Company Progressive Discipline Policy

This paper provides a comprehensive progressive discipline policy that will be utilized in managing employee behavior in the workplace. This policy is developed on the premise that managing employee conduct is crucial towards enhancing workplace productivity and organizational success. The policy includes an overview of purpose and procedures that will be undertaken for corrective/disciplinary action by the human resource department. It also includes a brief description of the appeal process and issues that are not subject to the organization’s progressive discipline framework. The policy provides explanations why termination of employment can be considered as the first or last disciplinary action depending on the circumstances and nature of the misconduct.

KenTrizo Limited recognizes the importance of the establishment of a suitable working environment for all its employees. The company believes that the creation of a secure and good workplace is essential towards the realization of organizational objectives. In this regard, the company has established this progressive discipline policy that will be utilized in guiding the actions and behaviors of employees and managing undesired behaviors/actions.

This progressive discipline policy is established to provide a structured framework for corrective action in order to enhance and prevent recurrence of undesired employee actions and behaviors as well as performance issues in KenTrizo Limited’s workplace. This policy and procedures are designed in a manner that is consistent with the company’s values, employment laws, and best practices in human resource management.

Step 1 – Verbal Warning
A manager, supervisor or human resource professional will issue a verbal warning to an employee privately in case of violation of company policy or in the event of an undesirable behavior/action in the workplace (Workable, 2017). When providing the warning, the employee will also be provided with necessary coaching or advice regarding the company’s progressive discipline steps. A written documentation will then be created by the supervisor within five working days of the verbal warning, which will then be signed by the employee as an indicator of his/her understanding of the specific issues and corrective steps/actions.

Step 2 – Written Warning
Even though KenTrizo Limited hopes that the verbal warning will correct the employees’ conduct, attendance or performance issue, the company recognizes that this will not always be the case. In such instances, the employee will receive a formal written reprimand from the HR within a week to inform him/her that he/she did not correct the issue within the required timeframe (Hopkins, 2017). The written reprimand will contain warning of probable disciplinary action against the employee if the issue persists.

Step 3 – Suspension and final written warning
If the problem persists, the employee will either be suspended or suspended pending investigations as well as receive final written warning. This disciplinary measure will be undertaken particularly in cases that are harmful and problematic to the workforce and organizational performance. When exercising this disciplinary action, the company’s human resource department will provide guidance so that the action does not contravene the relevant employment laws.

Step 4 – Penalties
Once the suspension and/or investigations are complete, the employee will be subjected to appropriate penalties ranging from (but not limited to) demotion to detraction of certain benefits for a period not exceeding 6 months. The penalties will be administered fairly and uniformly and depending on the severity of the specific issue.

Step 5 – Termination
The final correct action that will be undertaken by KenTrizo Limited to address an employee behavior or performance issue is termination. The human resource department can recommend termination of employment depending on the nature of the issue and underlying circumstances. While the company will follow all the above steps before consideration of termination, the company may skip these steps depending on the situation. Employees may be terminated without any disciplinary action or prior notice. However, recommendations for termination of employment must be approved by the firm’s top management.