Code of discipline

This presentation is helpful for students studying INDUSTRIAL RELATIONS & LABOUR ENACTMENTS.

1. INDUSTRIAL RELATIONS AND LABOUR ENACTMENTS Dr. D.S. YADAV (Associate Professor) SUBMITTED BY: SUBMITTED TO: SWATI GOKANI NIDHI VERMA POOJA LAWANIYA (MBA 3 rd SEM.)

2. WHAT IS DISCIPLINE?

3. Discipline means orderliness in work & conduct. In organizations, it means situations in which all employees follow, rules, regulations, & procedures of the organization while discharging their tasks, duties, & responsibilities. Maintaining discipline among employees is an integral part of the functions of management. It is essential to promote & maintain discipline for higher productivity & industrial growth. A disciplined workforce can meet the challenges of competition & can achieve organizational objectives in a better way. Discipline also improves morale, labour relations & co-operation among emplyoees .

4. To maintain harmonious relations and promote industrial peace, a Code of Discipline has been laid down which applies to both public and private sector enterprises. It specifies various obligations for the management and the workers with the objective of promoting cooperation between their representatives. CODE OF DISCIPLINE

5. NATURE OF DISCIPLINE Positive & Negative in Nature. Standard Behaviour . Element of Control Process. Voluntary or Impose. Right of the Management. Driving Force.

6. Maintain peace and order in industry. Promote constructive criticism at all levels of management and employment. Avoid work stoppage in industry. Secure the settlement of disputes and grievances by a mutually agreed procedure. Avoiding litigations. OBJECTIVES

7. It prohibits strikes and lockouts without proper notice and also prohibits victimization, intimidation, violence by both the parties. There shall be no one sided action in any matter by either party. The workers will not indulge in any trade union activity during working hours. FEATURES

8. The employers will not increase work loads without prior agreement with the workers. The union shall discourage the negligence of duty, careless operation, damage to property, disturbance of normal work and insubordination. Prompt action should be taken against those officers who instigate the workers for the breach of its discipline. FEATURES (Contd...)

9. IMPORTANCE OF DISCIPLINE Improves Performance. Increase Organization's Gain. Provides Protection. Corrects Behaviour .

10. There should be no strike or lockout without prior notice. No unilateral action should be taken in connection with any industrial matter. No deliberate damage should be caused to a plant or property. Actions that disturb cordial relationships should be avoided. PRINCIPLES OF DISCIPLINE

11. TYPES OF DISCIPLINE

12. TYPES Self Controlled Discipline : In self controlled discipline the employee brings her or his behavior in to agreement with the organizations official behavior code, i.e. the employee regulate their activities for the common good of the organization. As a result the human beings are induced to work for a peak performance under self controlled discipline. Enforced Discipline : Is a managerial action enforces employee compliance with organization’s rules and regulations i.e.it is a common discipline imposed from the top here the manager exercises his authority to compel the employees to behave in a particular way.

13. ASPECTS OF DISCIPLINE

14. ASPECTS Positive Aspect: Employees believe in and support discipline and adhere to the rules, regulations and desired standards of behavior. Discipline takes the form of positive support and reinforcement for approved actions and its aim is to help the individual in molding his behavior and developing him in a corrective and supportive manner. This type of approach is called positive approach or constructive discipline or self-discipline. This aspect takes place when employees get their salaries,incentices,promotions,etc on time.

15. Negative Aspect: Employees sometimes do not believe in and support discipline. As such, they do not adhere to rules, regulations and desired standards of behavior. As such, disciplinary program forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishment. This approach to discipline is called negative approach or corrective approach or punitive approach . This approach is also called autocratic approach

16. APPROACHES TO DISCIPLINE Human Relation Approach: In human relation approach, the employee is helped to correct his deviations. His total personality is considered, as is his interaction with his colleagues, his family background,etc. and then appropriate punishment for misconduct is awarded. Human Resources Approach: Under this approach, the employee is treated as resource and the act of indiscipline are dealt by considering the failure in the area of development, maintenance and utilization of human resources.

17. Group Discipline Approach: The group as a whole sets the standards of discipline, and punishments for the deviations. The individual employees are awarded punishments for their violation under the group discipline approach. Leadership Approach: In this approach, every supervisor administers the rules of discipline and guides, train and control the subordinates regarding disciplinary rules. Judicial Approach: In this approach, indisciplinary cases are dealt on the basis of legislation and court decisions. The Industrial Employment Act, 1946, to a certain extent, prescribed the correct procedure that should be followed before awarding punishment to an employee in India.

18. TYPES OF DISCIPLINARY ACTIONS

19. TYPES Verbal Counseling: This is generally the first step. However, for a serious problem, skip this step. Verbal warnings should always be done privately. Verbal counseling sessions should be documented by a formal memo or informal note in the employee’s personnel file.

20. 2. Written Warning: The date of the warning include . The employee’s name. The name of the supervisor administering the warning. A description of the misconduct or inadequate performance. The date of the misconduct or poor performance A signature line for the supervisor. A signature line for the employee, indicating his receiving only. A signature line for the witness .

21. 3. Suspension: This may range from one day to two weeks or more, depending upon the circumstances, and is almost always unpaid. Next step may be suspension of increasing length or directly go to termination. Whatever it is, should be stated in the suspension letter.

22. 4. Termination: Before termination, the personnel file and all relevant documents must be reviewed to ensure that the termination is appropriate and defensible in a subsequent lawsuit. Some behavior warrants automatic dismissal, like: Violent behavior or threats of violence. Drug and alcohol use on duty. Carrying a weapon on company property. Theft, destruction of company property. Insubordination. Abandonment of job.

23. 5. Other Forms of Disciplinary Actions: Demotion, Transfer and Reduced raises or bonuses. Many employees can be very satisfactorily managed by economic concerns, such as bonuses and raises.

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