Discipline &Empolyee

7/30/2019 Discipline &Empolyee

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DISCIPLINE &EMPOLYEE

GRIEVANCE


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DISCIPLINE

A force that prompts individuals or

groups to observe rules, regulations &

procedures necessary for effectivefunctioning of the organisation.


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TYPES OF DISCIPLINARY

PROBLEM

Attendance

On the job behavior: Alcoholism,

Carelessness.

Dishonesty: Steals or Lies

Outside activities: criminal activities,

working for competing organisation.


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Approaches to discipline

Incorrect disciplinary techniques:

Punitive

Negative feedback

Late intervention: Allows problem to

continue

Inadequate definition: Disloyal Labeling employees not behavior: Lazy

Misplaced Responsibility


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Preventive Discipline

Match the employee with job,

Provide training

Clarify proper employee behavior

Provide constructive feed back


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Positive discipline

Improved employee behavior lasts if:

Discipline is administered without bias.

Steps

Clarify responsibility for discipline

Define expected employee behavior

Communicate discipline policy, procedures,rules- Employee Handbook


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Contd..

Collect performance data

Administer progressive discipline-

penalty Use counseling technique


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The red hot stove rule

When a person touches a hot stove

An immediate response

The person had a warning

The result is consistent

The result is impersonal


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Disciplinary Actions

Oral warning

Written warning:

Written warning is sent to personnel

The employee is informed of violation

Assurance by the employee is noted


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Suspension:

When there is no improvement

Without warning if action is serious

Assumed that short lay off may convince

the employee that management is

serious


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Demotion: Rarely done, when

employee does not have the ability

Pay cut: Demoralizing effect onemployee

Dismissal: for the most serious

offence it is a emotional trauma.


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Industrial employee (standing

orders) Act, 1946

Requires employees of certain

industrial establishments to define

clearly service rules and make themknown to the workmen employed by

them

Model standing orders


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Industrial employee (standing

orders) Act, 1946

Can draft their own model standing

orders.

Interpretations of any standing order

may be referred to labour court


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Disciplinary procedure

Forming and issuing a chargesheet:

what are the charges, Ask explanation

Considering the explanation: when

the employee accepts misconduct or

the management is satisfied with the

explanation, no need for further inquiry


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contd...

Issuing the notice of inquiry:

if decided that an enquiry will be held,

a notice of inquiry has to be issued tothe worker.

the notice must mention time, date

and place of inquiry


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contd.

Holding a full fledged enquiry:

The employee must be given a

reasonable opportunity of being heard . Enquiry officer must record the findings

and suggest the nature of disciplinary

action to be taken.


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contd.

Findings of enquiry and final order:

if misconduct is proved;

the action must be taken.

(employees previous record,

precedents must be considered.)


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Grievance

FLIPPO

A type of discontent, which must always

be expressed..

It must grow out of something connected with

company operations, or policy.it must involve

the applications of the provisions of the labor

contract leads to

Employee turnover &unrest


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Causes of Grievances

Dissatisfaction with compensation

Denial of promotion

Unpleasant relationship with supervisor Unhealthy working conditions

Mismatch b/w job assignment & skill

Lack of adequate resources

Denial of leave, or overtime or other benefits


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Need for grievance redressal

system

In its absence an employee will get frustrated.

An employee can use more than one channel

It checks arbitrary action It helps in upward communication

Knowledge gained helps management in

formulating plans It helps to maintain harmonious industrial

relations.


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Documents

Discipline &Empolyee