Code of Conduct and Workplace Expectations

A clear and comprehensive code of conduct is essential for maintaining a positive and productive workplace environment. The code of conduct outlines the expected behaviors and standards for all employees, promoting professionalism, integrity, and respect within the organization.

Professionalism: Employees are expected to conduct themselves in a professional manner at all times. This includes dressing appropriately for the workplace, using respectful language, and maintaining a positive attitude. Professionalism also involves fulfilling job responsibilities diligently and adhering to company policies and procedures.

Integrity: Integrity is a core value that underpins all workplace interactions. Employees are expected to be honest, transparent, and ethical in their conduct. This includes accurately reporting work hours, avoiding conflicts of interest, and handling company resources responsibly.

Respect: Mutual respect is fundamental to a harmonious workplace. Employees should treat colleagues, clients, and stakeholders with respect and courtesy. This includes valuing diverse perspectives, avoiding discriminatory behavior, and addressing conflicts constructively.

Workplace Expectations: Employees are expected to contribute to a safe and productive work environment. This involves complying with health and safety regulations, maintaining a clean and organized workspace, and collaborating effectively with team members. Adherence to attendance and punctuality standards is also crucial.

Disciplinary Procedures (Warnings, Termination)

Disciplinary procedures are designed to address and correct inappropriate behavior or performance issues. These procedures ensure that employees are treated fairly and consistently while maintaining workplace standards.

Verbal Warnings: The first step in the disciplinary process is usually a verbal warning. This involves a formal discussion between the employee and their supervisor to address the issue and outline the expected changes. Verbal warnings are documented for future reference.

Written Warnings: If the behavior or performance does not improve following a verbal warning, a written warning is issued. This document outlines the specific issues, the expected improvements, and the consequences of further non-compliance. Written warnings are placed in the employee's personnel file.

Suspension: In cases of severe misconduct or repeated violations, the company may suspend the employee temporarily. Suspension allows the company to conduct a thorough investigation and determine the appropriate course of action. Suspension details are communicated in writing.

Termination: Termination is the last resort when an employee's behavior or performance does not improve despite previous warnings. The decision to terminate employment is made following a thorough review of the case. Termination procedures comply with Sri Lankan labor laws and company policies.

Throughout the disciplinary process, employees have the right to present their side of the story and seek clarification on the issues raised. The goal of disciplinary procedures is to provide employees with opportunities to improve and to ensure a fair and transparent process.

Grievance Redressal Mechanism

A grievance redressal mechanism is essential for addressing employee concerns and resolving workplace issues promptly and effectively. This mechanism ensures that employees have a structured process to raise grievances and seek fair resolutions.

Submitting Grievances: Employees can submit grievances through designated channels, such as a grievance form, email, or direct communication with HR. It is important for employees to provide detailed information about the issue, including relevant dates, events, and parties involved.

Grievance Review: Upon receiving a grievance, the HR department conducts a thorough review to understand the issue and gather relevant information. This may involve interviews with the involved parties, reviewing documents, and consulting with relevant stakeholders.

Resolution Process: The HR department works to resolve the grievance in a fair and timely manner. This may involve mediation between the parties, implementing corrective actions, or making policy adjustments. The goal is to address the root cause of the issue and prevent recurrence.

Communication: Employees are kept informed of the progress and outcome of their grievance. Clear and transparent communication ensures that employees understand the steps taken to resolve the issue and the final decision.

Confidentiality: Grievances are handled with confidentiality to protect the privacy of the involved parties. Information is shared on a need-to-know basis, and efforts are made to prevent retaliation against employees who raise grievances.

Anti-Harassment and Discrimination Policy

An anti-harassment and discrimination policy is crucial for creating a safe and inclusive workplace. This policy outlines the company's commitment to preventing and addressing harassment and discrimination in all forms.

Definition of Harassment: Harassment includes any unwanted behavior that creates a hostile, intimidating, or offensive work environment. This can include verbal, physical, or visual conduct based on race, gender, age, religion, disability, or other protected characteristics.

Definition of Discrimination: Discrimination involves unfair treatment of employees based on protected characteristics. This can include biased hiring practices, unequal pay, lack of promotion opportunities, and other forms of unequal treatment.

Reporting Harassment and Discrimination: Employees who experience or witness harassment or discrimination are encouraged to report it immediately. Reports can be made to HR, a supervisor, or through anonymous channels if available. Prompt reporting helps address issues before they escalate.

Investigation and Action: Upon receiving a report, the company conducts a thorough investigation to determine the facts and take appropriate action. This may include interviews, reviewing evidence, and consulting with relevant parties. Disciplinary actions are taken against individuals found to have engaged in harassment or discrimination.

Support for Victims: The company provides support to employees who experience harassment or discrimination. This may include counseling services, adjustments to work arrangements, and ensuring a safe and supportive work environment.

Training and Awareness: Regular training and awareness programs are conducted to educate employees about harassment and discrimination, the importance of a respectful workplace, and the procedures for reporting and addressing issues. These programs help foster a culture of respect and inclusion.