The Code of Conduct sets out a code of practice for all UIC staff to comply with in their dealings with the Company, Customers, Vendors and Suppliers and with each other.
Code of Conduct
You shall at all times, faithfully and diligently perform your duties and accept responsibilities as may from time to time be assigned by the Company and at all times endeavor to the utmost of your abilities, promote and advance the interest of the Company.
You are required to obey and comply with all orders and directions given by the Company and faithfully observe all the rules, regulations, procedures, practices, and arrangements of the Company.
You shall not commit any act of misconduct that will cause damage to the Company, its property, reputation or general interest, and in all respect and at all times to conduct yourselves with proper decorum.
You shall not, during the continuance of your employment, engage yourself in any other business or occupation whatsoever, either as principal, agent, servant, broker, or otherwise, in any activity to the detriment, of the Company’s interests, including the interests of any of the associates or subsidiary companies under the UIC Group. You are encouraged to consult and to gain approval from the Human Resource Manager if you are not certain about a prospective undertaking’s impact on the Company’s interest.
You shall notify your immediate superior or department/unit manager of your whereabouts when you leave the office during working hours.
In all matters, you are required to act loyally and faithfully to the Company. You are requested to conduct yourselves in a manner which is not likely to cause harm or to discredit yourselves and the Company and especially with respect to dealings with customers.
You are expected to observe and comply with any rules or provisions made by the Company for regulating the work conduct and discipline of our employees from time to time. If any employee violates the said rules or provisions, Company’s discipline will be instituted to safeguard the interest of other employees and the Company. The Company’s discipline is meant to be corrective and not punitive.
The following are the list of serious offenses under the Company’s regulations. It is by no means a complete list and it does not absolve any employee if they commit an act of misconduct not listed here. The breakage of any of the regulations may render employees liable to disciplinary action including immediate dismissal without notice.
Willfully disobeying a lawful and reasonable order during work.
Refusal and repeated failure to carry out and complete job duties properly and faithfully.
Fraud or attempted fraud and acts of dishonesty.
Habitual negligence of job duties.
Committing any offenses under common law.
Continuously absent from work for more than two (2) working days without prior approval by or without any notice to immediate superior, department/unit manager or the Human Resource Department.
The use of offensive and abusive language in any form of communication towards staff, colleagues and customers.
Any acts of violence towards staff, colleagues and customers.
The disclosure of Company Confidential Information to non-authorized persons.
Religious and Political Activities
While the Company respects the right of the employee to believe and practice their respective religion, one should not use the Company or its resources to propagate or proselyte to staff, customers or contacts their personal religious beliefs.
Similarly, the Company is a commercial organization. Employees must not use the Company or its resources to support, propagate or disseminate their political beliefs and of any particular political party.
Computer Social Media
The policy regarding the use of social media outlets is described in J1: Computer, E-mail, Internet and Social Media Policy.
When an employee who fall short of the expected standards of work behavior or conduct, he/she will be counseled by his/her immediate superior or his/her department/unit manager. The counseling should result in the formulation of a ‘Corrective Action’ plan. It is the responsibility of the employee’s immediate superior or department/unit manager to follow-up and provides assistance on the successful implementation of the corrective action plan.
If counseling does not result in improvement of work behavior over a reasonable period of time, a written warning may apply. If there is no improvement after the first written warning, a final written warning will apply. Such written warnings should be administered by the Human Resource Department only. If the final written warning fails to have the desired effect of changing the employee’s work behavior to meet the expected standard, a termination or a dismissal – regarded, as a very serious management decision will apply.
For serious offenses, immediate dismissal may be initiated without having to go through the above corrective action process