Telephone (00 975) 2-471558  Mobile: 17116039

E-mail: kamjon2010@gmail.com




All the Employees of PHPA-I are mandated to get themselves thoroughly familiarized and abide at all times with the following “Code of Conduct and Ethics” as enshrined in the Service Rules of the Project:


Code of Conduct and Behaviour

All members of staff should have individual and collective responsibility to ensure safe, timely and cost effective completion of the PHPA-I project and towards fulfilling the goals of the company. In pursuit of this, an employee must:

Work diligently with enthusiasm, cooperation and commitment.

Strive to maintain the highest standards of integrity, honesty, fortitude, selflessness, loyalty, right attitude, right aptitude and patriotism, and endeavour to maintain professional excellence in the service of PHPA-I.

Show initiative and creativity in solving problems and suggesting improvements to PHPA-I’s operations, sharing knowledge with fellow staff, and maintaining the highest possible standard of workmanship.

Develop his/her own knowledge and skills, ensuring that he/she is able to work flexibly, prepare himself/herself to gain experience in other roles, and contribute to the organization with improved efficiency.

Treat members of the local community, guest to PHPA-I’s facilities, contractors, & suppliers with courtesy and professionalism at all times.

Recognize that PHPA-I is a 24 (twenty four) hour operation company and therefore be prepared to work in the service of the PHPA-I whenever necessary.

Observe and comply with the rules, regulations, and instructions of the PHPA-I.

Avoid all forms of discrimination, never giving nor receiving special favours or privileges which might adversely affect the way the work is performed.

Maintain harmony and create team sprit with superiors, subordinates, and co-workers.

While carrying out duties assigned by the PHPA-I, taking special care of the safety and wellbeing of co-workers, colleagues, customers, stakeholders and their properties and the property of PHPA-I as well as the wellbeing of the public at large.

Not misuse his/her official position and authority.

Maintain the public’s confidence in the integrity of the organization by refusing outside compensation for performing duties. Not take additional compensation in the form of fee, gift, reward, gratuity, expenses, etc., that could result in real or perceived preferential treatment, impediment of organisational efficiency or economy, loss of complete independence and impartiality, decision making outside official channels, disclosure or use of confidential information acquired through employment.

An employee shall not become a member of a political party when he/she is an employee of PHPA-I.

Declare such compensation (amount as determined by ACC of Bhutan) to the respective supervisor immediately (Exception: He/she may accept awards from non-profit organization for meritorious public contributions).

All employees, upon joining PHPA-I, shall declare assets as per the Asset Declaration requirementof the Anti-Corruption Commission of Bhutan.

Cherish and promote the Bhutanese spiritual, social, and cultural values such as “ThaDamtsi”, “Ley Jumdrey” and “DriglamNamzhag” and always abide by all Rules and Regulations and Laws of Bhutan.

Unacceptable Behaviour

Some behaviors unacceptable and misconduct of this type, if proven, lead to disciplinary action being taken against the defaulting employee.  Cases of serious misconduct shall lead to dismissal and/or termination.  The following are the examples of misconduct:

Dishonesty, fraud, misrepresentation, or embezzlement of money, property or equipment of PHPA-I, including the employer’s intellectual property and that of the public while the employee is in the service of the PHPA-I.

Wilful insubordination or disobedience of a repeated or serious natures.

Habitual irregular attendance and riotous behaviours.

Failure to take reasonable care at work, or behave in a way that might endanger the safety of fellow staff, or result in damage to PHPA-I’s tools, equipment, and property.

Disclosing of any confidential information obtained during course of employment as well as act or speck on behalf of PHPA-I or otherwise comment on the business or affairs of PHPA-I to any third party without the prior consent of the PHPA-I or without express authority for such acts.

Engaging in any business or employment, while in the service of PHPA-I.

Failing to inform management promptly on learning of an occurrence or suspicion of occurrence, of misappropriation, theft or dishonesty in the PHPA-I.

Committing any acts of insubordination, insult and physical assault on superiors, subordinates and co-workers or others with whom PHPA-I has a business relationship.

Spreading any rumours or engaging in any activity independently or with others which shall disrupt the smooth and efficient operation of the PHPA-I.

Giving false information which might affect PHPA-I’s decisions in terms of appointment, promotion, transfer or other aspects of employment.

Carrying any lethal or dangerous weapons within the office premises unless otherwise required by the nature of duty as indicative with clear orders from the management.

Consumption of any abusive substances like drugs and alcohol while on duty and behaving in such a manner that may bring bad image to the PHPA-I.

Sexual harassment, such as, but not limited to:

Making unwelcome sexual advance or an unwelcome request for sexual favours to other employee; or engaging in any unwelcome conduct of a sexual nature to the other employee.

Subjecting another employee to any act of non-consensual physical intimacy.

Making any oral or written remark or statement with sexual connotations to another employee or about a person in his or her presence.

Making gesture, action or comment of a sexual nature in another employee’s presence and sexual harassment.


        Every employee shall at all the times maintain an absolute integrity and full devotion to duty.

Unauthorized Communication of Information

No employee shall, except in accordance with any general or special order of Competent Authority or in the performance in good faith of duties assigned, communicate directly or indirectly any official document or information to any employee or any other person or organization to whom he/she is not authorized to communicate such document or information. Discussion of official matters in public should also be avoided.

Private Trade or Employment

  •  No employee shall engage himself/herself directly or indirectly, in any trade or business or undertake any additional employment.
  • No Employee shall accept or permit any members of his/her family or any other person acting on his/her behalf to accept any gift

Note1: An employee may accept and retain a gift from a dignitary of the RGoB or GoI with the permission of the Competent Authority



25.1 Suspension

The appointing authority or Competent Authority may place an employee under suspension:

  • If a case against him/her in respect of a serious offence is under investigation or trial or
  • If a disciplinary proceeding against him/her is contemplated or is pending, and in either case, the charge against the employee, in the opinion of the suspending authority, is so serious that it is likely to result in the ultimate dismissal of the employee from service on the conclusion of the investigation trial or proceedings, as the case may be.