What do you need to know about employee discipline?

What do you need to know about employee discipline?

The Quick Guide to Employee Discipline: What Every Manager Needs to Know 1. Know what the law says about employee discipline. 2. Establish clear rules for employees. 3. Establish clear rules for your managers. 4. Decide what discipline method you will use.

Why did my employer take disciplinary action against me?

If your employer has concerns or a complaint about your work, they may decide to take disciplinary action against you. There are a number of reasons why your employer may decide to take disciplinary action against you. These include your: behaviour at work. absence from work.

When to use ” may ” and ” will ” to discipline employees?

Flexibility in your wording gives your managers the opportunity to respond appropriately to reasonable mitigating factors. It’s often as simple as substituting “may” for “will.” That said, your company is still obligated to discipline employees in a generally consistent manner.

Is it difficult to discipline an employee for absenteeism?

It is often difficult when trying to address employee absenteeism when it has become a habit. Hence, business managers try to work employee’s attitude towards absenteeism rather than correcting the event. Meanwhile, the task of employee absence management is one that requires careful measures.

The Quick Guide to Employee Discipline: What Every Manager Needs to Know 1. Know what the law says about employee discipline. 2. Establish clear rules for employees. 3. Establish clear rules for your managers. 4. Decide what discipline method you will use.

What happens if you discipline an employee for a work injury?

If the reason for discipline or termination of an employee is merely a pretext for treating the employee differently or more harshly because he or she had a work injury, you may face legal liability exposures for discrimination or retaliation on both the state and federal level.

When to take disciplinary action against an employee?

As soon as an employer recognizes that a significant disciplinary action or termination of the injured employee is necessary, you should thoroughly review the circumstances of the disciplinary event and the employee’s personnel file to identify whether any basis for employment law claims may exist.

Flexibility in your wording gives your managers the opportunity to respond appropriately to reasonable mitigating factors. It’s often as simple as substituting “may” for “will.” That said, your company is still obligated to discipline employees in a generally consistent manner.