Effective
management views discipline as a process by which it can help staff to learn
acceptable work standards and behaviour, including the organization’s rules and policies. Discipline in the workplace
should not be viewed as a means of punishment.
Organizational
To ensure that everybody understand
the rules and standards within the workplace, the organization should provide clear guidelines. It should:
- Establish written
rules, standards and policies within a handbook or procedures manual
- Make this information readily available to all staff
Supervisory
Supervisory
staffs within the organization have
a responsibility to:
- Keep informed about
rules, standards and policies
- Ensure all staff
members have a copy of or access to a handbook or procedures manual
- Communicate standards
of conduct and work performance to staff
- Be prepared to answer
question in this regard
- Use effective standardized
disciplinary techniques such as:
- Discussions-determining
possible causes of problems
- Offering
appropriate assistance
- Providing
corrective feedback to remedy the situation
- Giving warnings
Supervisory staff should always keep
a record of steps taken in a disciplinary matter. If they feel further action
is needed, they should refer the matter to the appropriate authority within management.
Employees
To
avoid disciplinary action, employees should:
- Learn about the code
of conduct relevant to the organization
- Keep up-to-date with
written instructional and follow directions
- Demonstrate competent
performance when undertaking responsibilities
- Ask questions and seek additional information if required
Grounds for disciplinary action
The two main grounds for
disciplinary action against Public Service employees are misconduct and
committing a criminal offence.
Misconduct
This is failure on the part of an
employee to fulfil his or her duties. Employees have the right to ask an
employer what the expectations of them are.
Misconduct
can happen as a result of:
- Not complying with
direction or the Act , or Public Service regulations
- Not being efficient
and competent
- Being negligent or
careless
- Showing favouritism,
discrimination or patronage which are all in breach of the Act
- Improper conduct
which either affects the way in which responsibilities are performed or
“brings the service into disrepute”
- Providing information at the time of appointment which was incorrect or misleading
Criminal offence
It is criminal offence is proven and
is relevant to the officer’s employment within the service, disciplinary action
may be take.
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