Discipline that is too little or too late permits the worst employees to set the standard for workplace conduct and undermine the productivity of everyone. On the other hand, discipline that is too rash contributes to employee distrust and morale problems that can damage productivity, attendance, and employee commitment. This course provides suggestions on how to effectively discipline or terminate an employee with minimal legal risks to the organization and minor damages to employee confidence and performance.
Managers, Supervisors & HR Professionals
TIME TO COMPLETE
To help managers and supervisors understand how to impose effective discipline and manage employee termination.
After completing this course, the learner will be able to:
- summarize the procedure for establishing general disciplinary guidelines;
- define progressive discipline and outline its five stages;
- identify the components of a discipline memo;
- explain the proper course of action for arranging and conducting a meeting regarding discipline or termination; and
- cite the purposes of exit interviews and describe the proper manner with which they should proceed.
1. Establishing a Discipline Policy
- General Guidelines
- Progressive Discipline
2. Documenting Employee Behavior
- Discipline Memo
- Termination Document
3. Imposing Discipline
- Before the Disciplinary Meeting
- During the Disciplinary Meeting
- After the Disciplinary Meeting
4. Conducting Exit Interviews
- Discipline and Termination Preparation Checklist
- Discipline Without Punishment Implementation Program
- Exit Interview Form
- Exit Interview - Internal Policy
- Exit Interview Questionnaire
- Progressive Discipline Employee Record Form
- Sample Employee Warning/Probationary Notice
- Sample Job Abandonment Letter
- Sample Letter of Resignation
- Sample Questions for Exit Interviews
- Sample Progressive Discipline Policy
- Sample Termination Letter (Layoff)
- Sample Termination Letter for At-Will Employees
- Sample Termination Letter for Employees with Contracts
- Supervisor’s and Manager’s Checklist for Employee Separation
HR CERTIFICATION INSTITUTE
This Activity has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). The use of this official seal confirms that this Activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
This Activity has been approved for 1.25 PDCs toward SHRM-CP® or SHRM-SCP® recertification. The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.