There will come a time when you are going to come across employee complaints regarding someone’s behavior in the office, or you will receive reports that someone has not exactly been pulling his or her weight in terms of performance. These are all problems that you have to resolve as soon as possible.
Start by creating a company policy regarding disciplinary procedures. This will allow you to develop a positive company culture and, at the same time, let you punish employees who have gone too far. So, here are the steps that should help you develop your company’s own disciplinary procedure policy.
Progressive Discipline Policy Template
Flexible Workplace Policy and Procedure Template
Sample University Disciplinary Procedure Policy Form
Example of Disciplinary Procedure Policy
Northward Disciplinary Policy and Procedure Form
Address common behavior problems
To start with, you need to know the common behavior issues that a lot of companies face. These behavioral problems typically fall into the following areas:
- Substance abuse
- Office equipment
So when you are developing your procedure policy, be sure to keep all of these areas in mind and know the kind of approach you should take if an employee continually breaks company policy.
Create a code of conduct
The next step is to create the expectations that your employees should meet. You have to clearly state in the policy what is acceptable and what is unacceptable behavior, and the point when an employee is going to need disciplinary action. This is very important so that employees will know what they should do to avoid committing infractions. For example, you can state that employees can be for at least five minutes, but anything beyond that in a continuous manner will be unacceptable. Make sure that the policy is placed in the employee handbook to eliminate any misunderstandings and ensure that the employee has a copy of the disciplinary procedure policy.
Disciplinary Policy and Procedure in PDF Format
NHS Disciplinary Policy and Procedure Form
Develop the response procedure
Now, you should state what you are going to do if an employee decides to break company rules and regulations. The two things that will help you determine the kind of action you should take are the severity of the offense and the number of offenses that the employee has committed. You need to have some kind of procedure that allows the employee to explain his or her side of the story, allowing you to debate further as to whether or not the employee should receive a termination letter.
Determine disciplinary steps
The key to effective employee discipline is being consistent when following the standardized disciplinary procedures that you have set. This ensures that everyone is fairly disciplined to prevent any kind of lawsuit from happening. Proper discipline usually follows four essential steps:
- Verbal warning – this is usually done for first time or non-serious offenses
- Written warning – this is for more serious offenses and it can state the the employee faces termination
- Suspension – if an employee continually breaks policies, then this should be the next step
- Termination – this should the final resort if the employee has committed a very serious offense that can no longer be rectified
Managing employees is not an easy task. But, with the proper knowledge, you can make sure that everyone performs well so that your company will succeed. For other business topics, be sure to check out the related articles linked here.