Tiêu đề 4. Chapter four- Disciplinary Rules and Regulations.pdf ✅

1 CHAPTER FOUR Disciplinary Rules and Regulations BRAC staff is expected to work with an attitude of responsibility, respect and motivation. All staff will work toward the attainment of BRAC goals with full loyalty and firm moral commitment to the organisation. BRAC will take necessary steps to develop staff’s skills and improve their conducts. 4.01 General Principles and Code of Conducts 4.01.01 Respect to Organisational Values and Culture 1. Comply with Office Orders, procedures and legal official instructions of the higher authority. 2. Not to involve in any activities subversive of BRAC's interest 3. Not to show disrespect or impatience to duty. 4. Comply with and implement gender policy and eradication of sexual harassment policy. 5. Not to get involved in any activities contradictory to BRAC values and culture. 4.01.02 Attendance and Time Management 1. Not to be absent from work or leave work place without approval of proper authority. 2. Not to indulge in habitual unauthorized absence, late or negligence of duty. 4.01.03 Financial Transactions 1. Not to get involved directly or indirectly in business with BRAC. 2. Not to accept bribe or illegal favour/advantage from any person or organisation. 3. Not to work in favour of any persons or organisations involved with BRAC in business relationship. 4. Not to borrow money from any colleagues and subordinates in any pretext. 4.01.04 Dissemination and confidentiality of information 1. Disseminate office policies, circulars and decisions to colleagues instantly. 2. Maintain confidentiality at office work. 4.01.05 Morality and Discipline 1. Not to get involved in activities of moral turpitude. 2. Not to be engaged or involved in activities subversive of the state or of organisation. 3. Not to get engaged in any activities amounting of misconduct or indiscipline. 4. Not to initiate any action that creates dissatisfaction among BRAC staff. 5. Act to redress any unethical relationship developed between/among BRAC staff that may undermine BRAC’s image. 6. Not to get involved in corruption or cherish corrupt attitude. 7. BRAC considers second marriage in presence of first wife as an offense.

3 4. Consider security of female staff and take appropriate action when female staff are required to undertake a risky assignment at a remote area in the field. 4.01.11 Sexual Harassment/ Harassment 1. Maintain a sexual-harassment-free work-friendly environment in accordance with BRAC’s policy to eradicate sexualharassment. 2. Abstain from disciplining someone by shouting and gesturing or by using slang words. 3. Not to invite or visit one another’s guest/bed room. 4. Not to touch body of opposite sex in any pretext of work. 5. Discourage riding motorcycle with one of opposite sex. 6. Inform the Committee for Eradication of Sexual Harassment and concerned authority as soon as someone is victimized of sexual harassment. 7. Not to hinder BRAC work environment by making illegal relationship with someone. 4.01.12 Cooperation for Investigation 1. Stay impartial as witness and cooperate in investigation by giving authentic information. 2. Maintain written document of any allegation, recommendation and action taken. 4.02 Types of Disciplinary Action According to the degree of offence the type of punishment will be determined as major or minor. 4.02.01 Minor Disciplinary Action Minor disciplinary action will be as follows: 1. Advice letter/note 2. Censure 3. Written warning Based on nature and degree of offence written warning will be as below: a. First Warning b. Second and finalWarning c. Withhold of promotion or higher study 4. Withdrawal from supervisory responsibility 5. Compensation of any loss that caused by the staff from his/her salary/ allowance/ other entitlement. 4.02.02 Major Disciplinary Action Major disciplinary action will be as follows: 1. Termination from the employment 2. Dismissal 3. Hand over to law and termination/dismissal
4 Satisfactory Punishment Investigation by the programme with the involve of HR No No objection letter to concerned staff by HR Yes Reply is satisfactory Reply from the concerned staff by 7 days Show Cause by the supervisor Transfer the show cause with comments to n+1 or above supervisor No Solved Yes End 4.03 Show Cause Notice Show cause notice may be issued to staff as a measure of administrative action for violation of organizational policy or discipline or failure to discharge responsibility as per procedure. In case of show cause notice, the following rules will be applied. 1. The notice must clearly contain the reasons of issue (attached with proofs if required). 2. The name, designation, PIN and work place of the staff issuing notice must be stated. 3. When the notice is delivered directly to staff, the staff must sign the acceptance copy of the notice with date. Registered notice (with acceptance) may send by post to the staff in case of his/her absence in office. 4. Minimum of seven (07) days will be given to staff to reply the notice. 5. For inclusion in the personal file, a copy of the notice countersigned by a staff of Grade 5 and above, reply of the staff and papers related to subsequent actions will be sent to HRD. 6. Even if the reply to a show cause notice is satisfactory, a copy has to be sent to HRD. If the reply of the show cause notice is not satisfactory he/she will be brought under any disciplinary action. Received the comments Result is satisfactory Determine the intensify at the flow No Solved and send to HR Yes