BEHAVIOR CATEGORY An employee won’t perform an assignment. Conduct An employee can’t perform an assignment. Performance An employee is constantly late. Conduct An employee is not meeting a numeric quota of productivity. Performance An employee was rude to a coworker/customer. Conduct An employee’s work has frequent mistakes in it. Performance…
Non-punitive discipline is a program that replaces unpaid suspensions with a disciplinary letter that equates to a suspension, thereby establishing that there has been previous discipline if misconduct occurs again. Positive aspects of non-punitive discipline from management’s perspective are that the employee does not actually leave the workplace, thereby avoiding…
Disciplinary action is taken when corrective action has not caused the employee to correct his/her performance or conduct to an acceptable level. Disciplinary action may be taken without prior corrective action when an employee’s performance or conduct is so egregious or serious (e.g. criminal offense, workplace violence) that informal corrective…
Corrective action is the process the supervisor begins when an employee’s performance or conduct is first identified as needing improvement. Normally, the first step in corrective action is bringing the issue to the employee’s attention (counseling), and suggesting ways to “correct” the problem (corrective action plan). This first step is…
Conduct and performance are handled differently in terms of the corrective action process. You should always contact Employee & Labor Relations when there is any question about the appropriate corrective action process to follow. Again, if you are addressing conduct issues with a probationary employee that has not resulted in…
In general, performance relates to the quantity, quality, accuracy, and timeliness of work products. Conduct issues relate to compliance with work rules. Performance problems usually involve a “can’t do” issue while conduct problems generally involve a “won’t do” or “should not have done” issue. For example, if an employee is…
Employee expectations fall into two categories – Performance and Conduct. Performance : Expectations related to the employee’s job classification or job assignment. They include the quantity, quality, accuracy, and timeliness of work products. Conduct: Expectations are work rules that relate to employee behavior. Examples include adhering to work hours, proper…