DISCIPLINE IN THE WORKPLACE Ernesto Garcia, Angela GomezSandra Hernandez, Emily Montes& Valerie ObarskiNTRS 434

Purpose of DisciplineDefinition: set of rules that governs a person's behaviors and conducts

Purpose: To correct behavior, improve employee performance, and maintain order

Two types: ● Corrective Action relates to performance● Disciplinary Action relates to misconduct

Examples of Misconduct

● Excessive Tardiness or Absences

● Insubordination

● Dishonesty or Theft/Fraud

● Rudeness or Abusive language

● Intoxication

● Discrimination/Harassment

Policies Policies and procedures such as, disciplinary actions, are found and enforced

according to the Employee HandbookAcknowledgment form: employee has received a copy, read policies

Notify employees of policies- occurs at orientationCommunication of disciplinary policies Occurs verbally at orientation, physical copy given, poster of policies can be displayed in the breakroom

Policies (cont.)Fair Disciplinary action communication occur between:Employee, Managers, and the Human Resources department (HR)

Difference between Managers and HRManagers: directly responsible for assessing misconduct and deliver disciplinary action HR: are the experts in policy and procedures in the company; they can provide support, advice and guidance to managers

Disciplinary Action ● Assess the misconduct(s)

o Employee’s knowledge of policieso Seriousness of offense o Employee’s knowledge of discipline

Examples and documentation

Disciplinary Action● Disciplinary action can be analogized as: stepping on a rake

in the grass, fire, or touching a hot stove o Gives an advance warning and is immediate,

consistent, and impersonal● Maintain professionalism

o Keep discipline confidential● Progressive disciplinary range:informal talk --> discharge

Disciplinary Processes

Verbal Warning• Usually first step• Can receive several• Documented note or memo

Written Warning• Given to employee• Room to sign to

acknowledge • Action plan

Disciplinary ProcessesSuspension● Time off dependant ● Usually unpaid● State next step if reoccurs

Termination● Careful file review● Dependant on policies

o Automatic dismissalo At will employment

The Restaurant Jim came in to work 8 to 10 minutes late at least 3 times this month. His boss Michael, has not say anything regarding the issue. When Kelly was on her, she was smoking a cigarette in the storage room while she spoke to Pam. Michael immediately sees, raises his voice at her, and sends her home for the day. Michael likes to buy fancy pens and paper for himself to use during work. He catches Jim taking some of it home one day and this upsets him. Michael immediately suspends Jim and writes that it's due to his excessive tardiness. Everyday when Pam leaves work she takes a bottled Coke with her without paying for it. Michael sees, waves her goodbye and wishes her a goodnight. The employee handbook and policies clearly states that any forms of misconduct will result in verbal and written warnings. After three warnings, an employee can be suspended.

How did the employees display misconduct?

How does the manager ignore disciplinary processes?

Employees:● Tardiness● Theft● Smoking

Manager:● Does not follow handbook

procedures● Made it personal● Embarass ● Not confidential● Not consistent

ReferencesAtwater, Leanna, and Joan F. Brett. "Download PDFs." The Delivery of Workplace Discipline: Lessons

Learned. N.p., 19 July 2007. Web. 18 May 2015.

<http://www.sciencedirect.com/science/article/pii/S0090261607000411>.

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Retrieved May 18, 2015, from http://www.fsis.usda.gov/OPPDE/rdad/FSISDirectives/8021.1.pdf

References Jones, C. , & Saundry, R. (2012). The practice of discipline: Evaluating the roles and relationship between

managers and hr professionals. Human Resource Management Journal, 22(3), 252-266.

Simmering, M. (2015). Employee Handbook and Orientation. Advameg. Inc. Retrieved from

http://www.referenceforbusiness.com/management/Em-Exp/Employee-Handbook-and-Orientation.html

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