SERVICON MANPOWER SERVICES
Rm 201 Gatmaitan bldg. Brgy. Gulod Quirino Hwy Novaliches Quezon City
+632.9375103, 0933-3101180
infoserviconservices@gmail.com
serviconmanpowerservices.weebly.com
EMPLOYEE’S CODE OF CONDUCT
EMPLOYEE CODE OF CONDUCT
The company believes discipline is an effective tool in attaining the goals of the
company. Discipline also promotes harmonious relationship among the
employees, the management and other persons doing business with the company.
In consideration of the foregoing premises, the Employee Code of Conduct is
hereby adopted to provide appropriate guidelines on employees’ behavior in the
organization. The company adopts a progressive administrative sanction to
promote corrective discipline. This provides the employees the opportunity to
change their behavior according to acceptable standards set by the company.
The management expects the employees unwavering support and cooperation in
the implementation of the code of conduct to assure the continued growth of
both the employee and the company.
A. GENERAL GUIDELINES
1. A thorough and impartial investigation shall be conducted before
penalties are implemented. The employee shall be notified on any
violation or charges against him and shall be given opportunity to refute
the charges.
a. The Immediate Superior and/or HRD shall notify an employee who
committed any infraction on this code on the nature of offenses and
the corresponding penalties.
b. The employee shall be given ample time to answer or refute the
charges. The employee may request an investigative hearing subject
to the approval of the management and depending on the nature of
the offenses.
c. The Immediate superior shall notify the employee on the result of
the evaluation after the employee had been given opportunity to
answer and the corresponding penalty.
d. All penalties imposed including warning shall be in writing. A copy of
the penalty shall be placed on the employee records (201 File).
e. The HRD may impose penalties of suspension and Dismissal in
coordination with the immediate superior of the concerned
employee.
f. The penalty of dismissal shall be imposed only upon compliance with
the pertinent provision of the labor law.
2. Unless otherwise specified, all misdemeanors shall reset after 12
months reckoned from the date of first infraction. Thus, infraction of
the same offense by the same employee after 12 months reckoned from
the first violation shall be regarded as first offense.
3. An employee maybe placed under Preventive Suspension during the
conduct of investigation if his continued presence poses a serious and
imminent threat to the life and property of the company or other
employees. The number of days the employee under preventive
suspension shall be included in the implementation of the penalty.
Preventive Suspension should not be more than 30 days.
4. Any misdemeanor or infraction that is not specifically enumerated in
this Code shall be considered depending upon the gravity of the offense
and its effect to the safe, harmonious and progressive employee-
employer relationship and to the general objectives of the company.
5. In case of disagreement in the implementation of discipline on this code,
the employee may request a Grievance Hearing in a committee
composed specifically for the case. The Grievance Committee shall be
composed of the representative nominated by the aggrieved employee,
the Department Manager and the HRD Manager as facilitator. The
Committee shall decide consensus within a specific period based on the
gravity of the offense.
For Penalty ranging from Written Warning to Suspension
a. The aggrieved employee shall inform his immediate Superior of his
request for Grievance Hearing. The implementation of the
disciplinary action shall be held in abeyance temporarily.
b. The written request for Grievance Hearing should be submitted to
the HRD within 72 Hours (3 days) upon Receipt of the Decision of
Disciplinary Action.
c. The HRD shall constitute the Grievance Committee within 24 hours
upon receipt of the Request. The Grievance Committee shall meet
immediately to discuss the Grievance referred to them and shall
endeavor to make the decision within 48 hours (2 days). The
decision should be on consensus.
d. The employee shall be informed of the decision of the Grievance
committee within 24 hours. The decision of the Grievance
Committee shall be final and executory
For Penalty of Dismissal
a. The employee shall submit his Request for Grievance Hearing to the
HRD Manager within 24 hours upon receipt of the Disciplinary
Action.
b. The HRD Manager shall constitute the Grievance Committee
composed of the representative nominated by the employee, the
Department Head and the HRD Manager acting as facilitator.
c. The Grievance Committee shall meet within 24 hours to discuss the
Grievance referred to them. The Committee shall endeavor to make
the Decision within 72 hours (3 days).
d. During the Grievance Committee hearing the employee shall be
placed on Preventive Suspension without pay. (Refer to No. 3 above)
e. The Decision of the Grievance Committee can be brought to the
Division Head (VP) for reconsideration. The decision of the Division
Head shall be final and executory.
6. When a single act or omission constitutes two or more infractions or
offenses, the higher maximum penalty shall be imposed.
7. In cases of offenses resulting to damage of company property, the
offender shall be required to pay the damages on top of the appropriate
penalty.
8. The management reserves the right to prosecute the offender should
the offense involve criminal liability.
9. Any employee convicted of any crime against person or property or
crime involving moral turpitude shall be subject to dismissal.
TABLE OF OFFENSES AND DISCIPLINE
A. OFFENSES AGAINST PERSONS
1. Inflicting injury within company premises on fellow employees.
1st Offense - Dismissal
2. Threatening, intimidating, coercing or interfering with fellow employees
1st Offense - 3 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
3. Engaging in horseplay or other unruly conduct which tend to cause
disorder, disrupt work, annoy, vex, create scandal or disturbance within the
company premises which do not cause damage to company property or no
loss is incurred.
1st Offense - Written Warning
2nd Offense - 3 Days Suspension
3rd Offense - 15 Days Suspension
4th Offense - Dismissal
4. Making vicious, offensive or malicious statement against fellow employees.
1stOffense - 3 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
B. OFFENSES AGAINST PROPERTY
1. Robbing or stealing from the company or from other others at any time.
1st Offense - Dismissal
2. Damaging or stealing from the company or from others at anytime.
1st Offense - Dismissal
3. Defrauding in any manner, the company of its funds, property which shall
include collision in such acts.
1st Offense - Dismissal
4. Unauthorized use or operation of company materials, tools equipment or
vehicles.
1st Offense - 3 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
C. OFFENSES AGAINST SECURITY AND SAFETY
1. Violation of established safety practices.
1st Offense - Written Warning
2nd Offense - 3 Days Suspension
3rd Offense - 15 Days Suspension
4th Offense - Dismissal
2. Violations of Safety Practices without necessarily resulting in any damage.
1st Offense - 3 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
3. Gross violation of established safety practices resulting in damage to
company property.
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
4. Smoking, cooking or lighting fires in company premises.
1st Offense - Dismissal
5. Failure to report immediately an accident involving company property,
vehicle, personnel (for violators, Supervisors and witnesses).
1st Offense - 3 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
6. Carrying, possession of deadly weapons within company premises at all
times.
1st Offense - Dismissal
7. Refusal to submit to or failure to meet security requirement of the
company. This includes interfering or refusing to cooperate with security
guards in the performance of latter’s duties.
1st Offense - 15 Days Suspension
2nd Offense – Dismissal
D. VIOLATION OF COMPANY RULES ON HEALTH AND MORALS
1. Grossly indecent or immoral conduct within company premises including
but not limited to having sex, exhibitionism, distribution or possession of
pornographic materials and similarly analogous acts.
1st Offense - Dismissal
2. Immoral, indiscreet and scandalous relationship within the company
premises whether during or after working hours.
Subject to disciplinary action from warning to dismissal depending
upon the seriousness of the offense
3. Drinking alcoholic beverages within the company premises except on
authorized company function.
1st Offense - Dismissal
4. Refusal to undergo random drug testing scheduled by the Management.
48
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
5. Positive result on Drug Testing conducted by the company.
1st Offense- Warning and required to take a
second test at any given time mgt.
decides. Temporary demotion to a
less critical task/assignment.
nd
2 Offense - 2 weeks suspension and
permanent demotion.
Required to take a third test at any
given time management arranges.
rd
3 Offense - Dismissal
6. Actual use, sale and being under the influence of an illegal drug or
controlled substance.
1st Offense - Dismissal
E. SUBVERSION AND DISHONESTY
1. Engaging in sabotage, subversion, espionage or other acts inimical to the
security or interest of the company.
1st Offense - Dismissal
2. Revealing company’s confidential operations or trade secrets, unless
authorized by the company.
1st Offense - Dismissal
3. Making vicious/malicious statement against the company, its executives, its
products or operations.
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
4. Competing with company’s business after being warned to desist.
1st Offense - Dismissal
5. “Moonlighting”, unauthorized outside employment or doing other
activities not related to official business.
1st Offense - Dismissal
6. Misappropriating or withholding company funds.
1st Offense - Dismissal
7. Deliberately restricting work output.
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
8. Restricting work output by gross negligence.
1st Offense - 6 Days Suspension
2nd Offense - Dismissal
9. Posting, writing or distributing written or printed matters of any description
on company premises unless authorized by the company, altering or
defacing notices or other matters on bulletin board at anytime unless
authorized by the company.
1st Offense - 5 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
10.Vending, soliciting during work hours.
1st Offense - 6 Days Suspension
2nd Offense - Dismissal
11.Serious misrepresentation or deliberately falsifying any material fact in
personnel or other company records when applying for employment or
during employment.
1st Offense - Dismissal
12.False entries in expenses reports.
Subject to disciplinary action from warning to dismissal depending
upon the seriousness of the offense.
13.False testimony in a company investigation. Refusal to testify.
1st Offense - Dismissal
F. INSUBORDINATION
1. Refusing without any valid reason to obey a company order to perform
assigned work.
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
2. Disrespect to or challenge one’s superior to a fight.
1st Offense - Dismissal
3. Failure to report for overtime work without justification, contrary to
schedule approved by supervisor, after the employee concerned agree to
do work overtime.
1st Offense - 5 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
4. Non-wearing or incomplete uniform for 1 day in a month.
1st Offense - Written Warning
2nd Offense - 3 Days Suspension
3rd Offense - 6 Days Suspension
4th Offense - Dismissal
5. Non-wearing or incomplete uniform for 2-5 days in a month
1st Offense - 3 Days Suspension
2nd Offense - 6 Days Suspension
3rd Offense - Dismissal
6. Non-wearing or incomplete uniform for 6 or more days in a month.
1st Offense - Dismissal
7. Failure or refusal to get and sign record slip for improper or complete
uniform.
1st Offense - Dismissal
G. OTHER ACTS AGAINST COMPANY INTEREST
1. Wasting time, loitering, loafing or leaving place of work hours without
permission.
1st Offense - 5 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
2. Employee/workers guilty of simple to gross negligence or dereliction of
duty amounting to abandonment of duty.
1st Offense - 5 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
3. Concealing defective work, resulting directly to the prejudice of the
company.
1st Offense - 15 Days Suspension
2nd Offense - Dismissal
4. Careless handling/inspection of products, raw materials and/or other
supplies, analogous cases.
1st Offense - 5 Days Suspension
2nd Offense - 15 Days Suspension
3rd Offense - Dismissal
5. Sleeping while on duty during work hours.
1st Offense - 5 Days Suspension
2nd Offense - Dismissal
6. Failure to report to the company within one week, of any change of home
address, status, etc.
1st Offense - Written Warning
2nd Offense - 3 Days Suspension
3rd Offense - 6 Days Suspension
4th Offense - Dismissal
7. Deliberately punching in or out another employee’s timecard.
1st Offense - 3 Days Suspension
2nd Offense - Dismissal
8. Failure to punch time card when reporting for or leaving after work, or
when leaving premises for personal or official reasons.
1st Offense - Written Warning
2nd Offense - 3 Days Suspension
3rd Offense - 6 Days Suspension
4th Offense - Dismissal
H. ATTENDANCE
1. Habitual Tardiness (more than 5 times in a month. (Undertime on the start
of the working time shall be considered tardiness, unless the Application
for Leave form was approved at least one day before the intended
undertime)
1st Offense - Written Warning
2nd Offense - Written Warning
3rd Offense - 3 Days Suspension
4th Offense - 6 Days Suspension
5th Offense - 12 Days Suspension
6th Offense - Dismissal
Offenses on this rule shall prescribed after six (6) months that no similar
violation is noted to the employee. Progressive discipline shall be imposed
to employees committing the same offense within the prescribed period.
Successive offenses shall be dealt with the next higher penalty on the
disciplinary action implemented on the immediate violation prior to the
offense.
2. Forwarding false reasons for tardiness and absences
1st Offense - 3 Days Suspension
2nd Offense - Dismissal
3. Except for Leave with Pay with prior approval, scheduled Vacation Leave,
Maternity Leave, Emergency Leave due to major sickness, unavoidable
circumstances like death of immediate family member and related
incidents, all other reasons such as ordinary headache, toothache,
attending to family matter or personal necessities shall constitute Habitual
Absenteeism. Habitual Absenteeism shall be counted on a per day basis
within a month (Half day shall be counted as one day) in accordance with
the following disciplinary action:
One day absence - No disciplinary action
Two days absence -Verbal warning
Three days absence - Written Warning
Four days absence - 1 Day Suspension
Five days absence - 3 Days Suspension
Six days absence - 6 Days Suspension
Seven days absence - Dismissal
Offenses on this rule shall reset after six (6) months that no similar violation
is noted to the employee. Progressive discipline shall be imposed to
employees committing the same offense within the prescribed period.
Successive offenses shall be dealt with the next higher penalty on the
disciplinary action implemented on the immediate violation prior to the
offense.
4. An employee who is absent from work without prior permission or
justifiable reason or have extended approved leave of absence without any
notice to the Department Head and/or the Human Resources Department
shall be considered no longer interested in his/her work. Absences will be
counted on a per day basis within a month whether consecutive or not.
1 to 3 days absence - Written Warning
4 to 6 days absence - 3 Days Suspension
At least 7 days absence - Dismissal
Offenses on this rule shall reset after six (6) months that no similar violation
is noted to the employee. Progressive discipline shall be imposed to
employees committing the same offense within the prescribed period.
Successive offenses shall be dealt with the next higher penalty on the
disciplinary action implemented on the immediate violation prior to the
offense.
AMMENDMENT AND ADDITION TO HANDBOOK
The policies set down in this Handbook are subject to change or
amendment as maybe deemed necessary by the Company. Additional
policies maybe laid down by the management as need arises or when
circumstances so warrant. Employees shall be advised through circulars
and announcement in cases of changes or amendments.
