Let’s face it – one of the most challenging (and often least enjoyable) responsibilities that a supervisor has is when they have to address an issue with an employee’s work performance. It becomes a crucial balance for a supervisor to decide what actions or inactions require discipline, but to also ensure that the discipline does not harm the dignity of the employee or productivity of the workplace.
THE IMPORTANCE OF ADDRESSING PERFORMANCE ISSUES
If an employee is not performing their essential job duties, or has acted inappropriately, then using proper discipline techniques will increase the chances that the employee will improve or stop the undesired behavior. A well-documented record of employee discipline can be used to counter any wrongful termination claims, or other lawsuits that an employee may assert.
ADDRESSING CONDUCT PROBLEMS
Below are some tips that a supervisor can take to address work performance issues in a productive manner.
If a verbal warning is not effective, then the employer should consider using one of the three formal disciplinary actions – a written warning, suspension or termination. Some employee actions may be so egregious that the employer chooses to terminate the employee instead of giving a verbal warning. Therefore, it is important that any policy or manual does not restrict the right of the employer to use whichever disciplinary method the employer deems appropriate. Also, any formal disciplinary actions should be written and entail sufficient details and examples so the employee fully understands the basis for the disciplinary action.
INSIGHTS FOR EMPLOYERS
Please contact a Gjording Fouser lawyer at 208.336.9777 if you would like any additional information about this topic or any other employment issues facing your company.