DISCIPLINE AND GRIEVANCE PROCEDURE
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DISCIPLINE AND GRIEVANCE
PROCEDURE
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Concept and Nature of Discipline
• Discipline may be defined as a force that
prompts individuals or groups to observe the
rules, regulations and procedures which are
deemed to be necessary for the effective
functioning of an organization.
• According to Ordway ted, “Discipline is the
orderly conduct of affairs by the members of an organization, who adhere harmoniously in
forwarding towards the end which the group
has in view, and willingly recognize that.”
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• Discipline in industry may be described as
willing cooperation and observance of the
rules and regulations of the organization by
the management and the workers.
• It means securing consistent behavior in
accordance with the accepted norms of
behavior.
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Principles of industrial discipline
• The basic prerequisites of discipline in
industrial organizations are as follows :
1. The goals or objectives of industrial discipline
should be clearly stated. The goals must, in
clear and unambiguous terms, specify the
standards expected of the workmen,
supervisors and managers.
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2. Specific and clear rules and regulations
should be laid down in consultation with the
workers. Such rules and regulations should
serve as a code of conduct for the workers
and managers.
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3. The code of conduct or the rules and
regulations should be communicated to all in
the organization and must be understood, in
the same terms, by those who enforce the
rules and those who have to obey such rules.
Whenever a new employee joins the
organization, he must be made tounderstood the rules and regulations so that
he may produce acceptable behavior.
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4. The rules of conduct must contain provision
for investigation and settlement of
grievances arising out of and during the
course of employment.
5. The discipline policy should lay greater
emphasis on the prevention of the breach of
discipline than on the administration of penalties. The approach to discipline should
be positive and constructive.
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6. The management should ensure that their
own conduct and policies do not encourage
breach of discipline. This will promote self-
discipline among workers.
7. The enforcement authority must be
specified. The procedure for appeal against
the disciplinary action by the aggrieved partyshould also be provided.
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8. The quantum of prescribed punishment in
specified cases of indiscipline should be
known.
9. All rules and regulations should be executed
objectively and consistently. They should be
appraised regularly to keep them suitable
and up-to-date.
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10.Disciplinary action should not be vindictive or
should not be used to victimize employees
but to prevent recurrence of indiscipline in
future. The discipline policy should seek to
prevent the breach of discipline rather than
to administer penalties. Penalties should be
used only when they become absolutelynecessary.
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11.There should be a suitable grievanceprocedure for the prompt redressal of allgrievances of employees. All awards and
agreements should be implemented withoutdelay and discrimination.
12.A discipline committee may be constituted tolook into the causes of indiscipline in theenterprise and to suggest suitable measuresfor their removal.
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Code of Discipline
• In India, the problem of industrial discipline
was debated by the Indian Labor Conference
held in 1957.
• The Conference noted the alarming record of
breach of discipline by employers and
employees.
• A sub-committee was appointed to draft a
model Code of Discipline which would be
acceptable to all.
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• A code of Discipline drafted by the sub-
committee was duly ractified by the central
organizations of workers and employers at the
16th session of the India’s Labor Conference in
March 1958 and it became operative from 1st
June, 1958.
• The code is based on the following principles :
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1. There should be no strike or lockout without
proper notice.
2. No unilateral action should be taken in
connection with any industrial matter.
3. There should be no recourse to go slow
tactics.
4. No deliberate damage should be caused to
plant or property.
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5. Acts of violence, intimidation, coercion or
instigation should not be resorted to.
6. The existing machinery for settlement of
disputes should be utilized.
7. Awards and agreements should be speedily
implemented.
8. Any action which disturbs cordial industrial
relations should be avoided.
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Objectives of the Code
• The code of Discipline is intended to achieve
the following objectives :
I. Maintaining peace and order in industry.
II. Prompting constructive criticism at all levels
of management and employees.
III. Avoiding work stoppages in industry.
IV. Securing the settlement of disputes and
grievances by a mutually agreed procedure
and avoiding litigations.
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V. Facilitating a free growth of trade unions.
VI. Bringing home to the employees and
management the importance of their
recognition of one another’s rights and
responsibilities.
VII.Eliminating all forms of coercion,
intimidation and violation of rules,
regulations and procedures governing
industrial relations.
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Features of the Code
1. It prohibits strikes and lock-outs without
prior notice and also intimidation,
victimization and the adoption of ‘go slow’
tactics by workers.
2. No one-sided (unilateral) action can be taken
by either party in any industrial relation
matter.
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3. All disputes are to be settled through the
existing machinery provided for this purpose
by the Government.
4. The employers will not increase work-load
without prior agreement with the workers.
5. A common grievance procedure for the
settlement of grievances of the workers after
full investigation has been provided for.
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6. The employers will provide all facilities forthe unfettered growth of trade unions.
7. Prompt action will be taken against those
officers whose conduct provokes indisciplineamong the workers.
8. The workers will not indulge in any trade
union activity during the working hours. Theywill not engage in any demonstration oractivity which is not peaceful.
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9. The workers will implement their part of theawards and settlements promptly and willtake action against those office-bearers of
the union who have violated the code.10.The unions will discourage negligence of
duty, careless operation, damage to property,insubordination and disturbance in normalproductive activities. They will discourageunfair labor practices and will not engage inrowdy demonstrations.
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Contents of the code