CODE OF CONDUCT

1. Who is responsible for conducting the investigation in a disciplinary case?

• a. The Disciplining Officer
  

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  b. The Human Resource Department
  

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  c. The Investigating Officer
  

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  d. The employee's colleague

2. What is the purpose of the disciplinary policy?

• a. To impose unreasonable rules on employees
  

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  b. To provide formal means of helping employees maintain acceptable standards
  

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  c. To immediately terminate employees who violate the code
  

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  d. To create a hostile work environment

3. How long does an employee typically have to prepare their case before a decision is made?

• a. 24 hours
  

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  b. 48 hours
  

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  c. One week
  

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  d. The employee is kept advised and given the opportunity to prepare

4. Who may accompany an employee during formal stages of the disciplinary procedure?

• a. A family member
  

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  b. A lawyer
  

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  c. A colleague
  

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  d. Any person of the employee's choosing

5. How soon should disciplinary proceedings normally be instituted after allegations come to light?

• a. Within 24 hours
  

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  b. Within 5 working days
  

• c. Within 10 working days
  

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  d. Within 30 working days

6. What is the primary role of a colleague who accompanies an employee to a disciplinary hearing?

• a. To argue on behalf of the employee
  

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  b. To act as a legal representative
  

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  c. To support the employee and act as a witness
  

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  d. To mediate between the employee and management

7. What does suspension from work imply?

• a. The employee is guilty of misconduct
  

• b. The employee's contract is terminated

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  c. It is a neutral act to allow for investigation
  

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  d. The employee will receive reduced pay

8. How long can an employee request a formal review of their suspension?

• a. After 7 working days
  

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  b. After 10 working days
  

• c. After 14 working days
  

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  d. After 30 working days

9. What happens if an employee resigns with immediate effect during a disciplinary action?

• a. The disciplinary action is automatically dropped
  
  

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  b. The employee's employment terminates that day, but notes may be retained
  

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  c. The employee must complete the disciplinary process before leaving
  

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  d. The resignation is not accepted until the disciplinary action is complete

10. How long may disciplinary information be retained after an employee's resignation?

• a. Up to 1 year
  

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  b. Up to 5 years
  

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  c. Up to 10 years
  

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  d. Indefinitely