Policy & Implementation
Personal Behaviour
International Power (IPR) is committed to its employees everywhere in the world. An underlying principle is to maximise the extent to which all employees have the opportunity to achieve their personal potential through their work with IPR. IPR believes that it succeeds though the dedication of all its employees. Their motivated involvement, work satisfaction and security are high priorities. In part this depends upon the implementation of appropriate commercial and remuneration policies so that employees share in the company’s success; in part upon policies which relate to health and safety. Apart from the inalienable right of every person to their personal dignity, practices which intentionally or unintentionally infringe upon personal dignity are likely to interfere with an individual’s work performance. To this extent IPR support the Universal Declaration of Human Rights, a supplemental text of which appears here.
- It is the policy of IPR to afford equal opportunity in employment to all employees and applicants for employment regardless of race, colour, religion, sex, marital status, ethnic or national origin, sexual orientation, age, physical or mental condition unrelated to job performance, legal political activity and any other characteristic protected by law. IPR will ensure that decisions on job assignments, recruitment, compensation, transfers, demotions and job security are in accordance with this policy and on the basis of relevant aptitudes, skills, experience and ability. The successful achievement of a non-discrimination policy requires maximum cooperation between all IPR personnel. All IPR personnel are charged with the responsibility of carrying out their job responsibilities in accordance with this policy.
- IPR Personnel are expected to be law-abiding, both inside and outside working hours and to conduct their affairs as good and responsible citizens. This includes observance of laws and respect for traditions and cultures in different overseas countries. While IPR has no wish or intention to dictate the way of life of IPR Personnel, in certain circumstances it must consider whether any indiscreet or anti-social behaviour by an IPR Personnel member could affect IPR’s reputation, IPR's relationships with partners and IPR Contractors, the morale and efficiency of other IPR Personnel or your ability to discharge your duties (eg. by leaving you vulnerable to special pressures from outside parties). Should any serious indiscretion be brought to management’s attention, then any action that is taken will be based on the judgement exercised by the employee, the circumstances of the situation and the impact on IPR’s reputation or relationship with parties or contractors.
- IPR seeks to ensure that employees have and exhibit mutual respect for each other at all times – both at work and also at business related functions. IPR staff are expected to behave in this way towards other employees, contractors, suppliers and customers. Harassment, discrimination or bullying are all unacceptable, and therefore IPR prohibits any form of harassment, discrimination or bullying of one employee by another employee, supervisor, or customers. Unwelcome verbal and physical advances and derogatory remarks can constitute harassment. IPR will not tolerate verbal or physical conduct by any IPR Personnel that harasses, disrupts, or interferes with another’s work performance or which creates an intimidating, offensive, or hostile environment and it is everyone’s duty to act in a manner that does not contribute towards the creation of such an environment.
- An IPR Personnel who believes he or she has been or is being subjected to, or has observed harassment should bring the matter to the attention of either their immediate supervisor, an officer or a director of IPR. Anyone who believes harassment has occurred or is occurring should report such conduct to one of the above persons regardless of the position of the offending person (e.g., director, supervisor, fellow employee, client, etc). Nothing in this policy shall require any IPR Personnel alleging harassment to present the matter to the person who is the subject of the complaint.
- All complaints will be promptly investigated. Complaints will be handled as confidentially as possible. It is intended that the privacy of the persons involved will be protected, except to the extent necessary to conduct a proper investigation. If the investigation substantiates that the complaint is valid, immediate corrective action designed to stop the harassment and prevent its recurrence will be taken. Such corrective action may, in appropriate circumstances, include action in accordance with IPR’s disciplinary procedure.
- For IPR Personnel to identify with IPR and for IPR to benefit most from the potential within its employees, the approach to their staff of IPR’s managers and supervisors must be as open and candid as possible. IPR Personnel also must be made to feel that they can communicate upwards without formality, rebuff, rancour or victimisation. All IPR Personnel may address any issues directly above the level of their immediate supervisor if they judge this to be appropriate.
