Warnings – how, when and who?
Maintaining discipline in the workplace is vital to maintain productivity, as well as a positive working environment. Just as an employee has certain rights, the employer has the right to take disciplinary action against an employee who is in contravention of the employer’s rules, policies or procedures. It is however the employer’s responsibility to take action and enforce discipline.
When it comes to taking disciplinary action, the focus is on progressive discipline. Progressive discipline aims to take reasonable steps in order to change or correct the behavior of employees, through the systematical issuing of warnings, as well as holding consultations.
The issuing of warnings in the workplace must be in line with the employer’s disciplinary code. A disciplinary code is vital to ensure that there are clear rules and procedures in the workplace to be followed by employees. Ensure that your disciplinary code is relevant and up to date regarding offences and appropriate sanctions. Also ensure that all employees are aware of what the disciplinary code entails. Warnings can range from verbal to a written, serious written and a final written warning and must be fair, as well as in line with the seriousness of the offence.
