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Disciplinary Action

Disciplinary Action

GENERAL POLICIES
1. The supervisor has the authority to take disciplinary actions against a staff member under his/her line of supervision in accordance with the procedures hereunder.

2. Before taking any disciplinary action, the supervisor shall inform a staff member of the misconduct concerned and shall take into consideration the fact and justification given by a staff member. In case of serious misconduct and/or infringement which warrant termination of employment or report of an incidence to the police, the approval must be obtained from the President.

3. In case of unfair practice, a staff member may appeal according to the provision stated in Chapter XI.

4. The Human Resources Office shall retain the letter of warning or document concerning disciplinary action on a staff member's personnel file for at least one year.

DISCIPLINARY ACTION FOR THE CASE OF MINOR INFRINGEMENT
In case that a staff member avoids or violates Policy & Procedures on Employment of Staff: General Work Regulations , except committing in serious infringement, a staff member shall be considered for the disciplinary action depending on the nature of infringement as described below.

 

a. Verbal warning for minor infringement for the first time.

b. Written warning for minor infringement for the second time. This written warning shall be given only once and treated as a final written warning.

Termination of employment shall be made if a staff member still violates Policy & Procedures on Employment of Staff: General Work Regulations after having received a final written warning and, he/she shall not receive any service termination benefit.

c. Other disciplinary actions as deemed appropriate by the Institute.

DISCIPLINARY ACTION FOR THE CASE OF SERIOUS INFRINGEMENT
In case that a staff member has committed any of the following serious infringements, the Institute can consider terminating his/her employment immediately without an advance notice and a staff member shall not receive any service termination benefit.

a. Dishonesty in duties or committing a criminal act with intent, against the Institute.

b. Intentionally cause damage to the Institute and/or its property.

c. Violating any work regulations or work rules or lawful orders of the supervisors; for which a final written warning has already been given by the supervisor to a staff member, except in serious cases where warning is deemed unnecessary.

d. Desertion of duty for three consecutive working days without justifiable reasons

e. Neglect causing serious damage to the Institute.

f. Being imprisoned by final judgment of imprisonment with exception of penalty for negligent or petty offenses.

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