Page 19 - HAND-BOOK-v1.7

skills, and abilities thru the Comment section. The applicants should reply to the comments as
this is a vital part of the selection and recruitment process.

20.1.5. After a thorough evaluation and assessment of the applicant’s response to the
questions, he/she will be informed by the HR Department if he/she is hired or not hired. Hiring
decisions come from the CEO and in certain cases, from the HR Department Manager.

20.1.6. Hired personnel/employees will be designated to a respective branch office, also, they
will be informed on when they can officially start their job.

20.2. Progressive Discipline Policy
20.2.1. ASI.COM.PH, INC. uses this discipline policy as a guide for the uniform administration of
discipline. Except in the case of more serious infractions that requires legal actions, the company
believes in a progressive disciplinary procedure that will promote fairness and equality in the
workplace and serve to guide and improve an employee's behavior.

20.2.2. In the event of a violation of the company’s Standard Operating Procedures, rules,
regulations, policies or procedures, any one of the following actions may be used at any time
according to the seriousness of the offense: Verbal Warning/Reprimand, Written Warning
(Memorandum), Final Written Warning, Suspension, and Termination.

20.2.3. The final warning should make it clear that, unless there is significant improvement,
termination will result. When a final warning is given, a copy should be forwarded to the HR
Department. Compliance with any corrective action will not change the at-will nature of the
employee’s employment.

20.2.4. Each offense shall be dealt with as objectively and as privately as possible. SOP and
Policy infractions shall be dealt with as soon as possible.

20.2.5. Discipline shall usually be progressive, but depending on the severity of the offense,
certain levels in the process may be omitted and immediate termination could be required.
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

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