Disciplinary Policy

Procedures and sanctions for maintaining professional workplace conduct

Workplace Conduct

Disciplinary Policy

G3 Biz Ltd is committed to a respectful and professional workplace. This policy defines misconduct, reporting channels, investigation standards, and fair disciplinary actions.

Definitions

Misconduct

Any act or omission that violates company policies, rules, regulations, or expected standards of conduct.

Minor Misconduct

Relatively minor transgressions such as occasional tardiness, short unauthorized absence, minor insubordination, or low-level policy violations.

Serious Misconduct

More severe offenses including harassment, threats, theft, fraud, violence, serious safety violations, or repeated minor misconduct.

Gross Misconduct

The most serious offenses, including theft, cheating, fraud, refusal to perform duties, disclosure of confidential information, and sexual harassment.

Reporting Misconduct

Report directly to your immediate supervisor.
Report to the Human Resources Department.
Submit anonymously through a designated email or message.

Reports are treated confidentially and investigated thoroughly. Retaliation for reporting is strictly prohibited.

Investigative Procedures

Interview the employee who reported the misconduct.
Interview the accused employee.
Gather and review relevant evidence before taking action.

Progressive Discipline Flow

5.1 Informal Counseling

For minor issues, direct line managers first use verbal counseling for clarification, correction, and performance improvement.

5.2 Query Letter

For minor misconduct, a formal query letter is issued. The employee has 48 hours to respond in writing.

5.3 Warning Letter

If improvement is unsatisfactory, or for serious misconduct, a formal warning letter is issued with clear expectations and timelines.

5.4 Disciplinary Actions

Depending on severity: suspension (1-7 days), probation, demotion, or termination for gross misconduct.

Appendix: Misconduct Categories

Category	Examples	Consequences
Minor Misconduct	- Tardiness (e.g., 3 times within a month) - Short unauthorized absence - Minor insubordination - Low-level policy violations (dress code, misuse of resources)	- Verbal counseling - Written query letter - Relevant corrective sessions
Serious Misconduct	- Repeated tardiness (e.g., 5 times in a month) - Extended unauthorized absence - Fighting or refusal to perform duties - Alcohol use during working hours - Harassment, threats, or serious safety violations	- Written warning letter - Suspension without pay (1-7 days) - Probation with close monitoring - Mandatory behavior-related training
Gross Misconduct	- Theft, fraud, deliberate dishonesty - Unauthorized disclosure of confidential information - Severe or repeated sexual harassment - Excessive unauthorized absence	- Immediate termination, subject to due process and applicable labor provisions.

Appeals, Confidentiality, and Support

Appeals must be submitted in writing to HR within 24 hours of disciplinary notification.
All disciplinary matters are handled with strict confidentiality on a need-to-know basis.
Policy is reviewed at least annually and may be modified as needed.
Employee Assistance Program (EAP) support is available for personal challenges affecting performance.
Training on policy, conduct, and behavior expectations is provided across the company.

Disclaimer: This policy serves as a general guideline and does not constitute an employment contract.