How to Handle Employee Disciplinary Action with Employees
Weladee
1. Meeting
First of all, you must meet with the worker for a formal meeting to discuss the problem. Here, the person needs to know the charges against him/her. It is important here not to point fingers of who complained against him/her.
This first meeting must discuss the issue and determine necessary steps to correct the problem. As managers, you must give the employee in question suggestions as to how to correct the situation. Once all of this is over, you can end the first meeting.
2. Verbal Warning
If, after the first meeting, you can still see a sense of indifference in the individual, then you must start with a verbal warning. Make another meeting and remind the employee of the previous corrective action plan, and the areas failed yet again.
You can regard this meeting as the first warning to the employee.
3. Written Warning
Once a verbal warning is already administered and still, you see no signs of improvement, then comes the turn of a written notice. This is the final warning. You must outline the charge and give a formal mail or letter as a final warning against the employee.
4. Disciplinary Action
If all of these steps fail, then you must decide on an employee disciplinary action for the individual in question. In this step, you should initiate a formal write-up of the whole process. It includes the charge and lack of cooperation to correct the issue by the employee.
After this, you can decide on disciplinary actions and levy it on the employee.
This was the step-by-step process you must follow while concluding on an action.
Types of Employee Disciplinary Action
After going through the above process comes the job of deciding on an action. Here, there are different employee disciplinary actions you can choose. Some of these are:
- Suspended Without Pay
- Temporary Paycut
- Termination
- Employee Demotion
- Relocation
- Loss of Privileges
These were a few things you should know about employee disciplinary actions before opting for the same.
Before investigating an employee for misconduct due to a complaint from another worker, always test facts first. You must be sure that the individual held accountable is guilty of the act.
Conclusion
Disciplinary actions are like punishments, and we all know, it is never pleasant. But in some cases, it becomes necessary. In some cases, it might make you feel bad since most of you would know your workforce well, but it is vital for discipline in the workplace.
So, since it may be necessary sometime in the future, it will only benefit you to know more about it. For better knowledge, we hope this piece helped you a bit here.
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