The organization should develop and publish a disciplinary program. This program should be developed by the human resource department and should take into account legal requirements. The disciplinary program should primarily be aimed at "repeat offenders" who account for regular accidents, incidents and near misses.
The disciplinary program could be different for employees and contractors.
Disciplinary action should take into account a variety of factors such as history, severity, adequacy of training, length of service and circumstances. The policies should be clearly defined and should have different levels, for example:
1) First offence; counseling and/or retraining and a written warning.
2) Second offence; suspension (for a period or forever for certain activities).
3) Third offence; dismissal.
