Disciplinary Dilemmas
During an interactive Virtual Conference we asked the question, “Is it possible to discipline employees and NOT have them leave?” https://jjkellercompliancenetwork.com/news/virtual-conference-participants-share-employee-discipline-wins-and-woes Attendees discussed three questions, and one tricky situation: Scenario: Your top salesperson (who is also the CEO’s brother-in-law) ignores the dress code, smokes in the office (which is prohibited), and doesn’t log his sales according to procedures other salespeople must follow. How do you go about disciplining this employee? The group mentioned going to the CEO or leadership to talk about the situation, and stress what could happen if the employee does not follow company policies. Make sure the people at the top understand what this employee’s actions are costing the company, an attendee added. Timing was also stressed by a participant who said it is best to act as soon as possible and not put it off, otherwise the employee will keep pushing and things will get worse. What would you do?
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We have had similar situations in our company. Three questions: #1 Does your company have a disciplinary policy? #2 Do you have some type of Employee Annual Review or performance review policy? #3 Does this top salesperson have a supervisor (does this person report to a sales manager?) Rather than beating around the bush talking to the brother-in-law, perhaps the manager, if there is one, should go directly to HR and have a written warning issued to the employee which the employee must sign. He can be told that a second written warning will result in disciplinary action. Discuss ways in which this unacceptable behavior could be modified. A second warning can result in temporary suspension or loss of a monthly or quarterly bonus.
As far as an annual review is concerned, if there has been one, were any unfavorable behaviors noted? Any warning (verbal or written) or suspension should be documented in the employee's personnel file. When it comes time for the next review, you have documentation. I agree with the participant who suggested it is best to act as soon as possible. If you don't act appropriately and legally you continue to disrespect your other employees. We all know how important documentation is.
One more question. Is it the CEO's responsibility to directly hire and fire employees or to order disciplinary action? Do manager/supervisor personnel have that responsibility? Whoever has the responsibility needs to step up to the plate and do their job. I realize these situations can be hard. But we make them harder than they should be. We need to consider the integrity of our company, and how our employees erepresent our company to the public. I apologize for the length. Jeff
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