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Effective Progressive Discipline Policy for Employee Success

Learn about the stages and examples of progressive discipline, plus the requisites and actions involved. Understand the importance of fairness and documentation.

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Effective Progressive Discipline Policy for Employee Success

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  1. Progressive Discipline

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

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

  4. Requisites forProgressive Discipline • Fairness • Promptness • Legal Sufficiency

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

  6. Pre-Disciplinary Hearing Meetings • Normally meet with employee and representation to review what occurred and findings • No actual decision made at this time

  7. 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.

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

  9. 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.

  10. 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.

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

  12. 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.

  13. 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!

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