Cokion International Store HR Policy

Code of conduct

Our foundation is working with integration. Integrity safeguards our staff, our business, and our clients, enhances our operational efficiency, and sets us apart from the competition. Our top priorities are a persistent dedication to moral behavior. Even though we support open communication and the right to free speech, we still require all employees to abide by our Code of Conduct.

There will be a three-month probationary period for each employee. During this time, we reserve the right to terminate any employee if we are dissatisfied with their work or performance.

A new employee needs to comprehend the distinctive working styles that each organization has. As a result, you must devote the majority of your time as a new employee to observing and learning about the company's procedures, culture, rules, and organizational structure from your superiors, especially  if you are in a leadership role.

One of the most crucial requirements for successfully completing the probationary period is being on time. It is a crucial element that conveys how you feel and behave toward the workplace norms and culture. We will keep a close eye on your arrival and departure times.

Company Confidential Information 

Any Company's confidential information is a valuable asset that needs to be protected by all of the Company's directors, employees, and agents. All information that is not generally known is considered confidential. It also includes private data acquired from any source during business operations. Maintaining the confidentiality of confidential information and other proprietary information is a crucial component of such protection.

Protection Of Company Property 

All employees are expected to treat the tangible and intangible assets of our company with care and respect. Employees are expected to treat all corporate property with respect and not misuse or use it carelessly. Trademarks, copyright, and other assets, such as intellectual property, are included. They should only be used by employees to carry out their tasks. Furthermore, the use of our resources for personal gain or any illegal, unauthorised personal or unethical purpose is prohibited.

Financial Integrity And Accounting

 It is crucial to keep accurate and trustworthy financial and business records. You must refrain from taking any actions that might lead to our company or our clients receiving false or inaccurate financial information. You are responsible for making sure all submissions you make to the Company or the client are accurate and complete on our behalf.

Our Deliverables

Employees must compete in all business opportunities in a fair and moral manner. Regardless of our positions, we focus on serving our clients' best interests. Every statement, communication, and representation made to clients while selling our goods and services must be accurate, comprehensive, and truthful.

Likewise, you are not permitted to enter into or attempt to enter into any unauthorised commitments on behalf of the Company or our client. Do not inappropriately implicate or involve the Company in your disputes with clients or others.

Purpose

 Our Code of Conduct is the first step for an employee to get clarity on any questions relating to ethical conduct. It sets forth our core values, shared responsibilities, global commitments, and promises, and general guidance about the Company’s expectations.

However, our Code cannot possibly address every situation we face at work. Therefore, the Code is by no means a substitute for our good and unbiased judgment. We must remember that each of us is responsible for our own actions.

The ethical choice is always the best choice.

Scope

No matter their position, rank, or geographic location, all of our employees must abide by our Code of Conduct. Third parties, including consultants, agents, suppliers, and others working on the Company's behalf, are also subject to the Code.

Cordial Atmosphere

 All of us require a secure and healthy work environment in order to function effectively. We offer a coercive-, discrimination-, and harassment-free workplace. Thus, our core values are centred on respect, inclusivity, and shared ethical principles. No matter your department or rank, you must adhere to our equal opportunity policy in all facets of your work, from hiring and performance evaluation to interpersonal interactions. Keep in mind that it is strictly forbidden to use or distribute alcohol or drugs while working and that substance abuse in any form is also illegal.

All employees must show integrity and professionalism in the workplace.

Compliance With Law

We abide by all laws, whether they are regional, national, or local. The legality of the Company must be safeguarded by all of our employees and anyone working on our behalf. All laws pertaining to the environment, safety, and fair trade should be followed. A violation of the law may cause the Company serious harm, including monetary fines, the loss of government contracting privileges, incarceration for criminal behaviour, and harm to our reputation and business relationships. When it comes to our company's finances, goods, partnerships, and public image, everyone associated with us is expected to act ethically and responsibly.

Absenteeism And Tardiness

 Schedules should be adhered to by workers. For situations or emergencies that prevent workers from sticking to regular working hours or days, we can make an exception. However, in general, we anticipate workers to arrive and leave for work on time. Always inform your manager if you arrive to work late or are absent from work.

Responsible Social Media Usage

 We anticipate that you will abide by all relevant laws and administrative regulations pertaining to social media. You must abide by this Code of Conduct when using any type of social media. You must not divulge any private information pertaining to the Company, its workers, contractors, or outside vendors. Unless specifically requested, we do not encourage you to share or participate in any political or social propaganda on behalf of the Company.

Personal Appearance

 All employees must follow our dress code and personal appearance guidelines.

Corruption

Employees accepting gifts from clients or partners is not appreciated. We prohibit briberies for the benefit of any external or internal party.

Job Duties And Authority 

Each employee is expected to carry out their duties with honesty and decency toward clients, shareholders, and the community. Managers and supervisors must not abuse their positions of power. We anticipate them to assign tasks to team members while taking into account their workloads and skill sets. In the same way, we anticipate team members to comply with the directives of their team leaders and complete their tasks proficiently and promptly.

Absenteeism And Tardiness

 Schedules should be adhered to by workers. For situations or emergencies that prevent workers from sticking to regular working hours or days, we can make an exception. However, in general, we anticipate workers to arrive and leave for work on time. Always inform your manager if you arrive to work late or are absent from work.

Communication

All employees must be open for communication with their colleagues, supervisors or team members.

Benefits

We expect employees to not abuse their employment benefits. This refers to time off, insurance, facilities, subscriptions or other benefits our Company offers.

Policies

All employees should read and follow the Company policies. For any queries, they should ask their managers or Human Resources (HR) department.

Termination policy

Voluntary Terminations A voluntary termination of employment occurs when an employee submits a written or verbal notice of resignation to his or her supervisor or when an employee is absent from work for three consecutive workdays and fails to contact his or her supervisor (job abandonment).

Procedures

1.     Employees are requested to provide a minimum of two weeks' notice of their intention to separate from the company to allow a reasonable amount of time to transfer ongoing workloads. The employee should provide a written resignation notification to his or her manager.

2.     Upon receipt of an employee's resignation, the manager will notify the human resource (HR) department by sending a copy of the resignation letter and any other pertinent information (i.e., employee's reason for leaving, last day of work).

3.     The HR department will coordinate the employee's out-processing. This process will include the employee's returning all company property (computers, documentation, keys, etc.); a review of the employee's post termination benefits status; and the employee's completion of an exit interview.

4.     The employee's manager will complete a Supervisory Termination Summary and deliver the completed form to HR.

5.     Employees who possess a security clearance (security codes to the building, computer passwords, etc.) must meet with administration for a debriefing no later than their last day of employment. 

Involuntary Terminations

An involuntary termination of employment, including layoffs of over 30 days, is a management-initiated dismissal with or without cause. The inability of an employee to perform the essential functions of his or her job with or without a reasonable accommodation may also result in an involuntary termination. An employee may also be discharged for any legal reason, including but not limited to: misconduct, tardiness, absenteeism, unsatisfactory performance or inability to perform

Procedures

1.     Before any action is taken to involuntarily discharge an employee, the employee's manager must request a review by HR and the employee's immediate supervisor.

2.     The termination review staff will be responsible for reviewing the circumstances and determining if discharge is warranted. If the staff recommends discharge, the employee's manager and an HR representative will notify the employee. The employee's manager should complete an Employee Change Form and notify HR and payroll of the last day worked by the employee.

A Good Corporate Citizen

We support and respect human rights, foster environmental responsibility and encourage our people’s involvement in the communities where we work and live.

 Disciplinary Actions

Our Company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our Code of Conduct. Disciplinary actions will vary depending on the violation.

Possible Consequences Include:

1.        Demotion

2.        Reprimand

3.        Suspension or Termination for More Serious Offenses.

4.        Detraction of Benefits for A Definite Or Indefinite Time.

5.        We may take legal action in cases of corruption, theft, embezzlement or other unlawful behaviors.

The purpose of this policy is to define the terms and conditions of the probationary period for new employees and to outline the salary during the probation period in a comprehensive manner.

All new employees of Cokion Inc. will be subject to a probationary period of 30 calendar days from their date of hire. During this time, employees will be assessed for their suitability for their respective roles.

Objectives: The probation period serves the following purposes:

·        Evaluate the employee's performance and adaptation to the company culture.

·        Provide an opportunity for both the employee and the company to ensure the best fit for long-term employment.

·        Assess the employee's ability to meet the job requirements and demonstrate commitment to their role.

·        Ability to meet the job requirements and perform essential tasks.

      Adaptation to the company culture, values, and standards

  Commitment to the role, punctuality, and attendance.

Salary During Probation Period

·    Amount: During the probation period, employees will receive a salary that is 50% less than their regular salary as stated in their employment contract. This temporary reduction is intended to serve as an incentive for employees to perform their best.

Termination During Probation

During the probation period, employment with Cokion Inc.  is considered at-will. This means that either the employee or the company may terminate the employment relationship at any time, with or without cause and with or without notice.

The purpose of this policy is to define the terms and conditions of the training period for new employees and to outline the notice period required when leaving the company. This policy also addresses the penalty for not providing the stipulated notice period.

Training Period

Duration: All new employees at Cokion Inc.  will undergo a mandatory training period lasting for a duration of two months from their date of hire. During this time, employees will receive training and guidance to ensure they gain the necessary skills and knowledge required for their role.

Objectives: The training period serves the following purposes:

·         Acquaint employees with company policies, procedures, and culture.

·         Provide job-specific training to enable employees to perform their tasks effectively.

·         Promote professional growth and development.

Notice Period

·     Duration: Upon successful completion of the training period, employees are required to provide a one-month notice period before leaving the company. This notice period is essential for a smooth transition and to allow the company to find a suitable replacement.

·        Exception: In cases where a longer notice period is required due to specific job roles, clients, or projects, the notice period will be mutually agreed upon and outlined in the employee's employment contract.

Penalty for Non-compliance

·      Non-provision of Notice: If an employee leaves the company without providing the stipulated one-month notice period, the employee will be subject to a penalty. The penalty will consist of an amount equal to two months' salary of the empolyee.

·    Waiver: The company may, at its discretion, waive the penalty in exceptional circumstances, such as severe health issues, family emergencies, or other unavoidable circumstances, provided appropriate documentation or evidence is provided to support the claim.