Crowned Grace is a company which continues to face changes, challenges and opportunities. The present period of change and growth is predicted to continue throughout the short to medium term future and clearly all employees have a vital part to play in meeting our key business objectives.
This policy statement recognizes that a competent, motivated and well-trained workforce is essential to continued company success. This policy document is designed to reinforce the commitment to employees’ development and outline the framework for its continuance.
It is Crowned Grace’s policy to train and develop all employees by providing appropriate access to relevant opportunities, both internal and external, with requisite support and guidance in line with company objectives, beliefs and culture.
Training and development is intended to equip employees with the skills, knowledge and understanding to enable them to function in the working environment with competence and confidence. Within this context, the fundamental task of all levels of management is to unite and mobilize the individual and collective resources of employees in the service of the company. Accordingly, every manager and supervisor holds a responsibility for active team support, as well as a responsibility for active self development.
This approach is in line with the company’s drive for cost awareness, quality and the attendant systems and procedures.
All steps will be taken to ensure equal access to opportunities for training and promotion. Crowned Grace will endeavor to provide appropriate training to enable staff to perform their jobs efficiently and pursue career development opportunities. Training will be given to all staff that requires it regardless of gender, age, responsibility for dependents, creed, race, religion or ethnic origins, sexuality or disability.
Our policy is to provide and maintain all employees with skills, knowledge and understanding that will:
This Training Policy Statement will be monitored and formally reviewed annually by the board of directors.
Responsibility for the initial identification of training and development needs rests with company management and the individual employees concerned. The overall and final responsibility for training and development in the company is that of the Human Resource Director. The identification of training and development needs may take place formally and informally.
It is recognized that the process of needs identification must begin with the individual concerned. Self-development starts and ends with each individual. In fact the key to effective training interventions has to rest with the individual, for only he or she can provide the required level of commitment and motivation to gain maximum benefit from the opportunities on offer.
The company believes that the preferred learning styles of individuals should be responded to, but at the same time, to help overcome personal learning barriers, each individual employee needs to:
The Crowned Grace Board of Directors and the company’s leadership team pledge support to training and development actions which are appropriate to the achievement of stated key business objectives.
Centrally held records of training and development activity undertaken are maintained in the Human Resources Manager’s Office. Line managers and supervisors are responsible for the logging and processing of pertinent information.
Information is stored for the purpose of individual records, historical reference and in order to assess and evaluate the results of training conducted, as a basis for future human resource planning.
This planning will occur at management level and will be consistent with the process of wider business planning and coordinated by the project managers. At all times there will be available a Company Training Plan which details training and development activity scheduled to take place. This is a flexible document, capable of responding to change and unforeseen circumstances.
Individual employees clearly need to know what is expected of them and how they will be equipped to rise to the challenge of an ever changing workplace and trading environment. Within Crowned Grace, the communication of training and development intentions will take place both formally and informally.
Meetings and dialogue with a recognizable purpose are to be encouraged. These may be at management level, or as part of each department. Less formal methods of communication include the utilization of in-house notice boards, memoranda, and direct access to management. Briefings may be undertaken on important issues affecting the company, e.g., new market opportunities, customer care, or Quality.
The company will support the training of employees internally and also by external agents who can make a significant contribution to revealed needs. Where external agents are to be used, decisions will hinge upon:
Decisions here will be approved at management level and backed up with appropriate documentation.
It is the policy of Crowned Grace to strive to evaluate all training and development activity, in order to maximize benefits, and justify the investment in people. Measurement and evaluation must be designed into all activities from the outset, based upon pre-determined and quantifiable objectives. It is recognized that evaluation may occur at varying levels throughout the organization, but ultimately all training and development completed must show an improvement in some area of the company. In short, benefits must outweigh costs.
Individual appraisal, resulting in change in performance, is part of this overall process, hence the central importance of regular review and individual guidance. All training should have an impact upon job performance, but training remains only one of the many contributing factors to improved commercial results.
Crowned Grace International is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace and the places we work. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol- and drug-free environment. This organization encourages employees to voluntarily seek help with drug and alcohol problems.
Any individual who conducts business for the organization, is applying for a position or is conducting business on the organization’s property and/or our customer’s property is covered by our drug-free workplace policy. Our policy includes but is not limited to executive management, managers, supervisors, full-time employees, part-time employees, off-site employees, 1099 Contractors/Consultants and applicants.
Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the organization. Therefore, this policy applies during all working hours, whenever conducting business or representing the organization, or while on call or paid standby.
It is a violation of our drug-free workplace policy to use, possess, sell, trade and/or offer for sale controlled substances or alcohol. The presence of an amount of any controlled substance that results in a positive test is prohibited.
As used in this policy, controlled substances include any drug that is illegal under federal or state law, or that is legally obtainable but has not been legally obtained. The term includes prescribed drugs which are not being used for the prescribed purpose or in the prescribed manner. Examples include but are not limited to:
*Despite Article XVIII, Section 14, of the Colorado Constitution, marijuana for medical use is a Drug Enforcement Administration listed Schedule I controlled substance and therefore is prohibited.
Crowned Grace Incorporated is committed to establishing and maintaining a diverse workforce which is representative of its constituents. We are committed to an affirmative action program that provides equal opportunities for all people.
We strive to create and promote a respectful work environment free from any kind of harassment. We are committed to diversifying and developing a work environment which is both inclusive and tolerant of individual differences.
We are committed to more than just practicing non-discrimination in management and employment practices. We strive for a work environment where employees respect and value each other as individuals and one where we treat all employees and customers of our multicultural society with dignity and fairness.
Environmental management is no longer a “nice to have” piece of corporate philanthropy, but a business necessity, even within the current economic climate. This is why we at CGI continue to make strides in our environmental performance and have established a clear set of strategies to address our environmental performance in areas where we have both control and influence, namely our products, services, sites and supply chain
As a result CGI will:
This policy will be reviewed on an annual basis to ensure its continuing effectiveness.
Chief Executive Officer
May 4, 2010
This policy is intended to encourage Board members, staff (paid and volunteer) and others to report suspected or actual occurrence(s) of illegal, unethical or inappropriate events (behaviors or practices) without retribution.
Board of Directors
May 4, 2010
The attendance of all hourly employees is recorded daily by each department and is submitted on a weekly basis (unless other wise defined by customer). Our attendance records are Company records and care must be exercised in recording the hours worked, overtime hours and absences. Employees are not to clock or sign in or out for other employees. Violations of this policy may result in appropriate disciplinary action, up to and including immediate discharge.
All employees, exempt, non-exempt, full-time and part-time employees must record the time they arrived/departed, each day, on his/her time record. Each employee is responsible only for his/her own recordkeeping.
It is the policy of Crowned Grace International and its affiliates that information, as defined hereinafter, in all its forms–written, spoken, recorded electronically or printed–will be protected from accidental or intentional unauthorized modification, destruction or disclosure throughout its life cycle. This protection includes an appropriate level of security over the equipment and software used to process, store, and transmit that information.