What considerations should managers and employees be aware of while in progressive discipline procedures?

Answer 1

Well the main thing is to make sure discipline is done in the appropriate manner...and that there is no taint of unfairness or discrimination that exists. If you will use any discipline procedure make sure that there can't be any sign of impropriety and that it is generally done with the dignity and privacy of the employee in mind.

Answer 2

My company's policy is simple: CYA. (Cover your ***). Always have a3rd party present for any disciplinary action, use verbal and written write-ups. Consider your tone and really, treat every person different.

Some people respond to what seems to be the most obvious thing.

1. Recognize the issue. (Johnny, you're late to work every single day).

2. Help find a solution. (What can we do that will enable you to get to work on time?)

3. This is a verbal warning. Further tardiness will result in a written warning and possible termination. We need you here on time to do your job.

I had one employee who was late 3 days in a row. I called her into the office, sat her down, asked what the issue was. An excuse is an excuse- this one being her alarm clock broke. I gave her a check for $20 (we call them spiffs and do it often where I work) and told her to buy an alarm clock.

She hasn't been late since then and that was almost 2 years ago.

I guess the biggest thing is CYA, and remember who you're talking to. Some people respond to what I did. Other people respond to being yelled at. It just depends on the situations.

Answer 3

Document every single thing and do NOT speak to a supervisor (or subordinate) without a third party present! Period! Cover your own butt.

Answer 4

As an employee I know this. Progressive discipline made me want to kill myself. My counseling session sucked. I was so alone after. All over broken fish and a rude customer.