How to Handle Policy Violations? | The Career Ride - Episode 16 скачать в хорошем качестве

How to Handle Policy Violations? | The Career Ride - Episode 16

Hello and welcome back to Dr job's youtube channel today we will be talking about something very interesting and important to all organisations. Disciplinary is a universal process that all organisations go through when something happens that is wrong in an organisation and an employee has violated the rules of the organisation. Depending on the matter the extremity of disciplinary punishment varies. All organisations must have a handbook or disciplinary process mapped out as the employee must be aware of the disciplinary process and employee rights but also most importantly cover what is deemed as ‘misconduct’, ‘serious misconduct, and finally ‘gross misconduct’. The investigation - Once HR or the manager is aware of the matter, the situation enters an investigation phase. This phase is very important and someone impartial to the situation is nominated to carry out the investigation. Normally, fact-finding meetings take place with all those involved to understand the situation and what has happened. It is also possible to request statements of events that took place in the situation. Additional evidence may be required such as looking at computers, CCTV and record sheets. Once all evidence is collated, the investigating manager assesses and looks at the situation. At this point, if further action is no longer required, feedback will be given However, if the allegations or situation falls under any of the misconduct ranges. Depending on the severity of the situation, it will be passed to another impartial party to conduct the disciplinary. Something such as not following policy for notifying absence can be seen as misconduct. But if the employee continues to not follow policy and continues to not notify of the absence and goes AWOL then that may be deemed as misconduct. Gross misconduct would normally be something that will be about breaking the law. For Example, theft, discrimination and fraud. Sometimes, depending on the severity of the matter, the individual can be suspended pending investigation. However, as it is an allegation and not proven, this will be with full pay and benefits. To summarize if the violation is a minor incident that could not be a detriment to the organization or reputation then the result will be very different if the employee has violated employment law or can cause a detriment to the organisation or its reputation. The Disciplinary- the disciplinary manager must assess the severity and allegation and where it falls under the category of misconduct and send a letter of invitation with sufficient notice to attend a formal meeting stating the allegations. The employee must be given all the evidence and investigation notes that the disciplinary manager has for the case. The disciplinary meeting can be adjourned by either party at any time and questions will be asked to understand the matter further. After the meeting is concluded, there must be sufficient time given to summarize what was discussed and the investigation note to conclude with an outcome. At all stages, notes must be taken. It is advised that HR is present for each stage. The Outcome- outcomes can vary and can range from 1. Feedback/training is given and no action is taken 2. Verbal warning 3. Written warning 1st, 2nd and Final 4. Termination Termination normally happens if the allegation falls under gross misconduct. This is the universal way of conducting and understanding the disciplinary process. However, all organisations must have a disciplinary policy or handbook to ensure it's descriptive of what potential allegations fall under which category. It is also extremely important that all organizations follow their policies correctly to ensure they are not breaking the policy that is set out. If an issue is taken to higher legal employment authority, the first thing that is checked is the policies and if the organisation followed it. Employers - If you require policy templates, please get in touch. performance management policy violation human resource management human resources human resource careers policy violations handle policy violations dr job pro dr. job pro jobs in uae