Discipline: Correcting Behavior

We have looked at the two extremes of employee behavior that require corrective action. Occasional attendance problems are relatively mild and theft, as an example, is the more extreme type of behavior that must be addressed.

But then there are all the behaviors in between. Rather than an exhausting list of human behaviors, let me  just say that the key is to match the disciplinary action to the severity of the offensive behavior. Basic good management judgment and common sense.

Here is a guideline:
mild behavior.........................verbal or written warning
more serious..........................written warning
critical...................................suspension without pay
major incident........................termination of employment

It is a good idea to get expert HR advice the first few times you deal with this.

The next important caution is to BE CONSISTENT. So you see that the first disciplinary action for a given offense sets the bar for similar, future disciplinary actions. Being inconsistent can lead to charges of discrimination which can be validated, in short, you will lose.

This is a serious subject and I urge you to approach each and every disciplinary action with an emotionless, non-judgmental logic. You will make a better decision guaranteed.

Lance