Progressive Discipline

Progressive Discipline Review!

Progressive Discipline Review!

Progressive Discipline Review 

By now, you all have become quite familiar with the steps of Progressive Discipline. Below, you will find a review of the natural progression when disciplining an employee and some of the key factors that can influence when we use what. 

Verbal Warning

  • Typically administered on employee's first offense
  • Less formal in presentation - a simple conversation after pulling an employee to the side
  • Documentation is needed but the employee does not need to be asked to sign. 

Written Warning

  • Typically given after a verbal has already been administered however it can be administered regardless depending on the severity of incident 
  • Presented in a more formal setting - given at the end of employee's shift in a secluded area with two managers (or a manager and other employee) present
  • Documentation is needed and the employee must be asked to sign. 
  • Employee is not required to sign document, but manager must initial that the employee refused (and must have a witness do the same)

Final Warning

  • Typically given after a written has been administered however it can be administered regardless depending on the severity of incident 
  • Presented in a formal setting - given at the end of employee's shift in a secluded area with two managers (or a manager and other employee) present
  • Documentation is needed and the employee must be asked to sign. 
  • Employee is not required to sign document, but manager must initial that the employee refused (and must have a witness do the same)
  • Any further infraction beyond a final warning can lead to a Suspension Pending Investigation and separation of employment. 

Zero Tolerance Policy

Zero Tolerance Policy 

While progressive discipline is never black and white, there are some instances that violate our handbook and result in an immediate Suspension Pending an Investigation (remember - SPIs can be administered by any member of the management team, but terminations can only be administered by the General Manager or above). These instances are defined under our Zero Tolerance Policy and can be seen below: 

  • Workplace violence 
  • Harassment
  • Theft of any kind
  • Insubordinate behavior
  • Vandalism or destruction of company property
  • Presence on company property during non-business hours without supervisor approval
  • Use of company equipment and/or company vehicles without proper authorization
  • Indiscretion regarding personal work history, skills, or training
  • No direct use of profanity towards a guest, prospective guest, the general public, or a team member
  • Divulging ERL business practices or any other confidential information
  • Any misrepresentation of ERL to a customer, prospective guest, the general public, or an employee 

Preparing the Paperwork

Preparing the Paperwork 

Documentation is always needed, regardless of the degree of discipline. When preparing the document, we always want to make sure we: 

  • Stick to the facts only (ignore opinion, emotion, or hearsay)
  • Be as specific as you can
  • Be clear in your decision by explaining what is happening because of the employee's actions. 
  • Speak to the employee instead of about them
  • Be as devoid of emotion as possible (needs to read like it was written by a robot)
  • Clearly explain what will happen if the behavior continues

Below are two examples of an Employee Performance Consultation, one bad and one good. Hover over the form for descriptions as to why. 

True or False: Documentation is ONLY needed for Written or higher?

  • True
  • False

True or False: Any manager can issue an SPI?

  • True
  • False

Select all reasons why this documentation would be re-written.

This documentation was submitted to Will and he asked the manager to re-write it. Choose all the reasons why. 

  • Too much emotion
  • Not enough detail
  • Written about the employee instead of to them
  • No explanation why documentation is given
  • No explanation of what will happen if it continues
  • No $20 bill attached to it