Disciplinary Policy Basics

Posted by Creatiq Support | Wednesday, July 19, 2017

Disciplinary Policy Basics

Posted by Creatiq Support | Wednesday, July 19, 2017

Research by the Society for Human Resource Management (SHRM) show that average cost-per-hire is over $4,100 for most positions. The SHRM also
found that the annual turnover rate is 19 percent and the termination rate is
eight percent. Having an effective discipline policy is the best way to
minimize hiring costs and reduce turnover rates.

Verbal Warnings

A verbal warning is the standard first step of a disciplinary process. This
notifies an employee that a change in behavior or improvement in work
performance is needed. These are usually used for minor issues, such as failing
to call-in or ignoring rules. Verbal warnings should be given in private during
a meeting between the supervisor and employee to discuss the issue. There are
legitimate reasons for being late, such as car trouble or sick children, but
the issue should still be documented with a corrective action in place.

Written Warnings

Written warnings inform employees that their unchanged work performance
issues or inappropriate workplace behaviors are serious and may trigger
termination. Employees who reject corrective actions or ignore the supervisor’s
instructions from the verbal warning need a written warning to set firm
expectations. Before the end of the disciplinary meeting, the employee should
be asked to sign indicating that they understand the new performance conditions
and the associated consequences. Employees who refuse to sign may be subject to
disciplinary measures, such as being sent home for insubordination.

Warnings are an Important HR Tool

When properly and consistently used, warnings are the best tool to identify
and prevent potential employee problems. Most organizations use a standard form
that includes the details, date and corrective action requested. Consistent
warnings for chronic or serious issues will legally protect the company when
they terminate an employee for gross misconduct. In this scenario, they may be
used to fight the undeserving workers’ compensation claim. Failing to maintain
objective documentation creates opportunities for unlawful or discriminatory
termination lawsuits.

Human resources professionals can reduce legal liabilities and turnover
rates through verbal and written warnings.