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
