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Discpline (Procedures (1. Report offence (Issue of Charge Sheet), 2.…

- - - - 1. Verbal warning (given for not-so-serious misconduct, employee will be advised of the reason for warning E.g. inefficiency in the job performance or lateness)
      - 2. Written warning (given for more serious misconduct, it contains details of complaint, improvement etc. E.g. failure to report to work 1/2 days in a row without notice/sleeping on the job)
      - 3. Suspension : 1-7 days max
        
        given for gross misconduct & worker will receive the details of complaint, be warned of dismissal if no improvement & advise for appeal E.g. Theft, fighting on job or falsifying time card
      - 4. Termination
  - - - For discipline to be most effective, discipline must be taken asap without involving emotional/irrational decision just like the pain you felt immediately after burned
    - - Everyone warned of the consequences of repeated violations
    - - Inconsistency lowers morale, diminishes respect for management leading to grievances. Thus, any other employees under same circumstances should receive same penalty
    - - Once action completed, managers should treat employees who are subjected to discipline just like everyone else
  - - - Was the employee adequately warned of the consequences of his conduct? (Notice)
      - Was the penalty reasonably related to the seriousness of the offence and the past record? (Appropriate treatment)
      - Did the investigation produce substantial evidence or proof of evidence? (proof)
      - Did management investigate before administering the discipline? (sufficient investigation)
      - Was the investigation fair & objective? (fair investigation)
      - Were the rules, orders and penalties applied without discrimination? (reasonable rule/work order + equal treatment)