FRONTLINE SUPERVISOR TRAINING NORTHEAST ARKANSAS SHRM DISCIPLINE, TERMINATION AND DOCUMENTATION
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Transcript of FRONTLINE SUPERVISOR TRAINING NORTHEAST ARKANSAS SHRM DISCIPLINE, TERMINATION AND DOCUMENTATION
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FRONTLINE SUPERVISOR TRAINING
NORTHEAST ARKANSAS SHRM
DISCIPLINE, TERMINATION AND DOCUMENTATION
Jonesboro, ArkansasAugust 9, 2011
Rick RoderickCross, Gunter, Witherspoon & Galchus, P.C.
500 President Clinton Avenue, Suite 200Little Rock, Arkansas 72201
(501) [email protected]
Human Relations
Diversity Mandates Good Human Relations Participative Management Employee Involvement Solicit Input Listen Patience “Golden Rule”
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Human Relations (continued) Uniform and Consistent Application
of Policies and Procedures Good Communication – clear, concise
directions Let employee “win” one now and
then Learn how to say “I was wrong” Remember the “Golden Rule”
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Employee Due Process
Notion of basic fairness Communication (notice) of behavior
and job performance standards Following procedures A chance to be heard before action is
taken
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Employee Due Process (continued)
Full and timely investigation and follow-up (plus cooling off period, too)
A graduated system of penalties Unbiased review and an appeals
process
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Employer Social Responsibility
To “salvage” employee
Better us than society
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Burden on Employer - Heavy Burden of proof, heavy Must show procedural fairness and
due process Is “just cause” necessary? Rules, policies, and discipline must
be reasonable Discipline applied uniformly and
nondiscriminately Documentation – if it’s not written, it
didn’t happen7
What is YOUR policy on discipline?
Do you know it?
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Employee Responsibilities
Maintenance of production/service standards – quality, quantity and priorities
Responsible use of working time – self and other employees
Cooperation with supervision and other employees
Respect for other employees and their property
Observance of safety and health rules 9
Employee Responsibilities (continued)
Proper use and maintenance of company equipment and materials
Maintenance of attendance standards, including notification
Maintenance of housekeeping standards
Personal appearance or dress Protection of confidential information
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Prohibited Conduct
On the job use or possession of alcohol/illegal drugs (or being under the influence)
Possession of weapons Sexual harassment Insubordination Theft (or unauthorized possession) Smoking in restricted areas Falsification of records Fighting on the job
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What is YOUR policy on conduct?
Do you know it?
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Get the Employee’s Side of the Issue
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Get the Employee’s Side of the Story
Listen to the employee carefully Document exactly what was said Create accurate historical record Documentation prevents later
fabrication
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DOCUMENT,DOCUMENT,DOCUMENT!
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The EEOC Says:
“If an action is not documented by a written record, state the offense and the resulting action, and explain why it is not recorded.”
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Making Documentation Effective
Do promptly while memories are fresh Don’t postpone documentation merely
because of insufficient time to create a perfect memo
Focus on important incidents and behaviors
Establish internal system to check for consistency
Focus on job-related standards and behaviors
Reflect good faith attempts to salvage the employee
Take action to bridge past warnings
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REMEMBER!
UNLESS IT ISDOCUMENTED,
IT DID NOT HAPPEN
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Progressive Discipline
Assures due process Gives employee extra chance Adequately warns employee
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Warning the Employee
Specific examples of shortcomings or infractions
An opportunity to present their own case
Respect A clear understanding of the
consequences Specific recommendations to correct
performance A positive attitude from management A second chance
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Implementing Disciplinary Action
1. Describe facts of incident – don’t judge2. Ask what happened
- Listen to employee’s side3. State policy violation
- Share your point of view- Explain
4. Commit yourself to problem solving approach
5. Get commitment for improvement- State your expectations clearly- Request employee’s cooperation
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Steps of Insubordination
1. Order given- Clear- Concise- Direct
2. Repeat the order- Clear- Concise- Direct- Warning of discipline
3. Ask for explanation – communicate – Why?
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Steps of Insubordination (continued)
4. Repeat the order (Get a management witness)
- Clear- Concise- Direct- Warning of discipline
5. Discipline
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THANK YOUAND
GOOD LUCK
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