DISCIPLINARY ACTIONS & GRIEVANCES

HANDLING PROCEDURE
WHAT DOES DISCIPLINARY ACTION
POLICY ACTUALLY MEANS ?
In lay man language Disciplinary Procedure is done when any staff breach any norms , rules or regulation
laid down by the hospital authority to run the hospital efficiently
Policy:
Disciplinary action is taken on an employee in case of any misbehavior / misconduct/ any error in
practice/ poor performance which adversely affects or compromise hospital rules or integrity.
Disciplinary action and corrective measures are taken at the discretion of the hospital management.
The ground of disciplinary action depends on the seriousness of the behavior/act/offence of
employee or group.
Purpose & Scope of the policy for Disciplinary
Actions
◦ PURPOSE : TO MAINTAIN PROPER DISCIPLINE AND TO TAKE DISCIPLINARY ACTION
AGAINST ANY MISCONDUCT OF ANY EMPLOYEE BREACHING THE DECORUM OF THE
ORGANISATION

◦ SCOPE : APPLICABLE TO ALL CADRE OF EMPLOYEES IN AN ORGANISATION

Disciplinary action can be taken in form
of:
Verbal warnings – Three verbal warnings can be given
Formal written warnings - Three written warning notices within
twelve (12) months’ time can be a ground for suspension or
termination.
Demotion
Suspension
 Dismissal/Termination from services - In case of serious offence
or misbehavior or act, punishment in the form of suspension or
termination may be pursued with immediate effect
Procedure :
Any Complaint Filed against Staff

Communicate it to HR; Verbal warning issued to the Culprit

If STILL repeated, HR Dept. issues written warning in the form of Memo in his/ her name for misconduct

Employee is asked for written explanation

If STILL repeated, HR calls for Disciplinary Action Committee; The committee would listen to the parties involved & decision is taken
within 48 Working hours.

Decision recommended to CEO& MD & decision is finalized

Grievances Handling Mechanism
Purpose
◦ To provide guidelines for settlement of grievances and to adopt measures in organization
that would ensure expeditious settlement of grievances of employees leading to increased
satisfaction on the job and resulting in improved productivity and efficiency of the
organization.

Scope
◦ All cadres of employees working in Hospital.
Objective of Grievance handling
mechanism
 To settle grievances of the employees in shortest possible time;
 At lowest possible level of authority;
 To provide for various stages of escalation so that the aggrieved employees’ grievances are resolved /
answered within a defined period.
Process Flow
Any Grievance related to Leave, Transfer, Appraisals, Promotions, Salary Over time, Sexual or racial discrimination, Allegation of
misbehavior or any other

Communicate it to your Immediate In charge / HOD

If NOT resolved, communicate it to HR verbally and also in written

HR will set up Grievance & Disciplinary committee

Decision taken within 48 working hrs. & communicated to the applicant

If satisfied, Case ends;

If NOT Satisfied, the appellant may appeal to the CEO & Medical Director & the verdict would be Final.

Grievance Record
• Head – HR must maintain written records for every valid grievance and the solution given for redressing the same.