Explain the disciplinary action process.

The purpose of the disciplinary process is meant to ensure that employee maintain performance and behavior for the benefit of the employee itself as well as the organization.

The main elements for disciplinary process are:
• Clear policies
• Equity across organizations of the causes
• Union agreements
• Careful examination of the causes
• Well documented records
• Appropriate appeals procedures

Human Resource management is mainly about establishing and developing disciplinary policies and procedures. Once this is done, they should ensure that all the characteristics of the process are consistent within the organization and that it is also conformed to legal requirements. The disciplinary policies and procedures are written by individual and are approved by the board of directors. The key aim of disciplinary procedure is to try and achieve a change in behavior on the part of the employee concerned. There must be a mutual understanding between employees and management may be via unions about Do’s and Don’ts of the institution so that the employees know and is responsible about the consequences of their fault. It is important that the procedure is followed and related to disciplinary action, otherwise an eventual dismissal may be considered unfair, if inappropriate action has not been taken.

In many organizations the disciplinary process is implemented as follows:
• Counseling session
• Oral warning
• Written warning
• Final warning
• Dismissal or Termination of employment

The issue is investigated and the employees will be given the right to state their case before any action is taken. The employee will be advised by the employer about the reasons for investigating in writing, and he will be given the chance to explain the penalty imposed to him or her and the right to appeal. On clear evidence of misconduct, disciplinary action will be taken against the employee. The action will be appropriate to the type and size of the offence and employees have the right to be represented, by either a legal party or a member of the employees union.

Stage 1- Counseling
Counseling is the process of assisting any individual, briefing him or her about rules, procedures and regulations for example of any organization and helping the individual to understand the consequences of his behavioral attitude. Counseling sessions are usually used for the first time of offence and are mainly for minor offences. The emphasis is on the listening of the employee. The manager will define what is expected and discuss solutions and consequences. This normally does not form part of the employee’s personnel file.

Stage2- Verbal Warning
A formal verbal warning will be imposed when first occurrence, minor infractions happen. This will become part of official personnel file.

Stage 3- Written Warning
The written warning is usually the second step in the progressive disciplinary procedure. It is given to the employee by the senior manager when he commits serious offence or after repetition of minor offences. This states the nature of the offence and specifies future disciplinary action if offence is committed again. The employee will be required to read and sign the formal warning and will have the opportunity to appeal if he estimates the warning is unjustified.

Stage 4 - Final Written Warning
A final Written Warning is given by Senior Manager and also to the Human Resource Department. It is where severe actions are taken against the employee for his or her bad action or behavior.

Stage 5- Progressive Disciplinary Process
Generally the last step in the progressive disciplinary process will dismissed the employee in the event of gross misconduct. A letter of dismissal will be sent by the Director who will recommend it. No action will be taken until Human Resource Manager has not discussed the case and the appeal procedure hasn’t been carried out.

Whenever an employee appeal against suspension or dismissal the Human Resource Manager should be present and the employee may be represented. An employee can also appeal to the Employment Tribunal if he considers the dismissal is unfair.

All parts of the procedure should be supported by documentation and consistent to the disciplinary policies of the company and be kept in a confidential file.