This section provides a comprehensive framework for employee conduct, performance, discipline, absence management, and the resolution of workplace concerns at Montego Pet Nutrition.

It must be read together with the Policies and Procedures section, which contains the applicable forms, templates, and supporting documents:
https://www.montegohrmanual.com/polices

The following policies form part of and are enforced through this section:

Code of Conduct
https://www.montegohrmanual.com/code-of-conduct

Confidentiality
https://www.montegohrmanual.com/confidentiality

All required forms, including warnings, disciplinary notices, and related documentation, are available under the Policies and Procedures section and must be used in all formal processes.

Overview

This section explains:

• Expected standards of conduct and behaviour

• Attendance, absenteeism, and sick leave requirements

• Misconduct and poor work performance

• Disciplinary processes and outcomes

• Grievance procedures

• Disciplinary hearings and employee rights

• Use of required company forms and processes

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1. Standards of Conduct and Responsibility

All employees are required to comply with the Code of Conduct, Confidentiality requirements, and all company policies and procedures.

Employees must:

• Act with honesty, integrity, and professionalism

• Follow lawful and reasonable instructions

• Perform their duties to the required standard

• Treat others with respect

• Comply with safety, security, and operational requirements

• Protect company property and information

Failure to meet these standards may result in disciplinary action.

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2. Attendance, Absenteeism and Sick Leave

Regular attendance is a fundamental condition of employment.

Employees are required to:

• Report for duty on time and as scheduled

• Notify their manager before the start of their shift if they are unable to attend work

• Follow the correct reporting process as outlined in the Policies and Procedures section

Sick Leave Requirements

• Employees must notify their manager as early as possible, and always before their shift starts

• A valid medical certificate must be submitted where required in terms of company policy and legislation

• Sick leave and absence must be recorded using the prescribed company forms available under:
  https://www.montegohrmanual.com/polices

Failure to follow these requirements may result in disciplinary action.

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3. Misconduct

Misconduct includes any breach of company rules, policies, or expected standards. This includes, but is not limited to:

• Dishonesty or fraud

• Insubordination

• Absenteeism or late coming

• Negligence

• Breach of company policies

• Unsafe behaviour

• Misuse of company property or information

All misconduct must be managed using the prescribed disciplinary processes and forms contained in the Policies and Procedures section.

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4. Poor Work Performance

Poor work performance is managed through a structured and supportive process.

Where performance does not meet required standards:

• Expectations will be clearly communicated

• Guidance, coaching, and/or training will be provided

• Performance discussions and interventions must be documented using the appropriate forms

• Reasonable time will be allowed for improvement

If performance does not improve, formal action may follow.

All performance management processes must be recorded using the prescribed documentation available under:
https://www.montegohrmanual.com/polices

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5. Grievance Procedure

Employees who have concerns or complaints must follow the formal grievance process.

Employees should:

• Raise the matter with their immediate manager

• Escalate to the next level or Human Resources if unresolved

All grievances must be recorded using the prescribed forms available under:
https://www.montegohrmanual.com/polices

All matters will be handled fairly, consistently, and confidentially.

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6. Disciplinary Process

Montego Pet Nutrition follows a progressive disciplinary approach.

The process may include:

• Informal counselling

• Verbal warning

• Written warning

• Final written warning

• Disciplinary hearing

Serious misconduct may result in immediate formal action, including dismissal.

All formal disciplinary actions must be:

• Conducted in accordance with company procedures

• Documented using approved company templates

• Recorded and filed appropriately

All templates and notices are available under:
https://www.montegohrmanual.com/polices

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7. Disciplinary Hearings – Process and Employee Rights

Where a disciplinary hearing is required:

• The employee will receive formal notice using the prescribed documentation

• The notice will outline the allegations and details of the hearing

• The employee will be given reasonable time to prepare

At the hearing, the employee has the right to:

• State their case

• Present evidence

• Call witnesses where applicable

• Be assisted in accordance with company policy

The hearing will be conducted fairly by an impartial chairperson, and all proceedings must be properly documented using the required forms.

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8. Sanctions and Outcomes

Sanctions will be applied in a fair and consistent manner, taking into account:

• The seriousness of the offence

• The employee’s disciplinary record

• Mitigating and aggravating circumstances

All outcomes must be recorded using the prescribed documentation available under the Policies and Procedures section.

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9. External Dispute Resolution

Montego Pet Nutrition does not provide for an internal appeal process.

If an employee is dissatisfied with the outcome of a disciplinary process, they may refer the matter to the Commission for Conciliation, Mediation and Arbitration (CCMA) in accordance with applicable labour legislation.

 

10. Responsibility and Compliance

All employees are responsible for familiarising themselves with this section and complying with its requirements.

Managers are responsible for:

• Applying these guidelines consistently

• Using the correct forms and processes

• Ensuring proper documentation and record keeping

Failure to comply with these standards, processes, or documentation requirements may result in disciplinary action.

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