Obviously,
taking disciplinary actions is not ideal; a disciplinary program should not
designed to create a threatening or fearful work environment. It’s important to
remember that unsafe behavior doesn’t only affect you, but puts both your
coworkers and your company at risk. A disciplinary program gives you access to knowing
what’s expected of you and your commitment to safety as a member of your
workplace team.
BENEFITS OF A DISCIPLINARY PROGRAM
● First, it’s to protect you and your
coworkers. The goal of an effective disciplinary program is primarily to
discourage employees from behaving in a manner that would put themselves or
others at risk.
● An
employee has clear guidelines for
what it expected, and what the consequences are for not adhering to those
guidelines.
● A disciplinary program is built with
fairness and equality in mind. An employee is subject to its policies in
exactly the same manner as anyone else working for your company, from
entry-level employees to upper management.
● For non-serious infractions, an
employee has the opportunity to modify unsuitable behavior. This can be
particularly helpful should the employee not aware of the behavior was an issue.
● A disciplinary program provides the
opportunity for improvement. When problematic behavior is identified, the
employer can give the employee suggestions and coaching on how to work more
safely.
● A safe workplace is a happy workplace.
Because an employee knows that everyone is subject to the same expectations, an
employee can rest assured another worker behaving unsafely will be corrected also.
STEPS OF A DISCIPLINARY PROGRAM
Normal
steps of disciplinary actions in the following order:
1. Verbal Warning
2. Written Warning
3. Suspension
4. Termination
Employee
should be aware that certain behaviors can lead to immediate termination
without any of the previous disciplinary steps. What these behaviors are will
be outlined in the company’s disciplinary program, but often include things
such as violating the drug-free workplace program, violence, harassment, theft,
fraud, or serious safety violations that put others in imminent danger.
Verbal
Warning
A verbal warning is meant to be an informal discussion with the
employer to point out and make the employee aware of the problematic behavior.
This warning should be looked upon favorably, as it is the employee’s
opportunity to take corrective steps to ensure the employee is on the right
track.
Notes: You
should keep record of all those verbal warning history even though it’s not a
written warning.
Written
Warning
Continued failure to meet the expectations will result in a
written warning. This will usually involve a second member of management to
serve as a witness. A written warning is exactly what it sounds like – a
formally documented warning describing the nature of the problem or issues, instructions
for what the employee is expected to change, a detail of the verbal warning you
had initially, and the consequences for continuing to act unsafely. The
employee will be asked to sign a copy of the warning to indicate he/she
understand what has been discussed; remember the warning is still valid even
should the employee decline to sign.
Suspension
as an administrative penalty
It’s different with Preventive
Suspension used in Termination procedure.
At this stage, you will be temporarily (several days)
suspended from all work activities. This is the final step in the disciplinary
program process before termination. At the meeting, Employee will receive a
written letter which describes how long Employee will be suspended, when Employee
can return to work, what behavior led to the suspension, what changes must be
made to correct the behavior, and what the consequences will be should Employee
return to work and fail to make those changes. Employee may have the
opportunity to appeal the suspension based on the company’s disciplinary
program policies.
Suspension is generally without pay unless the employment
contract says otherwise and it’s not a prerequisite for termination.
Termination
In the end, failing to make the changes necessary to adjust
unsafe work behavior will lead to termination. A strength of a disciplinary
program is that employees are given sufficient opportunity to avoid this stage,
so naturally it’s in employees best interest to not let it get this far. Of
course, Employer should follow Due Procedure mandated by law.
Notes:
Disciplinary Action Program would be a part of an employee handbook or company
manual. Whatever name it is, employer should secure a signed acknowledgement
form as a proof that the employee is fully aware of them. There are various kinds of methods but one
simple way is making a disciplinary action table. It may grow quite long.
Notes: Do
not discipline an employee in front of other employees. He may feel insulted.