Page 59 - O'Shea Group EHB May 2019

3.20.4 Disciplinary Action
An employee of the Company who has been disqualified from driving for any reason may be subject
to disciplinary action, up to and including dismissal. In addition, any breach of this policy may result in
disciplinary action, up to and including dismissal.

The Company reserves the right to reconsider the allocation of Company vehicles where a breach of
this policy occurs or where employees who are disqualified from driving for any reason and/or there
is a significant increase in Insurance Premiums. The Company reserves the right to insist on the
immediate return of a Company vehicle if such an offence occurs.

3.20.5 Employee Responsibilities
The Company insists that all employees:
a. Exercise reasonable care when driving
b. Maintain their vehicles in a clean, roadworthy condition and in good operating order.
c. Inform Management of vehicle maintenance issues including service requirements based on
mileage thresholds, engine warning lights; system warning lights, worn consumables, etc.
d. Adhere to all motoring regulations and conditions
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.

3.21 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.

3.21.1 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.

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

3.21.3 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.

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