TM
Zero Tolerance
Policy
Document Classification: Confidential
One Point One Solutions Limited
Document Summary
This document provides guidance for care to be taken while developing any new Code of Conduct
Guidelines or upgrading any existing Code of Conduct Guidelines and acceptance for any new Code of
Conduct Guidelines.
Document Details
Project/Process Zero Tolerance Policy
Status / Version Ver. 2.1
Reference Code OPO/HR/POL/01
Owner Human Resource Department
Effective Date 1st September 2023
Document Approval
Criteria Name & Role Signature Date
Author Aritram Das – HRIS & HR Automation 28th Aug 2023
Reviewed by Ashwini Kumar Rao - CHRO 29th Aug 2023
Approved by Ashwini Kumar Rao - CHRO 30th Aug 2023
Version Control Details
Version Status Date Created Author Description of Change(s)
1.0 Published 29th Aug 2023 Aritram Das Draft Copy
1.1 Published 30th Aug 2023 Ashwini Kumar Rao Final Version
Document Classification: Confidential
One Point One Solutions Limited
Introduction:
All employees of One Point One Solutions Limited will be governed by the guidelines mentioned
in this policy.
Eligibility:
This policy is applicable to all Temporary, Permanent and Contractual employees of One Point
One Solutions Limited, for all Businesses / Functions and at all locations across the country.
Objective:
To prevent and deter specific unacceptable behaviors within the organization.
To establish a workplace that is free from behaviors that could compromise the physical
and emotional safety of employees.
To reinforce the company's commitment to ethical conduct and adherence to a high
standard of behavior.
To instill a sense of discipline amongst the employees.
To help the company comply with legal and regulatory requirements related to workplace
behavior.
To contribute to shape the organizational culture.
Introduction:
The "Zero Tolerance Policy (ZTP)" of One Point One refers to a strict and unwavering
stance taken by the organization against certain behaviors, actions, or violations. This
policy is characterized by its commitment to taking immediate and severe action, such as
disciplinary measures, when specific prohibited behaviors occur.
The goal of a zero tolerance policy is to send a clear message that certain actions are
completely unacceptable within the company and will not be tolerated under any
circumstances.
Guidelines:
The organization will issue Zero Tolerance if the employees are falling under repetitive
Verbal Warning and repetitive Final Warning Letter issuance.
Final Stage/ ZTP: Instances of grave misconduct which warrant dismissal from the service
of the company at first instance itself come under Zero Tolerance Policy. The instances
may be:
o Call disconnection
Document Classification: Confidential
One Point One Solutions Limited
o Transferring calls to no response desk
o Being rude and/or abusive to the customer
o Integrity Issues with regulatory, financial impact and customer complaints - e.g.
confidential information of customer for self/carrying the numbers of lady/ men
customers out and getting in touch with them for personal reasons, misuse of
customer database, etc.
o Theft, fraud, dishonesty in connection with the employer’s business or property
within or outside the Company premises
o Theft, fraud, dishonesty with another employee within the company premises
o Drunkenness, riotous, disorderly or indecent behavior on the premises of the
company/ Consuming alcohol or drug within the premises of the company/
Reporting on duty in the state of drunkenness or after consuming drugs
o Intentional Slowing down in performance of work, or abetment or instigation
thereof
o Taking or giving bribes with or without hidden motive or selfish intentions
o Willful damage of any property of the establishment
o Fighting inside the premises.
o Creating fake leads
o Carrying banned substances inside office premises
o Using system space for storing pornographic material
o Sexual Harassment
o Gambling within the premises of the company whether on duty or not
o Unauthorized possession of any lethal weapon, possession of which is unlawful
under Indian Arms Act or any other law in force
o Falsification or tempering with official records/documents (whether in soft or hard
copy) with dishonest intention including employment applications
o Conviction by a criminal court for an offence involving moral turpitude
o Reasonable apprehension jeopardizing the safety or interest of the company as
perceived by the Organization
o Commission of any criminal or undesirable act or acts prejudicial to the interest of
the company
o Employees soliciting a gift of any kind or value or the acceptance of gifts or
gratuities
o Employee marking attendance for his/her colleague
o Security Breach against the Info-Sec guidelines agreed afore-mentioned in the
signed Non-Disclosure Agreement
General Guidelines: Operations should issue feedback to employees as and when
required and applicable.
Document Classification: Confidential
One Point One Solutions Limited
HR to issue warning letters based on Operations Feedback as and when applicable. Once
Warning letter is issued, a copy should be updated in employee’s personal file. HR team
should investigate all matters wherein employees are alleged to have involved in an act
of indiscipline / misconduct resulting in issuance of Warning letter and Termination.
HR should speak to both the parties and conclude. All decisions related to warning letters
and Termination should be backed by proper data/ findings.
Before finalizing any decision, the disciplinary authority should always take into account
the gravity of the misconduct, the previous record of the employee and any other
aggravating circumstances that may exist.
Guidelines for recording Admission of Guilt/ Misconduct/ Indiscipline: Statement of
employees admitting to their misconduct should be recorded during office hours and
preferably at the office premises.
Admission statement will vary from case to case depending upon the facts, however
should include the following:
o Employee full Name
o Date of admission of the guilt / misconduct /indiscipline
o Referring / addressing to
o Facts of the matter
o Incidents with dates / evidence if possible - preferably be recorded in his own
handwriting
o Loss incurred by the Company on account of his act (If applicable)
o Signature of the employee
o Signature of two witnesses (If applicable).
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Document Classification: Confidential
One Point One Solutions Limited
