DISCIPLINE AND TERMINATION POLICY

This Discipline and Termination Policy (hereinafter referred to as” Policy”) is effective from [DATE FROM WHICH THE POLICY COMES INTO FORCE] and applies to all the members of the [INSERT COMPANY NAME] (hereinafter referred to as “Us” or “we” or “Company”).

The Policy sets out clear guidelines to be followed by the members of the Company for addressing instances of Misconduct, poor performance and other behavioral issues.

The Policy also outlines the steps that will be taken to address these concerns and the process that will be followed when termination of employment becomes necessary.

1. PURPOSE
   1. The goal of this policy is to clarify how we take disciplinary action, when needed, while managing their members and to make sure that workers are aware of the potential repercussions of such action, including suspension or termination, as well as their legal rights. It seeks to make management and staff aware of the processes that must be followed.
2. SCOPE
   1. This policy applies to all employees, including full-time, part-time, temporary, at all levels within the Company. The scope of this policy is not limited to just work-place but also to work related functions in events or other functions that may impact the Company’s name and reputation. .In circumstances where an employee’s behavior or conduct may involve a breach of this policy. The Company might take disciplinary or termination actions based upon the set guidelines in this policy.
3. GROUNDS FOR DISCIPLINARY ACTIONS
   1. Any of the following acts of conduct on the part of the employee will constitute special grounds for disciplinary action by the Company. An employee may be the subject of disciplinary action for matters relating to their performance, capacity, or conduct such as:
      1. Unsatisfactory or Poor Performance
      2. Deliberate or Gross Misconduct
      3. Threats or acts of violence, especially if against employees or members of the Company.
      4. Fraud, including unauthorized use and misappropriation of funds.
      5. Sexual harassment or bullying
      6. Non- Compliance with Company policies, procedures or practices
      7. Causing Loss, Damages or injury through serious Negligence
4. POOR PERFORMANCE AND GROSS MISCONDUCT
   1. If an individual consistently fails to achieve the demands of their position (as outlined in their position description, employment contract, key performance indicators (if any), code of conduct, and business regulations), their performance will be deemed poor or unsatisfactory. Poor performance could be noticed by the Company or other pertinent staff members, or it might be the outcome of a formal performance review.
   2. In case of committing gross misconduct, strict disciplinary action or termination will be taken against the employee. Following conduct will amount misconduct such as;
      1. Theft: Stealing Company property, funds, or personal belongings of colleagues.
      2. Fraud: Engaging in dishonest activities such as falsifying records, expense claims, or financial documents.
      3. Violence: Physically assaulting or threatening co-workers, clients, or visitors.
      4. Harassment: Engaging in any form of harassment, such as sexual harassment, bullying, or discriminatory behavior.
      5. Substance abuse: Being under the influence of drugs or alcohol during work hours or using drugs on the Company premises.
      6. Safety violations: Reckless disregard for safety protocols, which could endanger oneself or others.
      7. Sabotage: Intentionally damaging Company property, equipment, or systems
      8. Not following companies set rules, guidelines and policies.
   3. Based on the nature of misconduct, Disciplinary or legal action may be initiated by the Company.
5. DISCIPLINARY PROCEDURES
   1. The set disciplinary actions or procedures will be followed by the Company in case of breach of conduct.
      1. Informal Session-The Company in case of minor misconduct such as turning up late at work, negligence in performing duties, irregular attendance. In such cases the Company values open communication and will give warnings to the employees once or twice. Repeated behaviours in such instances would not be tolerated and then action will be taken based on Company discretion.
      2. Verbal Warning- If an employee’s misconduct continues to persist despite several informal sessions; the Company will issue a verbal warning documenting the problem and solutions to it. Based on the level of consequences the Company will take strict action or might terminate the employee without prior notice.
      3. Final Letter Warning- Final letter warning will be issued to the employee by the Company in case of gross misconduct or negligence stating the misconduct by the employee, improvements required and if not followed steps taken in such cases,
      4. Suspension- Despite giving several warnings even if the employee commits the same behavioral conduct which is not acceptable to the Company. The Company will give suspension for a period of [MENTION NO. OF DAYS] to the employee.
      5. Termination- The employee will be terminated if he/she commits gross misconduct and has failed to improve or rectify the conduct. The Company shall terminate such employee after conducting a meeting with the management and based on that will terminate the employee.
      6. Prior to investigation the Company will conduct a thorough investigation into the concerned matter of misconduct or performance issues. The employee will have the right to present their side during the investigation. Based upon the Company’s discretion the employee will be notified of the decision in writing.
6. APPEAL PROCESS
   1. Employees have a right to appeal any disciplinary action, including termination. The appeal should be submitted in writing to the department within [MENTION NO.OF DAYS FOR APPEAL] days from the date of the disciplinary action. The appeal will be reviewed by the disciplinary committee within the Company, and a final decision will be communicated to the employee in a timely manner.
7. CONFIDENTIALITY
   1. All the aspects of the disciplinary process, including investigation, and termination decisions, will be treated with utmost confidentiality, Information will only be shared on a need to know basis to protect the privacy and reputation of all the parties involved.
8. CHANGES TO THE POLICY
   1. We reserve the right to update and make changes to this policy from time to time based on the working conditions of the Company. The Company on updating this policy will inform the members of the Company.
9. FURTHER INFORMATION
   1. For any queries or further Information regarding our Company or about this Policy, the concerned person can contact us through email[MENTION EMAIL ADDRESS]
10. ACKNOWLEDGEMENT
    1. We expect all employees to adhere to this policy of the Company. The Company will apply this policy consistently and fairly to ensure a harmonious and productive workplace for all.
    2. By signing below, you acknowledge that you have carefully read and understood the terms and contents of this policy.
    3. You acknowledge that you will follow the set guidelines of this policy as well as of the Company and failure to do so, the Company can take Disciplinary action against such person.

Signed, sealed and delivered on behalf of the Company

Name: [NAME OF SIGNING AUTHORITY AND DESIGNATION]

Signature:

Date: [INSERT SIGNING DATE]

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