Standards of Conduct/Performance
Throughout this section we shall give an indication of the required standards of conduct or performance expected from all our employees. It must be appreciated that any judgement of whether those standards have not been observed will depend very much on the specific circumstances of each case. It is important, however, that we set out certain standards for the guidance of all employees. A failure to work to these standards may result in disciplinary action on grounds of misconduct or poor performance. The following sub-sections are examples only and must under no circumstances be considered as an exhaustive statement of all potential misdemeanours.
General Attendance (Absence/Timekeeping)
Ensure that you arrive at work sufficiently early to be ready to commence work at your official starting time.
You must comply with any time recording procedures relating to your job including, where required, clocking in using any device or system provided.
If you wish to leave work during normal working hours, you must receive authorisation from your immediate supervisor.
Failure to do so will result in such absence being treated as unauthorised.
Lateness and absence will be recorded, and unacceptable records of attendance will render you liable to disciplinary action. Employees’ should refer to the Absenteeism Policy and Procedure.
Conduct Outside Working Hours
Whilst we have no intention or wish to intrude upon your activities or interests outside work we would expect that none of our employees would be engaged in any activity outside working hours which could result in adverse publicity to the business, bring the business into disrepute or which would cause us to question their integrity or which has a detrimental impact upon relations with fellow colleagues or Service Users. Doing so may result in disciplinary action and could lead to dismissal depending on the seriousness of the conduct outside work and the level of impact it is having or could have on the organisation.
Social Networking
Employees’ are not permitted to use social media during work hours. We require all our staff to avoid and refrain from engaging in any conduct on social media (i.e. Facebook, Twitter, WhatsApp, etc.) either during or outside working hours which brings the company into disrepute, or
- Is derogatory or critical of the business
- Results in adverse publicity
- Could constitute any form of bullying or harassment of a colleague or Service User
- Would be a breach of our Equal Opportunities Policy
- Would cause us to question your suitability to be working with our Service Users
The above list is not exhaustive, and employees must be careful to avoid any inappropriate or adverse references to the business or their work colleagues. Employees’ should remember that they represent Dezionite Limited at all times.
Employee’s must not connect/be “friends” with Service Users on social media unless there was a relationship (Family or friend) prior to them becoming a Service User of Dezionite Limited or you have permission of Mercy Ikeji. This is to protect the reputation of Dezionite Limited and avoid the risk of adversely affecting relations with our Service Users and prevent any safeguarding issues arising.
Employees can refer to the Social Networking Policy which can be found within the QCS Management System and the QCS App.
Stock/Property
Dezionite Limited property (and/or that of our Service Users) must only be used for the purpose for which it is intended and must not be removed from site without prior approval.
All employees have a duty to report to management any damage to, or loss of stock or property.
If, as a result of your carelessness, or negligence, we (and/or our Service Users) suffer loss or damage to property or stock, (including vehicles) this will be construed as a serious breach of the rules. Where this is construed as particularly serious then this may render you liable to pay the full or part of the cost of repair or replacement, or insurance excess if appropriate. If you fail to pay, we reserve the right to deduct the costs from your pay.
Work Performance
Your performance at work will be regularly reviewed and unacceptable standards due to individual negligence or carelessness may be referred to the disciplinary process.
Similarly, if there is deemed to be an unacceptable volume of work produced in relation to agreed targets or by general comparison to other employees this will be the subject of further investigation. Whilst such investigation may lead to referral to the disciplinary process, we shall also consider whether training or other forms of assistance would offer more appropriate remedies.
The Capability Policy and Procedure is available in the QCS Management System and on the QCS App Health and Safety
The Health and Safety Policy and Procedure is available in the QCS Management System and on the QCS App. The person responsible for Health and Safety is Gloria Peter-cleaver.