Progressive Discipline - Employee/Labor Relations
Progressive Discipline
Theresa K. Trafford
Southern New Hampshire University
Employee and Labor Relations
October 2011
Abstract
Discipline within the workplace is and has been a controversial subject. With so much at stake, employers and employees have different opinions on types of discipline and the effectiveness of these processes. One largely debated form of workplace discipline is progressive discipline. Should employees be encouraged to rehabilitate in the workplace? Should management be protected against legal action if they are to terminate an employee for unacceptable performance or behavior? There are many different situation and answers to these questions.
Progressive discipline has become standard in unionized environments, and is becoming more common in other settings, such as government, hospitals, and high-school classrooms. ((Pinker, S, 2010) Progressive discipline is practice of establishing a series of steps of escalating seriousness and cumulating in the major (termination). (Dad, D., 2011) Within these boundaries lie other steps that are used with progressive discipline. These steps usually include a verbal warning, a written warning with increasing punishment, and a suspension-most likely without pay. The idea of this type of discipline is to give the employee ample opportunity to turn problems around. (Dad, D. 2011)
Discipline within the workplace can take place for a number of reasons, and there are times where discipline is appropriate and inappropriate for certain wrongdoing. Infractions of company policy, tardiness, misbehavior, and other misdemeanors are examples of where the use of progressive discipline can be justified. There also may be instances where discipline is not appropriate; arbitrators have drawn a distinction between voluntary and involuntary unacceptable behavior on part of the employee. (Eden, G., 1992) If an employee’s infraction is due to a lack of their personal skills or knowledge, other forms of
Theresa K. Trafford
Southern New Hampshire University
Employee and Labor Relations
October 2011
Abstract
Discipline within the workplace is and has been a controversial subject. With so much at stake, employers and employees have different opinions on types of discipline and the effectiveness of these processes. One largely debated form of workplace discipline is progressive discipline. Should employees be encouraged to rehabilitate in the workplace? Should management be protected against legal action if they are to terminate an employee for unacceptable performance or behavior? There are many different situation and answers to these questions.
Progressive discipline has become standard in unionized environments, and is becoming more common in other settings, such as government, hospitals, and high-school classrooms. ((Pinker, S, 2010) Progressive discipline is practice of establishing a series of steps of escalating seriousness and cumulating in the major (termination). (Dad, D., 2011) Within these boundaries lie other steps that are used with progressive discipline. These steps usually include a verbal warning, a written warning with increasing punishment, and a suspension-most likely without pay. The idea of this type of discipline is to give the employee ample opportunity to turn problems around. (Dad, D. 2011)
Discipline within the workplace can take place for a number of reasons, and there are times where discipline is appropriate and inappropriate for certain wrongdoing. Infractions of company policy, tardiness, misbehavior, and other misdemeanors are examples of where the use of progressive discipline can be justified. There also may be instances where discipline is not appropriate; arbitrators have drawn a distinction between voluntary and involuntary unacceptable behavior on part of the employee. (Eden, G., 1992) If an employee’s infraction is due to a lack of their personal skills or knowledge, other forms of
Cited: Dad, D. (2011, March 16). Progressive Discipline and the tenure clock. Eden, G. (1992). An Oxymoron? Les Presses de l 'Universite Laval, 47(3), 511-524. Falcone, Paul Paul Berube v. Great Atlantic and Pacific Tea Company, Inc., No. 08-1229-cv (2d Cir. Oct. 15, 2009), http://www.legale.com. Pinker, S Progressive Discipline Steps. (2007, August 9). Employee and Labor Relations. Retrieved from Office of the Vice President for Research website: http://www.uiowa.edu The Seven Steps of Just Cause Wright, T. (2006, January 23). Fired Worker can sue employer for not following discipline policy. Massachusetts Lawyers Weekly.