Page 270 - Encyclopedia of Business and Finance

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Employee Discipline

procedures generally specify the reasons for disciplinary FEATURE OF AN EFFECTIVE
action as being for just or proper cause. DISCIPLINARY PROCESS
Preventing the disciplinary procedure from progress- A disciplinary procedure is directed against the worker’s
ing beyond the oral warning stage is obviously advanta- behavior rather than the person. Key features of an effec-
geous to both the employee and management. Discipline tive process include the following principles of disciplin-
should be aimed at correction rather than punishment. If ing workers.
the behavior can be corrected by a friendly talk between 1. The length of time between the misconduct and the
the supervisor and the employee, there is less chance that discipline should be short. For discipline to be most
the problem will become a source of bitterness. Formal effective, it must be administered as soon as possi-
oral or written warnings are less likely to cause animosity ble, but without making an emotional, irrational
than would a suspension. Of course, the most costly and decision.
least acceptable form of discipline is discharge. Discipli-
2. Disciplinary action should be preceded by advance
nary procedures should be viewed as a means of encourag-
warning. Noting rule infractions in an employee’s
ing employees to abide willingly by the rules and
record is not sufficient to support disciplinary
standards of the organization. action. An employee who is not advised of an
The importance of having a procedurally correct per- infraction is not considered to have been given a
formance evaluation system receives constant emphasis. warning. Noting that the employee was advised of
There is a need to adopt procedural due process for per- the infraction and having the employee sign a disci-
formance evaluation systems in order to rate employee job pline form are both valid employment practices.
performance accurately because those ratings might be Failure to warn an employee of the consequences of
challenged. Legal problems regarding employee discipli- repeated violations of a rule is a frequently cited rea-
nary measures can be prevented by making sure that these son for overturning a disciplinary action.
measures follow prescribed guidelines, such as: 3. Consistency in the discipline procedure is key.
Inconsistency lowers morale, diminishes respect for
• Employees are given advance notice of disciplinary
the supervisor, and leads to grievances. Consistency
action.
does not mean that an absence of past infractions,
• Disciplinary rules are reasonable. long length of service, a good work record, and
other mitigating factors should not be considered
• Offenses are properly investigated.
when applying discipline. However, an employee
• Investigations are conducted objectively. should feel that under essentially the same circum-
• Rules are enforced equally. stances any other employee would have received the
same punishment/penalty.
• Penalties are related to the severity of offenses.
4. Supervisors should take steps to ensure impartiality
when applying discipline. The employee should feel
LABOR UNION INVOLVEMENT
that the disciplinary action is a consequence of
Numerous employees in the United States are represented
behavior, not of personality or relationship to the
by labor unions. In a unionized organization, the supervi- supervisor. The supervisor should avoid arguing
sor is the primary link between the organization and with the employee and should administer discipline
union members. The supervisor’s first responsibility is to in a straightforward, calm manner. Administering
uphold the interests of management. At the same time, discipline without anger or apology and then resum-
the supervisor must fulfill the contractual obligations of ing a pleasant relationship aid in reducing the nega-
management and see that the union fulfills its obligations. tive effects of discipline.
Collective bargaining between management and the 5. Ordinarily, the supervisor should administer disci-
union determines terms of worker contracts, legal docu- pline in private. Only in the case of gross insubordi-
ments that cover a specified period of time. Union con- nation or flagrant and serious rule violations is a
tracts include provisions for a worker grievance and public reprimand desirable. Then a public repri-
disciplinary procedures. For example, the union contract mand helps the supervisor regain control of a situa-
may stipulate that an employee can be disciplined for just tion. Even in such situations, however, the
cause. To fulfill this provision, management must develop supervisor’s objective should be to regain control,
a system of discipline that supervisors must follow. not to embarrass the employee.

ENCYCLOPEDIA OF BUSINESS AND FINANCE, SECOND EDITION 247