...MOTOR VEHICLE DRIVERS POLICY MANUAL TABLE OF CONTENTS ARTICLE 1.0 Introductory Information 1.01 General Applicability 1.02 Department of Transportation Regulations 1.03 Nondiscrimination ARTICLE 2.0 Driver Qualifications 2.01 General 2.02 CDL Drivers 2.03 New Hires 2.04 Employees - Driving Is Essential 2.05 Employees - Driving Is Non-essential 2.06 Reinstatement 2.07 Notification of Violations 2.08 MVR Review 2.09 Driver's Licenses ARTICLE 3.0 Vehicle Maintenance 3.01 General 3.02 Vehicle Files 3.03 Daily Pre-Drive Inspection 3.04 Daily Post-Drive Inspection DOT Regulated Vehicles 3.05 Periodic Maintenance 3.06 DOT Inspection 3.07 Mechanical Facilities 3.08 Expense Records 3.09 Cleaning 3.10 Signs ARTICLE 4.0 Vehicle Operating Rules 4.01 Seat Belts 4.02 Passengers 4.03 Fines and Tickets 4.04 Company Use 4.05 Alcoholic Beverages/Drugs 4.06 Laws, Rules and Regulations 4.07 Personal Vehicles 4.08 Locking of Vehicles 4.09 New Drivers ARTICLE 5.0 Accident Reporting 5.01 Accident Reporting 5.02 Accident Kits Dale Williams Trucking, Inc. Motor Vehicle Policy Manual ARTICLE 1.0 -- Introductory Information 1.01 General Applicability. This manual sets forth the policies of Dale Williams Trucking, Inc. and each of its subsidiaries (each such company is hereinafter referred to as "Company") as to the use and maintenance of Company owned and leased vehicles. It is not an employment...
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...There are two main parts in our company 1. To help foreign Investors from Japan and other countries 2. Consulting We divide CONSULTING into four parts 1. Real Estate 2. Stock Share holding 3. Investment Market Research 4. Travel and Tours We provide One Stop Service to all local and foreign investors. For Example, if a foreigner wants to invest in Myanmar, we provide all the datas they need such as Factory Place, staffs as One Stop Service. We also serve in making bank accounts and market research related with shares. Our Company, ISAMI Myanmar serves customers with three main purposes, 1. To build Stock Share Market 2. To improve Myanmar Business 3. To widely Knowledge about Myanmar Business to other countries We can grantee One Stop Service with best facilities for customer satisfaction. C.E.O Name...............Mr. Johnny Kamijo Shiro (45 years old) He has company branches in Japan, Thailand and Vietnam. He is also a famous author in Japan and wrote many books about business. In this company, there are one HR manager, one operation manager, 16 marketing research staffs , two translators and two accountants. Owner of company is...
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...MANUAL HANDLING POLICY AND PROCEDURES 1. Overview 2. Scope OVERVIEW ABC Company is committed to continuously improving the management and standards of Occupational Health and Safety. This commitment extends to having a Policy which aims to eliminate manual handling incidents through a system of identification, assessment and control, supported by appropriate training and education. SCOPE This policy applies to all management, staff, contractors and visitors of ABC Company. POLICY ABC Company requires all management personnel to implement and maintain a Occupational Health & Safety management system. They will regularly monitor the system, in order to protect staff, contractors and visitors from risks to their health, safety and welfare, whilst engaged in operations or other work-related activities of ABC Company. ABC Company will ensure that injured workers receive prompt, effective rehabilitation and that any Workers Compensation claims are managed effectively, consistent with legislative requirements and Workcover standards. This will be achieved in consultation with employees and OH&S representatives, using systematic hazard management processes. Appropriate hazard identification, risk assessment, inspection and audit systems will be used, to identify measureable objectives and targets for improvement of OH&S within ABC Company. ABC Company will comply with all OH&S related legislative requirements and Australian Standards and will...
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...Accounting Practice Legislations, Procedures and policy Report Introduction This report contains detail compliance analysis of the Accounting Practice, which undertakes Accounting and Bookkeeping services for Travel agent. The Agent provides Community services as well, along with day to day Travels and Tour services such as overseas workers sponsorship, Manage Payroll for overseas workers and provides Money transfer. This report outlines the regulations and the practice procedures and Manuals and also outlines the compliance with AUSTRAC regulations. Procedures Community services policies and procedures This Accounting firm has in place policies and procedures that govern and regulate privacy and confidentiality of client information. This concept not only applies to what you can disclose about your clients or your organisations outside of work, but also what can be shared in network meetings. What information can be shared with other organisations, who shares it and how this information is given out should be clearly defined in any effective, professional service. It is often incorporated into a worker’s duty statement or job description. This practice has developed and written policy and procedures, and staff training in the following areas: * a confidentiality policy * a clearly defined process for identifying and regularly updating a Community Resource Index so that all workers are aware of what other services are available to refer to * processes...
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...and small, urban and non-metropolitan – each of which had significant experience with electronic health records (EHRs) prior to Meaningful Use and uses a different EHR from a different vendor company. The findings described in the case study are derived from interviews conducted with key leaders and operational staff directly involved in the oversight and management of eCQMs. Based on the experiences of the hospitals in this case study, the current approach to automated quality reporting does not yet deliver on the promise of feasibility, validity and reliability of measures or the reduction in reporting burden placed on hospitals. Specific policy changes are needed, starting with Stage 2 Meaningful Use, to redirect the electronic clinical quality reporting requirements to focus on a small set of well-tested measures supported by a mature policy infrastructure that can guide valid and feasible measure development, testing and implementation. Background In the past 10 years, there has been an unprecedented expansion in the number and type of quality measures hospitals are required to report for federal programs. The Centers for Medicare & Medicaid Services’ (CMS) Hospital Inpatient Quality Reporting (IQR) and Value-Based Purchasing (VBP) programs are two of the drivers of this development. Currently, hospitals report nearly 90 measures across all hospital quality reporting programs, including hospital inpatient and outpatient reporting....
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...HUMAN RESOURCES MANUAL Human Resources Policy Restricted CHAPTER -1 SECTION – A HRP .1 MEANING OF HUMAN RESOURCES: a. ‘ Planning, sourcing, recruiting, inducting, managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human resources. ‘ HRP. 2 ROLE OF HUMAN RESOURCES IN SJPL OPERATIONS: a. ‘ The objectives and vision of SJPL is entirely dependent on the ultimate performance of the several hierarchical team members (employees) at every site and at the workplace. The complete professional commitment and capability of these workers will simply make or break the success of SJPL. b. Having the right inputs given, by selecting the “right person for the right job”, and managing their welfare and growth plays a highly vital role in our operations, which can neither be underestimated nor ignored’. c. Managing and controlling manpower, their performance and behaviour is not only a skill but is a necessity to master. This manual is a guide to such management and the rules hitherto laid down are applicable to every SJPL worker at any project / project office or local area office. HRP .3 LEVELS OF RESPONSIBILITY: a. Human Resources management is controlled and managed overall...
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...Assessment Task 1 Risk Review Macville Risk Management Policy and Risk Management Strategy Written Report Keeley Lassig SCOPE To become a water wise cafe, implementing policies and procedures in order for the cafe to run effectively. Upgrade toilet and dishwasher. Purchase frozen par-bake cooking system. GOALS * Serve competitive high quality coffee and food. * To have friendly well trained staff who provide great customer service. * Be Water wise * Be a profitable establishment with ongoing growth STAKEHOLDERS Stakeholder | Internal/External | Role in Process | Stake in Process | Macville Pty Ltd | Internal | Owners | High | Me | Internal | Manager, Finance, Audit | High | James Mansfield | Internal | 2nd in Charge | High | Paula Kinski | Internal | CEO | High | Goldsmith Partners | External | Legal Advisers | Medium | Ron Langford | External | Landlord | High | Public | External | Customers | High | Staff | Internal | All Roles | High | Suppliers | External | Supplying Stock | High | ANALYSIS PEST Policies and Procedures – to include Human Resources Policy Financial Policies Corporate Governance Policies Business Planning and Budgeting External Audit Risk Management Reviews Monthly Planning Taxation Economic Growth Computers Water Policy Establish own products Employee Confidentiality Wage and Super Records National Broadband Network Footpath Dining Incedent reports SWOT Staff Customers Profit...
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...[pic] Data Classification Policy Disclaimer of warranty—THE INFORMATION CONTAINED HEREIN IS PROVIDED "AS IS." HAWAII HEALTH INFORMATION CORPORATION (“HHIC”) AND THE WORKGROUP FOR ELECTRONIC DATA INTERCHANGE (“WEDI”) MAKES NO EXPRESS OR IMPLIED WARRANTIES RELATING TO ITS ACCURACY OR COMPLETENESS. WEDI AND HHIC SPECIFICALLY DISCLAIM ALL WARRANTIES, EITHER EXPRESSED OR IMPLIED, INCLUDING BUT NOT LIMITED TO, THE IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. IN NO EVENT SHALL HHIC OR THE HIPAA READINESS COLLABORATIVE (“HRC”) BE LIABLE FOR DAMAGES, INCLUDING, BUT NOT LIMITED TO, ACTUAL, SPECIAL, INCIDENTAL, DIRECT, INDIRECT, PUNITIVE, EXEMPLARY OR CONSEQUENTIAL, COSTS OR EXPENSES (INCLUDING ATTORNEY'S FEES WHETHER SUIT IS INSTITUTED OR NOT) ARISING OUT OF THE USE OR INTERPRETATION OF HRC POLICIES OR THE INFORMATION OR MATERIALS CONTAINED HEREIN. This document may be freely redistributed in its entirety provided that this notice is not removed. It may not be sold for profit or used in commercial documents without the written permission of HHIC. While all information in this document is believed to be correct at the time of writing, this document is for educational purposes only and does not purport to provide legal advice. If you require legal advice, you should consult with an attorney. The information provided here is for reference use only and does not constitute the rendering of legal, financial, or other professional advice or recommendations...
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...Investment Appraisal Training Manual for Government Staff Prepared by Sulaiman Kyambadde P.O. Box 1851 Kigali, Rwanda Tel: +250 255114413 (office) October 2011 The purpose of this Training Manual is to help PITT implement the use of international best practices of Investment Appraisal techniques in its programming of public sector investments. It describes how public sector investments should be assessed at conception or programming stage. The modules introduce the basic concepts behind the appraisal techniques and their applicability in the Rwandan context. It describes the DCF methodology, the shadow pricing methodology and performance measures and decision criteria, together with financial and economic analysis techniques. By their very nature, public projects involve benefits and costs to society over a number of years into the future, unfortunately, market prices and investment outcomes cannot be predicted with certainty. The manual also introduces qualitative analysis concepts of investments. Author Mr. Sulaiman Kyambadde, is an economist, and a business and development consultant working with PPM Consulting Limited. PPM Consulting is a local management and development consulting firm with headquarters in Kigali, the nation’s capital. In addition, officials from the Ministry of Finance and Economic Planning provided invaluable input on government priorities and requirements to complete the manual. Disclaimer The Training Manual is made possible by the support...
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...A business is only as strong as its weakest link. This is true for any company from Apple to Microsoft to any Mom & Pop store. Unfortunately, when your weakest link is your security policy frameworks you put yourselves in a position of unnecessary risk. We are tasked in this assignment to list things that can affect your business if your company’s framework doesn’t align with the business. Without further adieu here are those results. The first subject that was discussed was operations. Operations focus on various manual processes while ensuring there is minimal risk of errors. For example, if your company is still using paper-based ledgers for your daily paperwork and accounting. You would want to switch your systems to some sort of business software. Overall this will save you both time and money. You also must be careful not to all cost overrun. If your business is not streamlined you can definitely run the risk of this. Risk mitigation is the process of reducing risks as close to the point of absolute zero as possible. Using non-standardized methodologies, and non-compliance with regulatory requirements can damage your company beyond the point of no return. This is because, in the case of non-standardized methodologies, you will be using different processes in different departments and expecting those departments to be able to interact smoothly. Non-compliance with regulatory requirements can subject your business to fees which can easily cripple your business or destroy...
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...of God HR Department proves that they have impact on organization performance. We had started from very beginning and try our best level to improve all system and proper implementation of HR Policies and Procedures. * Before HR Department at Jeemsolutions there was no proper recruitment selection policy we prepare it for organization and streamline all its processes. Properly maintain talent hunting criteria’s and use proper channels for this purpose like job forums, Job adds in different universities and sometime publish in newspaper. * We prepare complete recruitment selection policy and proper Employee interview form some kind of tests for scan the employee knowledge. After the selection of employee a complete orientation regarding company and provide complete Job description. * We prepare Complete Joining letter with all terms and conditions mention there. * We prepare Employee handbook for our employees in April, 2011 but not implemented yet. * We prepare a complete HR Manual for the guidelines for our employees in May, 2011 but not implemented yet. * We prepare employees Annual leave policy for the whole year. * We prepare all Jeem employees complete separate personal files which includes all their details. * We prepare leave policy and implement it. * We prepare all documents related to HR for employees like Experience certificates, Permanent offer Letter, Employee Joining Letter, Employee Warning Letter etc. ...
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... For the Workstation Domain we will require user name and passwords on all computers. This will ensure that access to the system will only be available to those that have already been added to the network by an IT Administrator. We will keep the computers up to date with current anti-virus software and regular monitoring. Only approved devices will be allowed to function with the workstations. This will eliminate possible outside threats from getting any data off the network in case they do gain access to an unlocked workstation. For the User Domain we will have an employee manual and acceptable use policy for all employees to follow. Each employee will be placed under the group in which they work for and only have access to the data that they need. Yearly security training will be given to make the user aware of their responsibility when handling work related material. Any violation of this policy will result in probation or even termination. The security of our network is very important to the company. We must secure our investments and do everything we can to prevent data from getting into the wrong hands. Failure to...
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...marketing of breast-milk substitutes are regularly trained on the WHO Code. | Nestlé has developed a unique global programme to ensure compliance with the WHO Code across all Nestlé’s operations. GES Investment Services, Northern Europe’s leading analysis firm for socially responsible investments, published a report on “The Infant Food Industry and the WHO Code”. This report is the first of its kind assessing and comparing infant food companies’ compliance procedures with respect to the WHO Code. It concluded: “Nestlé has the most elaborated policies and mechanisms to address the Code, distinctly ahead of its peers”. Nestlé's implementation of the WHO Code includes the following: * Nestlé Policy and Instructions * Training, testing and compensation on WHO Code knowledge * Nestlé WHO Code Management System * Internal Ombudsman System * Internal and External Audits * Internal and External Reporting Nestlé Policy and Instructions First published in 1982, these were developed to ensure complete and correct implementation of the WHO Code by Nestlé. This became necessary because the WHO Code, as a recommendation to governments, does not supply implementation instructions. This is left to national regulation, which may be absent or weaker than the WHO requirements. Training, testing and compensation on WHO Code knowledge Nestlé trains personnel involved in marketing of breast-milk substitutes on the WHO Code, monitors its own practices, identifies contraventions...
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...Tra Johnson Ruben Barragan Bernie Rodriguez Unit 3 Assignment 1: Security Policy Frameworks A business is only as strong as its weakest link. This is true for any company from Apple to Microsoft to any Mom & Pop store. Unfortunately, when your weakest link is your security policy frameworks you put yourselves in a position of unnecessary risk. We are tasked in this assignment to list things that can affect your business if your company’s framework doesn’t align with the business. The first subject that was discussed was operations. Operations focus on various manual processes while ensuring there is minimal risk of errors. For example, if your company is still using paper-based ledgers for your daily paperwork and accounting. You would want to switch your systems to some sort of business software. Overall this will save you both time and money. You also must be careful not to all cost overrun. If your business is not streamlined you can definitely run the risk of this. Risk mitigation is the process of reducing risks as close to the point of absolute zero as possible. Using non-standardized methodologies, and non-compliance with regulatory requirements can damage your company beyond the point of no return. This is because, in the case of non-standardized methodologies, you will be using different processes in different departments and expecting those departments to be able to interact smoothly. Non-compliance with regulatory requirements can subject your business...
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...Developing HR Policies Institutional Affiliation Name INTRODUCTION: It has emerged that organizations are often prompted to make revisions to established HR policies on a regular basis (McGlothin, at.al 2002). There are multiple things prompt the quest for such policy changes such as federal regulations and when an organization like the one under this case study changes its operations or embark on business environments. As documented in this assignment, one of the fundamental roles of HR manager is to be the dispenser of policies, procedures, and rules at times and a trusted counselor and guide at other occasions. On the contrary; implementing policy changes in an organization can be met with more than a few challenges. Based on this; this essay will clearly document necessary changes that are required fully and effectively to review policies, the procedures, as well as HR rules within the jewelry company (McCook, 2000). Firstly; HR managers are advised to proceed cautiously when confronted with challenges of implementing policy changes because such changes can have a fundamental impact on an organization (McCook, 2000). Implementing a policy requires more than a few procedures within the jewelry company (McCook, 2000). In the quest to effectively implement changes in this business, the first step that I will take in my policy, procedure, and HR rules review with the jewelry company will be transparency. HR experts...
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