Fully describe progressive discipline as it relates to Labor-Management Relations?

Progressive discipline is a system used to penalize workers for minor offenses committed in the workplace, such as failing to attend official meetings, carelessness, poor work performance, or attending to personal issues during working hours. Progressive discipline is usually divided into several levels. For the first offense, one is given an oral warning. A written notice is issued for the second offense. For the third offense, one is granted a second written warning, but on the fourth offense, the job offer is terminated.

What is the primary purpose of progressive discipline as it relates to Labor-Management Relations?

The main reason for progressive discipline in labor-management is to inform workers of their misconducts, advise them on how to conduct themselves appropriately, and permit them to rectify their mistakes without severe consequences. Warning the workers after their fault allows them to correct their wrongdoing, but repeated misconduct may lead to their termination from the working environment.

What is the definition of employee misconduct?

This is a term used to describe the vast range of transgressions that range from serious offenses. This includes fighting in the workplace or stealing to minor crimes such as arriving late at the workplace.

Case study questions

1. After two months of employment, Manchise shouted out to a customer, “you are cheap” when the customer left only a three percent tip.

This course of action is a case of discourtesy. Employees are expected to be courteous towards their fellow employees and also towards the customers. An act of discourtesy calls for disciplinary action and, according to the Bureau of National Affairs Grievances guide, 12th ed. (2008), (). The course of action dictated for discourtesy calls for termination of the worker from the organization.

2. After four months of employment, Manchise’s on three occasions wore rumpled clothing and came to work unshaven. The work rules posted in the Employee Handbook, given to Manchise on day one of employment, state: “Employees must appear neat and tidy.” His supervisor, after the first rumpled appearance, requested Manchise dress more professionally. Manchise ignored the supervisor’s request two more times.

According to the Bureau of National Affairs’ Grievance Guide, 12th ed. (2008), employers have the right to set dressing standards for the employees in their places of work. Employees are expected to dress accordingly and be presentable to the client. This encourages order in the organization and promotes cleanliness in the workplace. Failure to comply with this set, grooming standards calls for action, and since Manchise received multiple warnings and failed to heed them, the course of action for this offense calls for suspension from the workplace.

3. After nine months of employment, Manchise organized at work a Super Bowl gambling pool from which he kept 5% of the pool money. Manchise never mentioned to the other employees he was going to keep 5% of the pool. You just learned about the five percent take from Manchise’s former girlfriend, who also serves tables. They are no longer on speaking terms. At work, gambling is not referenced in the Employee Handbook.

The necessary course of action for this act would be to give him the first warning. Since gambling is not discussed in the Employee Handbook, it is not clear how to deal with the offense. Still, given that Manchise was using the practice behind the company’s back and was also keeping money obtained from the gambling activity, repeated warnings are necessary to warn him of the effects should he continue. Failure to adhere to these warnings will lead to instant dismissal from the workplace.

Grievance Mediation

This is the final step before arbitration, where a third party is sought to help the two parties come to a settlement. The third-party could be a mediator from the Federal Mediation and Conciliation Service or the local mediation services. It is an extra step for the grievance settlement scheme but cannot act as the sole grievance settlement strategy.