Download - 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