Employee conduct and discipline is extremely necessary for the organization as that binds the employee in proper rules and regulations.
Employee conduct and rule involves certain terms, conditions, rules and regulations which helps to keep the decorum of the organization.
This rules and regulations varies from organization to organization. Any discrepancies arise due to any mis-conduct is evaluated as per rules and regulations by senior authority and proper steps accordingly.
In any social system, irrespective of its nature, it is important to determine a set of rules that will regulate the conduct of its members and should be observed in order to function successfully.
Similarly, it is important in the workplace to determine a set of rules to regulate the relationship between the employees and the employer in the form of a disciplinary procedure. The disciplinary procedure is regarded as a guideline and its interpretation is adequately flexible in order to adjust to various circumstances.
Organization follows its own Disciplinary rules and code of Conduct and no one is allowed to abuse the system while they are on duty.
If any employee is found violating the system then he/she shall be liable for disciplinary action.
The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment.
The accompanying are cases of infractions of tenets of direct that may result in disciplinary activity, up to and including end of work.
It is to regulate discipline in the workplace with key principle that the employer and the employees should treat each other with mutual respect.
In the first instance the purpose of disciplinary action is to bring change in the behavior in positive manner rather than to terminate services.
Before a problem becomes a disciplinary issue, the head of the team concern should guide inform or remind the employees informally on the applicable rule or performance situation. Such directing isn't saw to shape some portion of formal disciplinary activity yet is fairly a piece of everyday correspondence inside the association. Formal procedures do not have to be invoked every time a rule is broken or standard is not met. Informal advice and correction is accepted as the best and most effective way to deal with minor violations of work discipline.
Dismissal would be reserved for cases of serious misconduct or repeated offences. The seriousness of the offence will determine the action to be taken and not necessarily, the number of occasions the misconduct was committed. The procedure is as follows:
Organization is committed to providing the best possible working conditions to its employees and associated members.
Organization strive to ensure fair and honest treatment of all employees. Head of the department, Managers, employees and other associated members are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
All problem can be resolved to everyone’s total satisfaction but only through mutual understanding and discussion with employees and management. This confidence is important for operation of an efficient and harmonious work environment, and helps to ensuring everyone’s job security.
Organization is committed to respect the right of workers to associate in a peaceful manner. Organization also authorize its workers to join any workers association, trade union or establishing any workers committee for representing before the management the amicable solution of their problems and promoting better relations between workers and the management or away the frictions that may arise between the workers and management in day to day work.
As employee and associated members of Organization, have the opportunity to contribute to our future success and growth by submitting suggestions for practical work, improvement or cost savings ideas.
Submit suggestions in suggestion boxes at the HR Department. After review, they will be forwarded to the Management. All suggestions should contain a description of the problem or condition to be improved, a detailed explanation of the solution or improvement, and the reason why it should be implemented. As soon as possible, you will be notified of the adoption or rejection of your suggestion.
Special recognition may be given to the employees who submit a suggestion that is implemented
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