Disciplinary action against employees


 (Furber, 2020)

Disciplinary action against employees

Punishment is a mechanism to eliminate a bad behavior action in the workplace. When an employee does not follow the rules and regulations of the company, the penalty will be imposed by the employer. But, before receiving the penalty, the employer must inform the employee of the company's rules and regulations. if offense is proved the punishment should be done as soon as possible.  Punishment must be done privately, while at the same time the praise must be given publicly. (Johnson, n.d.)

There are two types of punishment in workplace such as Positive and Negative punishment. Positive Punishment Include Verbal reprimands and written warnings and also it follows a regular sequence from mild to severe. Negative punishment is the withdrawal of something valuable from the employee. Such as promotion or benefits enjoyed and work. (Johnson, n.d.)

Depending on the circumstances and the severity of the crime, disciplinary action may take the form of one of the following. (Bamboo HR market place, 2022)

·         A verbal warning.

This is normal action against an employee. This type of warning is given to those who promise to be late or not to come. And it will be recorded in their personal file as the crime he committed. If an employee is acquitted of this type of offense, that offense will be removed from the employee's personal file.

 

·         A written warning.

This is the second step in taking action against an employee who repeatedly commits the same crime. Written warning is a formal warning that can be issued to an employee at the end of a disciplinary procedure. First or last written warning: state what misconduct or performance problem is. Necessary changes over time. What happens if changes are not made.

 

·         A poor performance review or evaluation.

When an employee makes a crime in continuously third step will be reviewed poor performance of the employee. Poor performance or low performance often manifests itself: failure to perform role duties or not meeting required standards. Non-compliance with workplace policies, rules or practices. Unacceptable behavior at work. Disruptive or negative behavior affecting co-workers.

 

·         A reduction in rank or pay.

a reduction in rank or degradation is as punishment for a crime or wrongdoing. This type of action is rarely taken by the employer. A reduction in pay will be decided when the employee incurs a major loss by damaging the property or property. Part of the loss will be borne by the employee through this pay cut.

 

·         Suspension or lay off

Suspension will be granted in case of major crime in the duty or conduct of the employee. This can be for a few days or a few weeks depending on the type of crime. This will help both the employee and the employer to get the right idea or decision. During the period of suspension, the employee is paid a reduced pay called 'Life Allowance'.

 

·         Termination.

Dismissal refers to the termination of an employee’s work with a company. This is a ultimate disciplinary action against employee. A situation in which an employee commits a major serious crime. In the event of dismissal, the employee will not be eligible to receive gratuity and service payments.

 

 

Conclusion

Proper disciplinary action will lead to the formalization of the system. This way other employees will be vigilant in their duty. The human resources department should be fully active in taking disciplinary action. This is because the organization has to face big challenges when making a wrong decision in disciplinary action.

 

Fuard Rasheed

 

References

Bamboo HR market place, 2022. www.bamboohr.com. [Online]
Available at: https://www.bamboohr.com/hr-glossary/disciplinary-action/
[Accessed 1 5 2022].

Furber, L., 2020. www.crunch.co.uk. [Online]
Available at: https://www.crunch.co.uk/knowledge-employment/disciplinary-procedures-common-mistakes-made-by-employers
[Accessed 1 5 2022].

Johnson, S., n.d. azcentral.. [Online]
Available at: https://yourbusiness.azcentral.com/punishment-organizations-24792.html
[Accessed 1 5 2022].

https://www.yourarticlelibrary.com/employee-management/disciplinary-action-against-employees-penalties-and-punishments/35410

 

 

 

 

Comments

  1. Lakshitha MBA 2022 FEBMay 1, 2022 at 2:00 AM

    Punishment is a tool used in the workplace to deter negative behavior. When an employee fails to obey the company's rules and regulations, the employer will apply a penalty. I completely agree with you on this topic.

    ReplyDelete
  2. Dilini MBAMay 1, 2022 at 6:20 AM

    As discussed, the purpose of disciplinary action is to correct, not to punish, work related behavior. It will ensure that employees meet the expected standard of behaviour within the organisation. HR managers should ensure that a proper and fair disciplinary procedure is in place. Good article.

    ReplyDelete
  3. MafazMay 3, 2022 at 11:32 PM

    Hi Fuard,
    It is a great topic for discussion.
    In the article "The Role Of Chance In Employee Disciplinary Decisions: Squaring Attribution Theory
    With "Just Cause"" by Landis et al. (Available at: https://www.jstor.org/stable/40604013) they mention The attribution theory of leadership has been used to provide insight into disciplinary actions. According to them there are internal and external factors that caused the behavior of the employee. For example, an "internal" cause such as carelessness or insufficient effort while "external" factor, such as pure chance. So I believe there should be a proper assessment and a judgement should be made of the employee behavior before the management take any disciplinary action

    ReplyDelete
  4. ZamanMay 4, 2022 at 10:17 AM

    Disciplinary action are rarely used when incidents can be harmful to the company and its reputation. Every employee has the responsibility to work ethically and to safeguard the interest of the company. Hence having a disciplinary framework can be helpful to encourage to avoid negligence and frauds. You have explained the types of disciplinary actions well !

    ReplyDelete
  5. Nishantha RathnayakeMay 5, 2022 at 10:17 AM

    A disciplinary action is a reprimand or corrective action in response to employee misconduct, rule violation, or poor performance. Therefore employee has the more responsibility to work ethically and to safeguard the interest of the company. Well written blog

    ReplyDelete
  6. Arjuna Medagama MBA #24May 5, 2022 at 8:57 PM

    But it is not easy to terminate an employee from the company. before that, we have to follow some steps. the preliminary inquiry, show cause, charge sheet, domestic inquiry and after if he is found guilty then can go for termination. but then an employee can go to the Labour Tribunal. therefore termination is not an easy process. well explained about the discipline process. good luck

    ReplyDelete
  7. MILANMay 6, 2022 at 7:28 AM

    Punishment is a strategy for preventing unfavorable workplace behavior. If an employee does not obey the company's rules and regulations, the employer will apply a penalty. I totally accept your point as it is a very logical one

    ReplyDelete
  8. ShiblyMay 6, 2022 at 10:40 AM

    Well explained about the warning types. It is imperative to document the warnings as it will become the legal document ultimately.

    ReplyDelete
  9. Amjad AboobakarMay 7, 2022 at 12:27 AM

    Disciplinary actions or policy for non compliance should be present, however it should not be used as a tool to penalize the employees. Also it is mandatory to brief the employees on what and what not is acceptable in the workplace. As mentioned the steps must be followed when the disciplinary action is to be implemented rather than just hire and fire. Good article.

    ReplyDelete
  10. ShashithaMBA24May 7, 2022 at 5:07 AM

    This is good article about disciplinary actions process in HRM.disciplinary actions are different ways by organization to organization.its directly impact to company image.you have clearly explained.good luck

    ReplyDelete

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