No Tolerance Disciplinary Policy

"No Tolerance Disciplinary Policy" Whenever we hear the term "No Tolerance Disciplinary Policy" the image that comes to our mind is usually of some policy implemented by high schools to manage discipline amongst the students and to maintain some level of authority over them. However, these sort of policies are applied also in the workplace and other areas where some sort of decorum and etiquettes need to be observed by the people. These policies may address issues such as sexual harassment, workplace violence, stealing, racial comments or observations, lethargic approaches to work and other activities which may harm the company or any of its employee’s interests.
Anybody disobeying the policies implemented is usually suspended or fired due to the nature of these policies. The No Tolerance Disciplinary Policies are usually a last resort to resolve the issue and show the degree of importance the organization places on the specific issues discussed in them. Organizations must take strict action against the offenders so that others are discouraged from doing such an act again. The offenders should be given a chance to defend themselves but if they are unable to provide proper justification for their actions then they would bear the punishment placed on them by the administration (Holloway, 2007).
Actions which would result in the No Tolerance Disciplinary Action to be taken upon them could be ranked as: 1) Offences to the organization. 2) Offences to employees. Offences to the organization includes cheating on work, stealing from the organization, not following the rules and regulations of the organization and other similar actions which could in any way damage the organization’s standing or cause disrepute to the organization’s name would be dealt with harshly and swiftly.
Offences to other employees involve using foul language in the office place, committing sexual harassment, using racial terms or comments against fellow employees. These offences have a negative impact in the atmosphere of the workplace and employees may find a workplace indulging in such actions to be quite discouraging. That is why anyone found committing any such act may be suspended or fired depending on the extent of the offence.
For all the new employees the policy would be introduced in the orientation as they should know beforehand the environment of the organization. The reason for informing new comers of the zero tolerance policy would exhibit to them the seriousness of these issues and also display the company’s attitude towards them. If they know about the no tolerance disciplinary policy during the whole screening process and during the interview then they would be better aware of situation and could fit into workplace much more easily than being caught unaware (The Zero Tolerance Approach to Employment Screening, 2007).
Written pamphlets and notices should be displayed so that the workforce has a constant physical reminder of the policy being implemented and could serve as a guide to what is considered an offence and what isn’t. Misunderstanding of the policy could be reduced and the employees could not argue that they were unaware of the policy specifics.
This policy could also be mixed into the organizations value system and culture and would foster an environment which respects and obeys the rights of everyone and everything in the organization.
Works Cited
Holloway, A. (2007). Workplace: Less Than Zero Tolerance. Retrieved 10 17, 2008, from Canadian Business: http://www.canadianbusiness.com/managing/employees/article.jspcontent=20071105_198727_198727
The Zero Tolerance Approach to Employment Screening. (2007). Retrieved 10 17, 2008, from Advanced Research: http://www.arsbackgrounds.com/zero_tolerance.html