Discipline Policy ( MAYBE IT SHOULD READ Self Discipline Policy)
In its most general sense, discipline refers to systematic instruction given to a disciple. This sense also preserves the origin of the word, which is Latin disciplina "instruction", from the root discere "to learn," and from which discipulus "disciple, pupil" also derives. Self-discipline refers to the training that one gives one's self to accomplish a certain task or to adopt a particular pattern of behaviour, even though one would really rather be doing something else. For example, denying oneself of an extravagant pleasure in order to accomplish a more demanding charitable deed. Thus, self-discipline is the assertion of willpower over more base desires, and is usually understood to be a synonym of 'self control'. Self-discipline is to some extent a substitute for motivation, when one uses reason to determine a best course of action that opposes one's desires. Addressing disciplinary issues can be a very sensitive and stressful process for most mangers, supervisors and employees. However, if disciplinary issues are avoided or handled poorly, it can lead to serious consequences such as injury, property damage or fatality. At [company name], we do not view discipline as a form of punishment but as a rule or system of rules governing conduct or activity in order to eliminate unsafe circumstances. [Company name] believes that education is the key to establishing proper disciplinary procedures and holding all employees accountable to our company’s health and safety policy and program, as well as to applicable regulatory requirements.
Who’s Disciplinary Program ( the company or organization )
The main objective of our disciplinary program is to ensure that [company name]'s rules and safe work practices are taken seriously by all employees and are followed. Where disciplinary action is deemed to be appropriate, it shall be conducted in timely manner. Trying to correct unsafe behaviour by waiting only allows the behaviour or habit to become more ingrained. Discipline shall be kept as positive as possible and not used in a punitive or negative way. Remember that the goal is to correct the problem, action, or behaviour of the person. The type of discipline shall fit the severity of the misconduct and shall be conducted in private.
In order to ensure effectiveness and fairness of the program all of the following five steps must be addressed with equal importance:
1) Review of disciplinary policies and procedures (Managers & Supervisors) 2) Investigation of accusations and infractions (Supervisors and Health & Safety Reps) 3) Determining and reviewing disciplinary action (Supervisors, Health & Safety Reps, Professional Health & Safety Consultants) 4) Documenting Disciplinary action and program enforcement (Supervisors, Health & Safety Reps, Professional Health & Safety Consultants) 5) Conducting the disciplinary meetings and promoting safe work practices and compliance to regulatory requirements (Supervisors, Health & Safety Reps, Professional Health & Safety Consultants)
Disiplinary Measures and Accountability WARNING TO SUBCONTRACTORS: [Company name] requires all personnel to comply with the Occupational Health and Safety Act and all applicable regulations. Subcontractors are also required as part of the [company name] sub-contractual agreement to comply with the [company name] Corporate Health and Safety Policy. Any health and safety contravention observed at the work site is to be dealt with immediately through a documented verbal and/or written warning. Such written warnings shall include: Project name and number Trade Subcontractor/Vendor Responsible Identity of Subcontractor's Superintendent/Foreman in charge of the work, and his signature of acknowledgement Names of individual violators if any An explanation of the Health and Safety Violation Observed Date and Time as to when the infraction is to be rectified The signature of the Project Superintendent and the Safety Inspector/Consultant In the event that a subcontractor refuses or neglects to rectify a hazardous condition, practice or any violation, [company name] shall exercise the right to take immediate steps to correct the unsafe condition at the expense of the responsible parties. [company name] may also remove from the work site any individual who continues to cause the unsafe condition to remain or performs in a manner not consistent with the guidelines of the Act, its Regulations or our Safety Policy. Did I SAY CONTRACTOR IT SHOULD READ: (Employer) holds all employees, including all levels of management, accountable for obeying company safety and health rules. Employees who fail to comply with safety and health rules are subject to disciplinary action, up to and including termination of employment.
A written warning will be issued to employees who engage in the following conduct:
Failure to wear safety glasses. Horseplay. Unsafe work habits. Violation of other safety or health rule.
A one-day suspension without pay will be assessed for the following conduct: Three or more safety or health violations of the same type. A general overall record of unsafe practices. Refusal to follow safety and health rules or instructions.
An employee will be terminated for the following conduct:
Excessive and repeated safety or health violations;
Purposely ignoring safety or health rules; Unsafe actions that seriously jeopardize the safety or health of others; General disregard for safety and health of self and others.
Discipline. Enforcement. Those are a couple of scary words. I would say that the problem that people have with discipline and enforcement is that they tend to blend them together instead of separating them. Okay, so let's start at the beginning and separate the two. The Difference between Discipline & Enforcement are not the same: Discipline is a form of punishment the goal of which is to get a person to change his behavior; Enforcement is when an organization ensures that personnel comply with a set of laws, regulations or standards. The misconception that people have is using discipline and thinking they're enforcing the rules. This happens when an individual fails to follow the rules and is disciplined, but continues to be non-compliant.
How to Keep Discipline & Enforcement Separated I never tell other people what is appropriate for their workforce. But I will make the point that if you don't develop and implement a disciplinary policy to deal with workers who commit infractions of safety rules, you won't be in compliance with your legal obligations under OSHA/OHS laws (or voluntary standards such as ANSI or CSA). Is your companies disciplinary policy appropriate: Is the policy clearly written? Is the policy fair? Do you communicate the policy to your workers so that each person knows what's expected of them? Do you implement the policy and impose discipline on workers who commit safety infractions? Is the policy applied consistently throughout the company in all departments and by all supervisors? Is discipline fair and appropriate to the offense? One final point: Discipline should be progressive. Unless the violation is flagrant, a single incident shouldn't cost any worker his job. We all have bad days and none of us is perfect. For example, progressive discipline for the fall protection non-compliance scenario above might unfold as follows: First violation: Worker gets written warning; Second violation: Worker sent home for the day without pay; Third violation: Two days off without pay; Fourth violation: A week off without pay; and Fifth violation: Dismissal. Conclusion Remember, discipline and compliance aren't the same. You can't have the latter without the former. Disciplining workers who don't obey the rules not only helps keep your company in compliance with legal rules; it prevents workers from committing the kinds of safety infractions that can lead to incidents and injuries.