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Discipline (Other Factors (Rule or Policy not clearly understood.,…

- - - - When one touch the hot stove
      - Warning
        
        Announce disciplinary policy in advance
      - Consistent Discipline
      - Impersonal
  - - - Employee must have been warned
      - Violated work rule must be reasonably related
      - Fair and objective investigation
      - Substantial and persuasive evidence
      - Rules and disciplinary action applied in consistent and non-discriminatory manner
      - Discipline related to the seriousness of offence
  - - - Give the employee a chance to explain
  - - - Step 1: Have conversation with employee
      - Step 2: Written Warning
      - Step 3: Suspension and Improvement Plan
      - Step 4: Termination
      - Other Guidelines
- - - - Eg: Insubordination, Rude language, Dishonesty etc..
    - - To be conducted in a fair and objective manner to determine the facts surrounding the misconduct
    - - To provide opportunity for the employee to explain
      - To determine the involvement
      - To gather direct evidence from employee
    - - Management to gather all information and evidence to conclude an appropriate action about the incident.
        
        Disciplinary Action as a Tool.
    - - To improve and correct unsatisfactory conduct.
        
        Oral or written warning
        
        Suspensions
        
        Termination
        
        No action