Page 62 - Zeus Employee Handbook

e. Adhere to the regulations covered under the Road Traffic Act, 2002
f. Familiarise themselves with the Penalty Points System and the Road Traffic Act, 2002.

Any employee who wishes to appeal an imposition under the Penalty Points System should inform a
MANAGER before any appeal is lodged with the relevant authorities/court.

It is the responsibility of employee’s assigned Company vehicles to maintain necessary records in order
to identify other drivers of their car who may have been responsible for a road traffic offence affecting
them or their vehicle. It is the employee's duty to inform a MANAGER immediately of any accidents,
which occur including any penalty points endorsed on their driving licence. Any driver who loses their
driving licence or receives an endorsement must immediately advise the Company, as this may have
to be disclosed to the Insurance Company.

3.22 COMMUNICATIONS

We believe that it is essential that you are kept informed about any Company matter, including its
plans for the future, which may directly affect you. We also expect and welcome feedback from you,
and we have a variety of communication channels to encourage a two-way exchange of information.

3.22.1 One-to-Ones
Individual issues concerning employment conditions will be handled individually by a MANAGER on a
one-to-one basis, as part of normal day-to-day work.

3.22.2 Staff Meetings
Sharing business info, planning together etc. apply to all employees and are held on a continuous
basis.

3.22.3 E-Mails
If you have access to Company email remember to check for e-mail on a regular basis and at least once
a day. Information on Company business may be disseminated in this way.
3.23 ALCOHOL AND DRUGS
Alcohol, except that used for Company-organised social events, is not allowed on Company premises.
Employees believed to be under the influence of alcohol whilst on Company premises will be subject
to disciplinary action.

Drugs (apart from those prescribed by a Medical Practitioner) are not allowed on Company premises
or at Company functions. If there is a reasonable belief that an employee is in possession of, or under
the influence of illegal drugs, he or she will be liable to suspension and/or dismissal. An Garda Siochana
will also be notified.

If there are reasonable grounds for suspecting that an employee is in violation of this policy, ZEUS
may require drugs and or alcohol testing at ZEUS expense.

3.24 COLLECTIONS
If you wish to take up a collection, sell raffle tickets etc. within the Company, for whatever purpose,
you must first obtain the approval of a MANAGER.
3.25 NOTICES/POSTERS
Notices or posters may not be displayed on or within Company premises without the prior permission
of a MANAGER. Similarly, documents or notices, which are not directly relevant to work, may not be
circulated without prior permission.

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