Employee Discipline

Case 5-3, "Did the Company Violate....?", p. 232; and Case 5-5, "Bulletin Board Use", p. 236. Answer the questions at the end of each case in typewritten format, 3 - 5 pages.

Discipline is very important for anyone who is part of the Uniformed Public Services. Discipline is put in place to maintain order and to make sure that everyone works to the best of their abilities. All the services are organised in a similar way with a clear rank structure and clearly defined roles and responsibilities, which all rely on discipline to work effectively.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

6. Name ten examples of actions that may be lead to disciplinary action up to and including withdrawal/termination.

Briody, C. (2016, July 14). Strict Employers: When Workplace Discipline Goes Too Far. Retrieved October 01, 2017, from

However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment

Over the years there have been several laws passed in the United stated pertaining to employees, employers, and unions including The Labor Management Reporting and Disclosure act of 1959 (LMRDA) and the Taft-Hartley act (Hero, 2015), (Legal Dictionary, 2015),. These laws and acts serve as a guidelines in making union, employer, or judicial decisions (Department of Labor, 2015). In 2012 Pilots of American Airlines were facing the task of striking or not striking, and made their decision based on the guidelines of these acts stated below.

4) Disciplinary action policy stating under what circumstances and how employees will face disciplinary action.

The central questions that will be addressed by this study are: What is the nature of the perception and attitudes on the discipline and suspension process of administrations and the perceived impact and toll on them with their participation in the process in relation to their own personal and professional leadership and educational philosophies.

Disciplinary action is also used to correct unethical behavior within the organization. “Discipline may take the form of oral warnings, written warnings, probation, suspension, demotion, discharge, removal or some other disciplinary action, in no particular order” (New Moms Employee Handbook p. 33, 2015). The disciplinary action depends on the offense, but not limited to some. If there is an employee or participant that has been sexually harassed, or if they feel that their sense of well-being is in danger (law-enforcement may be involved if necessary), termination is the end

The removal of union officials is not considered discipline because of the exegesis of the phrase "fine, suspension, expulsion, or otherwise discipline.” 29 U.S.C. §529. Without a clear definition of discipline, the majority in Sheridan v. Carpenters, 50 LRRM 2637 (3rd Cir. 1962) concluded that Congressional intent must rest on the examples stated in the text. Since the court found that the three defined disciplinary sanctions affect a worker’s standing in a union, other forms of discipline must also impact membership status. When a union official is removed from their position, he still maintains membership status in the union. Since removal has no effect on the union-member relationship, it is not considered discipline. The court in Seeley v. Brotherhood, 51 LRRM 2042, 2048 (5th Cir. 1962) affirmed the premise that discipline “must have some relation to the plaintiff's membership in the labor organization” (p. 2047). Since the Act only encompasses disciplinary measure relating to membership status in the union, removal is not considered as a sanction that falls under “otherwise discipline.” 29 U.S.C.

The three concepts that will be discussed today are “The Rise and Fall of Employer Sanctions” from chapter seven in Governing Immigration Through Crime, “Arizona’s SB 1070” from chapter eight in in Governing Immigration Through Crime and “Immigration as Local Politics” from chapter nine in in Governing Immigration Through Crime.

How should the compliance department determine the appropriate level discipline if a violation is confirmed?

While both authors have alternative writing styles, they both discuss the employee treatment. Both authors agree that the employee treatment is not satisfactory. However, Karen Olsson’s article goes into detail about

Employee discipline is a concept that could automatically set a negative tone in the workplace. Ideally in a perfect world the workplace would be conflict free and every employee would be the perfect employee. However, unfortunately there probably is not a thing as perfect world. Employee discipline method that can be used by organizational leaders on trying to utilize various methods to help promote and encourage orderly conduct in the workplace. According to Zachary (2013), an organization should have the proper systems in place that helps to encourage proper behavior in the workplace. The right methods to be used to change that behavior if it negatively impacts the organization. In situations where discipline is required the HR perspective would be the type of “punishment” that might have to be administered by HR managers this could often times be unpleasant for both the administrator and the employee. Whether it is dismissing the employee. Perhaps suspending the employee. Even just a written warning. Regardless of the intensity of the punishment it requires that leadership utilize the right methods to help ensure that minimum fallout transpires from the discipline that is used.