Employee manual (version 4 0)

Employee Manual Version: 4.0

Prepared by:

Human Resources Department

Issue Date (V4.0):

April, 2014

Table of Contents 1

WELCOME TO COLUMBUS COMMUNICATIONS.................................................................................... 6 1.1 1.2 1.3 1.4 1.5

2

You're Part of Our Team ....................................................................................................................... 6 Your Various Benefits with Columbus .................................................................................................. 7 Purpose of This Manual ........................................................................................................................ 7 Notice..................................................................................................................................................... 7 Receipt & Acknowledgement of Columbus Employee Manual ........................................................... 8

COLUMBUS, THE COMPANY ................................................................................................................ 9 2.1 Mission Statement ................................................................................................................................ 9 2.1.1 Significant dates and events in the history of Columbus .............................................................. 9 2.1.2 The Industry In Which You Work – Telecommunications ........................................................... 10 2.2 What You Can Expect From Columbus ............................................................................................... 12 2.3 What Columbus Expects From You .................................................................................................... 13

3

EMPLOYMENT .................................................................................................................................. 14 3.1 Personnel Administration ................................................................................................................... 14 3.2 Your Personnel File .............................................................................................................................. 14 3.3 Employment Classifications ................................................................................................................ 14 3.3.1 Full-Time Employees ................................................................................................................... 14 3.3.2 Part-Time Employees .................................................................................................................. 14 3.3.3 Contract Employees .................................................................................................................... 15 3.4 Employment Policies ........................................................................................................................... 15 3.4.1 Anniversary Date ......................................................................................................................... 15 3.4.2 Aptitude & Ability Tests .............................................................................................................. 15 3.4.3 Business Hours ............................................................................................................................ 15 3.4.4 Standard Work Hours.................................................................................................................. 16 3.4.5 Confidential Information............................................................................................................. 17 3.4.6 Credit Investigation ..................................................................................................................... 17 3.4.7 Customer Relations ..................................................................................................................... 17 3.4.8 Driver's License & Driving Record ............................................................................................... 18 3.4.9 Equal Employment Opportunity ................................................................................................. 18 3.4.10 Harassment Policy ....................................................................................................................... 18 3.4.11 Health Examinations ................................................................................................................... 19 3.4.12 How You Were Selected.............................................................................................................. 19 3.4.13 Probationary Period .................................................................................................................... 19 3.4.14 Knowledge of Columbus ............................................................................................................. 20 3.4.15 Outside Employment .................................................................................................................. 20 3.4.16 Police Checks ............................................................................................................................... 20 3.4.17 Proof of Trinidadian Citizenship and/or Right to Work .............................................................. 20 3.4.18 Relatives ...................................................................................................................................... 21 3.4.19 Salesperson Agreement .............................................................................................................. 21 3.4.20 Contract Construction Worker .................................................................................................... 21 3.4.21 Security Checks ........................................................................................................................... 21 3.4.22 Spouse Accepts Employment from a Competitor ....................................................................... 21 3.4.23 Spouse Works For a Competitor ................................................................................................. 21 3.4.24 We Need Your Ideas.................................................................................................................... 21

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3.5 Standards of Conduct .......................................................................................................................... 22 3.5.1 Unacceptable Activities............................................................................................................... 22 3.6 Disciplinary Actions ............................................................................................................................. 25 4.0

WAGE & SALARY ........................................................................................................................... 27 4.1 Wage Policies ...................................................................................................................................... 27 4.1.1 On Call Pay .................................................................................................................................. 27 4.1.2 Computing Pay ............................................................................................................................ 27 4.1.3 Deductions from Pay Cheque (Statutory) ................................................................................... 28 4.1.4 Deductions from Pay Cheque (Columbus Policy)........................................................................ 28 4.1.5 Repayment of Company Obligations .......................................................................................... 28 4.1.6 Deductions for Cable Television, Voice and Data Services ......................................................... 28 4.1.7 Direct Deposit ............................................................................................................................. 28 4.1.8 Error in Pay .................................................................................................................................. 28 4.2 Overtime Pay ....................................................................................................................................... 28 4.2.1 Overtime ..................................................................................................................................... 29 4.2.2 Incidental Overtime .................................................................................................................... 29 4.2.3 Work Performed on Public Holidays ........................................................................................... 29 4.3 Pay Period............................................................................................................................................ 29 4.4 Pay-slip Distribution ............................................................................................................................ 30 4.5 Inclement Weather & "Acts of God" .................................................................................................. 30 4.6 Termination & Notice .......................................................................................................................... 30 4.7 Time Sheets/Records ........................................................................................................................... 30 4.8 Wage Assignments (Garnishments) ................................................................................................... 31 4.9 Performance & Compensation Reviews ............................................................................................. 31 4.9.1 Performance Reviews ................................................................................................................. 31 4.9.2 Compensation Reviews ............................................................................................................... 31 4.10 Absence or Lateness........................................................................................................................ 31 4.11 Attendance ...................................................................................................................................... 32 4.12 Closure after Starting Time ............................................................................................................ 32 4.13 Excessive Absenteeism or Lateness ................................................................................................ 32 4.14 Lunch Period .................................................................................................................................... 33 4.15 Lunch Room Facility ........................................................................................................................ 33 4.16 Record of Absence or Lateness ....................................................................................................... 33

5.0

THE BENEFITS PACKAGE ................................................................................................................ 34 5.1 Eligibility for Benefits .......................................................................................................................... 34 5.2 Paid Time Off ....................................................................................................................................... 34 5.2.1 Public Holidays ............................................................................................................................ 34 5.2.2 Vacation Time Off ....................................................................................................................... 35 5.2.3 Sick Leave .................................................................................................................................... 36 5.2.2 Maternity Leave .......................................................................................................................... 37 5.2.4 Discretionary Time-Off ................................................................................................................ 37 5.3 Jury Duty .............................................................................................................................................. 38 5.4 Unpaid Leaves of Absence .................................................................................................................. 38 5.4.1 Family/Medical Leave of Absence .............................................................................................. 38 5.4.2 Disability Leave of Absence ......................................................................................................... 40 5.4.4 Educational Leave of Absence..................................................................................................... 40 5.4.5 Election Day................................................................................................................................. 40 5.4.6 Personal Leave of Absence ......................................................................................................... 41

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5.5 Group Insurance .................................................................................................................................. 41 5.6 Government Required Coverage ........................................................................................................ 42 5.7 Retirement Savings Plan ..................................................................................................................... 42 5.8 Employee Assistance Programme ...................................................................................................... 43 5.9 Other Benefits ..................................................................................................................................... 43 5.9.1 Annual Dinner & Dance ............................................................................................................... 43 5.9.2 Training and Development.......................................................................................................... 43 5.9.3 Employee Social Committee ....................................................................................................... 44 6.0

OTHER POLICIES............................................................................................................................ 45 6.1 Bulletin Boards .................................................................................................................................... 45 6.2 First Aid facilities ................................................................................................................................. 45 6.3 Communications.................................................................................................................................. 45 6.4 Company Meetings ............................................................................................................................. 45 6.5 Employee Internet Usage Policy ......................................................................................................... 45 6.6 Computer Software (Unauthorised Copying) ..................................................................................... 46 6.7 Department Meetings ......................................................................................................................... 47 6.8 Discounting and Provision of Services ................................................................................................ 47 6.9 Dress Code/Personal Appearance ...................................................................................................... 47 6.10 Uniforms .......................................................................................................................................... 48 6.11 Entering & Leaving the Premises.................................................................................................... 48 6.11.1 Entry After-Hours ........................................................................................................................ 48 6.12 Exit Interviews................................................................................................................................. 48 6.13 Expense Reimbursement ................................................................................................................ 48 6.14 Fire Drills ......................................................................................................................................... 49 6.15 Ethics,Gifts or Gratuities ................................................................................................................. 49 6.16 Resolving Problems......................................................................................................................... 50 6.17 Housekeeping.................................................................................................................................. 50 6.18 Identification Badges ...................................................................................................................... 50 6.19 Inspection of Packages ................................................................................................................... 50 6.20 Layoff & Recall ................................................................................................................................ 50 6.21 Life-Threatening Illnesses ............................................................................................................... 50 6.22 Managers ........................................................................................................................................ 52 6.23 Open Door Policy & Counselling ..................................................................................................... 52 6.24 Outside Activities ............................................................................................................................ 53 6.25 Parking Lot ...................................................................................................................................... 53 6.26 Payroll Advances ............................................................................................................................. 53 6.27 Personal Phone Calls & Mail........................................................................................................... 53 6.28 Promotion Policy ............................................................................................................................. 53 6.29 Acting Allowance ............................................................................................................................ 54 6.30 Property & Equipment Care ............................................................................................................ 54 6.31 References ....................................................................................................................................... 54 6.32 Resignation ..................................................................................................................................... 54 6.33 Restricted Areas .............................................................................................................................. 54 6.34 Return of Company Property .......................................................................................................... 54 6.35 Safety Rules ..................................................................................................................................... 55 6.36 Safety Rules When Operating Machines & Equipment ................................................................. 55 6.37 Security ............................................................................................................................................ 56 6.38 Smoking........................................................................................................................................... 56 6.39 Solicitations & Distributions ........................................................................................................... 56 Columbus

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6.40 6.41 6.42 6.43 6.44 6.45 6.46 6.47 6.48

Substance Abuse ............................................................................................................................. 57 Suggestions ..................................................................................................................................... 58 Theft ................................................................................................................................................ 58 Vehicle Policy .................................................................................................................................. 59 Visitors............................................................................................................................................. 60 Violations of Policies ....................................................................................................................... 60 Balancing......................................................................................................................................... 60 Firearms .......................................................................................................................................... 60 Miscellaneous ................................................................................................................................. 61

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1

Welcome to Columbus Communications

We're very happy to welcome you to Columbus Communications Trinidad Limited (CCTL). Thank you for joining us! We want you to feel that your association with Columbus Communications Trinidad Limited will be a mutually beneficial and a pleasant one.

Columbus Communications Trinidad Limited (hereafter referred to as Columbus or the Company) is our registered company name.

FLOW is the brand that umbrellas all of the services provided by Columbus Communications Trinidad Ltd…Watch. Talk. Click. In addition CBS is our corporate brand, Columbus Business Solutions. Columbus Business Solutions can design and commit to any internet connectivity solutions a company may require.

You have joined an organisation that is in an aggressive growth mode as it enters a very competitive telecommunications marketplace.

Columbus plans to bring to the market new and exciting products, supported by excellent customer service. We hope that you will find satisfaction and take pride in your work here.

trustworthy in our activities; foster an atmosphere in which equal opportunity is extended to each member of our community; create a safe working environment; avoid conflicts of interest between our work and personal affairs; and sustain a culture in which ethical conduct is recognized, respected and promoted.

From time to time, the information included in our Employee Manual may change. Every effort will be made to keep you informed through suitable lines of communication, including postings on the Company bulletin boards, change of the manual on our corporate intranet and/or notices sent directly to you by e-mail.

Compensation and personal satisfaction gained from doing a job well are only some of the reasons most people work. Most likely, many other factors count among your reasons for working -- pleasant relationships and working conditions, career development and promotion opportunities, and health benefits are just a few.

Columbus is committed to doing its part to assure you of a satisfying work experience.

1.1 This manual should provide answers to most of the questions you may have about Columbus’ benefit programs, as well as about the Company policies and procedures we abide by, our responsibilities to you and your responsibilities to Columbus. If anything is unclear, please discuss the matter with your manager. You are responsible for reading and understanding this Employee Manual, and your performance evaluations will reflect your adherence to Columbus’ policies. In addition to clarifying responsibilities, we hope this Employee Manual also gives you an indication of Columbus’ interest in the welfare of all who work here.

As employees of Columbus, it is our responsibility to undertake our activities with the highest standards of conduct in mind. This requires our personal commitment to: become familiar with and comply with the policies and procedures of Columbus; be honest, fair and Columbus

You're Part of Our Team

As a member of the Columbus team, you will be expected to contribute your talents and energies to improve the environment and quality of the Company, as well as of the Company's products and services. In return, you will be given opportunities to grow and advance in your career1.

Columbus is dedicated to two standards: 1. To provide our customers with the highest quality products/services at affordable prices with the best customer service.

2. To provide you with a fair compensation and benefits package in an environment which you Note: Throughout this Employee Manual, masculine pronouns such as him, his, or he shall be construed so as to include both sexes.

1

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will have the opportunity to learn and develop your skills.

At Columbus, safety is a priority. We believe it is our duty to provide you with as safe a workplace as we possibly can. We also have a substance abuse policy, because you have a right to know you can depend on your co-workers.

1.3

The Company’s requirement for continuous employment, compensation, advancement, and benefits include acceptable performance and a good team attitude. No one will be denied opportunities or benefits on the basis of age, sex, colour, race, creed, national origin, religious persuasion, marital status, political belief, or disability that does not prohibit performance of essential job functions; nor will anyone receive special treatment for those reasons.

No employee manual can answer every question, nor would we want to restrict the normal question and answer interchange among us. It is in our person-to-person conversations that we can better know each other, express our views, and work together in a harmonious relationship.

1.2

Your Various Benefits with Columbus

You may not have thought about it, but the value of your benefits amounts to a considerable sum each year in addition to the wages or salary you earn.

These are just some of the benefits which Columbus provides for eligible employees each year:  Group Health Insurance  Computer Purchase Plan  Injury Leave of Absence  Discretionary Time Off  Education Assistance  Employee Assistance Program  Funeral (Bereavement) Leave  Group Life Insurance  Annual Vacation Leave  Retirement Savings Plan  Personal Leave of Absence  Performance Incentive payment  Medicard  Short-Term Disability Insurance  Uniform Assistance/Provision  Discounted services from Columbus  Annual Awards Function  Sports & Family Day  Wellness Initiatives Columbus

Purpose of this Manual

This manual has been prepared to inform you about Columbus’ history, philosophy, employment practices, and policies, as well as the benefits provided to you as a valued employee, and the conduct expected from you.

We hope this manual will help you feel comfortable with us. We depend on you -- your success is our success. Please don't hesitate to ask questions; your manager will gladly answer them. We believe that you will find Columbus a good place to work.

We ask that you read this manual carefully, and refer to it whenever questions arise. We also suggest that you take it home so that your family can become familiar with Columbus and our policies.

Columbus’ policies, benefits and rules, as explained in this manual, may be changed from time to time as business, employment legislation and economic conditions dictate. If and when provisions are changed, you will be notified.

Further details on policies referred to in this manual can be found in the Human Resource Policy manual which is available to each department. It is your responsibility to read the e-mail and track changes on the corporate intranet when posted. Please make an effort to keep current.

1.4

Notice

Columbus at its option, may change, delete, suspend or discontinue any part or parts of the policies in this manual at any time without prior notice.

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Employees may not accrue eligibility for monetary benefits that they have not earned through actual time spent at work. Employees shall not accrue eligibility for any benefits, rights, or privileges beyond the last day worked. No one other than the Managing Director of Columbus Communications Limited may alter or modify any of the policies in this manual. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee.

previous manuals Columbus.





I understand circumstance arising out of my employment will alter my employment relationship unless expressed in writing, with the understanding specifically set forth and signed by myself and the Managing Director or Vice President of Human Resources of Columbus.



I am aware that during the course of my employment, confidential information may be made available to me, including subscriber counts, service packages, gross margin strategies, marketing strategies, customer lists, pricing policies and other related information. I understand that this information is critical to the success of Columbus. and must not be given out or used outside of Columbus’ premises or with other Columbus’ employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to disclose, utilise or exploit this information with any other individual or Company.



I recognise and understand that specific laws govern the dissemination of information about the Company. As an employee I will be privy to information about the Company and I undertake never to divulge any information which may be considered to be confidential or “insider information” about the Company to any person. I understand that violation of this undertaking will result in my immediate dismissal for

I have received and read a copy of the Columbus Employee Manual.

I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of Columbus at any time. I understand that this manual supersedes all other

Columbus

for

I further understand that my employment is terminable for cause, regardless of the length of my employment or the granting of benefits of any kind, including but not limited to profit sharing benefits which provide for vesting based on length of employment.

Because the general business atmosphere of Columbus and economic conditions are always changing, the contents of this manual may be changed at any time at the discretion of Columbus. No changes in any benefit, policy or rule will be made without due consideration of the mutual advantages, disadvantages, benefits and responsibilities such changes will have on you as an employee and on Columbus.

Please read the following statements and sign below to indicate your receipt and acknowledgement of the Columbus Employee Manual.

memos



Should any provision in this Employee Manual be found to be unenforceable and invalid, such finding does not invalidate the entire Employee Manual, but only the subject provision.

1.5 Receipt & Acknowledgement of Columbus Employee Manual This Employee Manual is an important document intended to help you become acquainted with Columbus. This manual will serve as a guide; it is not the final word in all cases. Individual circumstances may call for individual attention.

and

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cause and may result in civil and criminal prosecution against me. 



2

Columbus-The Company

Columbus Communications Inc. is the ultimate controlling shareholder of Columbus Communications Trinidad Limited.

I understand that, should the content be changed in any way, Columbus may require an additional signature from me to indicate that I am aware of and understand any new policies.

Columbus Communications Inc. is a CARICOM Company and is incorporated in and under the laws of the country of Barbados.

I understand that my signature below indicates that I have read and understand the above statements and have received a copy of Columbus’ Employee Manual.

2.1

Mission Statement

The mission statement of Columbus as adopted by the Board of Directors is as follows:

_______________________________________

“To serve our customers.”

Employee's Printed Name

2.1.1

______________________________________ Position

1992

Cable Television was introduced to the local market with the advent of Cableview Ltd. This company's area of focus was the East West Corridor, from San Juan and El Socorro, to Barataria and Woodbrook. Cableview was soon joined by three other local cable providers, Rainbow Cable Vision Ltd, AJ Cable Ltd and Trans-Cable Company Ltd. Each of these companies focused on particular geographical areas and there was very little competition amongst them.

2001

By the year 2001, all of the above companies had been incorporated into one company, owned by Transcable Company Ltd, and this resulted in several immediate benefits both to the subscriber, and to the industry. One cable company, as opposed to four, made it possible to install a fiber ‘backbone’, throughout Trinidad which has improved the quality and reliability of service to customers’ homes.

2005

Columbus Communications Inc. purchased The Trinidad and Tobago

____________________________________ Employee's Signature ____________________________________ Date _______________________________________ Manager's Signature ____________________________________ Date

The signed original copy of this agreement should be given to your manager -- it will be placed in your personnel file.

June,

Columbus

Significant dates and events in the history of Columbus

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Transcable Company Limited and a new management team was appointed to develop the Company.

2006

The brand launched.

2011

Columbus Business Solutions was formed offering competitive and cutting edge corporate retail services such as international private lines, Ethernet services, MPLS, L3 – VPN, Dedicated Internet Service disaster recovery and data storage, hosting, digital telephony and IP surveillance.

2011

name

“FLOW”

was

CBS launched in Trinidad

2.1.2 The Industry In Which You Work – Telecommunications Columbus is developing a broadband network throughout Trinidad to deliver a triple play of services, voice, video and data. The Company currently holds the following concessions:     

Concession for the operation of a Public Domestic Fixed Network Concession for the provision of Public Domestic Fixed Services Concession for the operation of a Public International Network Concession for the provision of Public International Services Concession for the provision of a Subscription Broadcasting Service over a Domestic Fixed Telecommunications Network

telecommunications companies, many of whom provide a “narrow band” of bandwidth over twisted pair electrical cable. Because broadband is “broad” it can offer many more services, faster, and more reliably than those on a “narrow” platform. In the long run, it is these new services and applications that will differentiate broadband from narrow band, and give consumers a reason to subscribe to Flow services.

During the past five years, demand for highspeed Internet access has grown tremendously in the business world. Prior to 1995, businesses used the Internet primarily to send e-mails and small text-based information files. Since then however, information sharing in the form of animated graphics, audio and video, along with text-based information and e-mail, have become an integral part of modern commerce for many businesses.

Columbus is currently building an advanced broadband network in Trinidad, to support the provision of the abovementioned services to the Trinidad business and residential sectors. Fibreoptic communication is based on the principle that light in a glass medium can carry information more quickly over longer distances, than electrical signals can carry in a copper or coaxial medium. Whereas transmission over copper wires utilizes frequencies in the megahertz range, transmission over fibre utilizes frequencies a million times higher. This difference permits transmission of data over fibre lines at speeds as high as 10 Gbps (gigabits per second). Fibre-optic broadband connections are available through a number of sources and offer virtually unlimited bandwidth to the user.

For further information please visit: http://www.tatt.org.tt/Concessiongranted.htm Broadband refers to telecommunication that provides multiple channels over a single communications medium.

Basically it is a “big pipe” delivering a huge amount of bandwidth to every home and business.

This contrasts with other

Columbus

We are not only deploying a fibre infrastructure on the island, but Columbus Network Trinidad International, another subsidiary of parent company CCI has also been awarded a concession to build and land an undersea fibre optic cable into Trinidad. This will provide the off-island bandwidth required to connect to the Internet and to global networks.

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Some of the applications which our data transport services are best suited for include:    







Voice over IP Call Centres Video surveillance and video security On-island and off-island disaster recovery through our Kingston and Bahamas facilities High capacity networks to connect multiple offices wherever our fibre reaches Unlimited growth capacity for business communication needs such as video conferencing Internet access packages geared for mission critical applications

Through this fibre connectivity, the amount of high-speed bandwidth that will now be available to Trinidad will foster new growth in the corporate sector as well as more cost effective solutions for everyone on the island. Columbus’ investment in its infrastructure will exceed $1 billion for its on-island and off-island infrastructure.

These results could not have been achieved without the commitment and focus of our staff members. The Company intends to recruit the best candidates in Trinidad; those who become and remain Columbus employees will consistently demonstrate a commitment to quality and service that is required to build a world-class organisation.

Directors’ Biography The two directors of Columbus Communications Trinidad Limited are Brendan Paddick and John Reid.

John Reid is the President & Chief Operating Officer.

Mr. Reid has virtually spent his entire career in the cable television industry with 18 years experience. Mr. Reid commenced his career as the Director of Corporate Communications with

Columbus

Cable Atlantic, a cable TV operator in Newfoundland, Canada in 1988, and was subsequently promoted to the position of General Manager of the company’s western division in 1989. In 1994, Mr. Reid was hired by Persona Communications as the Director of Sales and Marketing for its Newfoundland division, a position he held until 1996, when he was promoted to the position of Vice President, Marketing for Persona’s national operations. In 2002, Mr. Reid was promoted to the position of Executive Vice President and Chief Operating Officer of Persona’s Canadian business, a position that he held until 2004. In this capacity, Mr. Reid was responsible for the management and performance of an operation that in 2004 generated approximately $120M revenue and $55 million in cash flow. Columbus, provided cable television, Internet, and telecommunications services to almost 250,000 households and commercial establishments, and employed 350 employees.

Mr. Reid has had extensive involvement in the Canadian cable television industry, having served as the Vice Chairman of the Board of Directors of the Canadian Cable Systems Alliance (CCSA) from 2001-2004, an organization that represents the interests of cable TV operators who collectively provide service to over 1,000,000 cable subscribers in Canada. CCSA’s primary role was the negotiation of contracts with various television networks to ensure their lawful carriage on cable television systems throughout Canada and to represent its members’ regulatory and copyright compliance initiatives. Mr. Reid has also served as a Board member for the Canadian chapter of CTAM (Cable and Telecommunications Association for Marketing) from 2001-2005 and held the position of President until he resigned from Persona in January 2005. From 2000-2003, Mr. Reid served on the editorial Board of CSR Communicator, a Canadian Cable TV industry publication.

Mr. Reid holds a Bachelor of Arts degree and a Master of Business Administration degree from Memorial University of Newfoundland.

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Brendan Paddick is the President & Chief Executive Officer of Columbus Communications Inc. Prior to joining Columbus, Mr Paddick was the President & CEO of Persona Inc. and Persona Communications Inc. from 1992 until 2004.

Persona was in the business of providing cable television, digital cable, high speed Internet, commercial data and telecom services to a wide range of residential and commercial customers in Canada. He has extensive experience in constructing and operating world class terrestrial and submarine broadband networks.

Mr. Paddick holds both a Bachelor of Commerce and an MBA from Memorial University of Newfoundland. In 2000, he graduated from the Advanced Management Programme at Harvard University in Boston.

In addition to sitting on Persona’s, Columbus’ and Cable Bahamas’ boards, Mr. Paddick served on the Board of Directors of Fishery Products International Limited and as a member of the Board of Regents of Memorial University for six years, where he was a member of the Finance Committee, Executive Compensations Committee, and the Investments Committee. He was also a member of Industry Canada’s National Broadband Task Force in 2001, a government initiative to plan the roll-out of broadband access. Mr. Paddick currently is a member of the Board of Directors for Clearwater Seafoods Limited.

SOCIAL COMMITMENT

2. Protecting our Identity Through Arts and Culture:    3.

Building Economic and Social Assets through Sports:  

4.

Columbus

Sponsor of the Beacon Cycling Festival Platinum sponsor of the Millennium Lakes Golf and Country Club’s Free Public Clinics and Junior Championship Tournaments.

Community Partnering:

      

2.2

Joshua Home for Boys Just Because Foundation Kids In Need of Direction Hands R for Helping PAVI The Red Cross Telesur and the Stichting Cultureel Centrum Coronie What You Can Expect From Columbus Columbus’ established employee relations Policy is to:

1.

Operate an economically successful business so that a consistent level of steady work is available.

2.

Select people on the basis of skill, training, ability, attitude, and character without discrimination with regard to age, sex, colour, race, creed, national origin, religious persuasion, marital status, political belief, or disability that does not prohibit performance of essential job functions.

3.

Pay all employees according to their effort and contribution to the success of our business.

Columbus’ social commitment is to ensure that it leaves any country in which we operate in better shape than we found it. In Trinidad we offer the following: 1. Poverty Reduction through Technology in Education:  Hop Along Learning  iLearn

Trinidad and Tobago Film Festival Gayelle, The Channel Trinidadtunes.com

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4.

Review wages, employee benefits and working conditions constantly with the objective of providing maximum benefits in these areas, consistent with sound business practices.

5.

Provide paid vacations and holidays to all eligible employees.

6.

Provide eligible employees with medical, disability, retirement and other benefits.

7.

Dedicate ourselves to providing exceptional customer service to our customers.

8.

Develop competent people who understand and meet our objectives, and who accept with open minds the ideas, suggestions and constructive criticisms of fellow employees.

9.

Assure employees, after speaking with their direct manager, an opportunity to discuss any problem with officers of Columbus.

10.

Make prompt and fair adjustment of any complaints which may arise in the everyday conduct of our business, to the extent that is practicable.

11.

Respect individual rights, and treat all employees with courtesy and consideration.

12.

Maintain mutual respect in our working relationship.

13.

Provide buildings and offices that are attractive, comfortable, orderly and safe.

14.

Promote employees on the basis of their ability and merit.

15.

Make promotions or fill vacancies from within Columbus whenever possible.

Columbus

16.

17.

Keep all employees informed of the progress of Columbus, as well as the Company's overall aims and objectives.

Do all these things in a spirit of friendliness and co-operation so that Columbus will continue to be known as "a great place to work!"

2.3

What Columbus Expects From You

Employee Manual Version 4.0

Your responsibilities are:  Know your own duties and how to do them promptly, correctly and pleasantly. 

Cooperate with management and your fellow employees and maintain a good team attitude. How you interact with fellow employees and those whom Columbus serves, and how you accept direction can affect the success of your department. In turn, the performance of one department can impact the entire service offered by Columbus.



You have an important assignment: perform every task to the very best of your ability, in spite of your position. The result will be better performance for the Company overall and personal satisfaction for you.



Grasp opportunities for personal development that are offered to you.

This manual offers insight on how you can positively perform to the best of your ability to meet and exceed Columbus’ expectations.



Make your own choices in matters that concern and control your life. We believe in direct access to management.

We are dedicated to making Columbus a Company where you can approach your manager, or any member of management, to discuss any problem or question. We expect you to voice your opinions and contribute your suggestions to improve the quality of

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Columbus. (Please take a look at the section describing the submission of Suggestions.) We're all human, so please communicate with each other and with management. 

Create the healthful, pleasant and safe working conditions that Columbus intends for you. Your dignity and that of fellow employees, as well as that of our customers, is important.

Columbus needs your help in making each working day rewarding and enjoyable.

3

Employment

3.1

Personnel Administration

The task of handling personnel records and related personnel administration functions at Columbus has been assigned to the Director, Human Resources.

Questions regarding insurance, wages, and interpretation of policies may be directed to that individual.

3.2

Your Personnel File

Keeping your personnel file up-to-date can be important to you with regard to pay, deductions, benefits and other matters. If you have a change in any of the following items, please be sure to notify your manager or the HR Department as soon as possible: 1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

Legal name Home address Home telephone number Person to call in case of emergency Number of dependents Marital status Change of beneficiary Driving record or status of driver's license, if you operate any of Columbus’ vehicles Bank account number Police Record BIR file number

Columbus

12.

NIS number

Coverage or benefits that you and your family may receive under the Columbus benefits package could be negatively affected if the information in your personnel file is incorrect.

Since Columbus refers to your personnel file when we need to make decisions in connection with promotions, transfers, layoffs and recalls, it's to your benefit to be sure your personnel file includes information about completion of educational or training courses, outside civic activities, and areas of interest and skills that may not be part of your current position here.

3.3

Employment Classifications

3.3.1

Full-Time Employees

At the time you are hired, you are classified as either full-time, part-time or contract employee and are also told whether you qualify for overtime pay. Unless otherwise specified, the benefits described in this manual apply only to full-time employees. If you are unsure as to your job classification, please ask your manager.

Unless your individual employment contract specifies otherwise, an employee who has successfully completed the Probationary Period (see the Employment Policies section for definition) of employment and who has averaged at least one hundred-twenty (120) hours per month is considered a full-time employee.

If you were a full-time employee and have been on an approved leave of absence, upon return you will be considered a full-time employee, provided you return to work as agreed upon in the provisions of your leave.

3.3.2

Part-Time Employees

An employee who works less than one hundredtwenty (120) hours per month is considered a part-time employee. If you are a part-time employee, please understand that you are not

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eligible for benefits described in this manual, except as specifically detailed in your employment contract.

3.3.3 Contract Employees From time to time, Columbus may hire employees for specific periods of time or for the completion of a specific project. An employee hired under these conditions will be considered a contract employee. The job assignment, work schedule and duration of the position will be determined on an individual basis.

Vacation and peak part time employees are considered contract employees.

If you are a contract employee, please understand that you are not eligible for benefits described in this manual.

3.4 Employment Policies Whether you are a new hire or a former employee returning to Columbus, you may feel a little strange in your new surroundings. This is a normal feeling and is expected. Your fellow employees, especially your manager, want to help you get off to a good start. Feel free to ask them for help concerning anything you don't understand.

One of the first things you should do is carefully read this manual. It is designed to answer many of your questions about the practices and policies of Columbus, what you can expect from Columbus, and what Columbus expects from you.

3.4.1 Anniversary Date The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various conditions and benefits described in this manual.

3.4.2 Aptitude & Ability Tests Columbus strives to hire people who are well suited for a particular position. If you have been misplaced in a job, it is likely you will be unhappy and unproductive. To help ensure you have the

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right aptitude and ability for a particular position, Columbus sometimes requires that you complete an aptitude and ability test. Administration of such a test may occur as part of the initial screening process or when you are considered for a promotion. Columbus reserves the right to require an employee to take an aptitude and ability test at any time.

If you have a disability which will affect your ability to take such a test, it is important that you advise the Director of Human Resources of this so that a reasonable accommodation can be arranged. Requested accommodations may include accessible testing sites, modified testing conditions, and accessible testing formats.

Columbus reserves the right to require medical documentation concerning the need for the accommodation.

3.4.3 Business Hours To provide a high level of customer service, our current hours are as follows: Walk-in Customer Service: Monday to Friday 9:00 am. to 5:00 pm Saturday 9:00 am. to 1:00 p.m.

Office Hours: Administration Staff Monday to Friday

8:00 am to 4:30 p.m.

Inbound Customer calls: Human answers Billing Inquiries Monday to Sunday 8:00 am to 8:00 pm Technical Inquiries Every day

24 hours per day

Technical Department: Monday to Friday 8:00 am to 8:00 pm Saturday 8:00 am to 5:00 pm

For system outages, channel outages, special events or other issues which require immediate attention, any employee may be required to be called back to work.

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Your particular hours of work and the scheduling of your lunch period will be determined and assigned by your manager or department head.

Most employees are assigned to work a forty (40) hour work week. You are required to take at least a one hour (1) unpaid lunch period daily; please understand that you may not "work through lunch" in order to arrive late or to leave early or to work extra time.

Administrative employees are eligible to work flexible hours which are structured as follows: 7:00 am to 3:30 pm 7:30 am to 4.00 pm 8:00 am to 4.30 pm 8.30 am to 5.00 pm 9:00 am to 5.30 pm

We structure our employees’ shifts to ensure all employees are treated fairly and to ensure that we are in full compliance with the Act. 1.

2.

All permanent employees are required to choose a time block that is mutually acceptable for a one year period, and should log in to confirm time of arrival. Time blocks requested may not always be given as ultimately, the interests of the customers and the organisation have to be given priority. If it becomes necessary to change your time block, you should advise your manager, who will make every attempt to accommodate you, subject to the interests of the customers and the other members of your team.

3.4.4

Wherever you are required to work in excess of the standard hours of work, or on a Public holiday you will be paid in keeping with the standard practice in Trinidad & Tobago Please note that if an employee is required to work shorter hours due to medical reasons or any other, that employee will be paid in direct proportion to the hours worked.

3.

Standard Work Hours

Columbus delivers services to its customers 24 hours per day, 365 days per year. Our customers pay for and expect continuous service. This means that we have to be available to provide service at any time. Things do go wrong at all hours and that is why we have technical support 365 days per year, 24 hours per day.

The National Minimum Wages Act specifically addresses days off and overtime pay. The Act provides minimum standards as follows:

4.

5.

Every worker other than an hourly worker shall be allowed in each week one day as a rest day to be fixed by agreement with his employer.

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Columbus has staff available to deal with customers 24 hours a day, seven days per week.

All the scheduling is done to ensure that every person has one day off per week.

Most of the time, staff will have two days off per week and wherever possible, two consecutive days-off are scheduled.

If non-management staff work on public holidays, or on their day off, they are paid: a) Salaried employees will be paid additionally, at the hourly rate, for hours worked on public holidays.

(The employee may elect, subject to the agreement of the Company to have time off on an hour for hour basis – for time worked to a maximum of 5 days.) b) Hourly employees will be paid two (2) times their basic hourly rate; The schedule is managed to ensure that everyone has an equal number of Sundays off.

However, because of customer commitments, Sunday is considered a work day.

Columbus is committed to using the latest technology (call forwarding to employee homes, cable modems to access the Company’s internal network from home etc.) to improve the lifestyles of our employees while still maintaining our customer service standards.

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Our objective is to provide outstanding customer service. To achieve this objective will involve significant commitments by everyone.

3.4.5

Confidential Information

Our shareholders, customers and suppliers entrust Columbus with important information relating to their affairs. The nature of this relationship requires maintenance of confidentiality. In safeguarding the information received, Columbus, earns the respect and further trust of our stakeholders.

Your employment with Columbus assumes an obligation to maintain confidentiality, even after you leave our employ.

Any violation of confidentiality seriously injures Columbus’ reputation and effectiveness.

Therefore, please do not discuss Columbus’ business with anyone who does not work for us (including ex-employees), and never discuss business transactions with anyone who does not have a direct association with the transaction.

Even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain confidentiality. If you hear, see or become aware of anyone else breaking this trust, consider what they might do with information they get from you.

If you are questioned by someone outside the Company or your department and you are concerned about the appropriateness of giving them certain information, remember that you are not required to answer, and that we do not wish you to do so. Instead, as politely as possible, refer the request to your manager or to the Managing Director or Vice President of Human Resources.

No one is permitted to remove or make copies of any Columbus’ records, reports or documents without prior management approval.

3.4.6

Columbus sometimes conducts a preemployment credit check on all applicants who are offered and who accept an offer of employment. Your employment with us may be conditional upon our review of the information in the credit check. Columbus reserves the right to conduct this credit check at any time after you have been employed.

3.4.7 Customer Relations The success of Columbus depends upon the quality of the relationships between Columbus, our employees, our customers, our suppliers and the general public. Our customers' impression of Columbus and their interest and willingness to purchase from us is greatly formed by the people who serve them. In a sense, regardless of your position, you are Columbus’ ambassador. The more goodwill you promote, the more our customers will respect and appreciate you, Columbus, and Columbus’ products and services.

Here are several things you can do to help give customers a good impression of Columbus: 1.

Act competently and deal with customers in a courteous and respectful manner.

2.

Communicate pleasantly and respectfully with other employees at all times.

3.

Follow up on orders and questions promptly, provide businesslike replies to inquiries and requests, and perform all duties in an orderly manner.

4.

Take great pride in your work and enjoy doing your very best.

5.

Observe all traffic laws and be courteous while driving company vehicles.

6.

Communicate pleasantly and respectfully in public especially when wearing the Columbus uniform.

Because of its seriousness, disclosure of confidential information could lead to dismissal.

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Credit Investigation

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These are the building blocks for you and Columbus’ continued success. Thank you for adding your support.

provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not require significant difficulty or expense.

3.4.8

Management is primarily responsible for seeing that Columbus’ equal employment opportunity policies are implemented, but all members of the staff share in the responsibility for assuring that by their personal actions the policies are effective and apply uniformly to everyone.

Driver's License & Driving Record

Employees whose work requires operation of any company motor vehicle must present and maintain a valid driver's license and a driving record acceptable to our insurer. You will be asked to submit a copy of your driving record to Columbus from time to time. Any changes in your driving record must be reported to the HR department immediately. Failure to do so may result in disciplinary action, including possible dismissal.

Note: See "Traffic Violations" and "Use of Company Vehicle" in the "Other Policies" section of this manual for further information.

3.4.9

Equal Employment Opportunity

Columbus will provide equal employment opportunity without regard to race, colour, sex, age, disability, religion, national origin, marital status, sexual orientation, ancestry, political belief or activity, or status as a veteran.

The policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation benefits, social and recreational programmes, and all other conditions and privileges of employment in accordance with applicable national and local laws.

It is the policy of Columbus to comply with all the relevant and applicable legislation. Columbus will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability.

Columbus also will make reasonable accommodation wherever necessary for all employees or applicants with disabilities,

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Any employee, including managers, involved in discriminatory practices will be subject to discharge.

3.4.10 Harassment Policy Columbus intends to provide a work environment that is pleasant, healthful, comfortable, and free from intimidation, hostility or other offences which might interfere with work performance. Harassment of any sort verbal, physical, visual - will not be tolerated.

What Is Harassment?

Harassment can take many forms. It may be, but is not limited to: words, signs, jokes, pranks, intimidation, physical contact, or violence.

Harassment is not necessarily sexual in nature.

Sexually harassing conduct may include unwelcome sexual advances, requests for sexual favours, or any other verbal or physical contact of a sexual nature that prevents an individual from effectively performing the duties of their position or creates an intimidating, hostile or offensive working environment, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly.

Responsibility All Columbus employees, and particularly managers, have a responsibility for keeping our work environment free of harassment. Any employee, who becomes aware of an incident of

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harassment, whether by witnessing the incident or being told of it, must report it to their immediate manager or any management representative with whom they feel comfortable.

When management becomes aware that harassment might exist, it is obligated by law to take prompt and appropriate action, whether or not the victim wants the Company to do so.

Reporting Any incidents of harassment must be immediately reported to a manager or HR representative. Appropriate investigation and disciplinary action will be taken. All reports will be promptly investigated with due regard for the privacy of everyone involved. Any employee found to have harassed a fellow employee or subordinate will be subject to severe disciplinary action or possible discharge. Columbus will also take any additional action necessary to appropriately remedy the situation. No adverse employment action will be taken for any employee making a good faith report of alleged harassment.

Columbus accepts no liability for harassment of one employee by another employee. The individual who makes unwelcome advances, threatens or in any way harasses another employee is personally liable for such actions and their consequences. Columbus will not provide legal, financial or any other assistance to an individual accused of harassment if a legal complaint is filed.

3.4.11 Health Examinations Columbus may require a prospective recruit to participate in a pre-employment health examination to determine the employee's fitness to perform his/her essential job functions. All such health exams shall be paid for by the Company. Health tests may be given to both applicants and employees and may include testing for the use of illegal drugs.

3.4.12 How You Were Selected We carefully select our employees through written application, personal interview, aptitude tests, ability tests and reference checks. After all available information was carefully considered and evaluated; you were selected to become a member of our team.

This careful selection process helps Columbus to find and employ people who are concerned with their own personal success and the success of Columbus people who want to do a job well and who can carry on their work with skill and ability; and people who are comfortable with Columbus and who can work well with our team.

3.4.13 Probationary Period Your first one hundred and eighty (180) days of employment at Columbus constitute a Probationary Period, and during that period you will not accrue benefits described in this manual unless stated in your employment contract. This Probationary Period will be a time for getting to know your fellow employees, your manager and the tasks involved in your job position, as well as becoming familiar with Columbus’ products and services. Your manager will work closely with you to help you understand the needs and processes of your job.

This Probationary Period is a try-out time for both you, as an employee, and Columbus, as an employer. During this Probationary Period, Columbus will evaluate your suitability for employment, and you can evaluate Columbus as well. At any time during these first one hundred and Eighty (180) days, you may resign without any detriment to your record. If, during this period, your work habits, attitude, attendance or performance do not measure up to our standards, we may release you. If you take approved time off in excess of five workdays during the Probationary Period, the Probationary Period may be extended by that length of time.

At the end of the Probationary Period, your manager will discuss your job performance with you. This review will be much the same as the

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normal job performance review that is held for regular full-time or part-time employees on an annual basis. During the course of the discussion, you are encouraged to give your comments and ideas as well.

Please understand that completion of the Probationary Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for "cause."

A former employee who has been rehired after a separation from Columbus of more than one (1) year is considered an introductory employee during their first ninety (90) days following rehire.

3.4.14 Knowledge of Columbus

You should keep in mind however, that the following activities are prohibited: 1.

2.

3.

After having learned to competently perform your own duties, your next step is to familiarise yourself with other Columbus activities. This can prove valuable to you, our customers and Columbus as well. Columbus may provide additional “cross-training.”

Knowledge of the services and products of Columbus will help you avoid the “I don't know” syndrome. Our customers' confidence in you increases as you are able to answer their basic questions. However, please don't pretend you know the answer or try to guess the answer when you are uncertain. If you are unsure of the correct information, refer the inquiry to your manager, or to a person more qualified to respond.

3.4.15 Outside Employment What you do on your free time is your own business. However, if you are employed by Columbus in a full-time position, Columbus will expect that your position here is your primary employment. Any outside activity must not interfere with your ability to properly perform your job duties at Columbus.

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If you are thinking of taking on a second job, it would be wise to notify your manager immediately. He or she will thoroughly discuss this opportunity with you to make sure that it will not interfere with your job at Columbus nor pose a conflict of interest.

4.

5.

No employee may rent, lease or sell goods and services to any Company within the Columbus network No employee may have an employment or contractual relationship with a business entity which is doing business with Columbus or any of its affiliated companies.

No employee may corruptly use his/her employment or any property or resource within his/her employment to secure a privilege, benefit, or exemption for such employee or anyone else.

No employee may disclose or use information not available to the general public which was gained because of that employee’s position for personal benefit or for the personal benefit of another person or business entity.

No employee may have an employment or contractual relationship with any entity deemed to provide services that compete with the services that Columbus offers to its customers

3.4.16 Police Checks Columbus reserves the right to conduct police and criminal background checks as part of an employment screening process or at any time during the course of employment.

3.4.17 Proof of Trinidadian Citizenship and/or Right to Work Columbus requires that before becoming employed, all applicants must provide either: (1) proof of Trinidadian citizenship; (2) copy of

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Permanent Residency with Right to Work; or (3) a copy of a valid work permit.

3.4.18 Relatives If you and members of your immediate family are employed by Columbus, one may not supervise the other nor may they work in the same department. If the employees are unable to develop a workable solution, the President or Director of Human Resources of Columbus will decide which employee may be transferred in such situations. For purposes of this section, your immediate family includes your spouse (or significant other), your children, your siblings, your parents, your grandparents, and your spouse's children, siblings, parents and grandparents.

Should two present employees that work together or supervise each other enter into a personal, non-work related relationship, one or both employees may have to be transferred.

3.4.19 Salesperson Agreement When you are hired in or promoted to the position of salesperson, you will be asked to sign an agreement that cites certain terms and conditions regarding your position as a salesperson. The purpose of this agreement, among other things, is to clearly establish the terms for commission payment, territory assignment and sales policies.

3.4.20 Contracts for Construction Workers When you are hired in or promoted to the position of contract construction worker, you will be asked to sign an agreement that cites certain terms and conditions regarding your position.

The purpose of this agreement, among other things, is to clearly establish the terms for piece meal payment terms, qualification for benefits and anticipated duration of contract. If your employment contract does not specifically state a particular benefit accrues to you, you are not entitled to receive the benefit. You have been provided with a copy of this manual so you will

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understand the background of the Company, and be aware of the acceptable standards of behaviour required of all the people who represent Columbus to the public.

3.4.21 Security Checks Columbus may exercise its right to inspect all packages and parcels entering and leaving our premises.

3.4.22 Spouse Accepts Employment from a Competitor Should your spouse accept employment with a competitor firm, Columbus reserves the right to terminate your employment with us.

A competitor is any firm which retails video, data or voice services to the public in Trinidad.

Examples would be video stores, mobile phone providers, ISP’s, fixed line providers and satellite retailers.

3.4.23 Spouse Works For a Competitor Should your spouse be employed with a competitor firm, Columbus reserves the right not to hire you or to terminate your employment with us.

3.4.24 We Need Your Ideas We believe the person doing a job is in the best position to identify ways of doing it more easily, more efficiently, and more effectively. If you think of a better way of doing your job or the job of a fellow employee, discuss it with your manager, who will welcome your suggestions and ideas.

Remember, there will always be areas in Columbus’ operation that can be improved.

These could be in service, production methods, equipment, communications, safety, etc. and may include ways to reduce costs, losses, and/or waste, or other improvements. Please give us the benefit of your unique experience and thoughts.

Your contributions, as well as those of others, could expand your performance incentive! Also, make sure to document your innovations and

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money-saving efforts and have them placed in your personnel file (include dates, detailed descriptions of your contributions, estimates from the accounting department regarding cost savings or profits generated, etc.) -- these may favourably affect your wage, salary or promotion reviews.

3.5

Standards of Conduct

Whenever people gather together to achieve goals, some rules of conduct are needed to help everyone work together efficiently, effectively, and harmoniously. By accepting employment with us, you have a responsibility to Columbus and to your fellow employees to adhere to certain rules of behaviour and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that he or she can fully depend upon fellow workers to follow the rules of conduct, then our organisation will be a better place to work for everyone.

3.5.1

Unacceptable Activities

Generally speaking, we expect each person to act in a mature and responsible way at all times.

However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as for the benefit of Columbus. If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed, please see your manager for an explanation.

produce the results required; your manager will take action.

Responsibility and Authority for Disciplinary Action In the event of a breach of the Code of Conduct, the Manager of the offending employee is initially responsible for any disciplinary action and/or counselling to be undertaken.

However, the manager concerned will inform his immediate supervisor and the HR department before taking any action. Any discussion that could affect an employee’s record or employment status will proceed only after discussion with HR, in order to ensure that appropriate and consistent practices are maintained in all disciplinary matters. In some instances, the HR Director will be present at such discussions. After the discussions have taken place, the Manager, in consultation with HR, will complete the necessary documentation or correspondence, which would then be copied to the employee’s file.

All pertinent facts will be carefully reviewed, and the employee will be given a full opportunity to explain his or her conduct before any decision is reached. The President or Director Human Resources or another member of senior management will provide a second opinion concerning the unacceptable behaviour before any dismissal occurs.

The HR department will also assist in the conducting of investigations, particularly where a particular case is not clear cut, and may require the taking of statements, researching of records etc.

Disciplinary Code Right of Appeal The purpose of Columbus’ disciplinary procedure is to help employees who fail to perform to standard or to behave correctly, to achieve the standard required. Your managers will give all reasonable support, guidance and training to those whose performance or behaviour falls below the mark. Where this attention fails to

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Any employee who is not satisfied with the handling of a case has the right of appeal. The first level of appeal is to the Vice President & General Manager (VPGM), and further to the Executive Committee. The Executive Committee

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will comprise the President & COO as Chairman, with the VPGM and Director of HR as members.

All such appeals should be in writing and should be addressed to the Director, Human Resources to be channelled to the Vice President & General Manager (VPGM).

Grievance Procedure Any employee who believes that he/she has any complaint or grievance against his immediate supervisor, may take it up under the grievance procedure, but in the meantime should comply promptly with any orders or instructions given, unless it is to her/his physical or mental detriment.

Columbus intends that wherever possible, and this means in the very great majority of cases, grievances will be settled promptly between the employees involved. 1) The Team Leader or Manager and the HR Director as a matter of urgency will hear genuine grievances carefully within three (3) working days.

2) If they cannot solve the problem, the matter will be transmitted in writing to the Vice President who will undertake to settle the grievance no more than three (3) days after the grievance has been mentioned. No more than 24 hours should elapse between each step of the process.

3) The HR VP or representative will be consulted at each step for advice regarding grievance handling. Columbus commits to settle grievances very quickly in order to maintain positive harmony in the team, recognition and satisfaction for the employee involved, and to avoid unnecessary time wasting.

Occurrences of any of the following violations, because of their seriousness, may result in immediate dismissal without warning: 

Wilful violation of any Company rule; any deliberate action that is extreme in

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nature and is obviously detrimental to Columbus’ efforts to operate profitably. 

Wilful violation of security or safety rules or failure to observe safety rules or Columbus’. safety practices; failure to wear required safety equipment; tampering with Columbus’ equipment or safety equipment.



Negligence or any careless action which endangers the life or safety of another person.



Being intoxicated or under the influence of a controlled substance while at work.



Use or possession of controlled substances, other than prescribed by a physician, in any quantity while on Company premises.



Possession or sale of any illegal or controlled substance while on Company premises.



Unauthorised possession of dangerous or illegal or unlicensed firearms, weapons or explosives on Company property or while on duty.



Columbus also prohibits weapons in all facilities and grounds, parking lots, and recreational and housing facilities. Only police officers and those licensed for business purposes are permitted to carry weapons.



Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on Company premises or when representing Columbus; fighting, or horseplay or provoking a fight on Company property, or negligent damage of property.



Insubordination or refusing to obey instructions properly issued by your manager pertaining to your work; refusal to help out on a special assignment.



Threatening, intimidating or coercing fellow employees on or off the premises at any time, for any purpose.

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













Engaging in an act of sabotage; wilfully or with gross negligence causing the destruction or damage of Company property, or the property of fellow employees, customers, suppliers, or visitors in any manner.



Tampering with or altering time sheets/commission sheets/piece meal productivity sheets without proper authorisation.



Consuming alcohol or on Company property (including Company vehicles).

Theft of Company property or the property of fellow employees; unauthorised possession or removal of any Company property, including documents, from the premises without prior permission from management; unauthorised use of Company equipment or property for personal reasons; using Company equipment for profit.



Conducting a lottery or gambling on Company premises.

Theft of Company services (including cable television, voice or data service or installation service) either for your benefit or for the benefit of another person.

Dishonesty; wilful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by Columbus.; alteration of Company records or other Company documents.

Violating the non-disclosure agreement; giving confidential or proprietary Columbus information to competitors or other organisations or to unauthorised Columbus employees; working for a competing business while a Columbus employee; breach of confidentiality of personnel information.

Malicious gossip and/or spreading rumours; engaging in behaviour designed to create discord and lack of harmony; interfering with another employee on the job; wilfully restricting work output or encouraging others to do the same.

Immoral conduct or Company property.

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indecency

on

Occurrences of any of the following activities, as well as violations of any Columbus rules or policies, may be subject to disciplinary action, including possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all employment is terminable for cause or without cause. 

Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your manager.



Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs.



Leaving work before the end of a workday or not being ready to work at the start of a workday without approval of your manager; stopping work before time specified for such purposes.



Sleeping on the job; loitering or loafing during working hours.



Excessive use of Company telephone for personal calls.



Leaving your work station during your work hours without the permission of your manager, except to use the rest room.



Smoking in restricted areas or at nondesignated times, as specified by department rules.



Creating or contributing to unsanitary conditions.



Posting, removing or altering notices on any bulletin board on Company property

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without permission of an officer of Columbus.

3.6



Failure to report an absence or late arrival; excessive absence or lateness.



Filling your own order or invoicing or ringing up your own sales order, change of service or installation.

Unacceptable behaviour which does not lead to immediate dismissal may be dealt with in the following manner:



Changing any data in the Columbus database which affects your account or the account of a family member.



Buying Company merchandise for resale to competitors.



Obscene or abusive language toward any manager, employee or customer; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on Company premises.



Speeding or careless driving of a forklift or any other Company vehicle.



Failure to immediately report damage to, or an accident involving Company equipment including vehicles.



Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorisation during business hours, or at a time or place that interferes with the work of another employee on Company premises.



Failure to maintain a neat and clean appearance in terms of the standards established by Columbus’ dress code, and your manager; wearing improper or unsafe clothing.





Eating food and beverages in undesignated areas or at your work station (eating food and beverages in your personal office is acceptable).

Alteration of your own attendance documents; altering another employee's attendance records, or causing someone to alter your attendance records.

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Disciplinary Actions

   

Oral Reminder Written Warning Decision-Making Leave /Suspension Dismissal

Written warnings will include the reasons for the manager's dissatisfaction and any supporting evidence. You will have an opportunity to defend your actions and rebut the opinion of your manager at the time that the warning is issued.

Disciplinary actions may also include fines, suspensions or other measures deemed appropriate to the circumstances.

This policy pertains to matters of conduct as well as the employee's competence. However, an employee who does not display satisfactory performance and accomplishment on the job may be dismissed, in certain cases, without resorting to the steps set forth in this policy.

Under normal circumstances, managers are expected to follow the three-step procedure outlined below. There may be particular situations, however, in which the seriousness of the offence justifies the omission of one or more of the steps in the procedure. Likewise, there may be times when the Company may decide to repeat a disciplinary step.

To ensure that Columbus’ business is conducted properly and efficiently, you must conform to certain standards of attendance, conduct, work performance and other work rules and regulations.

When a problem in these areas does arise, your manager will coach and counsel you in mutually developing an effective solution. If, however, you fail to respond to coaching or counselling, or an incident occurs which requires formal discipline, the following procedures occur.

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Step One: Oral Reminder Your manager will meet with you to discuss the problem, making sure that you understand the nature of the violation and the expected remedy.

The purpose of this conversation is to reaffirm the particular performance expectation and also to remind you that it is your responsibility to meet that expectation.

You will be informed that the Oral Reminder is the first step of the discipline procedure. Your manager will fully document the Oral Reminder, which will remain in effect for twelve (12) months.

if she / he is suspected of committing a serious offence. Suspension will continue until an investigation is completed.

Suspension is the step that precedes dismissal and it must be discussed with the Human Resource department and approved before implementation.

If you commit any of the actions listed below, or any other action not specified but similarly serious, you will be suspended without pay pending the investigation of the situation.

Following the investigation you may be terminated without any previous disciplinary action having been taken.

Step Two: Written Reminder If your performance does not improve within the following twelve (12) month period, or if you are again in violation of Columbus’ practices, rules or standards of conduct, your manager, after reviewing the situation with his manager, will discuss the problem with you, emphasising the seriousness of the problem and the need for you to immediately remedy the problem.

Following the conversation, your manager will write a letter to you summarising the discussion.

The original letter will go to you and a copy will be placed in your file. You will be asked to acknowledge receipt of the letter.

Your acknowledgement of the receipt of the memo does not mean you agree with the contents of the letter – rather, just that you have received a copy. Failure to acknowledge receipt of a Written Reminder is grounds for immediate dismissal.

The Written Reminder will remain in effect for twelve (12) months.

Step Three: Decision-Making Leave / Suspension This step is usually used to punish serious or repeated offences. Suspension is forced absence from work with or without pay and can vary from days to weeks depending on the severity of the misdemeanor. An employee may be suspended

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1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

Theft.

Falsification of Company records.

Failure to follow safety practices.

Conflict of interest.

Threat of or the act of doing bodily harm.

Wilful or negligent destruction of property.

Use and/or possession of intoxicants, drugs or narcotics.

Neglect of duty.

Refusal to perform assigned work or to follow a direct order.

Driving a company vehicle under the influence of alcohol or any illegal substance.

Disclosing confidential company information whether for monetary consideration or to unauthorised persons and/or competitors

Step Four: Dismissal Employment with Columbus is terminable with or without cause at the option of either Columbus or yourself. If your performance is unsatisfactory due to lack of ability, failure to abide by Columbus’ rules or failure to fulfil the requirements of your job, you will be notified of the problem. If satisfactory change does not occur, you may be dismissed. Some incidents may result in immediate dismissal.

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4.0

Wage & Salary

4.1

Wage Policies

maximum. Periodically, Columbus will examine the market conditions to ensure ongoing comparability. Changes in pay ranges will be made as needed and as the Company can afford to maintain market comparability.

It is Columbus’ desire to pay wages and salaries that are competitive with other employers in the marketplace in a way that will be motivational, fair and equitable, variable with individual and Company performance and in compliance with all fair labour practices as established by The Government of Trinidad & Tobago.

You are employed by Columbus and will be carried directly on our payroll. No person may be paid directly out of petty cash or any other such fund for work performed.

Application Columbus applies the same principles of fairness and external comparability to all employees, regardless of organisational level, sex, religion, national origin, age or race.

Basis for Determining Pay Your pay is influenced by three factors: 1.

The nature and scope of the job 2.

What other employers pay their employees for comparable jobs 3.

Individual performance, qualification & experience.

Job Scope Through a process called job evaluation, the scope, responsibility, impact and required skills and abilities of each job at Columbus are compared. The result is a relative ranking of all jobs, from high to low. Job evaluation is independent of any employee or his performance.

External Comparability Once jobs are ranked, jobs are compared with external market data. Each job is assigned a range of pay, including a minimum and a

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Individual Pay An individual's pay within this range will depend on his sustained performance over time. Each year every employee will have a performance review with his manager or supervisor. During that review, significant performance events that occurred throughout the year will be discussed.

The overall performance rating will influence the wage/salary adjustment. Through individual performance and by increasing job responsibilities and moving to higher level jobs, you have significant impact on your pay.

4.1.1. On Call Pay Columbus’ customers expect continuous service.

To meet these customer expectations and to meet our customer service commitments occasionally, you may be asked to return to work after you have left the premises for the day. If this occurs, you will be guaranteed a minimum of two (2) hours of pay. If you work longer than two (2) hours, you will be paid for the time you actually work.

Generally every department will post an on call list which shares the call-back responsibility among all the qualified employees.

It is Columbus’ policy to pay additional compensation to employees who are on-call.

4.1.2

Computing Pay

Should you be one of our "salaried" employees whose pay is not based on an hourly rate, there may be times when it is necessary to compensate you for some daily or hourly pay.

When this is necessary, Columbus will compute your time on the basis of a two thousand eighty hour (2,080) annual work year.

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4.1.3

Deductions from Pay Cheque (Statutory)

Columbus is required by law to make certain deductions from your paycheque each time one is prepared. In particular, deductions for Income Tax (PAYE), National Insurance and Health Surcharge are required to be deducted from your pay. These deductions will be itemised on your pay slip. Any other mandatory deductions to be made from your paycheque, such as courtordered attachments, will be explained whenever Columbus is ordered to make such deductions.

4.1.4 Deductions from Pay Cheque (Columbus Policy) Employees, who have successfully completed their probationary period with the Company, will be required to participate in the Company’s Employee Benefit Program (the “EBP”). The cost of the EBP is shared by the Company and by the employee.

employee’s negligence or breach of rules and regulations.

A deduction on behalf of Columbus will be treated as preferential to any other deduction request.

All other salary deductions must be authorised by the employee through the completion of a Payroll Authorisation form, which is available at the HR office or on-line.

4.1.6 Deductions for Cable Television, Voice and Data Services Columbus reserves the right to deduct from your pay, amounts due to the Company for products and services purchased from the Company.

Note: See "Payroll Advances" in the "Other Policies" section of this manual for further information.

4.1.7

Columbus is not currently able to permit deduction for third parties such as insurance fees, and school fees to be deducted from your pay.

4.1.5

Repayment of Company Obligations

It may be possible for you to authorise Columbus to make additional deductions from your paycheque, such as for computer purchase plans, and payment for purchasing the Company’s services. Funds you owe to Columbus may be deducted from current wages according to the terms and conditions agreed upon at the time of your Columbus commitment. The deductions, however, will not exceed one-third of an employee’s current wages.

Columbus reserves the right in its absolute discretion, to deduct from an employee’s pay any sums which he/she may owe Columbus including, without limitation, any overpayment or loans made to that employee by Columbus, or losses suffered by Columbus as a result of the

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Direct Deposit

It is a condition of employment at Columbus to make direct bank deposits, to any major commercial bank for wages due to you. The Company currently banks at the Scotiabank.

Please advise the HR Department, of your account number. If you do not currently have a bank account, you will be required to open one.

Columbus will assist you by providing a letter of introduction to Scotiabank. Columbus reserves the right to change banks at any time.

4.1.8

Error in Pay

Every effort is made to avoid errors in your paycheque. If you believe an error has been made, tell your manager immediately. He or she will take the necessary steps to research the problem and to assure that any necessary correction is made properly and promptly.

4.2

Overtime Pay

From time to time, it may be necessary for you to perform overtime work in order to complete a

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job on time. All overtime must be approved in advance by your manager. When it is necessary to work overtime, it is hoped that all employees will give consideration to helping Columbus meet its objectives and will participate in such exercises as requested. There are two types of overtime work: 4.2.1

Overtime

There will be many times when it becomes necessary to work beyond the scheduled hours to meet Columbus’ objectives and deadlines.

While overtime is not mandatory, where an employee has given a commitment to his/ her manager/ supervisor to work overtime; it is expected that he/she attends work for the assigned hours. Failure to attend work after committing to an overtime schedule without providing timely notice to your manager/ supervisor may result in disciplinary action.

Details of the current Overtime guidelines are available as a Policy document from the HR department.

4.2.2

Incidental Overtime

Incidental overtime is not scheduled; it becomes necessary in response to extenuating circumstances. It is extra time needed to complete work normally completed during regular hours. Incidental overtime may become necessary when an illness or emergency keeps co-workers from being at work as anticipated. It may require you to return to the workplace for emergency work. The opportunity to perform incidental overtime will be given first to the employee who normally performs the task. If that employee cannot perform the overtime, the manager will offer the overtime to a suitably qualified person who is available to perform the overtime work.

4.2.3

Work Performed on Public Holidays

Non-management hourly employees who work on a public holiday will be deemed to have

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worked overtime on that day and will be paid their double-time rate for hours worked regardless of the number of hours they work that work week. For non-management salaried employees the overtime pay will be calculated as the number of hours worked times the annual salary divided by 2080 (for example if the annual salary was $16,640 and the employee worked 8 hours on a public holiday, then the overtime pay would be $64). Since the salaried employee is also paid $64 as part of his base salary, this works out to double pay.

Management employees are not paid overtime pay in any instance.

You may be required to work on public holidays.

Note: See "Holiday Policies" in the "Benefits" section of this manual for further information.

4.3

Pay Period

Effective January 1st 2007 the pay period for monthly and fortnightly staff will be changed to bi-monthly. The bi-monthly payroll processing occurs twice a month, with the 15th and the last business day of the month being the pay date.

Changes will be made and announced in advance whenever holidays or closing hours interfere with the normal pay day. The payroll cut-off for hourly paid staff overtime, piece meal, and commission earned during the pay period will be seven (7) days prior to the pay period, that is on or before the 8th and 23rd of every month.

The payroll cut-off for salaried, hourly paidemployees, all overtime, piece-meal and commissions earned during the pay period will be six (6) days prior to the pay period. This would usually be 12:00 noon on the Monday of the week in which payroll is to be processed.

This four-day period is necessary to process the payroll. This means any monies earned by you for the six-day period immediately prior to the pay day will be paid in the subsequent pay period.

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4.4

Pay-slip Distribution

"Vacations" in the "Benefits" section of this manual.

Pay-slips are either distributed by your manager or the Payroll Assistant. In situations where you do not work from the Port of Spain office, your pay slip may be mailed to your work address.

4.5

Inclement Weather & "Acts of God"

In the event that inclement weather, power/utility failure, fire, flood, hurricane, or some other "Act of God" keeps us from operating, all full-time employees will receive pay for up to a maximum of five workdays, provided Columbus officially declares that it is closed for that time. Every effort will be made to provide you with advance notice in the event we will be closed. Part-time employees will only be paid for actual hours worked.

Contract employees will only be paid for work performed.

Some local radio stations report closings of Government offices. The closings of Government offices as a result of natural causes do not mean Columbus is closed for business. Only in the event that the Office of The Prime Minister declares a state of emergency will Columbus close its offices. If you are unsure if Columbus is open for business, contact your supervisor or manager.

If you have to attend to your personal affairs during inclement weather or during an approaching storm you are entitled to either: (1) take discretionary time off; (2) take personal time off without pay; or (3) take vacation time.

4.6

Termination & Notice

Columbus hopes and expects that you will give at least two weeks’ notice in the event you intend to leave our employ. Management employees are expected to provide at least one months’ notice of your resignation. Any accrued but unused vacation time will be paid at the time of employment termination, as specified under

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In the event Columbus terminates your employment for any reason other than a violation of a policy contained in the Employee Manual, Columbus will give notice to you as stated in your contract of employment.

Alternatively, Columbus at its option may decide to pay you in lieu of notice based upon on a 40hour work week.

The notice period is provided to give you a reasonable opportunity to secure another position without interruption of income.

4.7

Time Sheets/Records

If you are eligible for overtime payments, your Time Sheet is the only way the HR department knows how many hours you worked and how much to pay you. Your Time Sheet indicates when you arrived and when you departed. You are to record when you are out for lunch and for brief absences like a doctor's or dentist's appointment. All employees are required to keep the office advised of their departures from and returns to the premises during the work day.

You are responsible for your Time Sheet.

Remember to record your time. If you forget to record your time or make an error on your Time Sheet, your manager must make the correction and you and your manager must initial the correction. No one may record hours worked on another's time sheet. Tampering with another's Time Sheet is cause for disciplinary action, including possible dismissal, of both employees.

Do not alter another person's record, or influence anyone else to alter your record for you. In the event of an error in recording your time, please report the matter to your manager immediately.

Columbus reserves the right to install devices to allow the recording of your time through a swipe-card system or a computer system.

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4.8

Wage Assignments (Garnishments)

We hope you will manage your financial affairs so that we will not be obligated to execute any court-ordered wage assignment or garnishment against your wages. However, whenever courtordered deductions are to be taken from your paycheque, you will be notified.

Three (3) or more garnishments may be cause for disciplinary action which may include suspension or dismissal.

4.9

Performance & Compensation Reviews

4.9.1

Performance Reviews

Your manager is continuously evaluating your job performance. Day-to-day interaction between you and your manager should give you a sense of how your manager perceives your performance.

However, to avoid haphazard or incomplete evaluations, Columbus conducts a formal review once a year for each employee.

Columbus conducts two performance reviews annually: mid-year and end of the year. New employees will also be initially reviewed upon the completion of their Probationary Period. A review may also be conducted in the event of a promotion or change in duties and responsibilities.

During formal performance reviews, your manager will consider the following things, among others:     

Attendance, initiative and effort Knowledge of your work Attitude and willingness The quality and quantity of your work The conditions under which you work

The primary reason for performance reviews is to identify your strengths and weaknesses in order to reinforce your good habits and develop ways to improve in your weaker areas. This review also serves to make you aware of and to document

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how your job performance compares to the goals and description of your job. This is a good time to discuss your interests and future goals. Your manager is interested in helping you to progress and grows in order to achieve personal as well as work-related goals—perhaps he or she can recommend further training or additional opportunities for you.

In addition to individual job performance reviews, Columbus periodically conducts a review of job responsibilities to insure that we are fully aware of any changes in the duties and responsibilities of each position and those changes are recognised and adequately compensated.

4.9.2

Compensation Reviews

Wage and salary increases are based on merit alone, not length-of-service or the cost-of-living.

Having your compensation reviewed does not necessarily mean that you will be given an increase.

Columbus conducts compensation reviews annually, usually in January of each calendar year. Wage and salary increases may be retroactive in the case of late reviews, at the discretion of the Vice President & General Manager (VPGM). Your performance review will be conducted in December, and will form, in part, the basis for determining any adjustments to your compensation.

Columbus commits to an open and objective evaluation system which will show how close you are to meeting the Company’s objectives.

Consistently low scores will leave us with no alternative but to reconsider our working relationship.

Columbus will also keep abreast of market trends in order to ensure that our employees are fairly compensated.

4.10

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From time to time, it may be necessary for you to be absent from work. Columbus is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise. Sick days and personal days have been provided for this purpose.

If you are unable to report to work, or if you will arrive late, please contact your manager immediately. Give him or her as much time as possible to arrange for someone else to cover your position until you arrive. If you know in advance that you will need to be absent, you are required to request this time off directly from your manager. He or she will determine when will be the most suitable time for you to be absent from your work.

An Application for Leave form should then be completed by you, and signed off by your manager, before you proceed on leave. This form should be returned to the HR office for your personnel records. It is a requirement that you provide your manager with at least two (2) hours notice, prior to the beginning of your shift, if you are unable to report to work on time.

When you call in to inform Columbus of an unexpected absence or late arrival, ask for your manager directly. For late arrivals, please indicate when you expect to arrive for work.

Notifying the switchboard operator or a fellowemployee is not sufficient. If you are unable to call in yourself because of an illness, emergency or for some other reason, be sure to have someone call on your behalf. If your manager is not available when you call, you may leave the information with another manager.

In the case of absence, immediately upon your return to work, an Application for Leave form should be completed and returned to the HR office for your personnel records.

Absence from work for three (3) consecutive days without notifying your manager or the HR Director (or designated representative) and without a valid reason for absence will be

Columbus

considered job abandonment or a voluntary resignation.

4.11

Attendance

You are expected to be at your work station and ready to work at the beginning of your assigned daily work hours, and you are expected to remain at your work station until the end of your assigned work hours, except for approved lunch.

When your work takes you away from your work station, please let your manager know where you are going and how long you expect to be gone.

Be aware that excessive time off could lead to disciplinary action.

4.12

Closure after Starting Time

If severe weather conditions exist and the President & or Director Human Resources (or designated representative) decides to close Columbus for the remainder of the day, you will be notified as soon as possible by your manager.

If you are an hourly employee and you are sent home before having worked two (2) hours, you will be paid for two (2) hours of work. If you are an hourly employee and you are sent home after having worked two (2) hours, you will be paid for the time that you actually worked.

If your manager asks that you remain at work after Columbus has closed because of severe weather conditions, you will be paid at time and a half rate for the remaining hours that you work beyond the announced closing time.

4.13

Excessive Absenteeism or Lateness

In general, five (5) absences in a 90-day period, or a consistent pattern of absence, will be considered excessive, and the reasons for the absences may come under question. Tardiness or leaving early is as detrimental to Columbus as an absence. Three (3) such incidents in a 90-day period will be considered a “tardiness pattern�

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and will carry the same weight as an absence.

Other factors, like the degree of lateness, may be considered.

Be aware that excessive absenteeism, lateness or leaving early may lead to disciplinary action, including possible dismissal.

than (2) two days and food should be discarded only in bins provided in the kitchens.

Except in private offices or where permitted by your manager, you are not permitted to eat lunch at your work station.

4.16 4.14

Lunch Period

If you work longer than six (6) hours, you will be given a lunch period. The time when lunch periods are scheduled varies among departments, depending on the needs of each department. Your manager will give you your lunch period schedule.

You are expected to take your full allotted time for lunch. You are requested not to perform any work during your regularly scheduled lunch period, unless specifically requested to do so by your manager. In that event, your lunch will be rescheduled or you will be paid for the time that you worked.

You may leave the premises during your lunch period; however, you must notify your manager/supervisor and the switchboard operator when you leave the building. It is important to return to work on time at the end of your lunch period.

4.15

Record of Absence or Lateness

Lunch Room Facility

For your convenience and comfort, Columbus provides a lunch room equipped with, seating, microwave ovens and a refrigerator for employees who want to bring their lunch from home. This area is for everyone's use. It is your responsibility to do your share in keeping this facility clean and sanitary. Please clean up after yourself.

Please remember to use containers with reliable seals and label your food with your name and date. The refrigerator is cleaned out every Friday.

Food should not stay in the refrigerator for more

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In order to qualify for payment during your illness you must notify your manager of your illness during the first working day after you become ill (in other words, by the second day of your absence from work through illness). If you are absent because of illness for more than 3 days, you must produce a medical certificate specifying the period when you will be unable to perform your duties. You will be responsible for any charges made by your doctor for this documentation.

Your manager will make a note of any absence or lateness, and the reason, in your personnel file.

Your attendance record will be considered when evaluating requests for promotions, transfers, leaves of absence, and approved time off, as well as scheduling layoffs.

Medical Emergency Leave is possible in a situation where there is a need (planned or unplanned) for major medical attention e.g. a surgical procedure, heart attack, stroke. In this instance, the employee may be granted up to 3 months leave of absence without pay, upon submission of the relevant documentary evidence of the condition. The period of leave approved, would depend on the employee’s length of service, performance record, and the nature of the illness.

This additional period of leave should be approved by the Vice President & General Manager (VPGM), and Columbus in this event, would reserve the right to request a medical report from a doctor of its own choosing.

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5.2 5.0

In addition to receiving an equitable salary and having an equal opportunity for professional development and advancement, you may be eligible to enjoy other benefits which will enhance your job satisfaction. We are certain that you will agree that the benefits programme described in this manual represents a very large investment by Columbus, and we trust that you will avoid abusing any of the programme's benefits.

A good benefits programme is a solid investment in Columbus and its employees. It not only insures the loyalty of long-time capable employees, it also helps to attract talented newcomers who can help Columbus grow.

Columbus will periodically review the benefits programme and will make modifications as appropriate to market conditions.

5.1

Paid Time Off

The Benefits Package

Eligibility for Benefits

If you are a full-time employee, you will enjoy all of the benefits described in this manual as soon as you meet the eligibility requirements for each particular benefit. Benefits are compulsory for all full-time employees.

Columbus has a responsibility to ensure a safety net is provided for all full-time employees. The benefit programme is an essential component of the “safety net�.

If you are a part-time employee or a contract worker, you will not be eligible for any benefits outlined in this manual unless it is explicitly stated in your employment contract.

Note: See the "Employment" section of this manual for further information.

Temporary employees are not eligible for benefits.

Columbus provides for three types of paid time off: (1) Public Holidays; (2) Vacation Time Off; and (3) Discretionary Time Off. 5.2.1

Public Holidays

The public holidays observed by Columbus are those so designated by the Office of the Prime Minister. The current list of recognised public holidays is below.

New Years Day Corpus Christi Good Friday Easter Monday Indian Arrival Day Labour Day EID Divali Spiritual Baptist Day Emancipation Day Independence Day Republic Day Christmas Day Boxing Day You may be required to work on public holidays.

Only full-time salaried employees are eligible for overtime pay for public holidays.

In order to qualify for public holiday pay, you must work the scheduled workday immediately before and after the holiday. Only excused absences will be considered exceptions to this policy.

You may take time off to observe your religious holidays. If available, a full day of discretionary time off or a vacation day may be used for this purpose, otherwise the time off is without pay.

You must notify your manager at least ten business days in advance.

We schedule all public holidays on the day designated by the Government of Trinidad.

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If a public holiday occurs during your scheduled vacation, you are permitted to take an extra day of vacation.

You are not eligible to receive public holiday pay when you are on a leave of absence.

5.2.2

Vacation Time Off

Time off for any reason during a working day will count first against your discretionary time off, as appropriate, in hourly, quarter day, and half day or full day increments. Once you have used all of your discretionary time off, the time will be counted against your earned vacation time.

Thereafter, unless specifically accepted, any time off will be without pay.

Vacation is a time for you to rest, relax, and pursue special interests. Columbus has provided paid vacation as one of the many ways in which we show our appreciation for your loyalty and continued service.

Only regular full-time employees are eligible for paid vacation. You are not eligible for paid vacation during your Probationary Period. Nor are you eligible for paid vacation if you are a part-time or temporary employee.

Annual leave accrues from the initial date of employment, but cannot be used until the employee has completed the probationary period.

Amount of Vacation Tenure

0 to 3 years 4 to 7 years 8 years and over

Amount of Eligible Vacation 10 days 15 days 20 days

Monthly Accrual .833 1.25 1.67

Full-time employees are eligible to accrue vacation for each calendar day of service provided you have completed thirty (30) days of service.

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Vacation Policies Vacation leave is an opportunity for rest and recreation, and it shall therefore be an actual holiday away from work.

Vacation leave is an opportunity for rest and recreation, and it shall therefore be an actual holiday away from work. Every effort will be made to grant your vacation at the time you desire. However, vacations cannot interfere with your department's operation and therefore must be approved by your manager. If any conflicts arise in requests for vacation time, preference will be given to the employee with the most seniority. Your department will prepare a roster of vacation leave for all members of your department at the beginning of the year, in order to minimise conflicts for leave requests. If you are scheduled to go on vacation leave at a particular time, and need to change this date, you should immediately advise your manager, who will make every attempt to do an adjustment, without negatively impacting other employees or the Company.

Please ensure that an ‘Application for Leave’ is completed by you (viewed on-line) and signed by your manager before proceeding on leave. This form will be returned to the HR Department and will form a part of your personnel file.

If you are not sure what your leave entitlement is, please do not hesitate to check with HR. Please note that vacation leave will be calculated on a calendar year (January to December), and will be prorated in the first and last year of service.

You may not receive advance vacation pay (for vacation time taken in excess of your vacation accrual balance) without written authorisation from your manager. Such authorisation is at the discretion of your manager, and must be granted in advance of your vacation. Any amount of advanced vacation paid but not yet earned at the time of termination of employment will be deducted from your final paycheque.

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All vacation time must be taken in full week increments, unless otherwise authorised in writing. If you are eligible for two (2) or three (3) weeks of vacation, you should take at least one week at a time unless you receive written approval from your manager and senior management at least six (6) weeks in advance.

If you are eligible for three (3) or four (4) weeks of vacation, you may take your third or fourth week in single-day increments. Only one (1) week of vacation may be used in single-day increments. Specific dates of vacation in singleday increments must be established by prior arrangement with your manager. The request will be granted as long as your absence will not seriously affect Columbus’ operations. Usually, only one employee may be out on a vacation day in a department at any one time.

If you are on an approved leave of absence for less than thirty (30) days, your vacation eligibility will not be affected; should the leave extend beyond thirty (30) days, vacation time will not continue to accrue.

If a Company-paid holiday falls during your scheduled vacation period, you will receive an additional day of vacation or holiday pay, whichever you prefer.

vacation is approved, one (1) week of vacation is equivalent to a regular scheduled work week at your basic straight time hourly rate.

In extenuating circumstance, where leave cannot be taken, permission to carry forward leave must be sought from the Vice President & General Manager (VPGM) or Director Human Resources.

If permission is granted, the leave must be taken at the newly agreed time, or paid for by Columbus.

Leave which is carried forward, if paid for, will be paid during the next calendar year, but will be calculated at the rate of salary for the year in which it was earned.

5.2.3 Sick Leave Each Employee who has worked for at least 180 continuous working days shall become eligible for sick leave with pay for a total of 14 working days per annum, based on a 40 hour work week.

In all cases, the employee who becomes sick must notify Columbus of the illness within the first working day after its occurrence, in order to ensure payment for the period of absence.

A doctor’s certificate must be produced no later than the morning of the 4th day justifying any absence from work for more than three days.

Accumulation Rights 5.2.4 Extended Sick Leave Vacation time may not be carried over and accumulated in subsequent calendar years.

Exceptions to this policy may be made in unusual circumstances, each case to be considered separately by management and agreed to by both the employee and management in writing.

Accumulated vacation must be utilised within the first quarter of the following year.

Payment in Lieu of Vacation The purpose of a vacation is to provide you with a time to rest and relax; therefore, no additional wages or salary will be paid to you in lieu of a vacation unless advance approval in writing is granted by management. If payment in lieu of

Columbus

The Company may pay a worker full pay for the certified period up to a maximum of one (1) month.

Eligibility for extended sick leave with pay will be restricted to long-service (a. minimum of five years system service) employees who are in good standing (not in disciplinary probation status and no record of sick leave abuse) who have terminal or critical illnesses which exceed sick and/or vacation leave accruals.

Requests for extended sick leave with pay will be submitted on the prescribed form through normal channels to the Head of Department and

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HR for final action. A statement from the employee’s physician is also required to be submitted to support the request for extended sick leave with pay.

At the option of the company, a second supporting opinion may be required from another physician at the component company’s expense.

At the end of the first three (3) months of any approved extended sick leave period, a full medical report of the employee’s fitness to work or progress will be required to be submitted by the employee to the Company. For any continuation of extended sick leave a medical report must be submitted for the employee’s medical progress or fitness every 3 months thereafter.

5.2.5 Payment During Injury Leave A worker who is unable to work fewer than four (4) days as a result of an injury arising out of and during the course of employment with the Company shall receive his normal pay for the first three (3) days of absence from work through that injury.

Thereafter the Workmen’s Compensation and the relevant National Insurance Scheme Legislation shall apply. All work related injuries will be treated in accordance with the Workmen Compensation Act. Persons on Injury Leave are to be paid compensation under the provisions of the Workmen Compensation Act. They will receive compensation in the form of a cheque and upon collection of the cheque payment they will be required to sign the Workmen Compensation Voucher.

5.2.6

Maternity Leave

Maternity Leave should be granted in accordance with and subject to the provisions set out under

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the Maternity Protection Act (1998) and all regulations and orders made hereunder.

The period of maternity leave will not normally exceed 14 weeks (unless an extension becomes necessary for medical reasons, in which case any application for extension must be supported by a medical certificate in respect of:  

Illness arising from the pregnancy or confinement : or The state of health of the child of that pregnancy.

The medical certificate shall state the additional period (not exceeding 15 weeks) necessary for the employee to be absent, and that leave will commence immediately after the end of the initial 14 week period.

Maternity leave may be extended beyond the 14 week period, but Columbus may require a medical examination in the presence of, and in consultation with a medical practitioner nominated by the Company.

5.2.7 Discretionary Time-Off Columbus does not have bereavement leave, or personal time off. Rather an all encompassing entitlement for time off which accrues to certain employees.

A permanent employee will be granted a total of four (4) days paid leave per annum to be taken under the following conditions: 1.

2.

3.

Birth or adoption of the employee’s child Sickness of the employee’s child In the event of the death of:  Employee’s spouse or life partner  Employee’s parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

Employees may take Discretionary time off in respect of the whole or a part of a day up to a maximum of two (2) consecutive days. The Company may grant an employee extra paid or unpaid Discretionary time off; dependent on the nature of the circumstances for which leave is

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required. This decision must be made jointly by the Divisional Manager and the employee’s immediate Supervisor.

Before paying an employee for leave of this nature, the Company may demand reasonable proof of the event for which the leave was taken.

Discretionary Time Off time may not be carried over and accumulated in subsequent calendar years. Exceptions to this policy may be made in unusual circumstances, each case to be considered separately by management and agreed to by both the employee and management in writing.

In general, Discretionary Time Off is an official authorisation to be absent from work with pay for a specified period of time. Eligible employees may be entitled medical leaves of absence if they are unable to come to work due to pressing family or medical concerns.

5.3 Jury Duty It is your civic duty as a citizen to report for jury duty whenever called. If you are called for jury duty, we will permit you to take the necessary time off at no loss of income.

Only regular full-time employees are eligible for paid Discretionary Time Off. You are not eligible for paid Discretionary Time Off during your Probationary Period. Nor are you eligible for paid Discretionary Time Off if you are a part-time, contract or temporary employee. Employees become eligible for, and start accruing Discretionary Time Off, after the successful completion of your Probationary Period.

You must notify your manager within forty-eight (48) hours of receipt of the jury summons.

On any day or half-day you are not required to serve, you will be expected to return to work. In order to receive jury duty pay, you must present a statement of jury service and pay to your manager. This document is issued by the court.

5.4

Unpaid Leaves of Absence

Discretionary Time off Policies You are required to make every effort to inform your manager of your intention to take Discretionary Time Off. As a minimum you must report your intention to take Discretionary Time Off to your manager 2 hours prior to each scheduled shift or it will be considered an unexcused absence.

All requests to take Discretionary Time Off for more than 2 days must be accompanied with written request at least 24 hours prior to your shift.

All Discretionary Time Off time must be taken in full half-day increments, unless otherwise authorised in writing.

If a Company-paid holiday falls during your scheduled Discretionary Time Off period, you will not receive an additional day of Discretionary Time Off.

Columbus

Occasionally, for medical, personal, or other reasons, you may need to be temporarily released from the duties of your job with Columbus but may not wish to submit your resignation. Under certain circumstances, you may be eligible for an unpaid leave of absence.

There are several types of unpaid leaves which you may be eligible for.

5.4.1

Family/Medical Leave of Absence

In general, a leave of absence is an official authorisation to be absent from work without pay for a specified period of time. Eligible employees may be entitled to job-protected family or medical leaves of absence if they are unable to come to work due to pressing family or medical concerns as described under the following Family/Medical Leave Policy:

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1.

Employees are eligible if they have been actively employed for 12 months, and worked at least 1250 hours (an average of 25 hours per week) during those 12 months.

2.

A medical leave shall be granted upon the employee's own serious illness.

3.

Whenever possible, and subject to your health care provider's approval, absences for planned medical treatment should be scheduled so as not to unduly disrupt Company operations.

4.

In appropriate circumstances, we may require you to be examined by a Company designated physician, at the Company’s expense.

5.

6.

7.

In the event of a serious illness to the employee or his/her child, spouse, or parent, creating a need for unforeseeable family or medical leave, the employee should provide us with notice, as soon as practical, of any needed time off, and a written doctor's certificate indicating the expected duration and nature of the illness, particularly as it relates to the employee's ability to come to work or the need for that employee's presence at home to care for a seriously ill family member.

Employees shall be required to give 30 days advance notice in the event of a foreseeable medical treatment. To assist us in arranging work assignments during your absence, we ask that you give us prior notice, to the extent possible, of an expected birth or adoption, as well as an indication, to the extent known, of your expected return date.

To facilitate your return to work, we also ask that you provide us with two weeks advance notification of your intended return date. Failure to do so may delay your return date.

For purposes of this policy, a child is defined as a natural, adopted, or foster child, a stepchild or a legal ward. If the child is over

Columbus

18 he/she must be unable to care for himself/herself due to a serious illness or disability.

8.

A parent is defined as the employee's or his/her spouse's natural, adoptive, or foster parent, stepparent, or legal guardian.

9.

A serious illness is defined as a disabling physical or mental illness, injury, impairment, or condition involving: (1) inpatient care in a hospital, nursing home, or hospice; or (2) outpatient care requiring continuing treatment or supervision from a health care professional.

10. Leave of absence rights available to you under other sections of our policy shall be counted towards the total time off available under this section.

11. Upon completion of a leave granted under this section, you shall be reinstated to your original position, or an equivalent one.

12. If, due to your own medical circumstances, you are no longer able to perform your original job, we will attempt to transfer you to alternate suitable work, if available.

13. While on a leave of absence provided for under this policy, we will continue your group health insurance benefits under the same terms as provided to other employees, for up to a maximum of 12 weeks leave time during any one year period. If your leave extends beyond 12 weeks, you shall be offered the opportunity to purchase continuing coverage as provided by the benefits provider.

14. Other accumulated fringe benefits such as seniority, retirement, service credits, sick pay, vacation pay, etc., shall be preserved at the level earned as of commencement of the leave, but shall not accrue further during any such leave period.

15. The pay allowances while on disability leave are based on an employee's length of

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service, as well as the state in which he/she is employed.

16. During a period of disability, you may be eligible for disability pay benefits. Please refer to the applicable plan documents for details on eligibility, benefit amounts, and other particulars.

17. Should you require an extended leave beyond the period of time described in this policy, we will seek to return you to a suitable position, but cannot guarantee that one will be available. Nevertheless, you may be eligible for continuing disability pay benefits during this period in accordance with applicable insurance coverage.

18. Should you seek a Leave of Absence for reasons other than described above, we will evaluate such a request based on particular circumstances present at that time, including but not limited to your current and anticipated work responsibilities, performance, Company needs, etc.

Columbus Trinidad reserves the right to refuse such a request at its sole discretion.

5.4.2

Disability Leave of Absence

If a salaried exempt employee becomes disabled and unable to work for a prolonged period of time, benefits may be available during the leave of absence under The National Insurance Plan, and also under our Group Life Policy Plan, carried

by PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO Limited.

Should an employee with an excellent work record desire more time after using all vacation time and short term disability leave, allowances may be made at the discretion of Columbus and on an individual basis. The deciding factor will be the ability of the Company to cover, without interruption, the position as described in the employee's job description.

weeks, when you are ready to return to work we will do our best to reinstate you to your position or a similar position, but we cannot guarantee that your job or any job will be available.

5.4.4

Educational Leave of Absence

Employees may apply for a maximum of 5 working days study leave per annum, and this must be taken at mutually convenient times. An educational leave of absence may be approved if the desired curriculum is of mutual benefit to you and to Columbus. Apply in the same manner as you would for a personal leave of absence.

The request for study leave must be submitted for approval to HR department at least 4 weeks prior to the desired time of leave.

Columbus may in its sole discretion grant such leave with pay.

The Executive Committee may grant further unpaid leave at the written request of the employee, which should be accompanied by a recommendation by the Manager and the HR Department.

Study leave for examinations (other than for approved courses) may be granted with or without pay at the discretion of the Vice President & General Manager (VPGM) or his designate.

5.4.5

Election Day

We encourage you to exercise your voting privileges in local and national elections. Each employee is entitled to be absent from work on polling day for two hours in addition to the normal meal hour. This absence must be coordinated with your supervisor or manager in advance so as not to adversely affect service to our customers. However, this allowance will not be applicable to any employee whose work on polling day commences at or after 10 a.m. or concludes before or at 2 p.m.

If your disability, (other than pregnancy), prevents you from working for longer than six (6)

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5.4.6

may result in loss of coverage and possible refusal by the insurance carrier to allow your coverage to be reinstated.

Personal Leave of Absence

In very special circumstances, Columbus may grant a leave for a personal reason, but never for taking employment elsewhere or going into business for yourself. You should request an unpaid personal leave of absence from your manager. A personal leave of absence must not interfere with the operations of your department or Columbus. Your manager will submit your request to the appropriate member of management for final approval.

A personal leave of absence may be granted for up to thirty (30) days. If your leave is extended for more than thirty (30) days, vacation and other benefits will no longer continue to accrue.

Consult your group insurance booklet to determine your insurance coverage during a leave of absence. Failure to return from a leave at the time agreed will result in termination of employment.

Note: See "Returning from a Leave of Absence" later on in this section for further information.

Accepting Other Employment or Going into Business While on Leave of Absence If you accept any employment or go into business while on a leave of absence from Columbus, you will be considered to have voluntarily resigned from employment with Columbus as of the day on which you began your leave of absence.

Insurance Premium Payment during Leaves of Absence Columbus will continue to pay our share of health insurance premiums for employee coverage and dependent coverage for a maximum of sixty (60) days while you are on a disability leave of absence. While you are on any other type of unpaid leave of absence from Columbus, you will be responsible for paying the total premiums for your coverage and that of your dependents while on leave. Failure to do so

Columbus

The Company’s portion of the pension plan will continue to be paid as long as the employee continues to make their contribution.

5.5

Group Insurance

Columbus is interested in the health and wellbeing of both you and your family. A comprehensive compulsory health and life insurance program is provided to you and your family. We provide group insurance underwritten

by PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO After successful completion of a one hundred and eighty (180) days probationary period, full-time employees become eligible for coverage.

Columbus has contracted the group insurance portion of your benefits package to PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO. Columbus will pay 75% of the cost of the benefits package provide by PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO while each employee pays the remaining 25% cost. Every two or three years Columbus will hire an independent employee benefits consultant who will undertake a market analysis and request proposals from qualified group benefits suppliers. Based on the results of the market study, proposals from qualified benefits suppliers and the recommendations of the benefit consultant, Columbus may choose to change the group benefits supplier. Columbus has absolute discretion in selecting and engaging a group benefits supplier, which, in the sole opinion of Columbus best meets the needs of Columbus and its employees.

The description of the benefits package provided

by PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO will be included in a separate booklet supplied by Guardian Life. Columbus is in no way responsible for any breaches or disputes over the eligibility for the payments

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under the PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO benefits plan.

You are encouraged to read your PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO booklet carefully. If you do not have a copy of the booklet, please contact the HR Department.

The following benefits are provided, as defined and limited in the literature provided by PAN AMERICAN LIFE INSURANCE OF TRINIDAD AND TOBAGO: 

Group Life Insurance



Accidental Death & Dismemberment Insurance



Major Medical and Surgical Coverage



Dental Care Coverage



Vision Care Coverage



Medical Health Care Coverage



Dependents' Health Care Coverage

When you join our insurance coverage program, our insurance companies provides booklets describing your benefits; copies of this will be given to you when you join the programme.

We pay 75% of the premiums for your insurance coverage. You pay 25% of the insurance premiums for your own single or family coverage.

In the event of your termination of employment with Columbus, or loss of eligibility to remain covered under our group health insurance programme, you and your eligible dependents may have the conversion right to continued coverage under our health insurance programme for a limited period of time at your or their own expense. Please contact our insurance carrier for details. Columbus is not responsible for securing insurance coverage for you.

Termination of Insurance Your insurance will terminate when the insurance policy terminates, when you fail to make an agreed contribution to premium when due, when you cease to be eligible for coverage Columbus

under the terms of our group insurance program, or when you cease to be employed as a regular full-time employee eligible for the insurance.

Columbus may, by continuing to pay the premium, keep your insurance in effect for a brief period if you cease to be an eligible employee for any reason other than resignation, dismissal, or failure to meet the terms of eligibility of our group insurance program.

5.6

Government Required Coverage

The Government of Trinidad & Tobago has mandated National Insurance coverage. Under this programme, Columbus is required to make premium payments on your behalf.

Furthermore, Columbus is required to deduct from your wages a premium payment and remit the premium to the National Insurance Board.

It is a requirement for you to have a valid National Insurance Number. We will be unable to offer you employment if you are not in possession of a National Insurance (NIS) number, or a Taxpayer Registration / Board of Inland Revenue Number (B.I.R #). If you do not have a National Insurance Number please contact the National Insurance Office as soon as possible.

The National Insurance Office publishes a booklet outlining the benefits under the programme.

You are encouraged to become familiar with the benefits. The eligibility for benefits from the National Insurance Office is solely at the discretion of the National Insurance Office and it is the employee’s responsibility to claim for any benefits due. Columbus will use its best efforts to provide the National Insurance Office with any documentation which may be required.

5.7

Retirement Savings Plan

Columbus believes the Company has the obligation to establish a program to ensure longtime employees will have an income after retirement. To this end it is the Company’s objective to provide a Retirement Savings Plan.

Basically, this plan requires employees to save

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5% of their salaries as contributions to the Retirement Savings Plan. Columbus will match the employee’s contribution on a dollar for dollar basis. For example, if an employee puts $1000 in the plan for themselves, Columbus will also put in $1000 for the benefit of the employee. Should the employee leave the Company for any reason prior to their retirement, the employee can either continue to make contributions to the account or leave it to earn interest. You can also surrender your policy; however, the government will apply a tax penalty. Further details can be found in the Retirement Savings Plan Policy.

organizing activities that build engagement within the organization.

We welcome your input on ideas to enliven our social life at Columbus. Do not hesitate to contact the HR Department or your Manager if you have any ‘bright’ ideas.

5.9.2 Training and Development Permanently employed members of staff will be guided and trained to increase knowledge of their jobs and the field of telecommunications.

Company Initiated Training

5.8

Employee Assistance Programme

Columbus has initiated an Employee Assistance Programme (EAP) to help all employees and their dependants who may be experiencing personal and/or job related concerns which may affect their job performance.

Elder Associates Limited, the EAP consultant offers assessment, short term counselling and referral services for issues such as:  Job stress  Marital and relationship conflicts  Financial issues  Substance abuse  Emotional issues These services are designed to minimize the effect of the identified concerns on yourself and family and/or job performance. Please see the HR department for further information regarding our EAP programme.

This will be provided at Columbus’ expense. In order for the organisation to function optimally, and in some instances to meet regulatory or professional requirements, Columbus must ensure that its human resources are adequately trained. To this end, employees will be sometimes required to complete professional and other courses. This type of training would have to be recommended by the relevant Director to the Executive Committee (or a designate body), and can take the form of:  In-house training or  External training Candidates may qualify for training at recognized tertiary institutions for both short term and long term courses, and the institution may be local or foreign based. Columbus will pay for tuition and other direct expenses as agreed.

5.9.1 Annual Dinner & Dance Columbus sponsors an annual Dinner & Dance.

Watch the bulletin board and e-mail for details.

If the course of study costs more than $20,000.00 (this figure to include costs related to tuition time off from work, but not to include prescribed study leave provisions), the employee must be willing to be bonded to work with Columbus for a period of not less than 24 months after successful completion of the course.

Our Sports and Cultural Club also provides invaluable assistance in coordinating “Fun Days”, outings and events. In addition, the Employee Engagement Team also works together in

If the course of study costs is less than $20,000.00 but greater than or equal to $10,000.00 the employee must be willing to be bonded to work with Columbus for a period of

5.9

Other Benefits

Columbus

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not less than 12 months after successful completion of the course.

If an employee should cease any course prior to completion, he/she would be required to authorize through salary deduction, a refund to Columbus, of the relevant costs. If the employee fails to successfully complete a course, the same provision would apply.

If the Employee completes a course of study, and then wishes to leave the organisation before the end of the bonded period, he/she will be required to repay a portion of the educational assistance expenses paid by the company. The sum to be repaid will be proportional to the term outstanding on the bond.

Employee Initiated Training We feel an individual who possesses a desire to continue their education, in addition to performing their full-time job, shows a commitment to improving themselves and their position within the Company. To encourage and reward these individuals, Columbus offers an Education Assistance benefit.

Full-time employees may continue their education in a related field and Columbus may reimburse all or part of the registration and tuition costs. All courses must be pre-approved by your manager. Once the course is successfully completed, submit a certified transcript of grades, with receipts for expenses. Columbus will reimburse you as described below for the portion of the registration and tuition that was pre-approved.

5.9.3

Employee Social Awareness

Columbus’ Human Resources Department acknowledges important events such as births, deaths and severe illnesses in the families of our employees. This avoids the necessity of someone taking up an individual collection to recognise these occasions.

Incentive Structure Staff Awards – These awards will seek to identify and appropriately reward employees who most closely exemplify the values espoused by the organisation. These awards will seek to encourage team spirit within the organisation, and to highlight and strengthen good interpersonal skills among staff members.

Details of the Award Scheme will be communicated to you through your Manager.

Performance Incentive Columbus is committed to rewarding the excellent performance of employees who help in the attainment of the corporate goals. To this end, a performance incentive may be paid at the end of the review period. The amount paid will be based on your performance and Columbus’ profitability. This will be payable at the end of the first quarter in the following year after confirmation of profitability as per audited statements for the relevant financial year.

To be eligible for educational assistance the employee must be a permanent member of staff for at least one (1) year. Where the employee has not attained this length of service, the Executive Committee may decide in their absolute discretion to approve educational assistance for that employee. Further details can be found in the Training & Development Policy.

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6.0

Other Policies

6.1

Communication Tools

staff meetings, newsletters, training sessions, etc.

E-mail, bulletins/bulletin board(s) and the Connex intranet are our "official" way of keeping everyone informed about new policies, changes in procedures and special events. Information of general interest is posted regularly on the bulletin board(s). Please form the habit of reading the bulletin board(s) regularly so that you will be familiar with the information posted on it.

Only authorised personnel are permitted to post, remove or alter any notice on the bulletin board(s). If you want to have notices posted on Columbus’ bulletin board(s), see your manager for instructions.

6.2

In addition, you may receive letters from Columbus. There is no regular schedule for distribution of this information. The function of each letter is to provide you and your family with interesting news and helpful information which will keep you up-to-date on the events here at Columbus Trinidad

6.4

First Aid Facilities

 

Communication 

Successful working conditions and relationships depend upon successful communication. Not only do you need to stay aware of changes in procedures, policies and general information, you also need to communicate your ideas, suggestions, personal goals or problems as they affect your work.

In addition to the exchanges of information and expressions of ideas and attitudes which occur daily, ensure that you are aware of and utilise all Columbus’ methods of communication, including this Employee Manual, bulletin boards, discussions with your manager, memoranda,

Columbus

Company Meetings

On occasion, we may request that you attend a Company sponsored meeting. The following summarises our policy:

First Aid facilities are available in the event of minor injuries or ailments. These kits are available at the Warehouse, the Administration offices and Customer Service Centers. In the event of a serious injury or illness on the job, transportation will be provided to the nearest doctor or hospital.

6.3

You will receive other information booklets, such as your insurance booklets, from time to time.

You may take these booklets home so that your family may know more about your job and your benefits.

If this is scheduled during your regular working hours, your attendance is required; If it is a required meeting held during your non-working hours and you are required to attend, you will be paid for time spent at the meeting. (If you are qualified for overtime pay by virtue of working more than forty hours that same work week, then you will receive your overtime rate.); and If it is not a required meeting held during your non-working hours and you attendance is at your discretion and you will not be paid for time spent at the meeting.

6.5

Employee Internet Usage Policy

As part of Columbus’ commitment to the utilization of new technologies, most of our employees have access to the Internet. In order to ensure compliance with existing copyright and decency laws, and to protect ourselves from being victimized by the threat of viruses or hacking into our systems, the following policy has been established.

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1. It is Columbus’ policy to limit Internet access to official business. Employees are authorized to access the Internet for personal business after-hours, and in strict compliance with the other terms of this policy. The introduction of viruses, or malicious tampering with any computer system, is expressly prohibited. Any such activity will result in disciplinary action and possible termination of employment.

2. Employees using Columbus accounts are acting as representatives of the Company. As such, employees should act accordingly so as not to damage the reputation of the Company.

3. Files which are downloaded from the Internet must be scanned with virus detection software before installation or execution. All appropriate precautions should be taken to detect viruses and to prevent the infection of other machines.

8. Trinidad & Tobago copyright and laws protect the interests of authors, musicians, performers and software developers in their products. It is against Trinidad & Tobago law and Company policy to violate the copyrights or patents of others on or through the Internet. Staff may not download or use copyrighted material without obtaining written authorization.

9. Any infringing activity by an employee may be the responsibility of the Columbus.

Therefore, Columbus may choose to hold the employee liable for their actions. You may not disclose confidential information or promote:     

personal political beliefs personal business interests discrimination sexual harassment any unlawful activity

4. The truth or accuracy of information on the Internet and in email should be considered suspect until confirmed by a separate and reliable source.

10. Keeping documents which are considered obscene or discriminatory within your computer account for access can result in disciplinary action.

5. Employees shall not place Company material (copyrighted software, internal correspondence, etc.) on any publicly accessible Internet computer without prior permission.

11. Columbus reserves the right to inspect an employee's computer system for violations of this policy.

6. Alternate Internet Service Provider connections to Columbus’ internal network are not permitted unless expressly authorized and properly protected by an appropriate security device.

7.

The Internet does not guarantee the privacy and confidentiality of information. Sensitive material transferred over the Internet may be at risk of detection by a third party.

Employees must exercise caution and care when transferring such material in any form.

Columbus

12. Columbus has the right to monitor and record all activity on any Company-owned computer or any computer with access to the Company's internal computer network.

Columbus has installed software to record the activities of computers connected to its internal network.

6.6 Computer Software (Unauthorised Copying) Columbus does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. It is illegal to make or distribute copies of copyrighted material without

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authorisation. The only exception is the users' right to make a backup copy for archival purposes.

The law protects the exclusive rights of the copyright holder and does not give users the right to copy software unless a backup copy is not provided by the manufacturer.

1. Columbus licenses the use of computer software from a variety of outside companies. Columbus does not own this software or its related documentation and, unless authorised by the software manufacturer, does not have the right to reproduce it.

2. With regard to use on local area networks or on multiple machines, Columbus employees shall use the software only in accordance with the license agreement.

3. Columbus employees learning of any misuse of software or related documentation within the Company shall notify the department manager or Columbus’ legal counsel.

6.8

Employees who have successfully completed their Probationary Period will be entitled to a discount of services. The Company’s discount policy is subject to change from time to time.

The objective of this programme is to ensure our employees are familiar with our services and to encourage employees to sell these services to their family members and acquaintances. When you are provided with services, this is for your household. It is not intended that these services be distributed free to households other than your own.

When faced with the temptation to give a settop or modem that has been authorised for free or discounted services to friends, please decide against it. If you're being pressured, explain that you could lose your job over it (you could!).

Details can be found in the HR Disciplinary Process.

6.9 4. According to the Trinidad & Tobago Copyright Law, illegal reproduction of software can be subject to civil damages and criminal penalties, including fines and imprisonment. Columbus employees who make, acquire or use unauthorised copies of computer software shall be disciplined as appropriate under the circumstances. Such discipline may include dismissal.

6.7

Department Meetings

Your manager will schedule department meetings before, during, or after work. You will be required to attend these meetings and should see this as an opportunity to receive information on Columbus events, to review problems and possible solutions, and to make suggestions about your department or your job.

Columbus

Discounting and Provision of Services

Dress Code/Personal Appearance

A neat, tasteful appearance contributes to the positive impression you make on our customers.

You are expected to be suitably attired and groomed during working hours or when representing Columbus. A good clean appearance bolsters your own poise and selfconfidence and greatly enhances our Company image. Whether you are working at a customer's site or at an administrative office, please ensure you are wearing a Company uniform and identification badge.

Generally we expect you to be always cognisant of the fact that you represent a Company which has set very high standards for itself, and as a representative of that Company, we need you to reflect this in your appearance. Refer to Dress Code Policy.

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6.10

Uniforms

6.12

All employees who have successfully completed their Probationary Period, and who are below the level of Senior Manager will be provided with uniforms or pay in lieu of uniforms (Technicians: each year. Administrative: every 2 years), as the uniform and dress of our employees are an important aspect of maintaining our corporate image. The female employees will be provided with 5 sets of uniforms, male employees will be provided with either the relevant Polo/Oxford shirt with the Columbus logo or an allowance which will allow them to purchase appropriate office wear.

All employees are required to meet the dress code of the Company as detailed in the Dress Code Policy.

In instances where an employee voluntarily leaves our employ, Columbus management would like to discuss your reasons for leaving and any other impressions that you may have about Columbus if you decide to leave, you will be asked to grant us the privilege of an exit interview. During the exit interview, you can express yourself freely. It is hoped that this exit interview will help us part as friends, as well as provide insights into possible improvements we can make. All information will be kept strictly confidential and will in no way affect any reference information that Columbus management will provide another employer about you. Please refer to Exit Policy.

6.13 If your manager feels your attire is out of place, you may be asked to leave your workplace until you are properly attired. You will not be paid for the time you are off the job for this purpose. HR will advise of the appropriate dress code, and anyone who violates this standard will be subject to appropriate disciplinary action.

6.11

Entering & Leaving the Premises

Exit Interviews

Expense Reimbursement

You must have your manager's written authorisation (requisition/purchase order, etc.) prior to incurring an expense on behalf of Columbus. To be reimbursed for all authorised expenses, you must submit an expense report/voucher accompanied by receipts and approved by your manager. Please submit your expense report/voucher each week, as you incur authorised reimbursable expenses.

At the time you are hired, you will be advised about the proper entrances and exits for our employees. You are expected to abide by these rules at all times. Failure to do so will lead to disciplinary action. You will be provided with a security access code for access to the premises.

Use of Personal Vehicle

6.11.1 Entry After-Hours

Meal Allowance

You are not allowed to enter Columbus property after your shift or normal working hours for any reason without the express approval of your manager or the manager on duty.

When travelling on Company business, the following meal allowances will apply as per diem payments.

If you are asked to conduct Company business using your personal vehicle, you will be reimbursed at the rate as per our Mileage Policy for each mile. Please submit this expense on your weekly expense report / voucher.

The daily meal allowance is TT$25 per person in Trinidad and US$50 per person outside Trinidad & Tobago on an actual incurred expense basis only.

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Receipts are required.

6.15

For high cost cities, if the meal allowance is not sufficient, the employee must provide receipts for all meals in order to be reimbursed.

Movie rentals, alcohol, personal long distance phone calls and mini-bar charges (while in Trinidad & Tobago) are considered personal expenses, and will not be reimbursed by the Company.

All air travel, regardless of length of trip, should be in economy class and at the best rate available. When travelling dates are well known in advance, significant discounts may be available for advance ticket purchase.

Per Diem amounts are fixed by Columbus, but are subject to change at the discretion of the Company.

Entertainment Entertainment is defined as the provision of lunch, dinner or drinks by the employee for some other person in pursuance of the Company’s business. Any employee who is entertaining another must have the prior approval of the head of their department.

An employee may not entertain his fellow employees at the expense of the Company.

However where is it considered absolutely necessary to continue the Company’s work through a lunch period or outside of normal office hours the head of department may provide his fellow employees with a meal at the expense of the Company. Itemised receipts for each single item that is part of the reported total must be obtained. Any employee so entertained may not also claim a meal allowance where applicable.

6.14

Fire Drills

Ethics, Gifts or Gratuities

Ethics are concerned with legal, fairness, equality, trust, confidentiality and mutual understanding. Avoid the intent and appearance of unethical or compromising practice in relationships, actions and communications.

Declarations must be made to your direct manager or VP before an employee may accept or solicit a gift of any kind from a customer, supplier or vendor representative where such gift is valued greater than TT$1,000.

Never solicit or accept money, loans, credits, or prejudicial discounts, entertainment, favors, or services from present or potential suppliers which might influence or appear to influence the purchasing decisions.

We urge all employees to never use your authority or position within the Company for personal gain.

Employees are not permitted to give gifts to customers or suppliers, except for certain promotional "premiums" (T-shirts, coffee mugs, pens, key chains, etc.) imprinted with the Columbus logo or sales information, provided that specific approval is given by their direct Manager or Vice President.

Accepting money from suppliers or customers as a gratuity or as a lunch expense or any other form of compensation is not permitted.

Violation of this policy will result in disciplinary action and possible dismissal. If an employee is aware of any activity contrary to the Company policy, please report this violation to the VP of Human Resources.

We may schedule drills throughout the year for employee safety. Your manager can answer any questions you may have about what to do.

Columbus

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6.16

Resolving Problems

an effort to keep the kitchen tidy for the enjoyment of your co-workers.

Whenever you have a problem or complaint, we expect you to speak up and communicate directly with us. You can take the following steps: 1.

2.

First, talk to your immediate manager. Your manager is most familiar with you and your job and is, therefore, in the best position to assist you. Your manager works closely with you, and is interested in seeing that you are treated fairly and properly.

If your manager cannot help you resolve the matter, you can speak to the Director HR, who will give your problem or complaint prompt consideration.

Remember -- it is always best to resolve problems right away. Little problems tend to turn into big problems; facts become confused; resentment and anger builds up. It is always best to get things dealt with before they get out of hand.

6.17 Housekeeping Neatness and good housekeeping are signs of efficiency. You are expected to keep your work area neat and orderly at all times -- it is a required safety precaution.

Easily accessible trash receptacles and recycling containers are located throughout the building.

Please put all litter and recyclable materials in the appropriate receptacles and containers.

Always be aware of good health and safety standards, including fire and loss prevention.

Please report anything that needs repairing or replacing to your manager immediately.

The Company kitchen is for the convenience of all employees. Please feel free to use the appliances in the kitchen. For sanitary reasons, all items in the refrigerator should be removed after 8:00 PM each Friday night.

While we have ancillary staff that come in during the evening, it is each employee’s responsibility to keep the kitchen neat and tidy. Please make

Columbus

The Company supplies a limited amount of coffee, tea, sweetener and cream for the use by all employees. However, the Company has a limited budget for these items.

Columbus wishes to maintain a clean and harmonious environment. The Company will therefore view employees who intentionally dispose of refuse of any kind in or near a Columbus building, or in a Columbus vehicle, and such actions will be subject to disciplinary action.

6.18

Identification Badges

All employees are required to wear a Company issued identification badge. This policy helps customers and fellow employees feel confident they are dealing with a Columbus employee.

6.19

Inspection of Packages

Columbus reserves the right to inspect all packages or closed containers brought into or taken out of the work area.

6.20

Layoff & Recall

In the unlikely event of a reduction in workforce, employees will be laid off based on skills and abilities as well performance appraisals. Please understand that if the skills and abilities of two employees are equal, performance appraisals will be the determining factor in the layoff decision.

6.21

Life-Threatening Illnesses

Columbus recognises that employees with a lifethreatening illness, including, but not limited to, cancer, heart disease, and AIDS, may wish to continue to engage in as many of their normal pursuits as their condition allows, including work.

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These employees must be able to meet acceptable performance standards and performing normal job functions must not exacerbate their condition. Medical evidence must indicate that their condition is not a threat to other workers.



Managers need to be sensitive to the employee's condition and ensure that the employee is treated consistently with other employees.

Columbus seeks to provide a safe work environment for all employees and customers.

Therefore, precautions should be taken to ensure that any employee's condition does not present a health and/or safety threat to other employees or customers.



Employees who have contracted a life threatening disease may seek help/information through the HR Department. That department will be responsible for referrals to agencies/organisations that offer counselling and other supportive services for life threatening illnesses.

HIV Policy Columbus strives to ensure a working environment where:  HIV positive employees are protected from unfair discrimination and stigmatisation: and  All employees have access to training, information and counselling services relating to HIV/Aids



Columbus will as far as is possible, provide counsellors to employees who are infected with, or affected by HIV or AIDS. We are also committed to continuous education of employees to reassure them that AIDS cannot be transmitted through casual contact under normal working conditions. Columbus will also continue to follow the progress of medical research on HIV/AIDS and will modify its policy as warranted.

When dealing with situations employees with life-threatening managers should:

 

Protected against unfair discrimination Treated with dignity, compassion and respect Entitled to employee benefits as determined by the rules of such schemes Allowed to continue his/her normal work as long as he/she is able to maintain the required performance standards of the job

Columbus

involving illnesses,



Remember that an employee's health condition is personal and confidential, and reasonable precautions should be taken to protect information regarding an employee's health condition.



Contact your manager if you believe that you or other employees need information about terminal illness, or a specific life-threatening illness, possible contagion, or if you need further guidance in managing a situation that involves an employee with a lifethreatening illness.



Contact your manager to determine if a statement should be obtained from the employee's attending physician that continued presence at work will pose no threat to the employee, co-workers, or customers. Columbus reserves the right

An HIV positive employee has the same rights as all other employees and therefore will be:  

Expected to meet the same performance requirements that apply to other employees When necessary, provided with reasonable accommodation to enable him/her to meet established performance standards Transferred to another department only if his/her doctor requests this in writing for medical reasons

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to require an examination by a medical doctor appointed by the Company.

manager personally or through his or her assistant.



Make reasonable accommodation for employees with a life-threatening illness provided that any accommodations made do not require significant difficulty or expense.



Make a reasonable attempt to transfer employees with a life-threatening illness who request a transfer and are experiencing undue emotional stress.

Remember, your manager knows most of the answers, and, if not, knows where to get them.

Your manager probably started in a job much like yours and can guide and help you. Your manager wants you to succeed. Please get to know your manager, and when you need help or have questions, complaints, problems or suggestions, contact your manager first. He or she is interested in your success, the success of every member of your department, and the overall success of Columbus.



Be sensitive and responsive to coworkers' concerns.



Do not give special consideration beyond normal transfer requests for employees who feel threatened by a co-worker's life-threatening illness.



Be sensitive to the fact that continued employment for an employee with a lifethreatening illness may sometimes be therapeutically important in the remission or recovery process, or may help to prolong that employee's life.

6.22

Managers

Your immediate manager is the person on the management team who is closest to you and your work. Your day-to-day contact with your manager gives you a chance to receive guidance and counsel regarding your assignments and the progress you make on your job. Your manager can show you how your work fits into the overall picture, teach you how to do things, explain the "hows" and "whys," and encourage you when things look a little tough.

Your manager is in complete charge of the department. He or she is responsible for the efficient operation of the department. Your manager has authority to hire and dismiss, to assign work, recommend pay increases, transfers or promotions, and to maintain order and discipline. This may be accomplished by the

Columbus

Your manager, has many responsibilities, and needs your co-operation, assistance, and loyalty.

He or she wants to help you - that's their job - so please ask, and please be willing to meet your manager half way. If he or she cannot help you or answer your question, your question will be referred to someone who can. You can expect to be treated fairly and with respect. Like Columbus, your manager has a direct interest in you. He or she wants you to consider him or her as your advisor and mentor. Go to your manager for information about your job, your pay, or other matters of Company policy.

Please don't overburden your manager with questions that can be answered by reading this manual or by checking bulletin boards. Do feel free to ask for clarification of regulations or responsibilities. Any problem that hinders the efficient completion of your responsibilities should be taken up with your manager, or encourage your consideration for using our Employee Assistance Programme.

6.23

Open Door Policy & Counselling

Normally, you will be expected to talk to your manager to resolve a problem. However, if the problem or complaint is of a personal nature, or a very delicate matter, you may meet first with any member of management, including Director Human Resources, to discuss it. He or she will

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decide if you should first discuss the problem with your immediate manager.

6.24

Payroll Advances

Columbus does not advance or loan money to employees with the exception of medical emergencies or educational expenses.

Outside Activities

No employee may take an outside job, either for pay or as a donation of his or her personal time, with a customer or competitor of Columbus; nor may they do work on their own if it competes in any way with the sales of products or services we provide our customers. If your financial situation requires you to hold a second job, part-time or full-time, or if you intend to engage in a business enterprise of your own, we would like to know about it. Before accepting any outside employment it would be a good idea to discuss the matter with your manager.

6.25

6.26

6.27

Personal Phone Calls & Mail

Our telephone bills are a significant monthly expense. Please keep personal phone calls to a minimum—they must not interfere with your work. Please do not abuse this privilege.

Emergency calls regarding illness or injury to family members, changed family plans, or calls for similar reasons may be made at any time.

Please don't use Columbus as a personal mailing address, as all mail which comes in to this address will be opened for recording.

Parking Lot 6.28

Not all of Columbus’ facilities have sufficient parking for all employees. As a general rule, Columbus does not have the obligation to provide parking for employees’ personal vehicles. Where there is sufficient parking a parking area will designated for our employees.

You are required to use the parking areas designated for our employees where there is insufficient parking for all employees’ vehicles, the first priority will be for Company-owned vehicles, if there are additional parking spaces available after an allocation for Company-owned vehicles, Columbus, in its sole discretion will allocate any remaining spaces for employeeowned vehicles.

Courtesy and common sense in parking will avoid accidents, personal injuries, and damage to your vehicle and to the vehicles of other employees. If you should damage another car while parking or leaving, immediately report the incident to your manager, along with the license numbers of both vehicles and any other pertinent information you may have.

Columbus does not assume any liability for any loss or damages you may sustain.

Columbus

Promotion Policy

It is our policy to advise all employees about advancement opportunities by means of bulletin boards, email and Connex. Please submit your request for consideration for a specific position directly to the HR Department.

Whenever a position becomes available, every effort will be made to fill it by promoting a qualified employee. Employees only become eligible for promotion after serving a period of at least one year in their substantive position. Jobs will be awarded based on individual ability and past job performance. By utilising all opportunities for education and performing your job excellently, you may become qualified to fill a position of greater skill, responsibility and value at Columbus. Columbus will always continue to look outside the Company for potential employees as well.

Whenever you are learning a new job, or if your abilities are unknown in a particular job, you will be classified as a trainee during the time necessary for you to gain experience to do the job. The length of training time for any given job is governed by the experience required for that

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job and your learning ability. You will be reviewed every ninety (90) days while training.

At these reviews, you may receive an increase in pay, timed so that upon completion of the training period, you will be receiving a wage comparable to others in the job.

6.29

Acting Allowance

If you are required to act in a position that is above the level for which you have been employed for a period greater than two (2) weeks, and are carrying all the responsibilities of that higher position, you will be compensated for that period by being paid a premium of 15% on your own salary. Your salary will return to your substantive post at the end of that period.

This acting situation will be recorded on your file, and will form part of your personnel record.

Your performance during that acting period will put you in good stead for consideration when a suitable vacancy arises.

6.30

Property & Equipment Care

It is your responsibility to understand the machines and tools you need to use to perform your duties. Good care of any machine that you use during the course of your employment, as well as the conservative use of supplies, will benefit you and Columbus. If you find that a machine is not working properly or in any way appears unsafe, please notify your manager immediately so that repairs or adjustments may be made. Under no circumstances should you start or operate a machine you deem unsafe, nor should you adjust or modify the safeguards provided.

6.31

the employ of Columbus we may be able to provide references to potential employers, depending upon the circumstances, your employment history, etc. However, you must first sign a “reference release� waiver, allowing us to release reference information beyond merely confirming that you worked at Columbus for a specific period of time and your position.

References

6.32

Resignation

While we hope both you and Columbus will mutually benefit from your continued employment, we realise that it may become necessary for you to leave your job with Columbus. If you anticipate having to resign your position with Columbus, you are expected to notify your manager in advance of the date that you must leave. Hourly paid employees are required to give at least two (2) weeks notice, and monthly-paid employees are required to give at least one (1) month notice. Failure to provide the stipulated notice, will result in the company withholding any wages owing to the employee, equivalent to the period of notice.

6.33

Restricted Areas

In the interest of safety and security, certain portions of Columbus' facilities may be restricted to authorised personnel only. Such areas will be clearly communicated.

6.34

Columbus does not respond to oral requests for references. All requests must be in writing and on Company letterhead. In the event you leave

Columbus

As an employee, do not under any circumstances respond to any requests for information regarding another employee unless it is part of your assigned job responsibilities. If it is not, and you receive a request for a reference, you should forward the request to your manager for a response.

Return of Company Property

Any Columbus property issued to you, such as product samples, tools, uniforms, electronic keys, or health insurance cards etcetera must be

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returned to Columbus at the time of your dismissal or resignation, or whenever it is requested by your manager or a member of management. You are responsible to pay for any lost or damaged items. The value of any property issued and not returned may be deducted from your paycheque, and you may be required to sign a wage deduction authorisation for this purpose.

6.35

Safety Rules

Safety is everybody's business. Safety is to be given primary importance in every aspect of planning and performing all Columbus’ activities.

We want to protect you against industrial injury and illness, as well as minimise the potential loss of production.

Please report all injuries (no matter how minor) to your manager immediately, as well as anything that needs repair or is a safety hazard.

Below are some general safety rules. Your manager or department head may post other safety procedures in your department or work area: 

Avoid overloading electrical outlets with too many appliances or machines.



Use flammable items, such as cleaning fluids, with caution.



Walk -- don't run.



Use stairs one at a time.



Report to your manager if you or a coworker becomes ill or is injured.



Ask for assistance when lifting heavy objects or moving heavy furniture.



Keep cabinet doors and file and desk drawers closed when not in use.



Sit firmly and squarely in chairs that roll or tilt.



Wear or use appropriate safety equipment as required in your work.



Avoid "horseplay" or practical jokes.



Start work on any machine only after safety procedures and requirements Columbus

have been explained understand them).

(and

you



Use air hoses only for the use intended.

Avoid blowing air at yourself or anyone else.



Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, spats, hearing protectors, etc., in designated areas or when working on an operation which requires their use.



Keep your work area clean and orderly, and the aisles clear.



Stack materials only to safe heights.



Watch out for the safety of fellow employees.



Use the right tool for the job, and use it correctly.



Wear gloves whenever handling castings, scrap, barrels, etc.



Operate motorised equipment only if authorised by your immediate manager.

All operators must be licensed by Columbus.

Remember, failure to adhere to these rules will be considered serious infractions of safety rules and will result in disciplinary actions.

6.36 Safety Rules When Operating Machines & Equipment 

Machine guards must be in place while machines are in operation.



Loose clothing, jewellery or rings must be removed before operating machinery.



You must have steel toe shoes and (if necessary) prescription eye protection to start the job.



Required personal protective equipment, except for prescription glasses and steel toe shoes, will be issued to you by your manager.

Columbus continues to remain committed to safety and will provide employees the best

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quality possible in safety boots to protect against injury. As in previous years, employees will receive a new pair of safety boots every rolling 12 months. As always, the rolling 12 months is a time period unique to each employee, based on the employee’s last issued pair.

In a few cases, a work event may cause sufficient damage to a pair of boots to warrant replacement. Typically, these are one-time events, that damages a boot or a cut or puncture to a boot caused by an equipment failure or other extreme event. Daily wear and tear on the boot does not qualify the wearer for a replacement pair under this plan until 12 months have elapsed since the original purchase. Consult your supervisor to review the program and criteria for boot replacement.

Replacement for mandatory personal protective equipment which has been purposely destroyed or lost due to negligence on the employee’s part may be purchased by you at cost. You may purchase personal protective equipment that is not mandatory through Columbus at a reduced cost.

We will continue to provide a clean, safe and healthy place to work and we will provide the best equipment possible. You are expected to work safely, to observe all safety rules and to keep the premises clean and neat. Remember that carelessly endangering yourself or others may lead to disciplinary action, including possible dismissal.

6.37

Security

Maintaining the security of Columbus’ buildings and vehicles is every employee's responsibility.

Develop habits that insure security as a matter of course. For example: 

Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the person responsible.

Columbus



Know the location of all alarms and fire extinguishers, and familiarise yourself with the proper procedure for using them, should the need arise.



When you leave Columbus’ premises make sure that all entrances are properly locked and secured.

In the event of an armed robbery, co-operate fully with the thief. DO NOT BE A HERO! If a robber asks you to open a safe or to give them money – simply give them the money. Do everything to get the perpetrators off the property. DO NOT RESIST!!

We can always get the money back later, but if someone is shot, the damage may be fatal.

6.38

Smoking

Columbus has a non-smoking policy. Smoking is not permitted on Company property that are restricted, customers’ premises or in Company vehicles. More specifically, smoking is not allowed inside of the building but only in designated smoking areas. Cigarettes butts and ashes must be discarded in bins and trays provided. Electronic Cigarettes are held to the same rules of cigarettes.

While we cannot regulate employee conduct off the job or outside of work hours, we feel it is our responsibility to provide a workplace free of exposure to hazardous substances, and we have therefore established our facility and business as a smoke-free workplace. All employees are expected to abide by this policy while at work.

6.39

Solicitations & Distributions

Solicitation for any cause is not permitted. You are not permitted to distribute non-Company literature on Company property. Only pamphlets and announcements that have been pre-

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approved by management are permitted on Company notice boards.

alcohol. Individuals who appear to be unfit for duty may be subject to a medical evaluation which may include drug or alcohol screening. Refusal to comply with a fitness-for-duty evaluation may result in disciplinary action up to and including discharge.

Persons not employed by Columbus are prohibited from soliciting or distributing literature on Company property.

6.40

Substance Abuse 

Off-the-job illegal drug use which could adversely affect an employee's job performance or which could jeopardise the safety of other employees, the public or Company facilities, or where such usage could jeopardise the security of Company finances or business records, or where such usage adversely affects customers' or the public's trust in the ability of the Company to carry out its responsibilities, will not be tolerated.

Employees who are involved in or suspected of involvement in off-the-job drug activity will be considered in violation of this policy. Columbus reserves the right to conduct random testing in any situation and of any employee at a time of its own choosing.



Employees undergoing prescribed medical treatment with a controlled substance that may affect the safe performance of their duties are required to report this treatment to their manager through their personal physician.

Columbus has a vital interest in maintaining safe, healthful, and efficient working conditions for its employees. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user, but to all those who work with the user, as well as our customers.

Columbus also recognises that its own health and future are dependent upon the physical and psychological health of its employees.

Accordingly, we have established the following guidelines with regard to use, possession or sale of alcohol or drugs: 

Columbus will maintain pre-employment and post employment screening practices (where necessary). These are designed to prevent hiring and keeping in employment individuals who use illegal drugs or individuals whose use of legal drugs or alcohol indicates a potential for impaired or unsafe job performance.



The manufacture, possession, use, distribution, sale, purchase, or transfer of, or being under the influence of, alcohol or illegal drugs is strictly prohibited while on Columbus’ premises or while performing Company business.

Holiday gifts of alcohol, which are given or received by employees, but are not opened or consumed on Company premises, although not encouraged, would not be considered a violation of this policy.



Employees will not be permitted to work while under the influence of drugs or

Columbus

Columbus recognises that alcoholism/drug abuse is a form of illness that is treatable in nature. The Company shall not discriminate against employees based on the nature of their illness.

No employees shall have their job security threatened by their seeking of assistance for a substance abuse problem.

The same consideration for referral and treatment that is afforded to other employees having nondrug/alcohol related illnesses shall extend to them. 

Employee Manual Version 4.0

Every effort shall be made to provide an early identification of a substance abuser, to work with and assist the

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employee in seeking and obtaining treatment without undue delay. 

Early identification of the substance abuser shall be based upon job performance and related criteria, as well as resulting impairment on the job from the job activities. The manager of the employee shall bring such information to the attention of the designated representative for further evaluation. An employee who voluntarily seeks treatment for a substance abuse problem which requires a leave of absence for treatment shall be granted such leave of absence and further shall be eligible for benefits under the specifications of the existing insurance policy.

Nothing in this policy is construed to prohibit the Company from its responsibility to maintain a safe and secure work environment for its employees or from invoking such disciplinary actions as may be deemed appropriate for actions of misconduct by virtue of their having arisen out of the use or abuse of alcohol or drugs or both. Further details on the Company’s drug policy can be found in the HR Policy Manual.

6.41

Suggestions

6.42

Internal theft is a serious concern for Columbus.

Although taking small items of Columbus property many seem inconsequential, the cumulative effect can be very large. Stealing from the Company is like stealing from you. Losses from theft immediately affect our ability to increase salaries and can jeopardise the profitability of the Company.

Property theft of any type will not be tolerated

by Columbus. We consider property theft to be the unauthorised use of Company services or facilities or the taking of any Company property for personal use. The following list of examples is not all-inclusive, but provides illustrations of several activities which are unacceptable. 

Use of Company copy machines or printers for personal use. The office copiers and printers are not provided as a free service to employees.



Services theft is a serious crime and will be treated as such by the Company.

Columbus has a zero tolerance policy of services theft. Any unauthorised distribution of the Company’s services will result in immediate termination and possible legal action. 

We encourage all employees to bring forward their suggestions and good ideas about how our Company can be made a better place to work, our products improved, and our service to customers enhanced. When you see an opportunity for improvement, please talk it over with your immediate manager. He or she can help you bring our idea to the attention of the people in the Company who will be responsible for possibly implementing it.

All suggestions are valued and listened to. When a suggestion from an employee has particular Columbus, we provide for special recognition of the individual(s) who presented the idea.

Columbus

Theft

Taking of Company property. No item purchased or supplied by Columbus should ever be removed from Company premises without express authorisation of your immediate manager and the proper paper work associated with the situation. This rule applies to all Company property including cable materials, office supplies, technicians' tools, computers, and even pens and paper. All employees may be subject to searches as they leave Company facilities.

Penalty Clause

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The penalty for any incidence of unauthorised possession or removal of Company property is immediate dismissal.

All examples of unauthorised possession or removal of Company property, regardless of the employee's past record, seniority, or the dollar value of the item, will be treated equally. If you are dismissed because of unauthorised possession or removal of Company property, the reason for your dismissal will be provided to any future employer that contacts Columbus In addition, you may be subject to prosecution.

corporate identification marks (white in colour, vehicle number, Company logo on two front doors, and a "how's my driving" sticker).

C.

Traffic Violations If you are authorised to operate a Company vehicle in the course of your assigned work, or if you operate your own vehicle in performing your job, you will be considered completely responsible for any accidents, fines or traffic violations incurred. Your manager will advise you on what to say and do (and what not to say and do) in the event of a vehicular accident.

6.43 Vehicle Policy Columbus spends an inordinate amount of time, money and resources to manage our vehicle fleet.

A.

D.

Corporate Use Only

Use of Company-owned vehicles If you are authorised to use a Columbus vehicle for Company business, you must adhere to the following rules:

Columbus -owned vehicles are for Company business only unless specific authorization is received. This means: All Company-owned vehicles must be parked on Company property every night (the sole exception is vehicles which are on call);



You must be a licensed driver.



You must maintain mileage reports.



Unless specifically authorized in writing no employee is to use a Company-owned vehicle for non company related business;





Unless specifically authorized in writing only employees are permitted to ride in Company-owned vehicles; and

You are responsible for following all the manufacturer's recommended maintenance schedules to maintain valid warranties, and for following the manufacturer's recommended oil change schedule.



You are responsible for paying any moving violation tickets.

Also, please park appropriately -parking violations will not be paid by Columbus.





Only employees are permitted to drive Company-owned vehicles.

Any violation of any aspect of this policy will be dealt with under the standard disciplinary policy.

B.



Vehicle Identification All service related company-owned vehicles must maintain the established

Columbus

Employee Manual Version 4.0

weekly

You must keep the vehicle clean at all times; - it must be washed and vacuumed as often as necessary. You will be reimbursed for your reasonable expense of keeping the vehicle clean.

Please retain receipts for

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 



E.

reimbursement.

6.46

You must not allow persons not authorised or employed by Columbus to operate or ride in a Company vehicle.

Prior to operation of any Company vehicle, your manager will train you on the appropriate steps to take if you are involved in an accident -- filling out the accident report, getting names of witnesses, etc.

In the case of an accident involving employee and a company owned vehicle, the employee can be requested to perform a drug test.

The importance of the requirement to balance subscriber payments exactly cannot be overstated.

Safety: When parking a Company vehicle, on Company property or otherwise, you must use traffic cones in accordance with Company Policy (see "Safety" section of the manual). If you are unsure on how to use safety cones, please advise your manager who will provide the necessary training. Refer to Company Vehicle Policy

6.44

6.45



We have an obligation to ensure that all payments are properly credited to the customers’ accounts.



It becomes very difficult for the accounting department to match batches with deposits if the amounts do not balance exactly.



We have an obligation to our shareholders to ensure that all funds which are the property of the Company are in fact credited to the Company’s accounts.

The following is the Company’s policy on Balancing: 

All employees are personally responsible for all cash (either by cash, cheque or credit card) collected from customers. If you do not make up shortages when the deposit is made, any short amounts will be deducted from your salary payment.



When an employee is on cash, the employee will be permitted 30 minutes prior to the end of the shift to balance the cash receipts with the deposit. If it takes more than 30 minutes to balance and to complete the deposit, the employee must complete this task on their own time.

Visitors

Our insurance coverage and good common sense prohibits unescorted visitors in our facilities.

Visitors are not permitted on Columbus’ property without prior permission from your manager; no visitors are permitted in working areas. If you are expecting visitors, please request permission from your manager and ask your visitors to see your manager when they arrive.

Balancing

Violations of Policies 6.47

You are expected to abide by the policies in this manual. Failure to do so will lead to appropriate disciplinary action. A written record of all policy violations is maintained in each individual's personnel file.

Columbus

Firearms

Under no circumstance is an employee to bring a firearm on Company property. This policy also applies to vehicles. Only employees who are hold legal license to carry firearms are exempt from this policy.

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6.48

Miscellaneous

Please keep this manual in a safe place. We know that from time to time you will need to refer to it, in order to clarify situations which might arise.

Do not hesitate however to contact your Manager, or the HR Department for further clarification on any issue.

From time to time, there might be changes, amendments or additions to the policies or procedures referred to in this manual. Please refer to the HR Policy Manual for further details and or updates to these policies.

Once again, welcome to Columbus, We sincerely hope that your time with us will be mutually profitable and fulfilling.

Columbus

Employee Manual Version 4.0

Page 61 of 62

Columbus

Employee Manual Version 4.0

Page 62 of 62