OUR WORK ENVIRONMENT
Health , Safety , and the Environment
Safeguarding our people and neighbors is engrained in our culture and fundamental to everything we do . Williams is committed to the goal of healthy , safe , and environmentally sound business practices and operations . We are responsible for using all reasonable efforts to operate in a manner that preserves the environment and protects the health and safety of our employees and others . We are also responsible for complying with all applicable laws and regulations relating to protecting the environment and maintaining a healthy and safe workplace ( See “ Environmental Health and Safety Policy ”).
Alcohol and Substance Abuse
Our work benefits from our clear thinking and ability to react quickly . It is important for us to understand that Williams will not tolerate being under the influence of alcohol , unauthorized prescription drugs , or illegal drugs , engaging in the illegal use of other controlled substances , or being impaired by any substance while on duty or on Williams ’ property . ( See “ Drug and Alcohol Policy .”) In addition , employees ’ inappropriate or illegal off-duty involvement with , or use of , illegal drugs , prescription drugs , and alcohol can interfere with their ability to perform their essential functions and result in a negative impact on the workplace . Therefore , employees are required to report on and off-duty arrests or convictions of criminal drug or alcohol statutes to their Supervisor and HRBP ( See “ Appendix A , Drug and Alcohol Testing Program ”).
I want to report that I am being harassed by my supervisor , but I am afraid of getting a bad performance review . They might even fire me ! What should I do ?
If you believe you are being harassed , you should report it . Williams has a strong policy against retaliation when a complaint is made in good faith . If you don ’ t report being harassed , it could continue for a long time , and it could even get worse if it is allowed to continue . You can contact your your manager ’ s boss , your HR business partner , the Business Ethics Resource Center , or the Williams Action Line .
VP-level approval is required before serving alcohol on company premises or at a company sponsored event . If alcohol is served at a company-sponsored event or anywhere an employee is representing Williams , the employee is expected to behave respectfully and responsibly for their safety and the safety of others .
A voluntary Employee Assistance Program ( EAP ) is available through Williams for those seeking to overcome drug or alcohol related problems .
Employee Privacy
At Williams , we respect the privacy of others . We are responsible for maintaining employee privacy through the careful handling of employee information . We , as employees , have the right to expect that our personnel records will only be accessed by those with a legitimate reason for doing so . In turn , we must understand Williams ’ right to access all company property , communications , records , and information created in the business setting ( See “ Personal Information Privacy Policy ,” “ Data Classification and Handling Policy ,” and “ Privacy with Respect to Company and Personal Property and Equipment Policy ”).
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