TAKING A PROACTIVE APPROACH TO EMPLOYEE DISCIPLINE

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TAKING A PROACTIVE APPROACH TO EMPLOYEE DISCIPLINE

• Thomas R. Maloney
• 306 Warren Hall
• Cornell University
• Ithaca, NY 14853
• Tel [phone]
• Email trm5_at_cornell.edu
• People in Ag
• Webinar
• July 16, 2008

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PERFORMANCE MANAGEMENT AND DISCIPLINE ARE CLOSELY
TIED
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PERFORMANCE MANAGEMENT

• The daily process of working toward previously
  established performance expectations followed by
  a formal or informal evaluation

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BUSINESS DIRECTION

GOALS

PERFORMANCE EXPECTATIONS
COACHING AND FEEDBACK
APPRAISAL
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Continuous feedback is the key to performance
management
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Performance related issues are different from
blatant disregard for the rules or the law
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PERFORMANCE RELATED ISSUES

• Poor quality
• Poor productivity
• Poor attendance
• Ineffective interpersonal relationships

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BREAKING RULES OR LAWS

• Theft
• Drugs in the workplace
• Sexual harassment
• Working under the influence of alcohol

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WHAT IS THE PURPOSE OF DISCIPLINE?
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Either the employer or the employee can terminate
the relationship at any time for any reason
AT WILL EMPLOYMENT
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Given that many states are at will employment
states why is there such a great fear of
discharging an employee?
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TWO EVENTS HAVE ERODED AT WILL EMPLOYMENT

• An increase in protective legislation
• The concept of an implied contract for
• Long term employment
• Termination only for a good cause

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Erosion of at will employment has increased the
emphasis on documentation
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PROGRESSIVE EMPLOYEE DISCIPLINE STRATEGIES
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PROGRESSIVE DICIPLINE DEFINED

• A progressive approach to discipline which
  defines unacceptable behavior and communicates
  the consequences of that behavior. The employee
  is involved in every step of the process

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• THE PROGRESSIVE DISCIPLINE APPROACH
• Coaching
• Verbal warning
• Written warning
• Termination

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Some discipline approaches use a decision making
leave day
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Much of the current discipline literature
emphasizes documentation
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THE KEY COMPONENTS FOR DOCUMENTING DISCIPINEThe
E FOSA System
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E-FOSA

• Expectations
• Facts (What, When, Where, Where)
• Objectives (Define Expectations)
• Solutions (Methods to Improve Performance)
• Action (Consequences)
• create opportunities for employee to succeed
• Source Paterson Debleax, Documenting
  Discipline, Fourth Edition

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THREE PRACTICAL BOOKS

• The Progressive Discipline Handbook by Margerie
  Mader-Clark and Lisa Guerin
• Documenting Discipline, Fourth Edition by Lee T.
  Paterson and Mike Deblieux
• 101 Sample Write Ups for Documenting Employee
  Performance Problems by Paul Falcone