1. INTERNAL EMPLOYEE RELATIONS

2. Internal Employees Relations Defined Human resource activities associated with movement of employees within firm after they become organizational members.

3. Internal Employee Relations Activities Promotions Transfer Demotions Resignation Discharge Layoff Retirement Discipline Disciplinary actions

4. How employers can protect themselves They not provide the statements suggesting job security or permanent employment Clearly defining worker’s duties Conducting realistic performance appraisals on a regular basis. A person should not be employed without a signed acknowledgment of the at- will disclaimer

5. Discipline and disciplinary action Discipline- state of employee self-control and orderly conduct Disciplinary action- invokes penalty against employee who fails to meet the establishment standards.

6. Effective disciplinary action Address employee’s wrongful behavior Should not be applied haphazardly Not usually management’s initial response to a problem Normally, there are more positive ways of convincing employees to follow to company policies.

7. The disciplinary action process Set organizational goalsEstablish goalsCommunicate rules to employeesObserve performanceCompare performance with rulesTake appropriate disciplinary actions

8. Disciplinary Action Word discipline comes from word discipline Translated from Latin, it means, to teach Intent of disciplinary action should be to ensure recipient sees disciplinary action as learning process

9. Approaches to disciplinary action Hot stove rule Progressive disciplinary action Disciplinary action without punishment

10. Hot stove rule Burns immediately Provides warning Gives consistent punishment Burns impersonally

11. Progressive disciplinary action Ensure minimum penalty appropriate to offense is imposed Model developed in response to Employment Act 1955 Involves answering series of questions about severity of offense

12. Suggested guidelines for disciplinary actions Offences Requiring First, An Oral Warning, Second, A Written Warning, And Third, Termination -Negligence in the performance of duties -Un authorized absence from job -Inefficiency in the performance of jobs Offences Requiring A Written Warning, And The Termination -Sleeping on the job -Failure to report to work one of two days in a row without notification -Negligent use of property Offences Requiring Immediate Termination -Theft -Fighting on the job -Falsifying time card -Failure to report to work three days in a row without notification

13. Disciplinary action without punishment Process of giving worker time off with pay to think about whether he or she wants to follows the rules and continue working to the company Employee violets rule, manager issues oral reminder Repetition brings written reminder

14. Problems in administration of disciplinary action Lack of training Fear Guilt Loss of frienship

15. Disciplinary Action Advice Managers often avoid disciplinary action, even when it is in company’s best interest. Proper time and place to administer disciplinary action Many supervisors may be to lenient early in disciplinary action process and too strict later