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['Performance Management']
['Discipline', 'Performance Management']
Copyright 2023 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
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Copyright 2023 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
InstitutePerformance ManagementPerformance ManagementDisciplineTraining & DevelopmentUSAHuman ResourcesEnglishAnalysisFocus AreaIn Depth (Level 3)
Tips for discipline
['Performance Management']
- Keep these tips in mind to ensure appropriate discipline etiquette.
- Determine who can administer discipline.
- Don’t look the other way. When discipline is first needed, administer it.
- When a verbal warning is part of the disciplinary process, make sure the employee knows that they are being disciplined.
- Consider whether employees are “at will” employees (this will depend on state law and whether a contract is in place for the individual’s employment). Terminations may be less subject to challenge for at-will employees.
- Ensure discipline is in line with any collective bargaining agreements.
- Consider in advance whether discipline could be considered retaliatory for an employee’s participation in any kind of legally protected activity.
- Keep in mind that your policies, employee handbook, etc., may create contracts.
- Document performance issues.
- Document feedback, counseling, and training.
- Use progressive discipline for most offenses.
- Be consistent.
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performance-management
performance-management
FOUNDATIONAL LEARNING
- Keep these tips in mind to ensure appropriate discipline etiquette.
- Determine who can administer discipline.
- Don’t look the other way. When discipline is first needed, administer it.
- When a verbal warning is part of the disciplinary process, make sure the employee knows that they are being disciplined.
- Consider whether employees are “at will” employees (this will depend on state law and whether a contract is in place for the individual’s employment). Terminations may be less subject to challenge for at-will employees.
- Ensure discipline is in line with any collective bargaining agreements.
- Consider in advance whether discipline could be considered retaliatory for an employee’s participation in any kind of legally protected activity.
- Keep in mind that your policies, employee handbook, etc., may create contracts.
- Document performance issues.
- Document feedback, counseling, and training.
- Use progressive discipline for most offenses.
- Be consistent.
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