1. 4/00/31511251 © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Progressive Steps of Discipline

2. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Goals Understand the four steps involved in progressive discipline. See why you need to investigate the facts before you implement progressive discipline. Know why you need to create a thorough paper trail.

3. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Employee Handbook Advising all employees Enforcing the policy consistently

4. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Elements of a Progressive Discipline Policy Four basic steps: 1. Oral warning 2. Written warning 3. Suspension or unpaid layoff 4. Discharge

5. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Serious Matters Require a Serious Response Some matters warrant dismissal

6. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Investigation Review the charges Documentation

7. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Progressive Discipline Steps Warnings Employee comment Conferences

8. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Suspension No paid vacation Apply policy evenly

9. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Termination Last resort Serious violations

10. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Create That Paper Trail Formal versus informal Clarity about rule violation

11. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Create That Paper Trail (cont.) Minimum requirements Deleting warnings Disadvantages to progressive discipline

12. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Summary There are four basic steps in progressive discipline. Don’t rely on hearsay. Investigate the facts before you start the progressive discipline process. Protect yourself and the organization by creating a paper trail.

13. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz 1. Name four “serious” infractions that might call for immediate termination. 2. The first step in a progressive discipline policy is usually a written warning. True or False 3. Who should make the final decision on whether you should include your company’s progressive discipline policy in your employee handbook? 4. What do you do when an employee refuses to sign a written warning?

14. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz (cont.) 5. What are the typical four steps of progressive discipline? 6. Why is it important to have steps of discipline? 7. What information must a written warning include? 8. It is okay to overlook an employee’s bad acts if the employee has never been in trouble before, is a star in his or her department, and is extremely friendly with the president of the company. True or False

15. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz (cont.) 9. Name some disadvantages to progressive discipline systems. 10. Sometimes it is not necessary to use progressive discipline before firing an employee.True or False

16. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz Answers 1. Stealing, workplace violence, drug use, gambling, sexual harassment, destruction of company property, extended unexcused absences, insubordination. 2. False. 3. Company’s attorney. 4. Make a note on the warning that employee refused to sign. 5. Oral warning, written warning, suspension, termination.

17. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz Answers (cont.) 6. To be fair to employees and to protect employers from charges of wrongful discharge. 7. Date, time, and place of infraction, the specific rule broken, factual details of the incident, remedial steps, signatures of the employee and the supervisor. 8. False. That is just what other employees who get into trouble for similar violations and get disciplined are looking for. Treat everyone the same, or you may face discrimination charges.

18. 4/00/31511251 © 2000 Business & Legal Reports, Inc. Quiz Answers (cont.) 9. Training, documentation, formal policy, employee shortage, employee must go through the system before termination. 10. True. If the behavior is severe enough, the employee need not go through the system.