What Should You Do In Case Of Workplace Misconduct

In every profession, there are general rules of conduct and ethics required of everyone at the workplace. Besides these general rules of conduct, every workplace has its rules and regulations that govern how everyone relates to one another. Failure to honor these codes of conduct results in workplace misconduct, which affects the productivity at work. Every misconduct at the workplace should attract a punishment.

There are different types of work misconduct categorized as minor and gross misconduct in the work place.

Minor misconduct includes:

• Lateness

• Lateness completing tasks

• Disobeying working instructions

• Doing work incorrectly

• Mismanaging your attendance

• Avoiding laid up procedures

Gross misconduct

Gross misconduct at work is a serious offense by the employee, which causes a rift between the employer and employee.

Gross misconduct includes:

• Fraud and theft

• Deliberate damage to workplace property

• Physical assault and bullying of others

• Unproductivity caused by drug and alcohol abuse

• Discrimination and harassment of other workers

• Severe abuse of the business name

• A severe breach of health standard and safety measures

• Causing the organization, a serious disrepute

• Insubordination

What Should You do in Case of Workplace Misconduct?

There are set rules and guidelines that govern how to handle workplace misconduct in any organization, whether minor or gross. Here is what you should do where there is workplace misconduct:

1. Get All the Facts About the Alleged Misconduct

To get the right information regarding the alleged misconduct, take your time to gather all the information surrounding the misconduct. When interviewing the employees who witnessed the misconduct, it is always good to have two of them in the interview room.

2. Assess the Evidence

As you try to get information regarding the misconduct, write down every part of the investigation, including reports and the employee's statements. Always have another person in the room to gather evidence to avoid incidences where an employee may contradict their initial evidence.

3. Talk to Leaders

When it comes to evaluating workplace misconduct, it is essential to involve the organization's top leadership. Consider the severity of the misconduct and the most appropriate Punishment.

4. Issue the Punishment

Depending on the severity of the misconduct, you should issue Punishment to the offender. Use the organization's value to decide the best Punishment. The Punishment you issue should correct the offender and send out a warning to other employees to keep off the misconduct in the future.

Also, the right Punishment shows that you are dedicated to protecting the values of the organization and the rights and dignity of all workers. When issuing a punishment, do not make the decision alone. Involve all the stakeholders.

5. Talk to the Offender Employee

Talk to the employee being punished and read out the Punishment to them. Listen to them and answer their questions. Where possible, try to resolve the issue. Always try to protect the right of the employees at the workplace.

Conclusion

Workplace misconduct should be dealt with as soon as possible. If ignored, the organization loses its values and fails to protect every worker's rights, safety, and dignity. Depending on the misconduct, always endeavor to issue a proportional punishment. Where necessary, talk to a lawyer to ensure you are not violating any employee's rights when punishing them.