Our Company Policies
Smoking policy
The office is anon-smoking premise, and all are requested to cooperate in this respect.
Media Publication policy
The public relations management of Bondemala Investment-SMC Limited will manage all communication with the media. In case any media person contacts an employee, she/he should be directed to the PR manager. Employees must not make any statement to the press on behalf of Bondemala Investment-SMC Limited.
DRESS CODE POLICY
Overview
It is management’s intent that work attire should complement an environment that reflects an efficient, orderly and professionally operated company. This policy is intended to define appropriate “Business Attire” or “Smart casuals Attire” during normal business operations and working hours.
The dress code should be a combination of simplicity, Sophistication and service. An employee should always keep in mind that he or she is representing Bondemala Investment-SMC Limited. The dress code should be such that it is presentable and manageable.
Enforcement of this guideline is the responsibility of Bondemala Investment-SMC Limited management, Supervisors and General Manager and other sector managers all under directives of a Director Bondemala Investment-SMC Limited (BI-SMCL).
A. Appropriate Business Attire
Business Attire that can be worn includes the following:
| MEN | WOMEN |
| – Formal shirts with buttons and collars | – Formal shirts and pants |
| – Formal trousers or cotton pants | – Below-knee length formal skirts with formal shirts |
| – Formal shoes | – Formal footwear |
B. Appropriate smart casual Attire
Smart casual that can be worn includes the following:
| MEN | WOMEN |
| – Casual shirts, T-shirts, polo neck t-shirts | – Casual shirts, T-shirts, polo neck t-shirts |
| – Jeans Pant, Corduroy pants khaki pants, Cargo pants | – Jeans pant, Corduroy pants, Khaki pants, Cargo pants |
| – Sport shoes | – Below-knee length skirts. |
C. For clients meeting (on any day of the week)
- For Men – A formal shirt and pants with a tie is a must.
Formal blazers and suits can be optional. - For Women – formal shirt and pants ;wear (Bondemala investment-smc limited official wear).
D. Unacceptable Attire
- T-shirts/shirts with ambiguous messages or with logos of others previously worked for companies.
- Tank tops, tube tops, halter tops spaghetti straps tops, midriff length, tops off the shoulder tops.
- Transparent clothing (Net, lace etc.) should be worn at an appropriate length (below the knee).
Women especially kindly ensure slips/leggings/stocking etc…, are combined and complemented well with the dress option you use. - Beach wear, Athletics wear, workout Clothes or shoes, sweatshirts.
- Provocative attire or nightwear or pajamas.
- Biker shorts or Bermudas.
- Unusual coloring of hair-like (blue, yellow, green etc.).
The policy will be administered according to the following action steps:
- If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advise and counsel the employee regarding the appropriateness of the attire.
- If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately.
- Repeated policy violation will result in disciplinary action, up to and including termination.
- Bondemala Investment-SMC Limited reserves the right to rescind and /or amend this at any time.
LEAVE AND HOLIDAY
Purpose and overall policy
1. This section includes Bondemala Investment-SMC Limited’s policies on leave, which are categorized as :
· Privilege Leave (PL)
· Casual Leave/Sick Leave (CL/SL)
· Maternity Leave (ML)
· Holidays
2. During probation, an employee is not eligible for any leave and thus any leave taken will be considered unpaid leave. During the first year of service, the leave that an employee can avail of is based on the number of months after confirmation; therefore, leave for the probation period is lost. If a person on probation avails of 15 days or more of unpaid leave, his/her probation period will be extended by the same number of days.
GRIEVANCE POLICY
1. Overview
As Bondemala Investment-SMC Limited, we aim to foster good relations amongst employees and between employees and management.
We acknowledge that the enjoyment you experience in your job is reflected in how well you work and how well you relate to your colleagues and customers.
We also acknowledge that problems can arise at work that may sometimes cause you to feel aggrieved. These problems can sometimes arise from the behavior or decisions of management or other employees.
The purpose of this policy is to allow you to have such problems, referred to as grievances, addressed internally in a timely and confidential manner.
A grievance can be about anything done or not done, by management or another employee or employees, which you feel affects you unfairly or unjustly. A grievance can also be about discrimination, harassment, bullying or any other employment- related decision or behaviors that you think is unfair, unjust or upsetting.
This grievance policy outlines the procedures you should follow to try to resolve a grievance and also outlines the steps Bondemala Investment-SMC Limited will take to resolve your grievance if you make a formal complaint.
In so far as this policy imposes any obligations on Bondemala Investment-SMC Limited, those obligations are not contractual and do not give rise to any contractual rights. To the extent that this policy describes benefits and entitlements for employees, they are discretionary in nature and are also not intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out in an employee’s written employment contract.
Bondemala Investment-SMC Limited may unilaterally introduce, vary, remove or replace this policy at any time.
2. WHAT ARE YOUR OPTIONS IF YOU HAVE A GRIEVANCE?
In general, there are three (03) options to consider if you have a grievance, being:-
A. Deal with the matter informally – a grievance can be dealt with informally by approaching the person involved in your grievance if you feel comfortable in doing so. You can tell them that their behavior, decision, actions etc was unfair, offensive, discriminatory etc; and why you believe this to be so. The person may be totally unaware of the effect of their behavior or decision on you.
By telling them, you will give them a chance to redress the situation. This may not be appropriate in some cases, particularly if you do not feel comfortable speaking to the person.
B. Speak to your manager or other senior people – like (General Manager BI-SMCL, Admin BI-SMCL, or BI-SMCL Secretary or even the Director BI-SMCL when it comes to the worst). If you do not want to speak to the person directly; you can tell your manager about your grievance.
They should be able to tell you what your options are. They may approach the person complained about and talk to them informally about your grievance. They may decide to take more formal action. Generally, they will seek your approval before doing anything although sometimes they may decide that taking action will be necessary even if you do not wish them to do so (for example, where failure to do so poses a health and safety risk). If your grievance is about your manager, you may wish to speak to another senior person. Alternatively, you may decide to make a formal complaint.
C. Make a formal complaint-if you do decide to make a formal complaint , this can be done by putting this complaint in writing and reporting it to your manager(or other senior person i.e. General Manager, Administrator, BI-SMCL company Secretary, P.A BI-SMCL or even directly to the Director BI-SMCL when around (always reachable & accessible).
The written complaint should contain a description of the incident(s), decision, behavior in question, the time and date of the incident(s), the names of any witnesses, your signature and the date of the complaint. (Please read the Grievance policy of Bondemala Investment-SMC Limited to understand all the details)
Discipline
SINCE DISCIPLINE IS VERY IMPORTANT IN BONDEMALA INVESTMENT-SMC LIMITED WE HAVE THE DISCIPLINARY AND INQUIRY COMMITTEE AND BOTH CHAIRED BY BONDEMALA INVESTMENT -SMC LIMITED SECRETARY
NANTONGO JANE
Secretary/Chairperson of the disciplinary and inquiry committee
The roles and responsibilities of a disciplinary committee in Bondemala Investment-SMC Ltd company typically include:
1. Receiving and reviewing complaints: The committee is responsible for accepting and evaluating any complaints or reports of misconduct within Bondemala Investment -SMC Limited.
2. Conducting investigations: They investigate the alleged violations, gathering evidence, and interviewing relevant parties.
3. Determining guilt or innocence: Based on the investigation, the committee decides whether there is sufficient evidence to support the allegations.
4. Imposing disciplinary actions: If guilt is established, the committee determines and imposes appropriate disciplinary measures, which could range from warnings to termination, depending on the severity of the offense.
5. Ensuring fairness and consistency: The committee ensures that disciplinary actions are fair, consistent, and in line with the company’s policies and procedures.
6. Communicating decisions: They communicate the disciplinary decisions to the concerned parties, including the employee and management.
7. Recommending preventive measures: The committee may also suggest measures to prevent similar incidents in the future, such as training or policy changes.
8. Maintaining confidentiality: Throughout the process, the committee maintains the confidentiality of the proceedings to protect the privacy of all involved.
The roles and responsibilities of an inquiry board in Bondemala Investment-SMC Limited can vary depending on the specific circumstances and the needs of Bondemala Investment-SMC Limited. However, some common functions might include:
1. Investigating issues or concerns: The board may look into matters such as employee complaints, operational inefficiencies, or potential violations.
2. Gathering information: They collect relevant facts, data, and statements to gain a comprehensive understanding of the situation.
3. Analyzing and evaluating: The board examines the information to make informed decisions or recommendations.
4. Reporting findings: They present their conclusions and suggestions to the appropriate parties, such as Bondemala Investment-SMC Limited’s management founder and director.
5. Advising on actions: Based on their findings, the board may advise on corrective measures or Bondemala Investment-SMC Limited policy changes.
6. Ensuring fairness and objectivity: They strive to conduct the inquiry in an impartial manner.
7. Maintaining confidentiality: Where necessary, they keep sensitive information confidential.
Our website is subject to change as and when necessary to remain in compliance with appropriate Government regulations and Bondemala investment -smc limited‘s policy.
The contents of this website will be modified from time to time, and amendments will be issued. Interpretation of the website by the management is final. If you need any clarification or further information on any aspect of this website , you can get in touch with the DIRECTOR FOUNDER OF BONDEMALA INVESTMENT-SMC LIMITED Mr PEKO WAMALA ROY who will be happy to help you.