Disciplining Employees What Supervisors Really Need to Know. Presented by Jana Legako, J.D., PHR Gordon Cooper Technology Center Human Resources Director. Disciplining Employees What Supervisors Really Need to Know.
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Jana Legako, J.D., PHR
Gordon Cooper Technology Center
Human Resources Director
This presentation is designed to provide accurate and authoritative information in regard to the subject matter. It is given with the understanding that Gordon Cooper Technology Center and its representative are not engaged in rendering legal services. If legal advice is required, the services of a competent professional should be sought.
1. Be consistent
2. Have a legitimate business reason for every decision
3. Document events
4. When in doubt, call an expert
Employers have a duty of good faith and fair dealing which means…
Treat all employees fairly
Easiest way to prove you treat people fairly is to show you…
Treat them the same
Practical tip: If you single out employees for documentation or discipline, you are not treating them fairly, and you have violated your duty of good faith and fair dealing.
It is perfectly legal for you to treat people differently if you have a Legitimate Business Reason.
Poor Wording Every Decision
Your are frequently tardy.
You don’t concentrate on your work.
You do not get along with co-workers.
You are irritable and refuse to communicate.
You abused sick leave.
You were 30 minutes late three times this week.
You made 29 typing errors on the letter of May 2.
You yelled at Chris Smith yesterday.
You locked yourself in your office and did not answer.
You have exceeded accrued sick leave.3. Document Events