Version 1.0
Prepared by: @Lorraine Sebata
Approved by: @Samia Thompson
Reviewed Date: 2025-09-05
Next review date: 2026-09-04
This policy applies to all employees of Easyterms.
This policy provides a fair and consistent framework for addressing employee misconduct, poor performance, and violations of company policy. Its purpose is to correct unacceptable behavior, ensure a respectful and productive work environment, and maintain compliance with employment laws, while also protecting the interests of the company and its employees.
This policy applies to all employees of Easyterms. This policy does not form part of any employee's contract of employment and may be amended at any time at the company's discretion.
All disciplinary actions will be based on the principles of fairness, consistency, and due process. The company is committed to investigating all issues thoroughly and providing employees with an opportunity to explain their position before any action is taken.
For most offenses, the company will follow a progressive disciplinary process, moving from less severe to more severe actions. This process typically includes verbal warnings, written warnings, and, if the issue persists, suspension or dismissal. The severity of the action will be proportional to the seriousness of the misconduct.
The company reserves the right to bypass any or all steps of the progressive disciplinary process and proceed directly to a final written warning, suspension, or dismissal for serious offenses. Such offenses include, but are not limited to, fraud, theft, insubordination, serious breaches of confidentiality, harassment, or other actions that could cause significant harm to the company or its clients.
All disciplinary matters and related records will be treated with the utmost confidentiality.
Throughout any disciplinary process, employees have the right to be informed of the allegations against them, to be accompanied by a colleague or a union representative at a formal meeting, and to appeal any disciplinary decision.
This policy will be reviewed annually by the Human Resources department and Senior Management, or as needed to ensure its continued relevance and compliance with legal requirements.