Managing People at Work

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Discipline & Termination

A collection of 27 issues

The vital importance of diligent documentation

One critical area that HR professionals must always remind managers about is the importance of diligently documenting employee performance issues. Taking the time and care to document thoroughly can save you and your company major headaches later.

Discipline consistently, equitably to avoid discrimination liability

Every employee who breaks the same rule should receive the same level of discipline. Absent some solid, fact-based reason, treating some employees more leniently than others is practically begging to be sued for discrimination. That’s especially true if a manager treats members of a particular prote

When terminations are required, always proceed with dignity

Sometimes, managers must terminate employees even during good economic times. The reasons are many. An employer may choose to move in a different direction, requiring it to shed workers with skills no longer needed now that the mission has changed. Then there’s the case of the underperforming employ

Employee attendance issues and how to address them

While some absences such as sick leave can’t be avoided, there are plenty of steps that you can take to improve employee attendance within your organization. Find out how to create clear attendance expectations, maintain more detailed attendance data and work with employees to improve their attendan

How to handle insubordination, carelessness, stealing and other discipline issues

As a manager, disciplining employees needs to occur periodically. The next time an issue comes up, look to these examples for guidance. Even if your specific problem isn’t detailed here, apply some of the principles to your dilemmas as they arise.

Employee discipline examples and how to handle them

What might the disciplinary process for an employee look like in action? Much will depend on the company’s policies, the offense and the improvement (or lack of it). To offer some context, here are a few examples that may help the next time you need to put this into practice.

Follow the right path when handing down disciplinary action

Administering disciplinary action rarely tops the list of any manager’s favorite aspects of the job. Failing to address performance issues or unacceptable behavior, however, virtually guarantees it will continue.

Management toolbox: Letters of clarification and decision-making leaves

As a manager, you are no doubt well-versed in taking disciplinary actions and the necessary paper trail that entails. But are you aware of two valuable tools, less severe in nature, that can help solve performance issues?

How to discipline an employee with a negative attitude

Generally, managers can discipline attitude problems in much the same way as any other type of unacceptable behavior. A few adjustments, however, can increase effectiveness. These tweaks may even keep a negative attitude from ever developing.

Employee attendance issues: Take action early and outline the consequences

As with any employee issue, managers must address the situation, as opposed to doing nothing and hoping the situation works itself out. It rarely, if ever, does. Fixing attendance issues is one of the areas requiring immediate attention.