Discipline Policy for Punishment and Regulations & Procedures

Discipline Policy for Punishment

Discipline Policy Regulations & Procedures:

• Every employee is required to make a personal Discipline Policy to comply with the Company’s Code of Conduct. We sale Notice Management and Announcement Software
• Obey the applicable law / regulations governing our business conduct worldwide.
• Be honest, fair and trustworthy in all activities and relationships.
• Avoid all conflicts of interest between work and personal affairs.
• Foster an environment in which equal opportunity extends to every member
• Strive to create a safe workplace and to protect the environment.
• Through leadership at all levels, sustain a culture where ethical conduct is recognized, valued and exemplified by all employees.

Employee Conduct – Discipline

• The employee shall serve the Company honestly, faithfully and diligently, always act in the best interest of the Company, abide strictly by the rules and regulations in force from time to time, maintain good conduct and Discipline Policy and generally conduct him / herself in line with the Integrity policy.
• Misconduct: Actsof Misconduct that are breaches of Discipline Policy are given below. This is an indicative list and should not be treated exhaustive.

• Smoking in ‘No Smoking’ zones.
• Theft, fraud or dishonesty in connection with the Company.
• Taking or giving of bribes or an illegal gratification whatsoever in connection with the Company or in the employee’s own interest.
• Willful insubordination or disobedience of any reasonable order of a superior.
• Drunkenness, fighting or riotous, disorderly or indecent behavior while on duty or at the place of work.
• Habitual neglect of work.
• Use of indecent language.
• Use of indecent gestures.
• Sleeping on duty.
• Disrespectful behavior towards fellow employees and customers/ suppliers/ business partners.
• Misuse of Company property.
• Intentionally causing damage of Company property.

• Public conduct detrimental to the Company image.
• Continuous absence without permission and without satisfactory cause for more than ten days.
• Giving false information regarding one’s name, age, father’s name, qualification or previous service at the time of the employment.
• Leaving work without permission or sufficient reason.
• Threatening, abusing or assaulting any superior or co-associate.
• Disclosure to any unauthorized person of any confidential information in regard to the working or process of the Company.
• Failure to adhere to the Information Security Discipline Policy of the Company.

Payments

Employees shall not under any circumstance, whether directly or indirectly, receive or accept for benefit – any commission, rebate, discount, gratification or profit from any person or Organization having business transactions or competition or clash of interest with the Company unless authorised  Restricted access to certain floors and Departments

For the sake of preservation of confidentiality, all employees of one Department is expected to keep their visits to other Departments and specially to the management on a “need to only” basis, and should visit after taking permission of entry from the person he/she wants to meet. Needless waiting or loitering is strongly discouraged.

Dress Code

The dress code would be as follows:

The Ladies

During week days they are expected to wear Sarees, Salwar suits, or business formals. They are expected to wear minimal makeup and jewellery and not dress in any manner that may be considered indecent with the community norms of the time.

The Gentlemen

On weekdays they are expected to wear formal shirts with formal Trousers. Ties are strongly recommended for those who interface with clients and outsiders. Jeans and Denims on works days are prohibited. Wearing of sandals, sandal shoes and Keds on working days is strongly discouraged. Employee may wear casual clothes if they come to work on weekends and on government holidays. This applies for ladies as well, though even while wearing casual attire should not nullify the need for maintenance of decency.

As and when any change in the dress code is formalized and communicated in order to facilitate comfort, professionalism and efficiency at work, all employees shall be expected to adhere to the same.

•  Measures for Misconduct

Types of activities to be treated as misconduct under Offence Categories (OC) are listed below.OC1  

• Dishonoring Office Timings/late attendance;
• Not adhering to the Dress Code;
• Habitual late attendance ( not compensating 40 hours of work a week even if entry is made late on certain days);
• Lack of cleanliness / personal hygiene;
• Leaving the desk and workspace in untidy condition during and after office hours;
• Disorderly & disorganized work habits noticed by supervisors / colleague;
• Loud conversation with colleagues and/ or while talking on Telephone;
• Gossiping with colleagues during office hours beyond 15-20 min at a time.
• Not attending to phone calls even after five consecutive rings.
• Not attending to or being inhospitable to guests
• Loud laughter and other outbursts that may cause inconvenience to co-workers/ colleagues;
• Found to be loitering in the wrong place during office hours;
• Any word or activity raising doubts about Management’s stated commitment to being an equal opportunity employer
• Disrespectful behavior towards colleagues/ co-workers and even subordinates.
• Low breach of Confidentiality: information of one Department (restricted to that dept.) being leaked to some other Department.
• Speaking on the phone in a very loud voice that disturbs others
• Speaking on the phone for prolonged periods of time for personal purposes exceeding more than 30 minutes during the office hours (on self responsibility).

• Habitual negligence at duty / work;
• Repeated inefficiency /incompetence in performance of assigned tasks/ responsibilities;
• Willful insubordination or disobedience, whether alone or in combination with others, of any lawful or reasonable order of a superior;
• Habitual absence without prior leave approval;
• Using foul language, abusive words, swearing against any co-worker or client in the office;
• Willful violation of an established Company Discipline Policy ;
• Unfair judgment/ ruling on offences (only for whom it is applicable);
• Sleeping during duty;
• Mishandling of any company equipment / property;
• Misuse of stationery;
• Damaging of any company property, equipment, stationery etc.;
• Damaging /destroying the company’s goodwill;
• Smoking at the workplace during office hours or thereafter.
• Medium breach of confidentiality: Medium important data leaked to outside source.

• Drinking (alcoholic/intoxicating substance) within the workplace or office premises;
• Usage of banned substance (drugs of any kind) in the premises;
• Found under influence of alcohol or any banned substances inside the office premises;
• Theft, fraud or dishonesty in connection with company’s property, business or colleagues;
• Taking bribes or any illegal gratification in connection with his / her employment;
• Having an affair with co-worker and public display of any such act that is beyond acceptable norms in office;
• Violence at workplace; physical assaults of any kind;
• Falsifying, tampering with, damaging or causing loss of company’s office records, documents etc.
• Riotous or disorderly behavior in workplace or any act subversive of discipline;
• Any commotion that may gather more than 10 persons around it;
• Frequent repetition of any act or commission for which a fine may be imposed; and resorting to illegal strike, go slow or inciting others to resort to the same.
• High breach of Confidentiality: Leaking Critical data (pricing information or strategic information of ongoing deal) to competitor.

•  Applicable Punitive measures as per Offence Category

The supervisor reserves the right to decide on how serious the issue was. However the employee against whom the PM is taken has the right to appeal to the HR officially in writing if he / she is not content with the decision of the supervisor. HR Department has the right to consult with the reporting supervisor and re-adjust the punitive measure as mutually agreed. If however the HR Department finds that the accused is in fact innocent or can be given the benefit of the doubt, then, the decision for punitive measure can be escalated as per policies spelt out in the Grievance Policy.

If any employee is repeatedly found to be committing Discipline Policy , then his/her reporting supervisor will also be held culpable and be penalized for the offence, even if it be to a lesser degree.