It feels like grade school when we speak of “disciplining” our employees. However, on occasion it is necessary to point out employee wrong doings and take corrective measures to insure they are not repeated. If your disciplinary process is lacking effectiveness or consistency across all employees, you are not only wasting your time trying to correct behaviors, but you are probably opening yourself up to risk via unemployment claims or worse, litigation.
When it comes to employee discipline one thing is certain. Be consistent. Every employee should be treated equally. Meaning, your discipline policy should be structured in a way that whatever the policy infraction, all employees are held to the same standards.
Here are 5 common discipline practices. Many disciplinary processes include either an escalation scale depending upon the offense or the duplication of offenses.
Verbal Counseling – The saying “praise in public and council in private” applies when counseling an employee for misconduct or policy infractions. Based on the severity of the infraction, a mere verbal warning may be enough. However, best practice is to have a secondary witness in this counseling session and to document the occurrence in the employee’s file. Typically the Verbal Council or Warning is used prior to a Written Warning.
Written Warning – This formal warning should not only include the date, time and nature of the offense or policy infraction, it should also include a corrective “action plan” required of the employee to correct the behavior. Typically there is a detailed time line involved with benchmarks for the employee to meet. Again, best practice includes a secondary management witness and both parties should sign this document to ensure understanding. This document should be filed in the employee's file.
Suspension – Some companies utilize a suspension period to allow the employee time to consider their “future” with the company, allow associates involved to “cool off”, and to give management time to consider the correct disciple for the offense. It is best practice to disclose the length of suspension, whether it is paid or unpaid leave, and what the possible outcomes could be for the employee upon return.
Termination – There are several policy infractions that warrant immediate dismissal, including but not limited to:
Violent behavior or threats of violence
Unauthorized drug or alcohol use on duty
Carrying an unauthorized weapon on company property
Disregarding safety rules
Theft, destruction of property or falsifying documents
Insubordination
Abandonment of job. (No show for 3 consecutive days without proper notification)
Other Measures – Other disciplinary action could include demotion, transfer or reduction in raises or bonuses.
Your disciplinary process provides training opportunities to correct improper employee behavior. The best practice is to have good documentation in the employee's file of all offenses that have occurred during his or her career. These become especially relevant during employee reviews or unemployment hearings.
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Hire Well Now is not a legal firm. Please consult your attorney on your specific employment policy as it pertains to employee rights in your state(s) of operation.
When it comes to employee discipline one thing is certain. Be consistent. Every employee should be treated equally. Meaning, your discipline policy should be structured in a way that whatever the policy infraction, all employees are held to the same standards.
Here are 5 common discipline practices. Many disciplinary processes include either an escalation scale depending upon the offense or the duplication of offenses.
Verbal Counseling – The saying “praise in public and council in private” applies when counseling an employee for misconduct or policy infractions. Based on the severity of the infraction, a mere verbal warning may be enough. However, best practice is to have a secondary witness in this counseling session and to document the occurrence in the employee’s file. Typically the Verbal Council or Warning is used prior to a Written Warning.
Written Warning – This formal warning should not only include the date, time and nature of the offense or policy infraction, it should also include a corrective “action plan” required of the employee to correct the behavior. Typically there is a detailed time line involved with benchmarks for the employee to meet. Again, best practice includes a secondary management witness and both parties should sign this document to ensure understanding. This document should be filed in the employee's file.
Suspension – Some companies utilize a suspension period to allow the employee time to consider their “future” with the company, allow associates involved to “cool off”, and to give management time to consider the correct disciple for the offense. It is best practice to disclose the length of suspension, whether it is paid or unpaid leave, and what the possible outcomes could be for the employee upon return.
Termination – There are several policy infractions that warrant immediate dismissal, including but not limited to:
Violent behavior or threats of violence
Unauthorized drug or alcohol use on duty
Carrying an unauthorized weapon on company property
Disregarding safety rules
Theft, destruction of property or falsifying documents
Insubordination
Abandonment of job. (No show for 3 consecutive days without proper notification)
Other Measures – Other disciplinary action could include demotion, transfer or reduction in raises or bonuses.
Your disciplinary process provides training opportunities to correct improper employee behavior. The best practice is to have good documentation in the employee's file of all offenses that have occurred during his or her career. These become especially relevant during employee reviews or unemployment hearings.
………
Hire Well Now is not a legal firm. Please consult your attorney on your specific employment policy as it pertains to employee rights in your state(s) of operation.