Disciplinary Action Policy

Objective

The main objective of disciplining is to punish the wrong doers and

help employees to improve their behavior that lead to improved
performances.

JAGARANI emphasizes that there are rules and regulations that

protect each individuals rights as well as those of itself.

The objective of disciplinary action should be to motivate the

employee

to

the

extent

possible

to

improve

performance.

Disciplinary actions are not taken just to alienate the employee from
the organization.
Termination
o JAGARANI may terminate any employee without assigning any
reason by giving 4 (four) months notice or payment of a sum
equal to the four months basic in lieu of notice at any time.
This benefit will be given before the expiry of the second
working day from termination date.
o Sufficient ground should be recorded in the employees file for
future reference and demonstrate transparency in all actions.
o The terminated employee will receive legal dues at separation.
o Termination letter will be issued by the Chairman/Managing
Director.

Misconduct Defined
The following acts on the part of an employee shall be considered as
misconduct:
a. Willful insubordination or disobedience to any lawful order of the
supervisor(s).
b. Theft, fraud or dishonesty in connection with JAGARANI business and
property.
c. Taking or giving bribes or any illegal gratification in connection with
his/her work.
d. Habitual Absence without Leave or absence without authorized leave.
e. Habitual late attendance.
f. Breach of any terms and conditions of service rules or employment or
any rules applicable to JAGARANI or any rules made thereunder.
g. Riotous, disorderly or indecent behavior of the employee.
h. Habitual negligence or neglect of work.
i. Willful damage to work in process or to any property of JAGARANI.
j. Tampering with records and registers of JAGARANI.

k. Unauthorized removal of records and registers of JAGARANI.

l. Failure to observe the safety and security of the office article and records
and registers of JAGARANI property kept in charge of the employee.
m. Drug abuse.
n. Destroy image of JAGARANI.
o. Taking and giving loan to and from colleagues.
p. Sexual harassment.
Show Cause

When a complaint is received against an employee that is serious in

nature and that falls under misconduct as defined in this Manual, a
charge sheet be prepared and an employee is issued a show cause
letter.

The show cause letter shall ask the employee to explain his/her side
why disciplinary action will not be taken against him/her.

The show cause letter must mention the charges, time, date and
place of the incident. The letter (Attachment- 23) should be issued by
Head of HRM.
Notice of enquiry

The accused will be issued notice of enquiry by Head of HRM if the

explanation is not found satisfactory.
o The notice to inquiry mentions the name of the inquiry officers,
date, time, venue, their opportunity to defend themselves
before the inquiry committee.

Investigation

A formal enquiry will be conducted to conclude whether the

accused is guilty or not.

The inquiry officer must be at least one grade higher than accused
employee. The inquiry board must be constituted with neutral
person. The supervisor or anyone who has conflict of interest with
the accused person, cannot be included in the inquiry team. The
inquiry team will collect all information and collect written
statement from accused persons and other witness. The inquiry
team will obtain signature in each pages of recorded procedures
by the concerned persons and prepare a written report for
management action.

Dismissal
o Based on report of the enquiry committee, Chairman/Managing
Director will decide whether the accused will be dismissed or
not.

o Dismissal would take place when an employee is convicted of

an offense or is found guilty of misconduct. According to the
section 18(1) of Bangladesh Employment of Labor (Standing
Order Act), 1965, no order for discharge or dismissal of a
worker shall be made unlessi) The allegation against him/her are recorded in writing,
ii) S/he is given a copy thereof and not less than 5 days time to
explain,
iii) S/he is given personal hearing if such a prayer is made, and
iv) The Chairman/Managing Director approves of such order.
Dismissal

letter

(Attachment-25)

is

issued

by

the

Chairman/Managing Director.
Procedure of Suspension
o An employee charged with misconduct may be suspended
pending an enquiry into the charges against him/her, but the
period of such suspension shall not exceed sixty (60) days
unless the matter is pending before any court recognizable
under the laws of Bangladesh.
o The suspended employee must be paid 50% of his/her basic
salary and full house rent during the period of suspension. This
payment is not refundable, even if dismissal occurs.

o The employee should be issued a Suspension Order, which

shall take effect immediately on delivery.

If the employee is not found guilty, he/she shall be deemed to have

been on duty for the period of suspension for enquiry, and shall be
entitled to his/her unpaid balance of basic salary and other benefits
(if applicable) for the period of suspension.

A suspended employee cannot attend the office or sign any official

documents unless authorized to do so.