rtCamp Standards & Corrective Procedures

At rtCamp, we prioritize honest efforts, high performance, and integrity. While we strive to maintain a positive and thriving environment for all rtCampers, having a clear policy helps address and manage critical concerns fairly. Our policy ensures rtCampers are provided opportunities to improve and receive the support they need while maintaining the company’s standards.

Grounds for Corrective Action 

  1. Underperformance: When an rtCamper consistently falls short of expected performance levels despite receiving feedback, guidance, and support.
  2. Integrity Issues: When an rtCamper’s actions breach the company’s ethical standards or compromise its integrity. 
  3. Misconduct:
    Any inappropriate behaviour in the workplace, including but not limited to:
    • Harassment or discrimination of any kind (e.g., racial, gender, sexual, or other forms of harassment).
    • Inappropriate workplace conduct, such as bullying, verbal abuse, or creating a hostile work environment.
    • Violations of company policies (e.g., substance abuse, misuse of company property).
  4. Attendance Issues:
    Repeated unexcused absences, tardiness may result in an HR warning. Specific situations include:
    • Chronic absenteeism without valid reasons.
    • Failure to notify a manager of absences within a reasonable time.
  5. Policy Violations:
    When an rtCamper violates company policies, such as:
    • Breaching confidentiality agreements or data protection policies.
    • Ignoring IT security policies, resulting in cybersecurity risks.
    • Misuse of company resources, such as excessive personal use of company equipment.
  6. Insubordination:
    Disregard or refusal to follow direct instructions from a supervisor, especially when it impacts team or project goals, may lead to an HR warning. This could include:
    • Publicly challenging authority in a disrespectful manner.
    • Refusal to perform reasonable tasks within the scope of employment.
  7. Health and Safety Violations:
    Violating health and safety protocols, putting themselves, coworkers, or company assets at risk, such as:
    • Ignoring workplace safety procedures.
    • Engaging in dangerous conduct that compromises the safety of others.
  8. Conflict of Interest:
    Engaging in actions or relationships that create a conflict of interest, such as:
    • Accepting gifts or bribes from clients or vendors that are out of set limitations. 
    • Involvement in external business dealings that negatively impact the company’s interests.
    • Please review the Anti-Corruption and Bribery Policy for more details.

Types of Corrective Action 

  1. HR Warning: A formal warning via email to the rtCamper. This warning will include:
  2. PIP + Notice Initiation: A Performance Improvement Plan issued when the rtCamper is struggling to meet job role expectations or goals even after repeated communication of oversights. You can refer to the PIP policy to learn more.
  3. Termination: If the rtCamper fails to meet the expectations outlined and in cases where the violation is severe or irreparable, rtCamp reserves the right to terminate employment immediately. Terminations in such cases will be noted in background verifications, which may affect future employment opportunities.
  4. Blacklisting from future opportunities:
    • When an associate software engineer decides to resign mid-training
    • If terminated due to any of the grounds mentioned above

Manager and HR’s Role

In the event of underperformance, misconduct, or policy violations, rtCamp follows a straightforward warning process:

  1. Manager’s Role in Handling Issues:
    Managers should first provide feedback, guidance, and support to the rtCamper to resolve the issue. If these efforts do not result in improvement, the manager must document the situation thoroughly, including:
    • Specific examples of the issue.
    • Actions taken to address the problem.
    • Support and resources provided to the rtCamper.
    • Justification for escalating the issue to HR.
    • Note: The issue must be recorded and shared exclusively with the HR team via email or ERP helpdesk.
  2. HR’s Role:
    HR’s role involves analyzing the situation in collaboration with the manager to determine the most appropriate corrective action. After reviewing the documented issue, HR will gather necessary details, assess the situation, and decide on the corrective steps.
    • Communicate the chosen action clearly to both the rtCamper and the manager.
    • Track progress until the issue is resolved/case is concluded.