Discipline / Investigations

Beware hasty decisions, investigate all the angles

11/10/2016

After investigating a workplace incident but before making a final decision, consider hiring a neutral investigator to assess what really happened.

Apply this fair and firm 5-step progressive discipline policy

10/25/2016

A progressive discipline system is the most reliable way to protect your organization from wrongful termination charges.

Harassment investigations: What to ask

10/14/2016

When investigating an employee’s complaint of harassment—sexual or otherwise—tailor your inquiries to the facts of that case.

Patience key to lawsuit-proof firing decisions

09/26/2016

When a fired employee sues you, winning often depends on careful documentation that demonstrates how her performance did not meet your standards.

Compare planned discipline with previous incidents

09/16/2016

When it comes to discipline, the key is equitable enforcement. Otherwise, someone might sue.

Keep a civil workplace: 7 tips

09/08/2016

When managers treat employees professionally and with courtesy, bullying will never become an issue. Here are seven do’s and don’ts.

Consistent discipline stands up in court

08/24/2016

Employers that consistently enforce their rules fare best when they are sued over alleged discriminatory discipline.

4 questions to ask before you issue a write-up

08/21/2016

They’re potential lightning rods for employee anger and potential legal landmines. Before you discipline an employee in writing, ask yourself these questions.

Your best practice: progressive discipline

08/05/2016

In general, using a sensible progressive discipline program and documenting all disciplinary actions will help you justify a discharge—even in the face of apparent prejudice or bias on the part of individual managers.

Are disciplinary records clear and complete? Documentation only works if it’s accurate

08/01/2016

We say it over and over again: Document, document, document! But perhaps a little more clarity is in order: Document accurately, so there can be no doubt that you clearly recorded the details of violations that led to discipline.