Do you have ready access to your organization’s discipline records? Can you say with certainty that everyone charged with the same misconduct receives the same punishment? Or is there bias hiding in those records?
The best way to check is to group discipline by type of misconduct and punishment. Then compare the employees’ sex, race, age and other protected characteristics against the punishment for the same conduct.
That way, if an employee claims bias, you can readily show the EEOC or state or local discrimination agencies the truth. The result: Case dismissed.
Mastering Employee Discipline will show you how to document and discuss employee discipline in the most clear, accurate and legally safe way possible. Equally important, you’ll find out how to avoid “codifying the damage” to your company if a plaintiff's attorney ever attempts to use your disciplinary documents against you. Learn more about this interactive webinar...
Case in Point: Michael Weatherspoon, who is black, worked as a medical technologist for Baptist Hospital. The medical center had a drug-and-alcohol policy that set the blood-alcohol limit at 0.08—the same as for drunken driving.
During a shift, Weatherspoon’s supervisor smelled alcohol on his breath and told him to get a blood test. The results exceeded the 0.08 limit, so the hospital fired Weatherspoon. He sued, alleging race discrimination.
But the court tossed out the case after reviewing the policy and the hospital’s disciplinary records. It had fired a white employee for the same alcohol violation, and there was no indication that race played any part. (Weatherspoon v. Baptist Hospital, No. 07-10516, 11th Cir.)
Special Bonus: The first 50 registrants for Mastering Employee Discipline will receive a free copy of 101 Sample Write-Ups. The 370-page book and customizable CD are filled with ready-to-use model documents and templates that will help you write up everything from “bad attitudes” to poor work quality to attendance issues.
The webinar and book will help you:
- Master progressive discipline and effectively structure terminations.
- Draft warnings, discipline and termination documents – the right way.
- Save time and remove the anxiety from the discipline-documentation process.
- Build confidence in your writing skills and improve your standing within the organization.
- Shift responsibility for improvement away from the organization and back to the employee (where it rightfully belongs!).
- Allow employees a chance to take ownership of their own performance improvement.
- Erect a legal barrier against wrongful termination lawsuits.
- Avoid the common mistakes employers make with their discipline policies and follow-through.
- Employ alternatives to formal disciplinary warnings, including letters of clarification and decision-making leaves.
- Discover how to use progressive discipline documents as a means to control performance, behavior and attendance problems … and cut costs.
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