Correcting Employee Behaviour
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is to correct behaviour. It is not designed to punish or embarrass an employee.
Often, a positive approach to dealing with internal conflicts may solve the problem without having to discipline. However, if unacceptable behaviour is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behaviour.
In general, discipline should be restricted to the issuing of letters of warning, letters of suspensions, or actual termination. Employers should refrain from “disciplining” employees by such methods as altering work schedules, assigning an employee to do unpleasant work, or denying vacation requests.
Access a comprehensive document on UBC’s disciplinary process, including:
- examples of misconduct
- just cause and its effect on discipline
- the discipline process at a glance
- conducting an investigation
- investigative interviews
- common interview problems
- discipline stage
- discipline letters
- sequence of events