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Promotional gifts such as stationary are exempt from this policy and need not be disclosed. Staff is reminded that such gifts should be distributed among staff members where appropriate.
Failure to disclose gifts will constitute a disciplinary offense which will be handled in accordance with the company’s formal disciplinary procedures. If the gifts in question were of significant value and for example, the recipient is in a position to influence business dealings with the donor, the offense will be treated as gross misconduct.
Media Contact
No employee may communicate with the media, or submit for publication articles, letters or other materials relevant to our business without prior consent of the Managing Director.
Customer Feedback
All complaints both verbal and written , must be referred to the immediate supervisor or head of department. In the case of verbal complaints, the information must be documented by the recipient, noting the customer’s name, vessel(s) involved, the nature of the complaint and the names of staff involved. Completed documentation should be forwarded to the Managing Director without delay.
Copyright
All written material, whether held on paper or electronically which was made or acquired by an employee or staff member during the course of their tenure with the company, is the company’s property and its copyright. Upon termination of service or at any other time upon demand, employees should return to the company any such material in their possession.
Confidentiality
During service with the company or after the termination thereof, employees shall keep confidential and shall not disclose to any other person or entity and shall not use or exploit commercially for their own purpose/or another, any of the confidential information of the company, unless expressly authorized in writing by the company, or if required by law or any other relevant authority or if the confidential information has come into public.
Confidential Information means:
a.) Information of whatever nature concerning the business finances, assets, liabilities, dealings, transactions, clients, operations, pricing and budgetary structure, or affairs of the company or any other person with whom the company has dealings of any sort.
b.) Any information that is expressly indicated to be confidential or is impaired by the company to an employee in circumstances imparting an obligation of confidence.
c.) Any information the employees may have time to time receive or obtain (verbally or in writing or in disk or electronic form) as a result of entering or performing the duties.
Conflict of Interest
Staff members must not engage, directly or indirectly in any business which carries on a similar business of the company unless prior approval has been given by the immediate supervisors or head of department.
In addition, employees must not participate in any authority outside the company, operation or nature of work, which as a result conflicts in any way with the execution of the duties for which the employee is employed by the company.
Other Employment
Clubwww1 recognizes that from time to time employees may seek to take up separate employment with another employer or pursue outside business interests whilst still remaining in the company’s employ. Although the company has no desire to restrict unreasonably an employee’s external activities, it has an obligation to monitor hours worked by its employees. Also it must seek to protect its own interests and those of its employees and in general the practice be discouraged. Employees will not be permitted to undertake other work where the company considers that this is incompatible with its interests and in any event, unless employees have informed their head of department.
Representation
Employees are not permitted to represent themselves as an authorized agents for the company except in the course of the proper performance of their duties or where otherwise authorized to do so. Ex-employee must not refer to themselves as an employee of the company in business or any other context.
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