Four Steps in Progressive Discipline

Everyone makes mistakes, but when the mistakes are repeated or consist of serious problems that jeopardize the quality of work, it is helpful to have a clear outline for the consequences.The first step is to train new hires about the company policies and their importance. When a time for disciplinary action is needed, it is always best to proceed as soon as possible. In addition, newer employees should be informed of any minor mistakes right away as to avoid the same mistakes later on. It is common for new employees to require a period of adjustment to their new work environment, but implementation of the company’s regulations should always be kept at high standards to guarantee future success.

Progressive Discipline

After the new employee has had time to adjust, it is important to restate the policy of progressive discipline. All employees should be fully aware of the actions that will follow their single or repeated mistakes. If the employee ignores or fails to correct a problem, they are subject to:

1. Oral Warning: A private discussion about the problem takes place, where expectations are set to further help the employee understand their role and how to correct it.
2. Written Warning: A notice that reviews the previous private discussion and the employee’s promise to resolve the problem. A written warning indicates formality and a more serious situation.
3. Suspension: A time period of one to three days without pay depending on the severity of the problem. (Note: Nevada employers may prefer to issue their employees another written warning as a final step before dismissal)
4. Termination: The final action to take place when the previous stages have proved to be unsuccessful. This would include an employee disregarding the severity of an oral or written warning, as well as failure to make any effort in correcting the problem.

It is most common for employers to implement these disciplinary steps as soon as possible, stating them in the employee handbook where a written confirmation immediately follows. This provides a clear set of expectations from the beginning, as well as documentation of employee acknowledgement to these rules.

Rules That Require Disciplinary Action

Any structure for disciplinary action is intended to act as a framework for discussion, depending on the employee’s mistakes and their individual placement within the company. It is important to listen to the employee’s explanation before determining a fitting punishment. For example, an employee who is late may have unexpected circumstances occur that caused the problem. Alternatively, if more severe mistakes are made, such as endangerment to the health and safety of others or damage to the company’s reputation, then more drastic action should immediately take place in order to prevent any further issues.

For more information from the Nevada Association of Employers about training your employees, contact us at (775) 329-4241.