Attached.Running head: PROGRESSIVE DISCIPLINE POLICYProgressive Discipline Policy – OutlineI.II.III.OverviewDiscipline Issues to be addressedGuidelines to The Different Sequences and Progressive Levels of Discipline that anEmployee can receiveIV.The Role of the Supervisor in Progressive DisciplineV.Instructions on When to Involve Human Resources•VI.VII.Role of Human Resources to advise or approve disciplinary actionWhen a Witness Should be PresentRules Regarding Merit Increases as linked to Disciplinary Action1Running head: PROGRESSIVE DISCIPLINE POLICYProgressive Discipline PolicyNameInstitution1PROGRESSIVE DISCIPLINE POLICY2Progressive Discipline PolicyOverviewAll employees should be aware of the work rules and policies for competence,accountability, responsibility, and excellent business performance. It is critical to develop andapply the most effective corrective action to enhance proper organizational culture asemployees maintain discipline at the workplace (Mondy & Mondy, 2013). Corrective actionshould be progressive to ensure fairness and transparency as managers identify and correctissues which interfere with the overall performance of the organization or department as wellas the work performance of an employee (Cascio, 2015). There should be consistency andaccuracy when handling progressive corrective action.Discipline Issues to be addressedThe following are serious workplace misconduct cases for which an employee will besuspended or/and dismissed:I.II.Alteration, falsification, or improper handling of Company-related recordsTheftIII.Laxity in job attendanceIV.Insubordination such as the refusal to carry out a direct orderV.FightingVI.Misuse of the Company’s electronic information systemsVII.Display of abusive or inappropriate language or behaviorVIII.Misuse or disclosure of confidential company informationIX.X.Unsatisfactory customer serviceUnauthorized possession or concealment of weaponsPROGRESSIVE DISCIPLINE POLICYXI.3Possession, use, sale, manufacture, purchase, or working under the influence of nonprescribed or illegal drugs, alcohol, or other intoxicants.XII.Misuse, damage to, or loss of Company propertyGuidelines …
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