For an employee committing a disciplinary offense, the employer or the first head of the national manager of the holding in the cases provided for by the laws of the Republic of Kazakhstan, has the right to apply the following types of disciplinary sanctions:

1. Warning;
2. Reprimand;
3. Severe reprimand;
4. termination of the employment contract at the initiative of the employer.

A disciplinary sanction is imposed by the employer by issuing an act of the employer.

Prior to apply disciplinary action, the employer must request a written explanation from the employee. If, after two working days, a written explanation is not submitted by the employee, an appropriate act is drawn up.Failure to provide an employee with an explanation is not an impediment to disciplinary action.

For each disciplinary offense, only one disciplinary sanction may be applied to an employee.

The employer’s act on disciplinary action against an employee cannot be issued in the period:

• temporary disability of the employee;
• exoneration of an employee from work for the duration of state or public duties;
• the employee is on vacation or in rotational rest;
• finding an employee on a business trip.

The act of imposing a disciplinary sanction is announced to the employee, subjected to disciplinary sanction, against signature within three working days from the date of its publication. In case of refusal of the employee to confirm familiarization with the act of the employer with his signature, a corresponding entry is made in the act on imposing disciplinary sanction.

A disciplinary sanction is imposed on an employee immediately upon detection of a disciplinary offense, but no later than one month from the date of his discovery.

The duration of a disciplinary sanction may not exceed six months from the date of its application.

An employer who has imposed a disciplinary sanction on an employee has the right to remove it ahead of schedule by issuing an act of the employer.