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Benefits Tab Benefits is the complete set of benefits compliance content for HR professionals.

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Discipline Additional
Additional HR Resources

Combating Workplace Violence
Workplace Policies are essential to your defense when violence does occur.

Swine Flu and Illnesses
Whether it's the H1N1 virus or the common cold, when one employee comes to work sick, everyone at your organization is at risk for infection.

Pandemics and H1N1
Learn how to prepare your organization for a flu outbreak with the FREE HR Hero Sample Policy

Documenting Behavior
Report shows you how to correctly document performance problems

Guide to Firing
Report reveals specific steps
to take to minimize legal risks

Employment Law Manual
All-new 2012 Edition is fully up-to-date with the latest revisions to FMLA and COBRA and other laws!

50 Laws in 50 States
Compare side by side and see
exactly what employers need to do

Employee Discipline

Employee discipline and documentation are two concepts that go hand-in-hand. In fact, it’s kind of a chicken and the egg scenario — which comes first? To discipline an employee, supervisors should have well-prepared documentation to back up any such employment action decision. But to have good documentation, supervisors need a well-crafted disciplinary policy to enforce.

HRHero White Paper: Combating Workplace Violence

Some of the most common problems at work that require discipline include dress code violations, poor attendance, and inappropriate or offensive behavior, such as harassment or discrimination. Human resources professionals should at least develop a plan for how to address on the front-end the most common disciplinary infractions.

Employment lawyers agree that more cases are won and lost because of documentation than any other factor. Why? Because juries like to have something to hang their hats on when making decisions. For example, an employee who is fired for coming in late every day for three months might win her lawsuit if the supervisor never documented the fact that she was late and gave her satisfactory ratings for punctuality on her performance evaluation.

Mastering HR: Discipline and Documentation

Employee discipline basics
The first step to keeping employee discipline problems to a minimum is making sure that the ground rules are clearly communicated to employees. In addition to a clearly communicated disciplinary policy, employers should have a prohibition against discrimination and harassment in their workplaces, as those policies are the bedrock of any internal investigation.

The employee discipline policy must be communicated to employees by periodically providing a copy to each employee, posting it, or including it in an employee handbook. Employees should be required to sign an acknowledgment that they have received and read the policy.The policy also should be covered in new employee orientation.

Basic Training for Supervisors – easy-to-read training guides, including discipline

Employee disciplinary systems
There are many systems available for disciplining employees. One system, called progressive discipline, is very popular in the labor union context. It requires the employer to progress through each step before proceeding to the next. This can be very limiting. Frequently, the facts and circumstances of a situation warrant a different type of discipline. It is better for employers to craft a system that ensures managers and supervisors have the flexibility to administer verbal warnings, suspensions, or terminations based on the seriousness of the particular incident in question, regardless of the employee’s prior disciplinary history.

HR Guide to Employment Law: A practical compliance reference manual covering 14 topics, including discipline