There’s no point in having rules if nobody is going to follow them. It’s even more troublesome if they are followed sometimes, but not always. That’s a recipe for a discrimination lawsuit.
Instead, train supervisors to coordinate all discipline through HR. Then create a tracking system so you know exactly which employees were disciplined and when, as well as the final result.
That’s especially important if you have asystem. For example, you should be able to easily pull up every employee’s disciplinary history and show that the employee received a copy, acknowledged an oral warning or was counseled.
Consider what happened in the following case when recordkeeping lapsed.
Recent case: Bryan worked in the auto service department at a Walmart for about a year before he was fired. The retailer has a detailed progressive discipline program called “Coaching for Improvement Policy.” It identifies types of dis...(register to read more)