Conflict Management Policy

Objective

At Simulanis, our primary objective in introducing the Conflict Management Policy is to foster harmony, respect, and effective collaboration across the organisation. We recognise that teamwork is the cornerstone of our success, and this policy ensures a structured and fair approach to resolving workplace conflicts constructively.

Purpose

The purpose of this policy is to establish a transparent and consistent framework for managing conflicts in a way that supports a positive work culture. It aims to provide clear guidelines for employees and leadership on addressing disputes, resolving them impartially, and maintaining a respectful, inclusive, and supportive workplace environment.

Scope

This policy applies to all employees of Simulanis—across roles, levels, and departments—as well as contractors, interns, freelancers, and other individuals working closely with our teams. It covers the procedures, responsibilities, and mechanisms for conflict resolution, ensuring that every individual has access to fair and transparent processes.

Key Principles of Conflict Resolution

• Respect: All interactions must be professional, dignified, and considerate of others’ perspectives.

• Confidentiality: Sensitive information shared during resolution processes will remain protected.

• Impartiality: Conflicts will be handled objectively, without bias or favouritism.

What Constitutes a Conflict

Conflicts include—but are not limited to—bullying, harassment, abuse, defiance without explanation, non-compliance, disruption of processes, and behaviours that interfere with a healthy and productive workplace.

What Does Not Constitute a Conflict

• Constructive feedback and performance management

• Differences in work styles or opinions when expressed respectfully

• Enforcement of company policies

• Personal issues unrelated to work

• Routine management decisions and assignments

Conflict Resolution Process

1. Informal Resolution: Direct, open communication between parties, with optional support from supervisors.

2. Mediation: A neutral third-party mediator facilitates structured discussions to reach a fair resolution.

3. Formal Complaint: Employees can submit a written complaint to the People Operations (P-Ops) Department, followed by an investigation and resolution plan approved by leadership.

Consequences of Non-Compliance

Failure to follow agreed resolutions may lead to progressive measures, including:

• Verbal or written warnings

• Transfer or demotion

• Introduction of a Performance Improvement Plan (PIP) and mandatory training

• Suspension without pay

• Termination (as a last resort, after thorough review by senior management)

Commitment from Simulanis

We are committed to creating a workplace where respect, transparency, and accountability guide every interaction. Conflict resolution will always be:

• Conducted impartially

• Confidential and dignified

• Supported by timely and fair action

• In line with applicable labour laws and standards

We encourage all employees to engage with this process openly and constructively. By addressing issues promptly and collaboratively, we strengthen our culture, build trust, and foster a more cohesive workplace.