HR Policies & Employment Legislation
Sample Policies on Common HR Topics
The ultimate goal of policies and procedures on discipline is to improve performance and compliance with organization standards by correcting unsatisfactory behaviour. The role of management in fostering growth and understanding is an important part of creating a positive work environment and promoting positive behaviour. A policy complements this leadership and guides line managers in fair and consistent treatment.
Many organizations use progressive discipline, where repeated or more severe offences result in stronger penalties. This approach gives the employee the opportunity to recognize and change his or her behaviour.
Depending on the severity of an employee's action, management may have the right to jump straight to termination - that is, the permanent separation of an employee from the organization, which is often seen as the most severe form of discipline.
Your policy should clearly introduce and outline disciplinary procedures. It should provide examples of what type of action would result in an instant dismissal. (Include a statement that this list is not exhaustive.)
The importance of consistent and objective application, clear communication and detailed documentation (date, actions taken, relation of behaviour to job, etc) cannot be emphasized enough.
Discipline and Termination - Volunteer Calgary (PDF - 42KB)