TEMPAT MENARIK DI SELANGOR DAN KUALA LUMPUR

REVIEW TEMPAT MENARIK DI SELANGOR DAN KUALA LUMPUR 2023

Assalam wbt dan Hai, Sebenarnya, kami memang rajin juga bawa anak-anak pergi berjalan-jalan. Jadi sajalah nak kongsikan kepada pembaca tempa...

17 Nov 2021

Explain the procedures of disciplinary action in an organization

1.  Assalamualaikum wbt dan Hai

gambar ehsan google


  Exxplain the procedures of disciplinary action in an organization

A disciplinary action is a corrective action or a reprimand in response to employee misconduct, rule violation or poor performance. Disciplinary action can be necessary and beneficial component to a healthy and productive workplace. In some cases, employees may be short-tempered, irresponsible, and uncooperative, making life hard for an entire company. Thus, employers must come up with suitable measures to handle the situation. Such measures are called a well-written disciplinary action policy which clearly states the companies’ rules and consequence that happen if those rules are broken. Disciplinary action can range from a verbal or written warning to suspension or even termination depending on the severity of the violation. All the disciplinary actions must be recorded in written report as formality and will also become a proof when there is legal issue against the employers.

Many behaviors can warrant disciplinary action. That is why the disciplinary action policies outline all acceptable and unacceptable behaviors in the employee handbook to avoid any confusion and potential legal action that can be taken by the employees claiming their behaviors are not expressly prohibited. All these shall be informed during the very first day of working or during induction day to ensure all employees understand and make sure to prevent from acting it in future. The copy of employee handbook shall be handed out to employees as a reference. For the commission of any offence as stated in the policies, employees shall be aware that they are subject to the disciplinary action up to and including discharge.

Normally, employers classify two type of misconducts which are minor and major misconduct actions that will address different consequences based on the offences. It may end with warnings, dismissal, termination, or suspension. Major misconduct is any act or behavior that causes significant harm or damage to the reputation of the personnel and assets of the employer. Example of major misconduct actions are theft, fraud, damage to property, breach safety protocol, offensive behavior and drug and alcohol use. On the other hand, minor misconduct can be interpreted as any act or behavior that causes minimal damage or harm and is less damaging to the reputation of the personnel and assets of the employees. example of minor misconduct action includes absence without leave, leaving the workplace before time, careless use of company tools and equipment, not wearing the dress code and using company property for personal purposes. All misconducts must be investigated to identify major or minor in nature.

There are several ways on how employee is caught from acting misconduct. The complaint of misconduct can be from any employees in the company. The complaint must be put in a formal writing. Later if the complaint is found not to be an offence after investigation, HR department as on behalf of employer shall respond to the complainant that there is no case of misconduct. Step 1 is counseling and verbal warning. Counseling session can be once or twice times depends on the offence. To attend the complaint, first, employer must meet with the employee for a confidential meeting to discuss the problem. Here, employee needs to know the charges against him. It is important not to point fingers at who complained against him. This first meeting must discuss the issue and determine the necessary steps to resolve the problem. Within five working days, employer will prepare written documentation of verbal counselling. The employee will be asked to sign this document to demonstrate his understanding of the issues and corrective action. When there is sign of positive improvement in employee conduct, it will end as Step 1 of disciplinary action in the employee record.

The Step 2 is a written warning. Once a verbal warning is already administered and still, employer see no signs of improvement, then comes the turn of written warning. Written warning involves more-formal documentation of the performance, conduct or issues and consequences. During Step 2, employer will meet the employee to review any additional incidents or information about the performance, conduct or issues as well as any prior relevant corrective action plans. Employer usually come up with a formal performance improvement plan to the employees. The written may also include a statement indicating that the employee may be subject to additional discipline up to and including termination if corrective action is not taken. Within five working days, employer will prepare written documentation of Step 2 meeting. The employee will be asked to sign this document to demonstrate his understanding of the issues and corrective action. When there is sign of positive improvement in employee conduct, it will end as Step 2 of disciplinary action in the employee record.

Next the Step 3 take a final written warning to counter measure the misconduct. The written must warn and clearly state that termination follows if there is no improvement. Within five working days, employer will prepare written documentation of Step 3 meeting. The employee will be asked to sign this document to demonstrate his understanding of the issues and corrective action. When there is sign of positive improvement in employee conduct, it will end as Step 3 of disciplinary action in the employee record. The Step 1, Step 2 and Step 3 must be in written report to demonstrate that employer provides sufficient opportunities to employees to improve their performance, conduct or issues against him.

After Step 1, Step 2 and Step 3 disciplinary action seems not effective, it may indicate that the employee is someone that acting habitual or repetitive of misconduct. Which some conduct or problematic incident might cause harmful to the workplace. This is Step 4, where domestic inquire is initiated by employer. The domestic inquire is made to establish the validity of the alleged misconduct is proven or not. When proven, then it is subsequently recommended a punishment that is appropriate to the offence committed. Domestic inquire starts with a Show Cause Letter which is provided by employer to employee during disciplinary action policy. It asks the employee to provide an explanation of the offence and show cause why they shall not face disciplinary action issue in written letter. Prior to this show cause letter, employer shall ensure sufficient opportunities and assistance, or training has been provided, as well as time to address any offence issues. If not, then issuing a show cause letter may increase the risk of the employee disputing any disciplinary action. If the reply is acceptable, then it will end as Step 4 of disciplinary action in the employee’s record.

What if the reply is not acceptable? The case of offence will be investigated carefully. The employee then can be recommended to be suspended and period of suspension with pay or without pay is not more than 14 working days. The employee is advisable not to remain in the workplace because the issues are sensitive or require utmost confidentiality or may prejudice the integrity of the investigation. Within 14 days, when employer establish sufficient proofs, the case of the offence will be presented before a panel usually high management. The employee is given sufficient opportunity to defend himself against the charges of misconduct. If the accused employee is found guilty, the domestic inquire panel may recommend the punishment to the company. Punishment here says to terminate or to downgrade or to suspend the employment of contract of service. However, he can appeal to the company to reconsider for lesser punishment. If the accused employee is found not guilty, the domestic inquire panel will inform the company of its decision and company to pay back any amount due to the accused employee during his period of suspension with half-pay.

Nevertheless, there are misconducts that set aside all steps we discuss in the above. The 24-hours’ notice of immediate termination contract of service without prejudice is when employee is caught red handed while acting major misconduct. For example, an employee is caught red handed stealing company’s cash by another employee with the proof presence in CCTV camera etc. Some of the companies’ written policies do not give opportunities to appeal for this kind of offence. The reason is to prevent a recurrence undesirable employee behavior and become a red alert warning to other employees to not break the company policies.

In conclusions, a disciplinary action in an organization or in a company will help employer to control and stop employee from continuing unwanted behavior or at least to keep to a minimum disruption at workplace. Besides, it protects employer from allegations of wrongful termination.

(1412 words)


Anakin.

No comments: