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EMPLOYEE RETENTION

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EMPLOYEE RETENTION Powered By Docstoc
					Employee Discipline in a Tough
Economic Climate


Carol Pinkasavage, PHR
www.hrstndassociates.com
Goal: Employee Retention of
GOOD Employees
 Must be pro-active effort
 Provide employees with clear objectives
 Communicate regularly
 Provide feedback regarding performance
 Recognize employees when they meet -- or
  exceed -- their goals and your expectations

                 HRS/TND Associates, Inc.
Documentation is Vital

 Job Descriptions
 Policies/Procedures
 Performance Appraisals
 Disciplinary Action




                 HRS/TND Associates, Inc.
Why Job Descriptions?

 Recruitment
 Training
 Performance appraisals
 Tool for ensuring compliance with FLSA




                 HRS/TND Associates, Inc.
 Policies/Procedures

 Company policies should be compliant &
  written in manual for supervisors
 Policies should be condensed in Employee
  Handbook
 Demonstrates compliance with new
  legislation
 Review handbook annually

                  HRS/TND Associates, Inc.
Policies/Procedures must be
Understood
 Training for Supervisors:
  • new supervisors
  • new policies/procedures
  • retrain periodically
 Employee Training -- get signature
  • new hire orientation
  • new policies/procedures

                 HRS/TND Associates, Inc.
Performance Appraisals
 Establish objectives, expectations &
  performance management criteria for each
  position
 Provide feedback on performance
 Interactive between supervisor and
  employee
 Employee development plan

                 HRS/TND Associates, Inc.
Employee Discipline

 Develop ‘Standards of Conduct’
 Document & communicate disciplinary
  procedures
 HR role to ensure discipline is applied
  consistently and fairly
 Training & retraining crucial
 HR review of all discipline documentation
  BEFORE it is used Associates, Inc.
                   HRS/TND
Progressive Discipline?

 Clear-cut steps for dealing with ongoing
  issue
 Does not solve employee with variety of
  discipline issues
 ‘Standards of Conduct’ list should state
  which acts are cause for immediate
  discharge

                 HRS/TND Associates, Inc.
Causes for Discipline
 Poor performance
 Poor attendance/tardiness
 Violations of company policy
 Dishonesty
 Safety and Health Threats




                 HRS/TND Associates, Inc.
Poor Performance
 Provide specific feedback to employee
 Requires documentation of ‘gap’ and
  specific improvements actions & results
 Ensure impartial and consistent treatment
 Discharge of ‘protected’ employees
  requires careful records


                 HRS/TND Associates, Inc.
Poor Attendance and Tardiness
 Is policy clear?
 Distinguish between excused and
  unexcused absence
 Does a short run of good attendance wipe
  the slate clean?
 Document ALL absences and tardiness



                     HRS/TND Associates, Inc.
Violation of Company Policy
 Are all company policies clearly outlined in
  handbook?
 Ensure consequences are clear
 Document distribution of policies to
  employees



                  HRS/TND Associates, Inc.
Dishonesty

 Don’t tolerate dishonesty
 Base decisions on solid evidence
 Consider developing Code of Ethics




                 HRS/TND Associates, Inc.
Safety and Health Threats


 Violations of Safety policies/procedures
 Violations of Drug/Alcohol policy




                 HRS/TND Associates, Inc.
Investigations


 Get all facts behind incidents
 Document all interviews conducted
 Consider individual extenuating
  circumstances
 Distinguish between isolated incident and
  pattern of behavior
                  HRS/TND Associates, Inc.
Is Termination the Right Course of
Action?

 Can employee be ‘saved’?
 Is decision impartial and consistent with
  decisions in similar situations?
 Does ‘punishment fit the crime’?
 Consider all ramifications:
  • vulnerability to suit/discrimination charge
  • impact on organization with loss of employee
                  HRS/TND Associates, Inc.
Are There Reasonable Alternatives?


 Reassignment to another position
 Additional training
 Use of Employee Assistance Program




                 HRS/TND Associates, Inc.
When it’s Safe to Discharge

 For acts listed in employee handbook as cause for
  discharge
 For acts listed in the employee handbook as
  cause for discharge following progressive
  discipline steps
 Continued poor performance following warnings,
  performance appraisals, etc outlining issue and
  providing opportunity and guidelines for
  employee to correct
                   HRS/TND Associates, Inc.
Termination Preparation

 Make full use of performance appraisals
 Keep detailed documents
 Ensure disciplinary documents are signed
  by employee
 Have witness to progressive discipline
  meetings as steps progress


                 HRS/TND Associates, Inc.
Involuntary Termination Checklist

 Review situation with HR before taking
  action
 Ensure that appropriate documentation
  exists
 Review entire case as impartial party, such
  as UC referee
 Follow policy regarding final pay and
  benefits, COBRA
                 HRS/TND Associates, Inc.
Desired Results


 Rehabilitate ‘problem’ employees
 Remove ‘hopeless’ employees
 Redefine culture
 Retain good employees as economy
 improves

                 HRS/TND Associates, Inc.

				
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