What is Discipline?

Most companies practice some form of "progressive discipline”, an approach to modify undesirable employee behavior through the use of a range of consequences that are applied depending upon the nature and history of the misconduct. These disciplinary actions include verbal warnings, written warnings, probation, suspensions and demotions.
Progressive discipline does not prohibit you from terminating an employee for a first offense; some misconduct is of such a serious nature that no second chance is warranted. Your Employee Handbook may stipulate that you are not bound to impose progressive discipline and make an express affirmation of employment at will. While undesirable behavior does not usually result in immediate discharge, repeated behaviors ultimately lead to termination.

Why are disciplinary meetings important?

• Failing to craft a formal disciplinary process does not defend against law suits.

• Almost without exception, avoiding corrective action escalates issues past the point of resolution.

• Treating everyone fairly within an overarching strategy helps to avoid discrimination charges.

• Ensuring that the organization-wide perception of terminations is understandable (rather than random) contributes towards strong morale.

• Treating your people in a fair and respectful manner often avoids legal involvement.

• Conducting the disciplinary meeting via a third party may ease tensions and facilitate resolution.

• Sometimes people who make mistakes can become effective team members with intervention.

• When you are confident that you have fulfilled your role, it is easier to look at yourself in the mirror.