Ch. 10 Employee Discipline Flashcards
A tool used by managers to improve poor performance and enforce appropriate behavior to ensure a productive and safe workplace (also called corrective action)
- used for conduct (tardiness, insubordination) or performance (low productivity, excessive errors) issues
- goal to:
- Eliminate inappropriate behavior
- Assist the employee to correct the problem
- Create a “win-win” situation for both the manager and subordinates
- should NOT be used to punish employees
Employee discipline
Should be followed when employee discipline is necessary
- outlines the steps that managers are to follow when administering discipline
- reflects the cultural values of the organization
- ensures that the process meets all legal requirements
- protects both the manager and the organization
- guarantees the rights of the employee
Disciplinary Policy and Procedure
A step-by-step method of addressing performance or conduct problems in employees
- Disciplinary actions taken at each step in the process
- If a problem ceases to exist, but a new problem develops, the disciplinary process must begin again for the new problem
Disciplinary Process
A disciplinary process characterized by the use of more drastic penalties for each repeated instance of poor performance or inappropriate conduct
- Must be conducted with consistency & fairness for all employees
Progressive Discipline
Steps in the progressive disciplinary process
- Verbal warning
- Written warning
- Suspension
- Termination
First step in disciplinary process
- Includes the identification of the problem and information sharing between the manager and the employee
Verbal Warning
Second, more formal step in disciplinary process
- Includes stating the problem and noting its repetition over time
- Information sharing is also part of this step
- A record is placed in the employee’s file
Written Warning
Third step in disciplinary process
- Demonstrates the seriousness of the problems by giving the repeat offender time off, usually without pay
- Information sharing is also part of this step
- Formal, signed, documentation is placed in the employee’s file
Suspension
Final step in disciplinary process
- Leads to the end of employment due to the repeated failure of the employee to correct the problem
- Managers should always consult with the Human Resources Department to review the documentation and other requirements
- Due process must be carried out & verified
Termination
Willful destruction of property
Possession of firearms in the work setting
Working under the influence of controlled substances
Theft
Serious problems that warrant immediate termination, without progression through the disciplinary process
Notes the manager makes as reminders of what has transpired
- Optional
- Should be applied uniformly to all employees
- Should be dated
- Should be non-judgmental
- Should be discarded after it is no longer needed or when the information has been transferred to an official document
Anecdotal documentation
Used for disciplinary actions; become an official part of the employee’s file
- Must be written in accordance with organization’s disciplinary P&Ps
Official documentation
Plans that provide employees support in dealing with personal crises (such as substance abuse, stress, or depression) that could negatively impact work performance
- Commonly used for employees identified as having or at risk for a substance abuse problem
- Participation may be required as part of a discipline process
- May be self-operated or contracted from outside providers
Employee assistance programs
Restoration of productivity
Avoidance of time/energy needed for progressive discipline
Cost savings (new employee need not be hired/trained)
Employee is assisted in dealing with a potentially devastating personal crisis
Benefits of EAPs
A process for employees to use to resolve conflicts when they feel they have been treated unfairly by management
- Same format as discipline P&P
Employee Grievance P&P
