Types of Employee Disciplinary Action


Types of Employee Disciplinary Action: What Every Employer Should Know

As a manager, it can be challenging to maintain a healthy work environment while dealing with employee misconduct. Therefore, it is crucial to follow the right process when taking disciplinary action against an employee. Here are the steps you can take:

Meeting : 

The first step is to arrange a formal meeting with the employee to discuss the problem. Avoid blaming or accusing the worker and instead focus on the charges. During the meeting, provide suggestions for improving the situation and ensure that the employee understands the corrective action plan.

Verbal Warning :

If the employee does not show any improvement, a verbal warning is necessary. Schedule another meeting and remind them of the previous corrective action plan and the areas in which they have failed. This meeting serves as a first warning to the employee.

Written Warning :

If there is still no improvement, a written notice is the next step. The written warning serves as the final warning and outlines the charges against the employee. It is essential to ensure that the employee understands the seriousness of the situation.

Disciplinary Action :

If the employee fails to improve despite the previous steps, it is time to initiate disciplinary action. The process involves a formal write-up of the entire incident, including the charges and the employee's lack of cooperation. The disciplinary action can range from suspension without pay, temporary pay cut, employee demotion, relocation, loss of privileges, or termination.

Types of Employee Disciplinary Action :

There are different types of disciplinary actions that you can take against employees. The action you take depends on the severity of the misconduct. Some of these include:

  • Suspension Without Pay

  • Temporary Pay-cut

  • Termination

  • Employee Demotion

  • Relocation

  • Loss of Privileges

It is important to note that before taking disciplinary action, ensure that the employee in question is guilty of the act.

Conclusion :

Disciplinary actions are not enjoyable for anyone involved. However, they are necessary to maintain discipline in the workplace. As a manager, it is crucial to follow the correct process when taking disciplinary action against an employee. By doing so, you ensure that the disciplinary action is fair and justified.





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