Prior to the administration of discipline, a process should be developed and institutionalized. Every employee should be advised of it and how it is used in instances of non-compliance to work expectations.

I cannot think of one organization, large or small, that does not need a process. The days of Mr. Dithers are long gone. For confirmation of this fact, you can pick up any newspaper and read about the latest million-dollar wrongful-discharge lawsuit. So if you don’t have a process, develop one. I recommend a four-step process because it allows enough time for change, enough time for due process. If your company currently has a disciplinary system of less than four steps, you may want to rethink the system in ...

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