An increase in incidents of workplace misconduct within most organizations often accompanies employees' return to the physical workplace.
Managing a team of employees can be daunting for business owners and leaders, given the myriad of misconduct and grievances to be attended to.
Even the most diligent and conscientious employees may engage in inappropriate behavior, which can cause significant setbacks for businesses if not adequately addressed.
To prevent inappropriate behavior from escalating into more egregious instances of gross misconduct, employers must develop and implement appropriate human resources policies and procedures to manage misconduct issues.
Misconduct refers to any behavior that contradicts established company policies and procedures, whereas gross misconduct involves more severe infractions, such as theft, violence, or harassment. Employers must clearly understand these differences and establish appropriate disciplinary policies and procedures to address misconduct issues effectively.
In Singapore, the Employment Act establishes minimum standards for employment practices that employers must comply with. Employers should ensure their policies and procedures are consistent with the Employment Act and other applicable regulations to avoid legal complications.
