QUALITY AND SAFETY

Compliance with anti-corruption laws is essential to protect IWSS reputation and to preserve our social license to operate.

It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our relationships and business dealings wherever we operate and to implementing and enforcing effective systems to counter bribery and Corruption.

IWSS, its employees, and persons or entities acting on its behalf are strictly prohibited from offering, paying, or approving anything of value to a Government or Company official to influence or reward any act of an official or to gain any inopportune business advantage. In addition, the direct or indirect offer, payment, solicitation, or acceptance of bribes in any form is strictly prohibited. Moreover, no contributions of IWSS funds or assets shall be made to political parties or organizations, or their leaders, or to candidates for any public office.

This Policy also applies to any activities on behalf of IWSS conducted through a relationship or arrangement with any non-employee (“Agent”) that is intended to assist IWSS in obtaining or retaining business. Selecting, utilizing and contracting with Agents must be done in strict compliance with the Guidelines and approvals from the Head Office for the Use of Agents. This also applies to anyone acting on behalf or in the interest of IWSS, including consultants, sponsors, or advisors.

Any violation of this Policy may subject the employee to disciplinary action and/or termination.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L001
Released on 01 December 2015
Last Update on 15 December 2015

IWSS is committed to ensuring that its business is conducted in all respects according to ethical, professional and legal standards.

IWSS expects from its employees at all times, demonstrate the highest levels of integrity, truthfulness, and honesty in order to uphold both personal and corporate reputations and to inspire confidence and trust in their respective actions. The company will conduct its business in a competent, fair, impartial, and efficient manner.

IWSS encourages all employees to raise concerns and to ask questions when an issues arise. Employees should contact their line or functional manager to resolve the issues of concern. It is the responsibility of line and functional management to make sure that appropriate issues of concern are brought to the attention of upper management.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L002
Released on 01 December 2015
Last Update on 15 December 2015

At IWSS we are committed to competing fairly and winning business honorably and legally by delivering best possible service and quality products. Our marketing, advertising and sales efforts must be authentic and straightforward, and we will refrain from making unfair comments about our competitors and their offerings.
We promote fair competition by prohibiting practices or activities that unfairly restrict trade. Violation of these laws lead to significant civil penalties as well as fines and jail sentences. IWSS expects from its employees to never engage in the anti-competitive behavior that competition laws prohibit, including formal or informal agreements to (1) Match or Fix prices, (2) form an anti-competitive agreements, (3) to facilitate collusive bidding, (4) to boycott certain customers or suppliers, (5) to share information with competitors and form market monopolization, (6) allocate markets, territories or customers with competitors, (7) make deals with partners or suppliers.
IWSS employees must comply in all respects with all applicable competition and antitrust laws. All managers are expected to maintain a basic familiarity with the principles and purposes of these laws as they may be applied to IWSS businesses. It is important to avoid creating even the perception that we are colluding with our competitors. Limit your interactions with competitors to the extent possible and avoid discussions about any of the topics listed above. If a competitor engages you in a conversation that concerns you, end the discussion immediately and report the incident to the Management.
The consequences for not complying with these laws can be severe, including the issuance of significant fines and termination from service. In addition, criminal charges may be imposed on individuals and companies. Anyone found involved in an actual or potential transaction, or discussions with representatives of other companies, which may possibly be covered by express provisions or the spirit of this Policy, should seek clarification on the situation from senior management or the Legal Department.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L003
Released on 01 December 2015
Last Update on 15 December 2015

During the course of your employment at IWSS, you may come across confidential, personal or proprietary information that requires safeguarding. You must follow applicable privacy and data security policy when handling sensitive personal or proprietary information.

Information is the foundation of any business. Protection of confidential information, whether belonging to IWSS or to others who have provided such confidential information to us, is essential to our reputation.

This information can be in many forms—physical, electronic, and intellectual, and can relate to any part of the businesses of IWSS. Common examples include tool designs, employee card personalization data, marketing strategies, clients' reservoir information, information kept in the Corporate Directory, financial information, ongoing business planning, programs and techniques.
It is important for the business success of IWSS that we maintain confidentiality to all such information. All business, financial and technical conversations, notes, manuals, and papers and other forms of confidential information, whether physical or electronic, must be protected and IWSS employees are not to disclose confidential information to any unauthorized person, either intentionally or by accident. Unintentional disclosure of confidential information can be just as harmful as intentional disclosure. IWSS employees must be careful to avoid accidental disclosure—whether through careless conversations or the improper handling of documents, data, and software.
The Quality and HSE function will continue to participate in information security risk identification and mitigation processes at operational sites. Personnel remains responsible for properly initiating new and terminating exiting user accounts, as well as the deployment of employee education, supported by the Information Security function. The ultimate responsibility for information security lies with the line management of each Product Line. They are to ensure it is addressed as a critical business issue by providing the leadership and resources required in their respective organizations. Management should ensure the organization’s compliance to the Information Security Standards through regular measurement of security results and audit of risk mitigation activities.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L004
Released on 01 December 2015
Last Update on 15 December 2015

Employees of IWSS should act in the best interest of the Company. Accordingly, employees should have no relationship, financial or otherwise, with any supplier or IWSS Customers that might conflict, or appear to conflict, with the employee's obligation to act in the best interest of IWSS. For example, suppliers or IWSS Customers should not employ or otherwise make payments to any employee of IWSS during the course of any Business. Friendships outside of the course of business are inevitable and acceptable, but both parties should take care that any personal relationship is not used to influence the IWSS business judgment. IWSS employees are expected to put IWSS business interests ahead of their own. Information about IWSS business or prospective business must not be used for personal gain or to compete with IWSS, directly or indirectly, in the purchase or sale of property or other interests. IWSS employees must not work for a competitor of IWSS while at the same time working for IWSS

If a supplier or Customer employee is a family relation (spouse, parent, sibling, grandparent, child, grandchild, mother- or father-in-law, or same or opposite sex domestic partner) to an employee of IWSS, or has any other relationship with an employee of IWSS that might represent a conflict of interest, the supplier should disclose this fact to the Management and HR department. Finally, IWSS property, such as equipment, financial assets or confidential information must be used only for proper IWSS purposes.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L005
Released on 01 December 2015
Last Update on 15 December 2015

IWSS is committed to respecting the privacy of individuals and protecting the personal data that it processes as provided by the employee. As an essential part of its business operations it is often required to move the personal data of employees across Customers. This requires that IWSS understands and accepts by applicable data protection and legal requirements.
All IWSS departments must review their data processing practices on a regular basis and implement and maintain appropriate safeguards for the processing of Company data, including employee data. In addition, all IWSS businesses and functions and all employees of IWSS must comply with relevant data protection and privacy laws and all related IWSS standards and procedures.
Violation of data protection laws or regulations can subject IWSS and individual employees to civil and criminal liability. Any violation of this policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L006
Released on 01 December 2015
Last Update on 15 December 2015

IWSS is committed to reducing the risk of work related road traffic crashes and collisions. As an employer, IWSS its duty under the Health and Safety at Work to ensure the wellbeing of all our employees as far as reasonably possible. This includes all work related driving activities.

Driving is the activity that presents the greatest potential risk for accidents worldwide, to minimize this risk and ensure that worldwide standards for driving qualification and practices are followed, this driving policy applies to all IWSS Employees. This policy also provides the basis for building a driver improvement program. Journey management and driving standards to be documented and details of the requirements shall be mentioned in each program.

Driver Training and Qualification
Only approved personnel and contractors are allowed to drive vehicles on behalf of IWSS, including company-owned or leased vehicles, vehicles rented for business purposes and when claiming kilometer/mileage allowance. Approval is granted to drivers who have taken defensive driving training every three years and commentary driver training annually. These training programs must be documented.
Seat Belts
As a condition of employment, all employees and contractors must wear seat belts at all times when driving a vehicle, and they must ensure that all other vehicle occupants are also wearing seat belts.
Journey Management
All locations shall have in place an active journey management program that complies with the applicable standard. Each location's journey management program shall address all local driving conditions and identified risks.
Substance Abuse
Driving a vehicle while under the influence of alcohol or any drugs or narcotics is strictly prohibited and subject to disciplinary action as stated in the IWSS Substance Abuse Policy.
Driver Improvement Monitors
An approved driver improvement monitor shall be installed in all vehicles designed for road use that are owned, leased or subcontracted by IWSS. All locations shall adopt a program for regularly reviewing the data gathered by the monitors and using that data to continually improve driver skills. Management must be actively involved in the implementation of this program.
Cellular Phone
Drivers should neither initiate nor answer a cellular phone call or message whilst driving a vehicle, regardless of whether a hands free device is available or not. Cellular phones may be left on during a trip to alert the driver of an incoming call or message, however the vehicle must be brought to a complete and safe stop before responding.
Disciplinary Action
Any violations of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L007
Released on 01 December 2015
Last Update on 15 December 2015

At IWSS our long-term success depends upon ensuring the safety of our workers, visitors to our operations, and the public. Every day at IWSS starts with utmost commitment to Service Quality, Health, Safety, Security, and Environment (QHSSE) excellence, nothing less. IWSS conducts its worldwide businesses in a low profile and professional manner, providing ideal protection of its employees and assets in events of political or criminal aggression. The same has been the policy of IWSS.

The exposure to criminal acts or civil war exists worldwide and employees can be exposed to or involved in such events. Although we believe that personal security is the responsibility of each one of us, IWSS's Employee Security Policy recognizes, particularly for those employees who are in unfamiliar environments, the need for the company to provide critical support to our individual efforts.

The Policy consists of the following actions detailed in the Employee Security Standard:
1. Guiding principle on upright security practices to our employees and their families.
2. Assessment of potentially hazardous situations jointly with our partners and customers.
3. Description of potential risk level and performance of security audits by a third party, if required.
4. Preparation of relevant protection and evacuation plans.
5. Organized Response in the event of security related incidents.
Line management is responsible for the implementation of the IWSS Employee Security Policy with the support of the QHSE and Risk Management organization in cooperation with our customers and national authorities.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L008
Released on 01 December 2015
Last Update on 15 December 2015

IWSS is committed to unbiased employment practices, including the prohibition against all forms of illegal discrimination. By providing equal access and fair treatment to all employees on the basis of merit, we improve our success while enhancing the growth of individuals and the communities where our businesses are located.
IWSS is committed to observing all applicable labor and employment laws wherever we operate. That includes observing those laws that pertain to freedom of association, privacy, and recognition of the right to engage in collective bargaining, the prohibition of forced, compulsory and child labor, and those laws that pertain to the elimination of any improper employment discrimination.

The continued success of IWSS depends on its ability to attract, develop and retain a highly competent diverse workforce, and on the creative, effective and productive work life of all IWSS employees. We believe that talent exists across all population groups, and diversity of employees is a key business objective of IWSS. We will conduct our business with due regard to the human dignity and innate worth of each individual.

IWSS is an international organization operating throughout the world. It is expected that all employees work together in the spirit of equality and mutual respect.
IWSS normally does not hire close relatives of an employee such as spouse, father, mother, son, daughter, brother or sister. In the judgment of IWSS, the hiring of relatives may cause conflict of interest or give rise to problems with respect to supervision, safety, morale and/or security. The decision to hire a spouse must be made on a managerial assessment of IWSS’s need and the abilities of the spouse. The decision that is made must be in the best interest of the company. IWSS normally does not rehire who have been terminated for any reason.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L009
Released on 01 December 2015
Last Update on 15 December 2015

All the business units of IWSS are consolidated for financial reporting purposes. It is the responsibility of all managers and employees to comply with the IWSS Financial Procedures.
All transactions, agreements and accounts are to be properly recorded in the accounting records underlying the IWSS Financial Statements. The latter include the Balance Sheet, Statements of Income, Cash Flow, and Stockholders’ Equity, Notes to the Financial Statements, Management’s Discussion and Analysis (MD&A) of Results of Operations and all other required disclosures.
Managers and controllers are responsible to ensure that there is no significant deficiency in the design or operation of the system of internal controls over financial reporting under their responsibility, which could adversely affect the Company’s ability to record, process, summarize and report all financial data. Managers and controllers are responsible to ensure that properly trained finance personnel and documented processes and controls exist wherever financial transactions are initiated, recorded or reported.
Managers, with the support of other functions, including Finance and Legal, are responsible for maintaining and following effective disclosure controls and procedures to allow senior management and officers to review, assess and disclose material information, as required. The CEO and the CFO of the Company have, in the quarterly and annual financial statements filed with the Security and Exchange Commission (SEC), to certify as to the material accuracy and the completeness of the financial statements and the effectiveness of the disclosure controls and procedures. In addition annually, to present an assessment of the effectiveness of the company’s internal control over financial reporting.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L010
Released on 01 December 2015
Last Update on 15 December 2015

IWSS will soon extend its operations in other countries around the world, knowing the nature and demands of our operations in those countries require that IWSS understands and abides by local immigration requirements.
IWSS employees must strictly comply with all applicable immigration and other related laws and regulations in all countries where the Company will extend its operations.
Immigration Compliance Programs shall be maintained to ensure that all travel, transfers, employment and residence of employees, dependents and contractor personnel for whom IWSS is responsible, comply with applicable immigration laws and regulations and that all necessary Governmental authorizations for the lawful entry and presence of such persons are obtained. Area management will have the primary responsibility for developing and implementing Immigration Compliance Programs and procedures. The Personnel and Legal Departments will be responsible for the management and control of immigration matters, including all visa activities.
All IWSS employees who will be involved in the international movement of personnel must familiarize themselves and carry out their responsibilities in accordance with the Company’s Immigration Compliance Programs. Such employees shall be provided with the necessary training and required knowledge of the relevant immigration laws and regulations before their deployment. In addition, IWSS employees shall cooperate fully with all immigration compliance activities, including audits and reviews.
Violation of immigration laws or regulations can subject IWSS and individual employees to civil and criminal liability. Any violation of this Policy may also subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L011
Released on 01 December 2015
Last Update on 15 December 2015

IWSS has long been recognized for leadership and excellence in developing new technology. IWSS’s commitment to technology requires strong protection for the resulting intellectual property assets. Achieving that strong position depends on an effective program combining sound legal administration with active participation, support, and direction of management.
The management of each Segment is responsible for developing and protecting the company’s technology and related IP assets. Effective protection requires close coordination between the business utilization of technology rights and the legal implementation of the technology protection program, which is the responsibility of the Intellectual Property Law Department.
In addition, when a IWSS employee conceives of a new discovery, idea, device, technique, or process that is related to IWSS’s business, the invention becomes the exclusive property of IWSS, subject to provisions of any applicable laws. All inventions developed by employees must be brought to the attention of the IWSS management. Upon joining IWSS, each employee must agree to and sign a Patent and Confidential Information
Agreement as a condition of employment. This agreement confirms IWSS’s ownership of inventions and proprietary works created by the employee while working for IWSS, and stipulates that employees promise to keep secret all proprietary business and technical information received while working at IWSS. Each employee also warrants and agrees that all information disclosed to IWSS is not subject to an obligation of confidentiality to any former employer or other third party.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L012
Released on 01 December 2015
Last Update on 15 December 2015

A non-disclosure agreement (NDA), also known as a confidentiality agreement (CA), confidential disclosure agreement (CDA), proprietary information agreement (PIA), or secrecy agreement (SA), is a legal contract between at least two parties that outlines confidential material, knowledge, or information that the parties wish to share with one another for certain purposes, but wish to restrict access to or by third parties. It is a contract through which the parties agree not to disclose information covered by the agreement. An NDA creates a confidential relationship between the parties to protect any type of confidential and proprietary information or trade secrets. As such, an NDA protects non-public business information.
It is IWSS policy not to enter into negotiations concerning NDA’s unless appropriate prior management and legal approval has been obtained. In our business we can distinguish three categories of NDA’s:
• Independent NDA’s that protect IWSS information
• Independent NDA’s that protect the other parties’ information
• Mutual NDA’s that protect both parties’ information
• For example, NDA’s are necessary when:
o IWSS decides to outsource goods, work and/or services; or
o IWSS decides to sell part of its business; or
o IWSS decides to bid for goods, work and/or services for which it requires Customer’s information And/or specifications; or
o IWSS receives confidential information for the purpose of determining whether such information could be used in developing a new product or service; or
o IWSS is interested in purchasing a business (or part thereof) from a third party; or
o An outside party and IWSS decide to jointly develop technology.
In negotiating an NDA, the definition of what constitutes confidential information and the permitted use of such confidential information must be described in detail. The actual exchange of information should be carefully organized, documented and monitored. Employees authorized to have access to such information must be clearly identified and limited to those who have a “need to know.” Each person with access to such confidential information must strictly comply with the provisions of the agreement.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L013
Released on 01 December 2015
Last Update on 15 December 2015

Our commitment to respecting human rights is fundamental to our Vision and our ability to operate a successful global enterprise. In IWSS, we believe that the creativity, energy and expertise of our people is the foundation on which we build our success. Therefore, our ability to attract, develop, motivate and retain outstanding individuals is essential to the future of our business.
Line Management is responsible for supporting our people and inspiring them through effective leadership, based on the following Personnel Principles:
• Hire from where we work.
• Promote mixture of nationality, culture, gender and thought.
• Educate and develop people continuously throughout their careers.
• Manage by objectives.
• Promote from within, based on performance and potential.
• Offer utmost career opportunities.
• Respect and care for individuals and their families.
• Offer a competitive compensation and benefits package.
These are the underlying principles that have helped to shape our company culture and which create limitless opportunities for personal growth. It is the combined offering of these elements that makes every career with IWSS a unique and highly rewarding experience.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L014
Released on 01 December 2015
Last Update on 15 December 2015

The long-term business success of IWSS depends on our ability to constantly improve the quality of our services and products while protecting people and the environment. Importance must be placed on ensuring human health, operational safety, environmental protection, quality enhancement and community goodwill. This commitment is in the best interests of our customers, our employees and contractors, our stockholders and the communities in which we live and work.

IWSS requires the active commitment to and accountability for, QHSE from all employees and contractors. Line management has a leadership role in the communication and implementation of, and ensuring compliance with, QHSE policies and standards. We are committed to:

• Protect, and strive for improvement of, the health, safety and security of our people at all times;
• Eliminate Quality non-conformances and HSE accidents;
• Meet specified customer requirements and ensure continuous customer satisfaction;
• Set Quality & HSE performance objectives, measure results, assess and continually improve processes, services and product quality, through the use of an effective management system;
• Plan for, respond to and recover from any emergency, crisis and business disruption;
• Minimize our impact on the environment through pollution prevention, reduction of natural resource consumption and emissions, and the reduction and recycling of waste;
• Apply our technical skills to all HSE aspects in the design and engineering of our services and products;
• Communicate openly with stakeholders and ensure an understanding of our QHSE policies, standards, programs and performance. Reward outstanding QHSE performance;
• Improve our performance on issues relevant to our stakeholders that are of global concern and on which we can have an impact, and share with them our knowledge of successful QHSE programs and initiatives.
This Policy shall be regularly reviewed to ensure ongoing suitability. The commitments listed are in addition to our basic obligation to comply with IWSS standards, as well as all applicable laws and regulations where we operate. This is critical to our business success because it allows us to systematically minimize all losses and adds value for all our stakeholders.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L015
Released on 01 December 2015
Last Update on 15 December 2015

People, property, earning capacity and reputation are key determinants of IWSS's future. Their development, preservation and security are essential for growth and long-term survival. IWSS seeks to protect and preserve both its tangible and intangible assets from loss or damage that could materially affect its ability to fulfill its commitments and discharge its responsibilities to its customers, employees, shareholders, and the communities in which it operates. IWSS also seeks to assume, and manage, risk associated with strategic business opportunities that may leverage its domain knowledge and its intellectual, technical and financial capital.
Effective implementation of the risk management process improves the quality of decision-making in the face of uncertainties. The risk management process in IWSS requires managers to:
• Identify and assess risk and opportunities associated with IWSS's business activities;
• Identify and use appropriate risk management tools, training and techniques that facilitate and enhance the quality of decision-making;
• Select and implement cost-effective risk control measures to avoid or reduce undesired exposures to loss or unwanted volatility
• Implement appropriate risk financing and risk transfer strategies including, but not limited to insurance to offset the financial effects of any losses or unwanted volatility, so that the lowest sustainable cost of risk is obtained over the long term.
Commitments to acquire new businesses; to allocate resources to geographically or politically challenging zones; to launch new business activities must be supported by reasoned and reportable risk and reward analyses - to support the appropriate management approval process.
Area and Segment presidents have the primary responsibility and accountability for identifying and assessing operational risk.
Evaluation of risk control options is performed in close liaison with the business support functions, notably, HSE, Risk Management. The Risk & Insurance Management Function and the Finance Function have the shared responsibility for designing, proposing and maintaining appropriate risk financing & risk transfer strategies.
At the corporate level, the Executive Risk Committee (ERC) is appointed by the Chief Executive Officer and reports to the Chairman and Board of Directors of IWSS. The ERC is responsible for the Risk Management organization and ensuring that appropriate risk mapping, business continuity, crisis management and emergency response processes are in place and actively maintained.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L016
Released on 01 December 2015
Last Update on 15 December 2015

Any employees (or persons related to employees) in possession of, or having knowledge of, material non-public information (“insider information”) relating to IWSS may not buy or sell IWSS Limited securities (including stock, publicly traded options, puts, calls or similar instruments), or engage in any other action to take advantage of, or pass on to others, that information. Transactions that may be necessary or justifiable for independent reasons (such as the need to raise money for an emergency expenditure) are not an exception to this Policy. IWSS employees must also use good judgment to avoid creating a perception or appearance that they may be improperly using inside information.
This Policy also extends to all material inside information that you may acquire in the course of your IWSS employment relating to securities issued by other companies. Because of the close relationship between IWSS businesses and its customers, purchase by IWSS employees in the stock or other interest of its customers or clients are not allowed, except through mutual funds.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L017
Released on 01 December 2015
Last Update on 15 December 2015

At IWSS, we treat everyone – whether they are our fellow employees, customers, suppliers or other business partners with respect and dignity. Everyone deserves to work in an environment where they feel welcome and secure. That is why we try to foster an environment that is free from harassment and disrespectful behavior. Our Company will not tolerate any form of harassment or behavior that creates an intimidating, hostile or offensive work environment for another person. A few examples of harassment include:
• Sexual, in the form of unwelcome physical contact or gestures
• Inappropriate comments and jokes
• Offensive or explicit images
• Racial or ethnic slurs
• Bullying or intimidation

Anyone believing in good faith that she or he has been subjected to sexual harassment by anyone in IWSS, or anyone with whom IWSS does business, should immediately contact her or his supervisor, Line Manager, or any other IWSS manager. Complaints and questions regarding possible sexual harassment will be treated in a confidential manner, and all complaints will be investigated. There will be no retaliation for making complaints or asking questions under this policy, or for responding to questions during any investigation of these matters.
All IWSS business units are responsible for the establishment and communication of effective policies and procedures consistent with this basic principle.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L018
Released on 01 December 2015
Last Update on 15 December 2015

IWSS has a commitment to its employees, customers and the community to provide a drug- and alcohol-free working environment. The company expects employees to be in a suitable mental and physical condition to perform their assigned job duties satisfactorily at all times. In addition, the company has an obligation to its employees to ensure safe working conditions. To meet that obligation and to further our commitment to promote high standards of employee performance, productivity, health, safety and reliability, Company has established this policy. This policy clearly outlines the company’s position regarding drugs and alcohol and the behaviors prohibited.
Employees Shall Not:
• Report for work or remain at work with any detectable level of alcohol or controlled substance, intoxicant or illegal drug in their system.
• Engage in the unauthorized use of any alcohol or illegal drug on company premises or on company time, including rest and meal periods.
• Possess or attempt to distribute, sell, obtain, manufacture, transfer, share or receive any alcohol, controlled substance (drugs) or any other substances that impair job performance or pose a hazard to the safety and welfare of the employee, coworkers, customers or members of the community. The company prohibits the use of drug paraphernalia or alcohol containers while you are on company property or company time.
• Use medically authorized (prescription) or over-the-counter drugs in a manner inconsistent with the directions for the medication.
Searches and Tests
IWSS reserves the right to conduct at the work site or at the point of departure to, or return from, the work site, in an appropriate manner and without prior announcement, searches of the personal effects, lockers, vehicles and quarters of any person subject to this policy and/or tests of employees, agents and subcontractors. In particular such searches or tests shall be conducted under, but not limited to, the following circumstances: (1)Pre-employment or re-employment, (2) after an accident, (3) Reasonable suspicion, (4) Compliance with law or regulation, (5) under a client program, (6) after a rehabilitation program.
Employee Assistance Program
IWSS offers employee access to a substance abuse Employee Assistance Program (EAP). It is a self-referral program and operated on a strictly confidential basis through the IWSS medical organization.
In order to avoid disciplinary action, the EAP must be requested prior to discovery of possession or a positive test.
Disciplinary Action
Anybody who refuses to submit to a search or test or is found in violation of the above policy shall be subject to applicable lawful disciplinary action and/or removal from IWSS property.
Laws and regulations
This policy must be administered and enforced in accordance with applicable laws. In the event of a conflict between any provisions of this policy and applicable laws, the applicable laws shall apply.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L019
Released on 01 December 2015
Last Update on 15 December 2015

An operational and efficient supply chain is essential to the success of IWSS. Our overall objective is to maximize value for the company through best in class planning sourcing and procurement. This is achieved through the rigorous use of systematic and integrated processes to select, develop and manage our supplier base. We work with our suppliers in a socially responsible and ethical manner and continuously seek to improve the way in which business is conducted. Our focus is to procure products and services when required, with no defects, and at the lowest total cost of ownership.
The IWSS Procurement & Sourcing Function encompasses the core activities of demand planning and of identifying, selecting, developing, collaborating and managing sources of supply and delivery of goods and services. This Function is responsible to ensure that:
• IWSS procures goods and services that meet business requirements while minimizing the total cost of ownership.
• Security of supply of the required goods and services is assured.
• Procurement and sourcing processes are continually reviewed, improved and consistently followed in accordance with other IWSS policies.
• All suppliers and contractors providing goods and services are formally approved, regularly reviewed, and managed in accordance to all relevant IWSS policies and standards.
• Suppliers are actively managed in order to continually improve quality, delivery and costs of their goods and services.
• A cross business perspective is taken to highlight opportunities, identify synergies and make best use of IWSS’s purchasing power.
• Training is proactively managed to develop a top performing workforce.

Performance of Procurement & Sourcing is assessed against the criteria of quality, delivery, cost, availability, and customer satisfaction. Defined metrics are used to measure operational performance and identify opportunities for improvement within IWSS and its supplier base.
All employees are required to conform to this policy as it forms the basis by which we effectively manage our supply chain and contribute to the long-term business success of IWSS.
Any violation of this Policy may subject the employee to disciplinary action.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L020
Released on 01 December 2015
Last Update on 15 December 2015

Company believes it is extremely important that you have an effective means of addressing work-related issues. We strongly believe that by working together, we can resolve most any question or concern that may arise. If you have a problem or concern, we want you to tell us. For matters pertaining to harassment or offensive conduct, please also refer to procedures contained in the Company Policy against Harassment.

Please use the following procedure in expressing your concerns.
• First, talk to your supervisor. Your supervisor is your principal contact with management. Supervisors have a considerable amount of technical knowledge and experience in the industry. Our supervisors are trained to deal with problems. They are very familiar with Company policies and will handle matters in a confidential manner. If you are uncomfortable or unable to discuss an issue with your supervisor, you may ask to meet with HR Manager or Concerned Line Manager.
• You and your supervisor can satisfactorily resolve most problems. You should first present any questions or concerns about policies, procedures, equipment, safety or other matters to your supervisor.
• If you are not satisfied with the answer from your supervisor or you feel that you cannot discuss the issue with your supervisor, you should talk to the HR Manager or Concerned Line Manager.
• After taking the steps described above, submit any issue remaining unresolved to Country Manager. He or she will carefully review the facts, consider your position and make a final and binding decision.
IWSS prohibits retaliation against any employee for exercising his/her right to bring issues to the attention of management.

 

Mian Khalid Jan
Country Manager IWSS, Pakistan

khalid@iwsas.com

 

IWSS-LEGAL-L022
Released on 01 December 2015
Last Update on 15 December 2015