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Employee's Discipline (Factors to consider when disciplining…

- - - - Disciplinary action taken for good and sufficient reason
      - Questions prior to administering discipline
        
        Was the employee adequately warned?
        
        Was the investigation fair and objective?
        
        Was the rules, orders and penalties applied without discrimination?
        
        Did investigation produce substantial evidence or proof of guilt?
    - - The basic principle underlying most disciplinary action must follow an accepted procedure to protect the employee from arbitrary and unfair treatment
      - Employees should have full opportunity to defend themselves
      - Employees is expected to bear the burden of proof to show both evidence of wrong doing and the need for discipline
      - Sufficient documentation is required
    - - Disciplinary action should be progressive and follow a sequence of increasingly severe penalties for wrongdoing.
      - Disciplinary action should be corrective rather than punitive
      - 5 Stages
        
        Verbal Warning
        
        Written Warning
        
        Suspension from work
        
        Suspension of one week
        
        Dismissal / Discharge
    - - States that disciplinary action should have the same characteristics as if one touches a hot stove
      - Burns immediately
      - Provides warning
      - Gives consistent punishment
      - Burns impersonally