.5.2.2
in the event that the company recognises a union for purposes of Recognition as defined in the Labour Relations Act and the employee constitutes part of the bargaining unit, submit the dispute for resolution in terms of the dispute procedures agreed between the union and the company.
1. The objectives of work standards as well as the disciplinary code is to provide all employees with the company’s expectations
2. Employees are expected to familiarize themselves with all rules regulations, policies and procedures
3. WORK EXPECTATIONS AND STANDARDS
The company has expectations of the conduct of its employees, these expectations are based on mutual respect and loyalty and are set out herein as a reasonable guideline to all employees.
The norms and expectations are as follows:
3.1 Conduct
3.1.1 Employees are expected to comply .with the various rules, practices and obligations contained in their contracts of employment; all reasonable and lawful instructions given by a superior must be complied with.
3.1.2 Employees should behave in an orderly and lawful manner with acknowledgement and respect to the rights of other employees, the facilities of the company and the clients and customers of the company.
3.1.3 Employees are expected to treat one another with dignity and respect and no discrimination or harassment in any form will be tolerated or condoned.
3.1.4 Assault, verbal or physical, as well as abusive, obscene and racist language will not be tolerated; the company reserves the right to evict from its premises any employee who make himself guilty of assault.
3.1.5 The property, equipment of the company and personal effects of fellow employees should be treated with the necessary care and respect; no such property or effects may be removed from the premises without the proper authorisation. The company therefore reserves the right, for the protection of both fellow employees and the company, to search and inspect work stations, lockers (where applicable), vehicles, bags and packets of employees whilst they are on the premises of the company; all such searching will be conducted within the parameters of human dignity and respect; the person of an employee may also be searched on leaving the premises at any time; and at any other point if reasonable suspicion of misconduct is present.
3.1.6 There are proper procedures in place i.e. the grievance procedure, the appeal procedure to deal with matters which employees feel adversely affect their employment environment. Employees are thus expected to observe these procedures and to render their services according to the contract of employment.
3.1.7 Access to the premises outside normal working hours or for overtime is subject to obtaining the proper authorisation and/or permission.
3.1.8 All tools and equipment (with the exception of those purchased by the employee) remain the property of the company and employees are expected to return or leave behind such equipment on leaving the employ of the company; In addition, employees may not remove such property of the company without the proper authorisation and/or permission.
3.1.9 Employees are expected to further the interests of the company to this end, no confidential information relating to the business may be disclosed to anybody not in the employ of the company; employees are also prohibited from doing any other work without the express permission of the company.
3.2 Relating to the work environment
3.2.1 The working environment should reflect safe and hygienic practices; all employees should therefore give effect to proper housekeeping and safety guidelines.
3.2.2 The company places strong emphasis on safety in the workplace. To give effect to this commitment, no employee may without the proper authority bring any liquor or non* prescribed drugs of any form onto the premises, or report or commence with his duties whilst under the influence of liquor; an employee should inform his superior of his condition and will then be sent home and on the employee's return to work the appropriate disciplinary (or related) action will be taken. Employees will be subject to a verification procedure if there is a suspicion of being under the influence of liquor or drugs. Any unauthorised possession of drugs or alcohol will always be viewed in a most serious light. To this end the company reserves the right to search employees entering and leaving the premises, or to refuse access to the premises.
3.2.3 All accidents or damage to equipment or property, even those of a minor nature, should be immediately reported to the employees' superior; all safety rules and practices should at all times be obeyed.
3.2.4 A safe working environment also dictates that no employee shall enter the premises of the company or that of a client whilst in the possession of firearms or offensive weapons unless permission in writing has been given by a Director of the company.
3.3 Relating to attendance and standards of work
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3.3.1 Every employee plays a particular role in the company; your absence from work therefore creates problems both operationally and to your fellow employees. Employees are therefore expected to be at work in accordance with their contract of employment, or to report for overtime unless there is a valid reason for such absence, under which circumstances the employee will inform his superior of the reason for and the duration of such absence as soon as possible, but no later than
the end of the working day on the first day of absence. In addition, employees are expected to observe the company's sick leave policy in regard to the submission of medical certificates.
3.3.2 Any other absence from work should be preceded by the proper permission being granted.
3.3.3 Sick leave is only to be utilized for genuine illness of the employee; the company reserves the right to expect the employee to submit himself for medical evaluation by a company appointed doctor if excessive sick leave is taken.
3.3.4 The company expects all employees to achieve reasonably achievable work standards when executing their duties; the company will embark on corrective counselling action in the event of an employee failing to achieve such standards; continued failure could result in the termination of services.
4. DISCIPLINARY CODE
Any conduct which may adversely affect the relationship between the employer and the employee, the relationship between employees, the relationship between employees and customers, suppliers or clients, may be investigated in terms of the company's Disciplinary Procedure. The Procedures are also applicable where such conduct has occurred after hours and off the company premises.
The aforementioned transgressions and possible sanctions serve as a guideline to all employees to illustrate the effect and the seriousness of such on the employment relationship. Please note that the possible sanctions serve only as a guideline as the merits and circumstances of each case must be considered; and therefore a more or less severe sanction may be imposed than those indicated in this Disciplinary Code.
Employee Signature
Date: 18 June 2005
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