Develop a disciplinary action policy for your company

Develop a disciplinary action policy for your company

Disciplinary policy at workplace

There are six steps to developing a disciplinary action policy. Work with your HR department, or if you don't have an HR department, consult an attorney to craft a policy. The final policy should be detailed and comprehensive.

Define the rules

Before you begin drafting your company's disciplinary action policy, decide on the goal you want to accomplish with the policy. Do you want to take a punitive or rehabilitative approach? How can you make the rules and consequences as clear as possible to your workers? Once you have your answers to these questions, there are six steps to drafting a disciplinary action policy:

  1. Consult with HR. If you have a human resources department, they can be a valuable resource in helping you develop a comprehensive policy. HR can also assist in collecting documentation and handling any appeals. If you do not have an in-house HR staff, you can use performance management software, which is a budget-friendly option that helps document employee behavior and manages employee reviews
  2. Consult a lawyer. Ask a lawyer to review or help craft your disciplinary policy to ensure you're not leaving anything important out that could have negative legal consequences for your company in the future. A lawyer will help you formulate a policy that is airtight and leaves no loophole for liability. If you do not have a company lawyer, you can contract one to help you formulate the policy.
  3. Include all company policies and rules. This is not the place to be brief – include all of your policies and rules so it is clear to employees what is expected of them. Describe each rule in as much detail as possible so there is little room for interpretation.
  4. Describe the method and steps of discipline. Again, include as much detail as you can as to what steps will be taken during discipline and what types of infractions apply to which step of the disciplinary process.
  5. Include a process for documentation. Describe how the disciplinary process will be documented at every stage and include expectations for both managers and employees.
  6. Describe the process of termination. If a disciplinary process results in termination, it should be made clear in the policy how the termination will be enacted and what the employee can expect. Include what will happen during and after the termination, such as returning company property, closing out accounts, etc.

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