Progressive Discipline In The Workplace Training in Timmins

Available in person or online via a self-paced webinar

Suzanne Desrosiers Professional Corporation which operates learning@sdlawtimmins.com is your source for progressive discipline in the workplace training in Timmins. Our online course allows you and your staff to work at your own pace while learning how to develop a strategic, legally enforceable progressive discipline policy. Improve disciplinary outcomes, correct inappropriate behaviour, and learn from the area's leading by experience in employment law.

To schedule a no-obligation consultation, call us at (705) 268-6492 today.

Learn the Right Way to Discipline

Progressive discipline is an effective approach to workplace discipline. It provides a clear, legally sound framework to manage your teams, correct inappropriate behavior, and improve performance.

Whether you've had problems with lateness, insubordination, or poor performance, our progressive discipline training will help you rectify them. Combining our years of legal experience with real-world, practical advice, our course will teach you not only what progressive discipline is but also how to apply it in your organization.

Our Progressive Discipline in the Workplace Training Course can help you:

Manage teams more effectively
Improve team dynamics and performance
Reduce conflict and harassment
Reduce tardiness
Reduce wrongful dismissal claims
Create real, actionable targets for staff
Develop a framework for correcting poor performance and build a case of just cause termination if necessary in the future

Self-Paced, Online Progressive Discipline Training

Learn at your own pace from the comfort of your home or office. Our Progressive Discipline in the Workplace Training Course is 100% online, and divided into lessons of approximately 30 minutes each so you can do it whenever you have time. Complete each section according to your schedule—and feel confident in your disciplinary measures.

In this course, you will learn:

What is progressive discipline
What is not progressive discipline
How to apply progressive discipline properly
How to create a progressive discipline policy
Requirements of applying progressive discipline for federally governed Employers governed by the Canada Labour Code when the employee has 12 months or more of continuous employment.
Proper procedure to be able to support a termination for cause in the future. Upon successful completion of the course, you will be awarded a Certificate of Participation. The course also includes a free 15-minute consultation with a lawyer of your choice at Suzanne Desrosiers Professional Corporation.

A Progressive Discipline Course for All

No matter what type of organization you belong to, you can benefit from our progressive discipline training course. We offer both theoretical and practical guidance to help you improve your disciplinary policy and reduce wrongful termination claims. Whether you're part of a large corporation, a small non-profit, or a local business, progressive discipline is the smart choice to protect your and your staff's best interests.

This course is designed for:

Federal employers
Provincial employers
Non-profit organizations
Human Resources (HR) departments
First Nations and Métis council employers
Supervisors
Senior managers
Upper management teams

Federal employers can particularly benefit from this course since the Canada Labour Code makes it mandatory for employees who have worked more than 12 consecutive months of employment to apply progressive discipline. Provincial employers can benefit from this training as well.

Is Your Current Workplace Discipline Policy Effective?

Not having an enforceable discipline policy for your workplace—or using an ineffective one—can lead to many issues. When feedback and discipline are done without a transparent process understood by both parties, employers and employees can find it challenging to communicate, grow, and improve. Making sure that you have a clearly outlined discipline policy and that your leadership staff is trained on how to use it will ensure that every disciplinary situation is handled correctly.

Suzanne Desrosiers Professional Corporation has worked with many organizations to provide progressive discipline training for managers. Our training helps you identify potential shortcomings with your current procedures and smoothly integrate a more cohesive strategy for dealing with misconduct and incompetence.

By implementing a progressive discipline policy in your workplace, you'll ensure that your employees receive fair warnings, appropriate punishments, and the guidance they need to correct their actions. With our training, you receive helpful and actionable strategies to avoid escalating situations and prevent costly mistakes in how you treat your employees, so call us today to get started.

Effective Progressive Discipline Training

Implementing a progressive discipline policy may seem overwhelming without extensive HR training and an understanding of employment law. If you don't know where to begin shoring up your workplace policies, the first step is working with a training and consulting firm experienced in this area.

Our experienced lawyers have already helped many local organizations develop internal policies that ensure they're prepared to handle any situation legally and productively. We'll help you work closely with your management staff to ensure everyone is on the same page regarding your new discipline strategy. By defining things clearly, you'll guarantee that all your employees receive fair and consistent treatment.

Learning Through Case Studies

One of the ways that we help educate our clients is by reviewing multiple examples of how to apply progressive discipline. Although you may be able to grasp the terms we discuss, we believe that everything becomes more apparent once you see it in a real-world setting.

Once you become familiar with a few case studies, you should be able to recognize some of the common mistakes that companies make when enforcing a progressive discipline policy. Our goal is to help our clients avoid issues in implementing their procedures, so we'll make ourselves available for questions and further explanations throughout the training process.

Some examples of situations you may observe in the case studies included in our training include:

Employees failing to meet job requirements
Excessive tardiness
Arguing among coworkers
Insubordination
Not meeting deadlines
Poor quality of work
…and more

The Importance of Recording All Disciplinary Action

One of the things that should be emphasized with any progressive discipline policy is keeping an organized record of offenses and the disciplinary measures taken. Not only will this help you guarantee that nothing is overlooked and that no steps are repeated for multiple infractions, but it will also help you verify that appropriate disciplinary action was taken if it ever comes into question.

By working with our firm, you'll learn how to keep a detailed log of any inappropriate behaviours and the actions you responded to them with. If the need ever arises, you'll be able to quickly refer to your records to maintain consistency and uphold good practices within your business.

Create a Better Work Environment with a Progressive Discipline Policy

When your leadership understands how to handle disciplinary situations properly, educating your employees on what is expected of them becomes more straightforward. With our training course, you'll be able to create a detailed overview of job expectations for your employees so that there is never any uncertainty regarding their responsibilities.

By ensuring that your employees are educated about their work duties and what is considered acceptable in your company, you can prevent many issues from arising in the first place.

Progressive Discipline Helps Encourage Employee Growth

With a clearer understanding of their responsibilities, your employees will be better equipped to thrive in the workplace. Progressive discipline is designed to deal with workplace issues before they become larger and more significant problems. This method helps improve employee performance and retention statistics, with the overall aim of making your company a better place to work.

With the exception of severe infractions, progressive discipline promotes reasonable interventions designed to help employees correct their inappropriate actions. Often, employees committing their first mistakes do not even recognize that they acted inappropriately, which is why it helps to have a system that allows them to identify and change their behavior before facing severe disciplinary consequences.

An Overview of the Progressive Discipline Process

To give our potential clients a better understanding of what to expect from our progressive discipline training, we would like to go over an example of a typical disciplinary process. Although all organizations are different and should be addressed on a case-by-case basis, these are some steps that usually make up the progressive discipline process.

Counselling or Verbal Warning

Talking to the employee is usually an appropriate action for minor issues and first-time offenses. The supervisor should point out the problem of the employee's actions and make sure they understand what they should be doing instead.

Although everything is only verbal at this stage, it should still be treated as a formal warning. This means keeping a record of the counseling that took place so that appropriate measures can be taken if the behaviour continues. Even though, the discipline is done by either counseling or a verbal warning, it still needs to be confirmed in writing that such issue arose and that it is inappropriate in the workplace and that the employer is applying progressive discipline up to an including termination. It is also important that the employee acknowledge receipt in writing that they have received counselling or a verbal warning and that the date and time is set out in the letter of discipline. If the employee refuses to sign the acknowledgment in writing, simply note it was provided to them on the date and time noted and by whom. Then a copy of the discipline letter needs to be remitted to the employee and one copy needs to be inserted in the employee file.

Written Warnings

After additional incidents following a verbal warning or review, documentation of the employee's misconduct should be issued. Written communication will make the situation more formal and ensure that the employee with the inappropriate behaviour understands the severity of the problem.

A second-stage written disciplinary action will also allow you to introduce an improvement plan for the employee and ensure they are aware of the consequences of continuing their behavior. Again the discipline letter should refer that it is a written warning for the inappropriate behaviour which must be set out and advise the employee that you are applying progressive discipline and failure to correct the inappropriate behaviour will to lead to further discipline up to and including termination. Again the employer will want the employee to acknowledge receipt of the written warning and set out the date and time of such acknowledgment. Also one copy should be provided to the employee and the second copy should be inserted in the employee file.

Suspension

A suspension can be with or without pay. To have a suspension without pay, it must be specifically provided for in either the employment contract or in the policies. If the employee shows that he is not correcting the inappropriate behaviour a suspension with or without pay is typically the time that more severe disciplinary action needs to be taken. It allows the employee to reflect on the inappropriate behaviour. Again this must be in writing and must set out that you are applying progressive discipline and if the behaviour is not corrected it will to further discipline up to and including termination. The discipline letter should realistically be done in increments such that if without pay, it does not affect the employee's livelihood. The letter should indicate when the suspension commences and when the employee is expected to return to the workplace.

This step of the discipline process may be enough to resolve the issue for situations that seem like they can still be salvaged. However, serious problems or major breaches of your internal policies may need to result in the recommendation for further suspension or termination of the employee.

Learning at Suzanne Desrosiers Professional Corporation is Leading Progressive Discipline Trainer for both in person training or online self pace training.

Contact Us Today

Understanding how to apply progressive discipline isn't always easy. A lawyer from Suzanne Desrosiers Professional Corporation is here to answer your questions and give you the guidance you need to enact an effective, code-compliant disciplinary policy.