Company Policy
The company’s hiring policy does not allow discrimination based on origin, religion, gender, disability or union membership. Hiring is done against vacancies on merit meeting the job requirements. Compensation, promotion, access to training, termination is similarly non-discriminatory of all above conditions.
General:
JAMALY ENTERPRISES does not engage in or support discrimination in any case.
Procedure:
Company does not support discrimination on hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, union membership, or political affiliation;
The organization does not interfere with the exercise of the rights of personnel to observe tenets or practices, or to meet needs relating to race, caste, national origin, religion, disability, gender, sexual orientation, union membership, or political affiliation. The organization does not allow behaviour, including gestures, language and physical contact, that is sexually coercive, threatening, abusive or exploitative.
Whenever a job falls vacant, the departmental head will advise the relevant authority about the requirement. Selection is done on the basis of suitability for the job.
At no stage discrimination based on religion, origin, gender, disability or union membership will be considered in hiring. Similarly, when a post for a higher job falls vacant, the person most suitable for the job will be selected regardless of gender, religion, cast, origin, and disability or union membership.
Training of all personnel as per requirement will be undertaken without any discrimination. Promotion and Compensation at every stage is done solely on the basis of their capacity to perform the job.
All national and religious holidays are displayed and every worker is free to observe these holidays. Any pregnant worker is given 90 days maternity paid leaves.
DISCIPLINARY PRACTICES
Company Policy;
The company does not support the use of corporal punishment as a means of disciplining its workforce; it does not resort to mental or physical coercion or verbal abuse. As such no member of the management is to resort to the above to discipline the workforce but use the under noted procedure when dealing with the above issues.
General
When an act of indiscipline occurs, the concerned Departmental Head prepares a charge sheet against the concerned worker and forward this to the Management Representative for investigation and inquiry.
Discipline is management action to encourage compliance with organizational standards. There are two types of discipline: Preventive and Corrective.
PROCEDURE:
Company respect at all times for workers’ mental, emotional and physical integrity in disciplinary and performance processes. Non-arbitrary and effective procedures are defined for giving written/formal warnings regarding employees’ performance and job security and for dispensing disciplinary procedures if required.
In Company if any worker is involved in any unwanted activity and his act has caused the damage to the prestige, image and reputation of the company and he needs to be terminated, a formal prior notice is issued to him. Monitoring and indicating number of violations of any discipline policy and corresponding actions. Every worker against whom any disciplinary action is, initiated has right to advocate before the action is implemented. He is given maximum one week to clarify his position.