Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.

Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behaviour is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behaviour.

In general, discipline should be restricted to the issuing of letters of warning, letters of suspensions, or actual termination. Employers should refrain from “disciplining” employees by such methods as altering work schedules, assigning an employee to do unpleasant work, or denying vacation requests.

Examples of misconduct which could result in discipline:

1. Excessive tardiness
2. Failure to notify of an absence
3. Insubordination
4. Rude or abusive language in the workplace
5. Failure to follow “Departmental Rules or Policies “
6. Dishonesty
7. Theft

Text From HR Department in University Of British Columbia
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