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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.
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.