Professional Documents
Culture Documents
Purpose
The Code of Conduct and Discipline established as a guidelines and procedures to
promote discipline and order, to implement corrective measures and to ensure prompt,
uniform and consistent applications of the work rules and regulations stated below.
Policy
This Code of Conduct and Discipline shall define the proper conduct of every employee
of CNM BPO Solutions. The essence of the code in each employee will work as a
necessity for the company to be successful, it enforced a set of rules and regulations to
encourage the proper conduct and maintain discipline among its employees and protect
their safety and physical well-being. The corrective measures for violating the code is
not punitive but corrective in nature to ensure that the incident shall not be repeated.
Coverage
Guidelines:
1. The provision of this code will be applied and enforced to all employees at all levels,
regardless of position and rank.
2. The Code of Conduct and Discipline must be discussed and communicated to every
employee upon hiring, and copies of the code must be made accessible to them. All
employees must familiarize themselves with all rules and regulations pertaining to their
position and duties.
3. The company recognize and respects the right of every employee to speak and to be
heard. Therefore, DUE PROCESS must be observed always in determining infractions
of the Company Rules and Regulations, their causes and corrective measures.
7. CNM BPO Solutions may, for any act defined and penalized under the Labor Code
of the Philippines, impose on errant employees’ corrective actions which consist of, but
shall not be limited to, verbal/written warning/s or reprimand/sand dismissal from service
as it may find commensurate with the gravity of the offense/s committed.
8. General Rules. These general rules are not exclusive. The Company shall exercise
its inherent right to discipline or dismiss employee for such offenses or serious
infractions of rules as warranted by the following circumstances of each cases.
8.1. The Company affords the employee the privilege of having a representative at
every stage of the disciplinary proceedings except for issues involving performance
evaluations.
8.2. When a single act or omission constitutes two or more infractions or offenses, the
higher penalty applicable shall be imposed.
8.3. In all cases where continuous attendance and presence of the employee who
committed the offense may result to a serious or imminent threat to life, property, or
normal operations of the Company or his/her co-employees the erring employee may be
placed immediately under preventive suspension by the HRMO, upon the
recommendation of the immediate superior of the employee.
8.4 Effectivity dates of preventive suspension shall be at the discretion of the HRMO
office with the recommendation of the immediate superior. Implementation of the
penalty shall be carried out regardless of whether the erring employee refused to
receive the Notice of Decision or not.
8.5 Employees may be given a warning or be immediately dismissed upon serious
infraction of the Company rules as the circumstances may warrant. The procedural due
process in the investigation and evaluation of the offense shall be followed.
8.6 It is the responsibility of all Employees to report, coordinate, participate and assist in
the investigation of any employee or matter concerning the Company. Such assistance
may consist of but is not limited to the preparation and/or submission of sworn
statement (e.g. affidavit necessary to give light on the case of erring employees) and
testifying in any administrative or judicial proceeding. Refusal to do so shall be punished
and considered willful disobedience of a lawful order by the Company.
8.7 Corrective action on erring employees shall not bar the Company from filling
criminal and/or civil charges in accordance with applicable law of the country.
8.8 The Company employs a progressive penalty rule wherein commission of a similar
offense incurs a higher penalty when the penalty for the first offense has been served.
8.9 “Cumulative RULE”- The Company may consider the frequency of the violations for
similar offenses in the imposition of penalty for the latest offense.
CLASSIFICATION OF OFFENSES
The classifications and levels of corrective actions listed below are to be used as a
guide to ensure consistency across the Company.
The immediate superior of the employee must not limit corrective action to only those
acts listed in this table. Any acts or infringements not covered in this Classification of
Offenses or any other Company policy or Standard Operating Procedures, but are
clearly detrimental to the company; its employees or customers shall be governed by
the applicable provisions of the Labor Code of the Philippines or other labor laws.
Corrective Action:
st
1 Offense - Verbal Warning
2nd Offense - Written Warning
3rd Offense - Final Warning
4th Offense - Dismissal
Corrective Action:
1st Offense - Final Warning
2nd Offense - Dismissal
a. Disrupts operations and damages the public image of the company, which
could lead to the pull out of account.
b. Causes financial losses to the company or exposes the Company to
reputation risk and legal suits
c. Causes physical harm to employees or an accident due to grave
negligence
d. Compromised the safety of customer information or confidentiality of client
information, the integrity of client and/or company systems, and the security of
other employees.
e. All forms of fraud, or any act defined as such by the Client or existing laws
of the government.
f. Cast serious doubt on the offender’s integrity.
g. Corrective Action: Dismissal for first offense or repetitive commission of
similar offense.
B. Corrective Actions
Verbal Warning - Documentation for coaching and agents should have the written
commitment.
Dismissal -
Corrective Action Level: 2 (Due to negligence and/or without causing damaging effect.)
Section B 3. Embezzlement or using of funds for any purpose other than to which is it
intended to.
Section B 5. Unauthorized possession of master key or duplicate key which can open
cabinets, drawers, lockers or any other given locks
Section F 11. Adulterating urine, blood or drug test sample including submitting as
one’s own sample other than one’s own
Section F 12. Charging the Company for personal calls without approval from
authorized company official
Corrective Action Level 3
Section F 13. Impersonating another person when using e-mail or amending messages
received
Section C. Indecent Acts and Utterances - Any acts that goes against the moral
standard of the society (Filipino norms or values)
Section C 4. Disrespect and failure to accord the necessary courtesy required by the
company/client for every customer
Section A 1. Committing a crime or offense (as defined in the Revised Penal Code,
Labor Code or other laws) against any person or property during/or outside work hours.
Section A. 1. Engaging in a fight and/or inflicting bodily harm to other person, inside
company premises.
Corrective Action Level: 3
Coercion- commission of an act involuntarily due to force in the form of intimidation and
threats of bodily harm to the employee and/ or the Company.
Section B3. Intentionally obstructing pathways and hallways, fire exits or fire cabinets,
thus posing hazard to employees.
Section B4. Planting evidence against another employee to impute the commission of
an offense against the latter.
Section B5. Committing any other acts which are scandalous in nature or in any manner
which disturb the peace and order within the Company premises and at
company-sponsored activities whether on or off duty.
Section B6. Conspiring with others to commit acts against any person of his employer or
any immediate member of its family of his family, superiors, co-employees whether such
act is consummated or not.
Section C.1. Participating in, inciting, instigating, or provoking any riot or disorders, even
on Company-sponsored activities such as parties, outings, tournaments, etc.
Section C6. Engaging in sabotage, espionage or other acts inimical to the security,
safety and interest of the Company, its officers, employees, customers, visitors
Section C9. Using, selling, possessing or buying alcoholic drinks inside the Company
premises or during company sponsored activities or events unless authorized to do so.
Section C11. Littering, failure to maintain the sanitary and safety condition of the work
area, and other acts that may endanger health and safety of other person or causing
damage to property of other employees, company, customers or visitors
Section A1. Holding of unauthorized meetings for staging or planning actions against
the Company or its customers within working hours or within Company premises.
Section A3. Refusal to leave place of work or the premises when required to do so by a
supervisor or Company officer who is acting within his/her Authority.
Corrective Action Level: 3
Section A4. Failing to surrender company property, equipment, records, under his/her
custody when requested by the superior or any authorized company officer.
Section A9. Failing to report for overtime without valid reason after being required to do
so and/or he has signified his/her willingness to do so
Section A 10. Failing to carry out verbal or written job or work instructions issued by the
immediate supervisor or any senior officer.
Section A 11. Using mobile phones while on duty or while in operations floor during
operations hours.
Section A 14. Abandonment of work or leaving his/her station without the notification of
his/her immediate superior.
Section B 2. Failure to attain satisfactory Performance Appraisal Rating within the first
months / probationary of employment.
Section B 5. Engaging in other activities not related to the employee’s official duties
during office hours for personal benefit.
Section B 8. Failure of the immediate supervisor to report and/or act on any violation of
his/her subordinate.
Section B 9. Simple neglect of duty – Failure to carry out regular task/functions without
valid reason.
Section C1. Failing to report loss of Company property, spoilage or damage of products,
or failing to report any accident or injury without unnecessary delay, which involve
employees or guests.
Section C3. Failure to return or endorse Lost and Found Items - Lost and found items
must be reported and turned over to authority within 24 hours
Section D. Driving any type of the Company vehicle under the influence of alcohol
or prohibited drugs.
Section K. Committing other violations of any established health and safety rules.
Section A. Tardiness – Failure to log-in 5 minutes up to 75% of the work shift with no
notification from his/her immediate superior.
Corrective Action should be given after accumulating a total of four 4 hours of tardiness
without justification or having five (5) instances of infraction within a month whichever
comes first will be subject for a corrective action if there will be proper documentation.
Section B. Unscheduled Absence – missing one full shift with notice 2 hours prior
to start of work shift.
Corrective action will be progress within the timeline of cleansing period. Cleansing
period will be as follows:
Section C4. NCNS (no call no show) – missing the entire scheduled shift and
failing to notify his/her immediate superior within shift:
All rules, procedures, policies, etc. that are inconsistent with these Rules are modified or
superseded accordingly.