DISCIPLINE &EMPOLYEE GRIEVANCE

DISCIPLINE

A force that prompts individuals or groups to observe rules, regulations & procedures necessary for effective functioning of the organisation.

TYPES OF DISCIPLINARY PROBLEM

Attendance On the job behavior: Alcoholism, Carelessness. Dishonesty: Steals or Lies Outside activities: criminal activities, working for competing organisation.

Approaches to discipline

Incorrect disciplinary techniques:

Punitive Negative feedback Late intervention: Allows problem to continue Inadequate definition: Disloyal Labeling employees not behavior: Lazy Misplaced Responsibility

Preventive Discipline

Match the employee with job, Provide training Clarify proper employee behavior Provide constructive feed back

Positive discipline

Improved employee behavior lasts if: Discipline is administered without bias. Steps

Clarify responsibility for discipline Define expected employee behavior Communicate discipline policy, procedures, rules- Employee Handbook

Contd..

Collect performance data Administer progressive disciplinepenalty Use counseling technique

The red hot stove rule

When a person touches a hot stove

An immediate response The person had a warning The result is consistent The result is impersonal

Disciplinary Actions

Oral warning Written warning:

Written warning is sent to personnel The employee is informed of violation Assurance by the employee is noted

Suspension:

When there is no improvement Without warning if action is serious Assumed that short lay off may convince the employee that management is serious

Demotion: Rarely done, when employee does not have the ability Pay cut: Demoralizing effect on employee Dismissal: for the most serious offence it is a emotional trauma.

Industrial employee (standing orders) Act, 1946

Requires employees of certain industrial establishments to define clearly service rules and make them known to the workmen employed by them Model standing orders

Industrial employee (standing orders) Act, 1946

Can draft their own model standing orders.

Interpretations of any standing order may be referred to labour court

Disciplinary procedure

Forming and issuing a chargesheet: what are the charges, Ask explanation Considering the explanation: when the employee accepts misconduct or the management is satisfied with the explanation, no need for further inquiry

Disciplinary procedure contd...

Issuing the notice of inquiry: if decided that an enquiry will be held, a notice of inquiry has to be issued to the worker. the notice must mention time, date and place of inquiry

Disciplinary procedure contd.

Holding a full fledged enquiry:

The employee must be given a reasonable opportunity of being heard . Enquiry officer must record the findings and suggest the nature of disciplinary action to be taken.

Disciplinary procedure contd.

Findings of enquiry and final order: if misconduct is proved; the action must be taken. (employees previous record, precedents must be considered.)

Grievance

FLIPPO A type of discontent, which must always be expressed.. It must grow out of something connected with company operations, or policy.it must involve the applications of the provisions of the labor contract leads to

Employee turnover &unrest

Causes of Grievances

Dissatisfaction with compensation Denial of promotion Unpleasant relationship with supervisor Unhealthy working conditions Mismatch b/w job assignment & skill Lack of adequate resources Denial of leave, or overtime or other benefits

Need for grievance redressal system

In its absence an employee will get frustrated. An employee can use more than one channel It checks arbitrary action It helps in upward communication Knowledge gained helps management in formulating plans It helps to maintain harmonious industrial relations.