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    Positive Discipline

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    api-341201624
    This document outlines the steps in a progressive discipline system. It begins with early informal steps like an informal talk between the employee and supervisor or an oral warning. If the issue is not resolved, later steps include a written warning, disciplinary layoff/suspension, transfer to another department, demotion to a lower position, and ultimately discharge from employment as a last resort. Each step increases in severity and aims to correct behavior before resorting to termination. The document provides details on guidelines and considerations for each step in the progressive discipline process.

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    © All Rights Reserved
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    Positive Discipline

    Uploaded by

    api-341201624
    109 views16 pages
    This document outlines the steps in a progressive discipline system. It begins with early informal steps like an informal talk between the employee and supervisor or an oral warning. If the issue is not resolved, later steps include a written warning, disciplinary layoff/suspension, transfer to another department, demotion to a lower position, and ultimately discharge from employment as a last resort. Each step increases in severity and aims to correct behavior before resorting to termination. The document provides details on guidelines and considerations for each step in the progressive discipline process.

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    This document outlines the steps in a progressive discipline system. It begins with early informal steps like an informal talk between the employee and supervisor or an oral warning. If the issue is not resolved, later steps include a written warning, disciplinary layoff/suspension, transfer to another department, demotion to a lower position, and ultimately discharge from employment as a last resort. Each step increases in severity and aims to correct behavior before resorting to termination. The document provides details on guidelines and considerations for each step in the progressive discipline process.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    109 views16 pages

    Positive Discipline

    Uploaded by

    api-341201624
    This document outlines the steps in a progressive discipline system. It begins with early informal steps like an informal talk between the employee and supervisor or an oral warning. If the issue is not resolved, later steps include a written warning, disciplinary layoff/suspension, transfer to another department, demotion to a lower position, and ultimately discharge from employment as a last resort. Each step increases in severity and aims to correct behavior before resorting to termination. The document provides details on guidelines and considerations for each step in the progressive discipline process.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 16

    PRACTISING

    PROGRESSIVE
    DISCIPLINE
    By
    Sandeep Singh
    Shadwa Ali
    Shelley Donaldson
    Tracey McIntee

    EARLY STAGES IN
    PROGRESSIVE
    DISCIPLINE

    Informal
    Talk

    Oral
    Warning

    Written
    Warning

    EARLY STAGES IN
    PROGRESSIVE DISCIPLINE
    Progressive discipline is a system which increases the
    severity of the penalty with each offence
    Unlikely that a company will discharge an employee
    proceeding a first offence
    Early stages involve supervisor intervening
    Speak with employee and follow the steps to correct
    the issue as the assumption is that employees are all
    valuable until they prove they are not

    INFORMAL
    TALK
    Often, if an employee has no
    disciplinary record and
    conducts
    a first time offense
    Quick friendly discussion to
    discuss details
    Get to root of
    problem/offence
    Remind employee of
    company expectations

    ORAL
    WARNING
    An oral warning is appropriate when informal
    counselling does not change the employees
    behaviour or the situation permits moving
    immediately to formal discipline.
    Some organizations keep the record of oral
    warning in the employees file.
    The supervisor should have a full discussion
    with the employee before giving the warning
    to ensure that the employee has the
    opportunity to respond or to give additional
    information.

    ORAL WARNING
    These are appropriate for
    minor first offenses.
    The supervisor should not
    overuse the warning for the
    same offence.
    Oral warning remains in
    effect for 18 months.

    WRITTEN WARNING
    A written warning is a statement of violation and the
    potential significances of future violations and notifies
    the employee of his or her inappropriate behaviour.
    A written warning is required when a verbal warning
    has failed to produce the desired result, therefore
    requiring stricter action.
    The employee usually receives a duplicate copy of the
    warning and another copy is sent to the Human
    Resources Department.

    WRITTEN WARNING
    It is a formal
    document that
    becomes a permanent
    part of employees
    record.
    It should be identified
    as a disciplinary
    warning.
    Indicate why the

    ADVANCED STAGES
    OF PROGRESSIVE
    DISCIPLINE
    Disciplin
    ary
    Layoff

    Transfer

    Demotio
    n

    Discharg
    e

    DISCIPLINARY LAYOFF
    (SUSPENSION)
    Layoff is the last chance to improve behavior
    before
    dismissal for the
    employee.
    Disciplinary layoff may occur if an employee
    continues to commit the same offences after
    the oral warning and written warning have
    made no change in the employees behavior.
    It is assumed that the employee being laid
    off, would be a wake up call to improve the
    behavior of the employee.
    Suspension could be one day or up to several

    DISCIPLINARY LAYOFF
    (SUSPENSION)
    Suspension can be considered a
    negative approach
    The tasks of the employee would fall on
    other staff members or not get
    accomplished at all
    Disciplinary layoff could leave the
    employee feeling more frustrated upon
    returning to work
    The employee may find another job
    during the lay off and the company could
    loose an otherwise good worker

    TRANSFER
    The transfer process is used to build a better
    working team which in turn will increase the
    organizations effectiveness, versatility and
    competency.
    It is used to correct employee relations, erroneous
    placement and relieve monotony.
    It is also used as a punishment tool

    TRANSFER
    Three transfer classifications are as
    follows:
    1. Lateral: moving from one department
    to
    another without change in title and
    salary.
    2. Voluntary: when a position is applied
    which has a lower salary.
    3. Involuntary: when an employee is
    moved due to position reclassification or
    restructuring.
    The decisions to transfer may be taken
    as positive or negative depending on

    DEMOTIO
    N
    This is a reduction in an employees rank
    or job title. Being demoted may also
    involve loss of privileges as well as a
    decrease in pay or benefits.

    This form of punishment, known as


    involuntary demotion, should be used only
    if layoff or discharge is not a better option.
    It may cause distraction to other
    employees as well as lowering morale.
    Voluntary demotion is when an employee

    DISCHARG
    E
    Should be saved as a last resort
    It is permanent on someones
    employment record and may
    affect their future employment
    Difficult and possibly emotional
    to carry out
    May involve laws, legislation or
    union representatives
    Termination interviews may be
    performed by supervisors, upper
    level management or HR

    THE
    END
    THANK YOU!

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