PROGRESSIVE DISCIPLINE Guidelines for Use

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PROGRESSIVE DISCIPLINEGuidelines for Use
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Progressive Discipline is

• Discipline applied in several stages of severity,
  culminating in dismissal if necessary.

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Purpose of Progressive Discipline

• Employee success!
• To improve performance, not to punish.
• Employee determines whether or not punishment is
  implemented.

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Requisites forProgressive Discipline

• Fairness
• Promptness
• Legal Sufficiency

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Progressive Discipline Action Examples

• Oral Reprimand
• Written Warning
• Suspension With Pay
• Suspension Without Pay
• Dismissal
• (Refer to specific state policy.)

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Oral Reprimand

• Least harsh
• Document conversation.
• Make expectations clear and ensure employee
  understands.
• Set reasonable time to meet expectations.
• Expectations should be measurable and observable.

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Written Warning

• Administrative authorization only.
• Follow state-specific grievance policy.
• Include (wording from Human Resources)
• statement regarding grievance rights
• Consequences of non-compliance

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Written Warning

• Employee should sign acknowledging receipt.
• Include copy in personnel file.
• Set reasonable time to meet expectations.
• Performance plan should include measurable
  outcomes / benchmarks.

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Suspension With Pay

• May be used in situations with ongoing
  investigation.
• Used when employee must be removed from the job
  without delay (i.e., pending criminal charges).
• May be used when employees presence might
  endanger employee or others or be disruptive.
• Requires administrative authority.

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Suspension Without Pay

• Can be used as a form of punishment.
• Administrative approval in cooperation with
  higher administration and human resources
  department.

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Dismissal

• Used as last resort.
• Could be last step in progressive discipline or
  applied immediately in egregious cases.
• Wording of termination letter with assistance
  from Human Resources and Legal Affairs.
• Notify county officials as appropriate before
  taking action.

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Remember

• Purpose of Progressive Discipline is to improve
  performance, not to fire someone!
• Documentation is critical! Keep notes and retain
  copies of everything.
• If it looks like things are going badly,
  witnesses are helpful.
• Keep your supervisor informed.
• and dont wait until a problem is out of hand!

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• Adapted source
• Tony Tyson, Director of County Operations,
  University of Georgia Cooperative Extension

Employees deserve to know what is expected of
them!