Page 61 - headway handbook 2018

PART XI
I. CODE OF CONDUCT AND DISCIPLINE
FOUR (4) LEVELS OF DISCIPLINARY ACTION

11.1. Verbal Warning. Refers to the formal discussion or counseling
by the Immediate Superior or HR Manager with the employee concerned
about the problem where the date, time and subject of the discussion is
recorded and kept in the employee’s 201 file for future references.

11.2. Written Warning. This refers to the written reprimand given
when corrective efforts rehabilitate fail. HRD before proceeding to initiate
the Written Warning must conduct an impartial investigation and gather facts
and evidence to support the sanction. The reason for the Written Warning
must be discussed thoroughly with the employee concerned. The employee
must duly sign the Written Warning and be furnished with an original copy of
the same. In the even the employee refuses to sign, his supervisor or HRD
should indicate such refusal in the memo.

11.3. Suspension. This refers to the compulsory temporary ab-
sence from duty by an employee on a non-pay status, which may be im-
posed as a penalty for significant misconduct or repeated infractions. The
period or exact duration of such suspension that shall not exceed 30 days,
and the date that the employee must return to work, must be specified.

*Preventive Suspension. The committee may place the respondent under preven-
tive suspension only if his continued employment poses a serious and imminent
threat to the life or property of the employer or of his co-workers and shall not
exceed 30 days. It is important for the committee to explain to the respondent that
preventive suspension is not a penalty.

11.4. Dismissal. This refers to the severance of employment of the
erring employee and the company. It denotes as a serious and the highest
form of disciplinary sanction and must therefore be resorted to after a thor-
ough factual investigation against the erring employee.

HEADWAY CAPS INTERNATIONAL CO.,INC. 61