CODE OF CONDUCT
1. Tardiness of 3-4 times in a month or a total of 4 hours in a month, regardless of number of times. 2. Making practical jokes that disrupt company operations or disturb performance of duties of fellow employees. 3. Absence without proper notice or leave application.
4. Simple act of discourtesy and/or disorderly behavior toward company superiors, fellow employees, clients, customers, and visitors during office hours or within company premises.
• First Infraction
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– Warning Second Infraction – Written reprimand Third Infraction – 1-7 days suspension without pay Fourth Infraction – 8-15 days suspension without pay Fifth Infraction - 16-30 days suspension without pay Sixth Infraction – Dismissal
1. Tardiness of 5-6 times in a month or a total of 6 hours in a month, regardless of number of times. 2. Two absences in a month without proper notice or leave application.
3. Abandonment of work area without permission from immediate supervisor. 4. Failure to make or submit proper reports when required and/or making dishonest or false reports or other office documents.
5. Failure to remit money or collections to the office within 24 hours unless a valid reason exists. 6. Sleeping on the job. 7. Creating or contributing to unsafe or unsanitary conditions within company premises.
• First Infraction
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- 1-7 days suspension without pay Second Infraction – 8-15 days suspension without pay Third Infraction - 16-30 days suspension without pay Fourth Infraction – Dismissal
1. Tardiness of 7 or more times in a month or a total of 10 hours in a month, regardless of number of times. 2. Three to four absences in a month without proper notice or leave application.
3. Failure to remit money or collections to the office within 3 days unless a valid reason exists. 4. Damage to goods, products, or properties of principal due to poor workmanship or performance.
5. Unruly and disrespectful behavior toward superiors, co-employees, and/or officials and employees of principal.
6. Drinking alcoholic or intoxicating beverages during working hours or within company premises. 7. Gambling or taking part in any game of chance during office hours or within company premises. 8. Insubordination.
9. Allowing or assisting entry of unauthorized persons within company premises. 10. Negligence in use of company property such as, but not limited to, motor vehicles, computers, and other office equipment resulting in minor injury or damage. 11. Sleeping or malingering on the job. 12. Direct contact or communication with principal for whatever reason, because there is no relationship between principal and employees of Klassic Inc.
• First Infraction
•
- 16-30 days suspension without pay Second Infraction – Dismissal
1. Possession and/or use of prohibited/illegal drugs in any form and quantity. 2. Five or more absences in a month without proper notice or leave application.
3. Failure to remit money or collections to the office within 7 days unless a valid reason exists. 4. Theft and/or misappropriation of sales collections, remittances, properties, funds, and assets regardless of the amount involved.
5. Falsification of official records regardless of the intention or the subject matter involved. 6. Disloyalty such as, but not limited to, the following: A. Divulging confidential information on company operations or activities of officers and employees to unauthorized persons; B. Recruiting officers and employees to work in another company, whether successful or not; C. Engaging in business in competition with the company, regardless of extent of participation or interest; D. Working in another company, whether on a full-time or parttime basis; E. Entering into any contract or transaction prejudicial or disadvantageous to the company.
7. Gross negligence in use of company property resulting in major damage or injury to other employees.
8. Inefficiency in performance of official duties. 9. Immorality which put company’s name in disrepute. 10. Bodily injury or harm against another employee within company premises.
11. Dishonesty in performance of official duties, including gross and habitual neglect. 12. Serious misconduct or willful disobedience of lawful orders in connection with work. 13. Fraud or willful breach of trust reposed by employer, his immediate family member or authorized representative.
14. Crime against employer, his immediate family member or authorized representative. 15. Other offenses similar to the foregoing.
• First Infraction
– Dismissal
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1. The Code of Conduct is intended as a means of last resort to impose discipline and safeguard and protect the interests of the company and the rights of employees. If possible, any dispute shall be resolved without applying the provisions of the Code. 2. As a management prerogative, the Code of Conduct may be modified in part or in whole, at any time, as may be deemed necessary by the company. 3. Offenses which are not listed in the Code of Conduct but may be related thereto and which might have been committed by the employee shall be dealt with and meted the appropriate penalty depending upon the gravity thereof.
4. Timekeeping violations on absences and tardiness shall be written off every year at the anniversary of the first commission. 5. No disciplinary action shall be taken against any employee except after he/she has been duly notified of the charges and given the opportunity to present proof or evidence in support of his/her defense. 6. Any disciplinary action taken against an employee shall be covered by the appropriate memorandum which shall be placed in the 201 File of the employee and made part of his record for future reference.
7. Failure on the part of the company to enjoin strict compliance with the Code of Conduct shall not be deemed a waiver of its right to enforce the same or a condonation of any act or omission committed by the employee.
8. The penalty imposed upon the erring employee on the basis of the Code of Conduct is without prejudice to the right of the company to commence the appropriate civil and criminal suits against said employee whenever so warranted by the attendant circumstances. 9. The company may, at any time, commence any investigation for the commission of the offense or, at its own discretion, implement any possible penalty.
10. Any employee who receives an “explain why” memo requiring him to explain the offense committed is obliged to receive said memo and to submit his written explanation within 5 calendar days from date of receipt. Failure to submit his written explanation within the required period shall be considered as an admission of guilt and a waiver of his right to be heard.
11. After the submission of the written explanation, the employee shall be subjected to an administrative hearing where he/she may be assisted by the counsel of own choice, where he/she shall have the opportunity to submit additional evidences. No administrative hearing shall be conducted when the employee has admitted guilt in the written explanation. 12. After the submission of the required written explanation and/or the conduct of administrative hearing, the management shall issue a written resolution imposing the appropriate penalty for the offense. 13. If termination is the penalty, it shall be effected immediately, but the last salary and the pro-rated 13th month pay due to the dismissed employee shall be given after the accomplishment and submission of the required clearance and other documents relative thereto.
CERTIFICATION
I, _______________________, an employee of KLASSIC INC., hereby
certify that I have read and understood the foregoing Code of Conduct
and agrees to be bound by it, as it has been in existence even before I
was hired by the company, and/or have been consulted in its
preparation.
_____________________________ Printed Name and Signature Date: ______________________
THANK
YOU !!!!
KLASSIC
INCORPORATED