Dear all, I am working of manufacture industry & my company all employee always break the rules & regulation so i want take action. What is the procedure of disciplinary action? Sidharth
From India, Khopoli
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From India, Khopoli
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Do not take action against all if the misconduct is not severe. Identify the employees who are creating the mischief and try to punish them only.
Procedure:
1. Incidental Report (Report from the shop floor about the incident).
2. Issue a show cause notice, asking for an explanation.
3. If the explanation is satisfactory, then issue a warning, fine, or suspension.
4. If the gravity of misconduct is significant, immediately suspend the employee and call for a domestic inquiry (the suspended employee is eligible for suspension pay). Appoint an Inquiry Officer (outsider).
5. Conduct the Inquiry and then discharge or dismiss the employee if found guilty.
From India, Mumbai
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3Procedure:
1. Incidental Report (Report from the shop floor about the incident).
2. Issue a show cause notice, asking for an explanation.
3. If the explanation is satisfactory, then issue a warning, fine, or suspension.
4. If the gravity of misconduct is significant, immediately suspend the employee and call for a domestic inquiry (the suspended employee is eligible for suspension pay). Appoint an Inquiry Officer (outsider).
5. Conduct the Inquiry and then discharge or dismiss the employee if found guilty.
From India, Mumbai
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Kindly ensure the following things are in place first:
1. Based on the grades of the employees, establish Standing Orders (Model/certified as may be applicable).
2. Also, have a clear code of conduct indicating the basic disciplinary requirements.
3. Cover the extent, nature, and procedures of punishment in the above for violations.
Publish both of the above, circulate, and display on the web/internal site/notice board. Then you may initiate the process of disciplinary action.
Kind regards,
Dayanand L Guddin
From Singapore, Singapore
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1. Based on the grades of the employees, establish Standing Orders (Model/certified as may be applicable).
2. Also, have a clear code of conduct indicating the basic disciplinary requirements.
3. Cover the extent, nature, and procedures of punishment in the above for violations.
Publish both of the above, circulate, and display on the web/internal site/notice board. Then you may initiate the process of disciplinary action.
Kind regards,
Dayanand L Guddin
From Singapore, Singapore
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Guidelines for Implementing Company Rules and Regulations
As explained by Mr. Dayanand L Guddin, please disseminate the rules and regulations of your company that are to be followed by all employees properly. Unawareness may also be the reason for breaking the rules. If you clearly spell out the rules and regulations to be followed while working in the factory, dress code, shift/work hours and rest hours details, open interview, redressal of grievance procedures, etc., then you can start implementing the same.
If the above are already available, then please recirculate the same and place them one by one on the notice boards of your work area.
If anyone is found violating the rules, you can issue a show-cause notice, ask for a reply, and follow all procedures to address the erring personnel.
Thank you.
From India, Kumbakonam
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As explained by Mr. Dayanand L Guddin, please disseminate the rules and regulations of your company that are to be followed by all employees properly. Unawareness may also be the reason for breaking the rules. If you clearly spell out the rules and regulations to be followed while working in the factory, dress code, shift/work hours and rest hours details, open interview, redressal of grievance procedures, etc., then you can start implementing the same.
If the above are already available, then please recirculate the same and place them one by one on the notice boards of your work area.
If anyone is found violating the rules, you can issue a show-cause notice, ask for a reply, and follow all procedures to address the erring personnel.
Thank you.
From India, Kumbakonam
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Please make your statement clear. Kindly specify the incident for which they have broken the rules. Why is it happening? Is it occurring frequently or occasionally? Are the same incidents happening repeatedly, or are different incidents involved? Are the same set of people involved in this, or are different people participating? Please clarify all the above. Understanding these details will help us provide better suggestions and give you a clear path on how to handle the situation.
From India, Coimbatore
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From India, Coimbatore
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I agree with Mr. Peer Mohammed Sardhar. Please don't generalize. One more important thing is whether all the employees are communicated about the do's and don'ts because this is more critical when you are going for an inquiry or disciplinary action.
A second important thing to consider is why so many people are violating the rules. Is there any unrest among the employees? If so, why? Because whatever you are talking about is a minor issue, and the big picture is if you are unable to address the grievances of the employees, there is a possibility of them coming together and forming associations and unions, which could become a major issue.
Identify some of the opinion builders; discuss with them. Also, inquire about the role of the immediate superiors because the immediate superiors/line supervisors are crucial in industrial relations.
If you are not looking into the root cause and working out an action plan, this issue will recur and lead to industrial relations problems.
Regards,
Kamesh
From India, Hyderabad
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A second important thing to consider is why so many people are violating the rules. Is there any unrest among the employees? If so, why? Because whatever you are talking about is a minor issue, and the big picture is if you are unable to address the grievances of the employees, there is a possibility of them coming together and forming associations and unions, which could become a major issue.
Identify some of the opinion builders; discuss with them. Also, inquire about the role of the immediate superiors because the immediate superiors/line supervisors are crucial in industrial relations.
If you are not looking into the root cause and working out an action plan, this issue will recur and lead to industrial relations problems.
Regards,
Kamesh
From India, Hyderabad
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I agree with the friends. The first thing is to apply the rules and regulations to yourself first, and then to the members. If late coming is not allowed and you are coming without notice, or if leaving with notice is not allowed and you are doing so, these actions create problems. If you bypass a supervisor on labor issues and then put everyone in one grade, problems will arise. First, publish the rules so that everybody is aware, then take reports from supervisors. If you are in that position, create teams with designated leaders and request reports. Always document everything in writing to prevent any oversight. You will see the results.
From Pakistan, Karachi
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From Pakistan, Karachi
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc