Disciplinary Infraction in the Workplace: Here’s What To Know

A disciplinary infraction is when an employee violates workplace rules and consequences arise as a result. Typically, the corrective action will match the severity of the prohibited act or the number of infractions the employee has accumulated. 

Administrative punishments tend to vary from business to business, but some of the most common methods to resolve behavioural issues include:

Every business has a code of conduct that specifies prohibited acts and consequences for those actions. However, these codes tend to vary depending on the type of business. 

For example, an employee at a retail store would be subject to guidelines revolving around how they treat customers. In contrast, a bank’s code of conduct likely includes provisions for handling money. 

While there is a large variety in what each company considers punishable misconduct, certain cases should always result in immediate expulsion from work. Typically, that means instances of misconduct that are particularly egregious or go against federal regulations. 

These cases include:

• Threats of violence

• Acts of violence

• Sexual harassment

• Sexual assault

• Unauthorised use of company funds

• Theft of workplace property

• Exhibiting discrimination against colleagues

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Below are several examples of workplace misconduct and typical disciplinary measures put in place for those behaviours.

A wide range of situations can fall under theft. In turn, the appropriate discipline varies as well. For example, an employee caught stealing office supplies or lunches would likely receive a verbal warning or a write-up if it’s a second offence. 

However, an employee who embezzled or used company funds for personal expenses would likely be terminated and possibly made to repay the funds by law.

Violence can refer to causing physical acts of bodily harm and verbal or written threats to cause harm. The most common punishment is dismissal, but each situation will have two sides to the story. 

For example, if an employee threatens a colleague to intimidate them, that’s often grounds for termination. But a colleague or customer provoking an employee to attack them is a trickier matter to mediate. 

Harassment is any verbal or physical behaviour meant to hurt or demean another employee and can often overlap with racial or sex-based discrimination. Eventually, this creates a hostile work environment that negatively impacts workplace morale and productivity. 

The punishment for harassment is overseen by UK law, outlining several protected characteristics, such as sex, age, gender and race.

However, the law doesn’t protect employees against standard bullying, so it’s up to the company to decide the appropriate administrative remedy to that situation.

For example, an employee having their work judged more harshly than their colleagues for no apparent reason is a form of harassment, while something like spreading rumours would more likely be considered bullying. 

A minor infraction refers to misconduct that’s against company policies but doesn’t count as a criminal offence. This includes excessive absences and performance issues.

A disciplinary violation is any behaviour that breaches company policy. These undesirable behaviours include harassment, threats or acts of violence, theft and unauthorised use of company funds.

Individual companies tend to handle misconduct in their own unique ways. However, several disciplinary actions tend to be universal:

• Verbal warnings

• Written warnings

• Poor performance reviews

• A performance improvement plan (PIP)

• Demotions or reduction in pay

• Termination

Having clear codes of conduct to demonstrate what is and isn’t acceptable in the workplace helps mitigate misconduct but won’t stop it completely. 

Many employees will adjust after a verbal or written warning, but others will require a meeting with a disciplinary hearing officer (DHO) to eliminate egregious or repeated misconduct. 

But knowing what measures to use for specific infractions goes a long way to ensure the disciplinary process goes as smoothly as possible.