-/+ Discipline
a formal corrective action taken by a supervisor against an employee who fails to meet the organization’s performance standards, policies, and rules
What is discipline?
Whats is the best evidence that can be acquired during the investigation?
Which behavior would warrant an informal corrective action?
a: coming to work early
b: texting during staff meetings
c: being under the influence of alcohol
b: texting during staff meetings
How many steps does preparing for a disciplinary interview have?
A. 3
B. 7
C. 9
C. 9
What is a Complaint?
A statement made by an employee expressing their dissatisfaction with either a situation, thing or person.
Utilizes the threat of punishment as a motivator for employees to do their work and follow work rules.
What is negative discipline?
What is an example of non-critical incident?
miss use of computers
excessive absents
What informal technique do supervisors use to understand why an inappropriate behavior may have occurred?
Counseling
If an employee comes to a disciplinary interview and acts rude and obnoxious, what should the supervisor do?
A. Act rude and obnoxious
B. Terminate the interview
C. Contact higher management immediately
B. The disciplinary interview should be terminated, and the case referred to a higher level of management.
What is a Dispute-Resolution Program?
Informal and formal methods addressing and finding solutions to work-related issues.
An employee (Carol) is an efficient and smart employee that received “above average” performance evaluations in the past year. Over the past few weeks, Carol has been slacking in her work by leisurely surfing the web, messaging friends, and chatting with coworkers during work hours. Her supervisor informally meets with Carol to discover that she is bored with the lack of variety and repetitive nature of her assigned job.
As a supervisor, how would you handle this situation?
Talk to Carol and come up with a solution for her to take responsibility
Expand and enrich Carol’s job duties
Invite Carol to make suggestions in making the job more challenging
T/F: Management can determine the wrongdoing of the incident based on employee's past history
False
What else is involved with the positive approach to a written reprimand?
A formal disciplinary meeting.
What are the two important points to consider when preparing for and conducting an disciplinary interview?
Discipline employees in private.
Treat accused employees with respect.
What are the 3 methods of Dispute-Resolution Program?
Serious offenses, such as, stealing work equipment, intoxication during work hours, utilizing a company credit card for personal purchases and when the employee continuously makes careless mistakes.
What is validated as evidence during the investigation?
Records, emails, company regulations
What are the two key features of progressive discipline, and what is the problem with this approach?
progressive warning steps and gradual increase in the severity of the corrective action; frequent disciplinary cases of the same nature do not occur often
T or F: Accused employees are prohibited to have representatives present at the disciplinary interview.
F: The employee may also have representatives present at the disciplinary interview such as an attorney, union steward, or a good friend.
What is one of the cons to Mediation?
Either there are unqualified mediators or employers may reject mediation.
What might a supervisor find when he/she overuses negative discipline?
Irreparable work relationships.
Blaming of supervisor for not fully understanding before invoking disciplinary action.
Retaliation or expression of anger in subtle and/or obvious ways
Why would management open up an investigation?
a. find appropriate next step action
b. find facts about misconducts
c. find facts about the misconduct and next step actions
c. find facts about the misconduct and next step actions
Which specific corrective action involves the employee making a decision for himself/herself?
(hint: "one last chance")
Decision-making leave
What is a disciplinary interview?
A. The organization gives accused employees the prerogative to have a higher authority review a case if they believe they have been disciplined unfairly.
B. A meeting between at least one supervisor and an employee for the purpose of investigating and dealing with the employee’s misconduct.
C. An established course of action that is taken within a reasonable time frame to investigate alleged employee misconduct.
B. A meeting between at least one supervisor and an employee for the purpose of investigating and dealing with the employee’s misconduct.
For grievance procedures, what is the main difference between non-union organizations and unionized organizations?
Non-union organizations need various of individuals or groups in resolving disputes, versus union organizations are handled with internal supervisors.