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Controlling Discipline
Home Up ABSENTEEISM HARASSMENT DISCRIMINATION SAFETY QUESTIONS

 

 

                                     

ABSENTEEISM   

bulletCauses of Absenteeism
bulletCost Associated with Absenteeism
bulletHow to Prevent Absenteeism and Steps to Take

HARASSMENT

bulletCause of Harassment
bulletHow to Prevent Harassment
bulletFormal Way
bulletInformal Way

DISCRIMINATION

bulletTypes of Discrimination
bulletThe Glass Ceiling Effect

DISCIPLINE

bulletDisciplinary Actions
bulletHow to Control Discipline
bullet Applying Discipline

SAFETY

bulletDefinition of Safety
bulletFire Prevention
bulletHow to Stay Healthy

                             

 

 

 

Positive Discipline

  1. Focus on the specific problem rather than the employee’s attitude or personality.
  2. Gain agreement with the employee that a performance problem exists and that the employee is responsible for changing his or her behaviour.
  3. Approach discipline as a problem solving process.
  4. Document suggested changes or commitments by the employee.
  5. Follow up to ensure that the employee is living up to his or her commitments and to reduce the likelihood of having to take more severe action.

 

Disciplinary action should be

bulletWith warning.
bulletImmediate.
bulletConsistent.
bulletImpersonal.

 

Advantages of Warning Procedures

bulletLessens likelihood of unfair or hasty discharge.
bulletLessens likelihood of poor morale among staff.
bulletPotential good employees are salvaged.
bulletNeed for 3rd party representation diminished/reduced.