Discipline – Guidance for Business Owners & Managers

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Discipline is one of the hardest parts of a Manager or Supervisors job. Why do you ask? Because many Managers or Supervisors don’t know how to handle the confrontation. In my vast HR Career, I have been asked how to handle the employee attendance, the tardiness, and the day-to-day infractions over and over again. In this blog, I will explain what to do and how to do it. If you still have questions, please reach out to a qualified HR Consultant.

So let’s begin, Your employee did not show up for work. He/she has not called. You are busy juggling staff to get your business moving for the day. A few hours pass and still no call. You wait out the day – nothing happens.

Document the infraction to produce evidence of the employee’s action. Do not include witnesses. Refer to your employee handbook or policy manual to describe the infraction. Place this dated documentation into the employee’s personnel file and tell them.

Day two: Employee does not call in or show up for work. You are angry because it effects your workload. Document the infraction again to produce evidence of the employee’s action. Refer to your employee handbook or policy manual to describe the infraction. Place this dated documentation into the employee’s personnel file.

Day three: Your employee still does not call in or show up for work. Now you are really frustrated and angry. You begin to wonder, is the employee hospitalized? Have they voluntarily quit their job? Many reasons go through your mind. You call their home. No one answers. Another employee tells you the employee went to the beach with friends for a few days. You have the documentation from day one and day two. You still have no call/no show. What should you do? Consider the employee a voluntary quit and begin the termination process.

Below is an outline to use when preparing your documentation. Need more help Contact.

Employee: ___________________________________________

Department: ______________________

Steps:

[] Informal Warning

[] Formal Warning

[] Final Warning

[] Dismissal

1. Statement of the problem: (violation of rules, standards, practices or unsatisfactory performance.)

2. Prior discussion or warnings on this subject: (oral, written, dates.)

3. Statement of company policy on this subject:

4. Summary of corrective action to be taken: (Include dates for improvement and plans for follow-up.)

5. Consequences of failure to improve performance or correct behavior:

6. Employee comments:

Employee Name (Please Print)

____________________

Date

__________

Employee Signature

____________________

Date

__________

Supervisor Name (Please Print)

____________________

Date

__________

Supervisor Signature

____________________

Date

__________

Distribution: One copy to Employee, one copy to Supervisor and original copy to Human Resources.

Other items of interest:


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