While employers like to be able to meet out discipline where necessary, many are not aware that there are certain considerations which need be taken into account before doing so. The most important aspect of discipline is that it be consistent, fair and reasonably related to the offense committed by the employee. To assist in accomplishing this, enumerated below is a list of questions which each manager should be able to answer prior to disciplining an employee.
The answer to all questions except number 10 must be “YES” and the answer to number 10 must be “NO” before one disciplines an employee. In fact, if an employee, or ex-employee as the case may be, should file for unemployment or a fair employment practices charge with a state or federal agency, these are the questions that the government officials will ask to determine the validity of the employer’s defense.
It’s best to be prepared and follow these guidelines as a matter of course. Not only will you achieve treating all your employees fairly and consistently, but your employees will be happier in a workplace where they are able to anticipate the potential consequences for their actions.
Part of this article was reprinted with permission of Portnoy, Messinger, Pearl & Associates, Inc.