The #1 Consultancy Company


1. Professional Conduct

This company expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. -Individuals who act in an unprofessional manner may be subject to disciplinary action.

2. Dress Code

An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and position.

3. Payday

Paychecks are distributed every end month based on timesheets submitted two weeks prior. If the pay date lands on a holiday, paychecks will be distributed on the closest business day before the holiday. -The paycheck will reflect work performed for the previous period. Paychecks include salary or wages earned less any mandatory or elected deductions. Mandatory deductions include federal or state withholding tax, and other withholdings for insurance and retirement. Elected deductions are deductions authorized by the employee, and may include, for example, contributions to benefit plans. Employees may contact Human Resources to obtain the necessary authorization forms for requesting additional deductions from their paychecks.  -Notify a supervisor if the paycheck appears to be inaccurate or if it has been misplaced. -The company reserves the right to charge a replacement fee for any lost paychecks. Advances on paychecks are not permitted. Information regarding final paychecks can be found under the termination section of this handbook. -Any change in name, address, telephone number, marital status or number of exemptions claimed by an employee must be reported to Human Resources immediately.

4. Company Property

Company property, such as equipment, vehicles, telephones, computers, and software, is not for private use. These devices are to be used strictly for company business and are not permitted off-grounds unless authorized. Company property must be used in the manner for which it was intended. Upon termination, employees are required to surrender any company property they possess. -Company computers, the internet, and emails are privileged resources and must be used only to complete essential job-related functions. Employees are not permitted to download any “pirated” software, files or programs and must receive permission from a supervisor before installing any new software on a company computer. Files or programs stored on company computers may not be copied for personal use. -Phones are provided for business use. The company requests that employees not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversations brief. Personal long-distance calls are not permitted. -Employees are reminded that they should have no expectation of privacy in their use of company computers or other electronic equipment.  -Violations of these policies could result in disciplinary action.

5. Privacy

Employees and employers share a relationship based on trust and mutual respect. However, the company retains the right to access all company property including computers, desks, file cabinets, storage facilities, and files and folders, electronic or otherwise, at any time. Employees should not entertain any expectations of privacy when on company grounds or while using company property. -All documents, files, voice-mails and electronic information, including e-mails and other communications, created, received or maintained on or through company property are the property of the company, not the employee. Therefore employees should have no expectation of privacy over those files or documents.

6. Personnel Files

The company maintains a personnel file on each employee. These files are kept confidential to the extent possible. Employees may review their personnel file upon request. -It is important that personnel files accurately reflect each employee’s personal information. Employees are expected to inform the company of any change in name, address, home phone number, home address, marital status, number of dependents or emergency contact information.

7. Work Performance Expectations

The company expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination.

8. Reviews

The company may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that need improvement. The company uses performance reviews as a tool to determine pay increases, promotions and/or terminations. -All performance reviews are based on merit, achievement and other factors may include but are not limited to: – Quality of work – Attitude – Knowledge of work – Job skills – Attendance and punctuality  – Teamwork and cooperation – Compliance with company policy – Past performance reviews – Improvement – Acceptance of responsibility and constructive feedback -Employees should note that a performance review does not guarantee a pay increase or promotion. Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at will-relationship with the company. -Forward any questions about performance expectations or evaluation to the supervisor conducting the evaluation.

9. Procurement Policy

All procurements done by the company whether for goods or services must be sanctioned by the Chairman and Secretary of the company. -The Company Secretary together with the head of the procurement department shall advice and draft all procurement documents in compliance with the law.  -All procurements shall be competitively procured and all contracts for procurement shall be executed by the company secretary together with the company’s Chairman at the time being. -At No instance shall there be private treaty for procurement of goods and services.

10. Discipline Policy Grounds for Disciplinary Action

The company reserves the right to discipline and/or terminate any employee who violates company policies, practices, or rules of conduct. Poor performance and misconduct are also grounds for discipline or termination. The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to:

  • – Engaging in acts of discrimination or harassment in the workplace;
  • – Possessing, distributing or being under the influence of illicit controlled substances;
  • – Being under the influence of a controlled substance or alcohol at work, on company premises, or while engaged in company business;
  • – Unauthorized use of company property, equipment, devices or assets;
  • – Damage, destruction or theft of company property, equipment, devices or assets;
  • – Removing company property without prior authorization or disseminating company information without authorization;
  • – Falsification, misrepresentation or omission of information, documents or records;
  • – Lying;
  • – Insubordination or refusal to comply with directives;
  • – Failing to adequately perform job responsibilities;
  • – Excessive or unexcused absenteeism or tardiness;
  • – Disclosing confidential or proprietary company information without permission;
  • – Illegal or violent activity;
  • – Falsifying injury reports or reasons for the leave;
  • – Possessing unauthorized weapons on premises;
  • – Disregard for safety and security procedures;
  • – Disparaging or disrespecting supervisors and/or co-workers; and

– Any other action or conduct that is inconsistent with company policies, procedures, standards or expectations.


This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.