Discipline is required for both Nation Security Services (NSS) and its employees.  In Nation Security Services (NSS), it is needed to regulate the behavior of staff, maintain good environment and channel efforts towards company goals.  As for the employees, it encourages and forces them to exercise self-discipline and follow rules and policies. In disciplining staff for misconduct, efforts must be made so penalties are appropriate to violations.  Supervisors are responsible for overseeing, documenting, and correcting the conduct and performance of their staff as follows:

Verbal Warning

  • A verbal warning is an informal means for disciplining an employee and it is issued to draw an employee’s attention to his/her offense before the matter becomes serious and formal disciplinary action is warranted.
  • At the first indication of a disciplinary or job performance problem, the employee’s superior must discuss the problem with the employee to establish immediate areas for improvement within specified time frames.
  • Superiors are required to make an informal note of a verbal warning issued for future reference and in case employee’s disciplinary problem persists. Once the disciplinary problem is corrected, the verbal warning note is discarded (usually within two (2) months after the issuance).

Written Warning

  • A written warning (Annex-32) 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.
  • The employee’s supervisor, under the direction of the Department Head, shall recommend that the employee receive a written warning stating the problem, specific improvements required and a short but reasonable timetable for rectifying the problem.
  • A written warning must be prepared by the HR Department and signed by the Employee Department Head. In order to acknowledge the warning letter, the employee should sign the warning. As a witness, the Head of HR should also sign.
  • Provided that the employee refuses to sign the warning letter, it will still be validated if two acceptable witnesses sign the warning.
  • A written warning must be signed in two original copies. One should be given to the employee, and another must be kept in the employee’s personnel file. If a warning letter is issued at Nation Security Services (NSS) Project Level, one original copy should be sent to the Headquarters HR Department for placing in the employee’s original personnel file.
  • Depending on the severity of the problem, a warning letter can also place the employee on probation for a maximum of 30 days. All scheduled salary increases, and Annual Leave will be postponed until the successful completion of any such probationary period. A subsequent warning within the probation period is means for dismissal.
  • An employee who receives two warning letters within his/her contract term (or period of one year) is subject to automatic dismissal.

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:
  • The loss of or damage to Nation Security Services (NSS) / Client’s property due to the negligence or recklessness of an employee, for which the Company and / or the Client must be reimbursed.
  • The loss of or damage to the property of a 3rd party due to the negligence or recklessness of an employee for which Nation Security Services (NSS) is being charged by the 3rd party.Should the employee however, refuse to allow the deductions from his monthly salary, the Company Executive may decide to dismiss the employee without notice payments.

Withdrawal of Privileges

The CEO has the authority to withdraw staff privileges that are not legal entitlements based on improper utilization/abuse of the privilege. 

  • Demotion
  • In general, Nation Security Services (NSS) will not demote an employee. Employees who are not meeting expectations will have their employment terminated after reasonable steps are implemented and the employee is still unsuccessful to improve his performance.
  • On an extraordinary basis, the CEO has the authority to authorize the demotion of an employee at his/her own request or to demote an employee based on prolonged, documented underperformance.
  • Demotions will be executed by the Human Resources Department based on the recommendation of a committee composed of the employee’s Supervisor, the HR Manager, the CEO and at least one other neutral senior manager within Nation Security Services (NSS).

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.
  • During the period of the suspension, the incident will be investigated by Nation Security Services (NSS) Committee and the Human Resource Department. The committee members must have sufficient professional and personal distance from the employee in question to ensure fairness and a lack of bias.
  • While Nation Security Services (NSS) will presume that the employee is innocent until/unless proven guilty, he/she is prohibited from working and must not be on Nation Security Services / Client premises unless specifically invited and escorted by the committee in order to facilitate the investigation.
  • The investigation results and recommendations will be kept confidential and will only be shared with the CEO.
  • If the hearing finds the employee not responsible or not guilty of the charge, the suspension will be lifted, the employee reinstated and the salary for the period of suspension will be paid as normal.
  • If the employee is found responsible or guilty, appropriate corrective/disciplinary measures will be taken immediately. Any punishment, including dismissal, can be made retroactive to the start of the suspension period.
  • In the event of a dismissal, Nation Security Services (NSS) has the right to inform relevant authorities for further legal proceedings. In addition, Nation Security Services (NSS), may ONLY provide: Employee’s start date / end date, position, reason for leaving the company (which may only state the official finding of the hearing: Dismissed due to theft – and DO NOT discuss the merits of the case – ONLY the final official outcome.

Summary Dismissal

  • 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.

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.
  • If the employee is sentenced to prison, he/she is not entitled to benefits or salary from the time of arrest and his last pay period at the time of his arrest, may be paid to his immediate family, should he / she authorize. If the employee refuses to authorize the company to make aforementioned payment to his / her immediate family, such monies shall be held by the company until such time that he / she is released.
  • The employment of the employee shall be deemed ‘terminated’ at the date of imprisonment or a guilty verdict in a court of law.