Training & Organizational Development 

Taking Corrective Action

On occasion, an employee's performance may be impacted by absenteeism, a single incident or poor interpersonal relationships on the job. Corrective actions may range from simply counseling the employee to formal disciplinary procedures.

Consider:

• What are the facts surrounding the episode?
• How serious is the infraction?
• Was the employee informed of the work rules in advance?
• Has there been adequate warning about the inappropriate behavior?
• Have there been similar discipline problems in the past by this employee?
• Has the employee been made aware of the consequences of this behavior?
• Does the employee's behavior hamper the day-to-day operation of the department/organization?
• What has the history of the employee been with your department/organization? Has he/she been an otherwise satisfactory employee, or have there been previous documented problems or infractions of organization rules?
• Have you allowed the employee to tell his or her account of the infraction? (Take clear notes).
• Has the employee been provoked in any manner?
• Have you thoroughly investigated the issue or infraction?
• Have you obtained enough evidence to prove that the employee displayed inappropriate behavior or violated the organization's policies or rules?
• Has the investigation been fair and objective?
• Has the investigation been timely?
• Has your department enforced rules and standards consistently?
• Have you remained emotionally uninvolved during this process?
• Has the employee been referred to an Employee Assistance Program, if appropriate?
• Does the discipline under consideration fit the infraction?
• Is the employee aware of appeal procedures?

After considering the above questions, you may decide to simply counsel the employee and document the counseling session using the Staff Counseling Notice Form. This is not to be used for issuing discipline.
To prepare for and conduct a counseling session, see these recommended steps.

To issue a formal disciplinary action, i.e., written warning; suspension without pay; written warning in lieu of suspension without pay; or termination, use the Staff Disciplinary Notice Form. Prior to issuing a disciplinary action, Labor Relations must be consulted.
To prepare for and conduct a disciplinary discussion see these recommended steps.