Employee

Relations and
Employee
Discipline

 Today's
Presentation
Importance of Labor Relations
Discipline
Addressing Employee Conduct Problems
Approaches to Discipline
Elements of a Disciplinary Program
 What is
Employee
Relations?
Employee Relations
ensures that
employee rights are protected

and that
local, state and federal laws and
regulations are applied to all employees.
Employee Relations processes employee
grievances and investigates relevant
incidents
 What is
Employee
Relations?

A policy of encouraging employees to

come to higher management with any

concers.
 Employee
Involvement

Employee Good Employee Employee

Communication
Rights
Relations

Employee Employee
Discipline Counselling
Downward Communication System
In House publication
Information Booklets
Employee Bulletins
Pre-recorded Messages
Electronic Communication
Information Sharing and Open Book
Management
Upward Communication System
Grapevine Communication
Electronic Communication
In-House Complaint Procedures
Manager-Employee Meetings
Suggestion Systems
Attitude Survey Feedback
 Counselling Functions
Advice. Counsellors often give advice to those
seeing counselled in order to guide them toward
desired courses of action.
Reassurance. The counselling expercience often
provides employees with reassurance, which is
confidence that they are following a suitable
course of action and have the courage to try it.
 Counselling Functions
Communication. Counselling is a communication
experience. It initiates upward communication to
management and also gives the counselor an
opportunity to provide insights to employees
Release of Emotional Tension. People tend to get
emotional release when they have the opportunity
to discuss their problems with someone else.
 Counselling Functions
Clarified Thinking. Serious discussion of problems
with someone else helps a person to think more
clearly about these problems
Reorientation. Reorientation involves a change in an
employee's basic self through a change in goals and
values. Deeper counselling of the type practiced by
psychologists and psychiartists often helps
employees reorient values
 DISCIPLINE

Management action to encourage

compliance with the organization's

standards.
 Positive Discipline

FOCUS ON THE GAIN AGREEMENT WITH APPROACH

SPECIFIC PROBLEM THE EMPLOYEE THAT A DISCIPLINE AS A
RATHER THAN THE PERFORMANCE PROBLEM PROBLEM-SOLVING
EMPLOYEE'S EXISTS AND THAT THE PROCESS
ATTITUDE OR EMPLOYEE IS RESPONSIBLE
PERSONALITY FOR CHANGING HIS OR
HER BEHAVIOUR
 Positive Discipline

DOCUMENTS FOLLOW UP TO ENSURE

THAT EMPLOYEE IS LIVING
SUGGESTED UP TO HIS OR HER
CHANGES OR COMMITMENTS AND
COMMITMENTS BY REDUCE THE LIKEHOOD OF
HAVING TO TAKE MORE
EMPLOYEE SEVERE ACTION
 Right to Privacy

Right to Fair Treatment

Rights in Business Closing and

Workplace Restructuring

 EMPLOYEE INVOLVEMENT

Quality circles

Socio-Technical Systems

Codetermination

Self-Directed Work Teams or Groups

 Employee Discipline

Employee performance and behavior is expected to contribute

toward the achievement of the organization's goals and objectives.
When an employee's performance or behavior is unsatisfactory,
corrective action must be taken.
Corrective action will follow the process of progressive discipline
when the situation is a result of inappropriate behavior or
unsatisfactory performance when the employee has the ability to
perform at an acceptable level but chooses not to do so.
 Employee Discipline

Discipline is employee learning that promotes self-control, dedication

and orderly conduct
It refers to condition and attitude, prevailing among employees, with
respect to rules and regulation in an organization
Discipline in the broadest sense means orderliness, the opposite of
confusion
It does not mean a strict and technical observance of rigid rules and
regulations
It simply means working , cooperating and behaving in a normal and
ordinary way, as any responsible person would expect an employee to
do.
 Employee Discipline

According to Richard D. Calhoon

"Discipline is the force that prompts individuals or groups
to observe rules, regulations, standards and procedures
deemed necessary for an organization"
 Nature of discipline

Maintenance of discipline is prerequisite to the attainment of

maximum productivity
No amount of pressure can succeed in the long run unless committed
to improve or learn
True discipline is educational because it changes the very attitude of
the workers towards their work amd workplace . It must, therefore ,
be understood that discipline must be developed from within
Discipline has to to reformative and not punitive
Discipline aim at development rather than punishing.
 Self-discipline

Self-discipline implies that a

person brings the discipline in

himself with a determination to

achieve the goals that he has set

for himself

 5 Pillars of Self-
"A WHIP" - Since discipline
many people
associate self
discipline with A W H
whipping themselves ACCEPTANCE WILLPOWER HARDWORK

into shape

I P
INDUSTRY PERSISTANCE
 Orderly Behavior
- Refers to discipline as a condition
that must exist for an orderly
behavior in the organization.
 Punishment
-is used to prevention indiscipline.
When worker goes astray in his
conduct, he has to be punished for
the same and recurrences of it must
be prevented.
TYPES OF PUNISHMENT
Different types of punishment resulting from various
types of omission or misconduct are as follows:

WITHHOLDING OF
ORAL WARNINGS INCREMENTS

WRITTEN WARNINGS

DEMOTION

LOSS PRIVILAGES AND

FINES

TERMINATION
PUNITIVE WARNINGS