Discipline is an important aspect of any person and should be strictly implemented in school or in the workplace to ensure the safety of the work or school environment and to make sure that individuals have ample control over their behaviors and do not abuse their power or authority.
Disciplinary Actions imposed in the workplace means that employees abide by the rules and policies that have been set by the company and that corresponding sanctions are given to personnel who fail to abide by them or commit a misdemeanor.
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The Advantages of Disciplinary Action in the Workplace
Employees need to understand that employee discipline is not intended to punish or embarrass an employee; rather, it is a positive approach to resolve or correct issues regarding rude or unacceptable behavior. Doing this helps employees be self-aware and to correct their misdemeanors in the future. Below are some reasons as to why corrective actions need to be imposed in the workplace:
Ensures That Employees Are on Their Best Behavior
By imposing discipline in the workplace and imposing disciplinary actions when a misconduct is done, it ensures that both the management and the employees are always on their toes. Personnel will always be on their best behavior knowing that a penalty or a disciplinary action will be administered for every infraction.
Promotes Staff Efficiency
Having a set code of conduct and company policy allows employers to set a standard or a metric for employees to follow. This helps to ensure productivity among staff members and to guarantee that employees and management are able to get things done. Through proper discipline, time management, and proper organization, employee efficiency is obtained.
Creates a Peaceful Working Environment
Establishing a set of rules which employees can follow lessens the chances of disorientation and uncertainty and helps the management lead and guide employees properly. This encourages a peaceful and pleasant environment at work and promotes good management and employee relations.
Company policies allow management to put protocols in place to make sure that everyone is treated fairly and that supervisors do not play favorites or are biased because the same type of conduct is required along with the same corresponding sanctions.
Ensures Safety in the Workplace
One of the most important aspects to ensure in the workplace is the maintenance of safety and protection of employees, clients, and guests. A good employer always finds ways to assess the hazard and degree of risk found in the workplace and to come up with ways to prevent or control it. A disciplined environment is an important aspect of workplace security because it allows employees to follow safety directives such as maintaining a drug-free and alcohol-free office and providing corresponding sanctions for employees who are proven to be under the influence while within the office premises or when proven to have substance abuse tendencies after having conducted periodic company drug tests or physical examinations.
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The Process of Employee Discipline
Discipline in the workplace is usually restricted to putting an employee on suspension, issuing letters of warning, or actual termination. The sanctions served for a misdemeanor will vary according to their severity and the number of times the offense was committed. Examples of common employee misdemeanor include excessive tardiness, failure to notify superiors of an absence, dishonesty, theft, failure to follow company rules or procedures, etc. The administering of disciplinary actions on an employee who has committed an offense goes through a series of processes to ensure that the sanctions provided are fair and equal, to make sure that all angles are looked into, and to avoid labor disputes for unfair trial. The processes of employee discipline are as follows:
The investigation stage is the most crucial part of employee discipline. All employees deserve the right to go through a proper investigation process regardless of whether there is an overwhelming evidence of the employee’s guilt.
An employee also deserves the chance to explain himself for the sake of due process. The Investigation Stage involves the collection and gathering of facts and evidence to establish what really happened. An investigation process will typically include statements from witnesses, documents that contain evidence, and interviews with the employee who was involved in the misconduct.
As soon as human resources has heard the employee’s explanation during an interview. A verification of all the facts and evidence gathered needs to be done before a decision is made. Ideally, the formal judgement should be made after discussions with other people in management and with human resources.
Certain factors have to be taken into account before providing a conclusive sanction for the employee such as the reason why the employee was driven to commit the offense, and the employee’s previous records.
Employee Discipline also has to be properly documented using Employee Discipline Forms to serve as a reference for the future. A copy of the form should be kept by human resources, management, and the offending employee.
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Types of Discipline
The method of disciplining an employee can come in various stages or forms depending on the severity of the offense or the number of times it has incurred. Typically, minor offenses generate a warning and if continually done, can result in suspension. Below is a clearer definition of the various types of discipline measures imposed in the workplace:
Oral and Written Warnings
Warnings can start off with verbal warnings that can later escalate to written warnings if not corrected. An example of an oral warning is when an employee is late once or twice in a month, a supervisor can call out the employee’s attention and address the tardiness issue. If the employee’s tardiness issue persists, a written warning can then be given.
Suspension is typically given to employees who continuously fail to show improvement or have committed a grave misconduct. When an employee fails to correct his tardiness issue and has been late at least 10 times in one month despite several oral and written warnings, then perhaps it is about time a suspension be imposed upon him.
Termination is typically done when an employee has failed to amend his ways despite several warnings and even suspension. Some grave misconducts can also merit an employee’s termination, such as company theft or dishonesty. Providing measures of discipline in the workplace is important in order to encourage individuals to perform better. When conducting Employee Discipline, it is crucial to properly and accurately document the steps leading to the investigation and the method of discipline to protect yourself from any labor disputes. Our Self-Employment Forms include Employee Discipline forms to help you collect and organize data clearly and accurately.
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