A lot of policies define the corporate world. The policies exist to combat irregularities and inefficiency, and no establishment succeeds without eliminating these irregularities to the barest minimum. One of such measures companies implement is disciplinary layoffs. A disciplinary layoff is enforced to ensure staff adheres strictly to every one of the guidelines running any establishment.
A disciplinary layoff is a punitive measure meted out on employees by employers due to a violation of work policy. A violation, in this case, could be an action, inaction, or wrong behavior. A disciplinary layoff is a suspension that seeks to inspire improvement in misbehaving employees. Still, it can lead to a termination or discharge. The measure is only employed under the established rules and regulations of the organization.
A disciplinary layoff is usually implemented after multiple minor violations or a single serious infringement. In essence, the employee is to be warned a couple of times before action is taken. For example, say a staff fails to turn in a document or quota that is required daily. Another senior staff in the right position is mandated to correct the problem by a query or a regular reminder. After two or three violations, the senior staff can report the issue to a higher authority. Only higher-ranked employees with the proper authority can implement a disciplinary layoff.
In summary, a disciplinary layoff can help retain staff while correcting wrong behavior and violation. The measure is also necessary to set an appropriate example for other employees.
A simple answer is yes. Most establishments' policies, rules, and regulations embody the principle of the rule of law. In essence, nobody is above discipline. Senior staffs are vulnerable, but an even greater authority would need to sanction their layoff.
Absolutely! Employees have every legal right to counter any issued layoff measure by any establishment. Employees can take legal action if they are confident they breached no policy.