What is the difference between discipline and disciplinary action

Jane walks in late for her shift on a Monday evening. As the department manager, should you take disciplinary or corrective action toward Jane? Do you know the difference between the two? Ronald M. Disciplinary action is more frequently used if an employee has violated a code of conduct or created a dangerous or hazardous situation, either to herself, her coworkers or the product.

Disciplinary actions are used when there is a clear case of the right or wrong way to complete a process or behave, i. These terms are often used interchangeably, but the term chosen by a particular manager or organization is sometimes indicative of how they view dealing with employee behavior.

In the purest sense, disciplinary action is similar to what happens in the justice system where someone does something wrong and a suitable punishment is meted out. On the other hand, corrective action concentrates on identifying the breach, then addressing it in such a way that the employee is unlikely to repeat that same breach. It sometimes has a punitive aspect, but generally it is meant to change behavior and therefore can include coaching, role playing, providing additional education, providing additional tools, even changing policies and procedures if indicated.

Most progressive organizations concentrate on corrective action because it looks at behavior versus personality, investigates whether procedures are faulty or employees are just not following established procedures.

There are no limitations on what a grievance could be about. Encouraging staff to be open and honest and comfortable about raising concerns will promote and healthy and happy work environment. As such managers should be trained to listen, engage and respond appropriately. Resolving issues early prevents concerns and problems from spiralling out of control and becoming serious. However, in some cases the issue may be too big to solve in this way and then a grievance procedure is necessary.

A grievance policy and procedure gives both employers and employees clear guidelines and instructions for what happens during a grievance procedure.

This must include the following steps:. Verbal warning — A meeting should be arranged by the manager to give a verbal warning. The employee may bring a colleague or union representative. The meeting should involve a discussion of the problem and an opportunity for the employee to respond and explain their actions.

Written warning — Importantly the written warning should clearly set out the problem, suggest solutions and advise of the consequences including dismissal if no improvement is made within the 3 months. Minor misconduct can be interpreted as any act of indiscipline or behaviour by an employee that causes minimal damage or harm, and is less damaging to the reputation of the personnel and assets of the employer.

Every complaint must be put in writing on a formal complaint application provided by a supervisor or the head of department. If the complaint is found not to be an offence after investigations, the supervisor or head of department should respond to the complainant that there is no case of misconduct. If the same misconduct is repeated, a warning letter should be issued. The letter must state the misconduct and warn that serious disciplinary action can and may be taken against the employee if there is no effect in correcting the misconduct.

A second warning letter should be issued if the employee commits the same misconduct again. The first warning letter can be issued by the respective head of department so the employee is aware that the person they directly report to, such as supervisor or manager, can take disciplinary action against their subordinate. The second warning letter should be issued by the human resource department. The HR department should also manage any other action if the situation becomes worse and needs further attention, as it would be more familiar in managing the progressive disciplinary processes.

If the misconduct continues, it may be considered a major misconduct. Any act of indiscipline or behaviour that causes significant harm or damage, is detrimental to or affects the reputation of the personnel and assets of the employer is considered as major misconduct.

All major misconducts must be investigated. Based on the merits of the case, certain measures can be taken which includes suspension with half-pay and the issuance of a show-cause letter. If the response given by the employee is not acceptable, the final warning letter can and may be issued.

If the employee does not satisfy the conditions that were placed, the employer may continue by holding a domestic inquiry and take a more serious disciplinary action against the employee. This includes dismissal.