Employee Discipline

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  • 1. 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
  • 2. PERFORMANCE MANAGEMENT AND DISCIPLINE ARE CLOSELY TIED
  • 3. PERFORMANCE MANAGEMENT:
    • The daily process of working toward previously established performance expectations followed by a formal or informal evaluation
  • 4. BUSINESS DIRECTION GOALS PERFORMANCE EXPECTATIONS APPRAISAL COACHING AND FEEDBACK
  • 5. Continuous feedback is the key to performance management
  • 6. Performance related issues are different from blatant disregard for the rules or the law
  • 7. PERFORMANCE RELATED ISSUES
    • Poor quality
    • Poor productivity
    • Poor attendance
    • Ineffective interpersonal relationships
  • 8. BREAKING RULES OR LAWS
    • Theft
    • Drugs in the workplace
    • Sexual harassment
    • Working under the influence of alcohol
  • 9. WHAT IS THE PURPOSE OF DISCIPLINE?
  • 10. Either the employer or the employee can terminate the relationship at any time for any reason “ AT WILL” EMPLOYMENT
  • 11. Given that many states are at will employment states why is there such a great fear of discharging an employee?
  • 12. 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
  • 13. Erosion of “at will” employment has increased the emphasis on documentation
  • 14. PROGRESSIVE EMPLOYEE DISCIPLINE STRATEGIES
  • 15. 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
  • 16.
    • THE PROGRESSIVE DISCIPLINE APPROACH
    • Coaching
    • Verbal warning
    • Written warning
    • Termination
  • 17. Some discipline approaches use a decision making leave day
  • 18. Much of the current discipline literature emphasizes documentation
  • 19. THE KEY COMPONENTS FOR DOCUMENTING DISCIPINE The E FOSA + System
  • 20. 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
  • 21. 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