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Minnesota Progressive Discipline

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I’m a

Minnesota employer who has heard the term progressive discipline several times recently. What does it mean?

Any workplace disciplinary system that clearly outlines consequences of policy violations, and “progresses” up a set of increasingly serious consequences, is a progressive discipline policy. That’s true whether it’s in Minnesota or another state.

The purpose is not punishment. Instead, it makes clear to workers what behavior is unacceptable. And it gives each worker a chance to improve performance.

Under a progressive discipline policy, the steps or stages may range from retraining through warnings to firing.

The ideal progressive discipline policy is clear. It guarantees that the employee knows in advance all of the disciplinary steps. The policy needs to be administered with consistency. If one employee is disciplined for coming in 3 or 4 hours late without an excuse, then all must be. Otherwise, a supervisor or employer is opening the company up to charges of favoritism or discrimination.

At the same time the plan needs to be flexible, to allow for the exceptional situation. Consider the case of a worker who has never been late before. On one occasion, he is late because his spouse had a heart attack that morning. Unwavering adherence to discipline in this case would be inappropriate.

What are the advantages of a progressive discipline policy?

First, it makes consequences of unacceptable behavior clear to the employee, who knows the results of policy violation in advance. And second, it assures that a policy is objective, and fair to everyone.

Not only employers but also Human Resource professionals have a misconception of progressive discipline. Many HR staff members confuse it with peer review or discipline handed out by co-workers, but most progressive discipline plans are actually administered by supervisors.

A progressive discipline policy is essentially any workplace plan that outlines clear outcomes for consecutive violations of the rules.

Here’s an example. A worker may be 3 to 4 hours late without a reasonable excuse. On the first occasion, he would receive retraining in the lateness policy. The second time he would get a verbal warning. On the third and fourth times, it would be a written warning. The fifth time would result in suspension without pay, and the sixth in firing.