Page 14 - FGI Code of Conduct
P. 14
RAISING CONCERNS
SOP for Handling Disciplinary Actions
F Having ascertained all the facts, Human Resources Department in coordination with the concerned Department Head and Executive Management shall decide on the applicable corrective measures. Depending on the gravity of the offense, or for subsequent commission of minor offenses, where these rules indicate a range of possible penalties from “Verbal Warning to Dismissal“ the following circumstances shall be considered in setting the appropriate penalty:
The employee’s past disciplinary record, if the offense is repeated.
The extent or amount of damage or injury caused by the violation (Commission or Omission) to operations, employee morale, company property, other assets, and to other employees.
Existence of aggravating or mitigating factors as proven.
G The implementation of approved Disciplinary Action is the responsibility of the immediate superior/s in coordination with the HR Head. If “Verbal Warning” is applicable, a record of such signed by the employee should be forwarded to Human Resources for inclusion in the employee’s 201 record. In cases where “Written Warning” is applicable, the employee must acknowledge receipt of the penalty by signing on the Memo/Document itself, a copy of which must be included in the employee’s 201 record.
H All disciplinary actions are subject to final review and approval of the Executive Vice President / President. In every case, suspended or dismissed employees shall be informed in writing of the company’s decision.
Successive or Multiple Violations
A Disciplinary actions of increasing gravity shall be imposed for successive violations of the same rule.
B If a single act constitutes two or more offenses, disciplinary action should be applied to cover for all the offenses involved.