baraye tarjmeh inja kolik konid
دینک کیلک اجنیا همجرت یارب
Discipline is required for both Nation Security Services (NSS) and its employees. In Nation Security Services (NSS), it is needed to regulate the behaviour of staff, maintain good environment and channel efforts towards company goals, rules and policies.
1. VERBAL WARNING
Is an informal means for disciplining an employee bringing to an employee’s attention to his/her offense before the matter becomes serious and formal disciplinary action is warranted. Supervisor to make a note of the warning for future reference and timeframes.
2. WRITTEN WARNING
Is a formal means of disciplining staff and is issued in the event of serious disciplinary problems in an employee’s performance and/or conduct. Level of written warning is dependent on the severity of the problem. Written warning is for future reference and timeframe of offense.
3. DEDUCTION OF SALARY
With the CEO authorization, Nation Security Services (NSS) may, with the employee’s authority, deduct a portion of an employee’s salary not to exceed 20% of a monthly income, from one or multiple pay periods to recuperate money lost due to: loss of or damage to NSS/Client or 3rd Property due to negligence.
4. WITHDRAWAL OF PRIVILEDGES
The CEO has the authority to withdraw staff privileges that are not legal entitlements based on improper utilization/abuse of the privilege due to demotion or not meeting the company’s expectations or documented underperforming .
5. SUSPENSION FROM DUTIES
The CEO has the authority to temporarily suspend an employee (without pay), who is involved in or who is reasonably accused of being involved in an incident that involved very serious offenses such those offenses that violates Nation Security Services’ Standards of Employee Conduct, while the offence is being investigated and actioned on the findings of the outcome.
6. SUMMARY DISMISSAL
An employee may be summarily dismissed from his/her duties because of a proven gross misconduct.
7. CRIMINAL PROCEDURES AGAINST THE EMPLOYEE
An employee may be summarily dismissed from his/her duties as a result of a proven gross misconduct. As per the gross misconduct in relation to the code of conduct; there may be further instances that warrant dismissal, at the sole discretion of the CEO, from time to time.
8. CRIMINAL PROCEDURES AGAINST THE EMPLOYEE
An employee’s services with the company, shall be deemed suspended without pay, in the case he/she is accused of committing a crime by the authorities and is under arrest or undergoing prosecution and during a trial. The salary and benefits may be reinstated after resolution of the case – unless the contract states otherwise. In the event of imprisonment, the contract is deemed terminated and arranges for collection of final payment to be advised.
