No Tolerance Disciplinary Policy - Essay Example

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 that 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.

Offenses to the organization include cheating on work, stealing from the organization, not following the rules and regulations of the organization, and other similar actions that could in any way damage the organization's standing or cause disrepute to the organization's name would be dealt with harshly and swiftly.Offenses to other employees involve using foul language in the office place, committing sexual harassment, using racial terms, or comments against fellow employees. These offenses have a negative impact on 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 action may be suspended or fired depending on the extent of the offense. 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 the situation and could fit into the 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 offense 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 organization's value system and culture and would foster an environment that respects and obeys the rights of everyone and everything in the organization.