How Can Companies Create an Effective Preventive Disciplinary Action Policy?

What should be the preventive disciplinary action policy of the company that it should adopt?

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The preventive disciplinary action policy of a company is crucial in maintaining a productive and harmonious work environment. It should aim to prevent misconduct and address issues before they escalate. An effective policy typically includes clear guidelines on expected behavior, consequences for violations, and a fair and consistent enforcement process. By establishing a robust preventive disciplinary action policy, a company can proactively manage employee behavior and promote a positive workplace culture.

Preventive action is to highlight the disciplinary rules as well as increase awareness of the actions taken in the past.

Dear colleague,

If you clearly define what unacceptable behaviors are at the workplace and what punishment they will meet, and make them known to all, it will act as a strong preventive disciplinary action policy. Coupled with this, you can create conditions for people to enjoy work challenges, appreciate their work, and find opportunities to bond with the organization.

Regards,

Vinayak Nagarkar
HR Consultant

Dear Member,

Have you gone through The Industrial Employment Standing Orders Act 1946? Under this Act, the behavior which is not acceptable is called misconduct. I request you to go through it, and if you want to customize it according to your requirements, then prepare it and get it certified. This certified version will be referred to as the Certified Model Standing Orders Act.

I have attempted to address your query, but a knowledgeable member can shed more light on this.

Prashant Deshpande

Preventive Disciplinary Policies for Employees

Just to add a few more points on this subject, the emphasis of the poster is on 'Preventive' policies, not only for workers but for all categories of employees. Standing orders undoubtedly define both what constitutes misconduct and what punishments can be awarded. However, since it is applicable to workers employed in establishments with a staff strength of 100 or more (in Maharashtra for 50 or more), for other staff, you need to have service rules containing this aspect. Similarly, service rules will also be needed where the staff/worker strength is less than 100/50.

For the preventive aspect, deterrent punishment acts as a powerful weapon to prevent any act of misbehavior. It is a general experience that in any organization, 90% of employees are well-behaved and observe the rules of discipline. It is only for a small number that you need to have such preventive policies in place.

But side by side, you must have policies that promote a positive work environment, some aspects of which have been stated in my previous post.

Regards, Vinayak Nagarkar HR-Consultant