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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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Disciplinary procedure
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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Disciplinary procedure
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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Disciplinary procedure
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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