In our last article we introduced the basics of Corrective Action and in this article we will be discussing the steps of a typical progressive discipline process.
When faced with workplace conduct that may require corrective action, the Team Member should be given appropriate due process, which usually involves a meeting with the Manager, or Team Leader. Incorporating the principles of due process into corrective action is in line with best employee relations practices, and Team Members who feel they have been treated fairly and respectfully during corrective action are less likely to file a charge or lawsuit even if the action ends with termination.
Specifically, workplace due process includes the following basic elements:
A significant part of due process is following an appropriate progressive discipline process intended as a tool to correct the behavior. Progressive discipline generally includes a series of increasingly severe penalties for repeated offenses, typically beginning with counseling or a verbal warning. Each related event or incident must trigger a more severe response, and each step must more strongly encourage the employee to modify his or her behavior.
A progressive discipline system should allow the Manager to use some discretion or judgment based on the circumstances. For example, the appropriate response to a Team Member who has failed to follow instructions from the Manager may not be a verbal warning, the traditional first step in many progressive discipline policies. To determine an appropriate response, the Pinnacle’s HR professionals may ask the Manager administering the policy additional questions: What was the business impact of the Team Member’s behavior? Has the Team Member received prior written warnings? Were other Team Members or customers harmed or endangered due to this behavior? After the right probing questions have been asked, the HR professional may recommend that a more severe first response is warranted.
The following steps are part of a typical progressive discipline policy:
An employee should never be discharged without due process. All the facts must be promptly and thoroughly investigated and documented before making the termination decision.
In our next article, we will be discussing how to initiate corrective actions with the Team Members.
For more information regarding performance management, please contact Pinnacle’s Human Resources department at HR@pinnaclpeo.com