In most cases, the purpose of discipline is to instruct and correct rather than to punish.  It is your responsibility as a supervisor to explain to the employee those areas in which he or she is expected to improve, to make suggestions about how to improve, and to allow time for the employee to make improvements. 

Documentation during this process is essential.  Make sure the employee's evaluation does not contradict your disciplinary documentation.  Be consistent in your practice and apply fairly to all employees.  Remember that California is an employment-at-will state and the disciplinary process should not imply otherwise.

Corrective discipline using includes the following:

Verbal warning   When you become aware of a problem, promptly speak to the employee, taking particular care to specify the deficiencies you wish to see corrected and how corrective action is to be undertaken. Have as many additional discussions with the employee as seems appropriate under the particular circumstances. Usually, at this early stage, the employee should be given advice and guidance rather than a reprimand.  These are behaviors you might provide a verbal warning for:

• Absenteeism
• Tardiness
• Violation of company policy
• Dishonesty
• Violation of safety rules
• Poor performance
• Insubordination
• Unauthorized use of equipment
• Failure to follow instructions

Written warning   If, after a reasonable period of time, there is no improvement, or insufficient improvement, write formally to the employee explaining the reasons for your dissatisfaction with his or her conduct.  Be specific with examples of corrective actions.  Do not use phrases like:

• “has an attitude problem”
• “not a team player”
• “just not a fit for this environment”
• “doesn’t possess the right personality for this position”

While your employee may have an “attitude problem” it is better to document specific examples.

Final warning   Some companies may choose to provide the employee with a final warning before a suspension or termination.

Suspension   This might be a final step prior to termination.  However, suspending an employee may occur if he/she no longer meets the criteria of the position (i.e. valid driver's license, professional certification).  Other reasons for suspension might include failure to complete mandated training or active investigation against employee.  Some suspensions might be paid, however, most will be unpaid.

Termination   When it is apparent that a corrective disciplinary approach has failed and that the necessary change in behavior has not been achieved, you may decide to terminate the employee.

While terminating an employee is usually the final step in a disciplinary process some companies may choose to terminate immediately if:

• an employee has falsified information on his/her employment application (i.e. criminal history, education, work history, etc.)
• use or possession of drugs/alcohol in the workplace
• theft
• violence
• abandonment of job (no call, no show for three consecutive days)

► Remember a California employer must provide the employee's final paycheck immediately upon termination.

Other forms of discipline - You may chose to explore other forms of discipline, such as, demotion, transfer or reduced raises/bonuses.