Unit 12 PENALTIES

1- Oral reprimand. لفت نظر شفوي For minor violations that have for the first time the manager may give an oral warning in private to correct the deviation. - Over time the supervisor may become unsure and inexact about what was said to whom and under what conditions. -The supervisor is advised to make an anecdotal note of the time, place, occasion, and the gist of the reprimand. Oral comments may be easily forgotten, but too formal handling of initial minor offenses can be counterproductive

2- Written reprimand: When the offense is more serious or repeated, the reprimand may be written. The written notice should include the name of the worker, the name of the supervisors the nature of the problem, the plan for correction, and consequences of future repetition. It is recommended that the worker read &sign the report and received a copy of it, or both. If personnel refuse to sign, the supervisor may ask another managerial person to sign as witness. At the end of the designated time, the supervisor and worker should have another conference to determine if the terms of the agreement have been met, or not so additional penalties will probably be necessary.

3- Other penalties: Finesغرامات may be charged for offensesجرائم such as tardinessتأخر. Transfer to a less desirable shift, loss of preference of assignment, placement at bottom of seniority list, or reduced holiday and vacation time. Layoff demotionاستبعاد and discharge are the most serious penalties and need approval beyond the supervisor. Demotionتنزيل الرتبة is a questionable solution, it creates hard feelings, which may be contagious, and more than likely places the offender in a position for which she is overqualified. Termination becomes necessary as a last resort.

Components of a disciplinary action program: 1- Codes of conduct: Employees must be informed of the nature and meaning of codes of conduct, Agency handbooks, policy manuals and orientation programs may be used. 2- Authorized penalties: The agency’s disciplinary action program should indicate that the current actions is being administered without bias and is directly related to the offense

3- Records of offenses and corrective measures. The personnel record should indicate the offense, management’s efforts to correct the problem and resulting penalties. 4. Right of appeal:حق الاستئناف The right of employee appeal is a part of each disciplinary action program. The fair supervisor need not fear a review of her actions by others.

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