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PROGRESSIVE DISCIPLINARY PROCESS Leadership Through Fully Engaged Employees Chapter 8 Table of Contents LEARNING OBJECTIVES .........................................................................................................

How to fill out progressive disciplinary process

How to fill out a progressive disciplinary process:

1. Clearly define the issue or behavior: Start by identifying the specific issue or behavior that is in violation of company policies or expectations. This can include absenteeism, poor performance, misconduct, or any other behavior that warrants disciplinary action.
2. Document incidents: Keep detailed records of each incident related to the issue or behavior. This includes date, time, location, individuals involved, and a description of what occurred. This documentation will be crucial in building a case for progressive discipline.
3. Communicate expectations: Meet with the employee involved to discuss the issue and clearly communicate the expectations moving forward. Provide them with a written copy of company policies or standards that they are not meeting or violating.
4. Initial verbal warning: Start the progressive disciplinary process with an initial verbal warning. Discuss the issue, explain the consequences if the behavior does not improve, and provide suggestions or resources for improvement. Document this warning and have the employee sign indicating they have received it.
5. Written warning: If there are no significant improvements after the initial verbal warning, provide the employee with a written warning. This should outline the specific issue, consequences for continued non-compliance, and a timeline for improvement. Again, have the employee sign acknowledging receipt of the written warning.
6. Additional disciplinary actions: If the behavior continues, escalate the disciplinary actions as necessary. This can include suspension without pay, demotion, or possible termination. Each step should be clearly communicated to the employee and documented.

Who needs progressive disciplinary process?

1. Employers: Progressive disciplinary processes are typically implemented and enforced by employers to maintain a fair and consistent approach to discipline in the workplace. It helps protect the company's interests and ensure that all employees are held accountable for their actions.
2. Human Resources departments: HR plays a vital role in implementing and overseeing the progressive disciplinary process. They are responsible for providing guidance and support to managers and employees, ensuring compliance with company policies and legal requirements, and maintaining accurate documentation of disciplinary actions.
3. Managers and supervisors: Managers and supervisors are responsible for identifying and addressing performance or behavioral issues within their teams. They play a crucial role in initiating the progressive disciplinary process, documenting incidents, communicating expectations, and monitoring the employee's progress.
4. Employees: Employees who engage in behavior that violates company policies or expectations may find themselves subject to a progressive disciplinary process. This process serves as an opportunity for them to understand their shortcomings, improve their performance or behavior, and potentially avoid more severe consequences such as termination.

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