HUMAN
RESOURCE
MANAGEMENT
By : MADHAV BCP24444
INSHA BCP24441
GROUP – 10
SHAHRUKH BCP24445
SECTION - D
ILYAS BCP24442
DISCIPLINARY PROCEDURES
AT
WORKPLACE
INDEX
• [Link]
• [Link] OF DISCIPLINARY
PROCEDURES
• 3. TYPES OF MISCONDUCT
• [Link] OF MISCONDUCT
• [Link] OF NATURAL JUSTICE
• [Link] IN DISCIPLINARY
PROCEDURE
• 7. ROLE OF HR DEPARTMENT
• 8. LEGAL FRAMEWORK IN INDIA
• 9. BEST PRACTICES OF
DISCIPLINARY PROCEDURE AT
WORK PLACE
• 10. CASE STUDY
• 11. CONCLUSION
INSHA
INSHA
BCP-24441
BCP-24441
Introduction to Disciplinary Procedures
DESPITE COMPREHENSIVE EFFORTS IN AREAS LIKE EMPLOYEE SELECTION, TRAINING, JOB DESIGN, AND PERFORMANCE
MANAGEMENT, ORGANIZATIONS MAY STILL ENCOUNTER DISCIPLINARY ISSUES. THESE CHALLENGES OFTEN MANIFEST IN
AREAS SUCH AS ATTENDANCE, ON-THE-JOB BEHAVIOR, DISHONESTY, AND OFF-THE-JOB CONDUCT. ADDRESSING THESE
ISSUES IS A SENSITIVE AND CHALLENGING TASK FOR HUMAN RESOURCE MANAGERS
EMPLOYEES ARE EXPECTED TO ADHERE TO THE ORGANIZATION'S RULES AND STANDARDS OF ACCEPTABLE BEHAVIOR. WHEN
EMPLOYEES DEVIATE FROM THESE STANDARDS AND CANNOT BE MOTIVATED TO MAINTAIN DISCIPLINE, IT BECOMES
NECESSARY TO IMPLEMENT DISCIPLINARY PROCEDURES. THESE PROCEDURES AIM TO CORRECT BEHAVIOR AND ENSURE
COMPLIANCE WITH ORGANIZATIONAL NORMS
REFERRED FROM THE ICMB TEXTBOOK “INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT” BY ICMR ON PAGE NUMBER
265 IN CHAPTER 15 DISCIPLINARY ACTION
3) D
Objectives of Disciplinary Procedures
INSHA
BCP-24441
[Link] Compliance: [Link]
[Link] Misconduct:
Encouraging employees to Organizational Order:
Addressing and rectifying
conform to the Ensuring a harmonious and
instances of employee
organization's performance orderly work environment by
misconduct or indiscipline
standards and behavioral upholding established rules
effectively.
expectations. BCP-24441 and regulations.
[Link] Organizational [Link] Fair Treatment: These objectives are
Integrity: Safeguarding the Ensuring that disciplinary achieved through various
organization's reputation actions are applied disciplinary actions such as
and operational efficiency by consistently and justly, verbal warnings, written
dealing appropriately with maintaining employee trust warnings, suspension,
violations. and morale. demotions, and dismissals.
SHAHRUKH
KHAN
TYPES OF MISCONDUCT BCP-24445
•MINOR MISCONDUCT= Minor •MAJOR MISCONDUCT= Any act
misconduct can be interpreted as of indiscipline or behaviour that
any act of indiscipline or behaviour causes significant harm or damage,
by an employee that causes minimal is detrimental to or affects the
damage or harm, and is less reputation of the personnel and
damaging to the reputation of the assets of the employer is considered
personnel and assets of the as major misconduct. All major
employer. misconducts must be investigated.
EXAMPLES OF MISCONDUCT
•MINOR MISCONDUCT •MAJOR MISCONDUCT
-Occasional tardiness. -Insubordination
-Absence without leave. -Disobedience
-Leaving the workplace before time. -Theft
-Not storing tools in proper order. -Fraud and Dishonesty
-Not wearing uniform. -Gambling
-Not using basic safety equipment -Assault, violence, and abuse.
SHAHRUKH
KHAN
BCP-24445
PRINCIPLES OF
NATURAL JUSTICE
• 1) Hearing Rule (Audi Alteram Partem)= The hearing rule is
crucial in preventing one-sided decisions. It mandates that
all relevant parties must be informed of any allegations or
decisions affecting them and must be given a fair chance to
respond. The rule also ensures that individuals are
provided with prior notice, enabling them to prepare their
defence.
• 2)Bias Rule (Nemo Judex in Causa Sua)= The second
principle of natural justice ensures impartiality in decision-
making. It translates to “no one should be a judge in their
own case.” This rule prevents bias, whether actual or
perceived, in judicial and administrative processes.
• 3)Reasoned Decision (Speaking Orders)=The third principle
of natural justice requires that decisions be supported by
valid reasoning. Known as the “speaking order” principle, it
mandates that authorities provide an explanation for their
rulings. When a decision is made without providing
adequate reasons, it raises suspicions of injustice. The SHAHRUKH
courts have consistently emphasised that reasoned BCP-24445
decisions are fundamental to good governance and the rule of
law.
ILYAS
ROLE OF HR BCP-24442
DEPARTMENT:
HR (Human Resource) is the
department in a company that takes
care of the people (employees) who
work there.
ROLE OF HR DEPARTMENT:
1. Hiring: Finds and brings new workers
into the company.
2. Training: Helps employees learn new
skills or improve.
3. HR Review: In serious cases, HR and
management are involved to validate
the system’s data and ensure fair
treatment.
4. Appeal Option: Employees have ILYAS
the right to appeal decisions or BCP-24442
present context (e.g., equipment
failure or health concerns).
Outcome:
Critics argue that automation limits
fairness, while Amazon states
procedures are regularly reviewed and
that human oversight is included in
final decisions.
Lesson:
Even in tech-driven environments,
human context and fairness are
essential. Over-reliance on
automation in disciplinary matters can
undermine trust and morale.
LEGAL
FRAMEWORK
IN INDIA
ILYAS
BCP-24442
ILYAS
BCP-24442
[Link] Policy framework
• Create and share written disciplinary rules.
• Include in employee handbooks or onboarding.
2. Consistency & Fairness
BEST PRACTICES
• Apply policies uniformly across all employees.
OF DISCIPLINARY
• Avoid favoritism or discrimination.
PROCEDURES AT
WORKPLACE 3. Progressive Discipline
• Implement structured steps:
• Verbal Warning
• Written Warning
MADHAV • Final Warning / Suspension
BCP-24444
• Termination (if needed)
4. Confidentiality
• Handle matters discreetly to protect employee dignity and reduce workplace gossip.
5. Right to Respond
• Allow the employee to explain before final decisions are made (natural justice principle).
6. Timely Action
• Investigate and address misconduct promptly to maintain trust and discipline.
7. Manager Training MADHAV
BCP24444
• Train supervisors to handle issues:
• Legally
• Professionally
• Respectfully
CASE STUDY
• A real-world case study example we are adding about
our topic ‘ disciplinary procedures at workplace ‘
• Case Study: Amazon’s Approach to Disciplinary
Procedures
• Company: Amazon
• Issue: Productivity tracking and disciplinary action
• Scenario:
• Amazon uses an automated system to monitor
employee productivity in warehouses. The system flags
employees who do not meet performance quotas, and
in some cases, this has led to disciplinary action or
termination
.
Disciplinary Procedure Steps Taken:
1. Performance Tracking: Employees are monitored
using internal systems.
2. Automated Alerts: If productivity falls below standard,
the system generates warnings.
CONCLUSION: MADHAV
BCP-24444
• A fair and transparent disciplinary process promotes
accountability, consistency, and a positive work environment.
• Clear communication, timely action, and proper documentation
are essential to ensure that procedures are legally sound and
ethically applied.
• Empowering managers with training and involving employees
respectfully in the process strengthens workplace trust and
minimizes conflicts.
• Ultimately, effective disciplinary procedures are not about
punishment, but about guiding behavior, improving performance,
and protecting organizational values.
REFERNCE
Slide 4-5 Slide 9-12
• Reference Heading in Textbook by ICMB Human Resource Management by K.
introduction of Disciplinary Action Aswathappa, 10th Edition
Chapter: 15 – 265 pg Page 15–25 (Role of HR)
• Disciplinary Action objectives, Page Page 370–390 (Legal Framework)
Numbers: Page 267–268
Slide 6-8 Slide 13-14
[Link]
•[Link]
g/types-of-employee-misconduct-and- conduct/ten-steps-to-a-disciplinary-procedure/
disciplinary-actions
•[Link]
Slide 15
natural-justice/ Sourced by :The new York Times, NYT Article
BBC news (2021 ) Amazon and employee monitoring
practices.
