Equal opportunity  policy

At Double Yolk, we value our employees and promote a culture of respect and equality.  The below document illustrates our Employee Rights. We have devised our policies to help employees to feel safe and valued within our organization.

Equal Employment Opportunity

Double Yolk is committed to a policy of equal employment opportunity. This applies to all areas of employment, including recruitment, selection, hiring, training, transfer, promotion, termination, compensation, and benefits.  

This means that employment decisions affecting applicants and employees will not be based upon an individual’s race, color, religion, gender, national origin, age, disability, sexual orientation, pregnancy, childbirth, or related medical conditions, or any other unlawful basis.  

Employees who engage in unlawful discrimination will be subject to disciplinary action up to and including termination. If you feel you have been unlawfully discriminated against, you should notify your manager, terminal manager, Human Resources, or any other person in management whom you are comfortable in approaching.

Reasonable Accommodation of Disability

Double Yolk does not discriminate against any applicant or employee in hiring or in the terms, conditions, and privileges of employment due to physical or mental disability. When Double Yolk becomes aware of any disability that prevents an otherwise qualified applicant or employee from performing a job, the company will assess whether any reasonable accommodation would allow the person to perform the job before refusing employment or making a distinction in terms, conditions, or privileges of employment because of the disability.  

An accommodation that creates an undue hardship on the company or which endangers health or safety is not a reasonable accommodation. The company will make any reasonable accommodation necessary to allow an otherwise qualified applicant or employee to perform the job. An otherwise qualified applicant for employment or an employee with a disability who requires reasonable accommodation may inform his or her manager of the nature of the disability and the accommodation required. Employees with access to such information shall maintain the confidentiality of the information to the extent reasonably possible and shall not release the information to anyone who does not have the right or need to know.

Position Description

Each employee is assigned to a specific position. Each position has an official description outlining the duties an employee in that position is expected to perform. The position description is the basis for assigning your position to a job classification. Each job classification is assigned to a pay grade that determines your pay range.  When duties change significantly, the position description should be updated accordingly, and a copy provided to Human Resources.

Employee agreements clearly state the designation, working hours, expectations that the employer has of the employee, what qualifies for a dispute or conflict, what might happen should a dispute arise, and the various annual leave an employee is entitled to.

Every employee is communicated with terms and conditions before hiring. We ensure that employees are onboarded with sufficient information and resources.  

Appropriate Working Hours & Conditions

Each employee, no matter, where they work, is entitled to get basic rights relating to health and safety at the workplace as part of a good working environment.  We also ensure that working hours of an employee should not exceed more than 45 hours a week. Any overtime is not compelled and is reimbursed appropriately.

Prevention of Sexual Harassment in the Workplace

We have Zero tolerance against Harassment- be it verbal, nonverbal, or physical. Our Sexual harassment committee investigates all complaints and resolution, which may include a termination of employment for the perpetrator.

Open Door Policy

Every employee has right to raise a query, discuss issues or raise a complaint. All employees are free to reach out to their managers/HR or management for any issues that they face. We encourage open communication that fosters environment of collaboration, high performance, and mutual respect.

Safe Work Practices

All employees are expected to work safely. Unsafe work practices will not be tolerated. A vital part of our continued success depends on how safely we work together as a team. Each of us is responsible for observing safe work practices.  

This includes wearing correct clothing, footwear, eyewear, earplugs, etc., as working conditions may require. It includes maintaining a clean and orderly environment. It includes familiarizing ourselves with all printed and posted material concerning workplace safety before we begin work. Another aspect of safe work practice concerns proper maintenance and use of equipment.  

Each of us is responsible for making sure we know how to properly use the equipment we handle during work. Do not attempt to use any tool or piece of equipment unless you know how to do so safely and properly.  

Any malfunctioning equipment should immediately be taken out of service and reported to your supervisor. If your assignment involves the use of hazardous or toxic materials, you must comply with all laws, rules, and regulations concerning their safe handling and disposal, as published by the company and governmental agencies having jurisdiction over such matters.  

If you have any questions concerning safe work practices, ask your supervisor for assistance.  

If you observe any unsafe work practices, notify your supervisor immediately. If you discover tools or equipment, which do not appear to be in proper working order, report it to your supervisor. If you are injured on the job, contact your supervisor immediately to report the injury and submit to the required drug and alcohol testing.  

Employees should become familiar with the emergency exits and evacuation procedures for the facility.

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