Corrective Action Do’s and Don’ts
Counseling the Employee - Do’s and Don’ts • Do not reprimand employees in the presence of others or in a public place.• Determine the appropriate time and place for a disciplinary meeting.• Investigate an incident or infraction thoroughly regardless of how the situation appears at first glance.• Allow the employee a chance to respond and explain the infraction.• Disciplinary actions should always be documented in detail. The documentation should include:o who, what, when, where, and how o the effect of the conduct as it relates to performance, job related behavior or company interest.o what action will be taken because of the incident.o what action will be taken in the future if another infraction occurs.o the employee’s recourse (if any) if he/she is in disagreement with the action • Evaluate the objectiveness of the disciplinary action. • Evaluate the legal issues surrounding the disciplinary action.• Allow a third person to review the facts and proposed discipline.• Present the disciplinary action in a slow calm manner.• Listen critically and take notes.• Conclude the discussion and determine what will happen from that point.• Monitor the employee’s performance and progress. Posted May 12, 2008 by Kevin Gramian at Optimum Outsourcing.