Discilinary Rules

GROUP A Offences

Incident	1	2	3	4
1. Poor work performance	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
2. Insubordination	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
3. Absenteeism repeated, unauthorized or deliberate – less than 3 working days	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
4. Poor time keeping	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
5. Failure to keep equipment or work place for which employee is responsible in proper condition	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
6. Commits a breach of any rule prescribed for good order, discipline or health	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
7. Littering	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
8. Contravention of regulations relating to the road traffic ordinance notice	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice
9. Improper use of Company property and equipment	Recorded verbal warning	Written warning	Final written warning	Termination of service with notice

The Period of validity of warnings for Group A Offences is six months

GROUP B Offences

Incident	1	2	3
10. Negligence	Written warning	Final written warning	Termination of service with notice
11.Disrespectful Behaviour	Written warning	Final written warning	Termination of service with notice
12. Any other act harmful to the interest of the firm or its other employees	Written warning	Final written warning	Termination of service with notice
13. Failure to report in and out of work on commencement and ceasing	Written warning	Final written warning	Termination of service with notice
14.Using insulting language	Written warning	Final written warning	Termination of service with notice
15. Carelessness and failure to and hygiene rules observe safety regulations	Final written warning	Termination of service with notice
16. Wilful disregard of rules vehicles relating to use of Company	Final written warning	Termination of service with notice
17. Failing to comply with procedures as prescribed in the of appointment conditions of service and letter	Final written warning	Termination of service with notice
18. Receiving undeclared monies or gifts from clients or suppliers	Final written warning	Termination of service with notice

The Period of validity of warnings for Group B Offences is six months

GROUP C Offences

Incident
IF AN EMPLOYEE COMMITS ANY OF THE FOLLOWING OFFENCES OF GROSS MISCONDUCT OR DISHONESTY WHICH WILL BE DEEMED TO RENDER A CONTINUED EMPLOYMENT RELATIONSHIP INTOLERABLE, HE MAY BE SUMMARILY DISMISSED, (WITHOUT NOTICE) IF SO DECIDED FOLLOWING A PROPER HEARING
19	Unauthorised consumption on the premises of intoxicating liquor and/or habit forming drugs or being under the influence of such substances whilst on duty or offering to any other person or having in his possession intoxicating substances whilst on the premises and or any material of porn or acts of sexual activities.
20	Entering or remaining on the premises of the firm whilst in a state of intoxication.
21	Entering of leaving premises other than through authorised entrances or exits.
22	Refusing to execute any reasonable and lawful order given by a supervisor or inciting other employees to refuse.
23	Sleeping during official working time
24	Fighting or assaulting others whilst on the premises or attempting to injure or in any other way to intimidate an employee.
25	Being in possession of a fire-arm or other dangerous weapon on the premises without authority granted by management.
26	Being guilty of bribery or attempts to thereat.
27	Clocking in or out on behalf of any other employee or making unauthorised alterations to a time card or job card.
28	Wilfully making a false report or making false entries on returns or other documents or to management
29	Proven theft or fraud or being an accessory thereto or making an attempt thereat.
30	Being in possession of Company property without permission. (This is not theft; which must be proven in a court of law.)
31	Committing violence or inciting other employees to violence.
32	Wilful damage to, wilful neglect of or destruction of firm property, tools, machinery, etc
33	Revealing of secret or confidential information to unauthorised persons relating to the operation of the firm. Without derogating from the generality of the foregoing prohibition, the following in particular : The manufacturing process of the firm's product and/or The materials used in the manufacturing of the firm's product and/or The names of the suppliers of materials used in the manufacturing process of the firm's product and/or Security arrangements applicable to the Company and/or Disclosing personal information on any employee of the Company including management.
34	Using confidential information for own purposes.
35	Misinterpretations of particulars on staff application form
36	Undertaking without permission any private agency work in direct competition to Company business.
37	An employee who prior to his confirmation of employment had previously been found guilty of a criminal offence or had been declared insolvent and failed to disclose this information.
38	Adversely effects the image and business of the Company through comments, statements and allegations to clients, customers and suppliers.
39	Intimidation
40	Desertion or continued absence without notification for a period of more than 3 days
41	Failure to account for Company money in possession of the employee for which the employee is responsible.
42	Use of Company vehicle without permission or authority.
43	Incitement to strike without exhausting Company procedures namely; dispute, grievance, or Arbitration
44	Unprocedural strike action/picketing. Alternatively, refusing to obey ultimatums to return to work in which event a disciplinary hearing will not be held
NB. THIS LIST IN NOT EXHAUSTIVE AND AN EMPLOYEE MAY BE SUMMARILY DISMISSED FOR ANY CAUSE RECOGNISED BY LAW AS SUFFICIENT OR THAT THE EMPLOYEE COULD REASONABLY HAVE BEEN EXPECTED TO HAVE BEEN AWARE THAT THEIR ACTION CONSTITUTED GROSS MISCONDUCT OR DISHONESTY.