However, discipline in the workplace has more than one purpose. Employers develop and implement disciplinary and corrective-action policies for a variety of reasons, ranging from instructing proper workplace processes to deciding who gets promoted from within. Workplace Structure Disciplinary review and corrective-action policies provide workplace structure.
The importance of discipline in the organization cannot be underestimated, since employee morale, productivity and even company profitability can be adversely affected. A positive approach may resolve a problem before it worsens; however, discipline should be used carefully by following company policy while respecting the worker's rights.
Misconduct Discipline may be a necessary response to employee misconduct. Misconduct is defined by the Business Dictionary as "unlawful or improper behavior such as in dereliction of duty. Investigate A University of British Columbia study into organization discipline noted that management has tools at its disposal to investigate reported incidences of misconduct.
The first step a manager should take is to approach an employee to have him explain his actions.
Next, evidence should be gathered from the employee and third-party sources to determine what, if any, involvement the employee may have had in the documented misconduct. If possible, the investigation should take place before disciplinary action is taken and with another manager present. Further, the employee should be clear about what violation has been cited, with dates and times noted.
Management should not refrain from sharing with the accused employee what evidence it has uncovered. Determination Once an investigation of misconduct has been completed, management must decide what course of action to take. It is at this point where management must take care not to be vindictive or possibly violate the rights of the employee and invite litigation.
Action that should not be taken includes changing the employee's work hours, assigning the employee to handle an unpleasant task or canceling a planned vacation.
Such actions should not embarrass or humiliate the employee, but should be restorative. Discipline Management must work with the human resources department to outline its plans for discipline.
If the company is a union shop, a union representative may be required to be on hand when discipline is given. The human resources department may determine the appropriate discipline for misconduct and advise a reprimand, suspension or termination. Working with HR ensures that all legal aspects of discipline are covered and that the punishment fits the offense.
Considerations Alternative forms of discipline may be the best response to misconduct, writes Joe Davidson for "The Washington Post. However, alternative measures may not work if the offense was severe and the employee should be suspended. The employee's "character and personality" should always be considered when deciding on how to handle incidences of misconduct.Disciplinary action is always carried out in sequence.
For instance if one is a first offender, and the offence is not so bad, he can be warned verbally. Then if he commits another offence, he is queried and probably suspended from duty without pay. The employee reprimand must be congruent with the disciplinary action process described in the employee handbook.
Well-written employee handbooks suggest potential disciplinary actions but allow the employer latitude depending upon the circumstances of the employee's actions or performance. EMPLOYEE DISCIPLINARY ACTION FORM EMPLOYEE STATEMENT EMPLOYER STATEMENT Supervisor WARNING DECISION Name Title COPY DISTRIBUTION I have read this "warning decision".
I understand it and have received a copy of the same. Title: EMPLOYEE DISCIPLINARY ACTION timberdesignmag.com Author: Microsoft Corporation. Disciplinary treatment in most organizations is progressive, whereby the organization attempts to correct the employee’s behavior by imposing increasingly severe penalties for each infraction.
Managers also must be aware that certain behaviors demand immediate action. PHLX Disciplinary Actions. Enforcement No. Title Date; No. Notice of Acceptance of Letter of Acceptance, Waiver and Consent No. Notice of Disciplinary Action Against J.A.K.
Securities, Inc., a Member Organization: 1/3/13 Related Links. NASDAQ PHLX Rulebook Online.
Employees who engage in behavior that runs afoul of the organization’s philosophy are subject first to disciplinary action and then face eventual termination.