This disciplinary system is developed for Prince Waterhouse Coopers (PWC) to make positive and negative discipline process and procedures for three issues insubordination, absenteeism, and personal use of company’s resources.
Insubordination refers to any employee disrespectfulness of defiant which include employees’ rejection for superior direct orders, ignore work duties on purpose, or uses offensive language to others. Positive discipline issues
Provide clear and reasonable description for the workplace rules and employees roles, in order to avoid any confusion for the employees regarding their responsibilities toward their subordinates. Moreover, clarify clear policy about the language used in work, to avoid ambiguity regarding any abusive language used. Negative discipline issues
The investigation should prove that the employee has done senseless insubordination action, then the below disciplinary procedure may be implemented: * Insignificant insubordination (e.g. laying, on purpose carelessness): a verbal warning required and arrange informal meeting of the offender clarifying the seriousness consequences if the offense repeated for another two times, and it will be considered as major insubordination. * Major insubordination (e.g. rejection of superior direct orders, offensive remarks): a written warning will be undertaken besides signing a letter of acknowledgement of abuse. If the offender repeated the offense significant insubordination procedures will be implemented. * Significant insubordination (e.g. causing bad reputation for the company, racism): suspend and dismiss procedures may be undertaken depending on the severity of the offense/situation. In case of suspend, ten working days of suspend without payment will be undertaken and repeating the offense an immediacy warning as dismissal will be undertaken.
Absenteeism is the employee shirks from the work duties on purpose without...
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