Disciplinary Action

Disciplinary Action is a set of formal actions taken by an organization to address any violations in policies or actions taken by an employee as well as issues associated with his or her performance. Disciplinary actions are given for the purpose of correcting behavior, maintaining discipline of the workplace and ensuring policy is met in a common manner.

What Is Disciplinary Action?

When an employee is unable to adhere to the rules of the organization, the code of conduct or organizational performance and expected standards then disciplinary action is initiated. Usually, actions start with corrective action then escalate when the problem persists.

Common Reasons for Disciplinary Action

• Regularly being away from lessons or absent without leave (AWOL)

• Violation of company policies or code of conduct

• Failure to fulfil duties/reach standards : this is defined as poor task performance or failure to complete tasks.

• Will refuse to do the assigned tasks or act disrespectfully or may be otherwise unprofessional.

• Use of the company resource or information inappropriately

• Improper disclosure or adherence to policies and procedures. Failure to respect confidentiality or policies and procedures

Types of Disciplinary Action

Based on the severity, organizations can take one or more of the following actions:

• Warning : Counselling and guidance given verbally

• Formal notice recorded in employee records : Written Warning

• Suspension : Temporary Withholding from the duties (paid or unpaid)

• Partnering a loss of privileges with a new restriction or benefit

• If the meat is bad or is eaten too often, its life may be terminated.

Disciplinary Action Process

Typical procedures for a fair and transparent process include the following:

1. Identify the problem : observe or report incidents of misconduct

2. Investigation includes conducting a thorough inquiry and/or making a report. Investigation : a detailed investigation and/or report.

3. The opportunity for the employee response : using the Terms of the Error field to give employees a chance to explain the error.

4. Environmental Management : Adopting suitable management codes

5. A new action will be recorded on the document as evidence of compliance and for audits.

6. Monitoring where improvement or recurrence occurs can be considered a Follow-Up. A Follow-Up can be monitoring for improvement or recurrence.

Why Disciplinary Action Is Important

• Maintains Workplace Discipline

• Complies with Fair Treatment of all employees

• Ensures Company Culture & Values are protected

• Minimizes Legal Risk by having documented processes

• Promotes Corrective Behavior and not punishment

Example

The organization may give a written warning or suspension to an employee in accordance with its disciplinary procedures if the employee commits an attendance violation more than once after having been warned.

FAQs: Disciplinary Action

Is disciplinary action always punitive?
No. The main objective is not to punish but to correct. It seeks to enhance conduct and/or effectiveness.

Does disciplinary action affect promotions or appraisals?
Yes. Disciplinary actions may be documented and affect career progression and/or performance assessment.

Can an employee appeal a disciplinary action?
Many organizations have an appeals or grievance process as to the policy.

How long are disciplinary records kept?
This will of course vary according to company policy and legal necessary. Certain records may be valid for a specific duration.

Managing Disciplinary Actions with HRMS

Consistency, documentation and compliance to receive management of conduct.
WeekMate HRMS Manage disciplinary come and go with ease by recording everything, tracking warnings, keeping employee history and taking fair and policy based action on all employees with WeekMate HRMS.