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Code of Conduct

Purpose
This policy affirms PDL’s belief in responsible social and ethical behaviour from all employees. This policy clarifies the standards of behaviour that Company expects of all employees

Principles
The employees contribute to the success of our organization and that of Clients. PDL fully endorses that all employees are not deprived of their basic human rights.
Furthermore, employees have an obligation to the Business, Clients and themselves to observe high standards of integrity and fair dealing. Unlawful and unethical business practices undermine employee and client trust.

Policy
Our Code of Conduct policy applies to all employees and provides the framework of principles for conducting business, dealing with other employees, clients and suppliers. The Code of Conduct does not replace legislation and if any part of it is in conflict, then legislation takes precedence.

PDL expects co-operation from all employees in conducting themselves in a professional, ethical and socially acceptable manner of the highest standards.

If employees have doubts about any aspect of the Code of Conduct, they must seek clarification from the HR Section.

This policy will be regularly reviewed by Pak Datacom Limited management and any necessary changes will be implemented by the management on recommendation of HR&R Committee.


Discipline

  1.     No employee of the Company shall take part in or assist in any activity which may have a damaging effect on the Company.
  2.     No employee of the Company shall give or assist in giving any information considered confidential to the Company.
  3.     No employee shall disobey any legal order given to him by his supervisor.
  4.     No employee of the Company shall behave, give a statement or be the cause of any action which may result in bringing a bad name of the Company.
  5. Smoking is not allowed in the “office”.
  6. If any question arises whether any movement or activity falls within the scope of these rules, the decision of the Chief Executive of the Company there on shall be final.
  7. All employees are bound to follow the “Statement of Ethics & Business Practices” & to fill, sign & send the prescribed form to HR every year.
  8. Disciplinary action form shall be filed if any disciplinary action took place.


Misconduct of Breach of discipline
The following shall be deemed to constitute misconduct or breach of discipline.

  1. All actions described in section (Discipline)
  2. Wilful negligence, inefficiency, inattention towards work/duty.
  3. Wilful omission or commission against the interest of the Company.
  4. Irregular, late attendance and absence from duty without authorization.
  5. Unauthorized disclosure of any confidential information or handling over confidential documents or copies thereof relating to the affairs of the Company Projects or associated companies sponsored or managed by the Company.
  6. Withholding of any information or work from the Company to which the Company is entitled.
  7. Wilful tempering with, theft or destruction of any records, documents and any property of the Company.
  8. Borrowing money from or in any way placing himself under a pecuniary obligation to any employee of the Company or any person or firm having or to have dealings with the Company except a Bank in the normal course of its business.
  9. Making any statement, or addressing letter to the Press or delivering a speech on Radio / TV etc. concerning the affairs of the Company unless duly authorized by the Competent Authority.
  10. Approaching foreign missions for any purpose whatsoever without prior approval of the Competent Authority.
  11. Drunkenness or being under influence of drugs during duty hours.
  12. Performing any act which is against the norms of decency and civilized behaviour.
  13. Providing any false information for the purpose of personal benefit or gain like employment in PDL, promotion in career, etc.
  14. Forgery or any fraudulent activities by an employee for personal benefit or gain would lead to misconduct proceeding against him or her.

Punishment
In case an employee is found guilty of any one or more of the charges as laid down below, the Company may take disciplinary action against him/her and impose minor or major punishment such as:

Minor Punishment

If an employee is found guilty, following minor punishment will be given based on the charges as laid down below in the breach of conduct.

  • Verbal reprimand.
  • Written reprimand.
  • Temporary withholding of promotion or increment.


Breach of conduct

  • Wilful negligence, inefficiency, inattention towards work/duty.
  • Irregular, late attendance and absence from duty without authorization.
  • Making any statement, or addressing letter to the Press or delivering a speech on Radio / TV etc. concerning the affairs of the Company unless duly authorized by the Competent Authority.
  • Approaching foreign missions for any purpose whatsoever without prior approval of the Competent Authority.
  • Drunkenness or being under influence of drugs during duty hours.
  • Performing any act which is against the norms of decency and civilized behaviour.

Major Punishment

If an employee is found guilty, following major punishment will be given based on the charges as laid down below in the breach of conduct.

  • Termination of contract.
  • Reversion to a lower post or reduction of pay scale.
  • Compulsory retirement.
  • Recovery of actual loss.

Breach of conduct

  • Wilful omission or commission against the interest of the Company.
  • Unauthorized disclosure of any confidential information or handling over confidential documents or copies thereof relating to the affairs of the Company Projects or associated companies sponsored or managed by the Company.
  • Withholding of any information or work from the Company to which the Company is entitled.
  • Wilful tempering with, theft or destruction of any records, documents and any property of the Company.
  • Borrowing money from or in any way placing himself / herself under a pecuniary obligation to any employee of the Company or any person or firm having or to have dealings with the Company except a Bank in the normal course of its business.
  • Since all the employments, subsequent career management and promotions are primarily based on the qualification and experiences. PDL reserves the rights of verification of all degrees and experiences shown on candidate’s resumes through all available means.
  • Abetment 
 
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