Business Policy Case Study

CONDUCT AND DISCIPLINE POLICY

1.0 OBJECTIVE

1.1 All employees of EWIE Group Companies are expected to conduct themselves with decorum and treat all fellow citizens with respect in order to protect the interests of the Company and all the employees. Disciplinary measures may be imposed on erring employees for conduct that violates the laid down policies or are considered unacceptable. EWIE may also immediately terminate an employee if it is considered necessary in the judgment of the management. While it is not possible to list all forms of behavior that are considered unacceptable the following acts of commission or omission constitute Minor or Major Offences and will invite disciplinary action.

2.0 MINOR OFFENCES

2.1 The following

3.1.5 Unauthorized external commitments;

3.1.6 Unauthorized disclosure of information, breach of customer or company confidentiality or breach of non-disclosure undertaking;

3.1.7 Receiving or giving bribes;

3.1.8 Unauthorized absence of leave or a long absence which is not health-related;

3.1.9 Habitual negligence of work;

3.1.10 Verbal or physical abuse of other staff members;

3.1.11 Interference with work performance of another staff member;

3.1.12 Harassment including sexual harassment and/or intimidation of any kind.

3.1.13 Arrested or held in Police custody for violation of criminal code.

3.1.14 Repeated minor offences which have already invited disciplinary action.

3.1.15 Any other offences of a similar nature or that which violates company

The reporting manager will provide documentation for the attention of HR who will process the case as a major offence.

6.0 PROCEDURE - DISCIPLINARY ACTIONS FOR MAJOR OFFENCES

6.1 On receiving formal intimation regarding an employee 's misconduct which prima-facie is a major offence, HR will review the nature of the offence for appropriate disciplinary action. The reporting manager in consultation with HR will proceed with one or more of the following actions:-

6.2 Meet with the employee to investigate the situation;

6.3 Issue a written notice to the employee informing him/her of the alleged misconduct /offence, giving him/her the opportunity to respond within 48 hours;

6.4 Recommend the appropriate disciplinary action if the employee acknowledges the misconduct/offence within the stipulated time frame;

6.5 Request HR to institute an independent enquiry if the employee denies that there has been misconduct, or if the response is unsatisfactory;

6.6 Inform the employee of the enquiry allowing him/her the opportunity to state his/her case to the enquiry officer(s);

6.7 If the enquiry upholds the notice of misconduct, recommend the appropriate disciplinary action as