Discipline

Principles of Discipline

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Extenuating Factors

- Are there any valid circumstances related to the disciplinary problem?

Importance

- Curbs problem behaviour: serve as an example to others - Uphold workplace standards: applied consistently and ensures compliance of rules - Avert bigger problems later: swift correction of problem behaviour helps prevent a recurrence of problem behaviour

Step 1: Inquiry stage

- Employee should be suspended pending inquiry and notified in writing - Suspension should not exceed 1 week - Paid at least

Purpose

- Ensure compliance of rules and regulations - Mete out a punishment to an offender - Serve as an example to others to comply with the rules

Due Process

- Give employee specifics of the charge against him/her - Provide employee with an opportunity to respond

Duration

- How long - Over how long a time span have the disciplinary problems been occurring?

Frequency

- How often - Is the current disciplinary problem part of an emerging or continuing pattern of disciplinary violation?

Types of Disciplinary Problems

- Minor violations Eg. attendance problems, dress code violation, tardiness - Serious violations Eg. Bullying, intoxication, drug use, dishonesty

Seriousness of the Problem

- Minor: not enough to warrant dismissal/more formal action - Serious: enough to warrant dismissal in some instances - Gross: enough to warrant dismissal in all instances

Step 1: Inquiry stage

- Occurs when employee has committed an offence - HR department to arrange for inquiry to be convened - Person heading the hearing should not be in a condition that suggests bias

Progressive Discipline

- Progressive • The disciplinary action taken should follow the sequence of increasingly severe penalties for each repeated offence, and provide a time period and chance for the individual to correct his behaviour. • This means that for a minor violation and first offence, an oral warning will suffice. • In addition, an individual may continue to receive several oral warnings before moving on to the next level. • However, major violations such as assaulting a supervisor may justify passing through each level of disciplinary action straight to the dismissal of the employee. - Corrective not punitive The disciplinary action taken should aim at correcting the individual and not making the individual suffer.

Factors of Discipline

- Seriousness of the problem - Duration - Frequency - Degree of socialization - Extenuating factors

Just Cause

- Standard of reasonableness to evaluate a person's actions in a given set of circumstances - Notification, reasonable rule, investigation before discipline, fair investigation, proof of guilt, absence of discrimination, reasonable penalty

Impersonal

- The disciplinary action taken should be impersonal, such that punishment is due to the behaviour, and not the individual. - This is similar to when a hot stove burns any individual who touches it without favouritism.

Degree of socialization

- To what extent has the management made an earlier effort to educate the employee about the existing rules and regulations, and the consequences of a disciplinary violation?

Definition

A condition in the org. where employees conduct themselves in accordance with org.'s rules and standards of acceptable behaviour

Step 2: Form a disciplinary committee

A disciplinary committee is set up at a workplace/establishment composed of employer and employee representatives to preside over and decide over disciplinary cases

Hot Stove Rule

Consistent - The disciplinary action taken should be consistent, such that anyone who violates a particular rule would be punished in the same way. - This is similar to when any individual who touches a hot stove with the same degree of pressure for the same period of time, would be burned to the same extent.

Hot Stove Rule

Immediate - The disciplinary action taken should occur immediately upon the violation of rules and regulations. - This is similar to when an individual gets burned immediately upon touching a hot stove.

Hot Stove Rule

Prior warning and notice - There should be warning provided in advance that violation of rules and regulations would result in punishment. - This is similar to when individuals move closer to a hot stove, its heat warns them that they would be burned if they touch it.

Steps in a Disciplinary Procedure

Step 1: Inquiry stage Step 2: Form a disciplinary committee Step 3: Send out a notification Step 4: Disciplinary hearing and decision outcome

Progressive Discipline

Step 1: Verbal warning - Verbally reprimand employee for poor performance Step 2: Written verbal warning - Provide written verbal warning in employee's file for record Step 3: Job suspension - Provide an escalation no. of days an employee is suspended from work (1 > 3 > 7) Step 4: Job termination - End employment if employee refuses to improve