• Penalties should be selected with intent of applying the minimum discipline likely to be necessary to correct the offense.

Several factors come into play in determining an appropriate penalty. Included among them are the basic concepts of corrective, progressive discipline. That is, penalties should be selected with intent of applying the minimum discipline likely to be necessary to correct the offense. Second, fairness and consistency must be assessed. Penalties should be reasonably consistent with the discipline administered in similar situations against employees with similar records. This means that employers should carefully weigh a number of things in determining how severe a disciplinary penalty should be, including:

• The nature and severity of the offense,
• The employee’s previous record,
• The employee’s potential for rehabilitation,
• The penalties imposed on other employees in similar situations, and
• Existing disciplinary guidelines or policy.