HODs are delegated with authority to take disciplinary action for

misconducts by their departmental staff for the clauses 6.4 (a), (b) and (c)
mentioned below.

6.4 Characteristics of Misconduct and Kinds of Disciplinary Action

a. To reprimand/caution through written warning

i. In case s/he remains absent from the work without obtaining permission

ii. In case s/he leaves the work place without obtaining permission

iii. In case s/he reports late to work frequently without obtaining

permission

iv. In case s/he violates the rules, regulations and directives of the Company
and the orders or instructions given by her/his respective supervisor or
concerned Manager

v. In case s/he observes non-adherence to other rules and regulations

mentioned in this service rule

b. In case of any misconduct as stated below done by employee shall result in

deduction of one day’s remuneration:

i. In case s/he declines to accept the letter or notice issued by the

management or the authority

ii. In case s/he participates or compels any other person to participate in

any unauthorized strike or in a strike which has been declared illegal or
collectively slows the work progression in the office

iii. In case s/he causes loss to the organization by reducing production or

lowering quality of service by her/ his recklessness or negligence

iv. In case s/he tries to take advantage of Company facilities by presenting

false particulars
 v. In case s/he fails to use the safety equipment provided by the Company
which are required by the nature of her/his work

vi. In case s/he observes non-adherence to other similar rules and

regulations mentioned in this service rule

c. To withhold annual grade increment or promotion for a year

i. In case s/he takes Company property outside the Company premises

without the permission of concerned authority or allows unauthorized
person(s) to use the Company's property without the consent of the
authorized person

ii. If s/he tries to commit embezzlement in the financial transactions of the

Company

iii. In case s/he damages or destroys any Company property due to

recklessness or negligence

iv. In case s/he prevents the supply of food and water, or disconnects
telephone and disturbs power supply, or obstructs the entry or
movement within the Company

v. In case s/he deliberately misuses or causes damage or disruption to the

Company provisions made for the welfare or safety & security of the
employees

vi. In case s/he observes non-adherence to other similar rules and

regulations mentioned in this service rule

d. Employee may be dismissed for any of the following misconducts:

i. Act of assaulting or injuring an employer or any worker or customer or

any person concerned with the workplace or act of keeping in captive or
causing unrest or damage in the premise of the enterprise with or
without the use of any weapon

ii. Act of taking or giving bribe

 iii. Act of stealing property of others in the workplace

iv. Act of financial misappropriation in the enterprise

v. Intentional act of damaging the property of the employer under his/her

control or which is being used by the employer

vi. Act of being absent in the work continuously for more than 30 days
without approving the leave

vii. Act of divulging production related formula or any confidential

information relating to special technology with an intention to cause loss
or damage to the enterprise where he/she is employed

viii. Act of working in collaboration with a competitive employer in the

similar nature of business or carrying any competitive business on his
own or providing confidential information about the enterprise where he
is employed to any other competitive employer

ix. If convicted by the court for any immoral or criminal act during the
period of employment

x. Act of submitting forged or false educational certificates for the purpose

of appointment

xi. Act of taking drugs or liquor during working hours or come to the
workplace in drunken state

xii. Act of being punished for more than two times for misconducts pursuant
to clause (a), (b) and (c) within a period of three years

xiii. Act of committing any misconduct for which any prevailing law
prescribes dismissal as punishment.
Procedure for Investigation in Accordance with Misconduct Stated in the
Labor Act

In the event of an incident where immediate action is required to examine

carefully the reasons for something or the character of someone, an
investigation is conducted
HOD/HR recommends Investigation Committee to the top management for
initiating the investigation
After constituting the committee for investigation, questionnaires are
prepared for a written statement
A personal meeting with each candidate is set for collecting their statement.

The statement can be collected through the following methods:

i. Verbal / Virtual Questionnaire
ii. Written Questionnaire

After collecting the statement, the data and facts are compiled for
investigation findings
Legal advice is taken if necessary
HOD/HR then recommends action following the above guidelines
Then the final investigation report is prepared
The final report is submitted to the Top Management for approval/review
After receiving the approval from TMT, HOD/HR will take necessary action
accordingly depending on the severity of the misconduct

Note: * Warning letters can be issued by concerned department however, in

case of clause no. b & c, HOD should send email to HR for final action after
receiving approval from TMT.

All email conversation regarding misconduct must be carbon copied to HR.