GENERATION X COMPANY

GENERATIONX COMPANY

Codeof Ethics Principles

Thefollowing are the code of ethics governing the behaviour and workethics of all Generation X’s employees. We are all expected tofollow the set guidelines in our day-to-day lives within the companypremises or within the ranks of the company. Please read, understand,and adhere to them professionally.

Duties

Allemployees are expected to have distinct job descriptions. These willdetermine the kind and scope of work that each will be placedresponsible for. Furthermore, since there may be less work for acertain department on certain occasion, employees are required toaccept any other duty allocated to them in such situations.

Performance

Eachemployee has responsibility to undertake. This is expected to becarried out in a professional and cautious manner to so as to attainthe quality specified. Employees are required to give their bestefforts when undertaking these tasks at all times. Poor performancewill not be tolerated.

Absenteeism

Allstaff members are expected to be at their work stations on everyworking day. The only exception is when one is sick, on annual leave,or when given an outside assignment. Constant absenteeism will bepunished severely by the Human Resource department.

Secrecyof Data/Concealing company information

Itis a requirement for every employee to display total loyalty to thecompany which involves non-divergence of important companyinformation to third parties. If found or suspected, punitive legalaction will be taken against the culprit for breach of contract.Termination in this instance will be unavoidable.

IntellectualProperty

Anycreative work produced under within the company surrounding, orthrough use of company resources is considered the company’sproperty. The company has the right over all intellectual property ofall the employees and interns.

DisputeResolution

Thecompany has set up an efficient dispute resolution mechanism. Allemployees are expected to follow the correct procedure to makecomplains, report incidences, and report any form of provocation orharassment. This organ is facilitated by the Human ResourceDepartment. Therefore it would lead to direct termination if one iscaught fighting, abusing, or provoking fellow employee.

Conflictof Interest

Noemployee is expected to perform other duties for third partycompanies while still performing the same task for the company. Thiswill constitute gross misconduct leading to immediate termination.

Behaviour

Allstaff members are expected to be at their best behaviour at all timeswhile still within the company premises. All employees including thesenior management staff should practice mutual respect of one anotherwithin and outside the company premises. Non-adherence will surmountto gross misconduct liable to stern punishment.

WorkEquipment

Allthe company equipment’s should be handled with care by allemployees. Any intentional damage due to negligence will lead tosevere penalties such deduction of the total cost of the equipmentfrom the employee’s salary. However, the damage is determined to beaccidental there will no punishment suffered by the person.

CustomerRelations

Allstaff members are expected to handle all customers with utmost care.All customer enquiries should be followed up with a prompt answerfrom the particular employee. Furthermore, all customer detailsshould also be kept private and confidential by the employee. Lack ofadherence will be severely punished within the company’sdisciplinary framework.

Resignation

Priorto resigning, all employees are required to give the company aminimum of one month to find a suitable replacement for soon to bevacant position. No-conformance will be treated as breach of the setcontractual terms.

Terminationdue to Poor Performance

Procedure

Ascontinuously stated the company bases its relationship with theemployees on the required performance benchmarks set. In case anemployee continuously fails to meet the set targets, he or she is maybe terminated with immediate effect.

Therefore,before any performance based termination is concluded, the followingprocess should be observed:

  • The supervisor or the manager is required to call the employee to discuss their performance and look for ways of improving this aspect of their work.

  • If the poor performance streak continuous, he or she is issued with a formal written warning to indicate the seriousness of the matter.

  • If the employee still does not improve, he or she is reported to the Human Resource Department for further evaluation. Here, the HR officials will look at the root problem of the poor performance trend and offer appropriate advice.

  • If the employee fails to improve, a meeting is summoned between him or her and their immediate supervisor or manager to discuss further action. Here, witnesses are invited to attend, both for the company and the concerned employee. This step is followed by an official, final verbal warning.

  • If the required performance is not achieved within a period of three months since decision made in the preceding step above is not achieved, the employee is reported to the Human Resource manager, who issues him or her with the termination letter.

Theemployee is allowed to seek legal redress if any step that ismentioned above is not followed to their satisfaction.

Preparedby the Human Resource Management Department

Approvedby the General Manager of the Company