This is the full RJC documentation for the RJC Audit 2024 - MID House Of Diamonds. Signed and ready.
Table of contents:
Section 1: Company Rules & Regulations
Section 2 : Environment and waste
Section 3: Health and safety regulations
Section 4: Management disciplinary manual
Section 5: Management manual
Section 6: Health and safety statements
Company Rules and Regulation
Employee grievance policy and MID House Of Diamonds procedure.
MID House Of Diamonds company disciplinary policy
ETI base code
Benny & Yossi Meirov Role: Location: Owners Israel
Michael Meirov Role:
CEO Israel - TLV
Location:
Dotan Meirov
Oded Meirov
Role: RJC: Location: # of Employees including GM: COO - CTO MANAGER
Role:
Location: COO - INV CONTROL Israel - TLV
Israel -TLV
25
Doron Schapiro Role: Location: # of Employees including GM: GM Los Angeles 4
Shmuel Yekutiel Role: Location: # of Employees including GM: GM New York 4
Gaston Daquino Role: Location: # of Employees including GM: GM Hong Kong 4
David Meirov Role: Location: # of Employees including GM: GM Belgium 3
Ruben Bababev Role: Location: # of Employees including GM: GM London 4
Percy Lui Role: Location: # of Employees including GM: GM Shanghai 2
Yaron Chervin Role: Location: # of Employees including GM: GM Japan 1
EMPLOYEE GRIEVANCE POLICY AND PROCEDURE
1. Introduction
This procedure shall apply to all members of staff. The procedure aims to help resolve individual grievances in a manner that is as fair and expeditious as possible. It is the "M.I.D. House of Diamonds." policy to find a solution to individual grievances as early in the procedure as possible. Employees who have a grievance or those against whom a grievance is raised have the right to be accompanied and represented by a trade union representative or workplace colleague of their choice at every stage. Every effort will be made to resolve the grievance at the informal stage. In certain circumstances and were mutually agreed following consultation with Personnel, it may be necessary for earlier stages to be bypassed and the procedure to commence at a later stage.
If the grievance is against the immediate line manager, then the person to whom the grievance should be sent should be senior to the line manager.
If the grievance is against the COO, the employee will need to contact the Israeli Employee National Labour Union:
Website: http://www.histadrut.org/ Email: histadrut.leumit@histadrut.net Tel: *8882
It is important to add that every employee who submits a grievance is free to do so and should not be afraid to complete the process. Because the company ensures that there will be no retaliation or penalty against any employee. "M.I.D. House of Diamonds." is tolerant and supportive in these situations, and believes that every employee should receive his freedom to act according to his rights.
2. Stage 1 - Informal Discussions
• If an employee has a grievance relating to his/her employment, the matter should be raised initially with the employee's immediate supervisor/head of the department as appropriate. The grievance should be raised orally in the first instance. If the grievance relates to the employee's immediate supervisor who would normally deal with a grievance at this stage, the grievance should be referred to the employee's immediate supervisor's manager.
• The appropriate supervisor or head of the department will attempt to resolve the complaint informally. He/she shall enquire into the grievance and will discuss it with the complainant and will normally communicate the decision to the complainant orally within 2 working days after the complaint is received. If the complainant does not find the decision acceptable, he/she may request the decision in writing, which will be provided within 2 days. Most grievances will be resolved at this stage.
3. Stage 2
• If the grievance has not been resolved at Stage 1 the complainant may refer the grievance to the COO of the company. The complainant must complete the grievance form by providing full details of the complaint. • The COO, as soon as possible will arrange a meeting at which all parties to the grievance will attend. The employee may be represented and accompanied at the meeting by a trade union representative or workplace colleague.
• The employee bringing the grievance or his/her representative will be allowed to explain the nature of the grievance, submit verbal/written evidence, and call appropriate witnesses.
• The COO as appropriate will have the right to ask questions of the parties in attendance.
• The COO as appropriate will consider all of the matters raised at the meeting and will issue a verbal and written decision within 2 working days. Copies of the decision will be sent to all of the parties.
4. Stage 3
• If the complaint is not resolved to the satisfaction of the employee at Stage 2, an appeal may be submitted, in writing, to the management within 5 working days of receipt of the decision reached at Stage 2.
• The employee will be entitled to have a meeting with the COO and to be accompanied and represented by a National Labor Union representative or workplace colleague.
• The COO will consider the appeal and may be supplied with all of the documentation submitted concerning the earlier stages of the procedure.
• The COO will issue a verbal and written decision and send copies to all parties. Such a decision will be final.
Dotan Meirov COO "M.I.D. House of Diamonds. "
Company Disciplinary Policy
"M.I.D. House Of Diamonds. "
This is the policy of the company that all employees should achieve and maintain agreed
standards of conduct, attendance and performance and that everything within reason will
be done to help all employees achieve these standards. If these standards are not
achieved and disciplinary action has to be taken against an employee, it should:
• Be undertaken only in cases where good reason and clear evidence exist;
• Be appropriate to the nature of the offence that has been committed;
• Be demonstrably fair and consistent with the previous action in similar
circumstances;
• Take place only when employees are aware of the standards that are expected of
them or the rules with which they are required to conform;
• Allow employees the right to be accompanied by a representative or colleague of
their choice during any formal proceedings;
• Allow employees the right to know exactly what charges are being made against
them and to respond to those charges.
• Allow employees the right to appeal against any disciplinary action through the
employee grievance procedure.
The disciplinary process aims to maintain the improvement of an employee’s conduct,
attendance and performance. To ensure that this is the driving force, the first problem (if
it is of minor misconduct) will be dealt informally and will not be seen as part of the
disciplinary procedure, but merely an acknowledgement by the organisation to the
employee that the standards are not being achieved. The employee will be informed that
if the problem re-occurs, the disciplinary procedure will be invoked. This informal
discussion will only take place for very minor problems. More serious problems will be
treated immediately through the disciplinary process.
RULES and REGULATIONS
The company is responsible for ensuring that up-to-date rules are agreed between the company and the employees, and when agreed are published and available to all employees.
The following are general statements of expected behaviour; 1. The employee will behave at all times in a way that does not bring disrepute to the employer or any other employee. 2. All employees will perform at or above the standards set out in their job description. 3. The employee will immediately inform the employer of any potential conflict of interest. 4. Employees will be available for work at the required time and will (apart from illness) be willing and able to carry out their duties during the time they are at work. 5. Without express permission from the employer, employees will not carry out any work for themselves or anyone else o n the employer’s premises and will not use the employer’s equipment for any other reason s than those related to the job they are employed to do. 6. Employees will respect the confidentiality of the employer at all times. Any information gained through their employment will not be disclosed to a third party. 7. Employees will obey the Health and Safety rules at all times, and will immediately inform the employer if anyone else is in breach of these rules. Any breach of the above rules will be handled through the discipline process. A breach of any rule will be treated as; 1. Minor misconduct 2. Misconduct 3. Serious misconduct.
What follows are examples for each level of misconduct. These lists are not exhaustive and are only meant to illustrate the kind of things that will fall into each category.
Minor Misconduct: - Lateness. - Minor problems with performance (mistakes that don’t cost any money) . - Behaviour that is rude to managers or work colleagues.
Misconduct: -
More than two examples of any of the above.
- Mistakes that are serious and cost up to $250.00 to rectify. - Behaviour that is rude to customers. - Behaviour or performance that is unacceptable but is not so serious that the employer would want to end the relationship.
Serious Misconduct: -
More than two examples of any of the above.
- Mistakes that are serious and cost more than $250.00 to rectify. - Behaviour or performance that is so serious that the employer would want to end the relationship. Examples of such behaviour are: ▪ Physical assault. ▪ Intentional damage, misuse and/or risk of vehicles and/or equipment. ▪ Possession of drugs (other than prescribed drugs). ▪ Consumption of drugs (other than prescribed drugs) or alcohol during the hours of work. ▪ Reporting for work under the influence of drugs or alcohol, which according to the opinion of the manager causes the employee to perform his work duties in an impaired way. If the drugs are prescribed then no disciplinary action will be taken, but the employee will be sent home. ▪ Falsification of records. ▪ Breaking any Health and Safety rules. ▪ Unauthorised removal of any property of the employer or any other employee. ▪ Any other form of dishonesty or criminal damage in connection with company property, or the property of any other employee. ▪ Any other behaviour which is considered as serious as any of the above.
PROCEDURE
The procedure is carried out in the following stages:
1. Formal Verbal Warning: A verbal formal warning is given to the employee in the
first instance of (minor) misconduct (following the informal discussion). The
warning is administered by the employee’s immediate manager , it states the exact
nature of the offence, and indicates what will be the next steps if any future
disciplinary action will be taken against the employee in case another offence
occurs within a specified time limit. A record of the verbal warning will be placed
on the employee’s personnel file and will remain on file for 6 months, after which
time it will be physically removed and destroyed.
2. Formal Written Warning: A written formal warning is given to the employee in the
first instance of more serious offences (misconduct) or after more than one instance
of minor misconduct. The warning is administered by the employee’s immediate
manager, it states the exact nature of the offence, and indicates what will be the
next steps if any future disciplinary action will be taken against the employee in
case another offence occurs within a specified time limit. A copy of the written
warning is placed in the employee’s person nel record file but is destroyed 12
months after the date on which it was given if the intervening service has been
satisfactory. The employee is required to read and sign the formal warning.
3. Final Written Warning: A final written warning is given to the employee at the
second instance of misconduct, or after more than 2 instances of minor misconduct.
A final written warning is administered by the employee’s immediate manager, it
states the exact nature of the offence, and indicates what will be the next steps if
any future disciplinary action will be taken against the employee in case another
offence occurs within a specified time limit. A copy of the written warning is
placed in the employee’s personnel record file but is destroyed 18 months after the
date on which it was given if the intervening service has been satisfactory. The
employee is required to read and sign the formal warning.
4. Further Disciplinary Action: If despite previous warnings, an employee still fails to
reach the required standards in a reasonable time (up to 18 months), it will become
necessary to consider further disciplinary action. The action taken may be up to
three days suspension without pay, or summary dismissal, or any other action short
of dismissal determined by the manager. Only the senior manager has the authority
to dismiss an employee.
5. Summary Dismissal: An employee may be summarily dismissed (instant dismissal
without notice) in the event of one occurrence of a very serious problem (serious
misconduct). Only the senior manager has the authority to summarily dismiss an
employee.
The following table is presented as a guide for the management action that is likely to be
used following each level of problem.
PROBLEM
SUGGESTED MANAGEMENT ACTION
1 st minor misconduct
Informal talk with the employee
(this is not part of the formal procedure)
2 nd minor misconduct
First formal warning (verbal)
Stage One of the procedure
1 st misconduct or 3 rd minor misconduct 2 nd misconduct or 4 th minor misconduct Serious misconduct or 3 rd misconduct or 5 th minor misconduct
First written warning
Stage Two of the procedure
Final written warning
Stage Three of the procedure
Dismissal
Stage Four of the procedure
Managers have the right to decide in which stage to begin the procedure.
Dotan Meirov COO "M.I.D. House Of Diamonds"
The ETI Base Code
This document was amended 01 April 2014 with revisions to clause 6, Working hours are not excessive.
1.
Employment is freely chosen 1.1
There is no forced, bonded or involuntary prison labour.
1.2
Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.
2. Freedom of association and the right to collective bargaining are respected 2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. 2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities. 2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. 2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining. 3. Working conditions are safe and hygienic 3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. 3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. 3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. 3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative. 4. Child labour shall not be used 4.1 There shall be no new recruitment of child labour.
4.2
Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices. Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.3
4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards. 5. Living wages are paid 5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
5.2
All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
6.
Working hours are not excessive
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards. 6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.* 6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay. 6.4 The total hours worked in any seven day period shall not exceed 60 hours, except where covered by clause 6.5 below. 6.5 Working hours may exceed 60 hours in any seven day period only in exceptional circumstances where all of the following are met:
• this is allowed by national law;
• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; • appropriate safeguards are taken to protect the workers’ health and safety; and • the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. 6.6 Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period. * International standards recommend the progressive reduction of normal hours of work, when appropriate, t o 40 hours per week, without any reduction in workers’ wages as hours are reduced.
7.
No discrimination is practised 7.1
There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin,
religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8.
Regular employment is provided 8.1
To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment. No harsh or inhumane treatment is allowed 9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
9.
The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.
Note: We make every effort to ensure that the translations of the ETI Base Code and Principles of Implementation are as complete and accurate as possible. However, please note that in both cases it is the English language documents which should be treated as the official versions.
Environmental and Wastes
Waste management policy
Environment policy
מדיניות ניהול פסולת
Environmental Policy
" M.I.D. House of Diamonds” is committed to managing environmental matters as an integral part of our business. In particular, it is our policy to ensure the environmental integrity of our processes and facilities at all times and in all places. We will do so by adhering to the following principles.
Compliance
We will comply with the applicable laws and regulations and will implement programs and procedures to assure compliance.
Risk Reduction, Prevention, and Resources Management
We will seek opportunities, beyond compliance requirements, for reducing risk to human health and the environment, and we will establish and meet our environmental quality standards where appropriate.
" M.I.D. House of Diamonds” Will employ management systems and procedures specifically designed to prevent activities and/or conditions that pose a threat to the environment. We will look for ways to minimize risk and protect our employees and the communities in which we operate by employing clean technology, including safe technologies and operating procedures, as well as being prepared for emergencies. " M.I.D. House of Diamonds” will strive to minimize releases to the air, land, or water through the use of cleaner technologies and the safer use of chemicals. We will minimize the amount and toxicity of waste generated and will ensure the safe treatment and disposal of waste.
Continuous Improvement
We will measure our progress as best as we can. We will review our progress at least on an annual basis. We will continuously seek opportunities to improve our adherence to these principles.
Dotan Meirov COO "M.I.D. House of Diamonds ”
WASTE MANAGEMENT POLICY
"M.I.D. House of Diamonds" has to ensure that all of the wastes are disposed of responsibly, using approved registered waste contractors.
Policy Statement
"M.I.D. House of Diamonds" states that it will promote the reduction, reusing, recycling, and recovery of waste products in preference to the disposal of waste in landfills.
There is a legal requirement for all who produce, keep, or dispose of waste of any type to comply with the various regulations and the duty of care under environmental protection legislation. "M.I.D. House of Diamonds " recognizes the importance of meeting these legal requirements and managing its waste responsibly, reducing the volume of waste sent to landfills, and maximizing reuse and recycling where possible.
"M.I.D. House of Diamonds" requires all staff, to comply with this policy to ensure compliance with all waste legalization.
In accordance with the policy statement the "M.I.D. House of Diamonds " management will fulfill the following policy objectives.
Policy Objectives
• To ensure that waste management is performed under all waste legislative requirements, including the duty of care, and to plan for future legislative changes and to mitigate their effects. • To minimize waste generation at source and facilities, repair, reuse and recycle over the disposal of wastes, where it is cost effective. • To provide clearly defined rules and responsibilities to identify and coordinate each activity within the waste management chain. • To promote environmental awareness in order to increase and encourage waste minimization, reuse, and recycling. • To secure where possible revenue for recycling material.
Dotan Meirov COO M.I.D. House of Diamonds
מדיניות ניהול פסולת
" M.I.D. House of Diamonds " מחוייבת להבטיח כי כל פסולת תסולק באופן אחראי, באמצעות קבלני פסולת רשומים ומאושרים.
הצהרת מדיניות M.I.D. House of Diamonds " " מבטיחה כי תצמצם סילוק פסולת להטמנה , תקדם את השימוש ה חוזר, המי חזור והשחזור של חומרי הפסולת. כל יצרן מחויב לעמוד בחוקי הגנת הסביבה לשמור ולא להשליך פסולת מכל סוג שהוא. " M.I.D. House of Diamonds " מכירה בחשיבות של עמידה בדרישות משפטיות אלה ומנהלת את הפסולת שלה באחריות, מצמצמת את כמות הפסולת שנשלחת להטמנה וממקסמת את השימוש החוזר והמי חזור במידת האפשר.
" M.I.D. House of Diamonds " מחייבת את כל עובדיה לעמוד במדיניות זו, על מנת להבטיח תאימות עם כל חוקי איסוף ופינוי הפסולת.
" M.I.D. House of Diamonds " תפעל לפי המטרות הבאות.
בהתאם להצהרת מדיניות זו, הנהלת
מטרות המדיניות • להבטיח שטיפול בפסולת מבוצעת בהתאם לכל דרישות החקיקה הקשורות לפסולת, כולל חובת הזהירות, ולהתכונן לשינויי חקיקה עתידיים על מנת למתן את ההשפעות שלהם. • למזער את ייצור פסולת במקור וב מתקנים,על ידי תיקון, שימוש חוזר ומיחזור על פני סילוק הפסולת, במקום שבו העלות לכך אפקטיבית. • לספק אחריות וכללים ברורים לזהוי ולתאום כל פעילות בתוך שרשרת הניהול של הפסולת. • לקדם את המודעות לאיכות הסביבה במטרה להגדיל ולעודד צמצום פסולת, שימוש חוזר ומיחזור. • להבטיח במידת האפשר הכנסות מחומר ממוחזר.
Health and safety regulations
• • • • •
First aid kit policy and procedure
Health and safety policy
Personal protective equipment policy
Safety rules and regulations
לבטיחות בחברה כללים ותקנות
Confirm by Dotan Meirov – COO
Signature
FIRST AID KIT POLICY AND PROCEDURE
The policy of " M.I.D. House of diamonds " is to encourage and promote the safe, efficient provision, of first aid for minor injuries, using employee self – care, voluntary first aid providers. " M.I.D. House of diamonds " also requires the reporting and investigating of circumstances causing first aid injuries, and following up first aid injuries in health services to prevent complications during healing. The goal of this policy is to describe how first aid kits can be obtained and used. First aid kits must not contain oral medications, to prevent serious allergic responses.
Definitions
• First aid injury: an injury that can be adequately treated using topical wound cleaning, topical medications, ice, heat, nonprescription medications, temporary splinting during transport, simple splinter removal or blister drainage, adhesive bandages or wound closures, non – rigid splints, eye irrigation for a foreign body, and/or the use of eye patches or finger guards. " M.I.D. House of diamonds " follows the Israeli federal law regarding health safety and first aid. • Voluntary first aid providers: The employees are not trained in any special first aid training. Nearly every employee in the " M.I.D. House of diamonds " factory and office is a veteran from the Israeli army. Every soldier in the Israeli army is trained in a first aid course and after his release from the army he still will have to go to reserve duty a few times a year, using the skills he learned. • First aid kit: medical supplies suitable for the provision of basic first aid.
Responsibilities
• " M.I.D. House of diamonds " employees shall seek care when injured, and are responsible for reporting all work related injuries to their supervisor. If hosting a guest, they are responsible for reporting a guest injury to their supervisor. • " M.I.D. House of diamonds " visitors must report on-site injuries to their host. • " M.I.D. House of diamonds " management is responsible for deciding whether to purchase first aid kits for their work areas. The location of this kit should be made known to all employees. Following an injury, they are responsible for assisting their employee in obtaining appropriate medical treatment for work related injuries. Following the use of the
first aid kit, " M.I.D. House of diamonds " management is responsible for restocking or replacing the first aid kit, at their expense.
Procedures
• For injured employees to seek care and report their injury:
1. Initiate self care and report their injuries to their supervisor as soon as possible. 2. If the injury occurs on site during business hours, report to health services. 3. Report their injury to health services. • For co-workers of injured workers: 1. If trained in first aid, it is permissible on a voluntary basis to provide care from local first aid supplies. 2. If not trained or comfortable in providing first aid, help to locate assistance for the injured employee. 3. Consider assisting the injured employee in getting transportation, seeking help, notifying management, etc'. • " M.I.D. House of diamonds " managers of injured employees: 1. Assist injured employee in getting appropriate medical care. If uncertain, seek for someone with medical training to evaluate the injury. Call an ambulance. 2. Refer the employee health services for initiation of an accident report and medical follow- up as soon as possible, but no later then the next business day. 3. Notify the head management (President). 4. Purchase and restock the first aid kit, as needed. • Restrict first aid kit purchases to those approved by the " M.I.D. House of diamonds " management. In general, these will be kits containing no medications and no medical equipment requiring advanced training.
Dotan Meirov COO M.I.D. House of Diamonds
Health and Safety Policy
The management of " M.I.D. House of Diamonds " is committed to the health and safety of its employees and for all who are involved in our work project. Protection of employees from injury is the major objective. We are committed to continuing improvement toward an accident-free workplace through effective administration and education. Management and workers must be dedicated to eliminating the “near misses” which will greatly reduce the risk of injuries. Our philosophy is that the well-being of our company and clients is dependent on the health and safety or our workforce. The management of this company promises that every precaution reasonable in all circumstances will be taken for the protection of all workers. No job is to be regarded so urgent that time cannot be taken to do it in a safe manner. The welfare of the individual is our greatest concern. Supervisors will be responsible for the health and safety of workers under their supervision. Supervisors are responsible to ensure that machinery and equipment required for use by each worker are safe and that each worker works in compliance with established safe work practices and procedures for each piece of equipment. Workers must receive adequate training in their specific work tasks to protect their health and safety.
All supervisors a nd employees must protect their own and fellow workers’ health and safety by working in compliance with all applicable regulations and safe work practices and procedures established by our company.
We recognize that a safe work environment can be established and sustained only through a united effort by all employees and that the assistance of each person is required. Your attitude and cooperation in promoting accident prevention will assist in achieving our goal creating a work zone where employees share in corporate growth and success. Everyone from the president to the new employees has the responsibility to ensure a safe and healthy workplace. Let’s all work together to prevent incidents from creating unwanted losses and personal injuries or illnesses.
Dotan Meirov COO M.I.D. House of Diamonds
Personal Protective Equipment Policy
Protective equipment, including personal protective equipment for eyes, face, devices and protective shields and barriers, will be provided, used and maintained in a sanitary and reliable condition wherever there is a reasonable possibility of worker exposure to hazards associated with processes encountered in a manner capable of causing injury or impairment in the function of any part of the body through absorption, inhalation or physical contact. PPE must meet the following minimum requirements: • Adequately protect against the particular hazards for which they were designed; • Be reasonably comfortable when worn under designed conditions; • Fit properly without interfering with the movements or vision of the wearer; • Be durable; • Be capable of being cleaned and/or disinfected; and, • Be kept clean and in good repair. The supervisor will ensure employees use appropriate eye or face protection when exposed to eye or face hazards from flying particles/hazardous dusts. Provide special protective equipment whenever these conditions capable of causing injury or impairment and are present when hazards are in process. All PPE equipment is to be maintained in a sanitary and reliable condition. Supervisors must provide a type of protector suitable for the work to be performed and employees must use these protectors.
Dotan Meirov COO M.I.D. House of Diamonds
Health and Safety Policy
The management of " M.I.D. House of Diamonds " is committed to the health and safety of its employees and all who are involved in our work project. Protection of employees from injury is the major objective. We are committed to continuing improvement toward an accident-free workplace through effective administration and education. Management and workers must be dedicated to eliminating the “near misses” which will greatly reduce the risk of injuries. Our philosophy is that the well-being of our company and clients is dependent on the health and safety of our workforce. The management of this company promises that every precaution reasonable in all circumstances will be taken for the protection of all workers. No job is to be regarded so urgent that time cannot be taken to do it in a safe manner. The welfare of the individual is our greatest concern. Supervisors will be responsible for the health and safety of workers under their supervision. Supervisors are responsible for ensuring that machinery and equipment required for use by each worker are safe and that each worker works in compliance with established safe work practices and procedures for each piece of equipment. Workers must receive adequate training in their specific work tasks to protect their health and safety.
All supervisors and employees must protect their own and fellow workers’ health and safety by working in compliance with all applicable regulations and safe work practices and procedures established by our company.
We recognize that a safe work environment can be established and sustained only through a united effort by all employees and that the assistance of each person is required. Your attitude and cooperation in promoting accident prevention will assist in achieving our goal of creating a work zone where employees share in corporate growth and success. Everyone from the president to the new employees has the responsibility to ensure a safe and healthy workplace. Let’s all work together to prevent incidents from creating unwanted losses and personal injuries or illnesses.
Dotan Meirov COO M.I.D. House of Diamonds
Personal Protective Equipment Policy
Protective equipment, including personal protective equipment for eyes, face, devices, and protective shields and barriers, will be provided, used, and maintained in a sanitary and reliable condition wherever there is a reasonable possibility of worker exposure to hazards associated with processes encountered in a manner capable of causing injury or impairment in the function of any part of the body through absorption, inhalation or physical contact. PPE must meet the following minimum requirements: • Adequately protect against the particular hazards for which they were designed; • Be reasonably comfortable when worn under designed conditions; • Fit properly without interfering with the movements or vision of the wearer; • Be durable; • Be capable of being cleaned and/or disinfected; and, • Be kept clean and in good repair. The supervisor will ensure employees use appropriate eye or face protection when exposed to eye or face hazards from flying particles/hazardous dusts. Provide special protective equipment whenever these conditions are capable of causing injury or impairment and are present when hazards are in process. All PPE equipment is to be maintained in a sanitary and reliable condition. Supervisors must provide a type of protector suitable for the work to be performed and employees must use these protectors.
Dotan Meirov COO " M.I.D. House of Diamonds. "
Company Safety Rules and Regulations
Your safety is the constant concern of this company. Every precaution has been taken to provide a safe workplace. Common sense and personal interest in safety are still the greatest guarantees of your safety at work. We take your safety seriously and any willful or habitual violation of safety rules will be considered cause for dismissal. " M.I.D. House of Diamonds. " is sincerely concerned for the health and well being of each member of the team. The cooperation of every employee is necessary to make this company a safe place in which to work. Help yourself and others by reporting unsafe conditions or hazards immediately to the management. Give earnest consideration to the rules of safety presented to you by signs, discussions with your supervisor, and regulations published in the safety manual. Begin by always thinking of safety as you perform your job, or as you learn a new one. Accident Reporting: Any injury at work — no matter how small — must be reported immediately to your supervisor and receive first aid attention. Serious conditions often arise from small injuries if they are not cared for at once. Specific Safety Rules and Guidelines: To ensure your safety, and that of your coworkers, please observe and obey the following rules and guidelines:
• Observe and practice the safety procedures established for the job.
• In case of sickness or injury, no matter how slight, report at once to your supervisor.
• In case of injury resulting in possible fracture to legs, back, or neck, or any accident resulting in an unconscious condition, or a severe head injury, the employee is not to be moved until medical attention has been given by authorized personnel. • Never distract the attention of another employee, as you might cause him or her to be injured. If necessary to get the attention of another employee, wait until it can be done safely. • Where required, you must wear protective equipment, such as safety glasses, masks, etc.
• Safety equipment such as restraints, pull backs, and two-hand devices are designed for your protection. Be sure such equipment is adjusted for you.
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Keep your work area clean.
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Observe smoking regulations.
• Shut down your machine before cleaning, repairing, or leaving.
• Running and horseplay are strictly forbidden.
• Do not block access to fire extinguishers.
• Do not tamper with electric controls and switches.
• Report any unsafe conditions or acts to your supervisor.
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Help to prevent accidents.
• Do not adjust, clean, or oil moving machinery.
• Keep machine guards in their intended place.
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Do not throw objects.
• Clean up spilled liquid, oil, or grease immediately.
• Wear hard sole shoes and appropriate clothing. Shorts or mini dresses are not permitted.
• Place trash and paper in proper containers and not in cans provided for cigarette butts.
Safety Checklist: It’s every employee’s responsibility to be on the lookout for possible hazards. If you spot one of the conditions on the following list — or any other possible hazardous situation — report it to your supervisor immediately.
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Slippery floors and walkways.
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Swinging hazards.
• Missing (or inoperative) entrance and exit signs and lighting.
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Poorly lighted areas.
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Loose or broken windows.
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Unlocked doors and gates.
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Electrical equipment left operating.
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Open doors on electrical panels.
• Blocked fire extinguishers and/or hose sprinkler heads.
• Evidence of smoking in non-smoking areas.
• Directional or warning signs not in place.
• Safety devices not operating properly.
• Machine, power transmission, or drive guards missing, damaged, loose, or improperly placed. Safety Equipment: Your supervisor will see that you receive the protective equipment required for your job. Use them as instructed and take care of them. You will be charged for loss or destruction of these articles only when it occurs through negligence. Safety Glasses: The wearing of safety glasses by all manufacturing facility employees is mandatory. Strict adherence to this policy can significantly reduce the risk of eye injuries.
Good Housekeeping: Your work location should be kept clean and orderly.
In any case where there is a chance for a formation of any danger at work, from any element whatsoever, the employee is aware that he can stop or refuse to continue his work immediately, in order to avoid further damage to himself or his colleagues. After cessation of work, the employee must immediately inform the management about what happened, in order to avoid such situations in the future and to ensure the safety of the employees. All employees have responsibility for their own safety as well as for the safety of their fellow workers. They are expected to comply with the requirements of the policy, which includes immediate report of accidents, hazards, and unsafe work practices to a supervisor.
Dotan Meirov COO M.I.D. House of Diamonds
כללים ותקנות לבטיחות בחברה
הבטיחות שלך היא הדאגה המתמדת של M.I.D. House of Diamonds " " .
שי תוף הפעולה של כל עובד הוא הכרחי על מנת להפוך חברה זו ל מקום בטוח לעבודה. עזור לעצמך ולאחרים באמצעות דיווח מיידי להנהלה על מפגעים בטיחותיים. עליך ל שקול בצורה רצינית את כללי הבטיחות שהוצגו לפניך, על ידי שילוט, הדרכות , ותקנות שפורסמו במדריך לבטיחות. התחל קודם כל בחשיבה על בטיחות כשאתה מבצע את עבודתך, או כאשר אתה מוכשר לתפקיד חדש. דיווח תאונה : כל פגיעה בעבודה- קטנה ככל שתהיה- יש לדווח מייד לממונה עליך ולקבל עזרה ראשונה. מצבים חמורים לעתים נגרמים מפציעות קטנות שלא טופלו בזמן. כללי בטיחות והנחיות ספציפיים : כדי להבטיח את הבטיחות שלך, ושל עמיתיך לעבודה, אנא ציית לכללים ול הנחיות הבאים:
• התבונן ותרגל את נהלי בטיחות שנקבעו לעבודה.
• במקרה של מחלה או פציעה, לא משנה כמה קלה, דוו ח מייד לממונה עליך.
• במקרה של פציעה הגורמת ל שבר אפשרי ב רגליים, גב, צוואר, או תאונה שגורמת לאיבוד הכרה, או פגיעת ראש חמורה, אסור להזיז את הנפגע עד שיקבל טיפול רפואי מגורם מורשה. • לעולם אין להסיח את דעתו של עובד אחר, היות ו אתה עלול לגרום לו או לה להיפגע. אם קיים צורך רב בקבלת תשומת ליבו של עובד אחר, יש להמתין עד שניתן לעשות זאת בבטחה.
• היכן שנדרש, הנך מחויב ללבוש ציוד מגן, כגון משקפי מגן, מסכות, וכו'.
• ציוד בטיחות כגון מפסקי חירום, מפסקי הפעלה , והתקנים לשתי הידיים מיועדים להגנה שלך. היה בטוח כי ציוד זה מותאם עבורך.
שמור על סביבת עבודתך נקייה.
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ציית לתקנות עישון.
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• כבה את המכשיר שלך לפני ניקוי, תיקון, או הפסקת עבודה.
אל תחסום גישה למטפי כיבוי אש.
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• אין לנסות לתקן בקרים ומפסקים חשמליים .
• דווח על כל פעולות או תנאים לא בטיחותיים לממונה עליך.
סייע במניעת תאונות.
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• אל תכוון, תנקה או תשמן מכונות עובדות.
• שמור על מגני המכונות במקום המיועד להם.
• נקה נוזל שנשפך, שמן או שומן באופן מיידי.
• נעל נעלי בטיחות מתאימות ולבש ביגוד מתאים לסוג העבודה ..
רשימת סיכונים בטיחותים : במידה והבחנת באחד מהסיכונים המפורטים מטה או בכל מצב מסוכן אפשרי אחר- דווח זאת לממונה עליך באופן מיידי.
רצפות ומעברים חלקלקים.
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סכנות חלקים לא מחוזקים.
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• תאורה, סימני כניסה ויציאה חסרים או לא תקינים.
אזורים לא מוארים באופן סביר.
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חלונות רופפים או שבורים.
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שערים ודלתות לא נעולים.
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ציוד חשמל שהושאר דולק.
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דלתות פתוחות בלוחות חשמל.
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• מטפי אש ו/או ראשי ספרינקלרים חסומים.
עדות לעישון באזורים ללא עישון.
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סימני אזהרה או כיוון לא במקום.
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התקני בטיחות שאינם פועלים כהלכה.
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• מכונו ת, תמסורו ת חשמליות, או כיסוי מגן חסרים, פגומים, רופפים או מוצבים שלא כהלכה.
ציוד בטיחות : ההנהלה תדאג לקבלת ציוד מגן ה נדרש לעבודתך . השתמש בו כפי שהורו לך וטפל בו כנדרש.. משקפי מגן : חובה על כל עובדי המפעל ללבוש משקפי מגן . הקפדה על מדיניות זו יכולה להפחית באופן משמעותי את הסי כון לפציעות עיניים.
ניקיון : יש לשמור על נקיון וסדר בעמדת העבודה.
בכל מקרה בו יש סיכוי להיווצרות של סכנה כלשהי מכל גורם שהוא בעבודה, העובד מודע לכך שבאפשרותו לעצור או לסרב להמשיך את עבודתו על מנת לא לגרום נזק נוסף לעצמו או לעמיתיו. לאחר הפסקת העבודה על העובד להודיע מיידית לממונה עליו על האירוע , על מנת למנוע מצבים דומים בעתיד וכדי להבטיח את בטיחות העובדים. העובדים אחראים לבטיחותם , כמו גם לשלומם של עמיתיהם. העובדים מצופים לעמוד בדרישות מדיניות הבטיחות הכוללת דיווח מיידי להנהלה בכל הנוגע ל תאונות, מפגעים, ושיטות עבודה לא בטוחות. M.I.D. House of Diamonds " . נוקטת בכל אמצעי הזהירות על מנת לספק סביבת עבודה בטוחה. אנו לוקחים את הבטיחות שלך ברצינות וכל פגיעה בזדון או אחרת של כללי בטיחות תיחשב עילה לפיטורים.
Dotan Meirov COO M.I.D. House of Diamonds
FIRST AID KIT POLICY AND PROCEDURE
The policy of " M.I.D. House ofDiamonds " is to encourage and promote the safe, efficient provision, of first aid for minor injuries, using employee self – care, and voluntary first aid providers. " M.I.D. House ofDiamonds " also requires the reporting and investigating of circumstances causing first aid injuries, and following up first aid injuries in health services to prevent complications during healing. The goal of this policy is to describe how first-aid kits can be obtained and used. First aid kits must not contain oral medications, to prevent serious allergic responses.
Definitions
• First aid injury: an injury that can be adequately treated using topical wound cleaning, topical medications, ice, heat, nonprescription medications, temporary splinting during transport, simple splinter removal or blister drainage, adhesive bandages or wound closures, non – rigid splints, eye irrigation for a foreign body, and/or the use of eye patches or finger guards. " M.I.D. House ofDiamonds " follows the Israeli federal law regarding health safety and first aid. • Voluntary first aid providers: The employees are not trained in any special first aid training. Nearly every employee in the " M.I.D. House ofDiamonds " factory and office is a veteran of the Israeli army. Every soldier in the Israeli army is trained in a first aid course and after his release from the army, he still will have to go to reserve duty a few times a year, using the skills he learned. • First aid kit: medical supplies suitable for the provision of basic first aid.
Responsibilities
• " M.I.D. House ofDiamonds " employees shall seek care when injured, and are responsible for reporting all work-related injuries to their supervisor. If hosting a guest, they are responsible for reporting a guest's injury to their supervisor. • " M.I.D. House ofDiamonds " visitors must report on-site injuries to their host. • " M.I.D. House ofDiamonds " management is responsible for deciding whether to purchase first aid kits for their work areas. The location of this kit should be made known to all employees. Following an injury, they are responsible for assisting their employee in obtaining appropriate medical treatment for work-related injuries. Following the use of the
first aid kit, " M.I.D. House ofDiamonds " management is responsible for restocking or replacing the first aid kit, at their expense.
Procedures
• For injured employees to seek care and report their injury:
1. Initiate self-care and report their injuries to their supervisor as soon as possible. 2. If the injury occurs on-site during business hours, report to health services. 3. Report their injury to health services. • For co-workers of injured workers: 1. If trained in first aid, it is permissible voluntarily to provide care from local first aid supplies. 2. If not trained or comfortable in providing first aid, help to locate assistance for the injured employee. 3. Consider assisting the injured employee in getting transportation, seeking help, notifying management, etc. • " M.I.D. House ofDiamonds " managers of injured employees: 1. Assist injured employees in getting appropriate medical care. If uncertain, seek someone with medical training to evaluate the injury. Call an ambulance. 2. Refer the employee health services for initiation of an accident report and medical follow- up as soon as possible, but no later than the next business day. 3. Notify the head management (President). 4. Purchase and restock the first aid kit, as needed. • Restrict first aid kit purchases to those approved by the " M.I.D. House ofDiamonds " management. In general, these will be kits containing no medications and no medical equipment requiring advanced training.
Dotan Meirov COO M.I.D. House ofDiamonds
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