Download - Fundamentals Of Progressive Discipline
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Fundamentals of Fundamentals of Progressive DisciplineProgressive Discipline
Best Employment Practices
Presented by:
Araceli Martin
Human Resources Generalist
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IMPORTANT
All coaching reminders are to be signed off by both the manager and the employee.
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Steps of the Progressive Steps of the Progressive Discipline Process:Discipline Process:
1. Verbal Reminder
2. Written Reminder
3. Final Written Reminder
4. Suspension
5. Termination
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1. Verbal Reminder1. Verbal Reminder
If previous conversations fail to produce the desired results, or if the circumstances justify beginning the Progressive Discipline Process, the manager may issue a Verbal Reminder to be placed in the employee’s file.
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2. Written Reminder2. Written Reminder
If the Verbal Warning fails to produce the desired results, or if the circumstances justify proceeding directly o the next level of Progressive Discipline, the manager may issue a Written Reminder to be placed in the employees file.
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3. Final Written Reminder3. Final Written Reminder
If prior warnings fail to produce the desired results in the established time frame or if the circumstances justify proceedings to the next level of Progressive Discipline, the manager may issue a Final Written Reminder to be placed in the employee file.
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4. Suspension4. Suspension If the Final Written Reminder fails to produce the desired
results or the infraction is so serious that it may warrant termination, than the employee should be suspended. The manager must contact Human Resources to determine next steps in the Progressive Discipline Process. In most cases, an investigation is conducted and a determination is made regarding their employment status. If Human Resources is not available to discuss whether a suspension should occur, the manager must use their best judgment to determine if this is the appropriate next step. A suspension is never use as a form of punishment. A suspension is used only when an employee’s next step in the Progressive Discipline Process is termination.
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5. Termination5. Termination
The final step is Termination. HR must approve all terminations.
Remember, depending on the issue, some situations at first do not require progressive discipline. In those cases, a record of conversation would be your first move when addressing your employee about an issue. Please discuss with HR to determine if a record of conversation is suitable or if you need to move directly into the Progressive Discipline Process.
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Supervising the Unsatisfactory Performer
START
Is there a problem?
Is this chronic?
Is it temporary?
Does it warrant action?
Reinforce positive behavior
Reinforce positive behavior
Return to beginning of analysis
Should employee receive
progressive discipline?
Determine causes and develop
Tentative solutions.
Develop joint solutions and specific action plan with
employees.
Receive feedback and follow-up
Meet with employee and conduct
Progressive Discipline
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Quiz
1. What is the first step in the disciplinary action program?
2. Where is the Written Reminder filed?3. What is the last reminder before a Suspension is
issued called?4. True / False: A suspension can be used as a form
of punishment.5. True / False: If HR is not available, anybody can
make a decision to terminate an employee.6. Which two signatures must be on all coaching
sessions?
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Q & A: Questions & Answers
Time for discussion of case scenarios and our class today.
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THE END
THANK YOU ALL VERY MUCH