employee dicipline and misconduct

8/22/2019 Employee Dicipline and Misconduct

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EMPLOYEE DICIPLINE

Anita.Apiit.

Managing People and PerformanceBM036-3-3


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Module Code and Module Title Title of Slides

Learning Outcomes

Describe ways of dealing with problem

employees

Describe ways of dealing withemployees problems


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CASES

Slide 3 of 20

Covington Fire Chief Disciplined For Drinking, Driving

POSTED: 11:34 am EST February 14, 2008

Comcast employee fired for sleeping on customer's couch

Copyright 2006 by The Associated Press

Worker Snooping on Customer Data Commonhttp://ap.google.com/article/ALeqM5ghPenZUJTE7BfSfgQbj6RX597DEAD8V019TG0

Boeing Employee Charged With Stealing 320,000 Sensitive Files


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DICIPLINE AT WORK

The state of employees self controland

orderly conduct.

A procedure that corrects or punishes asubordinate because a rule or procedure

has been violated.

The purpose is to encourage employees tobehave sensibly at work.

Dicpline is called for when one of these

rules or regulations is violated.


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REASONS FOR DICIPLINE ACTION

Absenteeism

Possession or use ofdrugs or alcohol

Tardiness

Use of abusive languageor profanity

Sexual harassment

Falsifying employmentapplication

Racial slur -Obscene or immoralconduct

Falsifying companyrecords

Gambling

Damage to or loss ofmachines/materials

Theft

Unsatisfactory performance

Moonlighting

Participation in prohibited

strike Abusing or upsetting

customers


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FROM MANAGEMENT VIEWPOINT

DICIPLINE is action

taken against an

employee who has

violated the rules oforganisation or

performance has

deteriorated to the

point where corrective

action is needed.
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2 TYPES OF DICIPLINARY ACTION

Poor job performance

or conduct that

negatively affects an

employeesperformance. Eg:Frequent or pro-longed

absenteeism or

negligence

Action that indicates

poor citizenship

Eg: Fighting, theft


8/33Module Code and Module Title Title of Slides Slide 8 of 20

POOR PERFORMANCE

Persistent poor performances will

necessitate the use of disciplinary

actions to rectify the problems

Discipline: The state of employee self-

control and orderly conduct; indicates

the extent of genuine teamwork within

an organisation (Mondy, Noe &

Premeaux, 2002)



QUIZ??

Minor or major misconduct?

-Absenteeism

-Drug use at work-Dress code at violation

-Theft

-Sleeping on the job

-Physical assault



Dealing with Problem Employees

There are many ways to deal with problem

employees

Disciplinary action: The invoking of apenalty against an employee who fails

to meet organisational standards or

comply with organisational rules

Disciplinary Action Process



DICIPLINE PROCESS

Establish Work

Rules

&

Performance

Requirement Communicate

these

To employees Application ofCorrective

Action

(The enforcement)
http://www.attitudecounselling.co.uk/jpg/mentoring240.jpg



DISCIPLINARY ACTION PROCESS

Set Organizational Goals

Establish Rules

Communicate Rules to

Employees

Observe Performance

Compare Performancewith Rules

Take Appropriate

Disciplinary Action



APPROACHES TO DISCIPLINARY ACTION

The Hot Stove Rule

The discipline is immediate with warning and is

impersonal.

Gives consistent punishment

Positive Discipline- A discipline procedure that encourages employees to

monitor their own behaviours and assume responsibility

for their actions.

Progressive Disciplinary Action

An approach to disciplinary action designed to

ensure that the minimum penalty appropriate to the

offense is imposed



Progressive Discipline

A series of management interventions that

gives employees opportunities to correct

undesirable behaviours before being

discharged.

It increases in severity the longer the

undesirable behavioural persists.

P i di i li ti



Progressive disciplinary actionIMPROPER BEHAVIOUR

Does this act warrant

disciplinary actions?

Does this act warrant more

than an oral warning?

Does this act warrant more

than a written warning?

Does this act warrant

more than a suspension

TERMINATION

NO

NO

NO

NO

YES

YES

YES

No discipline action

Oral Warning

Written Warning

Suspension

YES



FOUR STEPS IN A

PROGRESSIVE DICIPLINE

PROCEDURE The employee has an unexcused absence from work. He receives a verbal

warning from the supervisor and is warned of harsher punishment if it repeats.

VERBAL WARNING

After another unexcused absence , he receives a written warning, This warninggoes into the employees personnel file.

WRITTEN WARNING

If the empoyee fails to show up at work for two consecutive days, he is

suspended from work without pay for a week. A final warning is given alertingon possibility of ternimation.

SUSPENSION

If employee does not comply, he is discharged.

DISCHARGE



APPROACHES TO DISCIPLINARY ACTION

Disciplinary Action without Punishment

A process in which a worker is given time

off with pay to think about whether he or

she wants to follow the rules and continueworking for the company

Problems of approach:

- Lack of training - Loss of friendship

- Fear - Time Loss

- Being the only one - Loss of Temper

- Guilt - Rationalization



OFFENCES

-Unauthorized absence from job

-Poor performance

-Inefficient performance

-Sleeping on the job-Failure to report to work two days

in a row without notification

-Negligent use of property

--Theft

-Fighting in the job

-Falsifying informationIMMEDIATE DISCHARGE

WRITTEN WARNING AND

THEN TERMINATION

STARTS WITH AN ORAL

WARNING


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Describe some of employee problems

These problems must be dealt with

properly in order to avoid demotivating the

staff

Dealing with Employees Problems
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GRIEVIENCE

An employees dissatisfaction or feeling of

personal injustice relating to his or her

employment.


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Module Code and Module Title Title of Slides Slide 23 of 20

THE GRIEVANCE PROCEDURE

Grievance Common characteristics:

Grievances should be adjusted promptly

Procedures and forms used for airing

grievances must be easy to utilize and well

understood by employees and their

supervisors

Direct and timely avenues of appeal fromrulings of line supervision must exist


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Handling Grievance

--Proper grievance procedures should be established

and communicated toemployees in every organisation
http://www.acponline.org/graphics/observer/feb2002/grievances_lg.jpg


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THE GRIEVANCE PROCEDURE

Arbitration It is the final step in most grievance

procedures

The parties submit their dispute to an

impartial third party for resolution

Must provide proof that disciplinary action

needed

Weaknesses of arbitration:

Length of time long

High cost


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ALTERNATIVES FOR ACTION

Alternative Dispute Resolution Termination

Employment at will

Demotion as an alternative to

termination Downsizing and layoffs

Transfers, Promotions, Resignations

and Retirements


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Quick Review Question

State the differences between problematic

employees and employees problem

The principal purpose of disciplinary procedures is not to

punish employees but to make them aware of the

expectation of employees and allow an improvement of

performance and behaviour. Discuss the statement.

Two employees violate the same work rule. One is aboveaverage in performance and has been with the company

for 8 years. The other is an average performer who has

been with the for less than a year. Should they receive the

same punishment.


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Follow Up Assignment

Read Chapter 14 of Human Resource

Management by Noe, Hollenbeck, Gerhart &

Wright


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Summary of Main Teaching Points

Dealing with Problem Employees

Dealing with Employees Problems


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Summary of Main Teaching Points

Discipline should be administered

when faced with poor

performances However, the way to resolve the

problem need to be carefully

considered

Grievances similarly requires

proper consideration depending

on the circumstances


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Key Terms you must be able to use

If you have mastered this topic, you should be able to use the following terms

correctly in your assignments and exams:

Discipline

Grievance Arbitration


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Discussion Question

1.The principal purpose of disciplinary procedures is not t

punish employees but to make them aware of the

expectation of employers and allow an improvement of

performance and behavior

2.Discuss this statement within the context of disciplinary

procedures

3. Describe what matters you would include in a new

disciplinary policy and procedure for your company and

explain why you include them

employee dicipline and misconduct

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