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Discuss the Situation with the Offending Employee

The manager should have a face-to-face meeting with the employee to express:

  • The company policy  violated.
     

  • The behavior that is out of line.
     

  • The evidence that has been accumulated.
     

  • The steps to be taken by the employee to remedy the situation.
     

  • The consequences of not improving or eliminating the behavior.
     

  • The time frame within which the undesirable behavior is to be corrected.

These statements must be clear, specific, and direct to indicate this is a formal investigation and that cooperation is expected. The manager should explain that disciplinary action will be taken if all the facts are not given. It may be wise to provide the opportunity for the employee to submit additional facts at a later time without reprisal since the individual may be intimidated by the proceedings.

Allow the opportunity for the employee to express either the acceptance or rejection of responsibility for the alleged actions. Document the discussion between the manager and employee in all details and have both parties sign the acknowledgement thereof. Place all documentation  of these discussions in the employee’s file. See Figures 4.2 and 4.3 for sample Verbal and Written Disciplinary Notice Forms used during the process of progressive discipline . These forms must be reviewed and approved by an attorney concerning all possible legalities.


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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