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Discussions - Discussions To participate in the following...

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Discussions To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation: Employee Rights and Justice The employee disciplinary process involves many people and often includes supervisors, human resource departments, the work group, arbitrators and top management. Each has a crucial role to play if the discipline system is to be effective. Discuss the elements of your company's discipline system or process and explain whether you feel it is effective or not in handling difficult or ineffective employees. Support your thoughts with examples when appropriate. Respond to at least two of your classmates' postings. These guidelines are designed to assist supervisors who experience behavior and performance problems with a staff employee, whether union or nonunion. These guidelines are inapplicable to layoffs or reductions in force. An Overview Progressive Discipline Additional Considerations An Overview Because employee discipline is a difficult experience that managers and supervisors sometimes face, these guidelines are intended to review the most effective approach to managing performance and/or behavioral issues. Behavioral issues generally result in disruption to the work environment, for example, workplace misconduct and/or rules violations; performance issues result in a failure to meet goals and/or properly perform tasks, such as when an individual lacks the knowledge, skills or ability to perform the job, or where the work is consistently unacceptable in terms of quality or productivity. Discipline should not generally come as a surprise to the employee . Occasionally employees are unaware of their supervisors' dissatisfaction until they suddenly receive a formal written reprimand or a letter of termination. Try to avoid this situation if possible and attempt to regularly communicate issues to employees rather than wait until the performance problems can no longer be tolerated or until annual performance reviews are conducted. When it becomes necessary to discipline an employee, two principles apply: first, the employee must be clearly informed by the supervisor as to the source of dissatisfaction; second, except in limited circumstances, the employee should be given the opportunity to correct the problem.
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