HUMAN RESOURCE MANAGEMENT Disciplinary Action PROCEDURE SUBMIT TO: TEHZEEB AMIR GROUP NAME: EHTISHAM FAIZAN AZIZ UZMA BISMA
Disciplinary Action INTRODUCTION
Disciplinary Action • Three main approaches to discipline employee: 1) Punitive approach to discipline 2) Positive approach to discipline-
Disciplinary Action 3) PROGRESSIVE DISCIPLINE steps in progressive discipline are: • Verbal discussion • Verbal discussion • written assessment • Suspension • Termination
SEVEN TESTS OF JUST CAUSE 1. Reasonable Rule or Work Order: Is the rule or order reasonably related to the orderly, efficient, and safe operation of the business? 2. Notice. Did the employee receive adequate notice of the work rule or performance standard and the possible consequences of failure to comply?
SEVEN TESTS OF JUST CAUSE 3. Sufficient Investigation. Did you conduct an investigation before making a decision about taking disciplinary action? 4. Fair Investigation. Was your investigation fair and objective?
SEVEN TESTS OF JUST CAUSE 5. Proof. During your investigation, did you find proof of misconduct or of a performance discrepancy? 6. Equal Treatment. Have you dealt with your employees equally, without discrimination?
SEVEN TESTS OF JUST CAUSE 7. Appropriate Discipline. How do you decide what's appropriate?
DISCIPLINARY ALTERNATIVES • Constructive • Guidance given to employee • Taking employee attention • Flexible solution
DISCIPLINARY ALTERNATIVES • ORAL WARNING • Stated clearly • Employee right for representation • Be specified of unaccepted behavior • Make a note about the warning
DISCIPLINARY ALTERNATIVES • Written warning • Avoid to stuck on issuing • Mention clear all the provision and rules • Mention all the previous misbehave • Impact of problem • Make a data base (as a proof )
DISCIPLINARY ALTERNATIVES REDUCTION OF PAY WITHIN CLASS • Persistence of absenteeism and delay • Particular time period (as per contract req.) • Contain all the elements of suspension letter
DISCIPLINARY ALTERNATIVES • SUSPENSION WITHOUT PAY • Either one day or more than ten day • On the basis of policy or contract req. • Action taking against all the previous performance and behavior • Consult with employees relation specialist
DISCIPLINARY ALTERNATIVES • DEMOTION TO A LOWER CLASSIFICATION • Most appropriate method • Lack of performance rather than violation of work rule • Letter contain the same elements
DISCIPLINARY ALTERNATIVES DISMISSAL