||Oracle Tips by Burleson
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:
Firing Computer Professionals
manager Guide for Terminating "With Cause"