| |
|
|
| Hiring, Terminations and Retention |
| Your Company Needs a Progressive Discipline Policy |
Marla never saw it coming. Her employer had “called her on the carpet” more than once about her lingering breaks in the coffee room, but it wasn’t until he asked her to clean out her desk that she realized how upset he really was.
Marla had an ace up her sleeve, though. Because she had reported a co-worker for sexual harassment only weeks before, Marla knew a good lawyer could help her prove that her termination was “retaliation,” and she’d be back at her desk $10,000 richer in a few weeks.
“Supervisors often try to hard to be supportive of an employee, or they are so uncomfortable confronting an employee about a problem, that they fail to provide the employee with clear notice that the employee’s performance is not meeting established expectations,” writes attorney Anne E. Denecke.
Marla’s employer lacked an effective progressive discipline policy, and it ended up costing him. An ever-increasing tangle of government regulations has made it much more difficult to terminate employees who aren’t performing. That’s where your PEO comes in.
We can help you implement a progressive discipline policy that will document your efforts to help your employees improve. You may prevent a termination altogether, and that translates to savings in hiring costs and training.
Sources: Denecke, Anne E., “Progressive Discipline: A Positive Process to Correct Behavior.” www.ortrucking.org.
| |
|
|
 |
