Question

There are multiple disciplinary requirements within the construct of an organization. It is incumbent upon the human resource department to ensure that policies and procedures exist that cover all factors associated with this topic. It is also likely that an organization will cover some of its disciplinary requirements within the context of a code of conduct.

Legal requirements such as those imposed by the Civil Rights Act of 1964 should additionally be covered with the context of these policies and procedures ensuring that discrimination does not occur. Training on these policies, procedures, and codes of conduct must be conducted to provide evidence that all employees have received and understand the information provided to them.

This discussion has three parts, as follows:

1. It is important that all organizational employees receive training on the disciplinary procedures in their organization. Think about your own experience. Have you ever received a disciplinary notice where you have worked? What was your reaction? If you have not, how do you think an employee would react to one? In your response, provide a minimum of 3 examples of disciplinary notices or actions that an employee could receive.
2. In the event that an employee disagrees with a disciplinary notice or action, what steps can the employee take? Provide a detailed discussion on this. If you received disciplinary action or notice that you did not agree with and then decided to write a rebuttal, how would you write this document?
3. It is critical that organizations develop policies and procedures to ensure that they meet the requirements of the law. Can you describe, in detail, the requirements of one law that enforces anti-discrimination policies? Have you or anyone that you have known been a victim of discrimination in the workplace? What steps were taken?

Answer 1

Answer 1:

I completely agree with the statement that all organizational employees must be given training on the disciplinary procedures in their organization. However, in my work tenure till date, I have never received a disciplinary notice. However, thinking about an employee who would receive a disciplinary notice, the employee should immediately get in touch with the human resource department to clarify the issue. It is better to first get things clear before signing such notices, as they are the proof that a discipline has be broken or employee behaviour was against the code of conduct or other disciplinary policy of an organization. Also, if signed by employees they allow the management to take disciplinary action against the employee.

Examples of three disciplinary actions that an employee can receive are as follows:

• Penalties like written reprimand for violating a rule
• Suspension
• Discharge from duties.

Answer 2:

In case where an employee disagrees with a disciplinary notice or action, the employee has the right to appeal for clarification and discussion with the HR. The good way to oppose the disciplinary notice or action and show that one has been misunderstood is to write a rebuttal. It can be written in the following manner:

• Rebuttal should be composed in an expressive manner with a calm mind.
• Gathering the facts by mentioning code of conduct section and policies numbers to justify the position.
• Dating the letter to maintain record of it.
• Using respectful language.
• Summing up the scenario point wise with proper date of incidence.
• Explaining owns side by using polite and decent words.
• Showcasing self-ethics in explanation.
• Closing the letter with professionally.

Answer 3:

I agree that it is critical for organizations to develop policies and procedures to ensure that they meet the requirements of the law. An example of one law that enforces anti-discrimination policies is The Rehabilitation Act of 1973. It prohibits discrimination in workplace on the basis of disabilities.

One example of discrimination at workplace is a case of my known person, who was on maternity leave and when she re-joined work post-delivery, her roles and responsibilities were changed. This discrimination is covered under Title VII of the Civil Rights Act of 1964 and are enforced by Equal Employment Opportunity Commission (EEOC).

My friend filed a complaint against this pregnancy discrimination within 180 days of joining. The case was settled and the right of employee were saved.