Labor Relations Management BOM40

Discipline & EmployeeDiscipline

• Discipline – Expected and accepted behaviour
within the organization

• Employee Discipline – behaviour expectedby

the employer or the organization.
Expected Accepted Employee
Behaviour Behaviour Discipline
 Following Rules
and Regulations

Employee
Discipline
Behave
Behave
according to
expressed according to
terms implied terms
 Expressed Terms
• The terms specifically stated verbally or in
writing in regard to the contract of
employment
 Expressed Terms
• These terms are found in
1. Letter of Appointment
2. Circulars
3. Standing Orders
4. Collective Agreements
5. Provisions and relevant Acts (Shop & Office
Act/Wages Board Ordinance)
 Implied Terms
• They are not clearly mentioned, expressedor
stated in writing
• The employee is expected to know them
 Implied Terms
• Carrying out one’s duties andresponsibilities
effectively and efficiently
• Behaving well inside and outside the
organization
• Following the orders of thesuperior
• Respecting the boss
• Protecting the good will ofthe organization
 Types of Discipline
1. Positive or Constructive Discipline
2. Corrective or Punitive Discipline
 Positive or Constructive Discipline
• Promoting “self-discipline” within the
organization by educating all the employees
on rules, regulations and standards
 Positive or Constructive Discipline

• Educating employees on the objectives expected

from those rules, regulations andstandards
 Positive or Constructive Discipline
• Obtaining the consent of all employees in
amending existing rules and regulations and
adding new ones.
 Positive or Constructive Discipline
• This is also called preventive discipline
Constructive or Punitive Discipline

• Making employees disciplined by punishing

those who violate the code ofconduct.
• This is used as a preventive method of future
violation of discipline
Constructive or Punitive Discipline
1. PositiveApproach
• Based on the idea that there is nobad
human behavior
• Encouraging the positive behavioral patterns
• Promoting the ethical and lawfulbehavior
inside the organization
• Constructive discipline
Constructive or Punitive Discipline
2. Sandwich Model
Constructive or Punitive Discipline
2. Sandwich Model
• Giving a critical feedback to someoneto
change his or her behavior
• without hurting his or herfeelings
• To avoid defensive reactions from the
recipient
Constructive or Punitive Discipline
2. Sandwich Model
Prepare

Follow up Compliment

Coach-
encourage present the
facts
 Constructive or Punitive Discipline
3. Progressive Discipline
• Trying to correct the employees’misbehavior
using progressive methods rather than
punishing them at once

Counseling or
Awritten Suspension or
Verbal Termination
warning warning Demotion
Constructive or Punitive Discipline
4. Negative Approach
• Hot Stove Theory
The "Hot-Stove Rule" of Douglas McGregor
gives a good illustration of how to impose
disciplinary action without generating
resentment. This rule draws an analogy
between touching a hot stove, and undergoing
discipline. When you touch a hot stove, your
discipline is immediate, with warning,
consistent, and impersonal.
Constructive or Punitive Discipline
 Employee Misconduct
• Violating rules and regulations of the
organization
• Breach of “expressed” or “implied” termsof
the contract of employment
• An act done inside or outside the organization
which has an impact on the smoothing
functioning of the organization
 Employee Misconduct

“An act or omission that is in breach of

expressed or implied terms and conditions of
the employment which has an adverse
bearing on the smooth functioning of the
work place”
 Types of Misconduct

Minor Misconduct

Misconduct
Major
Misconduct/Gros
s Misconduct
 Minor Misconduct
• Acts of misconducts that do notresult in
severe disciplinary actions
 Minor Misconduct
1. Late attendance/tardiness
 Minor Misconduct
2. Absenteeism
 Minor Misconduct
3. Negligence of work/carelessness
 Minor Misconduct
4. Not wearing uniforms or personalprotective
equipments (PPE)
 Minor Misconduct
5. Refusal to work reasonable amountof
overtime
 Major Misconduct/Gross Misconduct
• Misconducts that result in serverdisciplinary
actions including the termination aswell
 Major Misconduct/Gross Misconduct
1. Insubordination

• Insubordination is the act of

willfully disobeying your superior.
 Major Misconduct/Gross Misconduct
2. False allegation against thesuperiors
• False accusations which don’t have a solid
foundation
 Major Misconduct/Gross Misconduct
3. Theft or misappropriation
• Stealing
• Using the properties of the organizations
misappropriate.
 Major Misconduct/Gross Misconduct
4. Assaulting or threatening anotheremployee
 Major Misconduct/Gross Misconduct
5.Using abusive language to addresssuperiors
 Major Misconduct/Gross Misconduct
7. Drunkenness of responsible officers while on
duty
 Disciplinary Procedure
1. Preliminary Investigation
• Collecting materials
• Recording evidence
• Analysis evidence
• Deciding whether it is needed to doa proper
inquiry
 Disciplinary Procedure
2. Show cause or charge sheet
• Showing the mistakes committed
• Explaining the gravity of thosemistakes
• Explaining the charges for those mistakes
 Disciplinary Procedure
3. Receiving explanations
• Obtaining answers for the mistakescommitted
• Obtaining reasons for the behaviour
 Disciplinary Procedure
4. Accepting or rejecting explanation
• Analyzing the answers and explanations to see
the validity
• Treating the answers and explanations based on
their validity
 Disciplinary Procedure
5. Domestic inquiry
• In depth analysis of the incident related to the
disciplinary procedure
• Inquiry by the management from the employee
accused
• He can either defend or accept
 Disciplinary Procedure
6. Findings of the report
• The report is prepared by an independent and
impartial person
• The report consists the findings on which the
decisions can be made
 Disciplinary Procedure
7. Taking disciplinary actions
• Depending on the gravity of the mistakes
committed
• Higher the gravity more tight the punishmentis
 Types of Punishments/Disciplinary
Actions
• Warnings – Verbal/Written
 Types of Punishments/Disciplinary
Actions
• Severe warning or last warning
 Types of Punishments/Disciplinary
Actions
• Fines (up to 5% of the salary and the
deductions to be credited to employee
welfare fund)
 Types of Punishments/Disciplinary
Actions
• Suspending (without pay for a definite period)
 Types of Punishments/Disciplinary
Actions
• Transfer
 Types of Punishments/Disciplinary
Actions
• Deferment of increments andpromotions
 Types of Punishments/Disciplinary
Actions
• Demotion
 Model Questions
1. What is misconduct?
 Model Questions
2. Explain the purpose of preliminary
investigation
 Model Questions
3. What do you mean by “Minor Misconduct”in
an organization? Give examples
 Model Questions
4. Name the six steps involved in disciplinary
procedure
 Model Questions
5. Explain how you can improve discipline in an
organization
 Model Questions
6. List and explain the types of punishments
Thank you…!!!