PERSONNEL DISCIPLINE MANUAL
PREPARED BY :
ARNOLD TOLENTINO MANAGER FOR ADMINISTRATION
APPROVED BY :
XZ MAY P.INOJALES EXECUTIVE VICE PRESIDENT
JUANITO C. INOJALES PRESIDENT/GEN. MANAGER
TABLE OF CONTENTS
I. II. III. IV. V. VI. A. 1. 2. 3. 4. 5. 6. B. 1. 2. 3. 4. 5. 6. 7. 8. 9. VII. A. B. C. D. E. F. G. H. VIII. IX. A. B. C. D. E. F. G. H. I. J. K. OBJECTIVE ................................................................................................................................................................................... 3 SCOPE ............................................................................................................................................................................................ 3 COVERAGE .............................................................................................................................................................................. 3 RATIONALE .............................................................................................................................................................................. 3 COMPANY’S EXPECTATIONS OF ITS EMPLOYEES .......................................................................................................... 4 POLICIES .................................................................................................................................................................................. 4 WORK HOURS ............................................................................................................................................................................. 4 Attendance and Time Record ............................................................................................................................................. 4 Leaves of Absence............................................................................................................................................................... 4 Break Period ......................................................................................................................................................................... 5 Overtime ................................................................................................................................................................................ 5 Tardiness ............................................................................................................................................................................... 5 Undertime .............................................................................................................................................................................. 6 EMPLOYEE CONDUCT .................................................................................................................................................................. 6 Good Grooming .................................................................................................................................................................... 6 Health ..................................................................................................................................................................................... 6 Safety ..................................................................................................................................................................................... 6 Security .................................................................................................................................................................................. 6 Employee Relations ............................................................................................................................................................. 6 Client Relations .................................................................................................................................................................... 7 Care of Company Records and Assets............................................................................................................................. 7 Work Performance ............................................................................................................................................................... 7 Other Punishable Acts ......................................................................................................................................................... 7 THE DISCIPLINARY PROCESS ........................................................................................................................................... 8 RESPONSIBILITY AREAS .............................................................................................................................................................. 8 PRELIMINARY INVESTIGATION ..................................................................................................................................................... 8 VERBAL W ARNING ....................................................................................................................................................................... 8 WRITTEN W ARNING ..................................................................................................................................................................... 9 SUSPENSION................................................................................................................................................................................ 9 DISMISSAL ................................................................................................................................................................................... 9 CONSIDERATIONS ........................................................................................................................................................................ 9 DOCUMENTATION ...................................................................................................................................................................... 10 DETAILED PROCEDURE..................................................................................................................................................... 10 SCHEDULE OF PENALTIES ............................................................................................................................................... 10 WORK HOURS ........................................................................................................................................................................... 10 GOOD GROOMING ..................................................................................................................................................................... 11 HEALTH ...................................................................................................................................................................................... 11 SAFETY ...................................................................................................................................................................................... 12 SECURITY .................................................................................................................................................................................. 12 EMPLOYEE RELATIONS.............................................................................................................................................................. 12 CLIENT RELATIONS .................................................................................................................................................................... 12 CARE OF COMPANY RECORDS AND ASSETS ............................................................................................................................ 13 WORK PERFORMANCE .............................................................................................................................................................. 13 OTHER PUNISHABLE ACTS LISTED IN VI.B.9 ............................................................................................................................ 13 OTHER OFFENSES NOT LISTED IN THIS MANUAL ....................................................................................................................... 13
PERSONNEL DISCIPLINE MANUAL
I.
OBJECTIVE
To establish comprehensive policies and procedures on personnel discipline and corresponding resolution on infractions of the same II. SCOPE
This manual covers policies and procedures pertaining to the following areas: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. Attendance and Time Record Leaves of Absence Break Period Overtime Tardiness Undertime Good Grooming Health Safety Security Employee Relations Client Relations Care of Company Records and Assets Work Performance Other Punishable Acts III. COVERAGE
All officers and employees, regardless of position or classification, shall be governed by this policy. IV. RATIONALE
It is the policy of the Company to promote high morale1 in all employees through appropriate and comprehensive employee code of conduct. There is no need for the application of disciplinary measures, if the employees could be counted on to behave reasonably, willingly carry out instructions and abide by the established rules and standards. However, if there are still those who fail to observe fair standards of behavior then it becomes necessary for the Management to impose appropriate disciplinary action. It is the policy of the Company to ensure health and safety of its employees and to avoid unnecessary exposure of the employees to danger or other hazards such that they may work for the Company with maximum competence. The Company has prescribed herein the rules and regulations to govern employees’ conduct pertaining to health, security and safety, while on the job or within in the premises of the Company. Any employee who willfully violates any of the rules or who, through gross negligence, commits an unsafe act, shall be subject to disciplinary action including, but not limited to, reprimand, suspension, warning or dismissal. Such disciplinary action shall depend on the gravity of the offense or the degree of the danger to which the employee or his co-employee has been unnecessarily exposed to by reason of such unsafe act or omission.
1
morale [mə r l] noun how somebody feels emotionally: the general level of confidence or optimism felt by a person or group of people, especially as it affects discipline and willingness Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
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PERSONNEL DISCIPLINE MANUAL V. COMPANY’S EXPECTATIONS OF ITS EMPLOYEES
Each employee of
shall:
Maintain the highest degree of honesty, integrity and devotion to duty with full awareness that any misconduct or misdemeanor on his part amounts to a breach of the trust and confidence that the Company has reposed in him. Render courteous, pleasant, efficient and prompt service to clients and customers of the Company knowing well that discourteous, rude and inefficient service tarnishes the good image and reputation of the Company. Render a fair day’s work of a fair day’s pay and thereby give the Company what is due in terms of time, attention, and output in exchange for wages and benefits. Exercise care and mature judgment in the discharge of duties and responsibilities, always conscious of the adverse effects of improper and careless performance. Respect and strictly observe rules and regulations of the Company so that order and discipline may be maintained in the organization at all times. Recognize the value of economy and proper use and preservation of property and facilities, and conversely, the ill effects of wastage and unnecessary expenditures. Extend full cooperation and assistance to superiors and peers so that the strength that teamwork builds shall always prevail. Develop and expand his own personal knowledge and skills sot that he may be prepared and properly equipped for the opportunities open to him involving his career and professional growth in the Company. Contribute his utmost to the overall manpower productivity in terms of effort, expertise, creativity, and innovation so as to ensure the continued growth and progress of the Company. Be loyal to the institution for which he works and for that provides him with his source of livelihood with full knowledge deeply ingrained in his mind that the success or failure of the Company will also mean his own personal success or failure. VI. POLICIES
A. Work Hours 1. Attendance and Time Record a) All employees, regardless of level and position shall strictly observe their regular working schedules to be established and may be amended from time to time by the Management. b) All employees shall be provided with a means of keeping their individual attendance and time records, i.e. time card. c) At the end of each payroll period, each employee and his immediate superior shall certify to the veracity of the entries in the time card by affixing their respective signatures on the space provided therein. d) Employees shall not be allowed to loiter or leave his area of assignment for extended period of time without prior express permission from his immediate superior. e) Employees are strictly prohibited from engaging in unnecessary conversation with any co-employee, sleeping, reading newspapers, books, magazines or any other literature or engaging in activities not related to his job. f) Each employee shall punch in/out his own time card. No employee shall ask another to punch in/out his time card or consent to another employee’s request of the same nature. g) Employees are not allowed to bring his time card outside the office, unless with prior approval of his immediate superior. 2. Leaves of Absence a) General Policies (1) For purposes of this manual, the term ABSENCE shall mean failure to report for work for whatever reason, whether justified or not, to wit: (a) Vacation leave with/without pay (b) Sick leave with/without pay (c) Maternity leave db63866c-e875-4fe7-b906-bdad105286e0.doc 4/29/2009 Page 4 of 13
PERSONNEL DISCIPLINE MANUAL (d) Absence without official leave (AWOL) (e) Other forms leave of absence as defined by the law (2) All regular employees shall be entitled to vacation and sick leave with pay equivalent to five (5) working days each per year of continuous service. For purposes of computation, monthly leave credit shall be equivalent to the total leave credits per year over 12 months. (3) Vacation and sick leave shall be earned first by an employee prior to availment. Leave credits may not be availed of in advance. (4) When the purpose for which the leave of absence was secured/approved no longer exists, the employee shall immediately return to work. (5) Employees, who extend their vacation leave without prior express authority from the management, go on leave without prior permission, or refuse to be recalled without valid reason, shall be considered Absent without Official Leave (AWOL). (6) The cash equivalent of earned/unveiled vacation and sick leave credits shall be paid to an employee in case of resignation, retirement or separation. b) Vacation Leave (1) All vacation leaves shall be covered by an application form to be prepared by the employee and duly approved by an authorized officer prior to availment of leave. (2) Management has the right to approve/disapprove applications for leave of absence solely based on discretion. c) Sick Leave (1) Sick leave may be availed of ONLY by employees who were actually sick. The Management reserves the right to investigate the availment of sick leave and refuse payment for the same, in case of deception. (2) The employee or his immediate relative shall immediately inform his immediate superior of his sickness through telephone, radio or any available means. This shall include pertinent information such as the nature of sickness and whereabouts. (3) The Management, if it deems necessary, may require the employee to present a physician’s certification. (4) Upon returning to work, the employee shall immediately accomplish an application form, secure the approval of authorized signatory and submit the same to concerned officers. d) Maternity Leave Female employees shall be entitled to maternity benefits in accordance to law. 3. Break Period a) To provide a respite from routine chores, employees may be granted 15-minute breaks after a two-hour work period in the morning and afternoon to be spent in the work area or immediate premises. Said work break shall be spent in taking coffee and quick refreshments and not for heavy meals, idle chat and similar activities. b) All employees shall be entitled to a one-hour lunch break usually to be taken at noon time or after a four-hour work period. 4. Overtime a) Any kind of activity required by the employee’s job and performed in excess of the regular working hours shall be justly compensated according to the rates specified by law and subject to existing company polices and procedures. b) As a general rule, all overtime services rendered shall be pre-approved by authorized officer. 5. Tardiness a) Tardiness, whether excused or unexcused, shall be defined as coming in for work past the prescribed start, and grace period, of the employee’s work schedule. The grace period shall be seven (7) minutes. b) Tardiness shall be considered excused if brought about by circumstances beyond control, such as any 2 fortuitous events or force majeure or if, in the opinion of the management, is due to justifiable reasons.
2
force majeure [fáwrss ma úr] noun 1. law event that makes somebody do something: an unexpected event that crucially affects somebody’s ability to do something and can be put forward in law as an excuse for not having carried out the terms of an agreement (formal) 2. superior power: a force that is superior in power or impossible to resist Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
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PERSONNEL DISCIPLINE MANUAL c) All tardiness, whether excused or unexcused shall be noted by the immediate superior for purposes of evaluating employee performance. d) The wages of employees who have incurred unexcused tardiness shall be subject to deduction equivalent to the number of minutes counting from the prescribed start of work schedule without prejudice to any disciplinary action that may be meted. e) Habitual tardiness shall be subject to disciplinary action. Three (3) unexcused tardiness within a period of one (1) payroll period or 15 days constitutes a tardiness offense. 6. Undertime a) An employee shall not be allowed to leave his area of work prior to the end of his work schedule, unless with express approval of a duly designated authority. b) Undertime, shall be justly deducted from the employee’s wages and shall be noted for purposes of performance evaluation. c) All undertime incidents, whether excused or unexcused shall be noted by the immediate superior and personnel officer for purposes of evaluating employee performance. d) Habitual unexcused undertime shall be subject to disciplinary action. B. Employee Conduct 1. Good Grooming a) The employee shall follow the prescribed dress code or properly wear the prescribed uniform while on duty and within the designated work area, b) keep himself clean and tidy, and c) keep his hair at reasonable length and style 2. Health a) The employee shall maintain cleanliness and orderliness of his work area and assigned office furniture/equipment, b) follow basic rules of health and sanitation, c) ensure that he is healthy, physically fit for work and free from any communicable disease, and, d) report immediately to the Management cases of illness or handicap that might affect his performance. 3. Safety a) The employee shall refrain from shouting, loud discussions, playing loud music and other disturbing acts, b) strictly observe basic safety rules and practices that may be prescribed by the Management from time to time, c) refrain from horseplay and other disorderly conducts, d) operate/use office equipments and implements according to safety standards, and e) use safety devices and paraphernalia required as may be required by the nature of work. 4. Security a) The employee shall properly wear the Identification (ID) Card at all times while in the performance of their duties, b) be prohibited from carrying firearms, bladed weapons or any deadly weapon, within company premises unless expressly authorized by the Management, c) be prohibited from entering areas designated as restricted, i.e. records area, vault, and executive offices, without permission, and d) immediately report to the Management incidents or indications of breach of security 5. Employee Relations The following conducts shall be strictly prohibited and punishable according to the provisions of this code: a) Any act or omission that may be construed as disrespect towards any officer, employee, client or guest, b) Fighting, provocation or any form of participation in the same, c) Inflicting harm against any officer, employee or client or any attempt to do so
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PERSONNEL DISCIPLINE MANUAL 6. Client Relations The following conducts shall be strictly prohibited and punishable according to the provisions of this code: a) Acting for and in behalf of the Company in any transaction involving individuals with whom he or his relatives have interest. b) Using the Company’s name or his connection with the Company for personal or non-job related purposes, c) Soliciting or accepting gifts or lavish entertainment from customers or suppliers either for himself or his family, d) Soliciting or accepting personal benefits such as fees or commission from any customer, individual or organization doing business with the Company, e) Borrowing money or exacting favors of any kind, from the Company’s customers, suppliers or associates 7. Care of Company Records and Assets a) All employees are expected to exert considerable effort in maintaining the confidentiality of Company records and taking care of all its assets. b) Company records, accounts, transaction details, or any form of information shall not reproduced and/or divulged to any person or institution, unless expressly authorized by management in consonance to the employee’s nature of work. c) Office supplies and equipment shall be used ONLY for official purposes and during official work schedule. d) Company vehicles, machineries and equipment shall be driven, operated and/or repaired ONLY by authorized and designated drivers, operators, and/or mechanics/technicians as expressly stated in their respective job descriptions. e) Company vehicles shall be used for ONLY for official purposes unless with express approval from the Management. f) All material and monetary accountabilities shall be properly accounted returned on time as prescribed by appropriate policies and procedures g) All monetary accountabilities, i.e. working fund, shall be used solely for its intended purpose and not for personal use h) Loss or damage of any Company property shall be reported immediately upon discovery. The employee shall be held responsible for the loss or damage of any item under his accountability. 8. Work Performance a) Willful engaging in acts or omissions that may be detrimental to the Company’s reputation or prejudicial to the performance of his work b) Deliberate and unjustified refusal by an employee to perform work duly assigned or to obey reasonable and lawful orders or instructions issued by his superiors c) Deliberately restricting job performance or inducing others to do so d) Unjustified refusal to accept transfer to or assignment to another work area/function e) Inefficiency or failure to perform work assignment according to time frame and work standards f) Gross negligence resulting to considerable wastage or financial loss to the Company 9. Other Punishable Acts The following shall be strictly prohibited and subject to severe disciplinary action without prejudice to charges that may be filed or its resolution in the courts of law : a) Gambling, drinking intoxicating beverages or engaging in any form of vice during office hours and/or inside office premises b) Abuse or dependence to alcohol, drugs and similar substance c) Bringing in of alcoholic beverages, prohibited drugs and other habit-forming substances and reporting for work under the influence of the aforementioned d) Willful destruction, defacing, removal or unauthorized use/operation of any Company property and equipment e) Direct or indirect participation, in theft against the Company or any employee, or any act of the same nature f) Malversation3 of company funds
3
malversation [málfvər sáysh’n] noun
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PERSONNEL DISCIPLINE MANUAL g) Directly or indirectly demanding or accepting money, goods or service, from any client, supplier or employee, in consideration of any act or omission related with the performance of the employee’s duties h) Falsification of employment or personal records, or of any information contained therein i) Direct or indirect participation in any business that may be deemed in competition with the Company j) Any conduct that is contrary to public morals 4 and decency 5 k) Direct or indirect commission of an act that is in violation of the country’s civil and penal code and other applicable laws and declarations whether committed outside Company premises and/or work schedule VII. THE DISCIPLINARY PROCESS
A. Responsibility Areas All officers and employees are responsible for abiding by the policies and procedures prescribed herein The immediate superior or the head of each department/functional group shall be responsible for enforcing the provisions of this manual and for initiating the appropriate administrative sanctions The Manager for Administration shall be responsible for the immediate resolution of the administrative cases brought up by concerned officers and employees Failure of the concerned officer to perform his task as listed in the Section VIII Detailed Procedures of this Manual shall be deemed negligence of duties thus shall be subject to Administrative Sanction B. Preliminary Investigation When an employee violates announced rules and regulations, the immediate superior should exert effort to look and find out why the employee acted as he did. The immediate superior shall interview the employee concerned to give him a chance to explain why he failed to perform according to standards or why he committed such offense, as well as to enable the immediate superior to get the hidden causes such as ill health, family trouble, unsettled grievances, etc. The process should, in addition to getting the reasons for the undesirable behavior, stimulate a sense of responsibility and strengthen the working relationship between the Management and the employee. C. Verbal Warning If the employee commits an offense considered as minor or first-time infraction and the immediate superior believes that there is no need to impose a more severe penalty and that the disciplinary action does not become a matter of record, the immediate superior shall, confer with the employee about the latter's undesirable behavior or conduct, and inform him that unless he improves, he shall be subject to formal disciplinary action.
corrupt misconduct of official or professional: dishonest or unethical conduct by somebody in a professional position or public office, often involving bribery, extortion, or embezzlement (formal) Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved. 4 moral [mórrəl] adjective 1. involving right and wrong: relating to issues of right and wrong and to how individuals should behave 2. derived from personal conscience: based on what somebody’s conscience suggests is right or wrong, rather than on what the law says should be done 3. in terms of natural justice: regarded in terms of what is known to be right or just, as opposed to what is officially or outwardly declared to be right or just a moral victory. 4. 5. 6. 7. encouraging goodness and respectability: giving guidance on how to behave decently and honourably good by accepted standards: good or right, when judged by the standards of the average person or society at large telling right from wrong: able to distinguish right from wrong and to make decisions based on that knowledge based on conviction: based on an inner conviction, in the absence of physical proof
Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
5
penal code
(plural penal codes) noun laws relating to punishment of crime: a body or system of laws concerned with the punishment of crime Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
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PERSONNEL DISCIPLINE MANUAL D. Written Warning A written reprimand may be imposed for repeated infractions more serious offense, as listed in Section IX below, or when an employee does not respond to preliminary investigation and verbal reprimands. The written repriman d shall consist of a notice to the employee stating the offense and the warning that a repetition of the same shall be subject to a more serious disciplinary action. E. Suspension This penalty will be imposed when the offense committed warrants more than a written reprimand but dismissal of the offender is not justified. This penalty shall be applied considering the seriousness of the offense or the number of occasions the offense has been committed. F. Dismissal This penalty shall be imposed for serious offenses or for excessive repetition of offenses. The notice of dismissal shall state and explain charges based on records to justify the disciplinary action. All cases of dismissal shall be investigated with utmost impartiality with the erring employee given the opportunity to explain his side and confront any or all witnesses against him. Documentation of cases of dismissal should be made immediately following the violation and maintained for purpose of the Management's standing if called upon to substantiate the charge. While an offense calling for outright dismissal is being investigated, the immediate superior will determine whether there is a need to suspend the employee involved pending the result of the investigation. If such a need exists, he recommends the suspension to the Manager for Administration who shall to carry out the suspension, if he thinks it is justified. G. Considerations Upon learning of the offense, the immediate superior shall immediately summon the employee/s concerned and conduct an investigation. If it is not the immediate supervisor who discovers the offense, the employee who discovered or witnessed the commission of the offense should report it to the offender's immediate superior. If the offense involves two or more employees belonging to different units, their immediate superiors will be responsible to separately initiate the proper action. Failure of the employee who discovered/witnessed the commission of the offense, to report the same or of the immediate superior to take necessary action shall constitute an offense to be determined by the Manager for Administration. In investigating such cases and in order to ascertain the guilt or innocence of the employee concerned, the following shall be taken into consideration: o Overall conduct of the employee o His length of service o His previous violations o Effect of the incident to the company and/or his co-employees o Mitigating6 or aggravating7 circumstances
6
mitigating [mítti gayting] adjective partly excusing a crime: making an offence or a crime seem less serious, or partly excusing it mitigating circumstances Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
7
aggravate
aggravate [ággrə vayt] (3rd person present singular aggravates, present participle aggravating, past aggravated, past participle aggravated) transitive verb 1. annoy somebody: to irritate or anger somebody, especially with a continuing or trivial annoyance (inf ormal) 2. make something worse: to make something that is already bad or serious worse or more severe Microsoft® Encarta® Premium Suite 2005. © 1993-2004 Microsoft Corporation. All rights reserved.
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PERSONNEL DISCIPLINE MANUAL H. Documentation All written warnings, suspension and dismissal shall be documented with a Notice of Disciplinary Action Form
Figure 1 - NOTICE OF DISCIPLINARY ACTION VIII. Responsible Immediate Superior DETAILED PROCEDURE
Employee Immediate Superior Administration Manager President/Gen. Manager Administration Manager
Activity 1. Upon learning of the incident, conducts an investigation to determine facts of the case, i.e. individuals involved, time, place and event 2. Refers to this Personnel Discipline Manual to determine applicable offense 3. Prepares and signs Notice of Disciplinary Action 4. Discusses offense and resolution of the case with the concerned employee and secures his/her signature on the Notice of Disciplinary Action 5. Accomplishes appropriate portion and signs on Notice of Disciplinary Action 6. Forwards the Notice of Disciplinary Action to the Manager for Administration for review 7. Discusses with concerned employee and superior, if deemed necessary. Evaluates case and determines resolution of the same and signs on the Notice of Disciplinary Action 8. Forwards Notice of Disciplinary Action to the President/General Manager 9. Signs and returns Notice of Disciplinary Action to the Manager for Administration if in order 10. Issues a copy of the Notice of disciplinary Action to concerned employee and implements/enforces resolution of the case 11. Files original copy of the Notice of Disciplinary Action in the employee’s 201 file IX. Frequency 1
st
SCHEDULE OF PENALTIES 2nd 3rd Action FINAL WRITTEN WARNING 4th 5th
Provision A. Work Hours Unnecessary/extended idle conversation, and other acts of similar nature
VERBAL WARNING
WRITTEN WARNING
3-DAY SUSPENSION
5-DAY SUSPENSION
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PERSONNEL DISCIPLINE MANUAL Frequency Provision reading books, periodicals and other materials not related to work extended break and lunch periods openly selling or peddling items or wares to coemployees or third parties during office hours or in the presence of or within the view of clients / customers abusive personal telephone calls or entertainment of personal visitors during office hours punching in/out of another employee’s time card (both employees involved shall be penalized) sleeping hours during working 1
st
2
nd
VERBAL WARNING VERBAL WARNING
WRITTEN WARNING WRITTEN WARNING
3 Action FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING
rd
4
th
5
th
3-DAY SUSPENSION 3-DAY SUSPENSION
5-DAY SUSPENSION 5-DAY SUSPENSION
VERBAL WARNING
WRITTEN WARNING
3-DAY SUSPENSION
5-DAY SUSPENSION
VERBAL WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING VERBAL WARNING WRITTEN WARNING VERBAL WARNING VERBAL WARNING VERBAL WARNING WRITTEN WARNING 1DS
WRITTEN WARNING
3-DAY SUSPENSION
5-DAY SUSPENSION
5-DAY SUSPENSION
DISMISSAL
1DS FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING WRITTEN WARNING WRITTEN WARNING FINAL WRITTEN WARNING 5-DAY SUSPENSION WRITTEN WARNING WRITTEN WARNING
5-DAY SUSPENSION
DISMISSAL
failure to punch in/out without justifiable reason bringing time cards/records out of the office leaving company premises or designated work area without permission unauthorized rendering of overtime or staying in the office after working hours tardiness (three or more instances within a 15-day payroll period) habitual undertime Absence Without Official Leave (AWOL) prior
1DS
5-DAY SUSPENSION
DISMISSAL
5-DAY SUSPENSION 1DS FINAL WRITTEN WARNING FINAL WRITTEN WARNING 5-DAY SUSPENSION DISMISSAL FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING
DISMISSAL 5-DAY SUSPENSION 5-DAY SUSPENSION 5-DAY SUSPENSION DISMISSAL
DISMISSAL
DISMISSAL
DISMISSAL
absence despite denial of request B. Good Grooming
non-wearing of ID, uniform or proper company attire failure to keep himself tidy
VERBAL WARNING VERBAL WARNING
5-DAY SUSPENSION 5-DAY SUSPENSION
DISMISSAL
DISMISSAL
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VERBAL WARNING
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PERSONNEL DISCIPLINE MANUAL Frequency Provision failure to observe basic health and sanitary practices failure to report to management his illness or handicap D. Safety habitual shouting, loud discussions, playing of loud music, horseplay and similar disorderly conduct failure to observe basic safety rules and regulations 1
st
2
nd
VERBAL WARNING
WRITTEN WARNING
3 Action FINAL WRITTEN WARNING
rd
4
th
5
th
5-DAY SUSPENSION
DISMISSAL
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE
VERBAL WARNING VERBAL WARNING VERBAL WARNING
WRITTEN WARNING WRITTEN WARNING WRITTEN WARNING
FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING FINAL WRITTEN WARNING
5-DAY SUSPENSION 5-DAY SUSPENSION 5-DAY SUSPENSION
DISMISSAL
DISMISSAL
failure to operate/use office equipments according to safety standards E. Security Non-wearing of ID
DISMISSAL
VERBAL WARNING
WRITTEN WARNING
5-DAY SUSPENSION
DISMISSAL
carrying of firearms or any deadly weapons on company time or premises entering restricted areas without express authorization failure to report without justifiable reason any incident or indication of breach of security F. Employee Relations disrespect towards any officer or employee fighting, provocation or any form of participation in the same inflicting harm against any officer, employee or client or any attempt to do so G. Client Relations using the Company’s name or his connection with the Company for personal or non-job related purposes soliciting/accepting gifts of any form from customers or suppliers soliciting/accepting personal benefits such as fees or commission from any associate customer, individual or organization
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE WITHOUT PREJUDICE TO FILING OF CIVIL AND/OR CRIMINAL CHARGES IN COURTS OF LAW
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE
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PERSONNEL DISCIPLINE MANUAL Frequency Provision exacting favors of any kind from the Company’s customers, suppliers or associates falsely representing his position in the Company to gain favor H. Care of Company Records and Assets unauthorized reproduction and/or divulging of Company records, accounts, transaction details, or any form of information unauthorized use of office supplies and equipment personal purposes unauthorized use of company funds for personal purposes unauthorized driving, operation and/or repair of Company vehicles, machineries and equipment loss or damage of any item under his accountability due to negligence failure to immediately report loss or damage of any Company property I. Work Performance 1
st
2
nd
3 Action
rd
4
th
5
th
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE WITHOUT PREJUDICE TO FILING OF CIVIL AND/OR CRIMINAL CHARGES IN COURTS OF LAW
WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE WRITTEN WARNING TO DISMISSAL DEPENDING ON THE GRAVITY OF OFFENSE WITHOUT PREJUDICE TO FILING OF CIVIL AND/OR CRIMINAL CHARGES IN COURTS OF LAW
J. Other Punishable Acts listed in VI.B.9 K. Other offenses not listed in this Manual
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