Disciplinary Action Policy for Supervisors to Use

Disciplinary Action Policy for Supervisors Use

The main goal of discipline is correct a behavior that is detrimental to the everyday operations of a company. Discipline, if imposed, should usually be progressive, beginning with the minimum discipline necessary to correct the offense. Of course, some misconduct may be so serious that you begin with a high level of discipline or even discharge. In addition, penalties should be reasonably consistent with those imposed on other employees for similar offenses in similar circumstances. (Prospera)

Discipline, in many circumstances, is not meant to be used as punishment. Obviously, it is implied in discipline that the action of the employee was against company rules and policies, but the purpose of discipline is not to punish the employee. Discipline is used to let the employee know that they did something wrong and it gives them the knowledge to help them so they do not make the same mistake more than once.

In this company, we use discipline simply to allow the offender to know what they are doing wrong as well as give them alternatives so that the problem does not happen again. We want employees to know all the policies and the consequences for not following them. If a policy or rule is broken, the party will be informed, and a meeting will be held that will explain the offense and what can be done to avoid that offense in the future.

Writing an Effective Incident Description

As a supervisor, it is necessary to understand the rules and be able to write and effective incident description. If an incident description is written correctly, there will be little opportunity for employees to have any grievances about what they are being accused of.

1. Who, what, where, when, why, and how

a. You will need to have written down everything about the incident; who did it, what happened, where it happened, when it happened, possibly even why and how the incident happened.

2. Use you’re senses while describing...