1 / 25

CORRECTIVE DISCIPLINE

CORRECTIVE DISCIPLINE. A Brief Overview of Effective Employee Discipline. Tough Times can even come from within. Tough Times can even come from within. The teacher who refuses to _______. The teacher who can’t manage a file. The aide to strikes a student.

bin
Download Presentation

CORRECTIVE DISCIPLINE

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. CORRECTIVE DISCIPLINE A Brief Overview of Effective Employee Discipline

  2. Tough Times can even come from within

  3. Tough Times can even come from within • The teacher who refuses to _______. • The teacher who can’t manage a file. • The aide to strikes a student. • The bus driver who forgets a kid. • The principal who won’t sign IEPs. • The teachers whose class is out of control.

  4. Your role as a leader in the tough times that result? • Provide clear expectations • Provide support & expertise • Find solutions & solve problems • Make needed corrections

  5. Your role as a leader in the tough times that result? • Provide clear expectations • Provide support & expertise • Find solutions & solve problems • Make needed corrections NOTE: Our failure to correct bad behavior is to condone bad behavior.

  6. The Nature of Corrective Discipline Objective: to correct problem behaviors

  7. The Nature of Corrective Discipline • Corrective………..not Punitive • Progressive ……..not Explosive • Clear ……………..not Vague • Based on Facts …not Assumptions • Predictable ………not Arbitrary • Civil……………….not Combative Objective: to correct problem behaviors

  8. Corrective Discipline: COMPONENTS • Foundation • Prevention • Investigation • Just Cause • Due Process • Progressive Sequence of actions

  9. Corrective Discipline: 1. FOUNDATION

  10. Corrective Discipline: 1. FOUNDATION Employee Rights • …to know what is expected of them and what consequences might follow, • …to consistent, civil, & predictable employer responses to violations of rules, • …to fair discipline based on facts,

  11. Corrective Discipline: 1. FOUNDATION Employee Rights • …to question the facts and to present a defense, • …to appeal the disciplinary decision, • …to progressive discipline, and • …to be considered as an individual.

  12. Corrective Discipline: 2. Prevention • Provide Balance of Support • Post Expectations • Statutory Laws & Regulations • Board Policies • School Policies • Professional Agreement • Check for Access to Expectations • Clear, Continuous Communication

  13. Corrective Discipline: 3. INVESTIGATION Problem reported?

  14. Corrective Discipline: 3. INVESTIGATION Problem reported? Investigate First!

  15. Corrective Discipline: 3. INVESTIGATION • FAIR: include the employee & others suggested by the employee • COMPLETE: gather evidence, witness statements, documents, etc. • TAKE NOTES: date, time, place, facts, witnesses • WRITTEN RESPONSE: when appropriate, obtain a written response

  16. Corrective Discipline: 4. JUST CAUSE Was there harm that resulted from an employees action or failure to act?

  17. Corrective Discipline: 4. JUST CAUSE • Improper Conduct • Neglect of Duty • Insubordination • Failure to Perform Duties Properly • Excessive Absenteeism • Incapacity due to Mental or Physical Disability

  18. Corrective Discipline: 5. DUE PROCESS • Was the rule, procedure, or directive known to the employee? • Was the rule, procedure, or directive reasonably related to the orderly, efficient, safe operation of the school? • Was employee warned of probable disciplinary consequences? • Was there an objective, fair investigation of the facts?

  19. Corrective Discipline: 5. DUE PROCESS • Was there valid, objective, substantial evidence of wrong doing? • Did corrective action fit the violation ? (i.e. was it reasonable?) • Was the previous record of the employee taken into account? • Was the treatment of this problem consistent with treatment of other similar cases?

  20. Time to act? Check Before Taking Action • Were my expectations clear? • Was my investigation fair & complete? • Did I consider the employee’s side? • Is my action based on facts, not emotion? • Is this a pattern of behavior or an isolated incident? • Is my documentation adequate?

  21. 6. PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION

  22. 6. PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION

  23. 6. PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION *DISTRICT SUPPORT • Template Letters • Consult on Investigation • Assist with Documentation & Letters • Assume Responsibility for Suspension and Termination

  24. Tough Times with Employee Discipline: A little structure and a lot of support can make some tough times a little less tough.

  25. PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION

More Related