Chapter 17: Disciplining: Correction of Behavior

Counseling is often an

informal first step prior to the actual disciplinary process

Legal challenges

o A denial of the offending behavior o A charge of inconsistent application o A claim that full due process was bypassed o A charge that the action was discriminatory o A claim for unemployment benefits the person is not entitled to

Class IV: Most serious infractions order

o First offense - discharge

As a supervisor do not

o be apologetic o use imprecise terminology o hide behind management o trap yourself into a serious of oral warnings for the same problem with the same employee

For the supervisor you should assume that

o employees want to do good work o employees perceive some benefit from their unacceptable behavior o you or others may be partly to blame o you ordinarily have multiple corrective options available

For the supervisor you should know

o exactly what the unacceptable behavior is and what rule has been violated o any mitigating circumstances o the scope of your authority o how similar offenses have been handled in the past

Class I: Minor infractions order

o first offense - oral warning o second offense - written warning o third offense - 1-day suspension o fourth offense - 3-day suspension

Class II: More serious infractions order

o first offense - written warning o second offense - 3-day suspension o third offense - discharge

Class III: Still more serious infractions order

o first offense - written warning o second offense - discharge

For the supervisor you must act

o quickly once you have the facts o appropriately, consistently and fairly o by using punishment only as a last resort o by selecting appropriate penalties o by documenting o getting the terminated employee off premises

Progressive discipline order

1. Oral warning or oral reprimand 2. Written warning or written reprimand 3. Suspension or probation 4. Discharge

Class I: Minor infractions examples

Absenteeism, tardiness

Non-punitive discipline (Not all widely used and more theory than practice)

An approach that places more responsibility on the employee and places the future in the employee's hands

Class IV: Most serious infractions examples

Fighting, theft, absence without notice for 3 consecutive days ("3 days no-call, no-show")

Class III: Still more serious infractions examples

Insubordination and falsification of records

Suspension or probation

May be an interim step in the disciplinary process depending on the infraction, the individual's record and other circumstances

Discharge

Most severe action available

Reward-to-risk ratio

Some employees break rules because they feel they can get away with it. However, if enforcement is consistent and conscientious, the "risk" becomes greater than the "reward" and behavior modifies accordingly

Class II: More serious infractions examples

Unexcused absence, smoking violation

The essential purpose of most disciplinary action is

correction of behavior

Counseling vs. disciplining

disciplining and counseling are closely interrelated

About 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

Written warning

more serious and sometimes leads to discharge for certain infractions

Oral warning

the initial step in the formal progressive disciplinary process