DISCIPLINE POLICY PROCEDURE, TRAINING, AND EMPLOYEES RECOGNITION

TOPIC I: Discipline Policy Procedure

Discipline Policy Procedure refers to the set of guidelines and processes established by an organization to
address instances of employee misconduct, violations of company policies, or other behavior that requires corrective action.

Discipline Policy Procedure outlines the steps to be followed when investigating, addressing, and resolving
disciplinary issues within the workplace. The discipline policy procedure typically aims to maintain a fair and consistent
approach while ensuring compliance with legal requirements and promoting a positive work environment.

⏩ What Should a Disciplinary Action Policy Include?

➝ Policy Overview: This section explains the steps that will be taken to address employee misconduct or failure to
perform.

➝ Statement of-at Will Employment: This portion of policy states that all employees of your company work at will
and can be terminated at any time, for any reason

➝ The Forms of Discipline and the Steps that Will be Taken: In this section, your policy should state each step
that will be taken to address an issue and the form, or forms, of discipline that will be administered.

➝ Explanation of the Steps in Disciplinary Process and which Infractions Begin at which Steps: Include
detailed descriptions of each step and what the employee can expect, as well as any infractions that will not follow
the steps in chronological order.

➝ A Statement regarding an Employee’s Right to Appeal a Decision: Your policy should include a statement
stating any employee who believes they were not treated fairly or properly can appeal disciplinary decisions to the
appropriate party, such as HR.

➝ Company's Legal Protections: You should also include legal protections for your business, as there are several
potential legal ramifications if you do not carefully design your disciplinary policy.

⏩ Why is Disciplinary Policy Important?

1. Protects you and your company from allegations of wrongful termination
2. Ensures equal treatment of all employees if rules are not being followed
3. Outlines how employees can report grievances or incidents

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4. Establishes a procedure for what is doe in the event off rule-breaking

5. Identifies nonproductive or disruptive workers
6. Improves employee performance by identifying poor behaviors

⏩ Types of Disciplinary Actions

➝ Progressive discipline: It is the most traditional form of workplace discipline. The severity of the corrective
action is raised if an employee fails to correct the issue. It is a popular approach because it helps shield employers
from legal action from the employee.

➝ Verbal Warning: A firm and clear verbal warning should be given when an employee first breaks a rule. Explain
why the behavior was wrong and express an expectation that the behavior does not occur again.

➝ Written Warning: A written reprimand or warning is more detailed. It describes what the issue is, how the
employee is expected to change their behavior to fix the problem and the consequences that will occur if they do
not.

➝ Final Warning: This warning should state all the times the employee was warned and the corrective action that
was, or was not, done to improve the behavior. It should clearly state that termination follows if there is no
improvement.

➝ Termination: This step is taken when all others have been exhausted. Here, you have a face-to-face meeting with
the employee and review all applicable documentation of the issue, including all warnings, training documents, and
notes and explain that the issue has not been fixed, and, therefore, the employee is being terminated.

➝ Reassignment or Suspension: This action is typically used in response to serious behavioral issues or in cases
of severe conflict, where the employee can no longer remain in their position but termination is not an appropriate
response.

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TOPIC II: Training

Training is one of the main functions of the human resource management department. It is the foundation for
getting the best out of each and every employee.

Training refers to a systematic setup where employees are instructed and taught matters of technical knowledge
related to their jobs. It focuses on teaching employees how to use particular machines' software or how to do specific tasks
to increase efficiency.

⏩ Why is Training Absolutely Essential for any Business?

➝ Lowers Attrition: Training is one of the best ways to value your employees. It shows them that you are as
invested in their well being and growth as they are in your growth as a company. Employees who are looked after
will never want to look elsewhere.

➝ Prepares for Upcoming Challenges: Training can be a pre-emptive step to train employees for
expected/unexpected changes in the industry. In times like ours when trends change constantly under the
influence of online evolution, keeping our teams prepared just makes good sense.

➝ Fosters Leadership: There is no better way to create future leaders than to train the best bunch. This will also
lead to a clear career path for employees preventing attrition and dissatisfaction.

➝ Growth of the Company: Any company dedicated to training its workforce will only prosper and move forward.
The employees are a major part of a company's assets and taking care of them will mean taking care of the
organization

⏩ Types of Training Programs

➝ Technical Training is a type of training meant to teach the new employee the technological aspects of the job.

➝ Quality Training refers to familiarizing employees with the means of preventing, detecting, and eliminating
non-quality items, usually in an organization that produces a product.

➝ Soft Skills Training refers to personality traits, social graces, communication, and personal habits that are used
to characterize relationships with other people.

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➝ Professional Training is a type of training required to be up to date in one’s own professional field.

⏩ Benefits of Training
1. Employee training increases job satisfaction and morale among employees.
2. Reduces employee turnover.
3. Increases employee motivation.
4. Increases efficiencies in processes, resulting in financial gain.
5. Increases capacity to adopt new technologies and methods.
6. Increases innovation in strategies and products.

TOPIC III: Employees Recognition

Employee Recognition is the act of showing appreciation and acknowledgement for employees for contributions
to the business that links to the company’s purpose, mission and values.

Employee Recognition Programs are special programs developed by companies to recognize employees for
their contributions to the success of a business. Effective employee recognition programs help to attract and retain top
talent, and ensure that employees feel valued, appreciated, and motivated to achieve company goals. These activities aim to
boost workers' morale, retain talent, and create a bond between workers and the organization.

⏩ Authentic Employee Recognition Serves Three (3) Greater Purposes:

1. It showcases that the person has achieved a goal.
2. It highlights employee efforts.
3. It reinforces behaviors that align with company values.

⏩ Characteristics of Effective Recognition.

1. Clear Vision
2. Timely & Frequent
3. Simple & Easy to Use
4. Specific & Flexible
5. Inclusive
6. Measure Impact

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7. Evolving & Adaptable

⏩ Recognition and Rewards DISTINGUISHED

RECOGNITION REWARDS

Intangible form of acknowledgement. Rewards are mostly tangible.

Recognition is non-monetary and has an emotional value. Rewards mostly have a monetary value attached to them.

It is relational and builds emotional connection. Rewards are transactional. For a particular reward, you can
expect higher returns.

Recognitions are mostly experienced. Rewards are usually consumed.

⏩ Why is Employee Recognition Important?

1. Higher Employee Retention
2. Higher Employee Engagement
3. Improves Work Relationships And Team Work
4. Creates a Culture of Recognition
5. Strengthens Company Values
6. Build Employer Branding
7. Improves Employee Motivation

⏩ Types of Employee Recognition

➝ Top-Down Recognition: It is the more traditional, centralized approach to recognizing and appreciating
employees. In a top-down employee recognition program, the supervisor, manager, or leadership team take on the
responsibility of witnessing and showing appreciation for an employee's contributions.

➝ Structured/Formal Recognition: It occurs in many forms and typically follows a schedule or set structure.
Awards, such as an employee of the month, an employee of the year and work anniversaries, are formal forms of
recognition. Knowing the structure and routine of these awards keeps employees interested in striving to earn
these types of recognition. Formal recognition can benefit individuals who have competitive mindsets and
motivation to earn awards.

➝ Unstructured/Informal Recognition: It occurs sporadically and provides constant reassurance of the value and

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efforts that an employee offers. Informal recognition includes small and unplanned notes, messages, declarations
or gifts for employees who exceed expectations or work on extra projects. Small and informal displays of
appreciation convey to employees that their work impacts the company and creates a constant sense of gratitude
between the employee and the employer.

➝ Peer-to-Peer Recognition: It is a much more decentralized approach that encourages all co-workers to
acknowledge positive achievements and contributions. In these employee recognition programs, managers and
employees alike are empowered to recognize and reward contributions from anyone else within the organization.

➝ Day-to-Day Recognition: It is defined as the genuine everyday expressions of appreciation given to reinforce
and reward positive behaviors.

➝ Above-and-Beyond Recognition: Employees who go the extra mile and put in additional effort to complete a
task should be recognized and rewarded. This type of recognition allows employers to differentiate themselves
from their competitors by rewarding outstanding performance.

➝ Career Recognition: It includes celebrations of professional milestones, years of service, and significant career
growth. Such employee recognition is associated with different phases in an employee lifecycle.

➝ Celebration Events: These events focus on celebrating achievements instead of rewarding performances. Tying
up these celebrations with team successes boosts teamwork.

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