Copyright William J Capehart 2015 Compassionate Leadership And Management Principals C L A M P Copyright William J Capehart 2015

Copyright William J Capehart 2015 Disciplinary Actions C L A M P “A state of training that corrects, molds, or perfects the actions of an individual for the betterment the organization and themselves.” Copyright William J Capehart 2015

Disciplinary Actions Manager’s Responsibilities Ensure that all guidelines are in written form. Ensure the individual has been properly trained and that they “know better”. Verify that they have the capability to complete what is being expected of them. Physical or mental limitations may exist and should have been considered before assigning a task. Copyright William J Capehart 2015

Disciplinary Actions The Process M P Discuss with the employee what he or she is doing incorrectly. Bring it to their attention in a non-threatening way. Discuss with them to understand why it occurred. Attempt to bring it up indirectly Use encouragement. Make the fault seem easy to correct. Bring up your own weakness, let them know you are also human. Let them save face. Copyright William J Capehart 2015

Disciplinary Actions The Process Continued M P Immediately after the next episode, speak to them alone and inform them that they are now being verbally counseled. Again Admit your human Ask if there was a misunderstanding Encourage them Make your expectations crystal clear. Tell them that if this type of behavior occurs again written documentation will immediately take place Copyright William J Capehart 2015

Disciplinary Actions The Process Continued, The Write up M P The following is a list of the criteria, listed in sequence, for the Corrective Actions Form Establish the violation time, day & position of the employee. Note that the person was scheduled at the time of undesired behavior. State the policy that was broken, if possible, quote the written guidelines State how the policy was broken. State that the employee was aware of the policy. List the costs (negative consequences) to the company caused by the behavior Copyright William J Capehart 2015

Disciplinary Actions The Write up Continued, M P Continued criteria: State clearly what past actions have made the write up necessary State what disciplinary actions are being issued for the current violation The last line should explain what will happen if the trend continues. Most likely it will be, “If this type of behavior happens again you will, at a minimum, . . . “ Copyright William J Capehart 2015

Disciplinary Actions The Process Continued M P If this trend continues, Suspend Write it up on a corrective actions form. It should contain the following information: Date they were verbally counseled with a brief narrative about what was discussed. Date they were written up with a brief narrative. Another written admonishment regarding their behavior. State that they are now suspended for week without pay. The last line on the write up should read, “Any further behavior of this nature will result in your termination of employment with this company” Copyright William J Capehart 2015

Disciplinary Actions The Process Continued M P Termination The last resort You have been working hard at “training the individual to correct, mold, or perfect their actions for the betterment the organization and themselves.” And now for the sake of the company termination must occur. Copyright William J Capehart 2015

Disciplinary Actions The Process – Termination, Continued If they have keys, attempt to tactfully get them first. If not, you must demand them afterwards. The form should contain the following information: Date they were verbally counseled with a brief narrative about what was discussed. Date they were written up with a brief narrative. Date of their suspension The last line is: "As of this date your employment with this company is now terminated” Copyright William J Capehart 2015

Disciplinary Actions Final Comments This process is to help the organization and the individual. Even termination can be helpful to the individual. Some behavior requires immediate suspension or termination. Some examples are: Theft, Harassment, Violence, Safety, Fraud, Any malicious acts Insubordination or refusal to comply with instructions Damaging or destroying Company property or that of a fellow employee or customer due to careless or willful acts. Falsification of employment applications, time records, or personnel or other Company documents or records. Engaging in such other practices as Company determines to be inconsistent with safety rules and other rules of conduct necessary to the welfare of Company, the employees, or customers. Copyright William J Capehart 2015