hrm

1. Application of Disciplinary System
The employer have an expectation that all the employees in the workplace meet performance
standards and behave appropriately. Disciplinary system is a process where both parties which
is employer and employee communicating to improve unacceptable behaviour and
performance which been made after all of the method such as performance appraisal and
coaching were not successful. If there were no improvement in behaviour and unsatisfactory
performance still occurs, the employee must take action with implementation of disciplinary
system. The main objective is to guide the employee and improve their performance and
behaviour, identify the problem, cause and solution and not to punish the employee. The
following step must be implement as the application of disciplinary system:
Step 1: Oral Warning
The supervisor or employee should schedule a meeting with the employee and ensure the
privacy. They should make notes about what they want to say in advance and if applicable, the
supervisor or employee should encourage the employee to have Union Representation Present.
The employee or supervisor should state clearly that they are issuing an oral warning. They
must be specific about their employee unacceptable performance or behaviour and describe it
clearly. The employee or the supervisor should remind the acceptable standards or rules to the
employee. If they were available in writing, they should provide it to the employee. The final
step is to state the consequences to the employee about the failure to demonstrate the
improvement and state that the further disciplinary action may be taken if the warning had been
ignore by the employee.
Step 2: Written Warning
The letter should contain and state clearly and cite the appropriate personnel policy or contract
provision. The employee or the supervisor should state and describe the performance problem

2. or the violation of work rule and laws in specific detail and attach the document and prove
which support the supervisors or the employer conclusion. Next is to describe the impact of the
problem towards the company. The explanation regarding the behaviour or performance is
needed and the supervisor or the employer should explain that if the employee doesn’t
demonstrate the improvement, the further disciplinary action will be taken including the
dismissal. The warning letter should be delivered to the employee using appropriate delivery
procedures. A suspension without pay, reduction of pay within a class, demotion to a lower
classification or dismissal may be the next step in the progressive disciplinary process after
written warning.
Step 3: Disciplinary Action
The disciplinary action consist of the action which is:
Suspension without pay:
A suspension without pay prevents an employee from working and is without pay for one or
more days.
The supervisor and the employee should:
• State that the action is a suspension without pay.
• Inform the employee of the number of days they will be suspended with the beginning
and ending dates.
• Describe the problem, the previous corrective measures, and the impact of the
continued behaviour or performance.
• State the supervisor's expectations and the consequences of failure to improve.
• Notify the employee of their appeal rights, if appropriate.

3. Depending upon the contract or personnel program the employee is covered by, a letter of intent
to suspend may be required, which provides the employee with the right to appeal the intended
action to the next higher management level before the action is implemented.
Reduction of pay within a class:
This alternative is normally used when a supervisor does not wish to remove the employee
from the work site, but serious discipline is appropriate.
Demotion to a Lower Classification:
This alternative is normally used when a supervisor does not wish to remove the employee
from the work site, but serious discipline is appropriate.
Dismissal:
This action may be appropriate after performance counselling and progressive corrective action
have failed to get the employee to correct the problem.