PROGRESSIVE DISCIPLINE Guidelines for Use

Progressive Discipline is… Discipline applied in several stages of severity, culminating in dismissal if necessary.

Purpose of Progressive Discipline Employee success! To improve performance, not to punish. Employee determines whether or not punishment is implemented.

Requisites for Progressive Discipline Fairness Promptness Legal Sufficiency

Progressive Discipline Action Examples Oral Reprimand Written Warning Suspension With Pay Suspension Without Pay Dismissal (Refer to specific state policy.)

Oral Reprimand Least harsh Document conversation. Make expectations clear and ensure employee understands. Set reasonable time to meet expectations. Expectations should be measurable and observable.

Written Warning Administrative authorization only. Follow state-specific grievance policy. Include: (wording from Human Resources) statement regarding grievance rights Consequences of non-compliance

Written Warning Employee should sign acknowledging receipt. Include copy in personnel file. Set reasonable time to meet expectations. Performance plan should include measurable outcomes / benchmarks.

Suspension With Pay May be used in situations with ongoing investigation. Used when employee must be removed from the job without delay (i.e., pending criminal charges). May be used when employee’s presence might endanger employee or others or be disruptive. Requires administrative authority.

Suspension Without Pay Can be used as a form of punishment. Administrative approval in cooperation with higher administration and human resources department.

Dismissal Used as last resort. Could be last step in progressive discipline or applied immediately in egregious cases. Wording of termination letter with assistance from Human Resources and Legal Affairs. Notify county officials as appropriate before taking action.

Remember… Purpose of Progressive Discipline is to improve performance, not to fire someone! Documentation is critical! Keep notes and retain copies of everything. If it looks like things are going badly, witnesses are helpful. Keep your supervisor informed. … and don’t wait until a problem is out of hand!

Adapted source: Tony Tyson, Director of County Operations, University of Georgia Cooperative Extension Employees deserve to know what is expected of them!