SMOKING POLICY
1.
Introduction
1.1.
This Smoking Policy (the “Policy”) sets out the rules governing smoking on the premises of, Onetech Group Limited together with its subsidiaries and affiliated companies (collectively, the “Group”), in order to protect the health, safety and comfort of all employees and other persons accessing the Group’s premises.
1.2.
This Policy has been developed in accordance with the provisions of the Protection of Health (Control of Smoking) Law of 2017, as amended (the “Law”).
2.
Scope
2.1.
This Policy applies to all employees of the Group regardless of position or location (the “Employees”), as well as contractors, clients, visitors and any other persons accessing the Group’s premises.
2.2.
The principal objectives of this Policy are:
(a)
protect Employees and other persons from exposure to tobacco smoke;
(b)
ensure compliance with applicable smoking control legislation; and
(c)
promote a safe, healthy and respectful working environment.
2.3.
Smoking is strictly prohibited in all enclosed areas of the Group’s premises, including offices, meeting rooms, corridors, restrooms, kitchens, lifts and any other indoor working or common areas, in accordance with applicable law.
2.4.
Employees may smoke only in designated outdoor smoking areas during authorised breaks, subject to the conditions set out in this Policy.
2.5.
Smoking is permitted only in designated outdoor smoking areas approved by the Group, provided that such areas:
(a)
are clearly marked and physically separated from working areas;
(b)
are adequately ventilated;
(c)
do not expose non-smokers to tobacco smoke; and
(d)
are equipped with appropriate facilities for the safe extinguishing and disposal of smoking materials.
2.6.
The use of electronic cigarettes, vaping devices or similar products is prohibited in all areas where smoking is prohibited.
2.7.
Smoking Breaks: Smoking may take place only during authorised breaks and within
designated smoking areas. The Group permits up to three (3) smoking breaks per working day, each of a maximum duration of ten (10) minutes, subject to operational requirements. Employees must ensure that smoking breaks do not disrupt work operations or service delivery and may be required to coordinate timing with their line manager. Smoking breaks do not constitute additional rest breaks beyond those provided for under applicable working time arrangements, unless otherwise agreed.
3.
Responsibility
3.1.
Employee Responsibility: Employees are responsible for adhering to this Policy and ensuring that their behaviour does not jeopardize the safety or well-being of themselves or their coworkers.
3.2.
Management Responsibility: Supervisors and managers are responsible for enforcing this Policy, providing necessary support to Employees, and fostering a safe work environment. They are also expected to take appropriate action in cases of suspected Policy violations. Managers are also responsible for addressing breaches of this Policy promptly and consistently.
3.3.
Additionally, they must lead by example through their conduct.
4.
Violations
4.1.
Compliance with this Policy and its associated procedures is mandatory. Any violations may result in disciplinary action. Disciplinary action shall be taken in accordance with the Group’s disciplinary procedures and applicable employment law.
4.2.
Service providers, clients, or visitors who fail to cooperate with the Group may be removed from the premises.
5.
Policy Hierarchy
5.1.
In the event of any inconsistency between this Policy and applicable law or other Group policies, the stricter standard shall apply, subject always to applicable law.
5.2.
This Policy shall be read in conjunction with the Group’s Drug, Alcohol and Weapons Safety Policy and Health and Safety procedures.
6.
Conclusion
6.1.
The Group is committed to maintaining a safe and supportive work environment for all Employees and stakeholders. By adhering to the provisions of this Policy, all individuals can collectively contribute to a workplace where everyone’s health and safety are prioritized.
6.2.
All persons covered by this Policy are expected to comply fully with its provisions and with all
applicable laws and regulations.
6.3.
This Policy shall be reviewed periodically by the Human Resources Department in consultation with the Legal Department and updated as necessary to reflect legal developments and operational needs.