HSCI 313 ch 17
Less Formal Disciplinary Measures
withholding or delaying pay increases, denying promotions, reducing performance ratings to reflect declining performance, placing the employee on probation, demoting or transferring the employee,
Counseling
often an informal first step prior to the actual disciplinary process.
Discipline
The essential purpose of most disciplinary action is correction of behavior
Written warning
Although the text provides the recommend contents of a written warning report, you will usually find that most of today's employers have a specific printed form for this purpose.
Class I: Minor Infractions
First offense—Oral warning Second offense—Written warning Third offense—1-day suspension Fourth offense—3-day suspension Examples: Absenteeism, tardiness
Class II: More Serious Infractions
First offense—Written warning Second offense—3-day suspension Third offense—Discharge Examples: Unexcused absence, smoking violation
Class III: Still More Serious Infractions
First offense—Written warning Second offense—Discharge Examples: Insubordination, Falsification of records, Sexual harassment
Sound Disciplinary Practices
Do not play "Do as I say, not as I do." Rather, serve as a role model for behavior. Use punishment only as a last resort. Use either progressive according to the policies of the organization. At all times remain aware of your goal in delivering disciplinary action.
Class IV: Most Serious Infractions
First offense—Discharge Examples: Fighting; Theft; Absence without notice for 3 consecutive days ("3 days no-call, no-show")
Getting Rid of Deadwood
If a poorly-behaving employee has gotten away with this behavior in the past, to avoid problems you should put the employee on notice of the need to improve, and begin counseling and disciplining from scratch.
Sound Disciplinary Practices
Make certain all employees know the rules. Do not let misconduct or misbehavior become habitual. Do not act before acquiring facts, and never proceed on secondhand information. Always reprimand in private
Progressive Discipline
Oral warning or oral reprimand Written warning or written reprimand Suspension or probation Discharge
Oral warning
The initial step in the formal progressive disciplinary process. Although "oral," the supervisor must retain a (possibly temporary) record of the discussion.
Reward to risk ratio
if enforcement is consistent and conscientious, the "risk" becomes greater than the "reward" and behavior modifies accordingly.
Discharge
it can be said that it only "corrects behavior" in that it removes the source of the offending behavior and thus prevents repetition by that individual.
Suspension or probation
may be an interim step in the disciplinary process, depending entirely on the infraction, the individual's record, and other circumstances.