Respect in the Workplace
Treating each other respectfully is crucial to how we work. And, we value the unique contribution that each person brings to Colonial. Cooperation and teamwork are central to how we work, and we believe the best solutions are those that draw on diverse ideas and perspectives.
Treating each other equally and respectfully is crucial to good teamwork. We do not tolerate discrimination or harassment based on age, race, sex, color, religion, national origin, disability, marital status, covered veteran status, genetic information, sexual orientation, gender identity and gender expression, pregnancy, or any other characteristic protected under state, federal or local law. If you feel that you have experienced or observed any discriminatory or harassing behavior, talk to your manager, your People Partner, the Compliance & Ethics Manager, or contact the EthicsLine. Please refer to Colonial’s policies addressing discrimination and harassment for additional information.
Key Terms & Definitions:
Harassment –Behavior that has the purpose or effect of creating an intimidating, offensive, or demeaning work environment for another person. Harassment can also be related to personal characteristics such as race, sex, religion, or age.
Discrimination –Unjust or prejudicial treatment of different categories of people, including, but not limited to, on the grounds of race, sex, religion or age.
Q&A
Q: One of my coworkers sends e‑mails containing jokes and racist comments. They don’t really offend me personally, but I do not think they are OK for the workplace. Should I do something?
A. You should notify your manager, your People Partner, the Compliance & Ethics Manager, or the EthicsLine. It does not matter if you are not personally offended. Sending such jokes and comments violates our values as well as our policies pertaining to the use of email and our standards on diversity, harassment and discrimination. By doing nothing you are tolerating behaviors that can erode the team environment that we have all worked to create. Even if no one else has said anything, by raising the issue, you give the Company a chance to do better.
Q&A
Q: While on a business trip, a colleague of mine repeatedly asked me out for drinks and made comments about my appearance that made me uncomfortable. I asked my colleague to stop, but the comments continued. We were not in the office and it was “after hours,” so I was not sure what I should do.
A. This type of conduct is not tolerated, not only during working hours but in all work-related situations, including business trips. This is inappropriate conduct and you need to report the problem either to your manager, your People Partner, the Compliance & Ethics Manager or contact the EthicsLine.
Did you Know?
Colonial is a member of Pink Petro — joining the effort to create a new, inclusive future for energy. Pink Petro is a global community of 11,000 men and women in 120 countries aimed at eliminating the diversity gap in the energy industry
Workplace Safety
Colonial is deeply committed to the well-being of everyone involved in or impacted by its operations. Safety is built into the design, construction, operation, and maintenance of our pipelines and facilities. We are accountable for our actions and our results, and we continuously improve our work practices in order to avoid risk to each other, our communities, and the environment. Colonial contractors are also expected to show the same level of commitment to safety.
Employees and contractors are required to report all incidents in accordance with Colonial’s Procedure 16. Colonial also encourages near miss reporting so that issues may be identified and corrected before an incident occurs. Employees should bring known or perceived safety hazards to management for resolution, beginning with his or her immediate supervisor. If an employee believes their supervisor is not the appropriate person or is unresponsive, the employee should bring the concerns to the next level manager, the Safety Team, or the EthicsLine. Colonial’s goal is to address these issues in a timely, straightforward, and honest manner.
Retaliation in any manner against an employee who in good faith reports what he or she believes to be a safety or health hazard is strictly prohibited.
Did you Know?
There is no excuse for “cutting corners,” “bending the rules,” or putting pressure on others to violate this Code, our policies, laws or regulations.
Preventing Workplace Violence
Violence of any kind has no place at Colonial. We do not tolerate the following:
- Intimidating, threatening, bullying or hostile behavior
- Causing physical injury to another
- Acts of vandalism, arson, sabotage, or other criminal activities
- Offensive comments regarding violent events or behavior
Unless otherwise authorized or allowed by local law, weapons are not allowed on Company property or jobsites.
If you know of or suspect incidents or threats of workplace violence, bring the issue to your manager, your People Partner, the Compliance & Ethics Manager, or the EthicsLine. If you believe someone is in immediate danger, call 911.
Key Terms & Definitions:
Incident–Any event(s) that resulted in a consequence, as identified in Colonial’s Procedure 16
Near Miss –Any event(s) that could have, but did not result in a consequence, as identified in Colonial’s Procedure 16
Did You Know?
If you believe someone is in immediate danger, call 911.
Abuse of Drugs and Alcohol
We are committed to providing a safe and productive work environment and complying with all regulatory requirements. An important part of our effort is ensuring that all personnel are fit-for-duty and that our workplace is free from the use of illegal drugs, the misuse of legal drugs, and the abuse of alcohol. Colonial uses drugs and alcohol testing to help administer this policy.
The use, possession, manufacture, sale, dispensing, or distribution of illegal drugs or drug paraphernalia in the workplace will not be tolerated and will result in immediate discharge. Anyone who is under the influence of illegal drugs or alcohol while at work could create an unsafe work environment and may be subject to discipline.
Management may approve the serving of alcoholic beverages at certain company-sponsored events. In these instances, employees must follow all appropriate liquor laws and Company policies and avoid excessive drinking at any work-related events. If you believe someone is in immediate danger, call 911.
Q&A
Q: I am new here, and I have noticed some practices that we do in my area that are different from how we did them at my old company. It does not seem safe to me, but I do not want to make waves. Who should I speak to?
A. Discuss your concerns with your manager or someone from the safety team. There may be very good reasons for the practices, but it is important to remember that raising a concern about safety does not cause trouble: It is being responsible. If you are uncomfortable with a process, you may be putting yourself and your coworkers at risk. Your input also may provide an opportunity for Colonial to improve its practices.
Q&A
Q: Are contractors expected to follow the same safety policies and procedures as employees?
A. Absolutely. Contractors and vendors at work on our premises or projects must understand and comply with all applicable laws, and regulations governing the particular facility or project, as well as with additional requirements the Company may impose. If you witness unsafe practices please use your Stop Work Authority. Do not put the company or community at risk. If you see something, say something.