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¶ … discipline is a method used in assisting an employee who has not being performing his duties as expected by his company. Discipline gives an employee
the opportunity to think of his/her job and to decide how important it may be to him/her.
In some cases the discipline may modify the employees behavior, other cases the inappropriate behavior may still continue. Strong documentation is required in these
instances of the action being taken and to avoid legal ramifications such as: employment discrimination complaints, unemployment compensation hearings, wrongful discharge and other related lawsuits.
By following the guidelines listed below, the company can ensure avoidance of legal ramifications as well as a possibly better performed employee:
Make sure the employee is clear about his/her job expectations and any other details that would enable them to work more effectively.
If the employee is violating policies and procedures, make sure these are written and that the employee has been trained in the policies and procedures.
3. Provide help and guidance; give the employee regular feedback about his/her performance. Make sure you explain to said employee the consequences of under performance. This avoids discipline and procedure results.
4. Determine that you are applying the performance standards fairly. For purposes of discrimination avoidance, you must address any employee who is performing in the same manner in the same way. You must address the employee with the most serious problems first. All employees who are failing to follow policy must be disciplined the same, never focus on one person's performance.
5. Most importantly, documentation of any performance discussions for the employee file with the time, date and policy or performance problem clearly identified is a must. Keep accurate records because you never know when you might need them and will refresh your memory as to the instance that occurred.
Disciplinary action that could be taken follows:
1. First offense:
Minor Offense: Verbal Counseling
Major Offense: Written Reprimand; up to three day suspension
2. Second Offense:
Minor Offense: Written reprimand; up to three day suspension
Major Offense: Up to five day suspension
3. Third Offense:
Minor Offense: Up to five day suspension
Major Offense: Discharge
By implementing the above steps, the company is ensuring they have covered all basis with the employee and any ramifications that may occur.
Resource:
Human Resources Magazine
Article: How to Fire with Compassion and Class
Pages 2 and 3
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