To have a business that runs smoothly and encourages employees to follow company rules, disciplinary actions are necessary.
What are disciplinary actions?
Disciplinary actions are the corrective actions taken by a company as a response to a rule violation, performance issue, or misconduct. An organization’s disciplinary actions may vary depending on the extent of the behavioral issue or concern.
What is a disciplinary action policy?
For organizations, a disciplinary action policy is a way of creating a standard set of procedures that the company can implement in case of any incident that goes against company rules. A disciplinary action policy needs to let employees know what the rules are and what will happen if these are not followed.
Why is it important to have a disciplinary action policy?
It is beneficial for an organization to have a disciplinary action policy in place so that there is a structured set of guidelines and procedures to follow in the event of rule infractions. Standardizing these procedures also ensures that employees will be treated equally in case of a violation. Additionally, having a set disciplinary action policy can also protect companies from legal consequences in case of disputes or allegations of wrongful termination.
Lastly, a policy can make employees aware of the consequences that can happen if they do not follow the regulations set by the company. In this way, violations can be prevented from happening in the first place.
What must be included in a disciplinary action policy?
Although each organization is unique and has different needs, their disciplinary action policies should have the following components:
Policyoverview: this explains the steps that will be taken as a response to employee misconduct or failure to perform.
Statement of at-will employment: this section states that all employees of the company work at will and can be terminated at any time, for any reason.
Forms of discipline and the steps that will be taken: this portion should enumerate each step that the company will take to address an issue as well as the form or forms of discipline that will be exercised. This part should be detailed about what each step will include and the reasons that will entail moving on to the next step. Also included should be the requirements for managers and supervisors in terms of documenting and keeping the employee informed.
Explanation of the steps: this states detailed descriptions of each step that employees can expect to happen. Further, it indicates what kind of infractions or violations begin at which step.
Employee’s right to appeal: the disciplinary action policy should have a statement that indicates that the employee has the right to appeal a decision if they strongly believe that they have not been treated fairly. This part should outline the steps needed for the employee to appeal and to whom they can submit an appeal.
Statements that provide legal protections for theorganization: because there are potential legal consequences in exercising disciplinary actions, the company should include legal protections.
In developing a disciplinary action policy, the organization should ensure that the policy is consistent, clear, and rational.
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