Employee DisciplineUser Rating: / 0
PoorBest MiscellaneousWritten by Anonymous Monday, 25 April 2011 11:01
It feels like grade school when we speak of our employees. However, on occasion it is necessary to point out employee wrong doings and take corrective measures to insure they are not repeated. If your disciplinary process is lacking effectiveness or consistency across allemployees, you are not only wasting your time trying to correct behaviors, but you are probably opening yourself up to risk via unemployment claims or worse, litigation. When it comes to employee discipline one thing is certain. Be consistent. Every employee should be treated equally. Meaning, your discipline policy should be structured in a way that whatever the policy infraction, all employees are held to the same standards. Here are 5 common discipline practices. Based on the severity of the infraction, a mere verbal warning may be enough. However, best practice is to have a secondary witness in this counseling session and to document the occurrence in the employee file. Typically the Verbal Council or Warning is used prior to a Written Warning. Written Warning This formal warning should not only include the date, time and nature of the offense or policy infraction, it should also include a corrective plan required of the employee to correct the behavior. Typically there is a detailed time line involved with benchmarks for the employee to meet. Again, best practice includes a secondary management witness and both parties should sign this document to ensure understanding. This document should be filed in the employee’s file. Suspension Some companies utilize a suspension period to allow the employee time to consider their with the company, allow associates involved to off and to give management time to consider the correct disciple for the offense. It is best practice to disclose the length of suspension, whether it is paid or unpaid leave, and what the possible outcomes could be for the employee upon return. The best practice is to have good documentation in the employee’s file of all offenses that have occurred during his or her career. These become especially relevant during employee reviews or unemployment hearings. Well Now is not a legal firm. Please consult your attorney on your specific employment policy as it pertains to employee rights in your state(s) of operation. Next >Last Updated on Monday, 25 April 2011 11:01Who’s OnlineWe have 313 guests and 2 members online awulambq30Adamanels
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