• Transfer or reassignment to another work area (often a demotion) may be appropriate in some cases.

An employee’s behavior may improve through transfer or reassignment to a different work area. Other forms of disciplinary action may be used along with the transfer. Often, a reassignment results in a demotion to a lower position. For example, a demotion to a lower position in another area can remove an employee from a position in which abuse of authority had occurred.

Referral to EAP

In some cases, an employee may be violating work rules because of personal problems. In such circumstances, it may be advisable to offer the employee an opportunity to use an employee assistance program (EAP). It may be appropriate to use other forms of disciplinary action (warnings, suspensions, etc.) in conjunction with an EAP referral. Employers should maintain records of all such referrals.

Referrals to an EAP are sometimes part of a “last chance agreement,” where an employee agrees to certain considerations (e.g., attending counseling) and understands that successful completion of a program is a requirement of their continued employment. Failure to meet these requirements may result in termination.