No Comments You may need to write a handover report after getting notice of transferring your current position to another employee of the company or staff member and you can use a handover report template to accomplish this task with best. We have gathered some best quality handover templates to help promoted or retired employees and workers while writing handover reports. Purpose of this report is to provide all essential details about transfer of job responsibilities, duties, documentation, paper work and other business documents to give hold of the job or position to another person according to the order of company or employer.
Any conduct that is not in conformity with the Super Group Disciplinary Code and Code of Conduct, is regarded as constituting misconduct and management has the vested authority to discipline such employees who are not conforming thereto.
The contents of the Super Group Disciplinary Code therefore form part of the conditions of employment of all employees.
Offences stipulated in the Code do not purport to be exhaustive of all the offences for which management may take disciplinary action. Disciplinary action may therefore be taken for any unacceptable conduct or breach of contract that has an adverse influence on the employment relationship.
Refusal to obey a lawful instruction.
Failure or refusal to execute company policy. Use of foul language towards an employee irrespective of level or member of the public or customer or client. Making disparaging remarks and indecent gestures.
Offering fraudulent medical certificates. Supplying false evidence to management in any investigative process or during a disciplinary enquiry. Misuse or disclosure of privileged or confidential information. Submitting false information in any report to any structure or functionary of the company.
Carrying or use of firearms or dangerous weapons whilst at work. Unwelcome conduct based on race, ethnicity, nationality or citizenship.
Encouraging, engendering, advocating or aggravating hatred, discrimination, exclusion, restriction, ridicule or contempt. Under the influence of an intoxicating substance: Reporting for duty whilst under the influence of an intoxicating substance.
Possession of an intoxicating substance whilst at work or on the premises of the company. Using intoxicating substances whilst on duty excluding functions, etc. Being at work whilst being under the influence of an intoxicating substance. Performing other remunerative work whilst employed by the company, without any prior authorisation.
Conduct of employees that result in injury or death of employees, or significant financial loss to the company. Engaging in disorderly behaviour in the performance of official duties, either on company premises or within the public arena, discourtesy in the execution of official duties, making unnecessary tactless or incriminating statements or statements that injures or impairs the dignity or honour of another employee or the company, making any media statement without the necessary approval.
Convening, conducting, participating in or attending unauthorised meetings on the company premises without the approval or knowledge of management. Misuse of computer, internet and electronic mail facilities supplied for official use, downloading, storing or viewing of sexually explicit or sexually or racially offensive material or conducting dialogue which is sexually or racially offensive on the internet.
Violation of safety regulations: Conduct or action that endangers the safety of employees or clients; Deliberate, reckless or negligent damage, destruction or abuse of equipment or items provided or used for safety or health of employees.
Non-compliance with, or violation of, occupational safety and health rules, procedures and prescripts. Participating in unprotected industrial action or inciting or encouraging acts or threats towards other employees to participate in any form of industrial action. Violation of company policies: The failure to carry out or comply with any company policy, order or procedure.
Deviation from assigned delivery routes without just cause or authorisation. Employees who do not work the contracted working hours, unauthorised absenteeism and late coming. Employees who fail to report their absence due to illness on the first day of absence and as prescribed in the relevant policy guidelines.
Employees who fail to support their absence from work, due to illness, by a medical certificate or as prescribed in the relevant policy guidelines.
Employees who take sick leave on a regular basis without proper justification. This portion of the chapter sets out the procedures to be followed by management in order to administer and manage actual cases of absconding employees.UN News produces daily news content in Arabic, Chinese, English, French, Kiswahili, Portuguese, Russian and Spanish, and weekly programmes in Hindi, Urdu and Bangla.
Our multimedia service, through this new integrated single platform, updates throughout the day, in text, audio and video – also making use of quality images and other media from across the UN system. Handover Notes do not need to be cleared by supervisors.
The departing staff member should provide a copy of the Handover Note to his/her successor and his/her supervisor. Resignation email message examples and announcements, tips for writing a professional resignation email message, and advice on how to resign from a job. This obviously creates a problem for organisations who ideally do not want to wait for this period of time for a new member of staff to start, or to be held ransom and have to pay substantially more on salaries than they initially thought.
Super Group is a firm believer in the maxim that a company is only as good as its people. The Super Group employee is loyal, committed and enthusiastic, focusing on developing client relationships, and is supported by a corporate culture that is performance driven but grounded in a strong foundation of ethical and moral values.
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