Discipline in the Workplace Ernesto Garcia, Angela Gomez Sandra Hernandez, Emily Montes & Valerie Obarski NTRS 434

Purpose of Discipline Definition: set of rules that governs a person's behaviors and conducts Purpose: To correct behavior, improve employee performance, and maintain order Two types: Corrective Action relates to performance Disciplinary Action relates to misconduct

Examples of Misconduct Excessive Tardiness or Absences Insubordination Dishonesty or Theft/Fraud Rudeness or Abusive language Intoxication Discrimination/Harassment

Policies Policies and procedures such as, disciplinary actions, are found and enforced according to the Employee Handbook Acknowledgment form: employee has received a copy, read policies Notify employees of policies- occurs at orientation Communication of disciplinary policies Occurs verbally at orientation, physical copy given, poster of policies can be displayed in the breakroom

Policies (cont.) Fair Disciplinary action communication occur between: Employee, Managers, and the Human Resources department (HR) Difference between Managers and HR Managers: directly responsible for assessing misconduct and deliver disciplinary action HR: are the experts in policy and procedures in the company; they can provide support, advice and guidance to managers

Disciplinary Action Employee’s knowledge of policies Assess the misconduct(s) Employee’s knowledge of policies Seriousness of offense Employee’s knowledge of discipline Examples and documentation Assess: Did the employee clearly understand the policy that was violated? Was the rule or policy consistently and fairly enforced by management? Did the employee know that violating the rule or policy could lead to discipline? The seriousness of the offense in terms of violating company rules of conduct or company obligations The long service of the employee The previous good (or bad) work record of the employee

Disciplinary Action Disciplinary action can be analogized as: stepping on a rake in the grass, fire, or touching a hot stove Gives an advance warning and is immediate, consistent, and impersonal Maintain professionalism Keep discipline confidential Progressive disciplinary range:informal talk --> discharge Example of water overflowing Was the worker aware of the work rules that were violated? Are the rules reasonable? What rule was violated? Was the investigation fair? Was there substantial evidence of the violation? Are the rules being applied evenly?

Disciplinary Processes Verbal Warning Usually first step Can receive several Documented note or memo Written Warning Given to employee Room to sign to acknowledge Action plan

Disciplinary Processes Suspension Time off dependant Usually unpaid State next step if reoccurs Termination Careful file review Dependant on policies Automatic dismissal At will employment

The Restaurant Jim came in to work 8 to 10 minutes late at least 3 times this month. His boss Michael, has not say anything regarding the issue. When Kelly was on her, she was smoking a cigarette in the storage room while she spoke to Pam. Michael immediately sees, raises his voice at her, and sends her home for the day. Michael likes to buy fancy pens and paper for himself to use during work. He catches Jim taking some of it home one day and this upsets him. Michael immediately suspends Jim and writes that it's due to his excessive tardiness. Everyday when Pam leaves work she takes a bottled Coke with her without paying for it. Michael sees, waves her goodbye and wishes her a goodnight. The employee handbook and policies clearly states that any forms of misconduct will result in verbal and written warnings. After three warnings, an employee can be suspended.

How did the employees display misconduct? How does the manager ignore disciplinary processes?

Employees: Manager: Tardiness Theft Smoking Does not follow handbook procedures Made it personal Embarass Not confidential Not consistent

References Atwater, Leanna, and Joan F. Brett. "Download PDFs." The Delivery of Workplace Discipline: Lessons Learned. N.p., 19 July 2007. Web. 18 May 2015. <http://www.sciencedirect.com/science/article/pii/S0090261607000411>. Avoid these HR pitfalls in your business operations. (2015, Feb 27). PR Newswire Retrieved from http://search.proquest.com/docview/1658701399?accountid=10352 Discipline in the Workplace. (n.d.). Retrieved May 20, 2015, from http://www.hr.ubc.ca/administrators/employee-relations/discipline-in-the-workplace/ Investigative Methodology for Conducting Misconduct, OIG Hotline, and Other Investigations. (n.d.). Retrieved May 18, 2015, from http://www.fsis.usda.gov/OPPDE/rdad/FSISDirectives/8021.1.pdf

References Jones, C. , & Saundry, R. (2012). The practice of discipline: Evaluating the roles and relationship between managers and hr professionals. Human Resource Management Journal, 22(3), 252-266. Simmering, M. (2015). Employee Handbook and Orientation. Advameg. Inc. Retrieved from http://www.referenceforbusiness.com/management/Em-Exp/Employee-Handbook-and-Orientation.html Taking Disciplinary Action. (n.d.). Retrieved from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-23-taking-disciplinary-action/ USDA Employee Discipline. (n.d.). Retrieved May 18, 2015, from http://www.dm.usda.gov/employ/employeerelations/discipline.htm

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