Human Resource Blog

Where HR Professionals Seek Answers

A Practical Source For Your Daily HR Needs.Lets Build An HR Blog Community Together! Want To Share Your HR Knowledge Or Gain Knowledge Through Other Professionals?Lets Discuss HR!

Nov24

Massachusetts Progressive Discipline

Employment Training
Employee Warning Notice
Employee Counseling Report
Performance Improvement Plan
Forklift Safety Kit
Performance Management
Performance Appraisal Review
Employee Performance Evaluation Form
Performance Improvement Plan
Employee Warning Notice
Employee Counseling Report
Employee Final Warning Notice

In Massachusetts, what is progressive discipline?

Progressive discipline is a term that relates to a disciplinary system in a workplace that outlines specific consequences for breaking rules, and contains successively more severe disciplinary action with each violation of the rules.

The term “progressive” doesn’t mean ultra-modern, but refers to the successive steps, as in making “progress” up a flight of stairs.

Understand that progressive discipline isn’t intended to punish the worker. Instead, it is set up to inform the worker about which behavior is acceptable in the workplace, and exactly what happens when the rules are violated. This gives both the employee and the supervisor a clear understanding of procedures, and allows employees to improve their performance as well.

A progressive discipline system may be set up like the following. A worker spends a significant amount of time on the phone making personal calls. The first time this action occurs, the worker is sent for training on the company’s phone usage policy. The second time it occurs, the employee gets a verbal warning. The third time and the fourth time merit the worker warnings in writing. Fifth occurrence results in three days suspension. Sixth time means termination.

All occurrences of the consequences meted out, even the training and verbal warnings are written down. This practice is to ensure that the system is being applied fairly and equally to all employees.

Fairness and equality should be the hallmarks of any disciplinary system. The employee should know each step of the progressive discipline system in advance. The company can design its own system, but must be consistent in how it’s applied. Permitting one worker to come in late without consequence and disciplining another worker for the same offense can be seen as discrimination.

Among the system’s consequences should be a certain amount of flexibility for unusual circumstances. A man who is late because he had a death in the family isn’t the same as a man who arrives late because he forgot to set his alarm. JH

This entry was posted on Saturday, November 24th, 2007 at 5:04 pm and is filed under
Employment Training, Performance Management.
You can follow any responses to this entry through the RSS 2.0 feed.
You can leave a response, or trackback from your own site.

Leave a Reply





  • [ Back ]
Home Ask a Question Archives

© 2008 HumanResourceBlog.com, All Rights Reserved