Most employees will perform at or above work standards and will comply with Valencias behavioral policies.  Some, however, will not.  While most days, workplaces proceed in a relatively quiet, productive manner, there are times when the workplace becomes more turbulent  when behavior issues develop and must be corrected.  For those whose performance is suffering or have behavioral issues, properly administered discipline can be an effective performance improvement tool.  Some examples of reasons for applying disciplinary action include substandard performance, absenteeism, tardiness, insubordination, harassment, and fighting.

            Properly administered discipline has many positive results including:

-          Maintain productivity

-          Correct an errant employees behavior

-          Promote fairness and equity

-          Preserve respect for management

-          Document that a terminated employee was treated fairly

            The word discipline comes from the word disciple or to teach.  The focus in discipline should be on improving performance or correcting undesirable conduct rather than simply on punishing it.

The chances of an employee improving are slim unless the employee is made aware of the need to improve.  The chances for a positive outcome are enhanced when a manager or supervisor concentrates on the desired results rather than the employees perceived shortcomings.  In fact, the goal is to avoid having to discipline employees in the first place.  Behavior should be shaped in the desired manner from the beginning and thus minimize the need for disciplinary action.  Managers can take the following steps to promote more positive interaction with employees:

-          Set clear expectations

-          Make sure employees are familiar with and understand key Valencia policies

-          Establish a climate of communication

-          Maintain an open-door policy  

When problems do arise however, the importance of addressing those discipline issues promptly, fairly, and consistently cant be stressed enough.  The progressive disciplinary action generally begins with the least severe approach and moves to a more severe approach.  The typical sequence of progressive disciplinary action is as follows:

1.      Problem-solving session and open dialogue

2.      Oral warning

3.      First written warning

4.      Final written warning

5.      Termination

Depending upon the severity of the offense, some steps may be skipped and an employee could conceivably be terminated immediately.  Managers must exercise the disciplinary process with discretion and it should not be an expectation that all infractions are dealt with in an identical manner

Disciplinary actions are never a simple matter.  There may be a combination of factors that warrant careful consideration.  Managers and supervisors are invited to contact the Valencia Community College Office of Compliance, Diversity & Equity in the Human Resources Department for further information and guidance.     

       

   

 

 

HR Note 95

July 2009