Uniform Discipline is a Must
Be honest here, and as employers or HR managers—even supervisors, we’ve been all guilty of creating a disciplinary or written warning process, but how many times have you tried to simply temper the situation hoping it will burn out or go away, especially if the violator is a generally a good producer? Come on, admit it, you’re guilty, we all are.
Now is the time to turn your thinking around and conform if you want real protection from intimidation in the workplace and you must stick to what you say you will do within those policies—no matter who is being disciplined, even if it’s a person in upper management.
These policies and disciplinary actions can’t be the same as you use for tardiness or absenteeism either, such as a three-time warning and you’re out. Incidents reported must be quickly investigated, and the accused confronted and strict resolution policies must be utilized—across the board.
You can find a free incident report in our Media Gallery to aid you in this area and as far as discipline, if it requires the offender attend anger management class or even be terminated, stick with your policies no matter what. If you don’t, your business good name may turn sour on the street and fast!
Find more resources right here on Bright Hub to aid you in this area—great links are in the reference section below.