|Baystation 12 |
|Guide for New Players|
|Engineering & Construction|
These are internal Expeditionary Corps Organisation (EXO) regulations enforced within the Research department aboard the torch and apply to all EXO employees. They are not crimes and do not need to be reported to the Sol Central Government directly, and it is unlawful to confine an individual for violating these regulations. At the discretion of the superiors of the individual, any individual who violates these regulations may be dismissed or demoted. Listed will be the minimum punishments. These regulations can be altered or disregarded at any time by the corporate liaison or research director at their discretion, but unlawful usage of that power must be reported to the board of directors. The corporate liaison may veto the research director's decision to alter these regulations, but is permitted alter them without the consent of the research director. These regulations do not apply to anyone other than EXO (Research department) employees.
|i101||Misuse of Communications||To continually broadcast unimportant, untrue, or insignificant messages on any NanoTrasen communication channel or medium.||This covers spamming the radio/PDA and using communications to cause a disruption.||T100 fine.|
|i102||Misconduct||To behave an a way unbecoming of a NanoTrasen Employee.||This includes joking about a grave situation, not taking your job seriously, being a complete asshat, etc.||T100 fine.|
|i103||Slander or Libel||To spread false rumors in order to damage someone's reputation.||There must be intent to damage reputation. Feeble, unbelievable attempts are not covered by this.||T100 fine.|
|i201||Neglect of Duty||To fail to meet satisfactory work standards.||This includes accidents, refusing or failing to work, simply not being productive enough, or working outside of your competency (e.g., an untrained prospector trying to analyze a hostile xenosecies). This also includes research violating their regulations on experimental items, which is listed in the SOP. Keep in mind cases where a Sol Central Government law is broken as a result of neglect, such as manslaughter, then that law must also be charged.||T500 fine.|
|i202||Exceeding Official Powers||To act beyond what is allowed by the Chain of Command.||For heads of staff who abuse their power or act outside of their duty/competency (e.g., RD changing regulations to harm another employee, CL acting like a security guard).||Demotion.|
|i203||Deception||To lie in an official report.||This includes lying or withholding information to your superior in a report or lying to the crew about a situation. It is allowed to withhold information about a situation from the crew.||T500 fine.|
|i204||Violating an Injunction or Failure to Execute an Order||To refuse to follow a lawful order from a superior.||This includes orders from someone who is not necessarily your superior, but has authority in that context (e.g., the CL giving an order to the RD that they received from Internal Affairs).||Demotion.|
Demotion and Dismissal
- It is up to the discretion of the research director to dismiss a EXO employee or to demote that individual.
- The research director and corporate liaison may only be dismissed or demoted by the Board of Directors.
- Individuals who are dismissed forfeit their pay for the remainder of the shift, individuals are who demoted earn the pay of the lower role for the remainder of the shift.
- Individuals who are demoted or dismissed will undergo a review, which is to be forwarded to the board of directors, by the appointed corporate liaison to determine a permanent punishment, if any.
- While a reason need not be provided for the dismissal or demotion, should the review find that the research director acted abusively with his or her action, a charge of Exceeding Official Powers may be placed by the board of directors. The corporate liaison may perform a preliminary review and advise the board of directors to make an early decision if the action appears to be abusive.
Chain of Command
- The research director has total authority over EXO employees.
- The senior researcher acts as a second in command, and takes over in the research director's absence.
- In the absence of a research director or senior researcher, the corporate liaison inherits the powers of the research director.
- The corporate liaison may appoint any qualified EXO employee to the position of research director. No employee other than the senior researcher has priority over any other in that respect.
- Only the Board of Directors may appoint a corporate liaison.
- The corporate liaison is not an any form of internal affairs and is not a member of the board of directors.
This Charter of Rights sets out the rights and responsibilities of all workplace parties in the provision of decent and fair health, safety, compensation and rehabilitation systems and practices within Sol-affiliated workplaces. Regardless of jurisdiction, changes to occupational health and safety, compensation and rehabilitation law must not result in a diminution of the rights and entitlements of any worker.
This Charter does not apply to staff who are not signatory to the Solar Employee General Award, or are signatory to other workplace regulatory documents such as the internal protocols of the Expeditionary Corps or the Sol Defense Fleet. Union representatives must take care to ensure that their operations on mixed jurisdiction stations and vessels are restricted to those areas that have a union worker, contractor or labourer presence.
Workers must not be adversely affected by any employer moving between jurisdictions in relation to their OHS and workers compensation entitlements. Any proposed move between jurisdictions will only occur following genuine consultation and agreement with workers and their representatives and a process of public review, including public tribunal hearings.
Consistent with OHS and Worker Compensation Policy and interstellar standards, Solar law must ensure healthy and safe workplaces and a compensation and rehabilitation system which ensures that no worker is disadvantaged should they be injured at work.
All workers have the right to join a genuine trade union. Union organised workplaces are safer workplaces.
On stations or vessels employing the standard SCG Alert Level protocol, the following conditions apply:
On green alert, all particulars of this charter are considered valid and applicable.
Above green alert, union representatives are not permitted to conduct workplace inspections and are advised, but not required, to cease all union meetings or strike proceedings.
On red alert or above, this charter is suspended, and all union representatives and workers must follow directives from personnel authorized under red alert protocol.
Every worker has the right to be represented on health, safety, compensation, rehabilitation and return to work issues, by their elected Union Representative and their union. Every worker has the right to elect health and safety representatives.
Unions have the right to:
Enter workplaces on health and safety issues;
Investigate breaches of health and safety laws;
Represent members and prospective members;
Initiate investigations and prosecutions for occupational health and safety breaches; Initiate cessation of work in unsafe areas; and Access all relevant information and reports.
Union Representatives have the right to:
Be democratically elected by a process determined by workers, in conjunction with their union; Utilise legal rights and powers to represent workers on health and safety matters; Inspect the workplace, within the agreed-upon confines previously noted; Access relevant information and be informed of all incidents; Be consulted by the employer before workplace changes occur that may affect health and safety; Issue notices when breaches are detected; Call in government inspectors; Direct workers to cease work where there is a belief of immediate risk to health and safety; Seek resolution of health and safety issues; Perform all OHS activities on paid time and have adequate facilities; Be assisted by any person at any time in the execution of union duties; Be protected by law from discrimination, harassment, bullying, intimidation and prosecution; Appeal any decision of a regulator or court regarding any health and safety, compensation or rehabilitation matter.
Every worker has the right to:
A safe and healthy workplace; Travel to and from work sites in safety and with appropriate protections; Return home from work free of injury or illness; Enjoy the highest level of protection, representation, compensation and rehabilitation, regardless of the jurisdiction within which they work; Take collective action over any health and safety matter, including the right to cease unsafe or unhealthy work; and Discuss, negotiate and be consulted and involved in all issues affecting their health, safety and welfare.
All workers (or prospective workers), including health and safety representatives, will be protected by law from discrimination, harassment, bullying or detriment to their employment because they have raised a health and safety issue, lodged a compensation claim or been involved in consultation on workplace health and safety matters.
Persons who control, manage or own workplaces have an absolute duty of care without limitation to provide and maintain safe and healthy work environments. Employers will not shift jurisdictions to attempt to avoid their OHS and workers compensation responsibilities and obligations. Employers are subject to all the obligations and responsibilities contained within this Charter.
Following a physical or psychological injury, all workers have the right to a fair, just and equitable compensation system, which promotes the best medical and like support, the most effective rehabilitation for injured workers and facilitates a safe return to work that offers genuine job security. Workers’ compensation standards are to:
Be available to all members of the workforce; Provide compensation for all injuries that arise from travel to, from or during work including and during recess breaks; Be available upon the death of a worker and for dependants of that worker; Be based on the 100% replacement of loss of income; Provide total cost of medical rehabilitation and other related expenses; Provide lump sum compensation for permanent disability; Ensure common law rights; Support rehabilitation and return to work; Ensure that workers are entitled to timely and effective claim determination and dispute resolution processes; Ensure the worker has access to the doctor of their choice; and Not be eroded by companies seeking to self-insure in order to obtain lower OHS and worker's compensation entitlements for workers.
All workers have the right to return to safe, suitable, meaningful and sustainable work, following the provision of quality rehabilitation services, commensurate to need. Rehabilitation will include the right to:
Union representation; Fair, equitable, high quality, appropriate, effective and timely rehabilitation plans and services; Consultation about all aspects of rehabilitation; All documentation and information relating to their rehabilitation; Privacy in the management of all records and information; and Personal choice of medical provider and rehabilitation service, where facilities permit.