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472 PART 5 EMPLOYEE RELATIONS FIGURE 14-4 Disciplinary Action Form Disciplinary Action Form Source: Reprinted from www.HR.BLR. com with permission of the publisher Business and Legal Resources, Inc., 141 Mill Rock Road East, Old Saybrook, CT © 2004. BLR ® (Business and Legal Resources, Inc.). Date: Name: Dept.: Disciplinary Action: Verbal* Written Written & Suspension Discharge To the employee: Your performance has been found unsatisfactory for the reasons set forth below. Your failure to improve or avoid a recurrence will be cause for further disciplinary action. Details: A copy of this warning was personally delivered to the above employee by: Supervisor: Date: I have received and read this warning notice. I have been informed that a copy of this notice will be placed in my personnel file. Employee: Date: *If action is verbal, completion of this form shall serve as documentation only and should not be filed in the employee s personnel file. Discipline without punishment (or nonpunitive discipline) aims to avoid these drawbacks. It does this by gaining employees acceptance of the rules while reducing the punitive nature of the discipline itself. Here is how it works: 68 1. Issue an oral reminder. The goal is to get the employee to agree to avoid future infractions. 2. Should another incident arise within 6 weeks, issue a formal written reminder, a copy of which is placed in the employee s personnel file. In addition, hold a second private discussion with the employee, again without any threats. 3. Give a paid, 1-day decision-making leave. If another incident occurs in the next 6 weeks or so, tell the employee to take a 1-day leave with pay, and to stay home and consider whether he or she wants to abide by the company s rules. When the employee returns to work, he or she meets with you and gives you his or her decision. 4. If no further incidents occur in the next year or so, purge the 1-day paid suspension from the person s file. If the behavior reoccurs, typically the next step is dismissal.
CHAPTER 14 ETHICS AND EMPLOYEE RIGHTS AND DISCIPLINE 473 FIGURE 14-5 Grievance Form as Part of Appeal Process Source: http://www.wfu.edu/hr/ forms/staff-grievance.pdf, accessed September 29, 2011. Used with permission. The process would not apply in exceptional circumstances. For example, criminal behavior or in-plant fighting might be grounds for immediate dismissal. And if several incidents occurred at very close intervals, you might skip step 2 the written warning. IN SUMMARY: THE HOT STOVE RULE Supervisors traditionally apply the 4-point hot stove rule when applying discipline. When touching a hot stove that says, Don t touch, the person has warning, and the pain is consistent, impersonal, and immediate. Figure 14-6 summarizes useful fair discipline guidelines. nonpunitive discipline Discipline without punishment, usually involving a system of oral warnings and paid decision-making leaves in lieu of more traditional punishment.
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HUMAN THIRTEENTH EDITION RESOURCE M
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DEDICATED TO SAMANTHA AND TAYLOR
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C O N T E N T S Preface xxiii Ackno
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CONTENTS IX Departmental Managers S
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CONTENTS XI Recruiting Source Use a
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CONTENTS XIII PART THREE TRAINING A
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CONTENTS XV Talent Management and E
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CONTENTS XVII INCENTIVES FOR SALESP
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CONTENTS XIX HR AS A PROFIT CENTER:
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CONTENTS XXI INDIVIDUAL AND GROUP A
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P R E F A C E Human Resource Manage
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PREFACE XXV This edition again cont
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A C K N O W L E D G M E N T S Every
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 2 EQUAL OPPORTUNITY AND THE
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 3 HUMAN RESOURCE MANAGEMENT
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CHAPTER 4 JOB ANALYSIS AND THE TALE
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LEARNING OBJECTIVES 1. List the ste
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CHAPTER 5 PERSONNEL PLANNING AND RE
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 6 EMPLOYEE TESTING AND SELE
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LEARNING OBJECTIVES 1. List the mai
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CHAPTER 7 INTERVIEWING CANDIDATES 2
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CHAPTER 8 TRAINING AND DEVELOPING E
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LEARNING OBJECTIVES 1. Define perfo
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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CHAPTER 12 PAY FOR PERFORMANCE AND
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CHAPTER 15 LABOR RELATIONS AND COLL
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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LEARNING OBJECTIVES 1. List the HR
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CHAPTER 17 MANAGING GLOBAL HUMAN RE
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CHAPTER 18 MANAGING HUMAN RESOURCES
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A P P E N D I X A PHR and SPHR know
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APPENDIX A 635 08 Identify internal
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APPENDIX A 637 04 Total Rewards (16
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APPENDIX A 639 02 Identify the orga
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A P P E N D I X B Comprehensive Cas
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APPENDIX B 643 5. Miriam, the contr
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APPENDIX B 645 good manners in the
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APPENDIX B 653 The Baker panel look
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G L O S S A R Y action learning A t
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GLOSSARY 657 electronic performance
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GLOSSARY 659 It usually also involv
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GLOSSARY 661 role playing A trainin
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N A M E / O R G A N I Z A T I O N I
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NAME/ORGANIZATION INDEX 665 Carlson
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NAME/ORGANIZATION INDEX 667 F Faceb
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NAME/ORGANIZATION INDEX 669 456n129
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NAME/ORGANIZATION INDEX 671 London,
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NAME/ORGANIZATION INDEX 673 Patters
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NAME/ORGANIZATION INDEX 675 387n24,
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NAME/ORGANIZATION INDEX 677 Wolkins
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SUBJECT INDEX 679 Web sites, 442 Se
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SUBJECT INDEX 683 supply of inside
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SUBJECT INDEX 685 J Job aid, 258 Jo
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