Employee Discipline Issue – 3 step approach for solution

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Maintaining employee discipline in an organization is an important task for the management. Issues occurs as some employee may not follow the laid down disciplinary norms hence, addressing the unwanted problem of employee’s discipline issue involves the following

 

1. Even the most effective managers can’t prevent all discipline problems

Fortunately, knowing how to approach discipline problems when they do occur can make a big difference.

2. Know the extent of your authority

Be sure you understand the following

  • Which types of disciplinary action you may take on your own?
  • Which situations call for involvement by higher levels of management?

3. Be familiar with laws related to taking disciplinary action

For example, know when employees who are being disciplined have the right to have a representative present. Find out about appeals procedures, what constitutes an unfair dismissal, etc.

4. Know organization’s disciplinary procedure

Make sure employs are familiar with it, too in many organizations, the procedure follows this pattern

  • Informal discussion- unless the matter is a very serious one (such as theft), it can usually be resolved through an informal talk with the employee.
  • Verbal warning- this is usually the first step in a formal disciplinary hearing is held, the fact that a verbal warning has been given is recorded and a copy is placed in the employee’s personnel file.
  • First written warning- the employee is provided with a written statement detailing his or her failure to meet standard’s hearing is held, and notes form the meeting is put in the employee’s personnel file.
  • Final written warning – the same basic procedure is followed as for the written warning
  • Dismissal- this only occurs as a last resort the after previous steps have failed to remedy the situation. In the case of a major or criminal offence, a senior manager may suspend or dismiss the employee immediately.
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