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Disciplinary Procedure Sop: Document Attribute

This document outlines the disciplinary procedures and policy for employees. It describes 4 categories of violations that warrant discipline - from performance issues to severe offenses. The stages of discipline are described, beginning with verbal warnings, then written warnings, and escalating to suspension, demotion, or termination. Preventive measures are also outlined, such as investigating incidents before discipline, documenting each stage, and allowing accused employees time to prove innocence for severe offenses. The overall goal is to improve employee behavior and performance through education and warnings before imposing serious disciplinary actions.

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2K views4 pages

Disciplinary Procedure Sop: Document Attribute

This document outlines the disciplinary procedures and policy for employees. It describes 4 categories of violations that warrant discipline - from performance issues to severe offenses. The stages of discipline are described, beginning with verbal warnings, then written warnings, and escalating to suspension, demotion, or termination. Preventive measures are also outlined, such as investigating incidents before discipline, documenting each stage, and allowing accused employees time to prove innocence for severe offenses. The overall goal is to improve employee behavior and performance through education and warnings before imposing serious disciplinary actions.

Uploaded by

HR
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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DISCIPLINARY PROCEDURE SOP

Document Attribute
Document no OCW/SOP/0014.1
Approval taken from CEO

SOP Drafted by Human Resources


Effective from date

Objective: Improving the employee morale as well as to increase the productivity which is
the ultimate goal of any organization.

Scope: This policy refers to everyone in the company regardless of position or status.
The following scenarios indicate where the disciplinary procedure starts depending on the violation:
1. Performance issues-
➢ Failure to meet performance objectives.
➢ Attendance issue
➢ Failure to meet deadlines.
2. Misbehavior/One-time minor offense-
➢ Rude behavior to colleague/ Reporting Manager
➢ Breach of dress code etc.
➢ Involuntary Discrimination.
3. Misconduct/Frequent offender-
➢ Lost temper in front of colleague/ Reporting Manager
➢ On-the-job major mistakes.
➢ Unwillingness to follow health and safety standards.
4. Severe offensive behavior/Lawbreaking-
➢ Corruption/ Bribery.
➢ Breach of employment agreement.
➢ Harassment/ Voluntary discrimination.
➢ Workplace Violence.
➢ Misappropriation/Fraud.
➢ Substance Abuse.
SOP Elements

The stages that may be followed when discipline is deemed necessary include the following:

Corrective Actions/ Official written Disciplinary


Verbal Warning meeting with
Counseling warning
Reporting Manager

Indefinite suspension
Termination Final written
or Demotion or
warning
demotion
Preventive measures to be taken :

➢ Disciplinary procedure begins when there is sufficient evidence to justify it. When there is suspicion or hints of
misconduct, Managers or HR must investigate the matter first.
➢ It is necessary that before taking any punitive action, all efforts should be made to improve the behavior of the
employee by correcting him/her through education, counselling, persuasion and cautioning.
➢ If all the efforts to improve the employee fail, the Supervisor/Manager should never hesitate to reprimand the
employee and, if the misconduct is serious or has been repeated, to report the matter to the superiors for
appropriate disciplinary action
➢ HR and Managers should document every stage of our disciplinary procedure (except the verbal warning.) If
appropriate, include necessary information like evidence, testimonies and employee’s progress or improvement.
➢ In case of Severe offensive behavior, the accused employee will be given 15 days clear time to approve his innocence
to the Management.
➢ Management have the right to modify this policy or act in any other legal or reasonable way as each case demands.

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