In today's fast-paced and ever-changing workplace, it is essential to have a culture of accountability, fairness, and respect. Using progressive discipline is a tool employers can use to help achieve this workplace culture. Progressive discipline, if used correctly, can help employees understand the consequences of their actions and encourage them to make necessary changes to improve their behaviour at the workplace.
When to Use Progressive Discipline
It is essential for employers, managers, and supervisors to understand what progressive discipline is and how to properly implement the procedures in the workplace. Suzanne Desrosiers Professional Corporation offers training seminars in progressive discipline and would be more than happy to help if that is something your workplace is looking for.
Progressive Discipline is typically implemented in the workplace when addressing employee misconduct or performance issues such as:
- Policy violations
- Conduct Issues
- Safety violations
- Ethics violations
- …and more!
Considerations When Using Progressive Discipline
The process of progressive discipline typically begins with verbal warnings, followed by written warnings if the behaviour continues. If the behaviour does not improve or becomes more serious, a suspension without pay, provided that it is permissible in the employment contract or the policies and typically in increments of one day at a time may be the next step. Finally, it may be necessary to ultimately end with a termination. It is important to know, that progressive discipline is not a “three strikes and you’re out” process. It is important that you provide the employee with a written notice of the discipline and that they acknowledge receipt of it, even if the warning is a verbal one. Also, it is better to have two people from management present when apply progressive discipline to avoid being put in a position of he said she said.
When disciplining employees, it is important that the employer proceeds with caution and adheres to the guidelines set within the workplace, such as disciplinary procedures laid out in the employment contract or employment policies.
Be consistent with your disciplinary procedures, apply the same steps of discipline to every employee and follow through with the consequences of an employee not modifying their behaviour.
Ensure open communication between the employer and employee. If the employee is not aware of their behaviour affecting their work, how can they modify it? Or, if there is a valid reason for the behaviour, you may be able to work together to figure out a solution.
Connect With Suzanne Desrosiers Professional Corporation
Disciplinary actions within the workplace are never easy, but using progressive discipline and following the rules in either the employment contract or the employment policies offers a procedure that allows employees to correct their behaviour in a respectful manner and hopefully prevent it from happening again. If you have any questions about progressive discipline of the training we offer on it, please feel free to reach out to Suzanne Desrosiers Professional Corporation by calling us at (705) 268-6492 or emailing us at info@sdlawtimmins.com and we would be more than happy to help!