admin1. When disciplinary action is applied by the employer?
Disciplinary action is applied by the employer under either of the following conditions:
When the employee disobeys rules set by the employer, or his/her behaviour is unbecoming, i.e. he/she performs a misconduct; and
When an employee does not perform to acceptable standards.
2. What are the examples of acts that will be taken as misconducts?
Examples of acts that will be taken as misconducts are as follows:
Wilful insubordination or disobedience to any lawful and reasonable order of a superior.
Theft, fraud or dishonesty with respect to the employer’s business or property.
Habitual absence without leave.
Habitual late attendance (three or more occasions within six months).
Drunkenness, taking illegal drugs, fighting, riotous or disorderly or indecent behaviour.
Bullying or harassing in any way, including sexual harassment, any co-worker, or person with whom the employee has business related contact.
Sleeping during working hours.
Negligence.
Smoking in prohibited areas of the company.
Failure to follow safety rules and regulations.
Taking industrial action or inciting others to take industrial action against the provisions of the Industrial Relation Act or of any other law.
3. What actions does a company take, after due inquiry, against an employee for misconduct, inefficiency or indiscipline?
Actions that a company might take after due inquiry, against an employee for misconduct, inefficiency or indiscipline are as follows:
Verbal warning; or
Written warning; or
Suspension with half pay up to two weeks; or
Downgrading; or
Dismissal without notice of misconduct.
4. What the general guidelines for disciplinary action?
General guidelines for disciplinary action are as follows:
Should be given in private.
Should be expected.
Action taken should be consistent.
Should be immediate.
Should be progressive.
5. What are the progressive disciplinary action procedures?
The progressive disciplinary action procedures are:
Oral warning followed by counselling.
Warning in writing for three occasions before the next stage. The warning letters shall contain detailed description of the misconduct and refer to oral warning and may include the purpose of the non-complied rule in brief. If the employee is a union member, it will be useful to dispatch the written warning to the union officer. – hr.vanderbilt. edu.
Online Reporter