Employee Conduct & Disciplinary Action

Owner: Human Resources & Operations

Applies To: All Kitchen Employees

Review Frequency: Annual

Purpose

Is SOP ka objective hai ki saare kitchens mein ek professional, respectful aur controlled work environment maintain ho, aur kisi bhi misconduct ko structured aur timely manner mein handle kiya ja sake.

Scope

Yeh SOP apply hota hai:

  • Sabhi kitchen staff par (including Head Chefs, Supervisors aur Helpers)
  • Sabhi company-operated kitchen locations par

Definitions

Misconduct

Misconduct ke examples:

  • Abusive ya inappropriate language use karna
  • Team members ke saath disrespectful behaviour
  • Argument ya verbal escalation
  • Repeated complaints regarding conduct

Roles & Responsibilities

Area Manager / Branch Manager

Responsible for:

  • On-ground situation handle karna
  • Employee ko privately counsel karna
  • Kitchen operations ko stable rakhna
  • Incident HR ko report karna

Human Resources Team

Responsible for:

  • Formal disciplinary meeting conduct karna
  • Written warning issue karna
  • Documentation maintain karna
  • Escalation cases handle karna

Process Flow

Step 1 — Incident Occurs

Complaint receive hoti hai (verbal ya written).

Step 2 — Immediate Containment (Same Shift)

Handled by Area Manager / Branch Manager

  • Employee ko side mein le jaakar private baat karein
  • Short aur clear communication karein
  • Expectation set karein ki koi further escalation nahi honi chahiye
  • Public discussion bilkul avoid karein

Step 3 — Internal Documentation (Same Day)

  • Date aur time note karein
  • Incident ka short summary likhein
  • Confirm karein ki employee se baat ho chuki hai
  • Behaviour post-discussion (stable / not stable) record karein

Step 4 — Formal HR Action (Next Working Day)

Handled by HR + Area Manager

  • Formal meeting conduct karein
  • Incident aur pattern (agar applicable ho) communicate karein
  • Written warning issue karein
  • Employee se acknowledgment lein

Step 5 — Record Keeping

Maintain:

  • Complaint record
  • Warning letter
  • Meeting notes
  • Employee acknowledgment

Step 6 — Monitoring

  • Behaviour closely monitor karein
  • Repeat incident hone par next level escalation initiate karein

Escalation Matrix

Level Action Trigger
Level 1 Verbal Warning (Recorded) First Incident
Level 2 Written Warning Repeat or Serious Issue
Level 3 Final Warning / Suspension Continued Misconduct
Level 4 Termination No Improvement or Severe Misconduct

Communication Guidelines

  • Hamesha private setting mein baat karein
  • Tone calm, firm aur professional rakhein
  • Behaviour par focus karein, personal attack na karein
  • Argument ya debate avoid karein
  • Action 24 hours ke andar initiate karein

Standard Conversation Format

On-Ground Discussion (Area Manager / Branch Manager)

"Ek formal baat karni hai."

"Aapke behaviour ke regarding complaint aayi hai."

"Yeh acceptable nahi hai, especially aapke role mein."

"Isko hum seriously le rahe hain, aur HR isko formally review karegi."

"Abhi ke liye, complete professionalism maintain karein."

HR Meeting

"Yeh ek formal discussion hai aapke conduct ke regarding."

"Aapke behaviour ko leke concerns raise hue hain."

"Isko hum ek pattern ke roop mein dekh rahe hain."

"Is basis par, aapko ek written warning issue ki ja rahi hai."

DOs

  • Action timely lein (within 24 hours)
  • Proper documentation maintain karein
  • Chain of command follow karein
  • Communication clear aur direct rakhein

DON'Ts

  • Public mein confrontation na karein
  • Action delay na karein
  • Sirf verbal warning par depend na karein
  • Emotional ya personal tone use na karein