Fundamentals of Fundamentals of Progressive DisciplineProgressive Discipline

Best Employment Practices

Presented by:

Araceli Martin

Human Resources Generalist

IMPORTANT

All coaching reminders are to be signed off by both the manager and the employee.

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

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.

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.

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.

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.

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.

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

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?

Q & A: Questions & Answers

Time for discussion of case scenarios and our class today.

THE END

THANK YOU ALL VERY MUCH