What Is the Personnel Termination Procedure (CT-PAT)

Personnel Termination Procedure  

1.     PURPOSE: 

 

This program is designed to control the termination of cooperation from time employees and businessmen into my factory, strict compliance with C - TPAT have Xu into the non-quasi-off control requirements.

 

 

2.     SCOPE:  

 

This procedure applies to all of our company from the crew (including resign, since off, dismissal) and terminated cooperation Merchants (including for goods, contractors).

 

 

3.     DEFINITIONS: 

 

C-TPAT (Customs–Trade Partnership Against Terrorism) is a voluntary, joint government-business partnership to help add to supply chain and increase border security.

 

 

4.     REFERENCES: 

 

CTPAT Sheet.

SER Sheet.

CBP Guideline.

 

 

5.     ACRONYMS

 

C-TPAT               Customs-Trade Partnership against Terrorism

CBP                      U.S. Customs and Border Protection

OEC                      ORIENTAL ENGINEERING COMPANY

R                           Responsible – Who is completing the task.

A                           Accountable – Who is making decisions and taking actions on the task(s).

C                            Consulted – Who will be communicated with regarding decisions and tasks.

I                             Informed – Who will be updated on decisions and actions during the project.

 

 

6.AUTHORITY AND RESPONSIBILITY:

 Company organizes CTPAT roles and responsibility by RACI Chart so that everyone knows what’s happening. With RACI, map out who is Responsible, is Accountable, must be Consulted with, and shall stay Informed.

 

OEC-CTPAT-Data Matrix chart is used for defined responsibilities and Authority for this procedure

7. TERMINATION PROCEDURES:

 

Upon termination of employment, the following security precautions should be undertaken:

 

A.  A contract of employment

 

is terminable at the instance of either OEC or the employee only on notice of not less than:

 

A.     One week, if the employee has been employed for six months or less;

 

B.     Two weeks, if the employee has been employed for more than six months but not more than one year; and

C.      One month, if the employee has been employed for one year or more. 

 

B.   Notice of termination of a contract of employment must be submitted in writing to the HOD.

 

C.   A notice of termination of a contract of employment given by  PK shall

 

a)     not be given during any period of leave to which the employee is entitled, or

 

b)     run concurrently with any period of leave to which the employee is entitled, except sick leave (in line with the approved leave policy).

 

c)     P K may terminate the services of an employee without pay in cases of misconduct, or for any reason recognized by law.

                            D.)  Payment instead of notice:

 

1.      Instead of giving an employee notice in terms, OEC may pay the employee the

remuneration that the employee would have received if the employee could have worked during the notice period.

 

A.     Payments on termination:

 

ü  On termination of employment, PK will pay the employee leave credits which will be equivalent to the remuneration that the employee would have received while working, subject to the maximum of 25 days

 

ü  The calculation of the leave pay will be at the rate of the employee’s current remuneration package.

 

ü  Deductions will be made from the employee’s remuneration payout of outstanding debts  to OEC as per the signed acknowledgment.

 

 

 

 

E.   Exit Process:

 

The departure of employees from OEC will be accompanied by certain administrative procedures. The organization would need to recover property that was used by the employee and outstanding debts. The following are the administrative process to be followed:

 

F.   EXIT INTERVIEW

 

Exit interviews provide the means of terminating the employment relationship in a positive and professional manner.

 

a)               Objective

 

• To establish from the employee the reasons for the resignation.

• To gather information that can be used meaningfully.

 

b)               Responsible persons

 

ü  The authorized personal is responsible for ensuring that the interview takes place as well as the quality of the exit interview.

 

ü  Although the authorized personal may delegate the task, he/she retains accountability.

 

ü  The interviewer must be:

 

·        Sensitive to the emotional nature of the interview

·        Able to use the correct probing question technique

·        Familiar with the interviewees’ work area

 

The exit interview information must be filed on the employee’s personal file.

 

c)               Use of information collected Information collected will be used:

Content Creator

Pankaj Singh