deal with. Employees might be reluctant to report customers, especially ones who are responsible for substantial revenue. This causes the customer’s behavior to go unpunished and continue. Please don’t hesitate to report a customer (or a customer’s employee) if they behave inappropriately and make your life difficult. Reporting them means that they won’t harass you anymore and that we will also have the chance to protect other employees who would come in contact with the harasser. Report the customer to HR via email or in-person and inform your manager of your report. If you have emails or other evidence, please attach them or bring them to HR’s office. HR will investigate your claim and contact the customer to ask them to change their behavior. If the customer is a business, our HR will do the following: We will also discuss possible solutions on our end. For example, we may remove you from that person’s customer account and assign you to an account of equal worth. If you needed to interact with that person in specific cases, we may assign another employee to fill in for you at those times. We will not penalize you or retaliate against you in any way. Your working hours, salary/wage or other benefits won’t be affected. If the customer-company ignores our report, or if the incident of harassment happens again and the customer seems unwilling to deal with the person responsible, we will dissolve our contract with that customer. If the customer is an individual, we will refuse our products/services until they correct their behavior. Salespeople and marketers interact with prospects every day. If any of these prospects harasses you: Your manager will make sure that your performance metrics won’t be affected due to a prospect’s inappropriate behavior. For example, you don’t have to continue speaking to a harasser so that you hit your individual targets. If a prospect’s behavior negatively affects your goals (like revenue targets), talk to your manager. They will do everything possible to resolve this issue like assigning you to other prospects or lowering your daily or weekly targets to account for the missed opportunity. After speaking to your manager, please mark that prospect as unqualified [ ], so other employees won’t attempt to contact them later. This will help prevent other employees from being exposed to the prospect’s behavior. Our harassment and anti-violence policies apply to our vendors and contractors. We will communicate them in writing whenever we sign a contract with another business. If an employee of vendor or contractor harasses you, please report directly to HR. Our HR will: If harassment continues after our intervention or our vendor ignores our report, we will dissolve our contract with this vendor. Our company will involve the police if a harasser stalks, assaults or verbally/ physically threatens an employee. This applies to all possible third-parties from customers to investors. When harassers seem dangerous (for example, if a harasser refuses to leave the premises and threatens you with physical violence), call the police before reporting to HR. We have an and we encourage our employees to share their concerns and thoughts with us. However, sometimes employees may not feel comfortable reporting on harassment, whether it has happened to them or a colleague. This is why we expect managers to always be alert and ready to spot harassment towards their team members. If you suspect one of your team members is being harassed, talk to them to get more information. Assure them that they won’t be penalized for reporting harassment from any source and that our company is committed to protect them from harassment. Inform HR of your conversation and act immediately to protect your team members (like assigning someone else to interact with the person who harassed them until HR’s investigation is complete). Managers must also make sure their team members’ metrics won’t be affected. For example, if an outbound sales rep must do five calls per day to promote our company’s product and hangs up on a call because of the prospect’s inappropriate behavior, that call should be marked as successful. Similarly, if an employee has won a contract of $5,000, but is unable to follow through because of the prospect’s behavior, that amount will still count towards our employee’s individual targets. When HR receives a report about third-party harassment, they must: . If HR or a manager behaves that way, please send an email to their own manager or a senior leader explaining the situation. We welcome any feedback or complaint about our procedures and how our employees handled each case. We want to support the victims of harassment. If you experience trauma, stress or other symptoms because of harassment, consider: Your job and benefits will not be jeopardized or altered if you choose any of those options or other means of recovery. We all work best in environments where we feel safe and happy. We can’t control the behavior of people outside of our organization, but we can act to stop it. Please let us know whenever you are being harassed or witness others being the victims of harassment, whether the perpetrator is a customer, an employee or a partner
di|Third party harassment policy
li|Contact that business’ HR department and file a complaint against the person who harassed you. Explicitly ask for that behavior to stop. Ask the customer-company to assign another person as your contact. We will push for this solution in three cases: If the harassment from that person has happened before to you or your colleagues. If the incident of harassment was severe (like a threat of violence or an explicit request for a sexual favor). If you tell us you don’t feel comfortable working with this person anymore. Drop all interactions with them (like answering calls and sending emails) and report this to your manager. If somebody harassed you via email, forward those emails to your manager and our HR department for reference. Leave immediately if someone harasses you at an on-site meeting. Please call your manager as soon as possible to let them know. Report the person who harassed you to the vendor’s HR department. Demand that either this person stops this inappropriate behavior immediately or the vendor assigns a different employee to that position, depending on the severity of the harassment. Ask for as many details and information as possible from the person making the complaint. Keep copies of the report with dates, times and details of incidents and any possible evidence in a confidential file. HR should update this file with all future actions and conversations regarding this complaint. Launch an investigation. HR should always maintain professionalism when communicating with third parties, while also showing that they take the matter seriously and want to protect our employees. Inform the harassed employees of our company’s procedures and provide legal advice if appropriate. Take into account the wishes of the harassed employee. If an employee says they don’t want to interact with a harasser again, HR should consult with that employee’s manager to find a solution that won’t penalize the employee. [ ] [ .] [ .] [ .]
st|Third party harassment policy Policy brief & purpose Scope Policy elements Harassment from customers Harassment from prospective customers Harassment from vendors and contractors Involving the police Manager’s responsibilities HR responsibilities HR or managers must not, under any circumstances, blame the victim, conceal a report or discourage employees from reporting harassment Helping harassment survivors Help us keep our Volls safe
h1|Third party harassment policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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em|in our CRM system Taking a few days of sick leave to restore your mental health. Asking your insurance provider whether they cover mental health services Talking to our EAP (Employee Assistance Program) Officer to evaluate options Speaking to our designated counsellors
pa|Our outlines our provisions for employees who want to change their working hours, days or weeks. This policy applies to all our employees, who need an alternative arrangement about their and who are eligible by nature of their job. We recognize that some employees need to work flexible hours. Example reasons are: Flexible hours can refer to a number of different arrangements: To determine whether an employee is eligible for flexible arrangements, we consider: If our employee initiates the request for flexible schedule then the following procedure must be followed: In cases where the employer does not approve of the employee’s request, the employee must receive an official letter that includes the reasons why. When the request is initiated by the employer, then the employee must be formally notified and sign the agreement along with the other parties
di|Flexible working hours policy
li|Doctor appointments or other when employees choose to shift their everyday schedule by starting the day later or leaving earlier. The total of working hours doesn’t change. “Core hours” may be established during which an employee is obliged to be present at the workplace. when an employee works for less than the standard working hours either by fewer hours per day or by fewer days per week. In such cases salary is calculated anew depending on the new schedule. when employees work longer hours on a number of days per week so they can take time off on the remaining days. Total working hours and compensation remain the same. when an employee must work a specific amount of hours per year with little limitation as to when. when two people divide their schedule to do the same job. . For example, if the job requires at specific hours or every day per week or has a full time workload, then the employee is not eligible for flexible working hours. . For example, some departments (e.g. finance) may require employees to be present due to the amount of incoming paper documents. . For example, if the department’s operations are largely dependent on teamwork, then the employee is less likely to freely modify his/her working schedules. . For example, an employee may have flexible hours on a specific time but may have to follow standard schedule at some other time. . For example, we don’t want any flexible work arrangement to have a big impact on customer satisfaction. The employee files an official request with their manager and HR explaining the reasons for their request. Their manager approves/rejects their request after carefully considering the above criteria. HR approves The employee and their manager meet to discuss details of the arrangement and set specific goals and responsibilities. HR puts the agreement in writing and all parties must sign it. The decision must be revisited and discontinued if it negatively affects productivity or efficiency of the individual or the department.
st|Flexible working hours policy Policy brief & purpose flexible hours company policy Scope Policy elements What does it mean to have a flexible work schedule? Flexible working time Reduced hours Compressed week “Flexible year” Job sharing The nature of the employee’s job The needs of the employee’s team or department The impact on colleagues The duration of the arrangement The impact on customers Procedure
h1|Flexible working hours policy
h5|Volls Shortcuts Company Services & Standard Contact Details
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pa|Our company refers to any case where an employee’s personal interest might contradict the interest of the company they work for. This is an unwanted circumstance as it may have heavy implications on the employee’s judgement and commitment to the company, and by extension to the realization of its goals. This policy will outline the rules regarding conflict of interest and the responsibilities of employees and the company in resolving any such discrepancies. This company conflict of interest policy applies to all prospective or current employees of the company, as well as independent contractors and persons acting on behalf of the company. The relationship of the company with its employees should be based on mutual trust. As the company is committed to preserve the interests of people under its employment, it expects them to act only towards its own fundamental interests. Conflict of interest may occur whenever an employee’s interest in a particular subject may lead them to actions, activities or relationships that undermine the company and may place it to disadvantage. This situation may take many different forms that include, but are not limited to, conflict of interest examples: The possibility that a conflict of interest may occur can be addressed and resolved before any actual damage is done. Therefore, when an employee understands or suspects that a conflict of interest exists, they should bring this matter to the attention of management so corrective actions may be taken. Supervisors must also keep an eye on potential conflict of interests of their subordinates. The responsibility of resolving a conflict of interest starts from the immediate supervisor and may reach senior management. All conflicts of interest will be resolved as fairly as possible. Senior management has the responsibility of the final decision when a solution can not be found. In general, employees are advised to refrain from letting personal and/or financial interests and external activities come into opposition with the company’s fundamental interests. Note: In cases when a conflict of interest is deliberately concealed or when a solution can not be found, disciplinary action may be invoked up to and including termination
di|Employee conflict of interest
li|Employees’ ability to use their position with the company to their personal advantage Employees engaging in activities that will bring direct or indirect profit to a competitor Employees owning shares of a competitor’s stock Employees using connections obtained through the company for their own private purposes Employees using company equipment or means to support an external business Employees acting in ways that may compromise the company’s legality (e.g. taking bribes or bribing representatives of legal authorities)
st|Employee conflict of interest policy Policy brief & purpose Conflict of Interest Policy Scope Policy elements What is an employee conflict of interest? Disciplinary Consequences
h1|Employee conflict of interest
h5|Volls Shortcuts Company Services & Standard Contact Details
sp|Add Ph Email
em|The same principles apply to the company in regards to its clients. When applicable, we are committed to not offer services or form partnerships with companies who are in direct competition with one of our existing clients.
pa|Our Mental Health policy outlines our provisions to prevent and address mental health issues among our employees. Mental health is just as important as physical health. Mental illness may be detrimental to a person, as it impact happiness, productivity and collaboration. Mental health issues may affect companies, in the form of: With this policy, we aim to support our employees and create a healthy and happy workplace. We want everyone to feel appreciated and be treated fairly. This policy applies to all our employees. [ ] is primarily responsible for communicating this policy and overseeing its implementation. Our policy starts by seeking input from all stakeholders. We will consult employees, senior management and mental health professionals to develop and revise our policy. Mental health issues in the workplace are any conditions that affect employees’ state of mind. These conditions may include mild depression, stress and severe anxiety which may result in burnout and nervous breakdowns. Substance abuse may also perpetuate mental health issues. Mental health problems manifest in different ways. Some employees may suffer with no physical side effects, while others may experience physical symptoms (e.g. increased blood pressure, lethargy, changes in eating habits.) Employees may experience mental health issues for various reasons that an employer cannot control (e.g. hereditary, family conflicts, general health.) But, there are also work-related reasons for mental health problems, including: To every extent possible, our company’s leaders aim to recognize and address cases of workplace pressures that contribute to mental health issues. We aim to: As a way to prevent employee distress, we will set up policies for: This list isn’t exhaustive. All of these policies aim to preserve a harmonious workplace where employees can enjoy their work and balance their jobs with their personal lives. All managers and HR must ensure the company adheres to these policies. We will also establish a voluntary Employee Assistance Program (EAP) which includes confidential health assessments, counseling and a 24-hour hotline for personal crises. Our company offers employees a health care insurance package that covers mental illness (treatment, counseling) and substance-use disorders. HR is responsible for explaining this package to our employees and answering questions. We will engage the services of a mental health professional (e.g. psychologist) who will visit our company [ ] as part of our EAP. Employees may reach out to this professional when they are in need of counseling. Anything they share will this person will remain confidential. We want to raise mental health awareness and combat the stigmas associated with them. To do this, we will: Issues related to work, compensation, job insecurity and work-life balance can heavily burden our employees. In these cases, we encourage our employees to speak to our mental health professional about how to handle their individual situations better. Additionally, we encourage open communication between employees and managers. If employees have a work-related problem, they should speak openly to their managers. Managers are in turn obliged to listen to their employees and should search for a mutually satisfying solution together. Managers should also proactively identify mental health issues among their employees. If they perceive that an employee is in a state of emotional or psychological distress, they should reach out to them. Here are some tips on how managers can address an employee who suffers from mental health issues in common situations: HR is responsible for sending out [ ] surveys to gather information about mental health in the workplace. Surveys must be anonymous. We also want to actively support employees who are at risk of facing mental health issues (e.g. pregnant women, new parents, retiring employees.) For this reason, we will establish [ ] support sessions employees can choose to join to discuss their situations and seek advice. Often, it’s easier to reach out to a colleague instead of a supervisor or HR. We encourage coworkers to support one another when needed. One way to prevent our employees from excessive stress is to recognize their work and invest in their personal growth. For this reason, we will establish: The law protects employees who suffer from medical conditions (e.g. clinical depression) or mental disorders (e.g. schizophrenia.) Consistent with our non-discrimination practices, we will treat these employees fairly and we won’t oblige anyone to disclose their condition or other medical information. Instead, we will attempt to support employees who come to us with mental health issues and establish strategies that apply to everyone. Also, we will make reasonable accommodations for people with mental disabilities (e.g. flexible work hours.) This policy’s provision are not restrictive. We will test its elements to find out what works and what doesn’t. HR should continuously research mental health topics and evaluate the results of our policy with managers’ help. To develop, revise and establish this policy, we need everyone’s help. We can all work to define mental health issues, their causes and seek or offer help when needed. We encourage employees to share their ideas and concerns
di|Employer mental health policy
li|Turnover Absenteeism Poor employee performance Employee substance abuse Work-related accidents Workplace violence or harassment Job insecurity. Excessive pressure. Work-life imbalance. Lack of appreciation. Hostile workplace conditions. Unsatisfactory job or workload. Unpleasant relationships with colleagues or managers. Treat mental illness seriously. Identify issues proactively and resolve them. Support employees who face mental health problems. Create pleasant workplaces in collaboration with managers, employees, unions and health experts. Anti-retaliation Anti-discrimination Workplace violence Open communication Work from home/ Flexible hours Parental leave/ Short-term disability leave We will schedule [ ] workshops for managers and employees explaining important elements of mental health. . We will organize an event to present updates to this policy whenever it’s modified. HR will also present this policy to new hires. . We will establish a repository of articles, videos and infographics about mental health. These resources will exist in a shared folder, on our website or as part of an HRIS. If an employee has work-related problems, managers should come up with a solution. If an employee has issues collaborating with colleagues, managers should meet with concerned employees and serve as mediators. If the problem is severe (e.g. violence, harassment, victimization), managers should contact HR. If an employee’s problems are personal or the employee refuses to discuss them, managers should encourage them to contact our mental health professional. Recognition programs Mentorship programs Learning and development programs
st|Employer mental health policy Policy brief & purpose Scope Policy elements What are mental health issues? Factors that cause mental health issues Company Actions Internal Policies Insurance package Professional services Mental health awareness Host information sessions. Keep employees informed Compile helpful resources Job-related issues Managers’ responsibilities Open communication and support Employee recognition and development Compliance with the law Evaluating outcomes
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em|HR/ Mental Wellness Committee once a month quarterly quarterly monthly
pa|Our employee internet usage policy outlines our guidelines for using our company’s internet connection, network and equipment. We want to avoid inappropriate or illegal internet use that creates risks for our company’s legality and reputation. This employee internet usage policy applies to all our employees, contractors, volunteers and partners who access our network and computers. What is appropriate employee internet usage? Our employees are advised to use our company’s internet connection for the following reasons: ● To complete their job duties. ● To seek out information that they can use to improve their work. ● To access their social media accounts, while conforming to our social media policy. We don’t want to restrict our employees’ access to websites of their choice, but we expect our employees to exercise good judgement and remain productive at work while using the internet. Any use of our network and connection must follow our confidentiality and data protection policy. ● Keep their passwords secret at all times. ● Log into their corporate accounts only from safe devices. ● Use strong passwords to log into work-related websites and services. What is inappropriate employee internet usage? Our employees mustn’t use our network to: ● Download or upload obscene, offensive or illegal material. ● Send confidential information to unauthorized recipients. ● Invade another person’s privacy and sensitive information. ● Download or upload movies, music and other copyrighted material and software. ● Visit potentially dangerous websites that can compromise the safety of our network and computers. ● Perform unauthorized or illegal actions, like hacking, fraud, buying/selling illegal goods and more. We also advise our employees to be careful when downloading and opening/executing files and software. If they’re unsure if a file is safe, they should ask [their supervisor/ IT manager/ etc.] Our company may install anti-virus and disk encryption software on our company computers. Employees may not deactivate or configure settings and firewalls without managerial approval. We won’t assume any responsibility if employee devices are infected by malicious software, or if their personal data are compromised as a result of inappropriate employee use. Company-issued equipment We expect our employees to respect and protect our company’s equipment. “Company equipment” in this computer usage policy for employees includes company-issued phones, laptops, tablets and any other electronic equipment, and belongs to our company. We advise our employees to lock their devices in their desks when they’re not using them. Our employees are responsible for their equipment whenever they take it out of their offices. Our employees can use their corporate email accounts for both work-related and personal purposes as long as they don’t violate this policy’s rules. Employees shouldn’t use their corporate email to: ● Register to illegal, unsafe, disreputable or suspect websites and services. ● Send obscene, offensive or discriminatory messages and content. ● Send unauthorized advertisements or solicitation emails. ● Sign up for a competitor’s services unless authorized. Our company has the right to monitor corporate emails. We also have the right to monitor websites employees visit on our computers. Disciplinary Action Employees who don’t conform to this employee internet usage policy will face disciplinary action. Serious violations will be cause for termination of employment, or legal action when appropriate. Examples of serious violations are: ● Using our internet connection to steal or engage in other illegal activities. ● Causing our computers to be infected by viruses, worms or other malicious software. ● Sending offensive or inappropriate emails to our customers, colleagues or partners
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h2|Policy brief & purpose Scope Employee internet usage policy elements Employees should: Email
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pa|Our refers to our commitment to treat information of employees, customers, stakeholders and other interested parties with the utmost care and confidentiality. With this policy, we ensure that we gather, store and handle data fairly, transparently and with respect towards individual rights. This policy refers to all parties (employees, job candidates, customers, suppliers etc.) who provide any amount of information to us. Employees of our company and its subsidiaries must follow this policy. Contractors, consultants, partners and any other external entity are also covered. Generally, our policy refers to anyone we collaborate with or acts on our behalf and may need occasional access to data. As part of our operations, we need to obtain and process information. This information includes any offline or online data that makes a person identifiable such as names, addresses, usernames and passwords, digital footprints, photographs, social security numbers, financial data etc. Our company collects this information in a transparent way and only with the full cooperation and knowledge of interested parties. Once this information is available to us, the following rules apply. Our data will be: Our data will not be: In addition to ways of handling the data the company has direct obligations towards people to whom the data belongs. Specifically we must: To exercise data protection we’re committed to: Our data protection provisions will appear on our website. All principles described in this policy must be strictly followed. A breach of data protection guidelines will invoke disciplinary and possibly legal action
di|Company data protection policy
li|Accurate and kept up-to-date Collected fairly and for lawful purposes only Processed by the company within its legal and moral boundaries Protected against any unauthorized or illegal access by internal or external parties Communicated informally Stored for more than a specified amount of time Transferred to organizations, states or countries that do not have adequate data protection policies Distributed to any party other than the ones agreed upon by the data’s owner (exempting legitimate requests from law enforcement authorities) Let people know which of their data is collected Inform people about how we’ll process their data Inform people about who has access to their information Have provisions in cases of lost, corrupted or compromised data Allow people to request that we modify, erase, reduce or correct data contained in our databases Restrict and monitor access to sensitive data Develop transparent data collection procedures Train employees in online privacy and security measures Build secure networks to protect online data from Establish clear procedures for reporting privacy breaches or data misuse Include contract clauses or communicate statements on how we handle data Establish data protection practices (document shredding, secure locks, data encryption, frequent backups, access authorization etc.)
st|Company data protection policy Policy brief & purpose Company Data Protection Policy Scope Who is covered under the Data Protection Policy? Policy elements Actions Disciplinary Consequences
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pa|Our employee breaks policy describes how employees should take breaks during their workday. We want our employees to be able to rest, eat, smoke and relax for some time during their workday to foster a pleasant workplace. Breaks may be mandated by local law or union agreements. We will comply with these guidelines at all times. This policy applies to all our employees. Our employees can take the following breaks at work: . We provide all employees who work more than [ ] on a given day with a [ ] meal break. They should take it within [ ] from the beginning of their workday. If you work longer than [ ] in one day, you can take a second meal break. These breaks are generally unpaid for non-exempt employees, unless local law states otherwise. . Our employees can take one paid [ ] rest break for every four hours worked. So, if you work ten hours you may normally take two rest breaks. . Employees can take reasonable toilet breaks, whenever they need to, as part of their workday. . Employees who want to pump/express milk can use our lactation rooms according to our . A general provision for these unpaid breaks is [ .] Meal and breastfeeding breaks won’t count against your standard working hours or overtime. If possible, schedule these breaks in advance so your team will know when you will be unavailable. For certain positions, we may schedule lunch breaks to avoid any negative impact on our operations. For example, if you work in customer support, we may schedule lunch time so someone will always be available to answer customer requests. Rest and restroom breaks are included in your working hours and are paid as normal. Local law may make meal breaks mandatory. If this is the case, please take time to have a meal as expected. To safeguard your health and productivity, your manager may ask you to take a break if you haven’t taken one for more than [ .] We expect that employees will not be working during their breaks. If you need to perform any kind of work (e.g. answering calls on your phone), we will pay your normal compensation for that time. Also, you will be paid as normal when you are obliged to remain on company premises during your meal break for a work-related reason (e.g. waiting for a delivery.) We want our employees to feel well and be productive while working. If you become indisposed or experience another issue, ask your manager for an impromptu break. Ask for a sick leave or partial PTO if you believe that you need a break lasting more than [ ]. Local law may have special provisions for minors regarding their breaks. We will follow the law and ensure our underage employees rest adequately during their workdays
di|Employee breaks company policy
st|Employee breaks company policy Policy brief & purpose S cope Policy elements Meal breaks Rest breaks Restroom breaks Breastfeeding breaks How working hours are affected Mandatory breaks Working during breaks Unforeseen breaks Breaks for minors
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em|six hours 30-minute two to five hours 10 hours 10-minute 15 minutes five hours 30 minutes
pa|Our Fraternization policy outlines our guidelines on employees forming personal relationships with each other. We don’t want to place undue restrictions on employees dating colleagues, as we acknowledge that freedom of choosing one’s partner is an individual’s right. But, without rules and guidelines, romantic relationships between colleagues may negatively impact our workplace. This policy will set restrictions to maintain workplace conduct and order. Friendships forming between employees are also included in this policy. Friendships allow for a more collaborative environment, but they might also occasionally create cliques and fragmentation inside departments. This policy does not restrict participating in labor unions or other labor or civil rights organizations. This policy applies to all our employees regardless of gender or sexual orientation. For the purposes of this policy, “dating” includes consensual romantic relationships and sexual relations. Non-consensual relationships constitute and we prohibit them explicitly. Dating colleagues may cause problems if not handled correctly. Examples of common concerns are: So, we advise our employees to: When serious problems arise between couples, they can arrange a meeting with HR or their manager to find a solution. Example of a possible solution is to consult with and transfer an employee to a different division, without loss of benefits or compensation. When two employees are in a relationship with one another, they should behave appropriately in the workplace. We define unacceptable behavior as any action that: Examples of acceptable behavior for employees are: Examples of unacceptable behavior for employees are: Employees who exhibit unacceptable behavior will face progressive discipline, up to and including termination in cases of repeated violations. HR is responsible for determining appropriate penalties. Employees are also obliged to behave appropriately towards their colleagues who date each other. We prohibit and towards employees for any reason. This includes sexual jokes, gossip and improper comments. Employees who witness this kind of behavior should report it to HR. Employees are obliged to follow our at all times. To avoid accusations of favoritism, abuse of authority and sexual harassment, we prohibit supervisors from dating employees who report to them. This restriction may extend to every manager within two levels above an employee, regardless of team or department to facilitate moving or promoting employees. Supervisors are strictly forbidden from dating their direct reports. If this occurs, the supervisor may face disciplinary action up to and including termination. This rule may be less strict in cases when managers enter into a consenting relationship with an employee from another team or department. When this happens, they must inform HR as soon as possible. It’s to their best interest not to conceal their relationship as they may provoke disciplinary action if and when they are discovered. HR will evaluate the situation and act accordingly (e.g. transfer an employee or prepare a to ensure the relationship is consensual.) Employees will not face demotion, victimization or loss of benefits if we have to transfer them to another team or department. The supervisor may be reprimanded depending on the circumstances. We may terminate those who repeatedly disregard this restriction. Employees who enter in an official relationship with another employee after they’re both hired by our company should follow the rules outlined above. A married employee (or an employee who has a domestic partner) who serves as hiring manager for their team is not allowed to consider hiring their partner for open roles. This might bring about questions of favoritism in the hiring process. They are allowed to refer their partner for employment to other teams or departments for which they don’t have any managerial or hiring authority. If we discover that a hiring manager hired their partner, HR may move one of them to another team or branch where one won’t supervise the other. The hiring manager will receive a reprimand, as their hiring decision may have compromised our company’s commitment to and avoiding favoritism. Employees who work together may naturally form friendships either in or out of their workplace. We encourage this relationship between peers, as it can help employees communicate, collaborate and preserve harmony while working. However, we must consider the negative consequences of forming this kind of personal relationship. Employees who are friends might occasionally: To mitigate possible issues, we advise our employees to: Being friends with one’s manager may have both positive and negative consequences. On one hand, friendship might facilitate honesty, trust and job satisfaction for both parties. But, friendship might also make managers and employees confused about how they should treat each other. Questions of favoritism might arise too, and result in negative feelings and loss of morale. For these reasons, we discourage employees being friends with their managers. We do encourage a harmonious and open relationship, but we think it’s to everyone’s best interest if managers are not involved with their direct reports outside of the workplace. The key point of this policy is openness. We can’t stop employees from forming relationships with one another and trying to prohibit them from doing so could incite deceit, resentment and gossip. For this reason, we expect our employees to be open about their personal relationships with colleagues. This does not mean that employees should draw attention to their relationship. But, keeping work relationships secret may negatively impact all parties involved. HR will be at our employees’ disposal to explain our policy, attitude and course of action in cases of violation. Just like we expect employees to comply with this policy, our company has responsibilities that we are obliged to follow. We will: Our employees should follow our at all times. For example, HR must not penalize a homosexual couple differently than a heterosexual couple when they both have violated the present policy in the same manner. Likewise, if a team member is discovered to have a relationship with their manager, the person who will be transferred or terminated must not be chosen based on their gender. We will keep our employees’ freedom and individual rights in mind and follow the law
di|Employee fraternization policy
li|Colleagues who date might spend a large portion of their work time talking or meeting with each other instead of completing their duties. Fights or breakups between couples might affect their ability to collaborate or maintain peace in the workplace. Employees who dated supervisors might sue for sexual harassment if they are terminated. Employees who date executives might unfairly benefit from favoritism. Consider any possible before they enter into a relationship with a coworker. Inform HR when they enter into a romantic or intimate relationship with a colleague. Keep discussions of personal issues out of the workplace. Seek counseling from HR or specialized employees (e.g. psychologist) if needed. Maintain professionalism despite the status of the relationship and seek advice from their managers or HR to solve any issues. Offends our people. Disrupts or hinders our operations. Distracts our employees from their duties. Decreases our employees’ individual performance. Passing by their partner’s office to talk to them for non-work reasons for a short time. Displaying affection discreetly and infrequently while on company premises. Discussing their plans as a couple during breaks or lunch hours (with or without colleagues.) Coming to and leaving from work together. Arguing in the workplace during or after working hours. Kissing or touching inappropriately in front of colleagues. Exchanging an excessive number of instant messages or calls unrelated to their work during working hours. Making their colleagues uncomfortable by talking or boasting about the relationship during working hours. Enter into disputes over borrowed money. Gossip about colleagues and acquaintances. Form cliques that exclude certain colleagues and bring discord. Prevent one another (whether directly or indirectly) from accepting promotions or relocations for the sake of their friendship. Discuss non-work related issues outside of the workplace. Ask for their managers or HR’s help when they are unable to resolve an issue or conflict of interest. Follow our Code of Conduct and act professionally at all times. Focus on their work instead of their friendships while at the office. Enforce this policy to HR and senior management as well as employees. Treat everyone equally when taking disciplinary action without discriminating against protected characteristics. Prohibit victimization, and of any kind. Examine each situation separately and consider all aspects and perspectives before making decisions.
st|Employee fraternization policy Policy brief & purpose Scope Policy elements Dating in the workplace Unacceptable and acceptable behavior Dating managers Couples who are married or in a domestic partnership Friendships in the workplace Friendships with supervisors Openness Our company’s commitment
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pa|We designed our to explain how we expect our employees to treat confidential information. Employees will unavoidably receive and handle personal and private information about clients, partners and our company. We want to make sure that this information is well-protected. We must protect this information for two reasons. It may: This policy affects all employees, including board members, investors, contractors and volunteers, who may have access to confidential information. Confidential and proprietary information is secret, valuable, expensive and/or easily replicated. Common examples of confidential information are: Employees may have various levels of authorized access to confidential information. When employees stop working for our company, they’re obliged to return any confidential files and delete them from their personal devices. We’ll take measures to ensure that confidential information is well protected. We’ll: Confidential information may occasionally have to be disclosed for legitimate reasons. Examples are: In such cases, employees involved should document their disclosure procedure and collect all needed authorizations. We’re bound to avoid disclosing more information than needed. Employees who don’t respect our confidentiality policy will face disciplinary and, possibly, legal action. We’ll investigate every breach of this policy. We’ll terminate any employee who willfully or regularly breaches our confidentiality guidelines for personal profit. We may also have to punish any unintentional breach of this policy depending on its frequency and seriousness. We’ll terminate employees who repeatedly disregard this policy, even when they do so unintentionally. This policy is binding even after separation of employment
di|Employee confidentiality policy
li|Be legally binding (e.g. sensitive customer data.) Constitute the backbone of our business, giving us a competitive advantage (e.g. business processes.) Unpublished financial information Data of Customers/Partners/Vendors Patents, formulas or new technologies Customer lists (existing and prospective) Data entrusted to our company by external parties Pricing/marketing and other undisclosed strategies Documents and processes explicitly marked as confidential Unpublished goals, forecasts and initiatives marked as confidential Lock or secure confidential information at all times Shred confidential documents when they’re no longer needed Make sure they only view confidential information on secure devices Only disclose information to other employees when it’s necessary and authorized Keep confidential documents inside our company’s premises unless it’s absolutely necessary to move them Use confidential information for any personal benefit or profit Disclose confidential information to anyone outside of our company Replicate confidential documents and files and store them on insecure devices Store and lock paper documents Encrypt electronic information and safeguard databases Ask employees to sign non-compete and/or non-disclosure agreements (NDAs) Ask for authorization by senior management to allow employees to access certain confidential information If a regulatory body requests it as part of an investigation or audit If our company examines a venture or partnership that requires disclosing some information (within legal boundaries)
st|Employee confidentiality policy Policy brief & purpose company confidentiality policy Scope Policy elements What employees should do: What employees shouldn’t do: Confidentiality Measures Exceptions Disciplinary Consequences
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pa|and supplies (such as Smart Control Panel, Fire Sprinklers, HQ flame sensor/detector, smoke detectors, …etc). It is the software that analyzes and manages the operation of environment such as Data Center and System Room. It provides reporting, online monitoring and control of all critical situations that need to be checked for system health and continuity, such as temperature map, humidity map, UPS status, air conditioning activities and instantaneous energy conditions in different regions. Data Center provides an advanced management system with modules such as Asset Management, Cable Management, Job Order Management, Change Management. It can be managed via a standard web browser to access all platforms. It can be integrated into all systems that are vital for Data Centers such as security access systems, closed circuit camera systems, energy room management systems. It enables single-center monitoring of these systems and emergency plans. The Retmon DCIM system supports SNMP, Modbus RTU and TCP and special protocols can be added via protocol plug-in support
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li|Automatic Firefighting System (FM200) Providing Smart and Automatic Fire Extinguisher Systems, as known as (FM200), and provide all necessary accessories Manual Firefighting System Installing CCTV Video Surveillance Integrated System Installing more than 500 cameras in two different conditions (indoor and outdoor) 1080p FHD Super Fine Quality, with 24/7 capability Intelligent Integrated System for Easy-Controlled within Client Control Panel Easy-Controlled Surveillance System with NVR (Network Video Recorder) and VMS (Video Management System) developed by Volls©
st|— Firefighting System, Fire Alarm System (NFPA 75) & (NFPA 2001) CCTV Video Surveillance (IP Cameras) DCIM Solutions
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pa|Our equal opportunity employer policy reflects our commitment to ensure equality and promote diversity in the workplace. This equal employment opportunity policy is the pillar of a healthy and productive workplace. Everyone should feel supported and valued to work productively so we are invested in treating everyone with respect and consideration. Our equal opportunity employer policy applies to all employees, job candidates, contractors, stakeholders, partners and visitors. Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases. Being an equal opportunity employer means that we provide the same opportunities for hiring, advancement and benefits to everyone without discriminating due to protected characteristics like: We built our equal employment opportunity policy around preventive and affirmative actions to ensure fairness in all aspects of employment. These aspects include: We also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees and we are committed to prevent and resolve any kind of harassment against our employees, including . Our HR department is responsible for assessing our company’s processes and ensuring they are bias-free. Whenever we find interfering, we will act immediately to refine our processes, train our people to combat their biases and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected. To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company. We will also take additional actions to promote fairness and diversity as part of our equal employment opportunity policy. We will: All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times. If you see or suspect that our EEO policies are being violated, feel free to inform HR immediately. If you suspect that someone is behaving in a wrong way but doesn’t realize it, you could also talk to them directly. When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a coworker might warrant a reprimand, but harassing someone systematically might result in demotion or termination
di|Equal Opportunity Employer Policy
li|Age Sex / Gender Sexual orientation Ethnicity/ Nationality Religion Disability Medical history Hiring Training Evaluating performance Administering compensation and benefits [ .] [ [ .] [ ] [ ] [ ] [ ]
st|Equal Opportunity Employer Policy EEO policy statement EEO Policy brief & purpose Scope Policy elements What is an EEO policy? Actions Grievance Procedure Disciplinary Consequences
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em|Use inclusive language in all signs, documents and webpages Modify structures and facilities to accommodate Provide parental leave and flexible work arrangement policies Hire, train and evaluate employees through job-related criteria. Allow employees to take religious or national that aren’t included in our company’s official schedule. Train employees on communication and diversity. Implement open door practices so employees can report discrimination more easily.
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pa|Our allows employees to take as much leave as they need. Employees need time to rest and enjoy themselves outside work. Putting a cap on this important time doesn’t help our effort to achieve high levels of employee satisfaction and productivity. This policy is based on mutual trust between employer and employee. It gives employees opportunities to work or take time off as they see fit, as long as they keep fulfilling their duties. This policy applies to full-time and part-time employees of the company. The company doesn’t limit the amount of PTO employees can take. It does establish a minimum time off level. All employees will have to take at least [ ] off each year. This will help them avoid exhaustion and ensure they have some time to clear their minds from their work duties. The company might choose to offer incentives (e.g. bonus) to encourage employees to take time off. If employees don’t meet the minimum level, they’ll lose those incentives. The company will track vacation time for all employees to ensure that: Employees don’t accrue time-off so the company will not compensate unused leave. This policy doesn’t interfere with legally established leaves like maternity and paternity leave. Employees should use at least the legal amount. Any vacation leave they choose to take is separate. Employees are obliged to: Vacation leave of maximum one business week doesn’t need approval from supervisors. Employees are still advised to coordinate with their team members to ensure fairness and efficiency. Supervisors need to approve vacation leave that extends beyond a business week. They should do this with a first-come, first-served system. Supervisors can consider rejecting vacation requests if: Supervisors can’t reject leave requests for any of the following reasons: Neither list is exhaustive. Both employees and supervisors should use common sense and adhere to company policies when requesting/approving vacation leave. Effective communication between team members is vital to make this policy work for everyone. The company will review this policy annually and address any issues
di|Unlimited vacation company policy
li|Employees take the minimum time off. Employees don’t take time off that compromises their performance. Avoid abusing the policy by taking time off that negatively impacts their job and the company. Communicate and collaborate with their team to ensure everyone takes leave without disrupting operations. Plan to delegate, postpone or otherwise manage projects that will be affected by their time off. Notify their supervisors at least two weeks in advance. Other team members with similar or complementary duties have already asked for leave during the same time. The time in question is too busy or includes an important deadline for the employee asking for leave. An employee appears to abuse the policy. Supervisors have to prove that this is the case, using data from our leave tracking system and presenting employees’ inadequate deliverables. They should also arrange a meeting with the employee and HR. To discipline employees. To force employees to fulfil duties that aren’t urgent. To approve leave for another employee who made a later request.
st|Unlimited vacation company policy Policy brief & purpose unlimited vacation company policy Scope Policy elements Procedure
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em|specified number of days
pa|[vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="1/4"][theme_pages_list title_tag="h5"][/vc_column][vc_column width="3/4"][vc_single_image image="208" img_size="full" style="vc_box_shadow_border"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data..
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pa|[vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="3/4"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into... [vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="3/4"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into..
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pa|Our describes our provisions towards employees who file reports for harmful, discriminatory or unethical behaviors. Whether accusations are true or false, our company wants to prevent victimization and other retaliatory behavior towards the employee. We believe it’s important that employees aren’t afraid to speak up about any issues. It’s to our company’s benefit to resolve them as soon as possible. An environment of fear can only be harmful in the long run. We’ll follow all legal prohibitions for retaliation and will grant employees the right to speak about misconduct. At any case, we will make an effort to preserve legality and business ethics. This policy applies to all prospective, current or former employees of the company. Actions that often bring about retaliation include but are not limited to: Employees may file complaints internally to a manager or Human Resources Department. Or they may speak to persons able to take legal action against the alleged guilty party. These employees are called “Whistleblowers”. At any case, we’ll follow our harassment-free workplace principles. Employees who report misconduct or suspected violation must be protected from retaliation. We don’t want to silence complaints, but we encourage open communication in accordance with our . We need a no retaliation policy for two reasons. First, when reports have a solid basis, we must consider them and take action. Retaliating against an employee who brought attention to inconsistencies or violations will harm our company’s trustworthiness and reliability. Secondly, any kind of retaliatory action, whether intentional or unintentional, may expose us to a serious legal risk. It’s important to note that this policy refers to circumstances when an employee’s report is true as well as circumstances when the report is baseless. We don’t consider the report’s validity when it comes to no retaliation principles, as required by law. Our company will malevolently punish its employees in any way and for whatever reason. Retaliation in the workplace may be expressed in a variety of ways. These include but are not limited to: Retaliation is in general defined as any kind of negative action against a current or former employee that takes the form of punishment, and creates a hostile, threatening or uncomfortable environment as a result of their reported complaint. Employees that are found guilty of retaliation will be subject to disciplinary action that may also . Disciplinary action may also apply to employees who have repeatedly filed false or unreasonable complaints against us and are proven to have been intentionally lying, falsifying evidence, acting maliciously or for personal benefit. That way we can ensure that employees do not take advantage of our policy and act always in good faith. Employees have the right to communicate problems, suggestions or issues to any manager. No retaliation policy applies to all official or unofficial reports. All complaints will be kept confidential and investigation will be as little disruptive as possible. In cases of lawsuits or complaints filed in an authority or legal entity, employees won’t be victims of retaliation. If an employee files a complaint with our company for another employee, we’ll take it seriously and investigate thoroughly. If we need to act immediately during our investigation (like in cases of harassment), we’ll ensure the employee who filed the complaint will not be affected in any way. The alleged wrongdoer may see their employment or position affected until the investigation is concluded. In some cases, an employee who has filed a report may face disciplinary action on an unrelated offence. We’ll provide official documentation stating the reason of disciplinary procedures against the employee, along with evidence for their misconduct
di|Retaliation in the Workplace Policy
li|Complaints for Complaints for company actions that harm the environment or society Requests for parental or other leave Participation in a pending investigation of misconduct or violations Lawsuits for wrongful dismissal or termination for cause Victimization Termination or illegal retraction of benefits Reduction of compensation Poor work performance evaluation Exclusion from corporate events or meetings Defamation of character (prominent in cases of former employees)
st|Retaliation in the Workplace Policy Policy brief & purpose No Retaliation company policy Scope Policy elements Why do we need a No Retaliation Policy? Actions
h1|Retaliation in the Workplace Policy
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pa|Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur sit amet quam id libero suscipit venenatis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Suspendisse sed ligula. Sed volutpat odio non turpis gravida luctus. Praesent elit pede, iaculis facilisis, vehicula mattis, tempus non, arcu. Design is a funny word. Some people think design means how it looks. But of course, if you dig deeper, it’s really how it works. Suspendisse ac pede. Cras tincidunt pretium felis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Pellentesque porttitor mi id felis. Maecenas nec augue. Praesent a quam pretium leo congue accumsan
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pa|Our Progressive Discipline policy outlines the steps we will take to address an employee’s misconduct. We recognize that people make mistakes and our employees may not always follow our policies closely. We want to give our employees a chance to correct their behavior when possible and assist them in the process. We also want to ensure that serious offenses are thoroughly investigated and dealt with. This policy applies to all our employees. Our disciplinary process has six steps of increasing strictness. These steps are: All these phases are official and managers should document them. HR must also keep records of the process from step 3 onwards. Managers should let employees know when they launch a progressive discipline procedure. For example, pointing out a performance issue is not necessarily a verbal warning and may be part of the regular feedback an employee receives. If managers judge that a progressive disciplinary process is appropriate, they must clarify this to their team member and document the step. Each step may be repeated instead of moving forward to the next step at HR or a manager’s discretion. For example, a supervisor may choose to have more than one informal meeting with their employees (step 2) before they ask HR to issue a formal reprimand (step 3.) Managers can make the decision to repeat a step if they: : When a manager or HR issues a verbal warning to an employee, they should do so privately. When appropriate, they should provide that employee with a copy of the company policy they violated, and explain our progressive discipline steps. Supervisors should provide employees with any coaching or advice they need. Employees have [ ] to correct their behavior before step 2 takes effect. : A manager (or HR if appropriate) discusses corrective actions with an employee. Employees should receive actionable feedback on how to deal with an unintentional violation. They can review coaching or mentoring methods. Employees have [ ] to correct their behavior before step 3 takes effect. : Employees receive a formal written reprimand. HR should inform them that if they do not correct their behavior within [ ], step 4 will take effect. : Employees will be called in for a formal disciplinary meeting with HR, their Department Head and/or their supervisor. They will have the chance to explain their side and HR is obliged to investigate. HR must clarify that this is the final step before an employee is penalized. Employees must correct their behavior immediately, or step 5 takes effect. : This step encompasses any penalties that employees will receive. This usually includes detraction of certain perks and benefits (as long as they are not mandatory by law.) It may also include suspension without pay or demotion for serious offenses. We will still provide counseling in this stage if appropriate (e.g. minor cases of substance abuse.) We will apply this step uniformly and fairly. It will not result in adverse impact for protected groups. Employees must correct their behavior within [ ] before step 6 takes effect. : Employees who continue to violate our policies, either voluntarily or involuntarily, by this stage will be terminated. This step will follow an official investigation by HR (or legal authorities when appropriate) to ensure that terminating an employee is fair. A will refer to employees who were guilty of severe violations or felonies. The progressive discipline process may begin from a different step, according to the severity of an employee’s misconduct: . Procedure starts at stage 1. Examples are: . Procedure starts at stage 1. Examples are: . Procedure starts at stage 3. Examples are: . Procedure starts at stage 5. Examples are: . Procedure starts at step 6. Examples are: HR/Department Heads can skip any of the steps if they believe they are obsolete. For example, if an employee has received several formal reprimands for the same offense, HR may choose to terminate them directly. Or an employee may be directly suspended for a short period as a punishment. This policy is meant to provide general guidelines. Our company reserves the right to treat circumstances in a different way from that described in this policy. But, we are always obliged to act fairly and lawfully and document every stage of the progressive discipline process. Employees who were not terminated for cause or were not found guilty for illegal behavior may file an appeal. For example, if an employee thinks they were demoted unfairly, they can bring this issue to the attention of HR. HR will evaluate the situation and may organize a hearing. Disciplining an employee is never a pleasant task. For the sake of everyone involved, we will take actions to prevent the need for disciplinary action. We will:
di|Employee progressive discipline policy
li|Verbal warning Informal meeting with supervisor Formal reprimand Formal disciplinary meeting Penalties Termination Feel that the step was not properly executed the first time. See signs of improvement in their employee and want to help them further. Believe conditions or parameters change enough to make repeating the step necessary. . Disregarding deadlines. Lack of knowledge of standards. On-the-job minor mistakes. Breach of or . On-the-job major mistakes. Rudeness to customers or partners. Unwillingness to follow Health & Safety standards Substance abuse. Offensive behavior. against an employee. Corruption/ Bribery. . . Embezzlement/Fraud. Communicate our policies and clearly to all new hires. Announce any revisions or changes in our policies to all our employees in a formal manner (e.g. bulletins, newsletters.) Use frequent employee performance meetings to address issues before they become problems. Train managers to communicate, enforce and abide by policies. Train employees in certain policies and procedures. Establish a culture of respect and collaboration.
st|Employee progressive discipline policy Policy brief & purpose Scope Policy elements Explaining the steps Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 How to invoke progressive discipline Performance issues Minor offenses (one-time) Serious misconduct/ Repeating an offense for which a progressive discipline procedure already took place Severe violations Illegal behavior Right to appeal Preventing progressive discipline
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em|two weeks a month one week one month
pa|Our sample demonstrates our attitude towards nepotism and employing people who are related either by blood or marriage. We won’t reject a suitable job candidate on grounds of their relation to a current employee. However, we recognize that encouraging the employment of relatives may have a negative impact on productivity and fuel accusations of nepotism and favoritism. This policy aims to minimize these risks. This policy applies to all employees regardless of status, position or department. We use the term “relatives” to refer to any person who has a relation by blood or marriage within the third degree with our employee. We also include people who live together in a domestic partnership or children who were adopted. This includes: parents, step-parents, grandparents, in-laws, spouses or domestic partners, children, step-children, adoptive children, grandchildren, siblings, uncles, aunts, nieces and nephews. We aim to keep our hiring process free of discrimination. We may hire a person who is related to one of our current employees if we consider that person the best fit for a position. We may also accept referrals from employees. Favoritism or conflict of interest may occur when manager are involved in a process with their relatives. Examples are when: To avoid such incidents or suspicions of favoritism and conflict of interest, we established anti-nepotism policies: Please report any relationship with a relative to HR, if you find yourself in a reporting relationship with that relative or in a hiring committee that considers that relative for employment. If you don’t, you may face disciplinary action. If two employees who are in a reporting relationship become relatives in the course of their employment, one of the two must be transferred. We may give our employees time to discuss and choose which of them will be transferred, before management makes a final decision. Transfers will be discrimination-free. For example, the person being transferred must not always be a woman. This will violate our anti-discrimination policy. We ask you to act professionally when working with a relative and seek counsel from your manager or HR if there are any problems. If a previously unreported relative relationship is discovered between a manager and a team member one of them will be transferred. If incidents of favoritism or conflict of interest have occurred, both employees will be subjected to disciplinary actions that range from reprimand to
di|Relatives Policy
li|Managers decide which team member to promote. Managers decide which contracts to renew. Managers complete performance reviews. Managers their relative. Managers are part of a hiring committee. Employees who are related must not be involved in a supervisory/reporting relationship with one another. Employees can not be transferred, promoted or hired inside a reporting relationship with a relative. Employees can not be part of a hiring committee, when a relative is considered for the position.
st|Employment of relatives company policy Policy brief & purpose employment of relatives policy Scope Policy elements What is nepotism in the workplace? Disciplinary Consequences
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pa|Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur sit amet quam id libero suscipit venenatis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Suspendisse sed ligula. Sed volutpat odio non turpis gravida luctus. Praesent elit pede, iaculis facilisis, vehicula mattis, tempus non, arcu. Design is a funny word. Some people think design means how it looks. But of course, if you dig deeper, it’s really how it works. Suspendisse ac pede. Cras tincidunt pretium felis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Pellentesque porttitor mi id felis. Maecenas nec augue. Praesent a quam pretium leo congue accumsan
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pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. We work with our clients to understand what drives total profit in their industry and to benchmark their performance against peers using our TSR diagnostic. Our corporate strategy, financial strategy, transactions and a capital markets perspective to help executives and their teams create value. You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly
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li|We’ve advised in hundreds of technology cases across industries, and other hundreds more in which IT was the secondary focus. Our proprietary approach is based on client experiences as well as technical expertise, external partnerships and cutting-edge insights. Our world-class data strategy team is global, multidisciplinary and seamless. One Two
h1|Dr FIRE | Fire Fighting Solutions
h4|The Result You Can Expect Why Us? Our Leadership Team
h5|Are you in Fire Industry ? Activity Fields
h6|Twice as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth Four times more likely to make decisions much faster Umit EVCI Chris Brahm Lori Sherer Katrina Bradley
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pa|Lorem ipsum dolor sit amet, consectetuer adipiscing elit. Aliquam nisi lorem, pulvinar id, commodo feugiat, vehicula et, mauris. Aliquam mattis porta urna. Maecenas dui neque, rhoncus sed, vehicula vitae, auctor at, nisi. Aenean id massa ut lacus molestie porta. Curabitur sit amet quam id libero suscipit venenatis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Suspendisse sed ligula. Sed volutpat odio non turpis gravida luctus. Praesent elit pede, iaculis facilisis, vehicula mattis, tempus non, arcu. Design is a funny word. Some people think design means how it looks. But of course, if you dig deeper, it’s really how it works. Suspendisse ac pede. Cras tincidunt pretium felis. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Pellentesque porttitor mi id felis. Maecenas nec augue. Praesent a quam pretium leo congue accumsan
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pa|As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into a lever of success. We work with our clients to understand what drives total profit in their industry and to benchmark their performance against peers using our TSR diagnostic. Our corporate strategy, financial strategy, transactions and a capital markets perspective to help executives and their teams create value. You have questions? Contact us today, we’re here to help. Just submit your details and we’ll be in touch shortly
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li|We’ve advised in hundreds of technology cases across industries, and other hundreds more in which IT was the secondary focus. Our proprietary approach is based on client experiences as well as technical expertise, external partnerships and cutting-edge insights. Our world-class data strategy team is global, multidisciplinary and seamless.
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h6|Twice as likely to execute decisions as intended Three times more likely to have 10%+ year-over-year revenue growth Four times more likely to make decisions much faster Recep SONMEZ Chris Brahm Lori Sherer Katrina Bradley
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pa|Food Catering [vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523379761101{padding-top: 50px !important;}"][vc_column width="3/4"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data challenge and transforming it into... [vc_row row_content_display="in_grid" row_content_display_align="left" row_type="row" stretch_row_type="yes" css=".vc_custom_1523286806666{padding-top: 50px !important;padding-bottom: 10px !important;}"][vc_column width="3/4"][vc_single_image image="208" img_size="full" style="vc_box_shadow_border"][vc_column_text]As data explodes in quantity and complexity, companies find it increasingly difficult to unlock its full potential. Data Strategy takes a comprehensive approach to meeting the data..
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pa|Three-day trade exhibition in Dubai to host 1,300-plus exhibitors, 15 country pavilions, and new conference format Dubai, UAE: The countdown has begun for the 21st edition of the world’s leading security, safety, and fire protection trade show in Dubai, with global suppliers zooming in on a Middle East market that is estimated to more than double in value over the next six years. More than 1,300 exhibitors from 59 countries, including 18 of the world’s top 20 commercial security providers, are set to participate at Intersec 2019, which takes place from 20-22 January at the Dubai International Convention and Exhibition Centre
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h2|INTERSEC DUBAI 2019 (20-22 JANUARY 2019)
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pa|Three-day trade exhibition in Dubai to host 1,300-plus exhibitors, 15 country pavilions, and new conference format Dubai, UAE: The countdown has begun for the 21st edition of the world’s leading security, safety, and fire protection trade show in Dubai, with..
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pa|Three-day trade exhibition in Dubai to host 1,300-plus exhibitors, 15 country pavilions, and new conference format Dubai, UAE: The countdown has begun for the 21st edition of the world’s leading security, safety, and fire protection trade show in Dubai, with..
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pa|Our Occupational / Workplace Health and Safety Policy help us preserve the best possible work conditions for our employees. Every employee has a right to feel safe at work. Our company is committed to follow legal standards and create a hazard-free workplace. Our Occupational / Workplace Health and Safety Policy help us preserve the best possible work conditions for our employees. This Occupational / Workplace Health and Safety Policy applies to all prospective and current employees of the company as well as volunteers, contractors and consultants. There are two aspects to consider when establishing an Occupational / Workplace Health and Safety Program: Preventative Action and Emergency Management. Preventative action is any action we take to avoid injuries or illness related to workplace conditions. We’ll conduct periodical risk assessments and job hazard analysis to discover what is likely to harm employees. We’ll establish preventative measures accordingly. Potential threats and dangerous situations include but are not limited to: We’ll take the following preventative measures: Also, we’ll enforce a substance abuse policy to protect employees from colleagues’ misconduct. Emergency management refers to our plan to deal with sudden catastrophes like fire, flood, earthquake or explosion. These depend on human error or natural forces. Our emergency management involves the following provisions: We’ll also schedule fire drills and emergency evacuations periodically. We will monitor performance of health and safety procedures and will revise them to ensure higher level of protection. Our company will also keep abreast of changes and try to promote health & safety actively. We will: Our company will also consult experts or insurance representatives to ensure it complies with local and international standards. Every team leader is responsible for implementing this health and safety policy. Employees should follow health and safety instructions and will be held accountable when they don’t. We’ll take disciplinary action that may extend to termination when employees consistently disregard health and safety rules. It’s everyone’s responsibility to contribute to a healthy and safe workplace
di|Occupational / Workplace health and safety policy
li|Performing tasks on heights, scaffolds, ladders and other unsteady structures Chemical substances (toxic, flammable etc.) Operating dangerous equipment Slippery or uneven surfaces Electrical infrastructure Noise/temperature Quality of air When employees work in dangerous contexts or locations, we’ll make sure there are safety precautions like safety nets and ropes. We’ll provide protective gear like gloves, protective uniforms, goggles etc. Using safety equipment is obligatory. Inspectors and quality control employees will inspect equipment and infrastructure regularly We’ll hold employee training sessions in health & safety standards and procedures. All highly dangerous job tasks require at least two employees to be present Exposure to chemicals and radiation will not exceed a certain time limit Employees who do repairs or cleaning need to put up caution signs We’ll prohibit smoking indoors Functional smoke alarms and sprinklers that are regularly inspected by [ ] Technicians (external or internal) available to repair leakages, damages and blackouts quickly Fire extinguishers and other fire protection equipment that are easily accessible An evacuation plan posted on the walls of each floor and online Fire escapes and safety exits that are clearly indicated and safe Fully-stocked first-aid kits at convenient locations Update our policy according to changes in occupational health and safety legislation. Use incentive actions for health & safety (e.g. presenting safe employee awards.) Analyze past incidents to discover what went wrong. Establish clear procedures for accident reporting. Revise work procedures to make them safer.
st|Occupational / Workplace health and safety policy Policy brief & purpose Scope Policy elements Preventative action Emergency Management Additional measures Disciplinary Consequences
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em|maintenance supervisor
pa|We hope to grant more successful relationships with global technology agencies by attending the 39th GITEX TECHNOLOGY WEEK in Dubai, UAE. Thanks to #vollsteam all around the world
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h2|#VollsTeam Attends the 39th GITEX TECHNOLOGY WEEK
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pa|We hope to grant more successful relationships with global technology agencies by attending the 39th GITEX TECHNOLOGY WEEK in Dubai, UAE. Thanks to #vollsteam all around the world
di|+46 40 6688384 Archives
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pa|We hope to grant more successful relationships with global technology agencies by attending the 39th GITEX TECHNOLOGY WEEK in Dubai, UAE. Thanks to #vollsteam all around the world
di|+46 40 6688384 Archives
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