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Kentucky Progressive Discipline

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What is meant by the term progressive discipline when used by

Kentucky employers?

Progressive in this case doesn’t mean “modern” or “up to date.” The word “progressive” refers to a consecutive series of steps, the process of “progressing” up a staircase of well-defined steps.

It is actually any workplace disciplinary policy in any state that has clearly delineated consequences for each consecutive violation of a company rule. It is not meant to be punishment. Instead, it is meant to define in an obvious way what behaviors are unacceptable, and then allow workers to improve performance. It is the most common form of policy enforcement.

Not everyone understands what a progressive discipline policy is. Some Human Resources professionals confuse it with peer review or a system of discipline handed out by a panel of co-workers. While progressive discipline policies may involve peer review, most of them are actually administered by supervisors.

An example may make clear how progressive discipline works. Consider the case of an employee who comes to work three hours late without a reasonable excuse. On the first occasion, the supervisor may assign her to retraining in the company’s policy on lateness. The second time, she would get a verbal warning. On the third and fourth occasions, a written warning would be appropriate. Occasion five would result in a three-day suspension without pay, and the sixth late arrival would end in termination. Not all progressive discipline policies have to follow this exactly, but it demonstrates how such policies work.

Progressive discipline makes the consequences clear to the employee. And it is objective, fair to all employees.

Under a progressive discipline policy, employees should be made aware of all of the steps ahead of time. The policy should be consistent, handed out in the same way to all employees. If one employee can come to work late without consequences while another immediately faces discipline, then the company opens itself to charges of favoritism or discrimination.

It should also be flexible. It would not be appropriate to discipline an employee who had never been late before if she were tardy because her husband had suffered a heart attack that morning. JH