Take disciplinary measures as useful correction, not punishment

You have landed your dream career and are now settling down, mastering the art of work. As a norm with most companies, you have to adhere to the organisation’s rules and policies.

Some of the rules may sound archaic and seem to have no place in the modern dispensation but take note, they were formulated for you and the company’s well-being. Don’t feel the company is violating your personal rights in dictating what you should wear to work and how you should behave.

Unknowingly, you may violate the company’s rule or policy and get away with it, but adopting behaviour that is persistent and cannot be tolerated will see the management take  disciplinary action against you.

Disciplinary action is in essence not a punishment but aims to correct behaviour and should not be administered in a manner to embarrass you before your co-workers. It should not be seen as if you are getting away with breaking a company’s rule or policy either.

It should serve as a warning to other employees not to commit a similar thing. Always understand why such action is being taken against you to avoid the feeling you’re being singled out.

Perhaps you have been cautioned about your lateness, your absence without permission or notice, insubordination or tardiness.

You may have been rude to a co-worker especially after a disagreement and the management stepped in and issued a verbal warning to both of you. Perhaps you made a suggestive pass at a co-worker who reported you for sexual harassment. In all of the highlighted issues, you only got away with a caution.

Repeated violations of the rules and policies will see the enforcement of stern disciplinary action against you. A warning letter is usually the first step in the process. Suspension may follow with dismissal being the last option the company can take.

Stern measures

However, the management must investigate in a fair, impartial and objective manner before taking any stern measures against you. It is appropriate to give your side of the story and give reasons why such measures shouldn’t be taken against you.

According to Samuel Gichuru, a Nakuru businessman, some may not get a fair hearing owing to their past records. They may resort to suing the company for wrongful work termination. While dismissing an errant employee recently, he made him aware of what violations he had committed and the reasons for the dismissal.

He said the worker (name withheld), was struggling with alcoholism, and was rude, a matter that affected business operations. He says a company that enforces effective employee discipline creates a good work environment for its employees.

Their work output also increases, which translates to good company profits. However, if a company doesn’t enforce the same in a consistent manner, then the management should not institute disciplinary action.

Employees must always know what constitutes violation of a company’s rules or policies and the consequences likely to follow.     

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