Workplace Discipline Workplace Discipline Unit 6 NEW AGE Human Resource Management and Impact of Employment Legislations in India

Workplace Personal Discipline Permission / Absenteeism/ Unauthorized Leave / Habitual Absenteeism Permission / Absenteeism/ Unauthorized Leave / Habitual Absenteeism Misconduct Work related / Work place related Misconduct Work related / Work place related Negligence/ Damages/ Fine / Recovery Electronic Mischief / Conflict of Interest

Discipline and Disciplinary Action  Discipline - State of employee self- control and orderly conduct  Disciplinary action -Invokes penalty against employee who fails to meet established standards

The Disciplinary Action Process Set Organizational Goals Establish Rules Communicate Rules to Employees Take Appropriate Disciplinary Action Observe Performance Compare Performance with Rules EXTERNAL ENVIRONMENT

Disciplinary Action  Word discipline comes from word disciple  Translated from Latin, it means, to teach  Intent of disciplinary action should be to ensure recipient sees disciplinary action as learning process

Approaches to Disciplinary Action  Hot stove rule  Progressive disciplinary action  Disciplinary action without punishment

Hot Stove Rule  Burns immediately  Provides warning  Gives consistent punishment  Problem - All situations are not the same  Burns impersonally

The Progressive Disciplinary Approach Improper Behavior Does this violation warrant disciplinary actions? Does this violation warrant more than an oral warning? Does this violation warrant more than a written warning? Does this violation warrant more than a suspension? Termination Yes Yes Yes Yes Yes No Disciplinary Action Oral Warning Written Warning Suspension No No No No

Problems in Administration of Disciplinary Action  Lack of training  Fear  The only one  Guilt  Loss of friendship  Time loss  Loss of temper  Rationalization

Disciplinary Action Advice  Managers often avoid disciplinary action, even when it is in company’s best interest  Some managers believe that even attempting to terminate women  Proper time and place to administer disciplinary action  Many supervisors may be too lenient early in disciplinary action process and too strict later

Workplace Violence Prevention and restoration of Discipline

Grievance Handling  Grievance - Employee’s dissatisfaction or feeling of personal injustice relating to employment  Grievance procedure - Formal, systematic process that permits employees to express complaints without jeopardizing their jobs

Employee responsibilities  Ensure familiarity with company policies and procedures relating to workplace violence prevention  Follow all policies and procedures  Report incidents and new risks quickly

Risk factors Working late night or early morning hours; Exchanging money with the public; Working alone or in small numbers; Uncontrolled access to the workplace; and Areas of previous security problems.

A Multiple-Step Grievance Procedure Arbitrator/Ombudspersons I Representative, Local President, etc. President, Vice President for Employee Relations, etc. Plant Manager, Personnel Manager, etc. First-Line Supervisor Grievance Committee, Business Leaders, Functional Manager. Unit Union Representative (if any) Union Representative (if any) Aggrieved Employee To Impartial Third Party Grievance in Writing Oral Presentation

Specific Questions SECTION Workplace Discipline