Questions Did the company give the employee forewarning or for knowledge of the

Questions did the company give the employee

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Questions Did the company give the employee forewarning or for knowledge of the possible or probable disciplinary consequences of the employees conductWhat is the company's rule or managerial order reasonably related to the orderly a fishing and safe operation of the company's business and the performance that the company might properly expect ofthe employeeDid the company before administrating discipline to an employee make an effort to discover whether the employee did in fact violate or disobey a rule or order ofmanagementWas the companies investigation conducted fairly and objectivelyUpon investigation was there a substantial evidence or proof that the employee was guilty as chargedHas the company applied it's rules orders and penalties evenhandedly and without discrimination to all employeesWhat is the degree of discipline administered by the company and I particular case reasonably related to the seriousness of the employee proven offense and the record of the employees service with the companyProgressive discipline
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oA process in which the employer provides the employee with opportunities to correct poor behavior before terminating themoStepsInformal coaching Talk the first step in progressive discipline where the supervisor has an informal talkOral warning The supervisor formally tell the employee that their behavior is currently unacceptable and also tell them what they need to do to correct the behaviorWritten warningThe supervisor right at the facts of the situation they identify the unacceptable behavior for the individual and identify ways to correct the behavior the supervisor then speaks to the employee using the written document to assist the employee in correcting their actionsDisciplinary suspensionSuspension of the employee for it. Or form of one day to typically a maximum of one week sometimes is unpaidOther options before terminationDemote an individual to a lower position in the organization transfer an employee from one party organization to another Should only be used as a progressive discipline measure when we know that there is a personalityconflict between the employee and another employee or their supervisorTerminationThe discipline model oRefer to past feedback oAsk why the undesired behavior was used oGive the discipline get a commitment to change oSummarize and state the follow upGross negligence oA serious failure to exercise care in the work environment it is a reckless disregard for circumstances that could cause harm to others and lack of concern for safety or life
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Serious misconduct oAn intentional behavior that has the potential to cause great harm to another or to the company°9-6The Railway labor act of 1926oEnacted to limit potential for railroad strikes to affect interstate commerce oProvides protection for worker rights to join a union–no more Yellow Dog contractso
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  • Winter '15
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