Hello everyone,
I need help regarding disciplinary act. There is a guy in my orgaisation who is coming to office at his own time and also 3 or 4 days a week. I have talked to him and warned him if he continuous to do this he will be fired. As per rule management has given him written one month notice but he is not willing to sing it. What should i do it in this case ?
2. Also What are the other things that comes under Disciplinary Act.
Regards,
Vicky
From India, Mumbai
5I need help regarding disciplinary act. There is a guy in my orgaisation who is coming to office at his own time and also 3 or 4 days a week. I have talked to him and warned him if he continuous to do this he will be fired. As per rule management has given him written one month notice but he is not willing to sing it. What should i do it in this case ?
2. Also What are the other things that comes under Disciplinary Act.
Regards,
Vicky
From India, Mumbai
Detailed Procedures
Supervisors are responsible for notifying employees immediately of any act of misconduct or non-compliance that requires disciplinary action. Because each action is a potential cause for employee termination, supervisors must be familiar with and comply with the following steps carefully.
Step One: Initial Notification--Acts of Non-Compliance
Supervisors are expected to advise an employee of the specific problem and focus the employee on the possible repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Non-Compliance
Failure to maintain a desired level of performance after progressive counseling
Misuse of work time
Excessive absenteeism
Failure to comply with University policies and rules
Repetitive disregard of stated rules and procedures.(i.e., parking, safety equipment requirements, etc.)
Disregard of authorized work request
Lack of cooperation
Failure to follow work instructions
Failure to stay at assigned work location
Supervisors are to complete the Disciplinary Action form #HR30140101 (pdf) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a written warning of termination or a suspension with the written warning when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if an employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of non-compliance has occurred, B) for working with the employee to determine the appropriate corrective action in a specified time frame, and C) documenting that information on the form.
The supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that if a second occurrence arises, disciplinary action will automatically be termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two Second Notification--Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Step One: Initial Notification--Acts of Misconduct
Supervisors are expected to advise the employee of the specific problem and focus the employee on the repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Misconduct
Acts of violence
Endangering life or property
Harassment
Sexual harassment
Violation or misuse of confidential information
Misrepresentation or misuse of authority
Reporting to or engaging in University related work while under the influence of illegal drugs/alcohol
Possession and/or sale of illegal drugs on Case property
Theft or fraud
Failure to disclose conflict of interest
Possession of a weapon at the workplace
Disruptive behavior
Insubordination
Supervisors are to complete the Disciplinary Action Form (#HR30140101) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a suspension with a written warning or immediate termination when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, if the employee has engaged in acts of violence or created other similar emergencies, the supervisor should notify Employee Relations that an employee is being suspended immediately to ensure the safety of others even if immediate termination is appropriate. If the employee resists the suspension, the supervisor should call Protective Services to escort the employee off campus.
In cases that are not acts of violence or emergencies, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if the employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of misconduct has occurred, B) working with the employee to determine the appropriate corrective action in a specified time frame, C) indicating that an investigation may be undertaken, if applicable, and D) documenting that information on the form.
If the disciplinary action is a suspension, the supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that a second occurrence will automatically result in termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two: Second Notification--Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Student Employees
The office of Student Employment will refer the employee to University Health Services for administering the vaccine or completing the declination statement.
Source:
http://cwru.edu <link updated to site home>
From India, Nasik
Supervisors are responsible for notifying employees immediately of any act of misconduct or non-compliance that requires disciplinary action. Because each action is a potential cause for employee termination, supervisors must be familiar with and comply with the following steps carefully.
Step One: Initial Notification--Acts of Non-Compliance
Supervisors are expected to advise an employee of the specific problem and focus the employee on the possible repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Non-Compliance
Failure to maintain a desired level of performance after progressive counseling
Misuse of work time
Excessive absenteeism
Failure to comply with University policies and rules
Repetitive disregard of stated rules and procedures.(i.e., parking, safety equipment requirements, etc.)
Disregard of authorized work request
Lack of cooperation
Failure to follow work instructions
Failure to stay at assigned work location
Supervisors are to complete the Disciplinary Action form #HR30140101 (pdf) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a written warning of termination or a suspension with the written warning when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if an employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of non-compliance has occurred, B) for working with the employee to determine the appropriate corrective action in a specified time frame, and C) documenting that information on the form.
The supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that if a second occurrence arises, disciplinary action will automatically be termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two Second Notification--Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Step One: Initial Notification--Acts of Misconduct
Supervisors are expected to advise the employee of the specific problem and focus the employee on the repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Misconduct
Acts of violence
Endangering life or property
Harassment
Sexual harassment
Violation or misuse of confidential information
Misrepresentation or misuse of authority
Reporting to or engaging in University related work while under the influence of illegal drugs/alcohol
Possession and/or sale of illegal drugs on Case property
Theft or fraud
Failure to disclose conflict of interest
Possession of a weapon at the workplace
Disruptive behavior
Insubordination
Supervisors are to complete the Disciplinary Action Form (#HR30140101) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a suspension with a written warning or immediate termination when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, if the employee has engaged in acts of violence or created other similar emergencies, the supervisor should notify Employee Relations that an employee is being suspended immediately to ensure the safety of others even if immediate termination is appropriate. If the employee resists the suspension, the supervisor should call Protective Services to escort the employee off campus.
In cases that are not acts of violence or emergencies, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if the employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of misconduct has occurred, B) working with the employee to determine the appropriate corrective action in a specified time frame, C) indicating that an investigation may be undertaken, if applicable, and D) documenting that information on the form.
If the disciplinary action is a suspension, the supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that a second occurrence will automatically result in termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two: Second Notification--Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Student Employees
The office of Student Employment will refer the employee to University Health Services for administering the vaccine or completing the declination statement.
Source:
http://cwru.edu <link updated to site home>
From India, Nasik
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DISCIPLINARY ACTIONS PROCEDURE.xls
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc