Employee Discipline 1
Definition
A condition in the organisation where employees conduct themselves in accordance with the organisation’s rules and standards of acceptable behaviour
Purpose
To correct behavioural deficiencies and ensure adherence to established company rules
Benefits
Improve Performance
Justify Employment Actions
Eliminate Non-productive Workers
Workplace Structure
Importance
Helps the supervisory personnel ensure that employees follow the established company rules and policies
Allows them to correct unacceptable behaviour and maintain good conduct in the company
Who needs
Employees who are involved in a misconduct that cannot be tolerated or employees having unacceptable behaviour
Management will then use discipline to correct the behaviour
Objectives
To punish the offender
To serve as an example to others to strictly follow rules
To enforce rules and regulations
To ensure smooth running of the organisation
To increase working efficiency
To maintain industrial peace
To improve working relations and tolerance
To develop a working culture which improves performance
Types of discipline
Hot Stove Rule
Just Cause
Progressive Discipline
Due Process
Factors to consider when administering discipline
Seriousness of the problem
Frequency of the problem
Duration of the problem
Degree of socialisation
Extenuating factors
Procedure of Discipline
- Decision
- Appeal period given
- Investigation and hearing
- Final decision
- Report offence
Code of Discipline
Objectives
Avoid work stoppage in industry
Secure the settlement of disputes and grievances by a mutually agreed procedure
Promote constructive criticism at all level of management and employment
Avoid litigation
Maintain peace and order industry
Facilitate a free growth of trade unions
Eliminate all forms of coercion, intimidation and violations of rules and regulations government industrial relations
Management & Union agree
No unilateral action should be taken in connection with any industrial matter and that should be settled at appropriate level
The existing machinery for settlement of disputes should be utilised with the utmost efficiency
There should be no strike or lock-out without prior notice
that neither party will have recourse to coercion, intimidation, victimisation or go – slow tactics
They will avoid litigation, sit-down and stay-in strikes and lock-outs
They will promote constructive co-operation between their representatives at all levels and as between workers themselves
They will establish upon a mutually agreed grievance procedure which will ensure a speedy and full investigation leading to settlement
They will abide by various stages in the grievance procedure and take no arbitrary action which would bypass this procedure
Management agrees
Not to support or encourage any labour practice such as discrimination and victimisation of any employee
To take prompt actions for settlement of grievances and implementation of settlements, awards, decision and orders
Not to increase work-loads unless agreed upon or settles otherwise
To take appropriate disciplinary action against its officers and members in cases where enquiries reveal that they were responsible for precipitate action workers leading to indiscipline
Union agrees
That their members will not engage or cause other employees to engage in any union activity during working hours, unless as provide for by law agreement or practice
To discourage unfair labour practices such as:
Not to permit demonstrations which are not peaceful and not to permit disorder in demonstrations
To take prompt action to implement awards, agreements, settlements and decisions
Not to engage in any form of physical threats
To display at conspicuous places in the union offices, the provisions of this code in the local language(s)
To express disapproval and to take appropriate action against officer-bearers and members of the union for indulging in action against the spirit of this code
Negligence of duty
Careless operation
Insubordination
The code symbolises the policy of the Government to build up an industrial democracy on voluntary basis
It tries to preserve industrial peace with the help of the employers and employees
The Code of Discipline is the basis of non-violent relations between the union and the management. It should be followed in letter and spirit.
Forms of misconduct
Level B
Level C
Level A