1. HR Glossary
2. Disciplinary Procedure

Disciplinary Procedure

What is Disciplinary Procedure?

Disciplinary procedure is the action followed and steps taken when an employee in the organization commits any misconduct or behaves unacceptably inappropriate. A good disciplinary procedure is one that every professionally run organization possesses as a part of HR policies. However, the policy will be effective only if it is well communicated to the employees. It should include preliminary actions, such as verbal or written warnings, as initial stages for emphasizing workplace discipline.The policy helps bring in standardized actions against any employee misconduct.

For example,

• An employee misbehaves with the senior managers and threatens to harm them physically.
• The HR management came into action and studied the whole situation.
• Management gave a written warning to the employee with reducing 10% of his pay for a year.
• This is the disciplinary action taken against the employee.

Things employers should keep in mind while building disciplinary procedure

Before forming a disciplinary procedure, the employers should keep in mind that the procedure answers the following questions;

• What is the procedure for?
• What are the grounds for the action taken?
• Who can take action against the employee?
• What might be the consequences of it?
• What is the process for the action to be taken?
• What is the procedure for the appeal?

Frequently Asked Questions

What are the different forms of disciplinary actions?

According to the severity of the actions, disciplinary actions can be taken. Some of them are listed below;

• Verbal warning
• Written warning
• Reduction in rank or pay
• Poor performance review
• Performance improvement plan
• Termination of the employee

What kind of acts in the workplace require disciplinary action?

The reason behind the disciplinary actions is dependent on the employers and the workplace in which the employees work. The following are the most common reasons for a possible disciplinary action;

• Threats or acts of violence
• Acts of harassment or bullying, or assault in the workplace
• Fraud or misappropriation of data
• Theft
• Discrimination based on age, gender, sex, religion, etc.

How to set a clear state of expectations about employee behavior in the workplace?

To maintain proper behavior of the employees in the workplace, it is necessary to set a clear range of expectations;

• Emphasize the objectives
• Make employees accountable
• Prioritize respectful environment
• Mention the consequences for improper behavior

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