People issues at work happen in all corners of the workplace. A few of the most common issues in workplaces that can result in disputes are absenteeism, cultural differences, lack of productivity, insubordination, misconduct, harassment and substandard work amongst others. Many a time, a positive approach may solve the problem without having to discipline. However, if unacceptable behaviour is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behaviour. Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules.
Discipline often has a negative connotation, but in the labour relations context discipline is more about coaching and training. The purpose of discipline is a positive behaviour and it is not designed to punish or embarrass an employee. Its purpose is not …show more content…
Disciplinary Procedure Case Study
This case is about an employee who works in time and attendance within the HR Department in Company X, which is unionised by one of the major unions and operates under a collective agreement. The employee’s role is to oversee that all overtime worked and all overtime paid is legitimate and correct. Some of the qualities of this role in time and attendance are trustworthiness, honesty, loyalty and integrity.
Whilst conducting an audit on payroll the internal audit department discovered that the employee was inputting in the system overtime hours for self-payment. Since the employee in question is solely responsible for inputting such information, the employee thought that it would be convenient to fraud the system and that he would never get caught. The HR manager’s approach was to get all evidence is accurate before speaking to the
Discipline often has a negative connotation, but in the labour relations context discipline is more about coaching and training. The purpose of discipline is a positive behaviour and it is not designed to punish or embarrass an employee. Its purpose is not …show more content…
Disciplinary Procedure Case Study
This case is about an employee who works in time and attendance within the HR Department in Company X, which is unionised by one of the major unions and operates under a collective agreement. The employee’s role is to oversee that all overtime worked and all overtime paid is legitimate and correct. Some of the qualities of this role in time and attendance are trustworthiness, honesty, loyalty and integrity.
Whilst conducting an audit on payroll the internal audit department discovered that the employee was inputting in the system overtime hours for self-payment. Since the employee in question is solely responsible for inputting such information, the employee thought that it would be convenient to fraud the system and that he would never get caught. The HR manager’s approach was to get all evidence is accurate before speaking to the