Environmental or Sustainability Legislation, Regulations and Codes of Practice Applicable to the Organisation
Q1a: Sustainability initiatives:
- Meetings should be held to inform the employees about the resource management system.
- The last employees should be reminded about their responsibility.
- The employees must be taught how to maintain sustainable use of resources.
- Encouraging the staffs to use dual flush toilets(Tas,2013).
- Rewards can be given to the employees who have well-maintained all the resource management programs.
Q1b: Best practise model:
- Regulations and laws
- Meetings for understanding
- Updating the reports of development
- Punishing the offenders
|
Purpose/ objectives |
The policy aims to create a commitment towards the organization for conserving its resources and energy. The policy tends take an attempt to develop some initiatives for creating an environment sustainability condition in the work place. |
|
Scope/ Application |
• All operations in the last shift. • All the employees who all are leaving at the end • All staff who are remaining for the last shift |
|
Policy Statement |
A2Z Solutions Pty. Ltd will: · It aims to create awareness for resource management among the workers. · It tends to modify the behavior of the employees towards the company · It targets to reduce the energy waste in society. · It aims to create an physical environment with an integrated learning plan · Develop an environment that targets to maintain the company resources. · The employees must take their responsibilities in the company. · The management teams should be aware of the misuse of energy and take measures accordingly |
|
Supporting Procedures |
· Meetings should be held to inform the employees about the resource management system. · The last employees should be reminded about their responsibility. · The employees must be taught how to maintain sustainable use of resources. · Encouraging the staffs to use dual flush toilets( Tas,2013). · Rewards can be given to the employees who have well-maintained all the resource management programs. |
|
Responsibility for implementation |
The HR would be responsible for implementation of the plans. They operations head should also make sure all the employees are well aware about the steps they have to maintain in the work place. After that it is the HR’s responsibility to make sure that all the employees are maintaining these steps. |
|
Responsibility for monitoring implementation andcompliance |
HR and Operations manager. |
|
Date Effective |
17April 2018 |
|
Next Review Date |
January 2018 |
|
Keywords |
Sustainability, environment friendly, Saving resources, Judicial usage of resources( Blowers, 2013). |
|
Owner/Sponsor |
Business Manager |
|
Policy Custodian |
Sustainable usage of resources in workplace email address of the officer sponsoring this policy> |
|
Policy Author |
HR e-mail address of the position responsible for drafting and actioning the policy according to this plan> |
|
What is the policy for? |
The policy aims to create an environment in the workplace that supports judicial usage of resources and maintaining them as per requirement. The policy is against unnecessary usage of resources. |
|
Who is the policy for? |
The policy is for the employees in the company, specially the employees who leaves at the end. |
|
Stakeholders |
The company will be benefited by this policy as it tends to save the unnecessary wastage of the company resources. However, if the company is benefitted by any step then it is evident that the employees will also get benefit from it. |
|
When does the policy / amendment come into effect? |
17th April, 2018 |
|
What are the potential barriers to successful implementation? How will they be overcome? |
There might be few irresponsible and careless workers who will not tend to maintain the strategies initially. There can be few employees who will intentionally fail to do the work. The company can maintain a record if an employee is regularly failing to perform the task, then they can be warned by the company. The managers can use CCTV and review from other employees to get the review of any particular employee if they are not maintaining the task(Bocken et al 2014). |
|
What is the impact of the policy / amendment on other policies? |
The policy will strengthen the policy related to the employees responsibilities towards the company. The policy will also improve the CSR of the company. |
|
Related policy documents and/or other supporting documents? |
The policy document will be related to the company welfare policy and employment management policy. It will support all the other policies and as such changes are not required to be made for implementation of this policy (Reed,2013). |
|
Implementation and Communication Strategies (attach a separate sheet if necessary) |
Officer Responsible |
Critical Deadlines |
|
Prepare in chronological order (including steps already taken) Include: · Meetings and workshops held for discussing the policy · The operations manager, HR and the employees are the key resource for the policy. · The meetings and workshops will be the common base for communication, however they will be provided with a policy paper where all the rules will be mentioned. · The HR has to be stricter to keep a record who is not maintaining the policy rules. Serious actions have to be taken against them. · The meetings will remind the employees about their responsibilities, training sessions will be held every month to make sure all the employees are clear with their responsibilities. · The employees will be rewarded for their well maintained behavior and responsibility towards the company. · The HR has to keep a record in the camera that who all are maintaining the policy. A feedback system can be implemented to get the peer review of every worker. The review from the friends or colleagues will help the officials to have a better idea about the workers behavior. |
Operations manager HR HR Operations manager HR |
By 1st week of April,2018 Every month Every week Every Day |
|
With respect to the above policy/policy revision, I certify that: · All necessary arrangements to implement the policy have been included in this plan · All necessary training and induction arrangements have been included in this plan · Stakeholders have been consulted during the development of the policy and their feedback has been considered · All initial and ongoing strategies for communication of the policy have been included in the plan · Resources required to implement this policy and associated procedures are available. Signed…………………………………………… Date…………………….. Approved………………………………………….. Date……………………. (Senior Executive Member) |
Q2: The current resource usage in the company is very unethical and offensive. The staffs are very careless and often the AC’s are not switched off even after the office times. The company and its members lack the idea of sustainable development and needs to implement the thought in their life. The official heads saw the wreck less behaviour of the staffs and decided to take serious steps against that.
Q3: The office in-charges have felt the necessity to implement new strategies to save the natural resources and save the expenses of the company. They are expected to maintain the company resources and expenditure. Thus to maintain that they have taken few measures and they are :
The company can maintain a record if an employee is regularly failing to perform the task, then they can be warned by the company. The managers can use CCTV and review from other employees to get the review of any particular employee if they are not maintaining the task(Bocken et al 2014).
The policy document will be related to the company welfare policy and employment management policy. It will support all the other policies and as such changes are not required to be made for implementation of this policy (Reed,2013).
The meetings and workshops will be the common base for communication, however they will be provided with a policy paper where all the rules will be mentioned.
The HR has to be stricter to keep a record who is not maintaining the policy rules. Serious actions have to be taken against them.
The meetings will remind the employees about their responsibilities, training sessions will be held every month to make sure all the employees are clear with their responsibilities.
The employees will be rewarded for their well-maintained behavior and responsibility towards the company.
The HR has to keep a record in the camera that who all are maintaining the policy. A feedback system can be implemented to get the peer review of every worker. The review from the friends or colleagues will help the officials to have a better idea about the workers behavior.
References:
Blowers, A. (Ed.). (2013). Planning for a sustainable environment. Routledge.
Bocken, N. M., Short, S. W., Rana, P., & Evans, S. (2014). A literature and practice review to develop sustainable business model archetypes. Journal of cleaner production, 65, 42-56.
Reed, D. (2013). Structural adjustment, the environment and sustainable development (Vol. 7). Routledge.
Tas, E. (2013). Integrated water resources management. Aerul si Apa. Componente ale Mediului, 217.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
