Disciplinary Policy

Purpose

At Countable, we are committed to maintaining a positive work environment that promotes professionalism, mutual respect, and productivity. This Disciplinary Action Policy outlines our approach to addressing employee misconduct and performance issues in a fair and consistent manner. While we prioritize hiring employees who are a strong fit for our company culture, we are providing this outline for potential disciplinary actions in case they are needed in exceptional circumstances.

Scope

This policy applies to all employees and subcontractors of Countable, regardless of their job position or employment type.

Types of Offenses

The following are examples of misconduct and performance issues that may lead to disciplinary action:

• Violation of company policies or rules.
• Unsatisfactory work performance or failure to meet performance expectations.
• Attendance and punctuality issues.
• Failure to follow communication protocols or not sending work updates as required.
• Insubordination or disrespectful behavior.
• Harassment, discrimination, or any form of workplace misconduct.
• Unauthorized use of company resources.
• Violation of confidentiality or unauthorized disclosure of sensitive information
• Theft, dishonesty, or fraud.

Progressive Discipline

We generally follow a progressive approach, as outlined below:

1. Initial Written Warning:
   • For minor offenses or first-time occurrences, the Team Lead may issue an initial written warning through an email.
   • The purpose is to communicate the issue, provide feedback, and encourage improvement. The written warning will detail the specific concerns, expectations for improvement, and a timeframe for reassessment.
   • The employee will be provided with an opportunity to discuss the issues with their Lead and seek clarification if needed.
2. Coaching and Performance Improvement Plan (PIP):
   • If the performance or conduct issues persist after the initial written warning, the employee will be placed on a Coaching and Performance Improvement Plan (PIP).
   • The PIP will be designed to address the specific areas of concern and will include clear goals, expectations, and a timeline for improvement.
   • During the PIP period, the employee’s Lead or designated coach will provide guidance, feedback, and necessary support to help the employee achieve the desired level of performance or conduct.
3. Final Written Warning and Dismissal:
   • If the employee does not demonstrate significant improvement within the specified timeframe of the PIP or if there are serious performance or conduct issues, a final written warning will be issued.
   • The final written warning will clearly state the consequences of further non-compliance or failure to improve.
   • In exceptional cases where the employee fails to meet the required standards or the severity of the misconduct warrants it, the company may proceed with dismissal.

Investigation Process

Before taking disciplinary action, Countable will conduct a fair and impartial investigation. This may include gathering evidence, interviewing relevant parties, and providing the employee with an opportunity to respond.

Employee Rights

During the disciplinary process, employees have the right to:

• Present their side of the story and provide any relevant evidence.
• Have a representative present during meetings related to the disciplinary action.

Appeals Process

Employees have the right to appeal any disciplinary decision they believe to be unjust. The appeal process will involve an impartial review of the case.

Confidentiality

All information related to the disciplinary process will be handled with strict confidentiality to protect the privacy of all parties involved.

Review and Update

Countable reserves the right to review and update this disciplinary action policy as necessary.