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)
|
