8.0 Safety and Loss Prevention
8.1 Bag/Backpack Policy
Bag Policy
Policy elements
In order to increase security at the warehouse, Rio Grande Trade has deemed it necessary to institute a bag policy for all employees while at work. Personal bags must be kept in a locker in the lobby of the warehouse. Employees are expected to provide their own lock to secure their items.
Rio Grande Trade reserves the right to search bags brought into the warehouse at any time.
Policy Exceptions:
All employees are required to store personal bags in the provided lockers. Please bring a lock as we do not provide locks. This includes backpacks, purses, and other personal bags. Exceptions will be made in accordance with the Americans with Disabilities Act and for the following reasons:
Lunch bags can be brought into the warehouse, but must be stored and kept in the kitchen area.
Employees required to carry equipment to work.
Employees who require bags due to medical condition (doctor’s note may be required)
This policy is to ensure the security of your personal belongings as well as to ensure the security of Rio Grande Trade products.
Any employee found removing Rio Grande Trade property/products from the warehouse without prior authorization may face severe disciplinary action up to and including termination.
8.2 Drug and Alcohol Policy
Rio Grande Trade is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of the Company to maintain a drug and alcohol-free workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated.
Prohibited Conduct
The Company expressly prohibits employees from engaging in the following activities when they are on duty or conducting Company business or on Company premises (whether or not they are working):
- The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
- The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
- The illegal use or abuse of prescription drugs.
While the use of marijuana has been legalized under some state laws for medicinal and/or recreational uses, it remains an illegal drug under federal law. The Company does not discriminate against employees solely on the basis of their lawful off-duty use of marijuana. You may not consume or be under the influence of marijuana while on duty or at work. If you have a valid prescription for medical marijuana, refer to the Company Disability Accommodation policy for additional information.
Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your Team Lead if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.
Violations
Violation of this policy may result in disciplinary action, up to and including termination of employment.
8.3 General Safety
It is the responsibility of all Rio Grande Trade employees to maintain a healthy and safe work environment, report any health or safety hazards, and follow the Company health and safety rules. Failure to do so may result in disciplinary action, up to and including termination of employment. The Company also requires that all occupational illnesses or injuries be reported to your Team Lead as soon as reasonably possible and that an occupational illness or injury form be completed on each reported incident.
8.4 Workplace Tobacco Usage
Rio Grande Trade is concerned about the detrimental effects of smoking and secondhand smoke inhalation. Smoking (including the use of electronic vaping products such as e-cigarettes) is prohibited in the following:
- Company offices.
- Company vehicles.
- Client areas, anywhere inside the building are prohibited
- Restrooms.
- Areas where signs are posted prohibiting smoking.
- Smoking/Vaping must be done outside away from the building. Do not smoke in receiving areas
8.5 Workplace Violence
As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of Rio Grande Trade, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.
Zero Tolerance Policy
The Company has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.
Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.
Prohibited Conduct
Prohibited conduct includes, but is not limited to:
- Physically injuring another person.
- Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.
- Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
- Possessing, brandishing, or using a firearm on Company property or while performing Company business except as permitted by state law.
- Violating a restraining order, order of protection, injunction against harassment, or other court order.
Reporting Incidents of Violence
Report to your Team Lead, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.
Violations
Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.
Retaliation
Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.
If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.
If you believe you have been wrongfully retaliated against, immediately report the matter to your General Manager.