Code of Disciplinary

SiMER
By-
Ishita
CONTENTS
• Discipline
• Causes of indiscipline
• Principles of Industrial indiscipline
• Disciplinary code procedure
Discipline means orderliness. It implies the
absence of chaos, irregularity and confusion in
the behavior of workers
CAUSES OF INDISCIPLINE
ANDARDS OF CONDU 

Rules that are, as far as possible, common to all
employees. It is advisable to include a dress code as
well, particularly for those employees who have
dealings with members of the public or the employer's
clients.

 The Standards of Conduct should stipulate:

 Serious Offenses :

e.g. theft, fraud, insubordination, unauthorized
absenteeism, consumption of alcoholic beverages on
company premises, arriving at work under the
influence of alcohol or any substance having a
narcotic producing effect, arriving at work with the
smell of alcohol on the breath, etc. Any employee
found in breach or guilty of breaking any rule listed
under serious offenses.
PRINCIPLES OF INDUSTRIAL
DISCIPLINE
•
 Discipline is intimately linked with relations
within the organization and is affected by such
factors as background, social environment and
emotional outlook of the workers concerned.
Discipline is also closely related with personal
feelings or sentiments. The sentiments are
non-logical emotional factors that influence
the behavior of average worker. Therefore, the
effective application of discipline depends
primarily on understanding the behavior of
human beings and of one self.
•

(ii) The Code of Discipline must be laid down
in consultation with those who are under
its jurisdiction and are concerned with its
application.
•
 (iii) Code of Discipline should be evaluated
and appraised from time to time so as to
remove anomalies. If any.
•
 (iv) Code of Discipline must be reasonable
and simple. It should not contain rules for
the sake of rules only.
(v) The discipline policy should lay greater
emphasis on the prevention of the breach
of discipline than on the administration of
venalities. The approach to discipline
should be positive and constructive.
•
(vi) Judicious machinery preferably internal
to the organization should be provided for

appeals against, and review of, all
disciplinary actions.
•
(vii) The management should ensure that its
own conduct and policies do not

encourage breach of discipline. This will
promote self-discipline among the
workers.
•
(viii) The managers should try to remove the
cause responsible for indiscipline.

•
(ix) A disciplinary committee consisting of
the representatives of the workers and the

DISCIPLINARY CODE
• PROCEDURE

1. Issue of charge sheet: Once the case of misconduct is


established, the management should proceed to issue a charge

sheet to the employee. Charge sheet is merely a notice of the
charge and provides the employee an opportunity to explain his
conduct. Therefore, charge sheet is generally known as a slow
cause notice. In the charge sheet, each charge should be clearly
specified. There should be a separate charge for each allegation
and charge should not relate to any matter, which has already
been decided upon.
•
2. Consideration of Explanation. On getting the answer for the
charge sheet served, the explanation furnished should be

considered and if it is satisfactory, no disciplinary action needs to
be taken. On the contrary when the management is not satisfied
with the employee’s explanation, it can proceed with full-fledged
enquiry. (However, if the worker admits the charge, the employer
DISCIPLINARY
CODE
PROCEDURE
• 3. Suspension pending Enquiry. In case the charge is grave, a suspension order
may be served on the employee along with the charge sheet. According to the
Industrial Employment (Standing Order) Act, 1946, the suspended worker is to
be paid a subsistence allowance equal to one-half of his wages for the first
ninety days of suspension and three-fourths of wages for the remaining period of
suspension. If the delay in the completion of disciplinary proceedings is not due
to the worker’s conduct ,what is grave will depend on the discretion of the
management. It has to be decided in accordance with the Code Of Discipline.
•
• 4. Holding of Enquiry. An enquiry officer should be appointed to hold the enquiry
and a notice to this effect should be given to the concerned worker. Principle of
natural justice must be followed. The worker should not be denied the chance of
explaining himself. The enquiry officer should give sufficient notice to the worker
so that he may prepare to represent his case and make submission in his
defense. The enquiry officer should proceed in a proper manner and examine
witnesses. Fair opportunity should be given to the worker to cross-examine the
management witnesses.
•
• 5. Order of Punishment. Disciplinary action can be taken when the misconduct of
THAN

K
 QUERIE

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SiMER

to the organization should be provided for

own conduct and policies do not

cause responsible for indiscipline.

the representatives of the workers and the

1. Issue of charge sheet: Once the case of misconduct is

established, the management should proceed to issue a charge

charge sheet served, the explanation furnished should be

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