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1詻筱敉1.Therearefourreasonsthatanorganizationneedtohavewrittendisciplinaryprocedure:First,disciplinaryrulesandprocedureshelporganizationsachievetheoverallpurposeofmaintainingorganizationaleffectiveness.Second,proceduresareavitalsourceofinformationformanagementandemployees,andshouldapplyequallytoallworkersinanorganization.Third,wellmaintaineddisciplinaryproceduresthatallstaffareproperlytrainedtoimplementsendamessagetostaffthatitismanagement’sintentiontotreatpeoplefairlyandconsistently.Fourth,thelawrequiresallorganizations,evensmallbusiness,tofollowaspecificdisciplinaryprocedurewhentheyareplanningtodismissanemployee.Ithasmanyadvantagestotheemployerandtotheemployee.Foremployee,ithelpstheemployeetomeettherequirementsoftheorganizationbyprovidingadvice,safeguardtheirrightsandtheemployercantreatthemfairly.Foremployer,disciplineshouldbeaboutclosinganygapsinbehaviororperformancewhicharelikelytoleadtolossoforganizationaleffectiveness.Alsothewrittendisciplinaryprocedurehavebindingforcefortheemployer,itisgoodforimprovingtherelationshipbetweenemployeeandemployer.2.Theincorrecthandlingofdisciplinaryissueswillbringmanynegativeconsequences.Forexample,itwillbreakdownoftrustbetweenemployerandemployees,alsowilllossofmoralebecauseemployeesfeeltheymaynotbetreatedfairlyortheymaynothavetheircomplaintstakenseriously.Furthermore,legalactionmaybetakenagainsttheemployerwhich,regardlessoftheoutcomeofthatlegalaction,islikelytoincursignificantamountsoftimeandexpenses.Theworseisthatorganizationwillslossofreputation.Ifanorganizationgetsareputationforbeingunfairor‘heavyhanded’whenitcomestodiscipline,orfornottreatingemployeeswithrespect,thenitmaybedifficulttorecruitstaffandcustomersmayprefertodobusinesswithamorereputableorganization.3.Therearefivedisciplinaryprocedures.(1)PurposeandScopeThisprocedureisdesignedtohelpandencourageallemployeestoachieveandmaintainstandardsofconduct,attendanceandperformance.(2)Principlesa.Nodisciplinaryactionwillbetakenagainstanemployeeuntilthecasehasbeenfullyinvestigated.b.Ateverystageintheproceduretheemployeewillbeadvisedofthenatureofthecomplaintagainsthimorher,andwillbegiventheopportunitytostatehisorhercasebeforeanydecisionismade.c.Atallstagetheemployeewillhavetherighttobeaccompaniedbyashopsteward,employeerepresentative,orworkcolleagueduringthedisciplinaryinterview.d.Noemployeewillbedismissedforafirstbreachofdisciplineexceptinthecaseofgrossmisconductwhenthepenaltywillbedismissalwithoutnoticeorpaymentinlieuofnotice.e.Anemployeewillhavetherighttoappealagainstanydisciplinarypenaltyimposed.f.Theproceduremaybeimplementedatanystageiftheemployee’sallegedmisconductwarrantssuchaction.2(3)TheProcedureStage1-OralwaningIfconductorperformancedosenotmeetacceptablestandard,theemployeewillnormallybegivenanORALWARNING.Theemployeewasadvisedofthereasonforthewarning,andtheemployeerightofappeal.Afterthreemonths,theoralwarningwillberelieve,iftheemployee’sexpressionsatisfactoryconductandperformance.Stage2-WrittenwarningIftheoffenceisaseriousoneorifafurtheroffenceoccurs,aWRITTENWARNINGwillbegiventotheemployeebythesupervisor.Thiswillgivedetailsofthecomplaint,theimprovementsrequired,andthetimescale.ItwillwarnthatactionunderStage3willbeconsideredifthereisnosatisfactoryimprovementandwilladviseoftherightofappeal..Afterthreemonths,thewrittenwarningwillberelieved.Stage3-FinalwrittenwarningIfthereisstillafailuretoimproveandconductorperformanceisstillunsatisfactory,orifthemisconductissufficientlyserioustowarrantonlyonewrittenwarningbutinsufficientlyserioustojustifydismissal,aFINALWRITTENWARNINGwillnormallybegiventotheemployee.Thiswillgivedetailsofthecomplaint;willwarnthatdismissalwillresultifthereisnosatisfactoryimprovementandwilladviseoftherightofappeal.Aftersixmonths,thefinalwrittenwarningwillberelievediftheemployee’sexpressionsubjecttosatisfactoryconductandperformance.Stage4-DismissalIfconductorperformanceisstillunsatisfactoryandtheemployeewillstillfailstoreachprescribedstanders,DISMISSALwillresult.OnlytheManagingDirectorcantakethedecisiontodismiss.Theemployeewillbeprovided.,assoonasisreasonablypracticable,withwrittenreasonsforthedismissal,thedateonwhichemploymentwillterminate,andtheemployeehastherightofappeal.(4)GossmisconductLiketheft,fraud,deliberatefalsificationofrecordsandseriousincapabilitythroughalcoholorbeingundertheinfluencedofillegaldrugs.Also,deliberatedamagetocompanyproperty,unauthorizedentrytocomputerrecordsorinappropriateuseoftheinternet.Lastly,seriousnegligencethatcausesunacceptableloss,damageorinjuryandseriousactofinsubordination(5).AppealsAnemployeewhowishestoappealagainstadisciplinarydecisionshouldinformtheHumanResourceManagerinwriting,statingthegroundsfortheappeal,withinfiveworkingdays.TheChairmanoftheBeardwillhearallappealandhis\herdecisionisfinal.Attheappealanydisciplinarypenaltyimposedwillbereviewed,butitcannotbeincreased.4.Therearemanymeasuresthatanemployerusestoensurethatadisciplinaryprocedureissuccessfullyimplemented.Theemployershouldmakeaperfectsystem;itcanimplementpoliciesandproceduresinaccordancewithACASguidelines