Sample Solution

    The disciplinary policy for tardiness, unauthorized absence, sleeping on duty, gambling during working hours, discourteous conduct, failure to observe safety rules or failure to report an accident is progressive and focuses on correcting the problem in two ways: by impressing on the employee the seriousness of repeated rule infractions and providing them with opportunities to correct their behavior.

Progressive discipline systems are designed to balance fairness with firmness. The goal of a progressive disciplinary system is not only to respond appropriately when employees do something wrong but also encourage positive behavior from employees so that such actions don’t need addressing in the future. Employers should create policies outlining clear expectations regarding employee performance and any associated consequences for failing to comply. To begin with, if an employee commits one of these offenses then they will be given a verbal warning by their supervisor or manager outlining what went wrong and what needs improving upon specifically. This gives the employee an opportunity to recognize any mistakes immediately and address those issues before further action needs taken. From there it moves onto a written warning which will outline more clearly why this incident occurred and how it can be avoided again in the future. If this still fails then a final written warning would be issued following another instance of misconduct or non-compliance as well as a suspension without pay while HR examines whether termination is necessary. If all else fails then dismissal would follow which marks the ultimate penalty for not abiding by company policies or regulations set out within employment contracts/code of conduct guidelines etc… This final step must always follow due process involving meetings between HR/Management & Employee first before taking effect however so that everyone involved has had every chance possible at rectifying matters prior to considering dismissal proceedings as per legal obligations under current UK law/ACAS Code of Practice (2017). Overall It is essential that employers have disciplinary procedures in place that focus on corrective rather than punitive measures towards employees so as best protect both parties interests whilst promoting fair yet timely resolutions based around each situation's individual context - ultimately it encourages greater overall understanding amongst staff members & Management alike about acceptable standards & behaviour required from colleagues going forward into workplace settings - this helps build strong cultures especially related towards respect & appropriate professional conduct geared around mutual trust values which form basis foundations needed for healthy productive organisations longterm; whereby conflict minimised through actively engaging users via open communication principles encased within supportive learning environments conducive towards growth/development activities throughout business structures moving forwards together – thereby ensuring success built upon understanding togetherness philosophies embedded within shared collective understandings helping everybody alike succeed accordingly