DISCIPLINE & DISCHARGE

D&D 1

100

Goals of progressive discipline (give 1)

1.To correct unacceptable behaviour, not merely punish it

2.To build a case for potential arbitration by showing the discipline was for just cause

3.To deter other employees from engaging in similar behaviour

200

What are 2 general approaches for effective workplace discipline?

• Be fair & firm – the discipline should match the problem
• Be consistent & impersonal – all employees who deserve discipline should receive it

300

In what instances would an employer not follow progressive discipline?

• In the case of a major or severe offence (like physical or sexual assault), the employer may go straight to employee dismissal.

400

What 3 things can result if an employer does not discipline their employees?

• Morale may deteriorate
• Control over the workplace may erode
• Increasingly difficult to deal with employees who are consistently poor performers, who are absent frequently, or who engage in misconduct

500

What are the 5 main steps to managing poor performance?

• Clarify job expectations; provide training
• Provide opportunity for performance to improve
• Provide written warning of consequences if performance does not improve
• Review performance
• If no improvement, discipline (perhaps even discharge) is appropriate

D&D 2

100

Name 2 types of Misconduct.

• Dishonesty - theft, falsifying documents, etc.
• Misbehaviour – insubordination, fighting, damaging property, etc

200

Name one example of a minor offence according to the severity of offences outlined in the document.

Lateness

300

Give 4 steps of progressive discipline (in order)

1.Oral Warning(s)

2.Written Warning(s)

3.Suspension(s) (without pay)

4.Discharge (Dismissal)

     

400

What are 2 discipline maxims/stances that help maintain order in the workplace?

• “Managers manage, employees obey”- ensures managerial authority in workplace
• “Obey now, grieve later”- avoids workplace debates; grievance procedure is still available; not obeying a supervisory order is insubordination (Exception for safety concerns)

500

When may an employer terminate an employee for innocent absenteeism?

• Past absence is significantly greater than bargaining unit average
• No likelihood of future improvement
• Employer has accommodated employee to the point of undue hardship

D&D 3

100

What is the first step in progressive discipline according to the document?

Oral Warning(s)

200

 Name 3 individual characteristics of the MARS Model that affect Motivation, Ability, and Role Perceptions.

• Personality, values, self-concept, perceptions, emotions, attitudes, stress level

300

What are the 3 goals of progressive discipline?

• To correct unacceptable behaviour, not merely punish it
• To build a case for potential arbitration by showing the discipline was for just cause
• To deter other employees from engaging in similar behaviour

400

What is the appropriate penalty for a grave offence as per the severity of offences described in the document?

Discharge

500

Example of Minor offences (Give 2)

Lateness 

Overstaying breaks or meals 

Poor housekeeping of work area   

Minor inefficiencies

D&D 4

100

What does the acronym MARS stand for?

• Motivation, Ability, Role Perceptions, and Situational Factors.

200

What are the 3 main grounds for discipline?

• Poor performance, attendance problems, and misconduct.

300

What are two advantages of a Last Chance Agreement mentioned in the document?

Employee avoids dismissal

Employee motivated to rehabilitate

400

Why are non-unionized employees less likely to refuse unsafe work?

• Lack of awareness- non-unionized workplaces tend to be less aware of their workplace rights
• Fear of discipline- non-union workers are afraid of losing their jobs or receiving another form of discipline if they speak up (remember they do not have a strong collective voice like workers in a unionized workplace)

500

What are two examples of grave offences listed in the document?

Gross insubordination

Theft

D&D 5

100

What are the three rights of workers?

• Right to know
• Right to participate
• Right to refuse unsafe work

200

What is the difference between culpable and innocent absenteeism?

• Culpable absenteeism means that the employee is at fault, and innocent absenteeism means that the employee had no control over absenteeism.

300

What are 3 restrictions of the possible disciplines?

• Cannot impose fines (unless collective agreement allows)
• Cannot reduce seniority
• Cannot impose discipline twice for same misconduct

400

Depending on the wording of the collective agreement:

Discipline/discharge may have to be communicated in the presence of _______

Union Steward

500

Example of Serious offences (Give 2)

 Careless or sloppy work

 Sleeping on the job

 Lack of cooperation

 Failure to follow proper procedures 

 Violation of important safety rules

 Smoking in restricted areas

 Horseplay