• Whatever the disciplinary policy is, it should be in writing and provided to all employees.

Whatever the disciplinary policy is, it should be in writing. Companies should clearly state work rules and guidelines and specific disciplinary actions that can be taken for violations of those rules and guidelines. The policy needs to be provided to all employees. In fact, it is a good idea to have all employees read and sign a statement that they have read, understand, and will comply with policies and procedures.

Be careful, however, that your written policies do not limit flexibility or create obligations on the company. For instance, if progressive disciplinary steps are described, include a statement that the policy does not obligate the company to follow the steps in sequence.

Although discipline should be consistently applied, unique situations may require flexibility in the way you administer it. Failing to stipulate that your organization reserves the right to diverge from the steps outlined in the policy could create the impression that employees are guaranteed, for example, a certain number of warnings before they could be fired. This could conflict with the at-will employment relationship.