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Discipline may be administered by the immediate supervisor, Department Manager or Director,
COO, and CEO.

20.2.6. Immediate Supervisors and Company Officials should adhere to the following
procedures, when appropriate, with respect to taking disciplinary action: Secure the necessary
facts related to the misconduct. Obtain verifiable information by interviewing witnesses and
obtaining all necessary supporting documentation. Discuss the alleged misconduct with the
employee by seeking the employee’s side of the story. Analyze the facts that have been
obtained, including those presented by the employee. Determine if sufficient facts exist to
support disciplinary action. If appropriate to the situation, determine corrective action. Consider
the severity of discipline, and when appropriate, apply principles of progressive discipline.
Inform the employee of the disciplinary decision, including documentation of any disciplinary
action that is being taken. A Human Resources Department representative should be present
when an employee termination is performed.

20.3. Separation/Termination of Employment
20.3.1. Termination of employment refers to the end of an employee’s contract with a
company. An employee may be terminated from a job of his/her own free will or following a
decision made by the employer. An employee who is not actively working due to an illness,
leave of absence, or temporary layoff is still considered employed if his/her relationship with the
employer has not been terminated formally with a notice of termination.

20.3.2. Termination of employment can be voluntarily done by an employee. An employee who
makes the voluntary decision to terminate his employment status with a company usually does
so when he finds a better job with another company, retires from the labor force, resigns to
start his own business or take a break from working, etc. Voluntary termination of employment
could also be a result of constructive dismissal. This means that the employee left the company
because they had no other choice. He or She could have been working under significant duress
and difficult working conditions under the employer. Cited difficult conditions include lower
salary, harassment, new work location that is farther than the employee can reasonably
commute to daily, increased work hours, etc.

20.3.3. Employees may voluntarily resign in good standing by submitting a written letter of
resignation to their immediate supervisor at least 30 days in advance of the separation. Such
written letter of resignation shall be a signed and dated statement indicating the desire to resign
and the effective date of separation. Once the supervisor accepts the letter of resignation, it
may not be revoked without permission from the supervisor. The supervisor advises the Human
Resources Department by submitting the employee’s letter of resignation.

20.3.4. Involuntary termination of employment occurs when an employer lays off, or dismisses
or fires an employee. An employee is usually fired from a job as a result of unsatisfactory work
performance, poor behavior or attitude that does not fit with the corporation’s culture or
unethical conduct that violates the company’s policies. Following At-Will Employment laws
recognized in some countries, an employee that finds himself performing poorly or violating
some form of the company’s rules may find himself dismissed without warning. In fact, the
company does not have to give a reason for why the employee’s job is being terminated. In
some cases, an employer may dismiss an employee without prejudice. This indicates that the

Automation and Security Inc.
www.asi.com.ph
v1-2017