policy on disciplinary practices
Post on 30-May-2018
220 Views
Preview:
TRANSCRIPT
-
8/14/2019 Policy on Disciplinary Practices
1/20
-
8/14/2019 Policy on Disciplinary Practices
2/20
Discipline is generally administered
when an employee violates company
policy or falls short of work
expectations.Members in an organization need to
respect the rules & agreement that
govern the organization.
-
8/14/2019 Policy on Disciplinary Practices
3/20
Type of Discipline
Type Positive/ Self-discipline
Negative
Employees willinglyabide by rules which
they consider fair
Management hasto exert pressureor hold out threat
Techniques Positive motivationalactivities viz. praise,
participation &
incentive pay
Imposingpenalties
-
8/14/2019 Policy on Disciplinary Practices
4/20
When the pressure become increasingly severe
it is called progressive or corrective discipline,
it progress thru a series of stepsClarifying- verbal
discussions
Written contract signed by the person
being disciplined
Time off with or without pay
Termination
-
8/14/2019 Policy on Disciplinary Practices
5/20
Essentials of good disciplinary system
Knowledge of rules
Prompt action
Fair action
Well defined procedure
Constructive handling of disciplinary action
-
8/14/2019 Policy on Disciplinary Practices
6/20
Hot stove rule of
disciplineThe burn is immediate
He had warning- stove was red hot
The effect is consistent- everyone whotouches it
The effect is impersonalThe effect is commensurate- person who
repeatedly touches the hot stove get more
severe burns than the one who has touched it
-
8/14/2019 Policy on Disciplinary Practices
7/20
Kinds of Punishment
Oral warning
Written warning
Loss of privileges
Fines
Punitive suspension
Withholding of incrementsDemotion
Discharge
Dismissal
Minor punishments
Majorpunishments
-
8/14/2019 Policy on Disciplinary Practices
8/20
The Industrial Employment
(Standing Orders) Act, 1946
An act which requires employers in
industrial establishments formally to define
conditions of employment under them.
-
8/14/2019 Policy on Disciplinary Practices
9/20
The acts extends to the whole India
It applies to every industrial
establishment wherein one hundredor more workmen are employed orwere employed on any day of the
preceding twelve months.
Extent & Application.
-
8/14/2019 Policy on Disciplinary Practices
10/20
Certification of
standing ordersOn receipt of the standing orders draft thecertifying officer(labor commissioner) forwards acopy to the trade union together with a noticerequiring objections, which has to be submittedback to him within 15 days from the receipt of thenotice
After receiving the draft back from the trade
union the certifying officer decides whether or notany modification or addition to the draft has to bemade
The certifying officer shall thereupon certify the
draft standing orders after making modification ifany and within 7 days thereafter send copies to
-
8/14/2019 Policy on Disciplinary Practices
11/20
Model standing orders Classification of workmen
Permanent- a workman who has been engaged on apermanent basis and includes any person who has satisfactorilycompleted the probationary period
Probationer- a workman who is provisionally employed to fill apermanent vacancy in a post and has not completed his probation
period.
Temporary- a workman who has been engaged for work whichis of an essentially temporary nature likely to be finished within alimited period
Casual- workman whose employment is of casual nature
Apprentice- learner who is paid an allowance during the periodof his training
-
8/14/2019 Policy on Disciplinary Practices
12/20
Ticket
Publication of working time
Publication of holidays & pay days
Publication of wage rates
Shift working
Notice of changes in shift working
Attendance & late coming
Leave
Casual leave
Payment of wages
Stoppage of work
Termination of employment
-
8/14/2019 Policy on Disciplinary Practices
13/20
Disciplinary action for misconduct
Following acts & omissions shall be treated asmisconduct
a. Willful insubordination/ disobedience, whetheralone or in combination with others to anylawful & reasonable order of a superior
b. Theft, fraud or dishonesty in connection with theemployers business or property
c. Willful damage to or loss of employers goods orproperty
d. Taking or giving bribes or any illegalgratification
e. Habitual absence without leave or absence
without leave for more than 10 days
-
8/14/2019 Policy on Disciplinary Practices
14/20
g. Habitual breach of any law applicable to theestablishment
h. Riotous or disorderly behavior during workinghours at the establishment or any act subversiveof discipline
i. Habitual negligence or neglect of work
j. Frequent repetition of any act or omission forwhich a fine may be imposed to a maximum of2% of wages in a month
k. Striking work or inciting others to strike work in
contravention of the provision of any law, or therule having the force of law.
l. Drunkenness, fighting or riotous, disorderly orindecent behavior while on duty at the place of
work
-
8/14/2019 Policy on Disciplinary Practices
15/20
m. Smoking underground or in place where it is prohibited
n. sleeping on duty
o. Malingering or slowing down work
p. Acceptance of gifts from subordinate employees
q. Conviction in any court of Law for nay criminal offence
involving moral turpituder. Giving false information regarding ones name, age
fathers name, qualification or previous service at thetime of the employment
s. Leaving work without permission or sufficient reason
t. threatening, abusing or assaulting any superior or co-worker
u. Habitual money landing
-
8/14/2019 Policy on Disciplinary Practices
16/20
v. Refusal to accept any charge- sheet or order ornotice communicated in writing
w. Disclosing to any unauthorized person of anyconfidential information in regard to the working orprocess of the establishment which may come intothe possession of the workman in the course of his
work
x. Failure or refusal to wear or use any protectiveequipment given by the employers
-
8/14/2019 Policy on Disciplinary Practices
17/20
Principles of Natural Justice
I. The worker charged should be given anopportunity to present witnesses of his ownchoice on whom he relies
II. The worker should be given the right to cross-
examine managements evidenceIII. The evidence of the management should be
taken in workers presence
IV. No material should be used against the worker
without giving him an opportunity to explain
V. The enquiry against the worker should be fair &conducted by any impartial person
VI. The punishment awarded should not be out of
-
8/14/2019 Policy on Disciplinary Practices
18/20
Procedure of takingdisciplinary action
Preliminary Investigation
Issue of chargesheet
Suspension pending enquiry, if
needed
Notice of enquiry
Worker mayagree
Award
Worker may not agree
Minor offence Major offence
Hold enquiry
-
8/14/2019 Policy on Disciplinary Practices
19/20
Conduct of enquiryWho should be the enquiry officer
How to proceedOrder of examining witness
Recording of findings by the enquiryofficer
Awarding punishment based on findings, past record
of employee, gravity of misconduct
Communication of punishment
-
8/14/2019 Policy on Disciplinary Practices
20/20
ThankYou
top related