EMPLOYEE POLICY

Our Values
Our values guide our behaviour, and collectively, our  behaviours determine how we are perceived as an organization. We act with integrity and communicate honestly and openly. We deal with people thus society at-large and attached issues openly, directly and respectfully. We are committed to take actions that are consistent with words. We meant to foster a climate of trust and openness among the people along with openly give, invite and receive coaching and feedback.

Discipline
Failure to comply with Code of conduct and various guidance documents may result in disciplinary action or termination. Discipline decisions can vary depending on the severity of the misconduct and the employee’s disciplinary record, years of service, and job duties. Human Resources representative for help in determining appropriate discipline. There are some serious violations of the Code that may result in termination including:
·        Improper use of alcohol
·        Acts or threats of violence
·        Accessing or storing sexually suggestive or explicit materials using organization assets, including any electronic devices.
·        Falsification of organization records.

Raising Concerns
We truly expect to communicate honestly and openly with supervisors and others in hierarchy  positions and, in good faith, raise concerns—including those about safety, possible misconduct, and violations of laws, regulations or internal requirements.
When concerns are raised, employees in supervisory and other hierarchy positions are expected to:
Listen to understand, Take concerns seriously, When appropriate, contact internal resources to investigate,
Take any appropriate action in response to investigation findings, In a timely manner, follow-up with the employee that raised the concern.

Employee Conduct Standards

Safety
The safety of the public, employees and associates is our highest priority. The organization’s commitment to a safety-first culture is reinforced with our Safety Principles. We encourage open and honest communication on safety, so that we identify and eliminate unsafe situations and avoid incidents and injuries.
We train, equip and qualify our people to work safely. We also design, build, operate and maintain our systems with the highest regard for the safety and well-being of all. We never forget to identify and address the underlying causes of incidents to prevent them from recurring.

Personal Safety Commitment
To make my personal safety and the safety of my coworkers and the public my highest priority. To ensure that I understand how to do the work safely before I start the job. To speak up about safety concerns. To look for safety hazards and intervene to stop unsafe acts. To close out and properly document my work.
 
Social Security
We ensure the good sustainable and viable life by providing Insurance and Provident Fund.

Fitness for Duty
Everyone is expected to be mentally and physically fit for work, to report to work fit for duty, and to remain fit while on duty. While on duty, one may not be under the influence of alcohol or any drugs that impair your ability to perform your work safely and efficiently. Never use, possess, sell, offer to sell, transfer, provide, share, or purchase any drugs while on duty or on property or be in possession or under the influence of medication prescribed for someone. Tell your supervisor if you’re taking prescription drugs or over-the-counter medications that you reasonably believe could affect your ability to work safely or efficiently.
Never report to work under the influence of alcohol. You may not consume alcohol while on duty, including lunches and during overtime meals, or on property.

Attendance Reporting
If anyone is unable to report to work for any reason, one must contact respective supervisor before the start of work period. Also, check with one’s supervisor to see if department or peer has additional call-in requirements

Harassment and Discrimination
We are committed to maintaining a work environment that respects individual differences. We value to conduct oneself in a professional manner and treat others with respect, fairness, and dignity. We never tolerate harassment or discrimination, including behavior, comments, jokes, slurs, email messages, pictures, photographs, or other conduct that contributes to an intimidating or offensive environment. This includes using personal electronic devices. We always remember others may see what we are doing.
Harassment and discrimination also can occur in the form of bullying, initiation activities, or workplace hazing, which can be humiliating, degrading, or cause emotional or physical harm. No forms of harassment or discrimination are tolerated, regardless of the employee’s willingness to participate; such conduct can result in termination.

Workplace Violence
We are committed to maintaining a safe and secure workplace and working environment. Acts or threats of physical violence, intimidation, harassment or coercion, stalking, sabotage, and similar activities are not tolerated. Employees who engage in acts or threats of violence may be terminated

Weapons in the Workplace
No one will use or carry any weapon unless one is explicitly authorized and have a legitimate business reason to do so. A “weapon” is a firearm, ammunition, explosive, or any other device or object that can be construed as a weapon by the law of land. Weapons do not include tools that are used for legitimate business purposes.

Illegal activities at the Workplace
Illegal activities at work are prohibited in any form. We have zero-tolerance policy for any such activities like fraud,
embezzlement, money laundering and this may culminate not only  into termination but also the actions as per statute

Company Assets
Each of us is responsible for the proper acquisition, use, maintenance, and disposal of organization assets (e.g., materials, equipment, tools, real property, information, data, intellectual property and funds) and services. Theft, carelessness, and waste have a negative impact on our success.Everyone is expected to acquire assets in compliance with procurement standards and procedures, avoiding any real or apparent conflict of interest. Use organization assets only for legal and ethical activities. Protect assets—including information, data and intellectual property— from damage, unauthorized modification or disclosure, waste, loss, misuse, or theft.  Tell management about inventions and developments that one may create within the scope of employment or with the use of our resources. These inventions and developments are property of the organization. Dispose of or transfer assets only with appropriate written approval. Don’t misuse or take intangible assets, including intellectual property or non public information about organization or others that you obtain in the course of one’s job. This responsibility continues even when anyone is no longer employed by KAMRC. Don’t install, rearrange, remove, or tamper with organization metering or service equipment without proper approval and authorization. Don’t divert or steal energy. Don’t commingle organization funds with personal funds. Don’t take or misuse company property, funds, or service. Don’t use KAMRC assets for private commercial enterprises or personal gain. Don’t access or store sexually suggestive or explicit material using organization assets, including computers, mobile phones or other electronic devices. Employees who access or store sexually suggestive or explicit material using company assets may be terminated. Organization assets such as computers, telephones and mobile phones, fax machines, copy machines and conference rooms are intended for KAMRC business. Other organization assets—including vehicles, equipment, tools and similar assets—may be used only for KAMRC business. Exceptions are permitted in emergency situations or with officer approval.

Computer and System Security
We are responsible for ensuring the security of KAMRC by complying with the organizations information security standards. One is expected to use only approved, authorized software on KAMRC computer systems. Connect only KAMRC-authorized computers and equipment to KAMRC networks. We should not share passwords or other access credentials with any other person or group, and don’t use another person’s password. Don’t attempt to degrade the performance of KAMRC systems or deprive access to authorized users. Don’t attempt to circumvent or attack security controls on a computer system or network. Don’t access or download sexually suggestive or explicit, gaming, file sharing, or other inappropriate files or websites. Don’t store inappropriate or pirated content on company equipment.

Social Media
KAMRC respects one’s right to participate in social media and understands that one’s time outside of work is for own. We also value its established brand reputation and goodwill relationships, which are important assets. We all understand that it’s important to understand how to use social media appropriately and effectively.

Company Records
When we do our work, we generate, receive, and use, company information. Information is created every day, whether computerized or on paper. Each employee must manage our information carefully and responsibly, and be accountable for identifying records from information. Organization records must be stored, managed and disposed of in accordance with specific laid procedures. Our records include: Maintenance records and inspection documents. Personnel documents. Reports to government agencies or other public communications. Workers’ compensation or other benefit-related information such as dependent eligibility. Financial reports-To keep our system safe and reliable, we must always complete and document our work. Accurate records are an essential ingredient of our operations. Never misstate facts or omit material information. Never hide, alter, falsify or disguise the true nature of a business transaction or commitment. Never forge endorsements, approvals or authorizing signatures. Never process, enter into a system or approve a record or disclosure that you know is false or misleading Report any issues to your supervisor or other appropriate person.

Confidential and Customer-Specific Information
We may have access to confidential proprietary nonpublic information on the job. We may work with information that contains personally identifiable material about KAMRC, employees or associates, such as their names, addresses, phone numbers. Maintain the confidentiality of information entrusted to one by KAMRC, except when disclosure is properly authorized or legally mandated. When dealing with confidential information: Never view it for a non-business reason, Never use it for personal gain or advantage, Never share it without appropriate approval. If one is  required to share confidential information, make sure that it is appropriately protected and secure. This obligation continues even after anyone is no longer employed by KAMRC. Revealing nonpublic information that anyone obtained in the course of employment with KAMRC is a violation of this Code of Conduct and may be illegal.

Employee Privacy
KAMRC retains the right to monitor its assets and work environments in compliance with applicable local laws and this Code of Conduct. It monitors to promote safety, prevent criminal activity, investigate alleged misconduct and security violations, manage information systems, or for other business reasons. Even though limited personal use of organization assets is permitted, one should have no expectation of privacy when you use a KAMRC work space, computer, voicemail, or system to create, access, transmit, or store information. Such information is accessible to KAMRC even if it is password-protected, deleted by the user, or in a locked area.

Business Expenses
We use KAMRC funds for business expenses only, whether paying by credit card, cash or another method. Use good judgment to keep business expenses (for example, meal expenses) reasonable. We are  expected to comply with KAMRC’s requirements for incurring and reporting business expenses. Report all expenses promptly and accurately via the travel and expense system.

Outside Employment
We are not permitted to engage in outside employment activities that compete with services offered by KAMRC.