Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Destacado
Destacado (20)
Similar a Session 9
Similar a Session 9 (20)
Más de kailashjaiswal21
Más de kailashjaiswal21 (6)
Session 9
- 1. Session 7 Disciplinary Actions Kailash Jaiswal
- 2. Employee Grievances and Disciplinary Actions
- 9. a. Consistent Irregular / Late Attendance. b. Consistent occurrences of leaving work area prior to closing time without permission. c. Leaving work area in working hours for personal work. d. Remaining absent frequently. e. Remaining absent for more than 10 days at a time without intimation / permission. f. Continue to remain absent without intimation / permission after sanctioned leave is over. g. Submitting wrong / fraudulent documents in support of leave. I. Examples for wrong behaviour relating to leave.
- 10. a. Failure or refusal to punch card while coming or leaving work premises. b. Failure or refusal to punch attendance while leaving work area in between works timings. c. Consistent irregular / late attendance. d. Submitting wrong / fraudulent document in support of attendance II. Examples of wrong behaviour relating to attendance.
- 11. III. Work a. Refusal to follow / carry out lawful orders or instructions of the superior. b. Ignore orders or failure to carry out instructions. c. Leave job incomplete or unfinished. d. Failure to give quantum / output / productivity as required in the job and advised by the superior. e. Failure to observe quality standards or requirements leading to faulty output. f. Indulge in waste of time while at work. g. Evidence of inefficiency in work due to personal habits / problems/ issues/ and not fulfilling company’s / job requirement or objectives. h. Failure to heed advise / guidance / instruction to improve performance at work or disregard attempts at improvements. i. Neglecting work. j. Failure or refusal to observe safety guidelines. k. Breach of any rules / instructions in maintaining or running the Department.
- 12. IV. Work Discipline a. Non co-operation to others. b. Spreading incorrect and / or harmful information / data / rumors within or outside the company. c. Indulge in verbal / physical fights with co-workers or outside person within or outside the work area / bad language. d. Conduct / Participate in activities harmful to the company / co-workers / customers etc. e. Indulge in a job / work / activities which are in conflict with the interest of the company within or outside office hours. f. Undertake personal job/ work within or outside office hours without permission. g. Willful insubordination of disobedience of any lawful / reasonable orders of superior. Cont. – 2
- 13. h. Drunkenness / fighting or rioting, disorderly / indecent behavior while on duty. i. Causing willful damage to work in progress or to the property. j. Sleeping while on duty. k. Malingering or slowing down work. l. Threatening, abusing or assaulting co-workers, peers or seniors. m. Preaching or inciting others to violence. n. Non-wearing of dress and slippers. o. Bringing personal belongings / not keeping the same in lockers. IV. Work Discipline
- 14. V. Personal / Information a. Spread wrong information / rumors about the integrity and character of a person. b. Get involved in criminal offence / activity or conviction in any court of law. c. Refusal to accept and / or sign any official document or communication. d. Provide wrong / incorrect information at the time of entry in the company. e. Divulge confidential data / documents / processes acquired during the course of work to unauthorized persons of agencies. f. Submit wrong / fraudulent expense claims or supportive / bills / cash memos in support of one’s claims. g. Indulge in theft, fraud, dishonesty, pilferage in connection with the company’s co-workers / customers of personnel’s property, goods, belongings, documents. h. Damage or maltreat company’s / co-worker’s / customer’s / personnel’s property, documents, interest. i. Failure to give proper documents / evidence in support of claiming tax benefits. j. Take / give bribes, illegal gratification, presents to get work done, accept presents / give away from customers / personnel or other parties for personal gratification, accept gifts from subordinates.
- 17. Four Steps in a Progressive Discipline Procedure 1. Oral Warning The employee has an unexcused ab- sence from work. He received a ver- bal warning from the supervisor and is told that if he takes another un- excused absence within the next month, harsher punishment will follow. 2. Written Warning 3. Suspension 4. Discharge Two weeks after the verbal warning from his super- visor, the employee takes another un- excused absence. He now receives a written warning that if he fails to correct his ab- senteeism problem within the next two months more severe treatment will follow. This warning goes into his personnel file. Two weeks after his return from suspension, the employee does not show up for work. Upon his return to work the following day, he is discharged. Six weeks later the employee fails to show up for work for two consecutive days. This time he is suspended from work without pay for one week. He also received a final warning from his supervisor that if he has another un- excused absence within three months after his return from suspension, he will be terminated.
- 20. COUNSELLING LETTER Mr. / Ms _________________________________ Date: ________________ Employee Code No.:________________ Through: HOD / Manager Following incident has been reported: ________________________________________________________________________ ________________________________________________________________________ The above incident reflects improper behavior which can spoil the working, environment in the Department / Company. After discussing the implication of this incident with you and me, it has been decided to advise you to be cautions in future and not repeat such an act – Thereby, ask you to maintain discipline in the department. We sincerely hope you will reciprocate this gesture. For Comart Lithographers Ltd. HOD / Manager Copy to: Head- HR Received By:………………
- 22. WARNING LETTER Mr. / Ms _________________________________ Date: ______________ Employee Code No.:________________ Your explanation dated ____________ in reply to show cause notice dated ___________ as found to be unsatisfactory. You are accordingly hereby warned. You are further advised in your own interest to be cautious and not repeat such an act in future. For Comart Lithographers Ltd. Head - HR Received By:………………
- 23. Mr. / Ms _________________________________ Date: ________________ Employee Code No.:________________ Your explanation dated_______________in reply to show cause notice / letter of charge dated_______________as found to be unsatisfactory. The gravity of misconduct committed by you is such that it warrants severe punishment. However, we are taking a lenient view this time and have decided to award you this stern warning. Should you repeat any such thing in future or commit any other misconduct we will not hesitate to take strict disciplinary action against you. For Comart Lithographers Ltd. Head - HR Received By:……………… STERN WARNING LETTER
Notas del editor
- Employee misconduct can be anything from small rule violations to theft. This graphic suggests two categories of employee misconduct and gives examples for each category.
- The most commonly used form of discipline, progressive discipline, consists of a series of management interventions that gives employees opportunities to correct their behavior before being discharged.
- A four-step progressive discipline system is the most common. Minor violations of company policy involve using all the steps in the progressive discipline procedure. Serious violations, sometimes referred to as gross misconduct, can result in the elimination of several steps and sometimes even begin at the last step, which is discharge.
- A different discipline procedure, one which encourages a more self-monitoring approach, is positive discipline.
- Listed here are three basic procedures that all disciplinary actions should include.
- Managers and supervisors can influence their companies’ climate of fairness and ethical behavior by the tone they set for employees in their work units. These next two illustrations itemize specific actions managers can take to foster a climate of fairness.
- In the United States, management rights are supported by property laws, common law, and the values of a capitalistic society that accepts the concepts of private enterprise and the profit motive. Some of the more important rights that management has are listed here.
- Though it is not without limitation, employment at will is a very important right that management has. It can be a particularly important management right in small business, where a low-performing employee can make the difference between a healthy profit and an unhealthy loss.
- Electronic monitoring of employees by management is as controversial as random drug testing. In spite of that, as many as 80% of employees in industries like telecommunications, banking, and insurance are subject to some form of electronic monitoring.
- These next two illustrations list seven questions which must be considered in determining whether or not an employee was discharged for just cause. Because the just cause standard is fairly stringent and can prove unwieldy in cases of minor infractions that require immediate supervisory attention, nonunion employers who believe that their employees work under employment at will may choose a less demanding discipline standard.
- Listed here are 4 common mistakes to try to avoid when administering discipline.