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Employee Discipline
 

Employee Discipline

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    Employee Discipline Employee Discipline Presentation Transcript

    • TAKING A PROACTIVE APPROACH TO EMPLOYEE DISCIPLINE Thomas R. Maloney 306 Warren Hall Cornell University Ithaca, NY 14853 Tel: 607-2551628 Email: [email_address] People in Ag Webinar July 16, 2008
    • PERFORMANCE MANAGEMENT AND DISCIPLINE ARE CLOSELY TIED
    • PERFORMANCE MANAGEMENT:
      • The daily process of working toward previously established performance expectations followed by a formal or informal evaluation
    • BUSINESS DIRECTION GOALS PERFORMANCE EXPECTATIONS APPRAISAL COACHING AND FEEDBACK
    • Continuous feedback is the key to performance management
    • Performance related issues are different from blatant disregard for the rules or the law
    • PERFORMANCE RELATED ISSUES
      • Poor quality
      • Poor productivity
      • Poor attendance
      • Ineffective interpersonal relationships
    • BREAKING RULES OR LAWS
      • Theft
      • Drugs in the workplace
      • Sexual harassment
      • Working under the influence of alcohol
    • WHAT IS THE PURPOSE OF DISCIPLINE?
    • Either the employer or the employee can terminate the relationship at any time for any reason “ AT WILL” EMPLOYMENT
    • Given that many states are at will employment states why is there such a great fear of discharging an employee?
    • TWO EVENTS HAVE ERODED “AT WILL” EMPLOYMENT
      • An increase in protective legislation
      • The concept of an implied contract for:
        • Long term employment
        • Termination only for a good cause
    • Erosion of “at will” employment has increased the emphasis on documentation
    • PROGRESSIVE EMPLOYEE DISCIPLINE STRATEGIES
    • PROGRESSIVE DICIPLINE DEFINED
      • A progressive approach to discipline which defines unacceptable behavior and communicates the consequences of that behavior. The employee is involved in every step of the process
      • THE PROGRESSIVE DISCIPLINE APPROACH
      • Coaching
      • Verbal warning
      • Written warning
      • Termination
    • Some discipline approaches use a decision making leave day
    • Much of the current discipline literature emphasizes documentation
    • THE KEY COMPONENTS FOR DOCUMENTING DISCIPINE The E FOSA + System
    • E-FOSA +
      • E xpectations
      • F acts (What, When, Where, Where)
      • O bjectives (Define Expectations)
      • S olutions (Methods to Improve Performance)
      • A ction (Consequences)
      • + create opportunities for employee to succeed
      • Source: Paterson & Debleax, Documenting Discipline, Fourth Edition
    • THREE PRACTICAL BOOKS
      • The Progressive Discipline Handbook by Margerie Mader-Clark and Lisa Guerin
      • Documenting Discipline, Fourth Edition by Lee T. Paterson and Mike Deblieux
      • 101 Sample Write Ups for Documenting Employee Performance Problems by Paul Falcone