Disciplinary Policy

Disciplinary Policy

This Disciplinary Policy outlines the expected behaviours and consequences of failing to meet these obligations for staff and agents of Igualdad En Acción S.A.S. (IEA). Its purpose is to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance and to deal consistently with disciplinary issues.

IEA is committed toensuring staff understand their responsibilities with respect to behaviour and will provide them with information on the performance requirements of their role and the expected behaviours.

The directives will review this document from time to time and may make changes to the content. Changes may result from employee or management feedback and/or from changes in employment legislation.

Latestchanges on 04/02/2012

RESPONSIBILITIES
All employees have a responsibility to:
•take full accountability for their actions and inactions
•maintain expected and reasonable levels of attendance and performance at work
•respect and work in line with IEA’s Code of Conduct
•attend and participate in relevant meetings
•comply with IEA’s policies
•conform with any IEA or statutory rules oragreements applicable to their role (see Appendix 1 on Rules)
•maintain a reasonable standard of behaviour acceptable to management and other employees including behaviour as outlined in the Code of Conduct and in line with the Equal Opportunities and other relevant policies.
•meet legislative and regulatory requirements, such as Ley 9ª de 1979, en la cual se establecieron las condiciones parapreservar la salud de los individuos en los sitios de trabajo y en sus ocupaciones y el Decreto Ley 1295 de 1994, con el fin de prevenir, proteger y atender a los trabajadores de los efectos de las enfermedades profesionales y los accidentes de trabajo.

GUIDELINES
Behaviour
IEA staff is expected at all times to be professional and courteous in their work. They will ensure their professionalism by:
•Observing their responsibilities outlined in the IEA Code of Conduct

If criminal behaviour is suspected or alleged the directives will discuss the situation and a decision will be taken over notifying the police. Where criminal proceedings are pending against an employee, IEA will determine whether disciplinary action is appropriate. This will occur where, in the opinion of IEA the charge orconviction is such as to affect, or be likely to affect, the suitability of the employee for the position in which he / she is employed, or the business or reputation of IEA, or where the existence of the charge or conviction could, in the opinion of IEA, otherwise seriously undermine the trust and confidence that IEA has in the employee.

Where there is any suspicion of theft or fraud then theemployee's manager must contact the directives who will investigate and process the matter immediately.

Disciplinary procedure
IEA staff who are observed to act in an unprofessional manner or who are reported to do so, will be subject to a disciplinary procedure. Considered are actions inside or outside of work which may have a bearing on an employee's continued employment or on the reputationof IEA. Employees must notify their managers immediately of any charge or conviction.

The disciplinary procedure will include at least the following:
• An investigation of the act or alleged act or misdemeanour
• A hearing where the staff/agent can present their case
• A report on the outcome of the investigation and hearing
• A disciplinary action which may take the form of one of thefollowing:
o A verbal warning
o A written warning and notation on their record of employment
o Suspension from assigned duties, or
o Dismissal
• An appeals process heard by a third party.

The disciplinary actions mentioned above are not exhaustive and IEA reserves the right to take any action it considers reasonable and appropriate in the circumstances.

Hearings
•Employees will be...