Recognition Program Policy

{{company_name}}

{{company_address}}

Phone: {{phone}} | Email: {{email}} | Web: {{website}}

Document Reference

Purpose

This Recognition Program Policy sets out the principles, standards, and procedures that govern {{company_name}} and its employees in matters relating to recognition program policy. It is designed to protect the interests of the Company, its workforce, and its stakeholders, and to ensure consistent, fair, and lawful practice across all operations.

Scope

This policy applies to all employees, contractors, consultants, interns, and temporary workers of {{company_name}}, regardless of location, role, or seniority, including those engaged on a remote or hybrid basis.

Definitions

• Company — {{company_name}} and any of its subsidiaries or affiliates.
• Employee — any individual employed by the Company on a permanent, fixed-term, casual, or probationary basis.
• Manager — the direct line manager or designated supervisor of an Employee.
• HR — the Human Resources function of the Company.

Policy Statement

{{company_name}} is committed to maintaining the highest standards of conduct, compliance, and care in relation to recognition program policy. The Company will ensure that all relevant legal, regulatory, and contractual obligations are met, and that employees are supported through clear processes, accessible information, and appropriate training.

Roles & Responsibilities

• Executive Management — sponsor the policy, allocate resources, and ensure organisational alignment.
• Human Resources — own the policy, advise managers, maintain records, and report on compliance.
• Line Managers — communicate the policy to their teams, enforce its provisions, and escalate concerns.
• Employees — read, understand, and comply with the policy and raise any questions with their manager or HR.

Procedure

1. Employees and managers should familiarise themselves with this policy and any supporting documents.
2. Any request, application, or notification required under this policy must be submitted in writing using the prescribed form.
3. HR will review and process submissions within five (5) working days unless a different timeframe is specified.
4. Outcomes will be communicated in writing and recorded in the employee's personnel file.
5. Disputes or appeals must be raised in line with the Company's Grievance Procedure.

Compliance & Monitoring

HR will monitor compliance with this policy through periodic audits and reporting to the Executive Committee. Non-compliance may result in disciplinary action up to and including termination of employment, in accordance with the Disciplinary Code.

Related Documents

• Code of Conduct
• Disciplinary Procedure
• Grievance Procedure
• Data Protection Policy

Revision History

Acknowledgement & Signatures

By signing below, both parties confirm they have read, understood, and agreed to the terms of this document.

Recognition Details

Specific Impact

• Outcome delivered for the customer or business.
• Behaviours demonstrated aligned with Company values.
• Why this contribution stands out within the team.

Looking Ahead

Thank you for the standard you set. We look forward to continuing to invest in your growth and to seeing the impact you create in the next chapter of your journey at {{company_name}}.

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