Stages in a disciplinary process

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Employees of an organisation need to be cautious that certain actions will lead to disciplinary action.there can be some arguments against the use of disciplinary action on employees. But needless to say every organization has to face circumstances where such actions are inevitable for the betterment of the entire organization.

Not taking any action against the persons violating the set standards of an organization must be addressed or the employees who work to the rules will get demotivated and they might started to feel that violations make no difference and join the few that violates rules thus making a bad trend resulting the downfall of the organization.

There are various situations where common work practices might not be adhered to and which would cause problems if there were no remedial action:

● leaving work early, lateness, absenteeism

●  refusing to carry out a legitimate work assignment 

● breaking safety or other rules, regulations and procedures 
●defective and/ or inadequate work performance

● poor attitudes which influence the work of others or which reflect on the public image of the firm, such as improper personal appearance.

Rules will normally cover issues such as absence, timekeeping and holiday arrangements, health and safety, use the organisation's equipment and facilities, misconduct, sub-standard performance, discrimination, bullying and harassment. 

Rules and procedures should be clear, and should preferably be put in writing. They should be known and understood by all employees.

Process for handling disciplinary procedures:

● The informal talk 
● The oral warning 
● The written or official warning
● Suspension
● Demotion 
● Dismissal 

Standards need to be set for the right to appeal against these procedures.

In a well - managed organisation disciplinary procedures may not be needed here often. But if a problem does arrive then they are vital. Good procedures can help organisations to resolve problems internally and avoid employment tribunal claims.

Tyron Seneviratne.

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