The ILO does not have a specific convention addressing workplace disciplinary practices. However, three United Nations agreements are directly relevant as references: the Universal Declaration of Human Rights (1948), the International Covenant on Civil and Political Rights (1966), and the Declaration on the Protection of All Persons from Being Subjected to Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment (1975).
The vast majority of the UN member states have ratified these treaties, indicating their commitment to abolish any practice that may compromise or damage an individual's physical and mental well-being. Many countries have specific national legislation making abuse in the workplace a criminal offense.
Disciplinary measures are necessary for maintaining orderly operations. The primary objective of such measures should be to enable organizations to promote a high standard of employee conduct and performance, rather than to punish, humiliate, or intimidate.
Disciplinary procedures are part of the management systems required by an effective CSR management system. In drafting the procedures, management is encouraged to seek the involvement of workers and/or their representatives. This may reduce the chances that the level and type of disciplinary action is arbitrarily decided, and may enhance the effectiveness of disciplinary measures in achieving company goals.
Company policy and procedures should be well communicated to and well understood by all workers. Training programs can be conducted upon hiring or during employment. These policy and procedures could also be included in a personnel handbook and be circulated among all employees.
All disciplinary policies, procedures and actions should be well documented, including the nature and specifics of any alleged infraction, the worker's response or appeals, the opinion of trade union representatives, the final decision, and the action taken, etc. Workers, trade union representatives, and/or other interested parties should have access to such documentation and related.
Disciplinary procedures are a management tool to deter misconduct or poor performance by employees. To guarantee the fairness and effectiveness of these procedures, the company should set up complaint or grievance procedures accordingly so that workers have the channels to express their concerns and redress their grievances.