Disciplinary Code And Procedure Analysis

INTRODUCTION

This is an assignment based on various Employment relations polies and its procedures. The aim of this assignment is to fully discuss these policies and attempt to understand their use and existence as a whole. But before we can be able to discuss these various policies and procedures, we must define Employment Relations as it is, in its entirety. What is Employment Relations?

According to www.ilo.org, employment relations refer to the legal link between employers and employees. It is said to exist when a person performs work or service under certain conditions in which in return, remuneration is expected.

It is by means of the employment relationship, in any way you choose to define it, that the rights and obligations are created

The disciplinary code is regarded as a guideline and its interpretation must be adequately flexible in order to adjust to various circumstances. The goal for disciplinary code and procedure is to monitor the standards of conduct and behaviour in the company. The purpose for discipline is usually to correct unacceptable behaviour and to adopt a progressive approach in the workplace.

DISCIPLINARY CODE AND PROCEDURE

OBJECTIVE:
• The objective of this Disciplinary Code and Procedure is to regulate discipline in the workplace with the key principle that the employer and the employees should treat each other with mutual respect.

• A premium is placed on both employment justice and the efficient operation of the business.

• While this procedure protects employees from arbitrary action, the employer is entitled to satisfactory conduct and work performance from its employees.

• Although discipline in general can be applied according to these provisions, it should be noted that departure from these norms may be justified in proper circumstances.

• A schedule of corrective and progressive disciplinary steps is attached.

This is usually the first formal action taken against an employee for not being able to meet the performance requirements, if he breached the terms of employment or any other work related rule.

Written Warning
Written warnings are used when verbal warnings fail to produce the wanted outcome or when a stronger action than a verbal warning is needed. A copy of the warning is handed to the employee and he/she is then demanded to sign what is known as the acknowledgement of receipt. If refusing to sign, a witness should sign on the employee’s behalf. A copy of the warning is then put in the employee’s personnel file. The written warning is valid for a period of 6 months.

Final Written Warning
This step is used if previous steps have failed to produce the wanted outcome or when the previous actions were not strong enough. The supervisor will record in writing the incident which led to the issuing out of the final written warning. a copy of the final warning will be included in the employee’s personnel file. Final warnings should be issued as soon as the manager gets information about the issue. final warnings remain valid for six