Procedure of Disciplinary 

The procedures that are followed for maintaining discipline in a proper manner are same as that of redress for grievances. The primary points to note in this case are fairness of the process, representation as well as prompt action that has to be followed.

There are 3 pointers that have to be taken into consideration in this case. Scroll down to take a look.

  1. Authorization of penalties

As per the statement of the law, the concerned managers who are associated with this duty should not be able to dismiss their subordinates without prior permission from their concerned managers.

Thus, when it comes to penalties, only those people who have the correct authority and knowledge regarding the concerned action should carry forth this disciplinary procedure. Another very important point is, serious penalties can be given only by authoritative parties, while in certain other organizations, the HR department is associated with this putting forth of disciplinary action.

  1. Investigation

One of the major pointers of disciplinary action is that it cannot be taken until there has been ample proof for the same. The concerned problem has to justify a particular course of action and only when it is done in the same manner, can it be said to be following the correct strategy of disciplinary action.

When certain dubious allegations have to be dealt with, which is common in most cases, the process of suspension with pay is the best option that can be chosen.

  1. Information and explanation

When disciplinary action is taken into consideration, it is best that the concerned party is told of the disciplinary action, or the concerned course of law. In this way, the penalties can be determined only after the party is given a chance to explain his or her point of view or completely deny the matter as that of classic defense.

The primary purpose of a disciplinary action is to prevent its recurrence in future. Therefore, when a particular employee is sent any such disciplinary notice, it is important that the concerned worker is specifically called, his point of view is listened, and then he is explained of the disciplinary measures that will be enacted against him.

Giving a patient hearing to both sides of the story and then deciding on the concerned procedure of action, this is the most opted technique used in present times.

When all these disciplinary factors are followed in a correct manner, you can surely get a procedure that is suitable for maintaining the level of discipline in a particular organization and other areas in the same manner.


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