How to Implement Progressive Discipline in the Workplace

Many companies are not prepared to handle a problem employee or an employee whose performance is below what is acceptable. If you implement progressive discipline from the beginning of employment, include it in the employee handbook or issue in writing to each employee there is no ambiguity as to what is acceptable. This protects you as well as informs your employee as to what discipline action will be taken when needed.

Difficulty: Moderately Easy

Instructions

1. Give employees an oral notice first. This should be used once or twice on an employee when performing under the expected level. It should also be used when the employee violates a minor work rule. Documentation of all oral discipline notices should be noted with the date and time.

2. Issue a written reprimand when the employee continues to work under the expected level, despite one or two oral reprimands. It should also be used when the employee violates the second minor work rule violation. If the employee needs more training it should be done now. Documentation should be issued again and the written discipline notice should be signed by the employee.

3. Perform a counseling session when the employee has been given 2 oral notices and one written notice on job performance. It should also be used on the third minor work rule violation or the first major rule violation. If the employee needs additional training or coaching it should be done again. Document this again as in Step 2.

4. Suspend the employee when the employee's performance is still below the expected level or the employee has continued minor work violations despite written reprimand. A suspension can be effective for discipline especially if the employee is suspended without pay. An immediate suspension should be used for time to do an investigation for the first offense of serious work violations (threatening another employee, drug use or stealing). This gives you time to decide if you need to fire the employee while investigating what happened. Document.

5. Termination is the final and last step. This should be done only when everything has failed including training, coaching, and suspension. Termination can also be used for acts such as violent acts (physically attacking someone or having a weapon).