If you clearly define what is the unacceptable behaviours at workplace and what punishment it will meet with and make them known to all, itself will act as strong preventive disciplinary action policy. Coupled with this you create conditions for people to enjoy work challenges, appreciate their work and opportunities for bonding with the organisation.
23rd June 2018 From India, Mumbai
Have you gone through The Industrial Employment Standing Orders Act 1946
Under this Act the behaviour which is not acceptable is called as a Misconduct.
Request to go through that and if you want to make it according to your reqt, then
prepare it and get it certified which will get called as a Certified Model Standing Orders Act.
Here I have tried to reply your query but learned member can through more light on this.
25th June 2018 From India, Pune
Just add a few more points on this subject.
The emphasis of poster is on 'Prventive' policies and not only for workers but all categories of employees,
Standing orders are no doubt define both what constitute misconducts and what punishment can be awarded. But since it is applicable to workers employed in establishments having strength of 100 or more( In Maharashtra for 50 or more) , for other staff you have to have service rules containing this aspect. Similarly, service rules will also be needed where staff/worker strength is less than 100/50.
For preventive aspect , deterrent punishment acts as powerful weapon for committing any act of misbehavior. It is general experience that in any organization, 90% employees are well behaved, and observe rules of discipline. It is only for small numbers you have to have such preventive policies in place .
But side by side, you must have policies which promote positive work environment , some aspects of which have been stated in my previous post.
25th June 2018 From India, Mumbai