2. DEFINITION OF DICIPLINARY
The rules that must been followed by employees.
DEFINITION OF DICIPLINARY ACTION
The action that has been given to the employees who
violate company rules
3. EMPLOYEE DISCIPLINE AND PRIVACY
Basic for a fair and just discipline process
a) Clear rules and regulations
- define workplaces issues
- inform employees
b) A system of progressive penalties
- the range and severity of the penalty is a
function of the offense and number of occurrence
c) An appeals process
- The righr of the employee to grieve the decision
helps to ensure that supervisors mete out
discipline fairly equitably
5. Diciplinary action can be divided into TWO ways
POSITIVE NEGATIVE
The correction through advice,
counseling and provide
opportunities for employees to
stop their action after having
been advised
Given to employees who fail
to change their behaviour
towards more positive.
6. Discipline without Punishment (Nonpunitive
Discipline)
1. Issue an oral reminder.
2. Should another incident arise within six weeks, issue a
formal written reminder, a copy of which is placed in the
employee’s personnel file.
3. Give a paid, one-day “decision-making leave.”
4. If no further incidents occur in the next year, the purge
the one-day paid suspension from the person’s file.
If the behavior is repeated, the next step is dismissal.
7. An Alternative to diciplinary action
• Set up a committee of inquiry to making
decision
“ Employees will be call upon to defend
themselves”
8. DEFINITION OF PUNISHMENT
The action that has given to the employees after the
offence decided.
For example :
•Salary cut
•Demotion
•Dismisal
•Transfer to other department
9. THE BENEFITS OF DICIPLINARY ACTION AND
PUNISHMENT TO THE EMPLOYEES
To provide awareness to employees for offense commited
To improve and give employees an opportunities to correct
mistakes
Training workers to be honest in job
To achieves the goal of company without any diciplinary
problem
