Progressive Discipline -- A Mini-Guide for Supervisors

This was handed out at an H.R. conference I attended. I’m not sure of the original source.

Discipline or discharge of any employee must be for just cause. Simply put, discipline has to be fair. Before you discipline an employee, always ask yourself the following:

1. Is this a disciplinary event?

• Ask the employee for an explanation. Take notes.
• Determine whether the conduct is:
• Innocent (did he know he was doing something wrong?)
• Blameworthy

2. If it’s blameworthy, how will we prove it occurred?

• Any witnesses? (take statements)
• Any physical evidence? (keep samples of bad products, pictures, etc.)

3. What is the appropriate amount of discipline?

• Be firm but fair and consider the following:
• Past record. What sort of employee is this?
• Treatment of others who have done the same thing before. His this behaviour been accepted in the past and if so, has it been made clear that it no longer will be?
• Provocation. Was the employee provoked?
• Premeditation and intent. Was his action planned? Did the employee misunderstand the instruction?
• Admission of guilt. Did the employee admit to being wrong and apologize?
• Seriousness of the offence. What effect will this have on the company and/or other employees?
• Rehabilitative Potential. Will this employee benefit by being given another chance?
• Penalty. Does the collective agreement specify a penalty or course of action?
• Company rules. Has any company rule clearly been broken?

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