discipline fnl

8/2/2019 Discipline Fnl

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Objectives:

-Discipline, What is this ?-About misconduct

-Major & Minor Offences.

-The Formal Method of Disciplinary Procedure.

-Current Practice @ NIBM.

-Ups & Downs of the current practice & the

formal method.

-Enforcing Discipline.

-Making a Better Disciplinary Procedure.


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Introduction to Discipline.

Discipline is about- a way one behaves,

according to a set of norms.

It is the force that promotes an individual/ group

to observe rules.

a fair and just discipline process is based on 3pillars: clear rules & regs, a system of progressive

penalties, & an appeal process. (Desser, Gary; HumanResource Management, 10th ed, PHI, New Delhi, 2005)

In UK, Industrial Relations Act of 1971 introduced

the idea that there is a right & a wrong way to

deal with disciplinary issues.


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Major offences and Minor offences

Some Major offences

Misappropriation & failure to account for the company funds

Theft or dishonesty in relation to the property belonging to company

Insubordination to superior officers of the company

Sabotage of or willful damage to property of the companyTaking / giving bribes or gratification in cash or kind

Misuse of property belonging to the company

Issue of unlawful instructions to subordinates

Misuse of authority, power or position for personal gain

Insobriety or drunken behavior

Habitual late attendance

Absence without authority beyond entitlement or after warning

Sexual harassment of fellow employees or unbecoming conduct


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Some minor offences

Unpunctuality

Failure to wear uniforms whilst on duty

Discourtesy to customers & agents of the company

Failure to observe safety precautions

Wearing of untidy/ dirty uniforms

Failure to report an accident

Failure to maintain essential records

Smelling of liquor whilst on duty


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CURRENT PRACTICE

NIBM- has a very low number disciplinary issues- due to

strict management.

If an act of misconduct occurs:

Investigate- to identify the actual happening.

Inform the involved parties the nature of complaint.

Question the parties involved & record responses.

Investigation officer(s) examine all facts and decide. Ifdecided guilty, punishment.


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*Rule of Natural Justice*

Listen to all parties- all receives equal opportunity

Not to judge your own case:Not to judge your own case:

Not involved in the case financially

No connection to the subject matter of the case

No other connection (emotionally, attitude wise, etc)


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Strengths:

Less time consuming

Fair to all parties Provides an example to other employees

Maintains industrial peace

Advantages of Discipline Mgt:

Performance

Customer satisfaction due to disciplined staff

Socially responsible (ethical) organization

Waste


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Weaknesses

Informal & quick investigation- all evidence may

not be identified- unfair to a party.

Employee may not receive sufficient info oncomplaint- cannot prepare defense.

[no right of reply = no natural justice]

Investigation officer must be consistent withpunishments- if not, demotivated staff.

If employee was accused, then found not guilty-demotivation- quit job.


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Punishments

1. Major punishments

2. Minor punishments


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Major punishments

Dismissal

Demotion

Suspend the promotion

Transfer

Suspend the service

Extend the training period


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Minor punishments

Severe warning

Fine

Suspend incentives or increments


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Suggestions Lack of performance:

- Can send the employee for counseling

- Provision of alternative work

Sickness Absence:

- Keep records of late arrival at work with duration

and reason for absence.

this sends out a clear message to employees that

absence is regarded as a serious matter.

- Carry out return to work interview

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