The document outlines the code of conduct and ethical guidelines for LED Travel and Tours, including definitions of code of conduct and ethical guidelines. It then lists various types of misconduct and provides examples of minor, serious, severe, and dismissible categories for absenteeism, poor time management, objectionable behavior, insubordination, dishonesty, unsatisfactory work performance, and misuse of company property.

1. ASSIGNMENT 1 - GROUP 6 :
L.E.D TRAVEL AND TOURS
Names:
 Madakuenda Faith R
 Musarurwa Tashinga N
 Muteswa Noreen A
 Mupakati Joyful E
 Maswetu Karen T
 Hutete Clarity
 Ngadziore-Sithole Lisa
 Mutyambizi David
 Matare Tinashe
 Wazeza Resley
 Matsongoni Innocent

2. CODE OF CONDUCT AND ETHICAL GUIDELINES OF L.E.D
TRAVEL AND TOUR ORGANISATION:
Code Of Conduct: Ethical Guidelines:
 Rules, regulations and laws that  Established rules, regulations and
govern employees and practice. laws according to moral.
 Document entailing rules,  Business relations as governed by
regulations and laws that good practice under morality.
employees abide by.

3. Misconduct that enforces Code Of Conduct:
 Absenteeism  Insubordination
 Poor time management  Dishonesty
 Poor work performance  Misuse of property and
 Objectionable behaviour resources

4. Absenteeism:
Minor Serious
 1 day absence without pass,  Absence for 3 consecutive days
permission or valid reason e.g. without pass, permission or
ran late and decided not to valid reason e.g. did not have
come. bus fare.
 Attracts a verbal warning.  First written warning.
 6% - 8% deduction of salary for
a month.

5. Severe Dismissible
 Unannounced absence for 4  Absence form duty for 5
consecutive working days consecutive days without a valid
without a valid reason or pass. reason or administrative
permission.
 Attracts a severe written warning  One is thus relieved of his duties
and need for a report. after a board hearing.
 10% - 12% deduction of salary for
a month

6. Poor Time Management:
Minor Serious
 Failure to clock in on time  Repeatedly leaving work before
without a valid reason. stipulated clock out time.
 Leaving work before clock out  Repeatedly being late for work
time. without a valid reason.
 Attracts a first verbal warning.  Written warning with 6% - 8%
deduction of basic salary for a
month.

7. Severe Dismissible
 Repeated poor time  Persistent poor time
management for over two weeks management after severe written
without a valid reason. warning.
 Attracts a severe written warning  Board hearing and subsequent
and a report. relief of duties.
 10% - 12% pay deduction for a
month.
 Final warning if misconduct
persists.

8. Objectionable Behaviour:
Minor Serious
 Disorderly or rowdy behaviour  Repeated unsatisfactory
which endangers peers or the behaviour e.g. abuse or
organisation and it’s property obscenity.
e.g. insults or threats.
 Verbal warning  Attracts a written warning.
 6% - 10% salary deduction
following events.

9. Severe Dismissible
 Persistent rowdy behaviour e.g.  Persistent aggressive and violent
fighting or inciting violence. conduct towards colleagues and
property e.g. attacking
colleagues or damaging property
intentionally.
 Severe written warning and
 Relief of duties with court action
report.
e.g. enforcement of a Peace
 Final warning if no change of
Order.
conduct.
 12% - 15% pay deduction.

10. Insubordination:
Minor Serious
 Neglecting or refusing to  Repeated neglecting or refusal
perform duties assigned by of carrying out assigned tasks
supervisors e.g. failure to attend e.g. subordinates neglects 2 out
to paperwork as assigned of 5 tasks assigned without a
without a valid reason. reasonable cause.
 Given a verbal warning.  Written warning.
 8% salary deduction for a
month.

11. Severe Dismissible
 Wilfully failing to adhere to the  Persistent wilful disobedience.
conditions of work regards  Non conformity to company
relation to superiors. work conditions or policy.
 Final warning.  Dismissal from work.
 Filing of report on misconduct.
 Pay deduction of 13%

12. Dishonesty:
Minor Serious
 Misuse of resources and/or  Continued misuse of property or
property e.g. using company car resources after address e.g.
for personal business without frequent personal calls with
authorisation. company telephones.
 Verbal warning.  Written warning.
 First written warning if  Deduction of salaries by up to
misconduct is repeated. 12% for a month.

13. Severe Dismissible
 Repeated negligent misuse of  Persistent misconduct without
company resources and property restraint e.g. use of company
e.g. use of company connections credit facility to acquire personal
to acquire business deals for property (s).
personal gain.
 Final warning.  Board hearing
 Report filed with management  Legal settlement e.g.
on misconduct. reimbursement of embezzled
 15% salary deduction. funds.
 Dismissal of employee.

14. Unsatisfactory Work Performance:
Minor Serious
 Laziness and isolated cases of  Rampant cases of negligence to
carelessness. detail and performance.
 Incompetence due to  Continued wilful incompetence.
negligence.
 Verbal warning.  Severe written warning.
 Written warning if conduct  If persistent, 10% salary
continues. deduction.

15. Severe Dismissible
 Consistent incompetence.  Unwavering stance on attitude
 Failure to conform to standard. towards work.
 Salary deduction by 12%.  Board hearing.
 Final warning and filing of a  Relief of duties.
report.

16. Misuse Of Company Property:
Minor Serious
 Endangering of company  Damaged or loss of property due
property due to carelessness e.g. to negligence e.g. machinery
not following usage manual. engine blowing after being left
running unattended.
 Verbal and written warning.  Severe warning.
 Rework on damaged articles.  Pay deduction to cover cost of
damaged machinery.

17. Severe Dismissible
 Repeated cases of damage.  Persistent misuse of property.
 Misuse of property e.g. using  Damage to property and
guests towels for wiping colleagues e.g. poor handling of
lavatories before handing them sharp objects such as lawn
over for laundry. mowers.
 Final warning.  Board hearing.
 6% pay deduction for a month.  Court action enforcing
compensation.
 Relief of duties.