Page 26 - STARTER KIT BELLMAN 2017v

STARTER KIT | Bellman

b) Ensure that the employee acknowledges receipt of the memorandum by affixing his signature, time
and date received on the file copy.
c) Employee submits explanation within the prescribed period.
d) Schedule the employee for a meeting, giving him ample opportunity to explain his side and confront
witnesses if any.
e) After evaluating all the merits of the explanation, discuss the matter with the Department Head and
decide on what action should be taken in accordance with the Code of Discipline.
f) If no written explanation is received after the deadline and the follow up, the Department Head shall
proceed with the administrative charges/disciplinary actions.

2. The Department Head prepares the disciplinary action memo advising the employee of the disciplinary
action taken against and the corresponding effectivity (for suspension and termination).

3. The Department Head meets with the employee concerned and advises him of the necessary
constructive/corrective action that will be implemented.

4. Employee acknowledges receipt of the memo.

5. Once the disciplinary action memo has been served to the employee, copies shall be given to HRD –
201 file and to the Department Head.

6. Management reserves the right to review the record of disciplinary action of each employee after the
lapse of the period below specified from the last penalty was imposed to determine at its sole discretion
which of offenses shall have no bearing to future offenses:

Class A – 12 months
Class B – 18 months
Class C – 24 months

IMPLEMENTATION OF DECISION

To ensure fairness, any decision to suspend an errant employee must be implemented within seven (7) days
from the employee’s receipt of the official notice of his suspension.

SYSTEMS OF SANCTIONS

OR Oral Warning / Verbal Warning
WR Written Warning

S Suspension without pay

Number Working days
D Dismissal

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