Professional Documents
Culture Documents
CORPORATION
CODE OF CONDUCT
Table of Contents
SECTION I.
RATIONALE
SECTION II.
COVERAGE
SECTION III.
STANDARDS OF CONDUCT
MINOR OFFENSES
LESS SERIOUS OFFENSES
SERIOUS OFFENSES
WRITTEN REPRIMAND
RESTITUTION
SUSPENSION
DISMISSAL
MITIGATING CIRCUMSTANCES
AGGRAVATING CIRCUMSTANCES
10
PREVENTIVE SUSPENSION
TEMPORARY TRANSFER AND/OR RE-ASSIGNMENT OF WORK
AND POSITION
REFERRAL TO LEGAL DEPARTMENT FOR FILING OF
APPROPRIATE ACTION
SECTION X. ADMINISTRATIVE INVESTIGATION & PRESCRIPTION OF PENALTY
13
13
21
21
TABLE OF APPENDICES
22
INVESTIGATION REPORT
NOTICE TO EXPLAIN
NOTICE OF HEARING
STERN WARNING
WRITTEN REPRIMAND
PREVENTIVE SUSPENSION
NOTICE OF DISMISSAL/SUSPENSION
A
B
C
D
E
F
G
CODE OF CONDUCT
SECTION I. RATIONALE
Charter Ping An Insurance Corp. (CPAIC), being a part of the Metrobank Group
of Companies, is committed to the interests and welfare of its customers,
business partners and shareholders and ensures responsiveness to their specific
needs by providing appropriate and competitive products and delivering timely,
reliable and superior services. It recognizes that this can be attained through the
unwavering support of a competent, highly professionalized, well-trained and
disciplined workforce.
Like its parent company, CPAIC recognizes the significance of discipline among its
employees to ensure efficiency and effectiveness in its business operations. The
desired level of productivity can only be attained by an empowered but disciplined
workforce.
This Code of Conduct (Code) embodies the prescribed moral code for CPAIC
employees. While it defines the offenses and the corresponding disciplinary
sanctions that may be imposed, its overall intent is to prevent any breach thereof
rather than the imposition of the disciplinary measures. Furthermore, while it states
the specific disciplinary measure for a specific offense, it does not preclude
Management from imposing a lesser or heavier penalty depending on the gravity
of the offense committed. It is also without prejudice to existing Company policies
on specific matters not covered herein and which provide for penalties in case of
non-compliance therewith. In case of conflict between the provisions of this Code
and existing Company policies on specific matters or procedures, the latter shall
prevail.
A.MINOR OFFENSES
Refer to
An act by an employee which results in the violation of any Company policy,
rule or regulation without causing financial loss to CPAIC, physical injury to
any CPAIC employee or third party or damage to CPAIC property or
reputation.
Those which constitute an omission or oversight.
Those which arise from simple negligence, not malicious intent, without
resulting in serious disadvantage to CPAIC or any of its employees or
clients.
A. WRITTEN REMINDER/WARNING
This is a minor admonition for a light offense or violation committed by an
employee requiring him to exercise extra care and diligence in observing
established Company policies and operating procedures or generally acceptable
work behavior and moral standards so as to prevent repetition of an offense or
violation. This shall be included in the erring employees 201 files but shall not be
considered as part of his derogatory records for purposes of performance
evaluation.
B. WRITTEN REPRIMAND
This is a strong admonition for a less serious offense requiring and forewarning an
employee to be more cautious in adhering to established Company policies and
operating procedures or generally acceptable work behavior and moral standards
with a warning that a repetition of the same or similar offense shall warrant a more
stringent disciplinary action. This shall form part of the employees 201 files and
shall be considered a derogatory record which shall have a consequent effect on
the employees performance evaluation.
C.RESTITUTION
If the employees act or omission arising from his fault or negligence results to any
loss or damage to CPAIC, the employee shall, in addition to the prescribed
penalty, be required to restitute or restore the loss to allow full recovery of the loss
or damage by CPAIC.
D.SUSPENSION
This is a stricter written sanction for a more serious violation involving the physical
detachment from service of the erring employee for a specific period of time
without pay depending on the gravity of offense or violation. This serves as an
ultimate warning to the employee that any further repetition of the same or similar
serious offense committed shall warrant termination of his employment for cause.
This shall form part of the employees 201 files and shall be considered a
derogatory record which shall have a consequent effect on the employees
performance evaluation.
E.DISMISSAL
This is the termination of an employees services for cause and the maximum
penalty for the commission of gross, willful or repetitive violation of established
Company policies and operating procedures or generally acceptable work
behavior and moral standards which include fraud, irregularities or dishonest acts
committed by an employee. The erring employee shall automatically forfeit all
benefits which would normally accrue to him on retirement or separation for
reason/s other than for cause.
SECTION VII. WITHHOLDING OF BENEFITS
An employee cited in audit or under investigation or with pending administrative
case may, subject to the approval of Management, be allowed to retire/resign from
the service. The payment of any and all monetary benefits shall be held in
abeyance until he shall have been cleared from all liability, both internally and
externally (all Metrobank group subsidiaries). The total amounts of liability shall be
deducted from whatever monetary benefits that may be due to the employee.
SECTION VIII. CIRCUMSTANCES AFFECTING ADMINISTRATIVE LIABILITY
A. MITIGATING CIRCUMSTANCES
This refers to those circumstances by reason of which the penalty corresponding
to the offense committed by an employee is made lighter or less severe than what
is usually imposed for such offense. Among others, these include past
performance, degree of participation, first time offenses or, in general, such
circumstances which may support the imposition of lesser penalties than what are
prescribed in the schedule of penalties. However, mitigating circumstances shall
not be considered in offenses involving gross dishonesty or fraud.
B. AGGRAVATING CIRCUMSTANCES
This refers to those circumstances by reason of which the penalty corresponding
to an offense committed by an employee is increased or made more severe than
what is usually imposed for such offense. Among others, these include past record
of offenses, habituality in the commission of offenses, the accompanying adverse
publicity stirred by the offense which tends to erode CPAICs corporate image or,
in general, such circumstances which may support the imposition of more severe
penalties than what are usually prescribed in the schedule of penalties.
10
Within five (5) working days from its receipt of the respondent employees written
explanation and the written statements of the other employees, the AIC shall set
the formal hearing/investigation on the matter. A Notice of Formal
Hearing/Investigation will be served on the respondent employee. Other
employees who shall act as witnesses shall likewise be invited.
A respondent employee who fails to submit his written explanation or attend the
formal hearing/investigation shall be deemed to have waived his right to be heard
and the AIC shall decide the matter based on the evidence available on record.
Immediately after the formal hearing/investigation, should the AIC find the
evidence on hand sufficient to support a decision, then it shall decide accordingly
based on the appropriate provision of the Code. If, on the other hand, it needs
additional information before it can make a decision, it shall adjourn the
hearing/investigation and shall continue on another date not later than five (5)
working days from such adjournment. It may invite other witnesses or recall other
witnesses for further questioning.
11
Human Resources Department shall be given a copy of all notices, including but
not limited to Notice to Explain, Notice of Investigation, Preventive Suspension
Order or Notice of Decision, served upon the respondent employee for his 201
files.
A. PREVENTIVE SUSPENSION
The respondent employee may be placed under preventive suspension at any
time, either prior to or during the formal hearing/investigation or in case of its
adjournment as provided above, if, in the determination of AIC, his continued
employment poses a serious and imminent threat to the life or property of his
employer or his co-workers. The Preventive Suspension Order shall be issued by
the AIC and shall last not more than thirty (30) days.
A decision to reinstate the respondent employee after the lapse of the preventive
suspension period shall be without prejudice to the prerogative of the AIC to
assign him to an office other than his former station pending the resolution of the
case.
The thirty (30) day preventive suspension is neither a penalty nor a disciplinary
action arising from the administrative case but only a protective measure granted
to the Company by the Labor Code of the Philippines.
B. TEMPORARY TRANSFER AND/OR RE-ASSIGNMENT OF WORK AND
POSITION
In cases where no preventive suspension was imposed and so as not to impair the
conduct of the investigation, preserve the records/evidence and protect the
interests of CPAIC, the AIC may order the transfer and/or re-assignment of the
erring employee to any office other than his original work station pending the
resolution of his case.
Such transfer or re-assignment shall be without diminution of rank, salary and
benefits of the respondent employee but shall be without prejudice to the
imposition of a preventive suspension if evidence further warrants.
12
13
nd
rd
th
th
1
Offense
2
Offense
3
Offense
4
Offense
5
Offense
Written
Reminder/
Warning
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reminder/
Warning
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
suspension
Seven (7)
days
suspension
Dismissal
Written
Reminder/
Warning
Written
Reprimand
Three (3)
days
suspension
Seven (7)
days
suspension
Written
Reprimand
Three (3)
days
Suspension
Written
Reminder/
Warning
Written
Reprimand
Dismissal
as abandonment of work)
A.6 Claiming absence due to illness but
later found out to be malingering
A.7 Failure to file official leave (in case of
unexpected absence) within the first twenty
four (24) hours upon return to work
A.8 Failure to report for work after availing
of a leave without acceptable reason
A.9 Change of work hours without his unit
heads written authorization
A.10 Failure to time-in or time-out in the
prescribed timekeeping machine
14
Dismissal
Three (3)
days
suspension
B.1
Failure
or
refusal
to
wear
the
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
suspension
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
suspension
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
suspension
Seven (7)
days
Suspension
Dismissal
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Dismissal
corporate grooming
B.3 Failure to wear identification card
beverages
within
company
Allowing
and/or
failing
to
report
toward
co-employee
within
the
Dismissal
Company premises.
C.8 Failure to report within 24 hours any
incident or injury/damage occurring on
Written
Reprimand
15
Dismissal
Unauthorized
stay
in
Company
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
Suspension
Written
Reminder/
Warning
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Dismissal
Written
Reprimand
Dismissal
Written
Reprimand
employees
Seven (7)
days
Suspension
Dismissal
Written
Reminder/
Warning
Written
Reprimand
authorization
C.14 Entry into the Company premises
during off-hours without necessary overtime
authorization or official permit
2nd Offense
3rd Offense
4th Offense
5th
Offense
3rd Offense
4th Offense
5th
Offense
Dismissal
Seven (7)
days
Suspension
Dismissal
1ST Offense
2nd Offense
Seven (7)
days
Suspension
Dismissal
Seven (7)
days
Suspension
Written
Dismissal
16
Seven (7)
days
Suspension
Reprimand
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Dismissal
Written
Reprimand
Dismissal
Dismissal
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Written
Reminder/
Warning
Written
Reprimand
Three (3)
days
Suspension
Written
Reminder/
Warning
Written
Reprimand
Written
Reprimand
Three (3)
days
Suspension
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
Suspension
Dismissal
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Dismissal
17
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
1ST Offense
2nd Offense
3rd Offense
4th Offense
Written
Reprimand
Three (3)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Dismissal
Dismissal
5th
Offense
1ST
Offense
Written
Reprimand
Dismissal
Dismissal
2nd
Offense
Seven (7)
days
Suspension
3rd
Offense
Dismissal
4th
Offense
5th
Offense
2nd
Offense
3rd
Offense
4th
Offense
5th
Offense
Seven (7)
days
Suspension
Dismissal
Dismissal
Dismissal
Dismissal
Dismissal
Seven (7)
days
Suspension
Seven (7)
days
Suspension
1ST
Offense
Dismissal
Dismissal
Dismissal
Dismissal
Written
Reprimand
Seven (7)
days
Suspension
Seven (7)
days
18
Dismissal
time/information.
E.14 Accepting or soliciting, directly or indirectly, any
sum of money, unauthorized commission either from
suppliers or reinsurers, offer or promise in
consideration of any act, contract, decision or service
involving the Company and the other party, which tend
to compromise the discharge of the employees official
duties towards his/her employer.
Suspension
Dismissal
Dismissal
Dismissal
Dismissal
1ST
Offense
Dismissal
2nd
Offense
3rd
Offense
Seven (7)
days
suspension
Dismissal
1ST
Offense
Written
Reprimand
2nd
Offense
Three (3) days
Suspension
Written
Reprimand
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Dismissal
4th
Offense
5th
Offense
3rd
Offense
Seven (7)
days
Suspension
Seven (7)
days
Suspension
4th
Offense
Dismissal
5th
Offense
3rd
4th
Dismissal
Dismissal
Dismissal
19
2nd
5th
Offense
G.1 Any act of indecency or immorality committed
with or against a co-employee or a client within
Company premises or in carrying ones tasks.
Offense
Seven (7)
days
Suspension
2nd
Offense
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Seven (7)
days
Suspension
Offense
Offense
Offense
4th
Offense
5th
Offense
Dismissal
3rd
Offense
Dismissal
Dismissal
Dismissal
Written
Reprimand
Dismissal
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Seven (7)
days
Suspension
Written
Reprimand
Seven (7)
days
Suspension
Written
Reprimand
Seven (7)
days
Suspension
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Written
Reprimand
Seven (7)
days
Suspension
Dismissal
Dismissal
Dismissal
Seven (7)
days
Suspension
Dismissal
Dismissal
20
Dismissal
Seven (7)
days
Suspension
Fifteen (15)
days
Suspension
Dismissal
H. REGARD TO CLIENT/GUESTS/SUPPLIERS
1ST
Offense
H. 1 Any form of disrespect or discourtesy toward
customers, suppliers, guests.
H. 2 Quarreling with customers, suppliers, guests
Written
Reprimand
Seven (7)
days
Suspension
Seven (7)
days
Suspension
2nd
Offense
Seven (7)
days
Suspension
3rd
Offense
4th
Offense
Dismissal
Dismissal
All other rules and regulations on the conduct of employee or parts thereof which
are inconsistent with this Code are hereby repealed, amended or modified
accordingly.
This Code shall take effect upon its dissemination to all employees.
Done this 31st day of March 2010 at Makati, Philippines.
21
5th
Offense
ANNEX A
MEMORANDUM
FOR
FROM
DATE
SUBJECT
: NATURE OF IRREGULARITY/ANOMALY
of
PERSONNEL
PRIMARILY
INVOLVED
(state
the
name
and
position/unit/department and other pertinent employment information/history of the
employee and whether he had been charged or involved in the past for any
infraction. Also state the specific act or omission that was committed)
OTHER CITED PERSONNEL (these are employees who by reason of their
violation of policies and procedures have facilitated the commission of the
irregularity or anomaly of the personnel primarily involved. State the pertinent
employment information/history of these employees and their commission in the
past of any violation of policies and procedures)
BACKGROUND INFORMATION (any antecedent information that led to the
discovery of the anomaly/irregularity)
22
23
ANNEX B
MEMORANDUM
FOR
Name of Employee
FROM
DATE
SUBJECT
NOTICE TO EXPLAIN
Signed
Chairman AIC
24
ANNEX C
MEMORANDUM
FOR
Name of Employee
FROM
DATE
SUBJECT
NOTICE OF HEARING
Please be informed that a formal hearing on your reported violation of our Code of
Conduct will be held on (date of hearing) at (time of hearing) at (venue of hearing).
You are therefore required to appear at the hearing and present your side on the
matter. We wish to reiterate that the hearing is intended to afford you the
opportunity to present your side on the charges against you. Your failure to appear
shall mean a waiver of your right to be heard and the Committee will proceed with
the deliberation on the issues raised against you and make the appropriate
decision based on the available evidence.
For your information.
Signed
Chairman AIC
cc:
201 Files
25
ANNEX D
MEMORANDUM
FOR
: Name of Employee
FROM
: ADMINISTRATIVE INVESTIGATIONCOMMITTEE/
DEPARTMENT/DIVISION HEAD
DATE
SUBJECT
: STERN WARNING
After due investigation and hearing, it has been established that you have violated
(state provision of the Code of Conduct) which is punishable by (state penalty).
Pursuant thereto, you should have been meted the appropriate penalty. However,
by reason of (state the circumstance justifying the issuance of a stern warning
rather than the penalty provided by the Code of Conduct, i.e., length of service,
degree of participation, first time offender, etc.), Management is instead issuing
this stern and final warning that your repetition of the same offense or any violation
of our Code of Conduct shall be dealt with more severely.
Signed
Chairman AIC/Division/Department Head
cc:
201 files
26
ANNEX E
MEMORANDUM
FOR
: Name of Employee
FROM
: ADMINISTRATIVE INVESTIGATIONCOMMITTEE/
DEPARTMENT/DIVISION HEAD
DATE
SUBJECT
: WRITTEN REPRIMAND
After due investigation and hearing, it has been established that you have violated
(state provision of the Code of Conduct) which is punishable by (state penalty).
Pursuant thereto, you are hereby issued a Written Reprimand.
We wish to stress that your failure to comply with Company policies and/or a
repetition of the same offense shall be dealt with more severely in accordance with
our Code of Conduct.
Signed
Chairman AIC/Division/Department Head
cc:
201 files
27
ANNEX F
MEMORANDUM
FOR
Name of Employee
FROM
DATE
SUBJECT :
PREVENTIVE SUSPENSION
Signed
Chairman AIC
28
ANNEX G
MEMORANDUM
FOR
Name of Employee
FROM
DATE
SUBJECT
NOTICE OF DISMISSAL/SUSPENSION
Please be informed that after investigation and hearing and consideration and evaluation of
your testimony and your written explanation and the testimony of the witnesses, the
Administrative Investigating Committee has found you guilty of violating (specify
provision of the Code of Conduct) which carries a penalty of (specify the penalty of either
dismissal or suspension).
Accordingly, you are hereby dismissed for cause from the services of the Company
effective (state the date)/suspended without pay for a period of (state the period of
suspension).
Signed
Chairman - AIC
cc:
201 Files
29