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Brand: Brightline Compliance

Content Type: Individual Course

Communication Method: SCORM

Technical Requirements: Click here for details

 

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Why Train on This Topic?

Employees who perform poorly or commit misconduct cost organizations billions of dollars each year. But many supervisors are reluctant to confront poorly performing employees. First, many supervisors want to avoid conflict. Second, supervisors may not feel confident in their ability to provide constructive criticism or effective discipline. And third, supervisors may fear making a mistake in the discipline process for which their organization could later be sued. Indeed, each year improperly handled discipline and termination decisions cost employers millions of dollars in litigation costs, verdicts, and settlements.

Employers must train each supervisor on how to lawfully and effectively discipline employees. Effective training provides supervisors the practical skills they need to confidently:

Document poor performance or misconduct

Counsel or discipline employees at the first sign of problems, rather than waiting until problems have escalated

Document disciplinary actions properly

Terminate employees lawfully

Avoid discrimination, wrongful termination, retaliation, due process, and other employee lawsuits

Course Content

The course will address issues such as:

I. Purpose of Corrective Action

Goals of providing employees feedback, counseling, and discipline

Why supervisors are reluctant to honestly evaluate and promptly discipline employees when needed, and the legal and organizational dangers of not doing so

II. Documenting Employee Performance and Discipline

Identifying and keeping a diary of specific incidents and behaviors

Properly documenting counseling and disciplinary meetings with employees

Keeping documentation focused and professional

III. Meeting With the Employee to Discuss Your Concerns

Restricting comments to specific incidents of poor performance or poor behavior

Asking for an employee's suggestions on how to prevent problems from recurring

Handling your emotions and properly responding to the employee's emotions

Choosing the appropriate level of discipline

Making sure an employee has the resources and training necessary to do the job

Ensuring the employee understands your expectations and performance requirements, the specific actions he or she will need to take to improve, and the consequences of not improving

IV. Performing Follow-up Meetings

Reviewing each incident of poor performance or misconduct and informing the employee of problems remaining or of the employee’s successful improvement

Discussing further violations of organization policy

V. Factors to Consider When Deciding Whether to Terminate an Employee

Ensuring that discipline is applied consistently

Avoiding terminations that could be seen as discriminatory

VI. Termination Meeting

What should you say and not say?

Should you tell the employee the reasons for the termination? How much detail should you give?

Documenting terminations properly

VII. Post-Termination Issues

Protecting other employees and your organization's property

Handling requests for references

Language: English