Disciplinary Infraction in the Workplace

Disciplinary Infraction in the Workplace: Here’s What To Know

Disciplinary violations must be dealt with as quickly and efficiently as possible to ensure workplace safety and maintain team morale. However, before addressing issues of poor behavior in your workforce, you should clarify what constitutes misconduct in your company.

Below is a guide to understanding disciplinary violations and determining disciplinary actions to best respond to internal misconduct.

The most important facts

• Disciplinary misconduct refers to breaches of company policy or UK law.
• Companies have their own disciplinary procedures, which depend on the type of company and the way in which company policy uncovers wrongdoing.
• Mishandling a disciplinary matter can affect morale and productivity.

What is a disciplinary violation?

A disciplinary violation occurs when an employee violates the rules in the workplace and there are consequences for doing so. Typically, corrective action is based on the severity of the prohibited act or the number of violations the employee committed.

Administrative penalties vary from company to company, but some of the most common methods for resolving conduct issues include:

Verbal Warnings	Verbal warnings are typically the first step in the disciplinary process and are reserved for first-time offenders or minor infractions.
Written Warnings	Written warnings are an official record outlining the employee’s misconduct and the possible consequences if the behavior continues.
Poor Performance Reviews	Many companies conduct regular performance reviews for their workforce, and disruptive employees are likely to receive poor reviews. This gives managers the opportunity to provide a more comprehensive breakdown of the misconduct and resulting disciplinary action.
A Performance Improvement Plan (PIP)	A PIP often follows a performance review that outlines the steps an employee needs to take to further improve. He also highlights the goals or milestones he needs to achieve to demonstrate his improvement.
Demotions or Reduction in Pay	Loss of pay or authority is often reserved for more serious cases of misconduct and is an alternative to outright dismissal. However, demotion as a punishment can be difficult because it is difficult to know in which situations it is more appropriate than dismissal.
Termination	This is used in the most serious cases of employee misconduct or as a last straw for employees who fail to improve their behavior after all other options have been exhausted.

What behaviors warrant disciplinary action?

Every company has a code of conduct that sets out prohibited actions and the consequences for those actions. However, these codes typically differ depending on the type of business.

For example, an employee at a retail store is subject to policies related to how they treat customers. In contrast, a bank’s code of conduct is likely to contain provisions for handling money.

While there is a wide range of what each company considers criminal misconduct, certain cases should always result in immediate exclusion from the workplace. As a rule, this involves particularly serious misconduct or violations of government regulations.

These cases include:

• Threat of violence
• Acts of violence
• Sexual harassment
• Sexual assault
• Unauthorized use of company funds
• Theft of property at work
• Discrimination against colleagues

Examples of workplace disciplinary violations

Below are some examples of workplace misconduct and typical disciplinary actions taken for these behaviors.

Theft

A variety of situations can fall under theft. Accordingly, the appropriate disciplinary action varies. An employee caught stealing office supplies or lunch will likely receive a verbal warning or a written reprimand if it is a second offense.

However, an employee who embezzled company funds or used them for personal expenses will likely be fired and may be legally required to pay the funds back.

Violence

Violence can refer to causing physical harm and verbal or written threats of harm. The most common punishment is termination, but every situation has two sides to the story.

For example, if an employee threatens a colleague in an attempt to intimidate them, this is often grounds for termination. However, when a colleague or customer provokes an employee to attack them, it is more difficult to mediate.

Harassment or discrimination

Harassment is any verbal or physical behavior intended to hurt or humiliate another employee and can often overlap with racial or gender discrimination. This ultimately leads to a hostile work environment that negatively impacts morale and productivity.

Punishment for harassment is governed by UK law, which establishes several protected characteristics such as sex, age, gender and race.

However, the law does not protect employees from normal bullying, so it is up to the company to take the appropriate administrative measures for this situation.

For example, if an employee’s work is judged more harshly than that of their colleagues for no apparent reason, this is a form of harassment, whereas something like spreading rumors would more likely be considered bullying.

Frequently asked questions about disciplinary violations

What is a minor infraction?

A minor violation is misconduct that violates company policy but is not considered a criminal offense. These include excessive absences and performance issues.

What are examples of disciplinary violations?

A disciplinary violation is any behavior that violates company policy. These undesirable behaviors include harassment, threats or violence, theft, and unauthorized use of company funds.

What are typical disciplinary measures?

Individual companies tend to deal with misconduct in their own way. However, some disciplinary measures are universal:

• Verbal warnings
• Written warnings
• Poor performance appraisal
• A Performance Improvement Plan (PIP)
• Demotion or pay cut
• Dismissal