Training

1. CODE OF CONDUCT
Code of Conduct

2. Code of Conduct
A code of conduct is a set of rules outlining the responsibilities of, or proper
practices for an individual working in an organization.
A written set of guidelines issued by an organization to its workers and
management to help them conduct their actions in accordance with its primary
values and ethical standards

3. Code of Conduct
The aim of the Code of Conduct presented below is to provide information
concerning important areas of responsibility and thus to ensure that employees of
the Company act legitimately and responsibly in their respective working
environment at all times.
The purpose of this Code of Conduct is to provide employees with guidance on
the standards of behavior expected of them in performing their duties of
employment and in their dealings with other personnel onsite.
GENERAL PRINCIPLES GUIDING EMPLOYEES CONDUCT:
All employees have a responsibility to:
 Respect and uphold the good name of the Company
 Treat other employees and other personnel with fairness, courtesy, respect and without
discrimination
 Act honestly, avoiding situations which may give rise to a conflict of interest or
 the perception of such a conflict
 Carry out their duties in a professional, responsible and diligent manner.

4. Code of Conduct
The Company expects you to exercise good judgment –
• To ensure the safety and welfare of all our staff
• To maintain a cooperative, efficient, positive, harmonious and productive
work environment and business conduct.
These standards apply while working on –
• Our premises
• At offsite locations where our business is being conducted
• At Company-sponsored business
• Social events or at any other place where you are a representative of the
Company.

5. Code of Conduct
Honest and Ethical Conduct
We expect you to act in accordance with the highest standards of personal and
professional integrity, honesty and ethical conduct, while working on the
Company’s premises, at offsite locations where the Company’s business is being
conducted, at Company sponsored business and social events, or at any other
place where you are representing the Company.

6. Responsiveness
Integrity
Impartiality
Accountability
Respect
Leadership
Human rights
The code reinforces our values

7. Overview
Disciplinary
Procedures
• Company Rules &
Regulations
• Working Hours
• Job Instructions
• Moral & Ethical
Standards
• Personal Integrity
• Company Information
• Company Hierarchy
• Publication
• Outside Assignments
• Alcoholism
Discrimination &
Harassment Policy
• Work Environment
• Treatment of
Employees
• Discriminatory
Grounds
• Disciplinary Actions
• Complaint Process
• Prohibit Conduct
• Exceptions
• Course of Actions
• Grievance Resolution
Misconduct &
Punitive Actions
• Disobedience or
Insubordination
• Non-Performance of
Work
• Conduct of Theft,
Fraud or Dishonesty
• Breach of Company
Law & Rules
• Long Absenteeism
• Late Attendance
• Disclosure of
Company Information
• Non-Observance of
Safety Guidelines

8. Disciplinary Procedures
*Follow company rules and regulations
framed from time to time.
*Strictly observe the working hours prescribed
*Follow job instructions given by their
superiors and achieve their mutually agreed
targets
*Observe strict moral and ethical standards
in work and personal life.
*Not consume or bring alcohol inside the
office premises / workplace nor enter the
office premises /workplace in an alcoholic
state after consuming any kind of alcohol.
*Protect Company property and keep
Company information confidential.
*Not accept any part-time or full time paid
job outside the Company. If desirous to take
up some exceptional assignments outside, it
shall be accepted only with the approval of
the appropriate authority.
*Work in such a way as to ensure complete
personal integrity.
*Not publish or cause to be published an
article written on any matter relating to the
Company in any local, national or overseas
newspaper, journal or any other publication
Disciplinary
Procedures

9. Discrimination & Harassment Policy
• The Company is committed to providing and maintaining an
open, positive work environment, which is free from any
discrimination or harassment.
• All employees shall be treated with respect, dignity, and courtesy
Discrimination
• There shall be no discrimination or harassment against any
person on the grounds of race, color, religion, disability, age, sex,
marital status, sexual orientation or citizenship.
• Any discriminatory action against full time employees, contractual
employees, clients, or vendors shall be met with disciplinary
action.
&
• Every complaint shall be promptly and thoroughly investigated
and confidentiality will be maintained as far as the situation
permits. Furthermore, the Company shall not retaliate against
any employee for bringing questionable circumstances to
attention.
Harassment
Policy

10. Harassment
• Our Company is committed to provide a work environment that ensures
every woman employee is treated with dignity and respect and afforded
equitable treatment.
• The Company is also committed to promote a work environment that is
conducive to the professional growth of its women employees and
encourages equality of opportunity.
• The Company will not tolerate any form of sexual harassment and is
committed to take all necessary steps to ensure that its women
employees are not subjected to any form of harassment.

11. Harassment
Harassment is a behavior that is offensive to individuals
including negative stereotyping, unwelcome sexual
advances (from the same or opposite sex), epithets, sexist,
racist or religious slurs, demeaning jokes, gestures, written
or graphic material that communicate these concepts and
any other conduct that makes the working environment
hostile or offensive.

12. Harassment
Prohibited
• Request for sexual favors
• Verbal or physical conduct of sexual nature
• Discussion of a person’s physical characteristics or dress
• Any unwelcome advances
• Use of offensive language or demeaning terms
Conduct
• Narrating offensive jokes or sexually explicit stories
• Circulation or posting of offensive pictures
• Objectionable physical proximity or contact
• Spreading rumors or talking to third parties about an individual
in a demeaning manner.
NOTE: All the above is prohibited through any mode of communication including in person,
over the phone, on voice mail, through pen and paper, on e-mail, through chat, through SMS
or any other form of communication.
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DocumentsHarassment Ma

13. Discrimination
Discrimination
• Discrimination means treating employees differently, in any
aspect of employment, solely because of a trait or
characteristic that is not related to their ability to do their job.
• The Company shall discourage discrimination based on a
person's sex, race, caste, community, marital or family status,
religion, national origin, age, sexual orientation, or disability.
• The Company shall not retaliate against an employee for filing
a charge of discrimination or participating in an investigation, or
opposing discriminatory practices.
• Charges of harassment or discrimination are likely to be
grounds of termination of employment.

14. Course of Action
Course
of
Action:
* Speak directly to the offender using statements like -
- "Please stop that"
- "I don't appreciate that" or "I find that offensive".
* However, it is not necessary for an employee to take this action before
reporting a complaint to the Company.
* If the offensive behavior continues or if the employee feels uncomfortable in
confronting the offender, the situation needs to be brought to the attention of the
manager or the Grievance Redressal Committee.
* A thorough investigation of the case and necessary action shall be taken. It
shall be ensured that the case is kept confidential both internally as well as
externally.
* If an employee hears about or observes a possible harassment or discrimination,
the employee is accountable to report the situation to the Grievance Redressal
Committee.
* The employee’s identity will be kept confidential. To maintain confidentiality,
employees should not confer with anyone else in the Company about the
situation.
* All complaints of discrimination or harassment are serious and appropriate
investigation of complaints will be conducted
.

15. Course of Action
Course
of
Action:
* The Grievance Redressal Committee shall spearhead the investigation.
* After all the facts have been analyzed a determination shall be made and
appropriate corrective action will be taken.
* Corrective action shall depend upon the nature and intensity of the
situation and may include counseling or termination of employment
* After completion of an investigation, the concerned parties shall be informed of
the decision taken.

16. Misconducts & Punitive Action
* Willful insubordination or disobedience, whether or not in combination
with another, of any lawful and reasonable order of a superior.
• Going on an illegal strike or abetting, inciting, instigating of action in
furtherance thereof
• Willful showing down in performance of work, or abetment or instigation
* Taking or giving bribes or any illegal gratification.
• Theft, fraud or dishonesty in connection with the employer’s business or
property or the theft of property of another workman within the premises
of the establishment.
• Late attendance without any valid permission or reasons
* Non-punching at the time of reporting for duty and/or leaving the
workplace
• Habitual breach of any order or any law applicable to the Company or
any rules made there under.
• Engaging in trade within the premises of the establishment

17. Misconducts & Punitive Action
* Smoking or spitting on the premises of the Company.
• Gambling within the premises of the establishment.
• Unauthorized possession of any lethal weapon in the establishment.
• Drunkenness, riotous, disorderly or indecent behavior on the premises
of the establishment.
* Willful damage to work in process or to any property of the
establishment.
• Disclosing to any unauthorized person any confidential Company
information
• Failure to observe safety instructions notified by the employer or
interference with any safety device or equipment installed in Company
* Refusal to accept a charge sheet, order or other communication served
in accordance with these standing orders
• Habitual breach of any rules or instruction of the maintenance and
running of any department, or the maintenance of the cleanliness of any
portion of the establishment.

18. Handling Misconduct Cases
*A written complaint is to be submitted by the
person(s) affected/ witness to the misconduct to
the HOD of the employee indulging into
misconduct.
*The HOD would forward the complaint to HR
Head
The HR Head will prepare a Warning Letter /
Show Cause / Charge sheet as the case may be,
get it signed by the concerned HOD and serve
the same upon the employee concerned.
The employee concerned shall be required to
submit a statement of defense to his or her HOD
within the stipulated time as mentioned in the
Show Cause/ Charge sheet.

19. Handling Misconduct Cases
In the event of non-receipt of a reply / statement of
defense, it would be presumed that the employee
has nothing to offer in his or her defense and HOD
would propose to HR of initiation of next course of
action.
*In case wherein the employee submits his or her
statement of defense or reply, the same will be
examined by the HOD who would suggest either
dropping the charge(s)
*in case the reply is found to be satisfactory with
evidence or for proceeding with action in case the
reply is not found to be satisfactory.

20. Handling Misconduct Cases
If the recommendation of the HOD is to proceed with action,
an enquiry will be initiated by the HR Head. Based on his
findings and the severity of the charge(s), the HOD will take
decision on the quantum of punishment that is to be
imposed on the employee, as below:
i. Warning
ii. Censure
iii. Dismissal from services of the Company

21. Expectations
JPPIPL’s success is underpinned
by our strong commitment to the
ethical behavior
We expect our employees to uphold
the high standards set out in our
Code of Conduct
And remember… don’t be evil, and
if you see something that you think
isn’t right – Speak Up

22. In Workplace

23. Top 10 Work Ethics
 Attendance
 Character
 Team Work
 Appearance
 Attitude
Productivity
 Organizational Skills
 Communication
 Cooperation
 Respect

24.  Limit Absences
• Be at work every day possible
• Plan your absences
• Don’t abuse leave time
Be on time …… Don’t Be Absent !!!
 Come to work on time
• Be punctual every day
1. Attendance

25. 2. Character
• Display a high level of effort and
commitment to performing and
completing work
• Be honest in all situations
• Demonstrate trustworthiness
and responsible behavior
• Display loyalty, dependability,
reliability, initiative, and self-
discipline

26. 2. Character
 Be honest
Honesty is the single most important
factor having a direct bearing on the final success
of an individual, company, or product.
 Be dependable
Complete assigned tasks correctly and
promptly
 Be loyal
Speak positively about the company
 Be willing to learn
Look to improve your skills

27. LOYALTY
• The company expects
loyalty from you
• With loyalty comes a sense
of pride
• All employees are goodwill
ambassadors and sales people
for the company.
• Employees must keep company
―”secrets”.
• The more the company
succeeds the more you will
succeed
• Feel faithfulness and allegiance
to the company

28. HONESTY
• Honesty is valuable
• Employees account for 30% of all
―”shortages”

29. HONESTY
• Being honest is more than just not
taking ―”things”
• In an 8 hour day --- how much time
should be spent on task?
• Using the company assets &
benefits judiciously in professional
manner

30. HONESTY
Never lie on your:
–Application
–Time sheet
–Expense statements
Never cheat a:
–Customer
–Associate
–Employer

31. INITIATIVE
• When employees have initiative,
they are willing to see that work
gets done. People with initiative
are:
–Motivated
–Enthusiastic
–Industrious
–Hard working
• People with initiative see a job
that needs to be done and do
it! Beyond the ―”call of duty”.

32. SELF-DISCIPLINE & SELF-RESPONSIBILITY
• Self-discipline is a part of
accepting responsibility
• Self-discipline requires the
handling of emotions
• The hard part is making
the best choice among the
alternatives

33. 3. Teamwork
• Encourage and facilitate
cooperation, pride, trust,
and group identity
• Foster commitment and
team spirit
• Facilitate cooperation
• Respects the rights of
others
• Respects confidentiality
• Is a team worker
• Is cooperative
• Is assertive
• Seeks opportunities for
continuous improvement

34. 4. Appearance
• Present a neat, clean
appearance
• Practice personal
hygiene
• Wear clothing suitable to the
job, task and environment
• Uses appropriate verbal and
written etiquette

35. Appearance

36. 5. Attitude
• Demonstrates a
positive attitude
• Appears self-
confident
• Display a willingness to
cooperate and accept
constructive criticism
• Set realistic
expectation
s

37. Demonstrate a Positive Attitude
• Never underestimate
the power of proper
attitude.
• Attitude determines
how successful we will
be.
• Attitude determines
altitude.

38. Appear Self-confident
Self-confidence is
prerequisite to success
• Willing to learn new
skills
• To take
opportunities
• To grow

39. Have Realistic Expectations of Self
Setting realistic goals,
and working to achieve
them, helps us to
continually grow and
develop

40. Be Positive …….. You Can Do It
 Have a good attitude
 Listen to suggestions
 Be positive
Accept responsibility for ones work
 If you make a mistake, admit it

41. 6. Productivity
• Follows directions and procedures
• Observe established policies on safety
• Notify proper authorities of
circumstances or situations presenting
potential safety hazards
• Maintain equipment and supplies
• Keeps work area neat and clean
• Conserves materials
• Do not use or knowingly permit others
to use tools and equipment improperly
• Make up missed assignments in a
timely
manner
• Stay on task and utilize time
constructively

42. 7. Organizational skills
• Prioritize and
manage time and
stress effectively
• Demonstrat
e flexibility
in adapting
to changes

43.  Do the work correctly
Quality and timeliness are prized
 Get along with coworkers
Cooperation is the key to productivity

44.  Take pride in your work
Do things the best you know how
 Help out whenever asked
Do “extras” without being asked

45.  Make an effort to improve
Learn ways to better yourself
 Time Management
Utilize time and resources to get
the most out of both

46. 8. Communication
WRITTEN …..VERBAL….. VISUAL
• Communicate accurate
information to others in a
professional and courteous
manner
• Displays appropriate nonverbal
(eye contact, body language) and
oral (listening, telephone
etiquette, grammar) skills
• Listen attentively to others
• Good technology etiquette

47. Communication
The worst assumption a sender
of a message can make is that
the message will be received
as intended Language it self
can be a barrier
• Unclear wording
• Slang
• Jargon
• Tone
Another barrier is body
language

48.  Written Communications
Being able to correctly write reports and
memos
 Verbal Communications
Being able to communicate one on one or to
a group

49. 9. Cooperation
• Convey a willingness to assist others
• Work to resolve conflicts and to
identify solutions in which all parties
benefit
• Demonstrate concern for treating
people fairly and equitably
• Follow the chain of command in
resolving conflicts
• Displays leadership skills
• Appropriately handles criticism,
conflicts, and complaints
• Demonstrates problem-solving
capability
• Maintains appropriate relationships
with supervisors and peers

50. Working together to Achieve More
COOPERATION

51. 10. Respect
• Treat management, staff
and workers with
respect, courtesy, and tact
• Do not engage in
harassment of any kind
• Know the legal definitions
of sexual harassment
• Deal appropriately with
cultural/racial diversity

52. Final Word
 Be Punctual
 Be Friendly
 Be a Team Player
 Be Loyal
 Be Confident
 Be Productive
 Be Organized
 Communicate clearly
 Cooperate with your
colleague
 Treat every one with Respect

53. Final Word
• Our Employee Code of Conduct has been created to help you
understand our core values and the behaviours expected to
support them.
• It provides guidance and support for every employee, with high
standards of ethical behaviour and compliance with local laws
and regulations being essential to protecting the reputation and
long term success of our business.
• We must constantly live up to our values so our clients,
candidates, stakeholders and colleagues are confident they can
put their full trust in us.
• As a global business we operate in a complex network of law,
regulation and policy.

54. Final Word
• We take great pride in having established a culture that is built upon
a unified set of values.
• Our working ethos is passionate and highly focused. We work hard
but have fun, and everyone shares in the success of our
organisation.
• More than just words, we believe our values are the essence of our
brand and are instrumental to the way we work and operate day in,
day out.

55. What to do next
• Read the code of conduct
• Lead your team in discussing a workplace problem in your next
team meeting
• Start a discussion about the values the next time you have to make
a major decision
• Examine your own behaviour and challenge misconduct in the
workplace
• Speak to HR about how you can get involved in developing a
values based organisation

56. Any Queries

57. Thank You for Your
Participation