This document outlines steps for conducting an effective disciplinary action and reasons for legally firing an employee. It recommends addressing problems immediately and documenting only facts. The disciplinary process involves verbal warnings, written warnings, suspension, and finally termination. Reasons for firing include non-performance, absenteeism, falsifying information, violence, substance abuse, and illegal acts. Disciplinary actions other than dismissal include transfer, demotion, suspension without pay, or fines.

1. AARON JAMES D. LICO
REPORTER

2. How to conduct an EFFECTIVE
DISCIPLINARY ACTION.
Steps in TAKING DISCIPLINARY ACTION.
Some REASONS why we should legally fire
an employee.

3. EFFECTIVE
DISCIPLINARY ACTION

4. Address the problem when it happens. By letting
time go by your allowing the employee to think
that it is acceptable behavior.
Make sure that you document the incident with
only the facts. Conjecture and opinion have no
place in a disciplinary write up.
At the start of the meeting let the employee know
what the meeting is about. Allow them to read the
documentation. Throughout the meeting be calm
and respectful.
If the employee doesn’t agree with you, allow them
to tell their side.

5. If they tell you things you were not aware of, you
can end the meeting by telling the employee you
will investigate further and get back to them. If
you don’t learn anything new make sure that the
employee understands why they are being
reprimanded and have they signed the
documentation.
If the employee becomes confrontational, end the
meeting. An argument is never constructive. You
can either try again later or let the employee know
that the disciplinary action write up will be filed in
their employee file.

7. Documented Verbal Warning
Formal written warning
Final written warning or
Suspension
Suspension or Termination

8. Disciplinary Action other
than dismissal:
(Civil Service Law)
Transfer them to another job
Demotion in Rank
Suspension for not one (1) year
w/out pay.
Fine in amount not exceeding six
(6) months salary.

9. Remember:
The Disciplining authority
may impose the following
penalties depending upon
the gravity of the offense.

10. This is a list of some reasons that
should generally stand up to legally
fire an employee:

11. Consistent non-performance
Absenteeism or Tardiness
Falsified information
Physical violence
Drugs and alcohol
Illegal acts

12. THE END