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Monday HR Minute
June 29, 2015
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A progressive discipline process is one that establishes a set of increasingly severe measures for repeated offenses by employees. It typically begins with coaching or a verbal warning for the first infraction, leading all the way up to termination for repeated offenses.
Click here for a sample of a progressive discipline process.
The purpose of a progressive discipline process is to clearly set out the expectations for corrective action for everyone involved (managers and employees alike) so that employees know where they are in the process and what will happen if their offenses continue – and so that managers will be less arbitrary in their discipline measures.
When considering a progressive discipline process, be sure to consider the following:
- Too many steps in the process will dilute your disciplinary process. We recommend four steps: (1) a verbal warning, (2) a written warning, (3) a second written warning and probation/suspension, and (4) termination.
- Be sure your policy also states that certain egregious offenses can lead to immediate suspension or termination. You don’t want employees assuming that they automatically get four chances before they get fired.
- Be sure your policy states that the company retains the right to terminate anyone at any time and that nothing in the policy changes the employee’s employment-at-will status.
One last word…
Often our clients are reluctant to go to the final steps of a disciplinary process because they simply don’t want to lose an employee and thereby face short-term staffing issues. While this is understandable, we suggest you consider your progressive discipline process – and adhering to it – to be an investment in the long term health of the company, since keeping problem employees on board (particularly those who repeatedly violate policies or practices) often contributes to a range of morale and performance problems across the workforce. Your best bet is to suffer the short term consequences and let the progressive discipline play out.
If you have any questions on this or any other HR issue, we are here to help. Email us at Affinity HR Group, visit our website or call us at 1-877-660-6400. If you would like to browse through all the previous editions of the Monday HR Minute, go to our the archive on our website.
This e-mail may contain general information about legal matters. Affinity HR Group does not provide legal counsel. The information provided should not be considered legal advice and should not be relied on as an alternative to legal advice from your attorney or other professional legal services provider. If you have any specific questions about this content or any legal matter you should consult your attorney or other professional legal services provider.
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