Page 28 - Netfocus IT Solutions Employee Handbook Draft V.2

− In this regard employees should note that persons reporting suspected child abuse in good
faith will not be penalised in any way and are afforded the protections contained in the
Protection for Persons Reporting Child Abuse Act, 1998.

3.1.9 Minor Offences
The following are examples, which may be regarded as action warranting disciplinary action
amounting to less than summary dismissal, and for which dismissal may be appropriate if corrective
action is not taken after the issue of a verbal and/or written warning:

• Unauthorised absence
• Poor standard of work; or inadequate attention to work; demonstrably poor levels of
productivity
• Poor timekeeping or attendance: every employee is required to give constant and regular
attendance within the terms of their contract of employment.
• Provocative, abusive or truculent behaviour.
• Failure to abide by the general environmental rules and procedures.
• Failure to immediately report any damage to property or premises caused by you.
• Failure to report an incident whilst driving Company vehicles, whether or not personal injury
or vehicle damage occurs.
• Using the Company's computer system for unauthorised personal use.

3.1.10 Right to Search
Netfocus IT Solutions reserves the right to search any employee, their property and vehicles and
lockers at any time whilst they are at, coming to or leaving work, whether it be on The Company
premises or elsewhere. Refusal to comply with a search request may be deemed serious misconduct.

3.1.11 Lay Off / Short-time
While it is The Company’s intention to provide continuity of employment, there may be
circumstances outside The Company’s control which may necessitate lay-off, short-time or reduced
working hours. Should the need arise to lay o employees or put them on short-time or reduced
working hours, The Company will give as much notice as is reasonable in the circumstances.
Employees will only be paid for actual hours worked during such periods.

3.2 GRIEVANCE PROCEDURE

The purpose of the grievance procedure is to enable any employee who feels they have a grievance
or concern about any matter concerning their employment to be able to raise that matter with
management in an endeavour to resolve the issue.

The Company takes pride in its "Open Door' policy and actively encourages employees to talk to a
MANAGER and discuss issues that affect them and their working environment. The grievance
procedure, set out below, exists to enable any complaint or problem which is work related and which
you are unable to resolve informally - to be handled in a fair and consistent manner. It is important
that such issues are dealt with as quickly as possible. In all issues, the aim of the procedure is to settle
a grievance as near as possible to the point of origin.

In this respect, the Company's policy is to encourage free communication between employees and
their managers/supervisors to ensure that questions and problems arising during the course of

Page 27 of 71