Discipline & Termination

Before you discipline …

October 14, 2019
Whether you’re giving an oral warning to a probationary worker or issuing a final warning to a veteran employee who is on thin ice, the concept of due process applies. The best way to meet this requirement is through proper planning before the discipline interview.

Worker consistently tardy: What can I do?

July 12, 2019
Q. I have an employee who’s chronically late, usually 5 to 10 minutes. When I talk to her about it, she improves for 2 to 3 weeks, but then she slides back. I’ve even tried to dock her pay for each 15-minute increment she misses, but that didn’t work. I don’t want to keep nagging her. Any ideas?

Let’s all play nice! Prevent and manage bullying in the workplace

April 21, 2019
Here are a few simple ways to prevent and manage workplace bullying—for the sake of your staff, and your own ability to be an influential manager.

‘Sick again?!’ How to cut down absenteeism

January 20, 2019
If you have employees with chronic attendance problems, you can’t rely on company policy to make things easier. Even if you follow the rules and mete out punishment fairly, it’ll still drain your energy and divert you from more important matters. Minimize the problem from the outset. By educating, tracking and warning people, you’ll reinforce the need for everyone to show up.

Handling off-duty misconduct

November 23, 2018
Consider this scenario: One of your employees was arrested and charged with assault in a night club ruckus over the weekend. This is the same person who started a fight in your company’s parking lot two years ago. He shows up for work Monday morning, business as usual. What now?

Teen’s mom wants more info on firing: Do I legally have to answer her questions?

October 16, 2018
Q. The mother of a 16-year-old whom we fired called me asking for more information on the termination. Must I answer questions?

What if a worker demands to know the reason for their termination?

September 20, 2018
Q: “We fired an employee without giving a reason. The employee is requesting the reason in writing. Do we have to comply? Also, we just learned that the new supervisor of the employee never met with the employee to discuss the employee’s position description or the supervisor expectations. The supervisor issued the employee a corrective action. In addition, the employee filed a complaint against someone in senior management. The complaint was never investigated. The employee was terminated the next day after filing the complaint. Is there any liability on the agency?” – Anonymous, Virginia

Is it legally safe to terminate an employee soon after they refuse a relocation?

August 28, 2018
Q: “If we’ve verbally notified an employee (three months ago) that their job is moving (due to restructuring/reorganization) to another state, effective next month—and the employee refused the job/relocation (first right to refuse), what is the risk if we lay off the employee now?”

Firing: When and where?

June 21, 2018
Firing employees is part of your job. And it’s never easy. But you can make it more bearable by choosing where and when to do the job.

Issuing an oral reprimand

June 20, 2018
The first step in formal disciplinary action is an oral reprimand. Before you take this major step, however, be sure of the facts.