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Casual Articles - How to Establish Fair and Equitable Employee Discipline Policies
I can tell you from experience that the first thing that goes through your mind as a new freelancer is “OK, now how much am I going to make this month?” I can probably even safely say that this thought passes by nearly every freelancer just starting out. Now, three years later, I can tell you that if you focus solely on the money part of running your own freelance business, you will fail. Focusing on money, only, takes the attention away from yo
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must m
Moving to another state meant finding a new dentist. I tried one a neighbor recommended who seemed friendly, competent and eager to please. But, I never went back. His office was a case study on the importance of little things.The coat hook was missing a screw and falling from the wall; waiting room magazines were outdated; the posted office hours were taped over with an index card and new hours written in marker; the credenza was overflowing with ma
Remember, it is the intent of any policy of this nature to anticipate probable violations of company policy and to encourage employees to change their behavior before it becomes chronic or unacceptable and before discharge becomes the only option.
Definition of Discipline Problems
Management discipline problems can be roughly divided into three categories:
Attendance: No-Show: Chronic absence; Excessive Tardiness; Leaving Without Permission; Failure to Report Absence Before Starting Work
On-The-Job Behavior: Recurrent Errors; Failure to Carry Out Assignments; Refusal to Accept Assignments; Use or Possession of Controlled Substances; Sleeping on the Job; Poor Housekeeping, Unauthorized Smoking; Fighting, Gambling, Failure to Use Safety Devices; Violation of Dress Code; Delaying or Restricting Operations; Distribution or Possession of Sexual, Political or Religious Material on Company Property; Threatening Supervisor; Possession of Firearms or Other Weapons; Excessive Interruption of Work for Personal Business; Malicious Waste or Abuse of Company Property.
Other Acts: Theft, Embezzlement; Altering Time Cards or Punching Another Employee’s; Falsifying Work Records; Removal or Use of Company Property for Personal Use; Misconduct Casting Discredit Upon the Company.
Seriousness of Offense and Consequences:
It is important to establish what occurs on the first and repeated offense in each case. Depending upon the violation and the number of repeated offenses, consequences might be a verbal warning, a written warning, suspension or discharge. For less serious offenses, up to four repeats may be advisable with the consequence increasing on each repeated offense. For example, carelessness is a correctable behavioral problem (as long as it’s not related to safety) and might go through all four stages: Verbal Warning, Written Warning, Suspension and lastly, Discharge.
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must ma
You’re ready to quit your day job, and venture into the uncharted territory or working for yourself. But you are still at the point of having to choose to branch out on your own, with unique business of you own making, or to invest your hard-earned dollars in an established business franchise, which may offer a security missing from your as-yet-unknown business.Or maybe you don’t have a clue about what business you would start on your own, but know
Definition of Discipline Problems
Management discipline problems can be roughly divided into three categories:
Attendance: No-Show: Chronic absence; Excessive Tardiness; Leaving Without Permission; Failure to Report Absence Before Starting Work
On-The-Job Behavior: Recurrent Errors; Failure to Carry Out Assignments; Refusal to Accept Assignments; Use or Possession of Controlled Substances; Sleeping on the Job; Poor Housekeeping, Unauthorized Smoking; Fighting, Gambling, Failure to Use Safety Devices; Violation of Dress Code; Delaying or Restricting Operations; Distribution or Possession of Sexual, Political or Religious Material on Company Property; Threatening Supervisor; Possession of Firearms or Other Weapons; Excessive Interruption of Work for Personal Business; Malicious Waste or Abuse of Company Property.
Other Acts: Theft, Embezzlement; Altering Time Cards or Punching Another Employee’s; Falsifying Work Records; Removal or Use of Company Property for Personal Use; Misconduct Casting Discredit Upon the Company.
Seriousness of Offense and Consequences:
It is important to establish what occurs on the first and repeated offense in each case. Depending upon the violation and the number of repeated offenses, consequences might be a verbal warning, a written warning, suspension or discharge. For less serious offenses, up to four repeats may be advisable with the consequence increasing on each repeated offense. For example, carelessness is a correctable behavioral problem (as long as it’s not related to safety) and might go through all four stages: Verbal Warning, Written Warning, Suspension and lastly, Discharge.
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must m
The PrincipleI remember reading about the Rhino Principle in Forbes Magazine a few months ago. The basic theme behind it is doing what the rhino does best: Charge! The rhino as an animal has survived for so many years because of its undying single-mindedness and natural aggressiveness towards achieving a single goal. The rhino is not particularly clever, nor is it unsusceptible to the other animals in the Savannah. However, it takes initiative when i
Other Acts: Theft, Embezzlement; Altering Time Cards or Punching Another Employee’s; Falsifying Work Records; Removal or Use of Company Property for Personal Use; Misconduct Casting Discredit Upon the Company.
Seriousness of Offense and Consequences:
It is important to establish what occurs on the first and repeated offense in each case. Depending upon the violation and the number of repeated offenses, consequences might be a verbal warning, a written warning, suspension or discharge. For less serious offenses, up to four repeats may be advisable with the consequence increasing on each repeated offense. For example, carelessness is a correctable behavioral problem (as long as it’s not related to safety) and might go through all four stages: Verbal Warning, Written Warning, Suspension and lastly, Discharge.
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must m
Don't allow your business growth to go unchecked. Fast unmonitored growth can be just as dangerous as no growth. Pay attention to signs that indicate you may be growing too fast, and take all necessary steps to control that area.1. Computers, desks and chairs become hard to find. You outgrow your office gear and employees find it hard to work with the space shortage and furniture scarcity.2. You take on orders much larger than you should take
Seriousness of Offense and Consequences:
It is important to establish what occurs on the first and repeated offense in each case. Depending upon the violation and the number of repeated offenses, consequences might be a verbal warning, a written warning, suspension or discharge. For less serious offenses, up to four repeats may be advisable with the consequence increasing on each repeated offense. For example, carelessness is a correctable behavioral problem (as long as it’s not related to safety) and might go through all four stages: Verbal Warning, Written Warning, Suspension and lastly, Discharge.
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must m
More often than not when talking about advertising materials people always tend to perceive them as a tool that benefits companies. However what they do not know is that, these materials keeps them informed and aware of the latest updates and newest products the company has.In relations with that businesses are benefited in a way that they could spread out and keep their clients informed of what the latest and newest updates they have. Making use of
On the other hand, possession of controlled substances at work or intoxication or working under the influence of such substances could and should be met with discharge on the first offense. Employee Assistance Programs (EAP) might mitigate the discharge if the employee agrees to participate. Consistency in Application of Policy:
Management must make a concerted effort to enforce all policies routinely and consistently, including the discipline policy, without regard to friendship, family considerations or favoritism of any kind. Failure to do so will weaken and perhaps nullify policies and certainly will create morale problems within the company.
This includes behavior of all personnel up to and including the owner/CEO/President.
Legal Considerations:
Written warnings and discharges should be documented in writing with acknowledgements signed by the employee. In our current hyperactive litigious business climate, it is important that the company protect itself by showing due diligence in the enforcement of policies. Written documentation available in the employees personal record related to disciplinary action will go a long way to protect the company in a labor dispute or potential litigation.
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