EMPLOYEE

HANDBOOK

EXCELLENCE • SIMPLY DELIVERED •

Welcome to DHL Express (Ghana), Ltd.
We are excited to have you join our dynamic
Company. To get you started, here is your
personal Employee Handbook. For further
details on any Company Policies and
Procedures, please consult the complete
Human Resources Policy Manual or speak
with your immediate Supervisor.

Your immediate Supervisor will provide

you with an introduction to the
workplace. They will explain your duties,
responsibilities and accountabilities, as
well as the resources available to help
you function effectively in your job. As
all newly hired personnel are subject to a
probationary period of ninety days, it is
important to know what is expected of
you within your role and within the
Organization.

Each Employee receives an ID card with

their photo, identification information,
and a personalized Employee ID number
on it. ID cards must be visible at all times
while on duty. Your ID card must be
returned to your direct Supervisor should
you leave the Company. If it is lost or
stolen, please advise your Supervisor
immediately.
 DHL Employee Handbook_01

Mission Statement
Make our customers, employees and investors
more successful.

Demonstrate respect without compromising on

results.

We simplify our customers’ lives.

Want to make a positive contribution to our

world.

Vision
To become the Logistics company of the world.
DHL Employee Handbook_02

Our Quality Statement

Our Customers have many choices of

alternative service providers. In order for them
to continue to choose DHL Express (Ghana),
Ltd., we must strive to satisfy their
requirements every time.
To achieve this, we must:
Pick up on time;
Sort and handle shipments with care to prevent
damages and missorts;
Deliver on time;
Scan all packages;
Bill and invoice accurately;
In the event of a service problem, be able to provide
accurate information in a professional manner.

High quality means zero failures in every

activity. Doing things right, the first time, on
time, every time, is always more productive
and cost efficient.
 DHL Employee Handbook_03

Our Service Philosophy

Our Company will be successful if all our

Employees work towards satisfying our
Customers at all times.

In doing so, we will achieve total Customer

satisfaction by understanding our Customers
’service expectations and doing the things
necessary to consistently meet or exceed those
expectations.
contents
02 Our Quality Statement
05 HUMAN RESOURCES POLICIES
Equal Opportunity Employer
Recruitment and Salaried Job Posting Policy
Training and Development
Performance Feedback
Discipline Policy • Attendance
Benefits • Vacations
Time Off • Holiday Pay
Statutory Holidays
Employee Records • Privacy Policy
12 CODE OF CONDUCT
Personal Code of Conduct
Answering the Telephone • Confidentiality
Statements to the Media
Care and Use of DHL Express (Ghana), Ltd. Property
Computer System Access and Privileges
Internet Usage Policy
Personal Appearance
18 HEALTH AND SAFETY
Overview • Security
Conduct While Driving • Collision Reporting
Safety Apparel
22 COMMUNICATION
Complaint Procedures • Service Awards Program
24 ANTI-DISCRIMINATION POLICIES
Purpose • Defining Harassment and Discrimination
Discrimination Defined Under the Act
Sexual Harassment
Harassment Policy • What if it Happens to You? • Discipline
Human Resources
Policies
 DHL Employee Handbook_06

Equal Opportunity Employer

The Company believes we will gain, as an Organization and
individually, through the recruitment and development of staff that
represent the broad diversity of the Ghanaian workforce.

Recruitment & Salaried Job Posting Policy

The Job Posting Program is one sourcing alternative in the
recruitment process. It is an internal job advertising system that
provides an opportunity for internal applicants to be considered for
open positions along with other candidates, including external
candidates. Applying for an internal posting provides the opportunity
to be considered.

This does not guarantee an interview or job offer. However, every

effort will be made to interview all applicants. As positions become
available, they will be posted. The postings will specify the position,
job duties, qualifications, application procedures, and deadlines. To
be eligible to apply for a posted position, Employees must meet the
following criteria:

Be an active Employee of DHL;

Be in their current position for a minimum of six months;
Have a current performance rating of “Meets Expectations” or above;
Have no more than two applications open at any given time;
Must have the minimum skills required for the position.
DHL Employee Handbook_07

Training and Development

People allow DHL Express (Ghana), Ltd. to operate, grow, and
succeed. The Company recognizes that Employees have a desire to
do the best job that they can in a workplace where business skills,
knowledge, and abilities continue to change and increase. Therefore,
providing training and development opportunities is essential to
business success.

The Company will provide training for specific organizational needs

as they are identified. We encourage employees to take advantage of
the online courses at mylearningworld.net to help improve
their knowledge in their immediate and other Job roles.
Please ask your Supervisor for more information on training
opportunities.

Performance Feedback
Individual performance levels, development, and career
opportunities are important considerations for both the Company
and the Employee. Therefore, every Manager/
Supervisor will conduct a Performance Feedback Review a minimum
of once per calendar year for each of their Salaried Employees.
Progress Reviews and Feedback
Meetings may take place at shorter intervals than the minimum
requirement. This may occur when a specific performance
improvement has been identified.

An agreed upon plan will be established to achieve the expected

requirements. For new Salaried Employees, a special Feedback and
Review Meeting will occur during their three month probationary
period. In addition to the Performance Feedback Review Meeting for
Salaried Employees, all DHL Ghana staff – can expect to receive
ongoing verbal performance feedback with the opportunity for
discussion.
 DHL Employee Handbook_08

Discipline Policy
Disciplinary rules and procedures are necessary for promoting
fairness and order in the treatment of individuals and in the conduct
of Employee relations. The Company has adopted a progressive
discipline practice. Rules set standards of conduct and expected
behavior at work.

Procedures help ensure that the standards are adhered to and

provide a fair method of dealing with alleged failures to observe the
rules. The Policy includes the right to be accompanied by a colleague
during disciplinary proceedings and the right of appeal against the
disciplinary decision.

Attendance
The Company recognizes that an individual may be required to be
absent from work due to illness or other exceptional circumstances.
Attendance records are maintained and reported to the Human
Resources Department. An absence of three (3) or more
consecutive days requires a doctor’s certificate.
Note, however, that in certain circumstances, a doctor’s note may be
required for the first day of absence.

Employees must be fully prepared for work and in their designated work
area at their starting time.
A minimum of two (2) hours notice is required if an Employee is unable to
report to work.
If an Employee must be absent, it is his or her responsibility to telephone
their immediate Supervisor each day, regarding their status and expected
return to work, unless prior arrangements have been made with the
immediate Supervisor.
Employees are expected to remain on the job during their full shift, unless
otherwise authorized by their immediate Supervisor
DHL Employee Handbook_09

Benefits
Several supplementary benefits programs are made available to
Employees by DHL Ghana. For all full-time and part-time
personnel, a benefits information and enrolment kit will be
provided to you when you are hired. If you still have questions
after reading the kit, please ask your Supervisor for clarification
or contact the Human Resources Department.

Vacations
Salaried vacation entitlement is determined by years of service.
Effective January 1, of each calendar year, the vacation period
will be based on the calendar year for all Salaried Employees. All
allotted vacation time should be taken between January 1 and
December 31 of each calendar year. Employees who have not
taken all of their vacation for the year will be allowed to carry
over to be used no later than March 31 of the following year.
Any vacation time not taken by March 31 of the following year
will be forfeited. There will be no banking of unused vacation
days as of January 1, of the previous calendar years. Salaried
Vacation Entitlement will be as follows:

During the 1st year of employment:

New Employees hired on or before the first 15 days of the month will be
entitled to 2 days for their first month of employment. Thereafter, they
will accrue 2 days of vacation per month of employment for the
remainder of the calendar year. Employees hired after the 15th of the
month will begin accruing their 2 days per month in their second month
of employment. In their first year, Employees may only use the vacation
time they have already accrued.
 DHL Employee Handbook_10

2nd year of employment:

Employees in their 2nd year of employment are entitled to 22 working
days vacation for the calendar year.

3rd to 5th year of employment:

Employees in their 3rd to 5th year of employment are entitled to 24
working days vacation for the calendar year.

6th to 9th year of employment:

Employees in their 6th to 9th year of employment are entitled to 26
working days vacation for the calendar year.

10th year of employment or more:

Employees, who are in their 10th year of employment, or more, are
entitled to 27 working days vacation for the calendar year.

Statutory Holidays Observed by

DHL Express (Ghana), Ltd
Information on Statutory Holidays will be published through
emails, notice boards and any corporate communication medium.

Employee Records
Accurate employment records are essential to ensure that
Employees receive all of their benefits and to comply with
government requirements. It is the Employee’s responsibility to
inform his or her immediate Supervisor, in writing, of any change
in the following:
DHL Employee Handbook_11

Residential address and/ or telephone number;

Name;
Social Insurance Number and/ or landed immigrant status;
Marital status;
Dependants;
Driver’s License (for staff required to drive as part of their regular duties).

Privacy Policy
DHL Express (Ghana), Ltd. (the “Company”) is committed to
protecting the privacy of individuals concerning personal
information under its control and keeping their personal
information confidential, secure, and private, with guidelines
from the Data Protection Commission.

For the purposes of the Policy, “personal information” means

information about an identifiable individual. It does not include
the name, title, business address or business telephone number
of an Employee of the Company, or other information that is not
considered to be personal information by virtue of the Privacy
Act or its regulations.

This Policy applies to all personal information about individuals

held by the Company. For the purpose of the Policy, Employee
includes: Employees, former Employees, job applicants,
consultants, and contractors. The Company will only collect, use
or disclose Employee personal information for purposes that a
reasonable person would consider appropriate in the
circumstances.

Where there is a Collective Agreement, the terms of employment

governed by that Agreement continue unaffected by this Policy.
This Policy does not modify or alter in any way the terms of any
Collective Agreement.
Code of Conduct
DHL Employee Handbook_13

Personal Code of Conduct

To serve our Customers better, DHL Express (Ghana), Ltd.
Employees require a high degree of discipline, honesty, integrity,
and accountability. Good conduct is necessary for a safe and
efficient operation. There are certain basic standards and rules
that, if violated, will be subjected to discipline up to, and
including, dismissal. These are:

Theft, embezzlement or any other acts of dishonesty;

Use of intoxicants/drugs while on duty;
Being involved with unlawful use, possession, sale, manufacture or
transfer of drugs or narcotics in any manner in the workplace or related to
workplace activities;
Security violations;
Falsification of production records, i.e. time cards, route sheets, etc.;
Negligence and/or willful damage to Customers’ or DHL Company
property;
Insubordination;
Threatening injury or harm, or fighting, with another person while on
duty;
Violating the security of Customers’ premises or parcels;
Inappropriate behavior, i.e. rudeness when dealing with Customers and
the public (whether on the telephone or in person);
Smoking in non-designated areas;
Any disclosure of confidential information, i.e. Company, Customer,
personnel;
Committing an unsafe act which could/would jeopardize the health and
safety of any person while engaged in Company business;
Initiating or participating in inappropriate behavior or malicious conduct
that violates the Ghanaian Human Rights Act;
Committing an act that could/ would be detrimental to the environment
while engaged in Company business, i.e. disposal of dangerous goods or
hazardous material contrary to regulations.
The Company reserves the right to alter or change work rules as found
necessary:
For the safety and security of its personnel;
To protect Customer materials;
To improve the efficiency of DHL Express (Ghana)’s, operations and
security.
 DHL Employee Handbook_14

Answering the Telephone

Your voice is often our Customer’s first contact with DHL Express
(Ghana), Ltd. A Customer’s good impression of our Company is
often based upon the professional and prompt assistance
received on the telephone. When answering the telephone, do so
promptly, (fewer than 3 rings), and provide the Company name
followed by your name. The caller then knows who has
answered the phone.

If the caller has reached the incorrect person or department,

provide them with the correct number and offer to transfer
them. If the caller must be kept on hold, return to the line every
fifteen to thirty seconds and advise the caller that the call is still
on hold. Furthermore, offer to take a message and ensure the
message is relayed to the correct person in a timely fashion.

Confidentiality
DHL Express (Ghana), Ltd. provides courier and express parcel
service. In the course of business, DHL receives confidential
information from Customers and establishes procedures,
Customer lists, tariffs, systems, techniques, forms, methods and
other information relating to the business (“Confidential
Information”).

An Employee will have access to some or all of this Confidential

Information and the disclosure of any or all of the Confidential
Information may negatively affect DHL’s relationship with its
Customers. This may result in the loss of a valued Customer
and/or financial damages. Accordingly, for certain positions, an
Employee Agreement for non-disclosure is a term of
employment.
DHL Employee Handbook_15

Statements to the Media

The Company maintains good relations with the news media but
believes strict controls are essential on what is said and by whom.
Therefore, it is necessary to limit who is authorized to issue
statements or make verbal comments to the media. All media
contacts or queries must be referred to the Country Manager of
DHL Express (Ghana), Ltd., located at the Head Office.

Care and Use of DHL Express (Ghana), Ltd. Property

Employees will be responsible for the care and security of all
Company property issued or assigned to them. Lost, stolen,
misplaced or damaged property issued by the Company must be
reported to your Supervisor immediately.

Computer System Access and Privileges

All Employees requiring access to DHL Express (Ghana), Ltd.
software/computer systems to perform their jobs will be
assigned a system password, arranged through their Supervisors.
Under no circumstances should an Employee’s password be
given to another person, other than the direct Supervisor if need
be.

DHL Express (Ghana), Ltd. Software Compliance Policy requires

that only software which is proprietary of or for which DHL
Ghana holds a license agreement, may be loaded onto any DHL
Ghana system. Failure to comply with this Policy will lead to
discipline up to, and including, dismissal.
 DHL Employee Handbook_16

Internet Usage Policy

Internet access provides opportunities to communicate
electronically with persons outside the Company and to access
information stored in a variety of formats. This medium offers
many features that enhance our ability to do our job, but that
could expose DHL Express (Ghana), Ltd. to increased liability if
not used properly.

1. The Internet should be used for DHL business only. Any communications
sent or received, and information obtained, will remain at all times, the
property of DHL.

2. Employees may not spend work time on personal use of the Internet or
otherwise allow personal use of the Internet to interfere with their own,
or any fellow Employee’s, job performance. Employees may not use the
Internet for personal use in ways that generate any cost to DHL. Finally, at
no time can Employees use the Internet for commercial purposes that are
not work-related, or use it in any way that may offend other Employees or
otherwise violate Company Policy.

3. Internet access must not be used to send or receive communications

and/or visit sites containing offensive content. Offensive content includes,
but is not limited to, sexual comments or images, racial slurs, or any
comments that would offend someone on the basis of his or her age, sex,
race, sexual orientation, marital status, religious or political beliefs,
national origin, disability, or any other characteristic protected by law.

4. Internet access must not be used to defraud, harass, or defame others; to

infringe copyrights or other intellectual property; to violate any Company
Policy; or to violate any applicable law or regulation.
DHL Employee Handbook_17

5. Internet access must not be used to visit interactive chat rooms, (e.g.
MSN), or for access to Internet based radio stations, etc. These activities
increase network traffic and could interfere with business related network
traffic. DHL’s network is owned and controlled by DHL, and Employees’
access to the Internet through this network is subject to DHL’s approval
and consent. DHL may, at any time and for any reason, access, monitor,
and/ or disclose Employee Internet usage. Employees should be aware
that DHL tracks the use of its Internet gateways, records specific website
visits, and may, from time to time, block access to certain websites. This
access and monitoring may occur during or after work hours by any
Supervisor, Manager, or security personnel designated by DHL.

Personal Appearance
Employees must wear the prescribed uniform or adhere to the
dress code of their work area.

Employees are expected to maintain a neat and clean

appearance.

Worn out uniform items must be turned in to your Supervisor for

replacement.
 DHL Employee Handbook_18

CODE OF CONDUCT
IT’S HOW WE DO
WHAT WE DO
A good reputation is critical to the success of any company, and in 2006
Deutsche Post DHL declared its commitment to ethical, responsible and
legal business practices, by introducing its Code of Conduct.

The Code of Conduct provides guidelines on appropriate behavior, and

making the right decision in the workplace. It applies to all regions and
divisions of Deutsche Post DHL, and each of us can contribute to the
success of our company by living the Code of Conduct.

But what is appropriate behavior?

QUALITY AND ETHICAL STANDARDS

Our commitment to quality is core to our business. We place the highest
priority on making our customers successful, knowing that customer
success guarantees our own success. We will act in an entrepreneurial
way and strive for excellence in both our business performance and our
ethical behavior.

We will comply with all applicable laws and regulations and work
constantly to improve our products, services, management and behavior
to ensure our customers’ success.
DHL Employee Handbook_19

HEALTH, SAFETY AND ENVIRONMENT

We are committed to workplace health and safety, and strive to foster the
physical and psychological wellbeing of our employees. We prohibit any
kind of violence in the workplace, including threatening or intimidating
behavior. We acknowledge the impact our business has on the
environment. Our primary focus is to minimize our use of fuel and
alectricity. We are constantly seeking ways to improve how efficiently we
use fuel, energy and products made from natural resources.

DIVERSITY AND EQUALITY

We consider the diversity of our employees to be a real strength. We
promote an inclusive work environment in order to attain the highest
possible productivity, creativity and affectiveness. The key criteria for
employee selection and promotion are skills and qualifications. We do not
discriminate or tolerate discrimination with respect to gender, race,
religion, age, disability, sexual orientation, national origin or any other
characteristic protected under law.

MUTUAL RESPECT AND OPENNESS

Team spirit is triggered by open-mindedness. We support an open door
policy and initiatives to share and exchange knowledge and ideas. We give
and look for feedback and communicate actively and openly with eachother.
We are fair and frank in our discussions and deal with people’s different
views and opinions in a constructive manner.

We endeavor to involve colleagues in decision-making processes to achieve

our common goals with reliability and commitment. We do not tolerate any
form of harassment such as workplace bullying, unwelcome sexual
advances, unwanted physical contact, inappropriate jokes and words, or
demeaning comments.
 DHL Employee Handbook_20

CODE OF CONDUCT
IT’S HOW WE DO
WHAT WE DO

FAIR COMPETITION AND CONFLICTS OF INTEREST

We are committed to free enterprise and fair competition. We base our
business decisions, including the selection of suppliers, agents and other
business partners, solely on merit and open competition. To avoid
potential conflicts of interest, we require that any existing relationships
employees, officers or directors may have with persons or companies
with whom we do business, must be declared to a supervisor.

This includes relationships by blood (e.g. siblings, parents), marriage

(spouse), partnership, or investments in the business partners’
organization.

BRIBERY, GIFTS AND BENEFITS

We trust that the excellence of our services is the key to our business
success. We deal with customers, suppliers and government agencies in a
straightforward manner and in compliance with all applicable laws. We
will not ask for or solicit services, gifts or benefits that may influence, or
appear to influence our conduct, or the conduct of others.

Where gifts and entertainment are exchanged, these must reflect good
business practice and be in accordance with the DPDHL Anti-Corruption
and Business Ethics policy.
DHL Employee Handbook_21

PROPERTY AND DATA PROTECTION

We respect the property and information of others. We prohibit the use of
company property – including labor, suppliers, equipment, buildings and
other assets - for personal laws relating to personal data and DPDHL
Data Privacy Policy, and prohibit the disclosure of technical, financial,
operational and other information that is not known to the genaral
public for personal gain, or for the benefit of anyone other than the
company.

THIS IS YOUR COMPANY - SPEAK UP!

The continued success of our company depends on everyone living up to
the principles of the Code of Conduct, let your immediate supervisor
know. If you cannot or do not want to approach your supervisor, contact
your HR department or your Regional Compliance Officer.

CONTACT:

The full version of the DPDHL Code of Conduct and Anti-Corruption and Business
Ethics policies are available from your HR representative, or on COIN.
Health & Safety
DHL Employee Handbook_23

Health and Safety

Overview
Employees are required to adhere to all Company health and
safety policies and procedures.

Avoid personal injury/collisions by adopting safe work habits.

All collisions of any nature must be reported to your immediate

Supervisor.

Treatment for minor injuries, (i.e. First Aid), must be recorded in

the First Aid Log.

All injuries, regardless of severity, must be reported immediately

to your Supervisor.

Report all unsafe work conditions and situations to your

Supervisor immediately

Personal Protection Equipment, (PPE), which is supplied by the

Company for specific positions, must be worn at all times while
engaged in the duties of that position.

Until you are trained and certified in the safe handling of

Dangerous Goods, you are prohibited from handling or
processing them.
 DHL Employee Handbook_24

Security
All vehicles must be locked, windows closed, and the keys
removed from the ignition at all times when the vehicle is
unattended.

Company vehicles are not to be taken off the assigned route or

used for personal reasons without prior authorization.

Customers’ facility keys and access codes must be secured at all

times.

Upon entering and exiting any DHL facility or Customers’

premises after hours, please ensure that the door is locked
behind you.

Whenever a Customer’s facility is found unlocked during the

time that their personnel are not on duty, do not enter. Report
this immediately to your Supervisor.

Remove valuables, equipment and cellular phones from sight

when the vehicle is unattended.

Conduct While Driving

It is the expectation of DHL Express (Ghana), Ltd. That every
person performing any type of driving function for the Company
drives defensively and acts in a manner that exemplifies
professionalism and total responsibility. These rules are in
addition to the general rules for all personnel and violations will
be subject to discipline up to, and including, dismissal:
DHL Employee Handbook_25

Whether on Company time or personal business,

Employees must try to avoid vehicle collisions by driving defensively at all
times;
Do not transport unauthorized persons;
You are required to drive in a safe and professional manner at all times;
You are required to report a collision as soon as reasonably possible;
Falsifying driver logbooks and/or route records is strictly prohibited;
You are required by law to wear seat belts at all times when the vehicle is
in motion

Collision Reporting
In the event you are involved in a collision while on
Company business – whether or not there are injuries
involved – render as much assistance to the injured as possible,
attempt to gather names and addresses of witnesses, and
contact your Supervisor. Do not make any statements that may
be construed as an admission of liability or fault.

Where appropriate, immediately report the matter to your

insurance agent or broker. In the event of a collision resulting in
serious injuries (i.e. paraplegia) and/or fatalities, notification
must be made to the DHL Express (Ghana), Ltd. Head of
Administration. The following information is necessary to
properly report a collision and should be recorded at the scene
of the collision:

Location, date, and time of collision;

Name(s) and address (es) of driver(s) involved;
Name(s) of person(s) injured, and the extent of their injuries;
Date, model, type of license number of other vehicle(s) involved;
Insurance Policy number and carrier for all drivers involved;
Name(s) of police officer(s) at the scene or contacted.

Record name, address, and telephone number of all witnesses to the

collision.
Communication
DHL Employee Handbook_27

Communication
Complaint Procedures
Each Employee has the right to seek a solution to any complaint,
problem, difference, or dispute relating to their employment with
DHL Ghana Ltd. The Employee also has the right to be
accompanied by a colleague if he or she feels it is appropriate. It
is the intention and commitment of DHL Ghana that any
complaint be settled as fairly and as quickly as possible. In order
to do so, all parties to a complaint are expected to act in
accordance with this code at all times:

Employees will have access to higher levels of management, where

necessary, to pursue their complaints or to highlight failure to adhere to
our stated values;

All Employees are encouraged to first address any issue with their direct
Supervisors, where appropriate. For access required beyond the direct
Supervisor level, contact the Supervisor’s direct Manager or the
Company’s Human Resource Management Team to investigate and
facilitate the appropriate steps for resolution;

Service Awards Program

DHL Express (Ghana), Ltd. recognizes your contribution as you
reach each milestone year of service for: 5, 10, 15, 20, 25, 30,
and 35, 40 year anniversaries by providing a crystal plaque of
your years of service and fund donation.
Anti-Discrimination
Policy
DHL Employee Handbook_29

Anti-Discrimination Policy
Purpose
It is the purpose of this Policy to ensure that all Employees are
aware of the scope of the Ghanaian Human Rights Act and
appreciate the need to prevent discrimination in the prohibited
areas covered by the Act.

Race National or Ethnic Origin

Religion Age
Marital Status Family Status
Disability Colour
Sexual Orientation Sex
Conviction of an Offence for
which a pardon was granted

Defining Harassment and Discrimination

Harassment is any behavior that occurs at work or in a work
related setting which:

(i) Is unwelcome, and

(ii) Is a condition of employment, or is reasonably perceived to be a condition

of employment, and

(iii) Is motivated by, directed towards, or based upon one of the prohibited
grounds listed above. Harassment may be in many forms. It may occur as
a result of a single incident or repeated incidents. It may occur between
colleagues, Supervisor to Subordinate, Subordinate to Supervisor,
Employee to Client, or Client to Employee.
 DHL Employee Handbook_30

Discrimination Defined Under the Act

For a practice to be considered discriminatory within the
grounds prohibited under the Act, it must:

Be reasonably perceived as a condition of employment (including

availability or continuation of work, promotional or training
opportunities) or of the provision of goods, services, facilities or
accommodation customarily available to the general public; OR
Influence decisions on such matters; OR
Interfere with job performance or access to or enjoyment of goods,
services, facilities or accommodations; OR
Humiliate, insult or intimidate any individual

Sexual Harassment
One of the most serious forms of harassment is sexual harassment.
This form of harassment can occur on a one-time basis, or as a
series of incidents. While the following is not an exhaustive list,
sexual harassment may include:

Verbal abuse or threats;

Unwelcome remarks, jokes, innuendoes, or taunting about a person’s body,
attire, etc;
Displaying pornographic or other offensive or derogatory pictures;
Practical jokes which cause awkwardness or embarrassment;
Unwelcome invitations or requests, whether indirect or explicit, or
intimidation;
Leering or other gestures;
Condescension or paternalism that undermines self-respect;
Unnecessary physical contact, such as touching, patting, pinching, punching
and/or physical assault.

Sexual harassment may also involve favors or promise favors or

advantages in return for submission to sexual advances, or
alternatively, the threat of reprisal for refusing them.
DHL Employee Handbook_31

It must be stressed that sexual harassment is not the accepted

social banter that occurs regularly in the workplace, nor is it
related to flirtation or a workplace romance between two
consenting persons. Sexual harassment is by definition unwelcome
and one-sided. Both males and females may be victims of it.

Harassment Policy
It is the Policy of this Company to require all Employees to
maintain proper standards of conduct in all work related settings.
This includes, but is not limited to, Company offices, wherever
Company business is conducted, as well as at any offsite Company
related functions.

Harassment, as defined above, introduces a disruptive element

into the work environment that endangers the well-being and/or
job performance of the individual. Harassment in the workforce
will not be tolerated and breaches of this Policy could result in
discipline up to dismissal.

What if it Happens to You?

If you believe that you have become the subject of any type of
harassment, you should take the following steps:

a. Immediately make it known to the person(s) causing you to feel

uncomfortable that you find their behavior or actions
unwelcome and objectionable, and what they are doing is
harassment under the Company’s Policy.
 DHL Employee Handbook_32

b. If you are unable to speak with the person(s) causing you to feel
uncomfortable, or if the actions persist, do the following:
1. Make a written record of all incidents, noting the behavior involved,
date, time, witnesses, and location. Use the method of who, where,
when and what.

2. Contact your Supervisor and advise him or her of the facts. Be

prepared to summarize your complaint in writing. Should the person
causing you to feel uncomfortable be your Supervisor, contact his or
her immediate Supervisor.

In any event, there are three critical concepts to understand if

you are a victim or become aware of a harassment situation:
1. Talk to someone with whom you feel comfortable and confident that
the matter will be dealt with confidentially and professionally.

2. Do not keep the situation to yourself – TELL SOMEONE! By keeping

the matter to yourself the situation will never get resolved.

3. The Company is committed to providing a harassment free

workplace. For all Employees, it is important to realize that your
complaint will be dealt with in a most expeditious and extremely
confidential manner. The complaint will not be kept in your personnel
file. Should you feel that your complaint is not being dealt with in
either a timely or professional manner, please contact the Country
Manager or HR Generalist immediately.

Discipline
When, upon investigation, a complaint is found to have
substance, the individual against whom the complaint has been
laid will be subject to immediate disciplinary action up to, and
including, dismissal.
DHL Ghana Ltd
C913/3 North Ridge Crescent Road
North Ridge
P O Box 207
Accra

In Country: 030-2213090-7
From Outside: +233-302-213090-7