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Disciplinary Actions and Terminations

SHRM 2008 1 Disciplinary Actions and TerminationsTheory, Best Practices, Special SituationsPresented by: Meredith Sayre, Carlsmith Ball LLPand Katherine Dote, SHRM-SCP, SPHRN ovember 4, 2015 SHRM 2008 2 Today s Agenda The HR Professional s Perspective The Elements of Due Process Disciplinary Actions Terminations the Legal Perspective Special Situations Q&A SHRM 2008 3 QuestionWhich describes your situation best? often wait until they are completely frustrated with a person s performance or behavior to initiate Disciplinary action. come to HR for advice in the early stages of performance/ behavior problems. SHRM 2008 4 The HR Professional s PerspectiveHR ProfessionalManagerEmployeeOrganization SHRM 2008 5 What exactly is discipline ?Disciplinecomes from the Latin word to instruct, teach, train or learn . In later centuries it took on negative meanings and even connotations of punishment and Here, we will use the word in its original spirit.

Nov 04, 2015 · The sole purpose for taking disciplinary action (often referred to as “corrective action”) is to teach or guide the employee: • To improve performance • To change behavior on the job The end goal is to enable the employee to succeed on the job, thereby enabling the organization to meet its goals and fulfill its mission.

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