Page 13 - FGI Code of Conduct

RAISING CONCERNS
Policy on Retaliation
We value honesty and open communication. Therefore, we will support employees who ask questions and report concerns.
Employees who raise a concern in good faith or who participate in an investigation or implementation of corrective action shall be protected from:
Adverse employment action. Opportunity loss.
Other forms of retaliation.
Anyone who violates this policy against retaliation will be subject to appropriate disciplinary action, which may include termination of employment.
SOP for Handling Disciplinary Actions
A In dealing with offenses against Company Rules and Regulations, Supervisors should focus more on “Corrective” rather than “Punitive” aspect of discipline. In this regard, the Supervisor shall explain to the employee the effects of not observing Company Rules and Regulations to himself, his coworkers, and the company. In every instance, the employee shall be given the chance to improve his conduct and himself through positive coaching and counseling.
B The immediate superior, upon knowing that a subordinate may have violated Company Rules and Regulations, must ascertain all the essential facts of the alleged offense and in coordination with the functional manager, refer the matter to the Management.
C The Management initiates the conduct of all official investigations of reported violations of company rules.
D An employee who may have breached Company Rules and Regulations shall always be given proper opportunity to be informed of his supposed offense and the particular facts involved, and to explain his side and present proofs in his favor before disciplinary action is taken.
E In every case, preponderance of evidence or moral certainty that an infraction or violation of rules has been committed is sufficient ground for the imposition of corresponding penalty.