C V RAMAN GLOBAL UNIVERSITY

Branch:- MBA
Subject:- EMPLOYEE RELATIONS

TOPIC: Disciplinary Actions and Procedure

Guided By:- Dr. Sanjita Lenka
 CAREER?

GROUP-07
TEAM MEMBERS
ITISHREE ROUT :2304060039
SURYA SARATHI BISWAL :2304060043
CHOUDHURY SUBHAM PRUSTY :2304060046
PINTU MOHARANA :2304060047
Is there any actual need
for maintaining discipline
in a workplace?
NEED FOR DISCIPLINARY MEASURES:

Maintenance of harmonious human relations in an organization depends upon the promotion

and maintenance of discipline . No organization can prosper without discipline.

Maintenance of effective discipline in an organization ensures the most economical and

optimum utilization of various resources including the human resources. Thus, the objective of
discipline in an organization is to increase and maintain business efficiency.

Rules and regulations are essential to maintain peace, prevent anarchy, regulate behaviour of
people and to hold the pieces together. Moreover, most of the employees prefer to work under
disciplined environment as fair rules protect the individuals and the organization and enable the
team work. Disciplinary rules regulate the behaviour of the employees in an organization as the
law regulates the behaviour of the people in the society.
CONCEPT OF DISCIPLINE

Discipline refers to a condition or attitude, prevailing among the employees, with respect to rules
and regulations of an organization. Discipline in the broadest sense means " orderliness”- the
opposite of confusion. It does mean a strict and technical observance of rigid rules and
regulations.

It simply means working, cooperating and behaving in a normal and orderly way, as any
responsible person would expect an employee to do.

Discipline is defined as "... a force that prompts individuals or groups to observe the rules,
regulations and procedures which are deemed to be necessary for the effective functioning of an
organization.

Discipline is said to be good when employees willingly follow company's rules and it is said to be
CONCEPT OF DISCIPLINE
Webster's dictionary gives three meanings of the word 'Discipline,
(i)It is training that corrects, moulds, strengthens or perfects.
(ii) It is control gained by enforcing obedience, and
(iii) It is punishment or chastisement,
This definition indicates the aspects of discipline.
Positive Aspect:

Positive discipline, also known as constructive discipline or self-discipline, involves creating a supportive environment that
encourages employees to follow rules and standards through positive reinforcement. This approach includes offering fair
remuneration, career advancement opportunities, and recognition for good performance. The goal is to help employees
develop and improve their behavior in a corrective and supportive manner. By fostering a motivational climate, positive
discipline promotes self-control and maximizes employee engagement and productivity.
Negative Aspect:

When employees do not support discipline and fail to follow rules, a negative approach—also known as the corrective or
punitive approach—is employed. This method relies on warnings, penalties, and other forms of punishment to compel
compliance, often without involving employees in rule formulation or explaining the reasons for penalties. Such an approach,
which is also referred to as autocratic, tends to create a fear-based environment that only achieves minimal performance and
can demotivate employees. The punitive climate undermines morale and group goals, as it restricts individual freedom and
hinders personal development.
DISCIPLINARY PROCEDURE
A disciplinary procedure is a series of steps that the organizations take to address an
employee’s misconduct or violation of company policies.

It is basically the practice of training people to obey rules or a code of behaviour.

DISCIPLINARY PROCEDURE ISSUING A LETTER OF CHARGE TO THE EMPLOYEE CALLING UPON
STAGE- 01
HIM FOR EXPLANATION

When the management of the establishment

comes to conclusion that an act of misconduct
committed by an employee warrants disciplinary
action, the concerned employee should be issued
a charge-sheet. The charge-sheet should indicate
the charges of indiscipline or misconduct clearly
and precisely. Explanation should also be called
from the delinquent employee and for that
sufficient time should be given to the employee.
Saving of the charge-sheet may be either
personally or by post.
DISCIPLINARY PROCEDURE
STAGE- 02 CONSIDERATION OF THE EXPLANATION

When the delinquent employee admits, in an unqualified manner, about

his misconduct, there is no need for conducting any enquiry further.
Besides, when the employer is satisfied with the explanation given by the
delinquent action. On contrary, when the management is not satisfied with
the employee's explanation, there is need for serving a show-cause notice.
DISCIPLINARY PROCEDURE
STAGE- 03 SHOW-CAUSE NOTICE

In the show-cause notice, the employer

provides another chance to the employee
to explain his conduct and rebut the
charges made against him. Show-cause
notice is issued by the manager, who
decides to punish the employee. Besides,
a notice of enquiry should be sent to the
employee and this should indicate clearly
the name of the enquiring officer, time,
date and place of enquiry into the
misconduct of the employee.
DISCIPLINARY PROCEDURE
STAGE- 04 HOLDING OF FULL-FLEDGED ENQUIRY

The enquiry should be in conformity with the principles of natural justice, that is, the delinquent
employee must be given a reasonable opportunity of being heard. The inquiry officers should record his
findings in the process of an enquiry. He may also suggest the nature of disciplinary action to be taken.
Steps in domestic enquiry:
 Preparation of charge-sheet.
 Obtaining reply for the same.
 Selecting the enquiry officer.
 Conducting enquiry proceedings.
 Holding the enquiry in a free environment.
 Recording findings.
 Submitting enquiry officer’s report to the disciplinary authority.
 Decision of the Disciplinary authority.
 Communication of the order of punishment.
DISCIPLINARY PROCEDURE CONSIDERING THE ENQUIRY PROCEEDINGS AND FINDINGS AND MAKING
STAGE- 05
FINAL ORDER OF PUNISHMENT

When the misconduct of an employee is proved, the manager may take disciplinary
action against him. While doing so, he may give consideration to the employee’s
previous record, precedents, effects of this action on other employees, consulting
others before awarding punishment rate. No inherent right to appeal has been
provided unless the law provides it. In case the employee feels the inquiry is not
proper and action unjustified, he must be given a chance to make an appeal.
DISCIPLINARY PROCEDURE
STAGE- 06 FOLLOW-UP

After taking disciplinary action, there should be proper follow up. The disciplinary
action should not make the employee repeat his mistake.
DISCIPLINARY PROCEDURE ISSUING A LETTER OF CHARGE TO THE EMPLOYEE CALLING UPON
STAGE- 01
HIM FOR EXPLANATION

STAGE-
…
02 CONSIDERATION OF THE EXPLANATION

STAGE- 03 SHOW-CAUSE NOTICE

STAGE- 04 HOLDING OF FULL-FLEDGED ENQUIRY

CONSIDERING THE ENQUIRY PROCEEDINGS AND FINDINGS AND MAKING

STAGE- 05
FINAL ORDER OF PUNISHMENT

STAGE- 06 FOLLOW-UP
 CONCLUSION

Employed discipline should be used for the purpose of helping

the employee to correct behavioral or performance problems
that have a negative impact on the workplace.

A disciplinary policy and procedure should be in the place that

includes a policy statement, the purpose for the policy, and a
step-by-step procedure (with specific timelines) for the process.