Disciplinary action for employee misconduct Form

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Music HR basics is a series of short courses designed to highlight what you need to know about a particular human resource management topic in today's HR basics we explore employee discipline discussing the approaches to an administration of discipline discipline is a process of corrective action used to enforce organizational rules problem employees are most often affected by the disciplined system fortunately problem employees represent a small percentage of the workforce in most organizations however if managers fail to deal with problem employees promptly work outcomes are often negatively affected effective discipline should be aimed at problem behaviors not at the employee's personality because the goal is to improve performance it's often said that 90% of aggravation for managers comes from 10% of our employees that is a small number of employees create the vast amount of discipline work for managers a disciplinary process can demonstrate to employees the organization's commitment to due process and just cause in employment actions however managers may be reluctant to use discipline for many reasons they include an organizational culture of avoiding discipline lack of support by higher management fear of loss of friendship avoidance of time loss and fear of lawsuits the two most common approaches to discipline our positive discipline and progressive discipline regardless of approach certain standards should be applied to the administration of employee discipline progressive and positive discipline represent two common approaches to discipline the positive discipline approach builds on the philosophy that violations are actions that usually can be corrected constructively and without penalty progressive discipline incorporates steps that become progressively more severe and are designed to change the employee's inappropriate behavior progressive discipline refers to a process by which an employee with disciplinary problems progresses through a series of disciplinary stages until the problem is corrected most progressive discipline procedures use verbal and written reprimands and suspension before resorting to dismissal or termination not all steps in progressive discipline are followed in every case certain serious offenses are exempted from progressive procedures and may result in immediate termination there are typically four steps in progressive discipline step 1 the verbal warning the employee and manager verbally agree as to how the employee must improve step 2 written reprimand the manager and employee hold a follow-up meeting and outline a new action plan written documentation is capped step 3 suspension the employee is given a final warning of termination and finally step 4 termination where termination or dismissal occurs with positive discipline the disciplinary process is not punitive rather it focuses on constructive feedback and encourages employees to take responsibility for trying to improve their behavior or performance at work when using the positive discipline approach managers focus on fact-finding and guidance to encourage desirable behaviors rather than penalties to discourage undesirable behaviors the key to positive discipline is to help employees identify their problems early and address causes of problematic behavior like progressive discipline positive discipline consists of steps step 1 verbal warning the employee.