3.11 Code of Conduct and Disciplinary Action
3.11.1 Code of conduct
An employee shall:
1. Refrain from accepting any undue favours, benefits or compensations (in the form of fee, gift or reward) which may be construed as detrimental to the operation of the projects;
2. Refrain from engaging in any activity or business that may adversely affect the national sovereignty, security and integrity of the country, and abide by the Laws of the Kingdom of Bhutan;
3. Refrain from misusing their authority or position for taking unjustified personal advantage from any subordinate or colleague;
4. Not engage in any activity that would cause a conflict of interest with theirresponsibilities;
5. Refrain from corrupt practices such as dishonesty, fraud, embezzlement of money, property or equipment, including the employer’s intellectual property;
6. Refrain from disclosing or disseminating any unauthorized information that may adversely affect the image of the company;
7. Not commit any acts of insubordination, insult, sexual harassment and physical assault on superiors, subordinates and co-workers or others;
8. Abstain from consuming psychotropic substances that may adversely affect the performance or tarnish the image of T8 International (P) Limited;
9. Not carry any lethal or dangerous weapons within the office premises and project sites unless otherwise required by the nature of duty as indicative with clear orders from the management;
10. Make all efforts to meet the minimum regulatory and procedural requirements of the agencies;
11. Maintain cordial relationships with stakeholders at all times;
12. Not commit any criminal offence.
3.11.2 Disciplinary Action
1. An employee guilty of misconduct under any of these rules shall be subject to disciplinary proceedings and actions;
2. Disciplinary problems should be resolved through informal process or counselling wherever possible. In case of failure to resolve through informal processes or counselling, then formal disciplinary proceedings will be administered;
3. The immediate Supervisor shall be responsible for producing written complaints or reports to his immediate controlling officer when an employee is engaged or is suspected of engagement in an offence of any degree or violation of any codes of conduct, and
4. All disciplinary cases submitted in writing shall be considered important and shall warrant thorough and impartial investigation by MC or nominee as the presiding officer;
5. MC shall take appropriate disciplinary action, which may lead to the maximum punishment of termination of services for contract employees.
