Progressive Discipline. © Business & Legal Reports, Inc. 0609 Session Objectives Apply progressive discipline steps fairly and consistently Identify laws

Progressive Discipline

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© Business & Legal Reports, Inc. 0609

Session Objectives• Apply progressive discipline steps fairly and

consistently

• Identify laws and policy requirements affecting discipline

• Conduct effective disciplinary meetings

• Document disciplinary action properly


Session Outline• Discipline and the law

• The need for consistency

• Investigations of disciplinary problems

• Steps in progressive discipline

• Disciplinary meetings

• Documentation of disciplinary actions


Why Progressive Discipline?• Establishes expectations and predictability

• Applies consequences fairly and consistently

• Corrects inappropriate behavior and poor performance

• Helps rehabilitate employees with potential

• Protects against complaints and lawsuits


Discipline and the Law• EEO laws

• Consistency and fairness

• Retaliation

• Wrongful discharge


Discipline Policy• Provides legal protection

• Reassures “good” employees

• Puts potential offenders on notice

• Protects employees from inappropriate actions of co-workers

• Gives violators the opportunity to improve


Employee Handbook• Informs employees of

policy

• Advises that the policy will be enforced

• Allows some flexibility


Common Discipline Problems• Attendance

• Performance or behavior

• Safety


Common Discipline Problems (cont.)

• Equipment and materials

• Substance abuse

• Harassment, fighting, or violence


Consistency• Always follow the

company’s progressive discipline policy

• Respond to all rule violations immediately

• Use discipline only for genuine violations


Consistency (cont.)

• Discipline all similar offenses in the same way

•Make discipline appropriate to the offense

• Give the employee an opportunity to correct the problem


Investigations• Make sure you have all

the facts

• Document findings

• Give workers the chance to explain

• Interview witnesses


Foundations of Discipline• Questions?


Progressive Discipline Steps• Oral warning

•Written warning

• Suspension

• Termination


Oral Warnings• Meet privately and state

the problem clearly

• Listen to the employee’s explanation

• Be sure the employee understands the rule

• Issue the warning and explain the next disciplinary step

• Agree on an action plan


Written Warnings• For repeated or serious problems

• Get prior approval from HR

• State the facts clearly and objectively

• Include an action plan for improvement

• Sign and have the employee sign

• Give the employee a copy and file a copy


Suspension• Confer with HR

• Meet with the employee

• Sign the forms

• Meet with the employee again after suspension

• Follow up


Termination• Use only as a last resort

or for very serious violations

• Consult with HR and investigate carefully

• Follow required termination procedures

• Meet with the employee

• Document the meeting in a signed report


Disciplinary Meetings• Talk privately and

promptly after offense

• Be calm and objective

• Let the employee explain


Disciplinary Meetings (cont.)

• Determine the facts

• Emphasize the seriousness of the situation


Disciplinary Meetings (cont.)

• Determine the best discipline

• Agree on a plan of action

• Document the meeting


Documenting Discipline• Include key information

• Keep records for as long as policy mandates

• Remove warnings and other documentation when allowed to give employees a clean slate


Key Points to Remember• Steps in progressive discipline: oral warning,

written warning, suspension, and termination

• Be consistent and follow company policy

• Help employees correct discipline problems

• Protect yourself and the organization by documenting disciplinary actions

Documents

Progressive Discipline. © Business & Legal Reports, Inc. 0609 Session Objectives Apply progressive discipline steps fairly and consistently Identify laws