Disciplinary Policy

DISCIPLINARY POLICY

Archana & Arjun’s 32 Ventures LLP

1. Purpose

This policy ensures discipline, professionalism, and a respectful work atmosphere. It sets clear

expectations and outlines the process for corrective action when standards are not met.

2. Scope

Applies to all employees, including doctors, dental assistants, office staff, interns, and support

personnel.

3. General Expectations

• Maintain punctuality and professional behaviour.
• Follow clinical, operational, and safety protocols of the organisation.
• Treat patients, colleagues, and management with respect.
• Maintain confidentiality of patient information and clinic data.
• Uphold cleanliness, hygiene, and infection-control standards.

4. Types of Misconduct
5. Minor Misconduct

• Late arrival without valid reason
• Failure to follow work instructions
• Improper communication or lack of professionalism
• Negligence in maintaining clinic cleanliness
• Avoidable delays in patient care or documentation

1. Major Misconduct

• Absence from duty without notice
• Disrespectful or abusive behaviour
• Breach of patient confidentiality
• Serious negligence affecting patient safety
• Theft, fraud, or tampering with records• Repeated minor misconduct
• Wilful refusal to follow clinical protocols or senior instructions

5. Disciplinary Process
6. Verbal Warning

Given for minor issues. Documented internally.

1. Written Warning

Issued if behaviour does not improve or for more serious misconduct.

1. Final Warning / Suspension

Used when misconduct continues or for significant violations.

1. Termination of Employment

For severe misconduct, unethical behaviour, or repeated violations.

6. Rights of the Employee

• Right to present their explanation before any major action.
• Right to accompany a colleague during formal hearings (if required).
• Right to receive documented communication regarding disciplinary action.

7. Confidentiality

All disciplinary matters are strictly confidential between management and the employee.

GRIEVANCE POLICY

Archana & Arjun’s 32 Ventures LLP

1. Purpose

To provide employees a fair, respectful, and clear method to raise concerns regarding workplace

issues without fear of retaliation.

2. What Counts as a Grievance• Workload or duty-related concerns

• Miscommunication or conflict with colleagues
• Harassment, bullying, or inappropriate behaviour
• Salary, leave, or administrative disputes
• Patient-related issues affecting staff safety
• Any workplace situation causing discomfort or unfairness

3. Grievance Reporting Steps
4. Step 1: Informal Discussion

The employee may first approach their immediate senior or clinic coordinator.

1. Step 2: Written Grievance

If unresolved, the employee can submit a written complaint to management.

1. Step 3: Meeting & Investigation

Management will meet with the employee, gather details, and review the case.

1. Step 4: Resolution & Action

Management will provide a fair, timely solution. All outcomes documented.

4. Confidentiality & Protection

• All grievances handled with sensitivity and strict confidentiality.
• No employee punished for raising a genuine concern.

5. Timeframe

Management aims to resolve grievances within 7–14 working days.

6. False or Malicious Complaints

Knowingly false allegations may result in disciplinary action.