DA Guidelines

DISCIPLINARY ACTION GUIDELINES
18 October 2012
First Offense Second Offense Third Offense Fourth Offense Fifth Offense
Habitual coming late to office for 15 - 30 minutes
without informing supervisor (2-3)
salary deduction (10% of day
wage) as specified in UAE
labour law; written warning
salary deduction (1/4 day
salary deduction (1/2 day wage) as
specified in UAE labour law; written
warning
salary deduction (1 day wage)
as specified in UAE labour law;
final written warning
dismissal with gratuity
Leaving ones place of work without permission from
the immediate supervisor (9)
salary deduction (1 day wage) as
warning
salary deduction (2 days wage)
Carelessness, negligence, disobedience of instruction
connected with work (26)
salary deduction (day wage)
as specified in UAE labour
law; written warning
salary deduction (2 days
salary deduction (3 days wage) as
warning
Failure to notify the organization about changes in
personal details (21)
warning
Habitual coming late to office for more than 30 minutes
without informing supervisor (6)
salary deduction (1 1/2 days
specified in UAE labour law;
written warning
Habitual coming late to office for more than 60 minutes
without informing (7) supervisor
treated as absent; written
warning
treated as absent; written
warning
treated as absent; written warning treated as absent; final written
warning
Absence without seeking prior approval or without
informing supervisor when on leave / obtaining or
attempting to obtain leave of absence on false
pretences. (8)
warning
Extension of contractual leave / emergency leave
without seeking prior approval (Article 89 & point no.
8)
warning
Refusal of the worker, without cause, to perform his
basic duties and refusal to do another job which does
not materially differ from his job (32)
written warning written warning written warning dismissal with gratuity
Willful slowing down in performance of work or
abatement thereof (27)
warning
Any act which may not be very serious in nature but whose recurrence could jeopardize the normal and smooth functioning of the company.
MINOR MISCONDUCT
MAJOR MISCONDUCT
Any act which is serious in nature and may affect the business interests of the company.
DISCIPLINARY ACTION GUIDELINES
18 October 2012
First Offense Second Offense Third Offense Fourth Offense Fifth Offense
Behaving in an undisciplined or indecent behavior, use
of abusive language, quarelling or threatening, assault
or threat of assault (C3)
labour law; final written
warning
warning
Distributing or exhibiting, within the premises,
handbills, pamphlets, posters or causing to be
displayed by means of written or drawn signs or writing
or other visible representations, any matter without
the prior sanction of the Management, in writing.(18)
warning
Drinking prohibited liquors (inside the
accommodation); or cause trouble inside the
accommodation due to drunkeness
warning letter with 5 day fine
(Art. 104) m
warning letter with 5 day fine warning letter with 5 day fine dismissal with gratuity
Gross Negligence which resulted to damage to property
or injury to person (34)
warning
Theft, fraud or dishonesty in connection with the
property belonging to the organization.
dismissal
Demanding and/or accepting bribes or any legal
gratification.
dismissal
Engaging in trade or business or taking up any part time
or full time work other than that of the organization.
dismissal
Willful and misrepresentation of information given at
the time of recruitment and at any point in time
thereafter.
dismissal
Willful falsification, defacement or destruction of
personal records of self and/or other colleagues
irrespective of whether or not it affects the working
and interests of the organization.
dismissal
Any criminal offence including immoral behavior with
or without conviction by a court of law
dismissal
Any act which is detrimental to the business interests of the organization and/or is a threat to life or property belonging to the
organization and includes acts of moral turpitude. Such act is punishable by termination of employment.
GRAVE MISCONDUCT

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DISCIPLINARY ACTION GUIDELINES

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