1. Discipline in the Workplace
Ernesto Garcia, Angela Gomez
Sandra Hernandez, Emily Montes
& Valerie Obarski
NTRS 434

2. Purpose of Discipline
Definition: set of rules that governs a person's behaviors and conducts
Purpose: To correct behavior, improve employee performance, and maintain order
Two types:
Corrective Action relates to performance
Disciplinary Action relates to misconduct

3. Examples of Misconduct
Excessive Tardiness or Absences
Insubordination
Dishonesty or Theft/Fraud
Rudeness or Abusive language
Intoxication
Discrimination/Harassment

4. Policies
Policies and procedures such as, disciplinary actions, are found and enforced according to the Employee Handbook
Acknowledgment form: employee has received a copy, read policies
Notify employees of policies- occurs at orientation
Communication of disciplinary policies
Occurs verbally at orientation, physical copy given, poster of policies can be displayed in the breakroom

5. Policies (cont.) Fair Disciplinary action communication occur between:
Employee, Managers, and the Human Resources department (HR)
Difference between Managers and HR
Managers: directly responsible for assessing misconduct and deliver disciplinary action
HR: are the experts in policy and procedures in the company; they can provide support, advice and guidance to managers

6. Disciplinary Action Employee’s knowledge of policies
Assess the misconduct(s)
Employee’s knowledge of policies
Seriousness of offense
Employee’s knowledge of discipline
Examples and documentation
Assess:
Did the employee clearly understand the policy that was violated?
Was the rule or policy consistently and fairly enforced by management?
Did the employee know that violating the rule or policy could lead to discipline?
The seriousness of the offense in terms of violating company rules of conduct or company obligations
The long service of the employee
The previous good (or bad) work record of the employee

7. Disciplinary Action
Disciplinary action can be analogized as: stepping on a rake in the grass, fire, or touching a hot stove
Gives an advance warning and is immediate, consistent, and impersonal
Maintain professionalism
Keep discipline confidential
Progressive disciplinary range:informal talk --> discharge
Example of water overflowing
Was the worker aware of the work rules that were violated?
Are the rules reasonable?
What rule was violated?
Was the investigation fair?
Was there substantial evidence of the violation?
Are the rules being applied evenly?

8. Disciplinary Processes
Verbal Warning
Usually first step
Can receive several
Documented note or memo
Written Warning
Given to employee
Room to sign to acknowledge
Action plan

9. Disciplinary Processes
Suspension
Time off dependant
Usually unpaid
State next step if reoccurs
Termination
Careful file review
Dependant on policies
Automatic dismissal
At will employment

10. The Restaurant
Jim came in to work 8 to 10 minutes late at least 3 times this month. His boss Michael, has not say anything regarding the issue. When Kelly was on her, she was smoking a cigarette in the storage room while she spoke to Pam. Michael immediately sees, raises his voice at her, and sends her home for the day. Michael likes to buy fancy pens and paper for himself to use during work. He catches Jim taking some of it home one day and this upsets him. Michael immediately suspends Jim and writes that it's due to his excessive tardiness. Everyday when Pam leaves work she takes a bottled Coke with her without paying for it. Michael sees, waves her goodbye and wishes her a goodnight. The employee handbook and policies clearly states that any forms of misconduct will result in verbal and written warnings. After three warnings, an employee can be suspended.

11. How did the employees display misconduct?
How does the manager ignore disciplinary processes?

12. Employees: Manager: Tardiness Theft Smoking
Does not follow handbook procedures
Made it personal
Embarass
Not confidential
Not consistent

13. References
Atwater, Leanna, and Joan F. Brett. "Download PDFs." The Delivery of Workplace Discipline: Lessons Learned. N.p., 19 July Web. 18 May <
Avoid these HR pitfalls in your business operations. (2015, Feb 27). PR Newswire Retrieved from
Discipline in the Workplace. (n.d.). Retrieved May 20, 2015, from
Investigative Methodology for Conducting Misconduct, OIG Hotline, and Other Investigations. (n.d.). Retrieved May 18, 2015, from

14. References
Jones, C. , & Saundry, R. (2012). The practice of discipline: Evaluating the roles and relationship between managers and hr professionals. Human Resource Management Journal, 22(3),
Simmering, M. (2015). Employee Handbook and Orientation. Advameg. Inc. Retrieved from
Taking Disciplinary Action. (n.d.). Retrieved from
USDA Employee Discipline. (n.d.). Retrieved May 18, 2015, from

15. THANK YOU! :)