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On the first day on board, you will receive guidance on rules of conduct, such as interpersonal relationships, drugs, cigarettes, excessive alcohol use, fights, cultural diversity, and misconduct. These rules are implemented in order to maintain a safe and healthy workplace.
All cruise lines have zero policy for
The use of drugs on board is strictly prohibited. If you are caught using or carrying narcotic substances, you will be responsible for International Drug Trafficking.
There are random drug tests and/or alcohol tests. A crew member’s refusal to undergo alcohol testing, refusal to provide a sample specimen, or alter the sample shall result in dismissal from the ship. Any violation of this policy will subject crew members to dismissal.
Fights on board:
Brawls on board are not allowed or tolerated, those involved will be dismissed immediately. Offenses and arguments should be avoided.
Relationships between crew members and passengers are strictly prohibited. Any intimate relations or attempts at intimate relations – including asking a passenger to be alone, kissing, engaging in sexual relations, or any other similar behavior - will lead to discharge. Relationships between crew members are allowed.
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It is Company policy that employees shall not be subjected to harassment or retaliation.Accordingly, Princess Cruises will promote and maintain a work environment free from all forms of harassment and retaliation while insisting that all employees be treated with dignity, respect and courtesy. Harassment or retaliation occurring in the workplace or in connection with work is counterproductive to the organization and will not be tolerated.
This policy applies to all members of staff. The Company will make every effort to ensure that everyone is familiar with this policy and understands that the Company will investigate thoroughly and resolve appropriately any complaint of harassment or retaliation.
The following discussions of what constitutes harassment and retaliation are simply guidelines and are not exhaustive definitions. You are encouraged to consult with your Supervisor, Manager, Personnel & Training Manager or a Head of Department regarding any question you have about harassment or retaliation.
2. Harassment Definition
The Company considers harassment to be any action directed by one person at another of the same or opposite gender, same or different sexual orientation, physical or mental ability, race, ethnic or national origin, religion or belief, or age regardless of the perpetrator’s motives, which a reasonable person would find to be harassment, including:
• unwelcome verbal or physical conduct;
• unsolicited derogatory words or gestures;
• showing or circulating written, printed or electronically disseminated material of a nature which others may find offensive;
• any other conduct of a nature which may interfere with an individual’s work performance or create an intimidating, hostile or offensive working environment;
• any attempt to penalize or punish a person for rejecting or objecting to the actions described above;
• use of the Internet or e-mail system to transmit, communicate, or receive sexually suggestive, pornographic, or sexually explicit pictures, messages, or material.
The ship’s company is advised that any unwelcome physical contact, sexual advances or similar objectionable actions with a fellow crew member will be considered a violation of this policy and grounds for discharge.
For the purposes of defining harassment, the ship’s company is advised that harassment does not only have to take the form of physical contact but can include:
• Visual conduct, including leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters;
• Verbal conduct, such as sexually-oriented verbal kidding, teasing or jokes, repeated offensive sexual flirtations, advances or propositions, derogatory comments, epithets, slurs and jokes, verbal abuse of a sexual nature, verbal comments about a physical appearance, their sexual activity, suggestive or obscene letters, notes or invitations;
• Physical conduct, such as touching, pinching, brushing up against another’s body, or impeding or blocking movements.
Individuals who experience harassment should make it clear to the offending party that such behavior is offensive. If the behavior continues, or if they are uncomfortable expressing their feelings directly, it should be brought to the attention of their Supervisor, Manager, Personnel & Training Manager, or a Head of Department.
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3. Two Kinds of Sexual Harassment:
Quid pro quo: Comes from the Latin meaning “this for that.” This occurs when you are either offered some tangible favor or benefit or your working conditions are threatened, based on your response to demands for these favors (“You’ll get a promotion if you…”)
Hostile Work Environment: Unwelcome sexual conduct sufficiently severe, persistent, or pervasive so as to affect an employee’s performance negatively and/or create an intimidating, hostile or otherwise offensive environment.
The recipient’s perception – not the harasser’s intent – is the standard by which conduct is measured.
4. Discriminatory Harassment
The Company’s policy prohibits discriminatory harassment based on gender, color, race, age, national origin, ancestry, marital status, religion, sexual orientation or other protected status.
As an illustration, some examples of conduct that may be regarded as discriminatory harassment may be:
• Epithets, slurs, negative stereotyping, disparaging remarks or intimidating acts based on any of the protected categories listed above;
• Telling or forwarding jokes directed to someone’s protected status, such as racial or ethnic jokes, regardless of whether “everyone tells them back and forth”;
• Posting, forwarding, showing or displaying in any manner cartoons that make fun of any group, religious belief, sex, or individual because of his or her protected status;
• Forwarding offensive e-mails, printing them out or displaying them in any manner.
5. No Victimization or Retaliation
No crew member should be subjected to victimization or retaliation for reporting, or expressing opposition to, any incident of harassment. Any such victimization or retaliation is a dismissible offense.
Employees, who make complaints of harassment, report harassment they observe, or provide information relating to such complaints or reports will be protected by the
Company against any victimization or retaliation. It is the right of the employee to bring the complaint or concerns to the attention of the Company. No action will be taken against you for filing your complaint, so long as you are truthful and accurate.
6. Relations with Passengers
There is no such thing as allowable intimate relations with passengers, whether welcome or not. Any intimate relations or attempts at intimate relations – this includes asking a passenger to be alone, kissing, engaging in sexual relations, or any other similar behavior will lead to discharge. This is prohibited at any time so long as the crew member is signed on to the crew agreement and covers conduct both on the ship and ashore. Such conduct may also be considered a criminal assault and lead to the arrest of a crew member.
Passengers are not to be invited to an officer/crew accommodation or area, nor should an officer/crew member visit a passenger cabin, unless required to do so in connection with their official duties. Officers/crew in passenger cabins likewise may not invite a passenger into their cabin. The exception to this section is where a passenger is already recognized to be in a relationship with an officer/crew member prior to boarding the vessel. The officer/crew member must declare this to their Head of Department prior to the passenger boarding.
Complaints are received from time to time from passengers and others about forms of harassment onboard. In most cases, particularly those involving sexual harassment, there is no actual intent to harass and the complaints arise from misunderstandings caused by different cultural practices and standards. A kiss on the cheek, for example, may be perfectly acceptable in one culture but completely unacceptable in another. Strict adherence to the above rules is for the protection of the officer/crew member.
7. Reporting Harassment
The Company complaint procedure allows crew the ability to establish a complaint verbally or in writing.
• An informal complaint is usually made verbally to one’s Supervisor, the Personnel & Training Manager, or Head of Department.
• A formal complaint is done in writing and submitted to the crew office or by calling 1-800-872-6779 Extension 31550 (within the United States) or +1-661-753-1550 (for international calls). Alternatively, a call can be made to the Compliance Hotline. Employees are expected and encouraged to inform others in the workplace whenever their conduct is unwelcome, offensive, in poor taste, or inappropriate. Employees who believe they have been subjected to or witnessed any conduct prohibited by this policy are expected to report the conduct to their supervisor, Personnel and Training Manager, Head of Department, or ashore in the manner stated above. All reports of harassment will be investigated fully and promptly and, to the extent reasonably possible, on a confidential basis.
If it is determined that the alleged harasser has violated policies, appropriate corrective action will be taken in accordance with the Company’s Disciplinary procedure, which may include discharge.
8. False Harassment Allegations
No person will suffer any adverse employment consequences as a result of a good faith report under this policy. The Company vigorously defends its crew members’ right to work in an environment free of harassment and retaliation. The Company also recognizes that false accusations can have serious consequences. Accordingly, any individual who is found, through the investigation process, to have falsely accused another person of harassment or retaliation may be subject to appropriate disciplinary action, up to and including discharge.
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This policy applies to all crew members.
All crew members are prohibited from consuming alcohol while on duty or within 4 hours prior to being on duty.
No crew member may be on duty under the influence of alcohol, which is defined as a blood alcohol content at or above 0.04% (40.0mg%) or any lesser level which materially impairs the crew member’s ability to perform his/her job duties.
No crew member may ever have blood alcohol content at or above 0.05% (50.0mg %) at any time while onboard. STCW regulation VIII/1 “Fitness for Duty” including alcohol limits applies to contractors, pilots and all other persons employed onboard Norwegian Cruise Line vessels.
Alcohol purchased on shore may not be brought on board the ship.
A crew member’s refusal to undergo alcohol testing, refusal to provide a sample specimen, attempt to tamper with the sample, or alter the sample shall result in dismissal from the ship.
Any violation of this policy will subject crew members to dismissal.
Periodic screening will take place using an Electronic Digital FST (Field Sobriety Testing Device).
The Master, Staff Captain or the shoreside Fleet Personnel Department can order the alcohol breath test of any crew member at any time in the event of suspicion of alcohol abuse.
Because the result of the test is immediately available, the results must be witnessed and verified by at least two officers one of which shall be the Staff Captain or the HR Director/Manager, and one other such as the Sr. Doctor, Doctor, Nurse or Security Officer.
If there is no HR Director/Manager on board then the Staff Captain or his delegate shall attend.
The F301.01 Breath Alcohol Screening Test Results form is to be used to report the results of alcohol screening. The Company may implement such other testing procedures or methods as deemed appropriate at its sole discretion.
In keeping with the Alcohol Policy, any reading at or above 0.04% (40.0mg%) or at or above 0.05% (50.0mg%) will be considered as “under the influence” and referred to the Master for disciplinary action.
To verify compliance with this policy, testing of a random sampling of each ship’s complement will be periodically carried out at the instruction of the shoreside Fleet Personnel Department (DER or V.P. and above). Results of the testing will be provided to the vessel’s Master and the Vice President Fleet Personnel. Any shipboard officer, upon suspicion of a violation of this policy, may have a crew member tested for alcohol after notice to and approval from the Master, Staff Captain or the VP Fleet Personnel.