J. J. Keller® Compliance Network Logo
Start Experiencing Compliance Network for Free!
Update to Professional Trial!

Be Part of the Ultimate Safety & Compliance Community

Trending news, knowledge-building content, and more – all personalized to you!

Already have an account?
Thank you for investing in EnvironmentalHazmat related content. Click 'UPGRADE' to continue.
Enjoy your limited-time access to the Compliance Network Professional Trial!
A confirmation welcome email has been sent to your email address from ComplianceNetwork@t.jjkellercompliancenetwork.com. Please check your spam/junk folder if you can't find it in your inbox.
Thank you for your interest in EnvironmentalHazmat related content.
You've reached your limit of free access, if you'd like more info, please contact us at 800-327-6868.
Tips for discipline
  • 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.