In a previous post, we discussed some of the most common causes of employee discipline in the workplace. Obviously, both managers/HR and employees want to avoid employee discipline. It’s not comfortable for anyone involved. But sometimes it’s necessary in order to maintain company standards, rules, and policies.
But, when it is determined that an employee’s actions or behaviors warrant discipline, what do employers actually do? Generally, companies will have a progressive discipline policy that outlines the stages of discipline that will take place. Let’s take a look at what progressive discipline means and what the common stages are.
Progressive Discipline
As defined by Rob Wormley, “progressive discipline is the process where you increase the level of severity in your discipline when an employee fails to correct an issue.”
Progressive discipline is as it sounds—progressive; the disciplinary steps get progressively more intense based on both the severity of infractions and the repeated infractions.
Verbal or Written Warning
Other than simply disregarding the behavior altogether, the most lenient form of discipline most employers use is a warning. A verbal warning is the least severe.
A written warning documents the incident and carries more weight, particularly if it goes into a personnel file. Some companies use escalation in warnings—for example, verbal, written, second written, and final.
Probation
After warnings haven’t had an effect, employers often place employees on some form of probation. In the simplest form, this can almost be seen as another type of final warning. Mess up once more, and XYZ will happen. Some employers attach punishment to the probation, as well, such as a reduction in pay or mandatory retraining.
Suspension
Suspension is a temporary removal of the employee from his or her job. This could be with or without pay but obviously sends a much stronger message if it’s unpaid.
The difference between suspension and termination is that it is assumed that the employee will return to work after his or her suspension period has ended.
Termination
This is the last resort. Sometimes disciplinary matters become so unworkable that it’s best for employee and employer to part ways.
Employers are generally as averse to employee discipline as employees are themselves. It’s uncomfortable to discipline another adult in a professional setting. But when it needs to be done, knowing what disciplinary tools are available can make the task easier.
Of course, with any form of employee discipline, keep in mind that employment laws might come into play, so consult with an HR professional or employment law attorney before taking actions that could give rise to liability now or in the future.