DISCIPLINARY PROCEDURE SOP

Document Attribute
Document no OCW/SOP/0014.1
Approval taken from CEO

SOP Drafted by Human Resources

Effective from date

Objective: Improving the employee morale as well as to increase the productivity which is
the ultimate goal of any organization.

Scope: This policy refers to everyone in the company regardless of position or status.
The following scenarios indicate where the disciplinary procedure starts depending on the violation:
1. Performance issues-
➢ Failure to meet performance objectives.
➢ Attendance issue
➢ Failure to meet deadlines.
2. Misbehavior/One-time minor offense-
➢ Rude behavior to colleague/ Reporting Manager
➢ Breach of dress code etc.
➢ Involuntary Discrimination.
3. Misconduct/Frequent offender-
➢ Lost temper in front of colleague/ Reporting Manager
➢ On-the-job major mistakes.
➢ Unwillingness to follow health and safety standards.
4. Severe offensive behavior/Lawbreaking-
➢ Corruption/ Bribery.
➢ Breach of employment agreement.
➢ Harassment/ Voluntary discrimination.
➢ Workplace Violence.
➢ Misappropriation/Fraud.
➢ Substance Abuse.
SOP Elements

The stages that may be followed when discipline is deemed necessary include the following:

Corrective Actions/ Official written Disciplinary

Verbal Warning meeting with
Counseling warning
Reporting Manager

Indefinite suspension
Termination Final written
or Demotion or
warning
demotion
Preventive measures to be taken :

➢ Disciplinary procedure begins when there is sufficient evidence to justify it. When there is suspicion or hints of
misconduct, Managers or HR must investigate the matter first.
➢ It is necessary that before taking any punitive action, all efforts should be made to improve the behavior of the
employee by correcting him/her through education, counselling, persuasion and cautioning.
➢ If all the efforts to improve the employee fail, the Supervisor/Manager should never hesitate to reprimand the
employee and, if the misconduct is serious or has been repeated, to report the matter to the superiors for
appropriate disciplinary action
➢ HR and Managers should document every stage of our disciplinary procedure (except the verbal warning.) If
appropriate, include necessary information like evidence, testimonies and employee’s progress or improvement.
➢ In case of Severe offensive behavior, the accused employee will be given 15 days clear time to approve his innocence
to the Management.
➢ Management have the right to modify this policy or act in any other legal or reasonable way as each case demands.