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suspension means prohibiting an employee form attending work prevention him form discharging the duties assigned to him and with holding the wages
guidelines for creating a climate for discipline the personnel manager supervisor have to handle the problems or indiscipline based on managements
basic ingredients or guidelines of a disciplinary action the principal ingredients of a sound disciplinary system are1responsibility for maintaining
q explain principals of disciplinary actionddisciplinary action may have serious if they are considered unjust or fair and therefore are not
q what is communication of punishmentcommunication of punishment after a decision is taken regarding punishment it should be communicated to the
q what do you mean by expartite enquiryexpartite enquiry when the work man does not turn up for the enquiry without notice or reasonable cause or
q what do you mean by interpreterinterpreter he may be needed when the work man is not familiar with the language of the enquiry officer the enquiry
request for the adjournment if the work man concerned requests for the further time on reasonable grounds then another enquiry data should be fixed
q conduct of the enquiryconduct of the enquiry this step should deal with three points1deciding as to who should be the enquiry officer2deciding as
q suspension with or without paysuspension with or without pay pending enquiry if needed where the nature of misconduct is grave and serious and if
notice of enquiry the enquiry should be normally held within a reasonable time of receiving the explanation proper and sufficient advance notice
q show consideration of the explanationconsideration of the explanation the work man receiving the charge sheet may1submit his explanation admitting
q explain the procedure for taking disciplinary actionprocedure for taking disciplinary action disciplinary procedure1preliminary investigation the
q principal of impersonality or consistencythe principal of impersonality or consistency the disciplinary authority should not have a sense of
q principal of impartiality or consistencythe principal of impartiality or consistency under identical situations where even the extenuating
q explain principal of natural justice principal of natural justice before taking disciplinary action against a worker management must hold a
q difference between discharge and dismissaldifference bw discharge and dismissal through discharge and dismissal both have the same result the
q illustrate termination processtermination the employees service can be terminated in the following formsadischarge simplifier termination of the
q punitive suspension - disciplinary actionpunitive suspension under the punitive suspension the employer prohibits the employee from performing the
loss of privileges and fines if an employee leaves the work without taking the permission of the superior he may not be allowed to select good tools
whenever oral warning fail to achieve the desired behaviour on the part of an employee written warnings which are the first formal state of
oral warnings whenever an employee commits minor omissions he may be given an oral reprimand by the superior concerned in such cases the superior
disciplinary action is the action taken by the supervisor or owner against the any activity of indiscipline by the employeeaccording to edwin b
causes of the indiscipline indiscipline is generally arises because of1unfair labour practises and victimization on the part of employers like wage
q what are the forms of misconductforms of misconduct misconduct is a serious form of the indiscipline against the management the scope of misconduct