#BTColumn – A look at employee indiscipline

The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.

by Dennis De Peiza

The recent public tirade by Christopher Henry Gayle, alias the Universe Boss, which was unleashed on Sir Curtly Ambrose, has been the subject of debate across the region and the cricketing world.

With the two gentlemen being employees of the Cricket West Indies and legends of West Indies cricket, this outburst can best be described as inappropriate, demeaning, uncomplimentary and disgusting.

This outburst can be construed as embarrassing and an act seemingly perpetuated, without any consideration that the action may have constituted a breach of the standards of discipline and ethical behaviour, which Cricket West Indies expects that its contracted players and full-time employees would observe.

Based on public comments and commentary made across the Caribbean region, the behaviour of Christopher Gayle has been abhorred, deplored and deemed as unacceptable. Following on public comment attributed to the Chief Executive Officer of Cricket West Indies on the Mason and Guest cricket radio show aired on the Voice of Barbados 92.9 FM, ‘a quiet word was had with the parties involved’.

This tends to suggest that the matter has seemingly been disposed of out without any investigation being ordered and consideration given to any further disciplinary action
being contemplated.

If it is that an investigation has not been conducted, this means that there are no grounds for a charge to be preferred against Christopher Gayle. This therefore negates the need for a disciplinary hearing to be convened. Based on what has been presented to the public, it is reasonable to assume that the matter is now closed.

It ought to be understood that a code of conduct and disciplinary procedures form part of any employee handbook within an enterprise or organisation. In the absence of an employee’s handbook, employers would have more or less surrendered on their responsibility to establish policies and standards to effectively regulate and manage the behaviour of their employees.

Notwithstanding such an omission made by an employer, such does not remove the fact an employer fully reserves the right to discipline any employee for misconduct.

In the instance of the Cricket West Indies, the public would find it difficult to accept that there is no disciplinary policy in place as a means to treat to any acts of transgression by contracted players and officials.

The fact that there are codes of conduct which exists and are applied in regional and international cricket matches as sanctioned by Cricket West Indies, confirms that provision has been made to deal with acts of indiscipline both on and off the field of play.

The fact that match referees are appointed by Cricket West Indies or the International Cricket Council (ICC) to adjudicate and to enforce sanctions where there are breaches of the Players Code of Conduct, is a testimony to the fact that acts of indifference which bring the game into disrepute, would not be tolerated.It therefore seems passing strange that the perceived seemingly erratic public behaviour of Christopher Gale, would go unpunished.

It leaves the public to wonder if the attack made by the Universe Boss was directed at the President of West Indies Cricket or a political leader of the region, whether the end result would have been the same. It is this type of mixed messaging which is being sent, that strikes at the core of maintaining discipline not only in sports, but within the institutions
of civil society.

As a member of the West Indies World Cup T-20 squad, it leaves one to question if the management did not consider the outburst as an offensive act which warranted some form of disciplinary sanction. It is worrisome that there has been a pronounce silence.

Is this to be taken as a sign of endorsement? Shouldn’t the management not have been bold enough to denounce this behaviour and make a request of the Board of Director through the Chief Executive Officer of Cricket West Indies Cricket to consider an investigation with a view of taking some form of disciplinary action? It leaves one to wonder what would be the outcome if another member of the team who is currently participating in the T-20 World Cup, were to make a similar outburst.

At this stage, one can only assume that this matter has been swept under the carpet. If it is that Cricket West Indies is to preserve and maintain the respect of the sporting public and even that of the players and officials it has contracted, it is well advised that as an employer, it works to ensure that its employees are fully knowledgeable of its code of conduct and disciplinary procedures. The point is to be reinforced, that if the Board is to be effective, its employees must know the employer’s expectations and the consequences, should any employee fail to meet those expectations.

This brings us to the point of consistency of action. It should never appear that there are a set of rules and treatment which applies to one group of persons as opposed to another group. Indiscipline must be met with the appropriate action, which at all times must be applied fairly.

It must never be arbitrary, unreasonable, and discriminatory in its application. It is advocated that a progressive discipline system ought to be established. This should consist of a verbal warning or reprimand, written warning, suspension and finally termination.

While the jury remains out on the Henry Christopher Gayle’s outburst, the fact remains that in the absence of any known action taken by the Board of Cricket West Indies
or the management of the West Indies T-20 team, the public is left to cry…No Ball. In short, an unfair delivery.

Dennis De Peiza is a Labour & Employee Relations Consultantat Regional Management Services Inc. website: www.regionalmanagement services.com