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What is progressive discipline?

Progressive discipline provides employees with opportunities to improve through escalating corrective actions. This gives the employee a chance to improve. It can also protect you from legal problems by showing you gave the employee documented opportunities to improve before firing them. 

Here are the five common steps of progressive discipline:  

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Verbal warning

Inform the employee of the behavior or performance issue and what you expect them to change. 

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Written warning

If there's no improvement, issue a written warning that outlines the issue, consequences if issue isn't resolved, and a plan for improvement. 

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Suspension

If there's still no improvement, issue a suspension from work for a specified period of time, usually without pay. 

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Demotion

If the issue persists, demote the employee to a lower position, including a pay decrease and less job duties. 

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Termination

If behavior or performance hasn't improved previous steps, termination may be necessary.  

What are common mistakes made in implementing a progressive discipline policy? 

One mistake is failing to apply the plan consistently across all employees. These plans should be included in the employee handbook.

Another mistake is not writing down or documenting each step of the punishment process. Without good notes, it's hard to prove the punishment is necessary. Keep detailed records of all warnings, suspensions, and firing. 

Remember that it's important to deal with negative behavior quickly. The goal is to change the bad behavior. The first step is to talk to the employee about their behavior and work together to find a solution. Find out the real reason for the problem, instead of just punishing the employee. Communicate your expectations, give the employee chances to train, and observe their progress. You want to avoid the negative behavior affecting other staff as much as possible. Hopefully the employee addresses the behavior, but if not, more additional warnings or firing may be the next step.

Next steps when an employee is not responding to disciplinary action?

Terminating an employee is never easy, but there are steps you can take to make the process as respectful and professional as possible. Make sure you have all the necessary documentation and have consulted with a human resources professional or legal counsel. Clearly communicate the reasons for termination to the employee.  

The amount of evidence required to terminate an employee depends on the circumstances of the situation and the laws and regulations that apply in your specific region. In general, termination should be based on legitimate reasons and supported by evidence. This evidence should include detailed documentation of any performance or behavior issues, and any warnings or disciplinary actions that have been taken. It should also be objective and based on specific incidents or behaviors.  

Once you're prepared, schedule a meeting with the employee and let them know the purpose of the meeting is to discuss their employment status. Be direct and clear about the reasons for termination but also be respectful and professional.  

Let the employee know what the next steps are, including any final pay, benefits, or other information they need to know. If possible, provide information on resources that may be available to them, such as outplacement services or unemployment benefits.  

Have a plan in place for transitioning the employee's work to other employees. Follow up with other team members to address any concerns or questions they may have.  

Disclaimer 

The information contained here is for educational purposes only and is not intended to constitute legal, tax, or financial advice.