Effective Disciplinary Action Policies and Procedures
Having to discipline, or worse, end an employment relationship is always difficult. Many employers think that just because they are in an “at will” state
that they can fire anybody at any time. This is not the case.
It is absolutely critical you, the HR Professional, and your team understand how to approach these oftentimes tough situations. There are right and wrong ways to handle them. As an HR Professional, you will be involved in and even lead disciplinary procedures. The learning objective is to help Human Resources Pros like yourself partner with managers to handle two of the toughest workplace activities, disciplinary actions and terminations.
You are in the perfect position to ensure employees are treated with respect and your management team operates in both a compassionate and compliant manner. The more you know, the less stress and anxiety you’ll have to overcome. Plus, you’ll be better enabled to train your managers.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: When are We Ready to Terminate?
Module: HR & Managers as Partners
So how do we know that we are ready to actually terminate? Here is a checklist that you may want to use. If you have satisfactory answers to each category
below, you are probably in good shape to move to a termination.
1. What was the culminating event that is getting you to termination?
2. Does the Personnel File have all the necessary documentation? Have we followed the DA process and issued prior warnings with signatures?
3. Are you being consistent with how you are treating this person, compared to others?
4. Are there any union concerns?
5. Is there any employment contract? (And these are rare.)
6. Are you violating any protected classes including age, disability, race/color, sex, sexual orientation, national origin, pregnancy, religion, veteran status, genetic information, gender identity, and marital status.
7. Could this be defined as retaliation?
8. Are you comfortable the employee knew what was expected and could not or would not perform?
9. Was the behavior so poor and willfully negligent, that there is no other option?
10. Have we properly prepared the manager to conduct the termination?
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Liz has been an HR professional for more years than she cares to share! In that time she has seen it all, she has hired them all, let some of them go, stayed on top of the ever changing cultural and regulatory landscape. She has had every difficult conversation a Hollywood writer’s room could cook...