Our Policies

EEO

In order to provide equal employment and advancement opportunities to all individuals, employment decisions will be based on merit, qualifications, and abilities. Except where required or permitted by law, employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, age, sex, national origin, disability, veteranís status, sexual orientation, or any other characteristic protected by law. We will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
 

Smoking Policy

In keeping with our intent to provide a safe and healthful work environment, smoking in the workplace and on company vessels is discouraged. Smoking is prohibited in all company offices and company vehicles. Employees are asked to respect these non-smoking designations. This policy applies equally to all employees, customers, and visitors. Employees while onboard company vessels are allowed to smoke, but with restrictions that ensure a safe work environment and respect for non-smokers. Absolutely no smoking is allowed in sleeping berths or bathrooms. Smoking in lounge areas should be limited. Smoking in the wheelhouse is allowed if the Captain on duty is a smoker, otherwise smoking is not allowed. In situations where the preference of smokers and nonsmokers are in direct conflict, the preferences of nonsmokers will prevail.
 

Drug and Alcohol Use

Drug and alcohol use is highly detrimental to the safety and productivity of employees in the work place. No employee may be under the influence of any illicit drug or alcohol while in the work place, while on duty, or while operating a vehicle or equipment owned or leased by Offshore Oil Services, Inc. The unlawful manufacture, possession, distribution, transfer, purchase, sale, use, or being under the influence of alcoholic beverages or illegal drugs while on OFFSHORE's property, while attending business-related activities, while on duty, or while operating a vehicle or machine leased or owned by OFFSHORE is strictly prohibited and may lead to disciplinary action, including suspension without pay or discharge. Employees may use physician-prescribed medications, provided that the use of such drugs does not adversely affect job performance or the safety of the employee or other individuals in the work place. Employees must report any and all prescribed medications to their immediate supervisor. OFFSHORE requires all employees be tested periodically for the use of drugs and alcohol. OFFSHORE may also require an employee involved in a job related accident to be tested. An employee with positive test results will be subject to disciplinary action, including termination of employment. All new employees will be tested for the use of drugs and alcohol before they are allowed to start work. Positive test results will disqualify an applicant from employment. OFFSHORE, will establish such procedures as it finds necessary to effectively enforce this policy. That may include a requirement that employees cooperate in personal or facility searches when there is reason to believe drugs or alcohol are present, when their performance is impaired or when their behavior is erratic. Employees may be required to be tested for drug use following a job related accident. Refusing to cooperate with these procedures may be cause for disciplinary action, including termination.
 

Employee Assistance Program

The company seeks to retain valuable employees and maintain productivity by identifying personal problems at early stages and motivating employees to seek help. The company will make every effort to provide direction to those employees wishing to deal with and recover from drug or alcohol related problems.
 

Harassment

It is our policy to provide its employees with a workplace that is free of sexual harassment. Sexual harassment is prohibited by Title VII of the Civil Rights Act of 1964, as amended. Offshore Oil Services, Inc prohibits sexual harassment of it employees by other employees or outside parties. Sexual harassment negatively affects morale, motivation and job performance. It is inappropriate, offensive and illegal, and will not be tolerated. Our policy is that any such conduct is strictly prohibited. Any employee who is aware of any instances of sexual harassment should report the illegal act immediately to his or her supervisor, the human resourceís department or any member of management. Supervisors and managers who receive a sexual harassment complaint are to contact the human resources director. All complaints will be investigated promptly, impartially and discretely. Any supervisor, agent, or other employee who is found to have sexually harassed an employee will be subject to appropriate corrective action, up to and including termination.
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