Evaluation Of A Progressive Discipline Policy

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

The health, safety and management policies in our workplace were done in a precise, accurate and well-understood manner. The manager reviews it from time to time, to ensure that it

| |practices. Employers also have a duty of care for the well-being of employees and to ensure that employees are treated |

Notwithstanding this progressive disciplinary procedure policy, the Practice reserves the right to administer discipline in such a manner as

Promote policies to help ensure fair treatment and to help the management team build credibility through ethics and code of conduct guidelines.

Compliance - Supervisors and Managers are responsible for ensuring their personnel are in compliance. When an employee ' 's attire is questionable, the Supervisor must exercise first judgement, and will follow the normal chain of command thereafter. Employees who dress outside the scope of the guidelines in this policy may be sent home to change into proper attire. Employees that are sent home will not be paid for their travel time. Repeated offenses will result in disciplinary action. If you

While the majority of employees intend to come to work and do a great job, performance issues inevitably arise for a variety of reasons. Management teams struggle with choosing discipline processes that not only address an employee’s specific performance issue, but also allow that employee to refocus on meeting the mission of the organization. With the inception of labor unions, fairness and uniformity became a major focal point in discipline practices. In addition, organizations interested in retaining employees incorporated more humanistic qualities in their disciplinary methods. Overall, employers have found that positive approaches to discipline provide more effective and long-lasting results than traditional punitive approaches.

Purpose: This policy defines the process for correcting single and repeat episodes of employee failure to comply with rules and/or to meet specific workplace expectations for conduct. Progressive Discipline is a step-by-step process designed to modify unacceptable employee behaviors, which also allows for discipline to start at a higher step based on the severity and circumstances of the situation.

Clearly, if a rule is unenforceable, it is not worth having. Standards of conduct must be maintained but they must be realistic so as to contribute to the proper functioning of the workplace. Rules governing insubordination, theft, vandalism, gambling on company premises, drinking on the job and taking drugs at work, are all related to productivity and the general wellbeing of an organization, (Eni, 2000). It is believed that the most unpleasant role of an organizational leader is to institute a disciplinary action to an erring employee (Franklin and Pagan, 2006). Although the goal is to modify the employees undesirable behaviors, their decisions are often subjected to opposing personal interpretations. Discipline entails a process of learning. One of the positive contributions which discipline can make in our lives is that it brings about knowledge that is cumulative; knowledge that maintains and knowledge that restructures society when applied. And there cannot be an end to learning because society does not operate in a state of static equilibrium but in a state of generativity in terms of idea

policy or rule, a supervisor may take disciplinary action. When taking such action, a supervisor should consider the nature and seriousness of the infraction, all relevant facts and information, and any mitigating circumstances. In addition, it is recommended that a supervisor discuss the proposed corrective action with the Employee Relations Manager of the Human Resources Office to ensure appropriate applicability, documentation, and procedure. Generally, there are four levels of discipline that may be applied, at the discretion of a supervisor. Not all performance or conduct problems lend themselves to progressive discipline. There are times when immediate and serious disciplinary action, including suspension or dismissal, is required. Although the level of discipline should be commensurate with the nature and severity of the problem, any of the disciplinary actions below, other than dismissal, may be taken at the discretion of a

While managers must discipline employees for organizational behaviors from time to time, what are some of the challenges one faces; and what type of plan of action can one implement to put an end to the issues being presented. So, what is discipline, it’s a way for manager to instill learning, by helping one to improve their behavior; through that of corrective actions. Although, discipline has been classified as being harsh and unjustifiable towards employees not meeting company standards, and can be avoidable, others feel its beneficial in helping to improve one’s behavior through that of using corrective actions; instead of punishing them for their mistakes. However, for this concept to be the best alternative, managers need to approach the situation head on and quickly for it to be resolved; before more problems surface or become out of control. Just like with Quentin, who is making it a habit to miss work every Monday, and failing to meet company standards; while not holding up to his commitments of abiding to organizational standard and policies. This can be a huge problem for management as well as himself (Quentin), because no manager ever wants to put a plan of action into force just to obtain newer results; especially when one employee is lacking responsibility due to their actions. But unfortunately, sometimes they have no choice, and a plan of action is implemented and monitored to meet ones’ expectations; while being document throughout the whole process.

It is also important that employees know what standards of conduct and performance are expected of them. The written particulars of employment that must be provided to every

In the most of modern organization, it could spend so many hours for leaders to help improving employees’ daily performance, create rules and provide training for them. The presence of well-written policies is important to convey organization expectation from their employees by which could give more time to a leader to focus on the other management priorities. As defined by Alma (1995), policies are statements of intent which convert strategies into procedures and standing orders. Hence, a policy would set the expectation for employee performance and the procedures describe the steps of it. Policies also set borderlines and reporting systems to ensure that the service or product maintains high quality.

Similarly so it is important in the workplace to determine a set of policies to regulate the relationship between the employees and the employer in the form of a disciplinary procedure.

Likewise, the employees also have certain expectations of the management in terms of their conditions of service, working environment, satisfaction of their variety of needs, freedom of expression and operation, and equitable, just and fair