1. Disciplinary Process Discipline
Actions taken by supervisors to enforce an organization’s standards and regulations.

2. Disciplinary Process Verbal Warning
The mildest form of discipline. It is a temporary record of a reprimand which is placed in the supervisor’s file.

3. Disciplinary Process Written Warning
The first formal stage of the disciplinary procedure; the warning becomes part of an employee’s official personnel file.

4. Dismissal Termination of ones employment.
Disciplinary Process
Dismissal
Termination of ones employment.

5. Positive Discipline
A technique that attempts to reinforce the good work behaviors of an employee, while simultaneously emphasizing to the employee the problems created by undesirable performance.

6. Types of Discipline Problems
* Attendance
* On-The-Job Behaviors
* Dishonesty
* Outside Activities

7. Is Discipline Always Needed?
If an employee doesn’t have the ability, that is , he or she can’t perform, disciplinary action is not the answer.
What is?

8. Basic Tenets of Discipline
* Do your homework
* Provide ample warning
* Act in a timely manner
* Conduct discipline in private
* Be calm and serious

9. Basic Tenets of Discipline
* Be specific about the problem
* Keep it impersonal
* Get the employee’s side
* Keep control of the discussion
* Agree on how mistakes can be
prevented next time.

10. Basic Tenets of Discipline
* Select progressive
disciplinary action and
consider mitigating
circumstances.
* Fully document the
disciplinary session.

11. Progressive Discipline
Action that begins with a verbal warning, and then proceeds through written reprimands, suspension, and finally, in the most serious cases, dismissal.

12. Painful - Immediate - Impartial
Hot Stove Rule
A set of principles that can guide an individual in effectively disciplining an employee by demonstrating the analogy between touching a hot stove and administering discipline.
Painful - Immediate - Impartial
Consistent

13. Disciplinary Factors * Duration of the problem
* Seriousness of the problem
* Duration of the problem
* Frequency and nature of
the problem.
* Employee’s work history
* Extenuating circumstances

14. Disciplinary Factors * History of the organization’s
* Degree of warning
* History of the organization’s
disciplinary practices.
* Implications for other
employees.
* Upper management support

15. Discipline and the Law * Wrongful Discharge * Due Process
* Employment-At-Will
* Wrongful Discharge
* Due Process
* Union Contracts