Policy

1. Introduction

The employee disciplinary policy outlines the procedures for addressing employee misconduct or poor performance, ensuring fair and consistent handling of violations to maintain a positive work environment. 

1.1. Scope

The employee disciplinary policy applies to all employees of the company, including full-time, part-time, temporary, and contract workers.

 1.2. Purpose

This policy intends to ensure that the employees understand the required standards of behavior and the employee disciplinary procedures for dealing with instances of misbehavior or policy violation. This policy intends to ensure fairness, uniformity, and transparency in the disciplinary process.

2. Code of conduct

2.1. Standards of behavior

Employees are expected to maintain the best standards of professional conduct, which involves honesty. It is important to be truthful and transparent in all actions, as communication fosters trust and reliability, thus avoiding any code of conduct violations in the workplace.

Integrity: Upholding strong moral principles and consistently doing the right thing, even when no one is watching is what it takes to strengthen the workplace integrity.

Timeliness: Completing tasks and fulfilling commitments promptly, demonstrating respect for others' time, and maintaining efficiency.

Respect: Showing consideration and apparition for others' feelings, rights, and traditions, treating everyone with dignity and courtesy for others, and adhering to corporate policies and regulatory requirements.

2.1. Examples of misconduct

• Attendance issue: This includes frequent absences or delays without any excuse. Unauthorized departure or neglect to notify the firm about absence.
• Behavioral issue: Includes verbal or physical harassment discrimination or bullying. Aggressive or disruptive behavior that undermines workplace harmony.
• Performance issue: This includes persistent inability to achieve standards or job requirements, despite warnings and support.
• Theft or misuse of company resources: This refers to theft, fraud, or misuse of company property, such as technology and finance.
• Substance misuse: Reporting to work while under the influence of alcohol or illegal narcotics, or when substance misuse affects job performance.
• Insubordination is a refusal to accept legitimate and reasonable directions from supervisors or management.
• A breach of confidentiality involves the unauthorized exposure of sensitive company or client information.

3. Disciplinary process

3.1. Informal resolution

For small offenses, supervisors may use informal counseling or verbal warnings. The goal is to correct behavior without taking formal disciplinary actions.

3.2. Formal disciplinary action

• Investigation: All allegations of wrongdoing will be examined swiftly and fairly. This could include acquiring evidence, interviewing witnesses, and documenting results.
• Disciplinary meeting:  During disciplinary meetings, employees will have the opportunity to tell their side of the story before official action is taken. They may be joined by a representative or colleague.

    3.3 Types of Disciplinary Actions

1. Verbal warning: A formal talk about the transgression, recorded but not documented.
2. Written warning: A formal document that describes the nature of the wrongdoing, the necessary corrective steps, and the consequences of further volition.
3. Suspension: Temporarily removal from the work, either with or without pay depending upon the severity of the issue.
4. Demotion: Reduction in rank or responsibility as a consequence of misconduct.
5. Termination: Removal from the company for repeated or severe violations. This will be the last choice once all the options have been explored.

3.4.  Appeals process

Employees have the right to appeal any disciplinary action. Appeals must be filed in writing within 7 days following the disciplinary decision. The appeal will be heard by a higher authority or an appeal committee.

4. Documentation and record-keeping

4.1. Record maintenance

All disciplinary actions will be documented and maintained in the employee’s personnel file as per the employee disciplinary policy. The records will include information about the wrongdoing, the investigation process, the disciplinary actions taken, and any appeals.

4.2. Confidentiality

Disciplinary matters shall be handled with utmost confidentiality to preserve the privacy of all persons involved. Access to disciplinary records will be limited to only authorized employees.

5. Legal and compliance

5.1. Adherence to legal standards

The company will ensure that any disciplinary measures adhere to Indian Labour laws and regulations, including but not limited to the Industrial Disputes Act of 1947 and the Code on Wages, 2019.

5.2. Employee’s rights 

Employees will be informed about their rights and the procedures available under the Indian laws. This includes the right to be heard, the right to appeal, and protection from unfair dismissal.

6. Training and communication programs

All employees and management will receive regular training and the company's code of conduct, disciplinary procedures, and legal compliance with Indian labor laws.

The employee disciplinary policy will be disseminated to all the workers via orientation programs, employee handbooks, and regular refresher training.

7. Review and updates

Policy Review

This policy will be reviewed on an annual basis or as needed periodically to ensure that it is up to date with legal standards and company needs.

Policy updates

Any policy update will be disclosed to all workers, along with changed documents.

Conclusion

Disciplinary policies are critical to ensuring productivity and a respectful workplace. The Company is committed to executing these policies fairly and consistently in order to maintain the integrity of the workplace environment.