Cover -- TOC36;Table of Contents -- Foreword -- Preface -- Introduction -- The Purpose of the Guidebook -- How to Use the Guidebook -- Worksheet58; Employer Audit to Assess Liability -- CH36;146; The Essential Definitions -- Discipline -- Discussion -- Documentation -- Coaching -- Worksheet58; The Managers Coaching Self45;Profile -- Due Process -- Employment at Will -- CH36;246; Discipline58; The Basics -- Recognizing the Need for Discipline -- Utilizing a Four45;Step Process -- Exercise58; The Case of John Wasastar -- Working Through the Phases of Discipline -- Providing Quality Feedback -- CH36;346; Administering Discipline58; The Rules -- Disciplinary Ground Rules -- The Ground Rules as Legal Safeguards -- CH36;446; The Performance Counseling Session -- The Purpose of the Session -- Session Preparation44; Format44; and Follow45;Up -- Handling Feedback and Reactions to Feedback -- Gaining Commitment to Change -- Form58; Performance Enhancement Plan -- CH36;546; Documentation -- Documenting Discipline58; Your Primary Goal -- Options58; Letter Format or Action Form -- Sample58; Disciplinary Action Form58; Simplified -- The Letter Format -- The Disciplinary Action Form -- Sample58; Disciplinary Action Form58; Detailed -- The Effective Use of Language -- Exercise58; Disciplinary Action Form -- CH36;646; Termination58; Procedure and Documentation -- Performance45;Related Termination -- Immediate Termination -- Pitfalls and Pratfalls of Termination -- CH36;746; Specific Problems and Solutions -- Absenteeism and Tardiness -- Physical Acts of Violence58; Fighting -- Harassment -- The Best Solution58; People First -- Appendices -- Appendix A58; A Ready Reference -- Appendix B58; Optional Exercises -- IDX36;Index -- About the Author -- Last Page
Summary
This step-by-step guide will help you document and change unwanted work behaviors before they become issues leading to termination. It is presented in a format that is easy to understand and apply. The guide presents specific measures for accurate performance documentation that will protect your organization against discharge litigation. Includes information on: A four-step progressive discipline process and how to apply it; Clarifying gaps in execution vs. gaps in knowledge; Self-discipline through PEP (Performance Enhancement Plan); Clarifying position expectations to meet expected deliverables; Behavior modification through corrective, not punitive action; Development of a coaching leadership style; Performance process to isolate factors for improvement; A process for documenting performance issues; A look at the legal framework surrounding discipline; Pitfalls of the discipline process and how to avoid them
