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Security Management
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discharge
Manager's role in disciplinary program:
responsibility ultimately lies with the manager, who must:
- be disciplinarian
Unfortunately, many are thrust into this role without training, and what may happen is situation in which manager doesn't act because s/he thinks discipline only kicks in after violation of a specific rule, or because s/he is uncomfortable in this role. It requires training. - counsel and coach employees
Coaching requires helping employees develop on a daily basis, through positive reinforcement and feedback. Counseling involves focusing on potential or existing problems. - clearly communicate the disciplinary
program and organizational goals.
Managers must transmit work rules and standards clearly, before employees can be expected to meet them. Managers should act as role models.Must also be consistent in application of work rules and disciplinary measures.
Principles of an effective disciplinary program:
- Fair
must be firm but fair: strike balance between organization's needs and worker's. "all rules (should be) non-confrontational and written with the employee's welfare in mind." Offenses should be graded in terms of degree of seriousness, and penalize workers for accumulated rule infractions, not for single acts. - Procedural guidelines
Make certain due-process is followed, including right to:- notice
- hearing
- representation
- review evidence
- call witnesses
- cross-examine
- written response
- appropriate level of discipline
offenses that are seen as minor shouldn't be punished as severely as serious ones. "...corrective actions taken by management must be tied to the offense and not to the employee." - Documentation:
must be thoroughly and properly documented to establish clear, concise chain of evidence. "a general rule of thumb is that if the activity was never documented, it never happened."