First, a personal note from Pieka:
Dear DrakkenTech employee
I hope you are new to the team and that you are reading this as part of your on-boarding. If not, regrettable things have probably already happened and it has brought you to this unhappy place.
You are in my team because I want to be solving interesting tech problems and building cool tech solutions with you, while seeing you grow in your hard skills and soft skills. I do not want to be spending our time and energy thinking and talking about how I can get you to act professionally and ethically, or, if you keep failing to do so, how I can legally dismiss you.
My wish is for everyone in my company to enjoy their work and value their place in the team so much that they want to stay in DrakkeTech for decades. If you do decide to move on at some point, you probably hope for a good reference from DrakkenTech, just like I hope that you would tell others that DrakkenTech is a great place to work.
In this spirit, I try to treat every member in my team in a way that is fair, professional and deserving of their trust and respect. If my failure to do this has somehow brought you to this page, I regret that deeply.
I expect my team to adhere to our code of conduct, to follow instructions from management and to take warnings seriously enough to adjust their behaviour. If your failure to do this has brought you here, I hope that it is still early enough in the disciplinary process for you to take the opportunity to improve.
All that being said, I hope that whatever it is that brought you here can be resolved swiftly, painlessly and equitably, so that we can get back to doing cool things together or go our separate ways in peace.
DrakkenTech Disciplinary Policy
Should an employee in DrakkenTech behave in a way that does not align with DrakkenTech policies or values, management will follow the following steps:
- Investigation and Consultation:
Management will conduct an investigation into the perceived misconduct or poor performance. This could be as simple as a call to the employee to discuss the issue, or it could be more involved. During this step the employee will be made aware of the issue if they were not already aware.
- Verbal Warning:
If the outcome of the investigation shows that the employee is indeed out of line with company policies and values, a verbal warning may be issued. Management may choose to put the verbal warning on record by emailing the employee a summary of the concern and warning and requiring the employee to acknowledge, in writing, that they have received this.
- First Written Warning:
A written warning will be emailed to the employee by management. This warning will describe the reasons for the warning, the expected corrective actions and the consequences of failing to improve. It will also specify a reasonable period within which the employee is expected to improve. The employee will be required to acknowledge in writing the receipt of this email, even if they do not feel the charges against them are fair or true. - Final Written Warning:
If the employee’s conduct or performance does not improve after the first written warning, management will issue them a final written warning. This warning should again be clear and specific, indicating that further failure to meet expectations may result in dismissal.
- Disciplinary Hearing:
Before dismissing the employee, management will conduct a disciplinary hearing, giving the employee formal notice of the hearing, allowing them to prepare a defense, and providing an opportunity to present their case.
- Decision on Dismissal:
After the disciplinary hearing, management will consider all the evidence and representations before making a decision on whether to dismiss the employee.
If the decision is to dismiss, the employee should be informed in writing of the reasons for dismissal and given notice of termination in accordance with the employment contract or statutory requirements.
Note that some offences are serious enough for immediate dismissal, without following any of the steps above. Below is a list.
Some offences may also be serious enough to “skip” the verbal warning and even also the first written warning, coming with only a “final written warning”.
- Gross dishonesty:
Theft, fraud, embezzlement, or other acts of serious dishonesty that breach the trust between the employer and employee.
- Serious insubordination:
Deliberate refusal to obey lawful and reasonable instructions from management, indicating a willful disregard for authority.
- Serious breach of confidentiality:
Unauthorized disclosure of confidential information that could harm the employer’s interests or reputation.
- Serious incapacity:
Incapacity resulting from alcohol or drug abuse that directly impacts job performance and safety.
- Assault or physical violence:
Physically assaulting a colleague, supervisor, or customer, especially where it poses a threat to workplace safety.
- Sexual harassment or misconduct:
Engaging in unwelcome sexual advances, comments, or behavior towards colleagues or clients.
- Serious violation of company policies:
Breach of company policies or rules that are clearly communicated and known to the employee, particularly where the breach has serious consequences.
Two such points, DrakkenTech are
Absconsion
Undeclared side hustles
- Endangering health and safety:
Reckless actions that endanger the health and safety of oneself or others in the workplace.
- Serious damage to company property:
Deliberate or negligent acts resulting in significant damage to company property or assets.
- Criminal conduct:
Conviction for a serious criminal offense that directly affects the employment relationship or the employer’s business.
