Application of Disciplinary Measures

(a) Informal Warning

For most minor infractions a sequence of informal verbal warnings would be given. The manager may tactfully deliver the warning in the form of a personal piece of advice.

(b) Formal Warning

For serious offenses a formal warning would be given. At first, this could be done verbally but sternly in a serious official atmosphere. Subsequent warnings may have to be in writing with a copy to personal file. The notice would state the possibility of a dismissal on repeat of the same or other serious offence. It would state that the behaviour of the offender would henceforth be monitored and a date set for review.

(c) Transfer or Suspension

Where the offence is not minor but not too serious, the employee may be transferred geographically or functionally. This measure would be in addition to the warning. Depending on the managers assessment of the gravity of the offence, the employee may be suspended from work and financial remuneration frozen.

(d) Dismissal

In cases of serious breaches of discipline like theft, falsification of records, violence etc. separation may be preferred as an outright measure without recourse to warnings or suspension.

Dismissal is the ultimate sanction on employees and must therefore be confined only to exceptional cases. In the deliberations considering dismissal, past performance and all mitigating factors should be carefully considered. If the decision to dismiss is taken, it should be communicated immediately by a superior officer in a formal audience and then confirmed formally in writing.

The employee’s right to testify in self defence or to appeal against a separation decision should not be denied.