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Applying Discipline

The IT manager should keep track of the employee’s disciplinary commitments and monitor for the improvement or elimination of the undesirable behavior or performance. If there is no improvement within the previously defined time frame, then additional disciplinary meetings should occur. Depending on the severity of the situation and the amount of progress being made, additional disciplinary notices may be required.

Document the details of each successive meeting including all warnings given to the individual. This iterative process provides the benefits of a document trail. However, it may become detrimental to team morale if allowed to continue beyond an acceptable period of time. Ensure that during the disciplinary meetings, the employee is notified of the consequences of their actions.

If the employee is eventually fired, and then follows up with a wrongful discharge lawsuit against the employer, having clearly stated the consequences to the employee before termination will lessen the chances that a judge or arbitrator will claim insufficient warning. Otherwise, the discharged employee will have the advantage.

When it has been determined that the IT employee’s behavior or performance is not improving within guidelines that are fair and reasonable, then the previously documented discipline should be administered. The level of discipline will vary up to and including termination of employment. 

All previously gathered documentation and evidence should be reviewed by the Human Resources  department. The employee should then be presented with the evidential documentation, disciplinary notice, and if necessary, a termination letter. A verbal explanation of the disciplinary actions or termination should be provided to the employee.


The above book excerpt is from:

You're Fired! Firing Computer Professionals

The IT manager Guide for Terminating "With Cause"

ISBN 0-9744486-4-8

Robert Papaj 

http://www.rampant-books.com/book_2005_1_firing.htm

  
 

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