WAI SHIPPING SDN BHD PAGE 46 8.10 The employee who is found abusing the shipping computing date also be liable for civil or criminal prosecution. The employee must be observe strictly nothing in this Information Technology guideline which is can preclude enforcement by the Shipping Admin under the laws and regulations. 8.11 During the continuance employment with the shipping attempt to the authenticate other computer user not at any time. 8.12 All the software must be secured to prevent the copying except that which is explicity allows copying such as public domain software. This is because not any time during the continuance employment with the shipping provide the content, which is needs violate copyright laws. RULES AND REGULATIONS 1.0 Policy Statement An employee of WAI Shipping Sdn Bhd must be maintain reasonable all the times standards of work and conduct. In the circumstances when the employee fails to meet the reasonable standards of work the Shipping Admin will reserves the right to undertake disciplinary action against to the employee in accordance to the principles of the natural justice. 2.0 Ground for Disciplinary Action 2.1 The employee should be maintain reasonable standars of work, conduct and discipline in accordance to expressed the obligations and expectation of the shipping.
WAI SHIPPING SDN BHD PAGE 47 2.2 The shipping should be reserve the right to undertake the disciplinary action on the grounds of misconduct against the employee concerned for any misconduct, indiscipline of any breach of the shipping rules and the regulations in accordance to the general principles of natural justice. 2.3 The serious misconduct need to construed the occurrence of a major misconduct or a repetition of minor misconducts. 2.4 The categories and examples of misconduct are as follows: Major Misconduct 2.4.1 Disclosing any of confidential information, this is including the confidential information of the Shipping’s clients to third parties without proper authorisation. 2.4.2 Theft, arson, assault, and other serious crimes. 2.4.3 Misrepresented in the Employment Application Form or any of material information intentionally excluded form. 2.4.4 Absence without leave for more three (3) consecutive working days. 2.4.5 Defacement and destruction of any record for the shipping, including interfering with the record of attendance on the behalf of any other employee. 2.4.6 Disobedience, whether alone or together to any lawful and reasonable order of a client of the shipping. 2.4.7 Attempting to defraud. 2.4.8 Misappropriation of the shipping funds.
WAI SHIPPING SDN BHD PAGE 48 2.4.9 Serious pecuniary embarrassment. 2.4.10 Avoiding, refusing and acting in a manner that will discourages the assigning of work by an employee that is in-charge. 2.4.11 Making noise in a manner that disrupt other employee work. 2.4.12 Leaving the workplace or have long conversations which is unrelated to work and the general wasting time. 2.4.13 Non-reporting the problem that is relating to work to the immediate superior. 2.4.14 Spreading false with confidential information related to the other employee of the WAI Shipping Sdn Bhd. 2.4.15 Unauthorised the obtaining and keeping of confidential information which is related to the other employee of the WAI Shipping Sdn Bhd. 2.4.16 Overstaying sanctioned leave without suficient grounds and without informing the superior of the excuse for such absence. 2.4.17 Low quality of shipping production and slackness in performance in meeting goals. 2.4.18 Acting in manner which is would affect the public image of the WAI Shipping Sdn Bhd. 2.4.19 Committing to an immoral act within the WAI Shipping Sdn Bhd premises and drug abuse. 2.4.20 Smoking in the office room before, during and after office hours. 2.4.21 Tardiness, inefficiency, dishonesty, professional negligence and insanity.
WAI SHIPPING SDN BHD PAGE 49 2.4.22 Abuse the position of the office. 2.4.23 Judgement in order to made in any civil suit matter. 2.4.24 Default against the terms and the conditions of services. 2.4.25 Any act which is may cause the WAI Shipping Sdn Bhd to be in dispute and submitted to the legal suit. 2.4.26 Instigating the co-worker and creating dissatisfaction among the workers against the Shipping Admin. 2.4.27 Borrowing money from the clients. 2.4.28 Collecting of the contributions from other members of the employee for any purposes what so ever at anytime in the shipping premises without obtaining the permission f the management. 2.4.29 Using the abusive language toward the other employee. 2.4.30 Habitual Absenteeism. 2.4.31 Scoring below 50 marks in the Part A of the Performance Appraisal. 2.4.32 Excessive to use the telephone for private calls. Minor Misconduct 2.4.33 Absence without the permission and valid cause. 2.4.34 Always coming late to work. 2.4.35 Any action that is contrary to the WAI Shipping Sdn Bhd Rules and Regulations.
WAI SHIPPING SDN BHD PAGE 50 2.4.36 Leaving the workplace before the proper finishing time without permission. 2.4.37 Have committing an act of the nuisance on the WAI Shipping premises. 2.4.38 Have improper care of the shipping properties entrusted to the employee. 2.4.39 Bringing friends to the office without the permission. 2.4.40 Always careless used the shipping facilities and facilities. 2.4.41 Always interfering the other employee work during working and non-working hours. 2.4.42 Offensive sending the notes and behaviour towards the other employee. 2.4.43 Entertaining the office with private visitors during office hours without permission. 2.4.44 Loitering within and adjacent to the WAI Shipping Sdn Bhd premises after the office hours. 2.4.45 Using the shipping equipment for the personal business. 2.4.46 Posting the handbills or the circulars on the WAI Shipping Sdn Bhd premises without the approval from the Shipping Admin. The above list of major and minor misconduct is not an exhaustive oneand the only gives an indication of the types of behaviour which is might be considered as misconduct at the WAI Shipping Sdn Bhd.
WAI SHIPPING SDN BHD PAGE 51 3.0 General Principles of Natural Justice This is the following general principles of the natural justice should be apply to the execution of a disciplinary procedure:- 3.1 No disciplinary action will be taken against the employee without the investigation such as in the serious cases and an official inquiry should be conducted to establish the facts. 3.2 The investigation and inquiry will be carried out as the early as possible. 3.3 An employee will be given with the details pertaining to the matter in writing where necessary and need to be provided with an opportunity to the heard. 3.4 The employee will be given the reasonable time to prepare the cases and will be given every opportunity to cross-examine all witnesses produced if the employee wishes when an inquiry is called for. 3.5 When the an investigation is taking the place, it will be often inappropriate to the employees to continue their work as usual such as the employee may be suspended until a decision is reached. 4.0 Disciplinary Action The following to an inquiry, the disciplinary action might be taken. The disciplinary action need to be applied will take into the account seriousness of the case and any mitigating circumstances. The WAI Shipping Sdn Bhd Admin might be imposes any one of the combination of the following disciplinary action against an employee:- 4.1 Verbal warning;
WAI SHIPPING SDN BHD PAGE 52 4.2 Written warning; 4.3 Final written warning; 4.4 Formal action, which is include but it is not limited to:- 4.4.1 Suspension with either without pay for the periods of time; 4.4.2 Deferring the increment and the bonus for a period of time; 4.4.3 Reduction the salary; 4.4.4 Forfeiture of the declared bonus; 4.4.5 Downgrading 4.4.6 Dismissal with the contractual; and 4.4.7 Filling the legal suit against the employee. 5.0 Disciplinary Measures Disciplinary measures might be executed in the following manner:- 5.1 Lapses will be dealt with the verbally by the employee's Wai Shipping Sdn Bhd such as the warning should be the recorded and placed in the personal file. 5.2 The repeated infringements will be dealt with the employee's WAI Shipping Sdn Bhd Admin, who might be give a written warning and a copy placed in the employee' personal file. This written warning might be the final warning to the employee.
WAI SHIPPING SDN BHD PAGE 53 5.3 The verbal or the written warning is given. This warning shoulds be state the nature of the offence and the time allowed for the improvement to be achieved. 5.4 After the adequate warning, a further disciplinary wiil be measure becomes necessary. The Shipping Admin wll be recommend to the Shipping CEO to take whatever the formal action that appropriate to the seriousness of the case. 5.5 If the dismissal is warranted, the recommendation to dismiss will be made to the Shipping CEO. 5.6 If the employee wishes to appeal against the written warning and the other formal disciplinary action, the employee may ask for the cases to be reviewed by the Shipping CEO. 5.7 The arrangement to review of the case should be made within the seven (7) working days from the appeal date to the Shipping CEO. If the appeal is not submitted within seven (7) days from the days, the Shipping CEO should be consider that the decision has been accepted. GRIEVANCE PROCEDURE 1.0 Policy The shipping must recognise that an employee encounter problem and the differences arising from various aspects of their employment. The most cases, the problem can be resolved by informal discussion within the department. This might be occasion, when the employee wishes to pursue the matter is through other formal channels to bring their grievance for the notice of shipping.
WAI SHIPPING SDN BHD PAGE 54 This is shipping policy to settle any of grievance at the point of origin. The shipping services of the HR/Admin Department are available to assist the employee at all the stages of the grievance procedure and a representative of the department may be present at the formal meetings prescribed. 2.0 Procedure Stage 1 - Speak to Immediate Superior of Head of WAI Shipping The employee must having the grievance for the first discuss with his/her immediate superior of Head of WAI Shipping. It is the immediately superior of Head of WAI Shipping responsibility to investigate the grievance. Stage II - Refer to Shipping CEO Within three(3) working days after meeting with the Head of WAI Shipping the employee should be writing submit his request to the HR Department to arrange a meeting with the Shipping CEO if the issue is not resolved. Head of WAI Shipping with HR Department needs to brief the Shipping CEO about the details and the nature of grievance. Within seven(7) days from the time Shipping CEO notified the grievance the HR Department needs to arrange again the meeting. Following the meeting, the Shipping CEO will confirm the decision either the original decision by the Head of WAI Shipping or the decision to investigate the matter further. In this case, the decision will be given to the employee by the Shipping CEO in the presence of the Head of WAI Shipping within three(3) working days after the meeting.
Search
