3. AIMS & OBJECTIVES
To ensure and enable the work in accordance
with the rules & regulations of the organization
To ensure that employees follow Process&
Procedures.
To Provide direction and fix responsibilities
To maintain orderliness and rules
To maintain trust & confidence.
4. FORMS & TYPES
Self imposed or positive –
Motivation & Willing
Enforced or Negative – Inducing
Fear
5. ACTS OF INDISCIPLINE OR
MISCONDUCT
TYPES
Minor infractions – cause very little
harm but accumulated
Major infractions – Affect Morale
Intolerable offenses – cause serious
harm
6. Basic acts of misconduct
Attendance
On the job behaviour
Dishonesty
Activities that are harmful for the
organization.
7. Causes of Indiscipline & Misconduct
When job does not suit his qualifications, experience or aptitude
Strained relationship with collegues and Supervisor.
Improper or Biased evaluation of individuals
Inefficient, ineffective, close-door grievance redressal procedure
Loss of trust & confidence
Lack of proper education & upbringing
Improper or inconvenient working condition
Ambiguous working responsibilities, policies & procedures
Social & economic pressures.
8. Principles of Maintaining Discipline
Rules and regulations should be framed with mutual co-
ordination & acceptance
Rules should be evaluated & updated
Formulated based on nature of work and working condition
Objective & unbiased
Penalties for violation
Message of disciplinary action to prevent reputation
Disciplinary Procedure
Mention it in Employees Handbook
Legal and Human approach.
9. Mc Gregor’s Red Hot Stove Rule
Administering Discipline is more like touching a
hot stove. The results are
Immediate – Not delayed
Impersonal – reflect the offence not the
person
Consistent – results are consistent
Foreseeable – Pre-determined
consequences.
10. DISCIPLINARY PROCEDURE
Forming and Issuing a Charge
Considering the explanation
Issuing the notice of enquiry
Holding a full-fledged enquiry
Final Order of Action
Follow-up
11. TYPES OF DISCIPLINARY
ACTION
Verbal Warning
Written Warning
Suspension
Demotion
Pay cut
Dismissal
12. Conditions for gross indiscipline
Nature of the misconduct and the punishment must
be in standing orders
Enquiry must be conducted with prior notice
Conduct enquiry in a fair manner
Give chance to defend himself
Create witness in support of contention
Findings based on recorded evidence & unbiased
Dismissal or discharge with good faith
The order must be duly communicated
13. Code of Discipline in
Indian Industry
From 1st June 1958, as per the commendations of the
Indian Labor conference held in New Delhi -1957
Management and employees should abide by self-impose
rules
Disputes should be settled through negotiation, conciliation
and voluntary arbitration
No party should take unilateral decision
Existing machinery must be utilized
The code discourages litigation through adjudication
14. Code of Discipline in
Indian Industry
Acts of violence, conversion, intimidation or incitement
should not be indulged
Precision & Speedy implementation
Trade Unions & employees can take appropriate actions
Unions that observe code of discipline are entitled for
recognition.
15. Industrial Employment (Standing Orders) Act 1946
objective
To ensure uniform and stable conditions of service
Employers must define clearly the conditions of employment in the form of
standing orders or services rules & make them known
Central Government or State government prescribed Model Standing orders
Industrial establishment can follow the model or draw their own.
The draft must be in conformity with the model
Employees should adhere to the laid rules
Any question on application or interpretation, the labor court will take final
decision.
