Contact your Human Resources (HR) Consultant and/or Departmental HR Liaison early in the process for guidance and consultation.
Ensure elements of just cause are met by providing the HR Consultant with a completed pre-discipline checklist. This will help the parties prepare to discuss potential discipline.
Provide employee with training, resources, and expectations.
Monitor performance.
Discuss assessment of performance with an employee in a timely manner.
Give specific and accurate performance evaluations.
Document performance discussions with employee in writing.
Discipline Stage
Create disciplinary document and make updates, as necessary, after discussion with the HR Consultant.
Deliver disciplinary action once approved by management chain of command and HR.
Send copy of signed disciplinary action to HR Consultant.
Post-discipline Stage
Meet with the employee to create and discuss the action plan
Monitor performance.
Give additional feedback and follow-up with additional disciplinary action, if necessary.
Contact the HR Consultant early and often, if there are continued issues!
HR Consultant
Ask questions to provide an accurate assessment of the case.
Review proposed disciplinary action and provide recommendations for changes.
Forward document through further HR approval process, if needed.
Provide guidance to the manager on next steps.
Considerations:
Is this a policy violation?
Is this a safety concern?
Are laws being violated?
Is there a conflict of interest?
Does this have Union implications?
Does this need to be reported to the Compliance Office (via the Ethics Hotline)?
Is this an on-going issue in your department/unit or an isolated incident?
Does this concern put the department at risk?
Are there others that need to be interviewed?
What have you done in the past to address this kind of issue?
