Using Positive Progressive Discipline
Disciplining employees is considered by most supervisors as a negative and punitive process that is designed to “punish” the employee for unacceptable behavior. But it doesn’t have to be that way. This module examines the progressive disciplinary process from two perspectives.
First, most of our employees are “good employees” and they want to do a good job. Unfortunately, they may get sidetracked and behave in a manner that is unacceptable. Immediate intervention on the part of the supervisor is the key to reforming this employee and getting them back on track. Sometimes intervention means using progressive discipline.
The second issue is the problem employee. Reforming this individual can become a full-time job. Sometimes it comes down to “If I cannot reform you, then I have no choice but to remove you.” Reforming or removing this employee can become a legal nightmare if not done correctly. This module shows the supervisor how to deal with this type of problem employee from start to finish. Recognizing that the word “finish” can mean termination.
This module investigates five steps of an effective Progressive Disciplinary Program and how to effectively use it within your organization. It enables the supervisor to use the disciplinary process as a constructive tool for changing employee performance and behavior rather than a punitive process that is designed to punish employees. We will explore the legal challenges supervisors face as they move through these uncharted waters.
This module will explore:
- The disciplinary interview — how to discipline an employee and maintain a working relationship with that person.
- When does an oral warning become a written reprimand?
- When to move to the next step in the progressive process.
- The key elements of a written reprimand.
- How to conduct a workplace investigation.
- How to construct an Evidence File.
- When to suspend in lieu of termination.
- The difference between suspension and administrative leave.
- The Final Warning!
The Termination Process (Avoiding a Wrongful Discharge Lawsuit)
Termination of an employee is one of the most difficult tasks a supervisor will ever have to perform. In today’s world, where litigation is prevalent, it must be done correctly. There is a maze of laws and legal theories which the Human Resources Department and the supervisor must successfully navigate to bring this process to a successful conclusion. Therefore, the success or failure of this process begins with the supervisor. They must have a working knowledge of the company’s Personnel Policy and a general understanding of the legal issues of which the company is faced.
This segment is designed to provide supervisors and managers with the knowledge and skills required to get through the termination process and avoid a wrongful discharge lawsuit. We will explore a wide range of employment issues which must be considered before deciding to terminate a problematic employee. We will examine key issues which when observed, will protect your right to fire and enable you to remove a problem employee.
This seminar will examine:
- How to protect your right to fire an employee.
- How to terminate to potentially violent employee and how to ensure your safety in the process.
- Why sometimes it’s best to suspend before you terminate.
- What to do when you receive a verbal resignation.
- How to use “Last Chance Letters” to either reform or remove a problem employee.
- The best time of day to terminate an employee.
- How to conduct the termination interview.
- How and when to collect company property.
- What do you tell other employees?
- When the terminated employee begins their job search how do you answer questions from a perspective employer?
For more information about bringing this training into your organization contact Exploring Leadership Soulutions at (701)527-7416.