For every misconduct and act of indiscipline, the manager has to take a disciplinary action against the particular worker. A typical disciplinary action has following steps:
First of all a preliminary enquiry is held in order to find out whether any misconduct exist or not.
Delinquent employee is to be issued a charge sheet, call him to submit his explanation within a specified period of time.
It is considered by the disciplinary authorities that delinquent employee`s presence might endanger the safety of other workmen or he might temper with evidence, he may be suspended.
After receiving his charge sheet the workman may submit his explanation.
The enquiry officer should issue a notice of enquiry.
On the appointed date and time, fixed for enquiry, the following persons should be present apart from the enquiry officer: presenting officer, delinquent employee, representative of delinquent employee.
The enquiry officer should record the date, time, and place of enquiry, names of the persons present and obtain their signatures on the order sheet.
The enquiry officer`s report is submitted to the disciplinary authority. Before he takes a decision, he is required to furnish a copy of the enquiry report to concerned employee. The punishment should be awarded on the basis of the employee, gravity of misconduct and past decisions in similar cases.
The employee can appeal against punishment.
Before passing an order of discharge or dismissal, the employer has to arrange for a fair and proper inquiry.
There are specific purposes of disciplinary action in an organization. A typical disciplinary action procedure has above 10 steps.
First of all a preliminary enquiry is held in order to find out whether any misconduct exist or not.
Delinquent employee is to be issued a charge sheet, call him to submit his explanation within a specified period of time.
It is considered by the disciplinary authorities that delinquent employee`s presence might endanger the safety of other workmen or he might temper with evidence, he may be suspended.
After receiving his charge sheet the workman may submit his explanation.
The enquiry officer should issue a notice of enquiry.
On the appointed date and time, fixed for enquiry, the following persons should be present apart from the enquiry officer: presenting officer, delinquent employee, representative of delinquent employee.
The enquiry officer should record the date, time, and place of enquiry, names of the persons present and obtain their signatures on the order sheet.
The enquiry officer`s report is submitted to the disciplinary authority. Before he takes a decision, he is required to furnish a copy of the enquiry report to concerned employee. The punishment should be awarded on the basis of the employee, gravity of misconduct and past decisions in similar cases.
The employee can appeal against punishment.
Before passing an order of discharge or dismissal, the employer has to arrange for a fair and proper inquiry.
There are specific purposes of disciplinary action in an organization. A typical disciplinary action procedure has above 10 steps.
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