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Progressive Discipline Information |
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Description | Stages of Discipline | Supervisors Guide to Discipline Description of Progressive Discipline Progressive discipline allows an employee time to correct problem behaviour without immediate threat of termination. For employees, progressive discipline sets clear standards and warns of consequences for noncompliance. It assures predictable, progressive and equitable treatment. It promotes fair decisions, and it provides a process to appeal disciplinary decisions. Progressive discipline involves correcting employees in stages according to the number and severity of their violations. As an employer, if we abide by written rules of discipline and document all policy violations, we avoid unnecessary litigation for wrongful termination or unfair treatment. Documentation and file building is a necessary part of every manager's job and absolutely essential in successful disciplinary cases and/or termination.
The majority of terminations will be based upon an accumulation of incidents that occur
over a period of time. It is not sufficient that a manager know that the employee's performance
has been consistently unsatisfactory. You must be able to prove it. This is accomplished with a system
of progressive discipline that involves documentation and file building as events occur. Stages of Progressive Discipline Progressive discipline is broken down into stages, with each successive stage calling for more serious disciplinary measures. However, the progression is not always a chain of separate distinct steps. There will almost always be some overlap and variations in individual cases. The process is typically segmented into the following pattern:
There are exceptions to progressive discipline, which occur when a single, isolated incident of serious misconduct or extreme poor performance results in immediate termination. They are rare and always of a critical nature. There are also times when a step may be repeated.
Provided by Human Resources
Supervisor's Guide to Poor Performance | Insubordination | Attendance & Punctuality Where an employee is to be disciplined or discharged for poor performance, the following are the operational questions that need to be asked:
[ back to top ] Insubordination is defined as: Refusal of a direct order - an intentional act of disrespect The normal procedure for an employee to follow when he or she questions a supervisor's directive is to carry out the order, then file a grievance or complaint. An employee may legitimately refuse to carry out an order if he or she reasonably believes the order would require the employee to engage in illegal or immoral behavior.
If an employee contends that the carrying out of an order would be dangerous or unsafe, illegal or immoral, the
supervisor must investigate the allegation. If the supervisor determines that the operation can be conducted safely,
legally and morally, the employee must comply with the order.
An employer is able to terminate the services of an employee who is unable to work; in particular if it involves frequent and extended absences due to illness. However, neither employment law or arbitration awards have provided clear standards as to what constitutes excessive absences. Factors to consider include:
Tardiness - this must be enforced consistently or not at all. It is recognized that it is reasonable for the employer to expect employees to be to work on time. Clear communication and consistent enforcement and good record keeping are critical.
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