DISCIPLINARY ACTION

Name:-Sayali Diwate
Roll No:- 1315FM0005

Meaning
Written, step-by-step process which a firm commits itself to follow in
every case where an employee has to be warned, reprimanded, or
dismissed.
Failure to follow a fair, transparent, and uniform disciplinary
procedure may result in legal penalties (damages) and/or annulment of
the firm's action.
Section 14 of the Act give the rights to the employer to dismiss,
downgrade, suspend without pay for a max of 14 days or a lesser
punishment such as warning to employee who is doing misconduct

Misconduct
Violation of Employment
Expectations
Failure to follow law, rule,
regulation, policy,
directive, instruction, or
order
Stealing, damaging etc.

Discipline
a tool for management use to maintain an
effective,efficient, and orderly control over workplace
used by supervisors to resolve the misconduct
Corrective in nature
generally, Progressive

Disciplinary Action

Any employee, regardless of occupation, position, or profession

may be warned, demoted, or dismissed.

All employees with permanent full-time, permanent part-time, or

trainee appointments are subject to the Disciplinary Policy.

Disciplinary Actions are valid for 18 months.

2 Reasons for Disciplinary Action:

Unsatisfactory Job Performance
Unacceptable Personal Conduct

Continued

Sometimes, an employer might need to raise more serious concerns

with an employee.

In these cases, the employer may wish to commence disciplinary

action.

Disciplinary action can take many forms: primarily - corrective measure (preventing further misconduct or poor
performance)
warnings (The most common types of disciplinary action are ) and,
dismissal (serious cases )
suspension from work, or the removal of certain privileges, or, in rare
instances, demotion.

Continued

To be lawful, disciplinary action or dismissal must be fair and

reasonable in all the circumstances (with some limited exceptions).

There are two aspects to this:

The employer must have good reason for the dismissal or disciplinary
action, and
The employer must follow a fair process in reaching and implementing its
decision.

Why indiscipline?
Ignorance of rules
Physical/ mental incapability
Absence of proper training
Discontented workmen
Misguidance by Trade Union leaders
Absence of standard policies of handling discipline
Uncongenial working conditions

Indiscipline requiring action

Absenteeism
Habitual Late coming
Overstaying leave
Disobeying rules/ standing orders
Insubordination
Misappropriation of funds or
valuables
Misconduct

Process

Progressive Discipline

removal
reassignment Adverse
grade reduction Action
suspension >14 days
suspension of 14 days or less Formal
Discipline
written reprimand
written counseling / warning
oral warning
oral counseling

Informal
Discipline

Thank
You...