In many instances, you’ll want to ensure you have a strong record that justifies an ultimate adverse employment action taken against a worker. Of course, there will always be instances where egregious action requires a swift response on your part, but if an employee is simply underperforming or is failing to adhere to their job duties, then a history of remedial attempts can protect you from allegations of discrimination and wrongful termination.
How can progressive discipline help protect your business?
Through progressive discipline methodology, you continuously put an employee on notice of their performance issues, thereby giving them an opportunity to correct the issue. Each step of the process comes with more severe discipline, stressing upon the employee the importance of correcting the issue. The hope, then, is that by the time you get to a point where you need to terminate an employee, there’s a strong history of documented performance problems and an inability or an unwillingness to correct them.
When a progressive discipline system is implemented, you have to apply it consistently. If you don’t, then your business could be accused of unfair treatment, which in turn could lead to claims of discrimination. So, if you’re considering a progressive discipline scheme, it’s best to put it in writing and include it in your employee handbook.
It’s up to you to act to protect your interests. With that in mind, now is the time to figure out the best preventative and reactionary measures you can implement.