Company law in its modern shape dates from the midth century, however an array of business associations developed long before. In medieval times traders would do business through common law constructs, such as partnerships.
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.
The Relevant HR representative would then forward a telegram to the absconding employee as per annexure, requesting the employee's immediate return to work as well as requesting that immediate contact be established with the relevant supervisor and warning the employee about the consequences that would follow, should no reaction be forthcoming.
HR will also initiate all the necessary administrative actions to remove the employee from the payroll etc. Instead the arrival of the employee should be reported to the relevant HR representative immediately. Such an appeal must be submitted in the form as per annexure.The United Kingdom company law regulates corporations formed under the Companies Act Also governed by the Insolvency Act , the UK Corporate Governance Code, European Union Directives and court cases, the company is the primary legal vehicle to organise and run business.
Tracing their modern history to the late Industrial Revolution, public companies now employ more people and .
2 CARE Ratings Limited Press Release Detailed description of the key rating drivers Key weaknesses Impact on the liquidity profile The company had recently disclosed that Fortis Hospitals Ltd, FHL’s wholly owned subsidiary, had deployed funds to the.
Nov (Official Notice) Sasol shareholders are advised that at the annual general meeting held on Friday, 16 November at the Sandton Convention Centre, Maude Street, Sandton, Johannesburg, all the resolutions were passed.
One specific type of holding company is known as the wholly owned subsidiary. In a wholly owned subsidiary, a holding company will own all of the stock of the company. Unlock Content. A holding company is a business organization that owns so much stock in another company that it controls the other company.
The holding company can consist of a partnership, a limited liability. A holding company is a parent corporation that owns enough voting stock in another corporation to control its board of directors and, therefore, its policies and management.