1. WORKSHOP POLICY
It has become necessary to standardize the operating principles of the workshop to more closely reflect those
of our parent company. This policy manual will encompass all rudimentary tasks, behaviors and expected
outcomes from interactions with coworkers as well as clients.
While this policy manual seeks to cover most situations it may fail to encompass all possible scenarios and
outcomes. As such this policy manual will be reviewed periodically to ensure its alignment with established
best practices and moral attitudes.
The policy in no way supersedes the rule of the law of the land and in all cases the rule of law shall take
precedence over this policy. Jamaica Beverages Limited is committed to the fair and ethical business practices
with its suppliers, competitors and customers and will always operate on the basis of mutual respect.
2. WORKSHOP POLICY
1.0 CONDUCT
The operations of Jamaica Beverages Limited require discipline, and this includes the discipline of self-
restraint. All persons are expected to treat their colleagues with respect and courtesy at all times.
1.1 SMOKING
Smoking is illegal in public spaces, as such smoking will NOT be tolerated in any part of the premises. All
persons must obey the NO SMOKING regulations while on the premises of Jamaica Beverages Limited. This is
essential for conformance with the rule of law and for the general health and safety of coworkers.
1.2 ALCOHOLS & NARCOTIC SUBSTANCES
It is forbidden to bring or use intoxicating liquor or narcotics into any part of the company’s premises.
Intoxicating liquor not only includes hard liquor (such as rums, brandy or gins) but also wines, beers, stouts,
tonics or any beverage which contains alcohol.
The use of liquor in the working environment is not conducive to efficiency, discipline or safety. Any employee
found to be displaying the symptoms of intoxication shall be dealt with according to the disciplinary code.
Management however reserves the right to waive this ruling of NO ALCOHOL for specific occasions at its sole
discretion.
It is forbidden for any employee to present themselves for work while under the influence of narcotic
substances (such as marijuana, hashish, cocaine, crack, krokodil, ecstasy, molly, heroine, and
methamphetamine) or any other substance with known narcotic effects.
It is also forbidden for any employee to, while at the premises of Jamaica Beverages Limited engage in the use
of any narcotic substance. Employees are also forbidden from the abuse of prescription pharmaceuticals or
over the counter drugs, any person found to be displaying the effects of such abuses will have to submit to a
drug evaluation failure to comply will result in IMMEDIATE DISMISSAL.
Employees are also forbidden to be in possession of drug paraphernalia (such as needles, syringes, rubber
bands, small plastic tubes) or any other device which may facilitate the use of narcotic substances. Employees
may ONLY carry drug paraphernalia if under the DIRECT instruction of a licensed, registered medical
practitioner and must provide evidence of such instruction which will be subject to verification by
management.
3. WORKSHOP POLICY
1.3 KNAVERY (THEFT)
It is the nature of our operations to come into contact with articles which do not belong to us, our clients must
have trust in Jamaica Beverages Limited that their valuables will not be stolen whilst their property is in our
possession. As such, any employee found to be in possession of any goods, material, equipment or money
which is the property of Jamaica Beverages Limited, its business partners or customers with the intention to
leave the premises with these articles without approval will be summarily dismissed and a report made to the
Police.
1.4 DEFACING OR DAMAGING COMPANY PROPERTY
Jamaica Beverages Limited operates in a competitive environment where appearances are just as important as
the products and services we offer. As such defacing or damaging company property will result in serious
disciplinary action.
1.5 FIGHTING or HORSEPLAY
Fighting and horseplay may lead to injury or loss of life and therefore Jamaica Beverages Limited does not
endorse such behavior and will take strong action if this occurs. Physical violence and the use of offensive
weapons will result in immediate dismissal.
1.6 OFFENSIVE WEAPONS
An offensive weapon may be described as a tool made or adapted for the purpose of inflicting either mental
or physical injury upon another person. Offensive weapons are prohibited from entry onto the premises of
Jamaica Beverages Limited. Any employee having occasion to bring such a weapon unto the premises MUST
submit the relevant permits to the management and WILL NOT be allowed to carry such weapon but must
surrender such weapon to the management for storage until such time as the employee will leave the
premises. Any employee who brandishes such a weapon is guilty of an offence under the rule of law and will
be summarily dismissed and the Police notified of the transgression.
4. WORKSHOP POLICY
1.7 GAMBLING
Betting and gambling are not allowed on any part of the premises of Jamaica Beverages Limited because
winning or losing bets may trigger ill feeling and contention among co-workers.
1.8 SLEEPING
Sleeping on the job is a serious infraction and will be dealt with according to the disciplinary code.
1.9 SOLIDIERING or TIME WASTING
Jamaica Beverages Limited operates in a competitive environment and as such soldiering and time wasting will
NOT be tolerated. Any employee found guilty of this offence will be subject to the disciplinary code.
1.9.1 EATING & DRINKING
Consistent with the rules of proper hygiene it is NOT permitted to eat in any area other than that area
prescribed by management. Management reserves the right to at any time designate any area of the premises
as suitable for eating and drinking.
1.9.2 FIDUCIARY MATTERS
Employees are strongly advised against lending large sums of money to co-workers as non-payment of loans
may lead to serious interpersonal conflict.
5. WORKSHOP POLICY
2.0 THE WORK ENVIRONMENT
2.1 MAINTENANCE OF THE PREMISES
The beautification of the grounds is for the enjoyment of all personnel, and all are expected to keep these
clean and tidy, and to maintain the pleasant surroundings. Staff are expected to exercise the normal behavior
of a responsible person and use all conveniences that minimize the pollution and environmental degradation.
2.2 SLIP AND TRIP HAZARDS
Slip and trip hazards create an unsafe condition in the work environment. Unsafe conditions are preventable
and every effort must be made to reduce the risk associated with trips and slips. The work area must be free
from all encumbrances and any spill MUST be immediately wiped dry. It is in the best interest of all to look out
for unsafe conditions and alert those who are unaware but may be affected.
2.3 FALLING OBJECTS HAZARD
The unsafe storage of articles at heights creates an unsafe condition, heavy or sharp objects should never be
stored at heights or in locations where they may fall and cause injury. Care MUST be taken to observe unsafe
storage actions and correct the offender.
2.4 ELECTROCUTION HAZARD
All equipment should be operated according to the specifications in the manual of operation and should be
disconnected from the power supply when not in use. Any broken or exposed wires should be reported to the
supervisor immediately and the device tagged and decommissioned until repaired.
2.5 CRUSH HAZARD
A crush hazard is created by an unsafe action, before the operation of any lift the area must be safe to operate
and it is best to follow the guidelines of operation for the apparatus in the manual. If the worker is uncertain
about the operation of any machinery advise the supervisor about this skill deficit. A responsible person will
be allocated the task. It is forbidden for any employee to operate machinery for which he/she is not trained.
6. WORKSHOP POLICY
2.6 FIRE HAZARD
Wherever there are combustible materials there exists the risk for fire. Fire is a dangerous outcome caused by
unsafe actions. Be certain to segregate combustible materials in the workshop from heat or sparks. Some
substances may spontaneously combust and as such articles such as newspapers, plastics and oil soaked
cotton fibers should never be allowed to accumulate, as this could result in a fire.
Employees should never wear oil soaked clothing near sparks or heat and must never expose flammable
liquids to heat or naked light. In the event of a fire employees should act according to the fire plan.
2.7 WASTE
Employees are encouraged to use the resources of the company in a responsible manner. The companies
resources include but are not limited to (water, electricity, capital, fixed assets such as buildings and
automobiles, machines and equipment) and must be used effectively and efficiently to complete assigned
tasks. Waste of company resources will not be tolerated and employees who do so will be strongly
reprimanded.
7. WORKSHOP POLICY
3.0 WORKING WITH OTHERS
3.1 ACCEPTING OTHERS
The healthier our self-concepts, the better able we will be to accept others. It is important to understand that
we will encounter people of varying backgrounds throughout our work experiences. We must not believe that
our attitudes, beliefs, values and behavior are the standard. It is from this narrow minded interpretation of life
that creates dividing lines. We must not become defensive or aggressive when faced with an opinion other
that our own and must be open to listening to reason and make sound judgments based on facts not
emotional rants. People who are open to discussion and reason are more balanced and find it easier to work
with people of varying backgrounds.
3.2 COMMUNICATION
Communication is the process of the transfer of information by one medium to another and the receipt and
confirmation of that transmission. Many conflicts are caused by poor communication it is important for the
receiver of the message to confirm that what they have received is indeed what the sender has sent. Good
communication creates understanding and tolerance in the workplace. Always ask for clarification when you
do not understand an instruction, it is the intelligent thing to do.
3.3 COMPLAINING
A complainer dampens the spirits of those around them, little things that annoy us happen all the time but it is
not necessary to complain. Instead try to maintain a friendly disposition and create friends not enemies.
8. WORKSHOP POLICY
4.0 PERSONAL PROPERTY
Employees should take all reasonable precautions to ensure the security of their own as well as the company’s
property. Articles such as handbags should not be left unattended and substantial amounts of cash should not
be taken to work.
Jamaica Beverages Limited cannot and does not accept responsibility for the loss or damage to personal
property or the theft of money or other articles of value.
4.1 PERSONAL RESPONSIBILITY
Any employee conducting business on the behalf of Jamaica Beverages Limited or acting under the instruction
of any officer of Jamaica Beverages Limited within the public sphere must do so within the confines of the rule
of law and are subject to the sanctions of such rules. Employees must comply with all instructions issued by
responsible persons being agents of the law or other Government Agency. It is within the best interest of any
employee to comply fully with established rules and regulations existing at the premises of any business
partner, client, competitor, Government Agency, private residence or public thoroughfare while executing
their job function and must note that Jamaica Beverages Limited will not be held accountable for the actions
of individuals under hire.
4.2 WORKSHOP PERFORMANCE INDICATOR (WPI)
The Workshop Performance Indicator (WPI) is a measure of the aggregate efficiency of all workshop staff. The
data of all staff is aggregated to measure the efficiency of the operations of the workshop and all workshop
staff shall be appraised against the set standards once every quarter. For more information about the
Workshop Performance Indicator (WPI) please read the document titled Workshop Performance Criteria
(WPC).
4.3 LATENESS AND ABSENTEEISM
Lateness disrupts the work schedule and is regarded as an inconsideration for colleagues, who may have to
perform additional duties or extend their work times because of the inconvenience. An employee who is more
than one hour late without prior notification or approval should note that he/she may not be allowed to work
and that this is at the discretion of the supervisor.
It should be noted that data gathered from the register will be used to create a trend analysis on the
punctuality and attendance of employees. This analysis will be used to decipher absenteeism, which is the rate
of occurrence of habitual absence from work or duty. Employees should note that absenteeism will not be
tolerated and that offenders will be subject to the disciplinary code.
