Addressing employee misconduct effectively is essential in laying foundation for a safe, inclusive workplace and creating an ethical work culture. Companies suffer the consequences of employees who throw caution to the wind and put their employers at risk. Theft, fraud, crude behavior, harassment amongst other problems can happen to the best employers.
We shall examine the types of employee misconduct and how you can handle misconduct effectively at your organization. Tips for tightening up your current disciplinary process, including when it’s time to terminate an employee along with what steps you need to take if an incident of employee misconduct occurs and ways to protect your business from wrongful termination lawsuits.
What is employee misconduct?
Employee misconduct is intentional disregard for corporate rules and expectations? An employee misbehaves or makes a bad decision. Employee misconduct is a deliberate violation of a written or implied employee policy. This misconduct can bring with it inevitable consequences, from basic verbal and written disciplinary action to suspension and employment termination.
What are the types of employee misconduct?
There are two types of misconduct: minor and gross. One is not as serious as the other, but both requires action when it comes to negative employee behavior.
Minor misconduct comprises of:
1. Frequent lateness
2. Missed deadlines
3. Frequent errors
4. Failure to follow procedures correctly
5. Using inappropriate language
6. Wearing inappropriate clothing
7. Disrupting other employees
8. Unauthorized use of property
9. Violating health and safety procedures
Gross misconduct in the workplace include:
1. Theft
2. Fraud
3. Physical violence
4. Bullying
5. Deliberate damage to company property
6. Serious misuse of company infrastructure like computers or Internet
7. Discrimination
8. Harassment
9. Serious issues at work caused by alcohol or illegal drugs
What can an organization do to address such misconducts?
There are various disciplinary actions organization take to address and handle cases of employee misconduct effectively.
1. Effective disciplinary policy in place.
Employees need to understand what the consequences for misconduct are. Disciplinary policy should explain disciplinary action for employee misconduct.
2. Outlining a process for reporting employee misconduct.
Indicate how employees can report a misconduct incident and to whom? Can they do it anonymously?
3. Investigate all claims of employee misconduct.
Ensure proper investigation. Define how you are going to investigate misconduct, all involved, and other aspects of the investigation plan.
4. Gathering evidence related to the incident.
You need to document your investigation to have defensible proof if your employee decides to take legal action.
5. Immediate action but carefully to worker misconduct.
In case of any employee misconduct at workplace, quickly take action and start handling the situation to maintain the safety and security of the workplace.
6. Communicate the company policy on employee misconduct.
If employee misconduct occurs, it is critical to remind all other employees that this kind of behavior will not be tolerated at that moment itself. Promote an ethical workplace culture.
7. Decide on a communication plan.
Misconduct by an employee can be embarrassing and disruptive to any business, make sure of communicating the incident to the necessary sources and to internal employee teams to protect the company. If an impartial internal investigation isn’t possible, you should get a third party to conduct a fair and unbiased employee misconduct investigation.
8. Review the documentation with an employment attorney.
In any employee misconduct case, it’s critical to have legal representation.
9. Making employees aware of misconduct and disciplinary policies of the organization.
Employees should know what the organization expects from them and what support they have.
10. Continue to review your employee misconduct policies.
Making sure your existing policies is updated and still reflect the company’s reality.
Conclusion
Handling employee misconduct is unpleasant for anyone involved. However, having a solid process on addressing it will help you make your organization a better, safer, and more inclusive place to work.