To all
I want to introduse despline to our employee. our employee are most indescipline, Dis obey to superier, busy with mobile, Gutkha addiction, Late coming, Early going, Absenteesm, ETC . Which laws provison to improve it. Which are the code of conduct, What is procedure of Desciplenery action ? Please
Guide me.
Nitesh Prajapati

From India, Surat
Better you create an Induction program first towards all the policies of the organisation.
Educate the employees on the same. Then, if the same is repeated, then take a single disciplinary action of Warning letter before dismissal & give some notice time / if the same presumes, terminate on disciplinary actions.
Then the total queue will be proper!!
Good times!!

From India, Madras
You can also create a "Code of Conduct" manual, wherein all the do’s and dont’s are clearly written, breaching which strong Disciplinary action should be taken.
From India, Chandigarh
Make the systems strong & Follow them effectively...people will come inline..also make the most indisciplined coordinator as process owner... (as done in school..the most roudy boy is the monitor of the class)...
You can do it..
Regards, Prakhar

From India, Hyderabad
hi dear
first of all your org. should have code of conduct for yours employee. you clearly communicate to all of them through notice or any verbal communication. after that if they not fellow the code of conduct then you should take proper disciplinary action.

From India
first of all u should draft a policy and procedures handbook, more specifically employee handbook writing about the do's and dont't at the workplace. moreover you should give induction to your employees, maybe they are taking everything for granted. so you should explain to them that their salary is not only based on their work but also their punctuality and mode of conduct.
hope that this will help. if you have any querry feel free to ask.

From Mauritius
Dear Nitesh,
Your own organization's standing instructions or the code of conduct & discipline can only tackle indiscipline. Your organization will have to frame appropriate, detailed and effective rules of discipline and conduct. If your organization likes to hire services of a disciplinarian and inquiring authority with 30 years of practical experience in vigilance and discipline, I can help it out to frame appropriate code of conduct, discipline and penalties.

PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi

From India, Delhi
Dear Nitesh

Indiscipline, as you know, is the root cause of all the troubles in the Organization and single source of losses. It cripples production of Goods and Services and demoralizes / demotivates the Management.

Management must take action to curb indiscipline. The Labor Laws and the Courts support Employers right to take Disciplinary Action and punish Employees for acts of Misconduct.

But all Employers, HODs and Managers responsible for discipline are not Fully Aware
of " How to Go About It ". You know those of your Managers who hesitate to take action and ignore / neglect acts of Indiscipline causing immense headache for Top Management.

We will train HODs and Managers of your company on Discipline Management.

We are conducting a 1-Day Workshop on Managing Indiscipline on 26.06.2010 in New Delhi. PFA the program brochure and a background paper titled "Bring Back Workplace Discipline"

You can nominate Managers to attend this Program and know all the Legal and Procedural Aspects of taking Disciplinary Action. The Company will save money and time spent on Litigation.

This program can be conducted in your company as well.

I am sure you want to run the show, smoothly and be on the right side of the Law.

Please mail me for further information.

Thanks & Best Wishes

Shakti Sharan
Head - Business
Kritarth Consulting Private Limited
New Delhi
Mob: 9811272681

From India, Delhi
Have a Nice Day.
First of all analyse your company’s policies. I think no need to take any disciplinary action now. First of all make atmosphere for discipline. Make a circular according your policies and take signature on it.( only some of most )
Than see, what is the reaction?…. According to that situation you take action.
MM Yadav

From India, New Delhi
Hi Friend,
it is not your but also many other HRs problem, but don't worry it is manageable. I have attached a sample policy for your reference you can change it according your company/ Organization.....

From India, Bhopal

Attached Files
File Type: doc General policy.doc (30.0 KB, 1290 views)

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server