Discipline yes, persecution no!

26 Oct 2026 - Disciplinary Corps, Security and Law Enforcement Officials | Home | News | Politics | Sections

By Theo Vella, Secretary of the Disciplined Forces, Security Officers and Law Enforcement Section within the General Workers’ Union (GWU)

In our trade union work, we encounter various situations in the workplace, including cases involving disciplinary proceedings. The fundamental principle behind any disciplinary code should be to correct behaviour rather than punish employees. Unfortunately, however, this is not always the case.

We are increasingly encountering situations where disciplinary procedures are allegedly being used abusively, with serious consequences for workers’ morale and motivation. In certain cases, employees reach a point where they feel it is better to avoid taking any initiative rather than carry out their duties and risk facing disciplinary charges.

Even more concerning are situations in which, according to reports received by the Union, attempts are made to cover up the mistakes of certain individuals by shifting responsibility onto other employees. In recent months, we have also encountered a case in which witnesses who were present during a workplace incident, which subsequently led to disciplinary proceedings, were allegedly intimidated into changing their version of events or otherwise facing consequences.

These are serious allegations that must be thoroughly investigated. All evidence, whether in favour of or against an employee, must be presented before the disciplinary board to ensure that the process is fair, transparent and impartial. The objective must always be to ensure justice, not persecution.

A management approach that allows such practices can lead to a loss of trust in the administration, declining motivation among employees and increasing apathy in the workplace. Ultimately, these consequences also affect the quality of services provided to the public.

One particular case we are currently following involves an employee who remains suspended from work on half pay pending the conclusion of disciplinary proceedings. This follows an incident in which, according to the information available to us, the employee used minimal force to defend himself against an assault. Despite recommendations having been made by two disciplinary boards, the employee remains suspended because the management of the workplace concerned disagreed with those recommendations.

Out of respect for the employees involved, I will not identify the workplace in question. However, I can confirm that it is a government workplace.

While I acknowledge that the Government has so far demonstrated positive cooperation in negotiations concerning collective and sectoral agreements, which have resulted in substantial financial improvements for employees, I believe that equal attention must be given to the way its entities and workplaces are managed.

It is essential that individuals appointed to senior positions and sensitive roles are held accountable for how they exercise their authority and treat employees. Accountability, transparency and respect for workers’ rights must be at the heart of every administration.

I therefore appeal to the Government to carefully consider complaints concerning alleged abuses of disciplinary procedures and take the necessary steps to ensure that such matters are addressed fairly and effectively.

As the Secretary responsible for a Section within the General Workers’ Union, I have already brought these concerns to the attention of the Minister responsible, in the hope that action will be taken to put an end to any abuses and safeguard workers’ rights.

Discipline is necessary to maintain order, responsibility and professionalism in the workplace. However, it must never be used as a tool for intimidation, retaliation or persecution.