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.