After you've investigated a
problem or complaint, if you find that action is necessary, you'll need to deal with the
cashier in question. Prior to disciplining an employee for violating work rules or
engaging in other workplace misconduct, ask yourself the following questions:
- Did the employee have advance notice of the rule and the
possible or probable disciplinary consequences of breaking the rule?
- Is the rule reasonably related to the orderly, efficient,
and safe operation of the business?
- Does the rule require conduct that might be reasonably
expected of an employee?
- Has an effort been made to determine whether the employee
actually engaged in conduct that violated the rule?
- Was the investigation of the conduct fair and objective?
- Did the investigation include an effort to get the
employee's version of events?
- Did the investigation find substantial facts that show that
the employee acted improperly?
- Has the rule in question been applied to all employees in a
similar manner?
- Did the investigation reveal any facts that might justify
or excuse the conduct?
If after going through these questions discipline still
seems appropriate, you should then proceed with the process. Be sure that the steps you
follow are the most appropriate for the problem, since different discipline methods should
be employed depending on the problem. Generally, you can choose one of two courses of
action in dealing with the employee. You can:
Coach the employee (a preferable course of action for a
minor offense, a first-time, non-serious offense, or a work performance problem).
Discipline the employee (this is more appropriate for
serious offenses, frequent offenders, and problems involving the willful disregard of a
company policy or rule).
On the whole, coaching is more desirable because
it focuses on changing the behavior and retaining the employee. However, there are times
when you want to penalize or punish an employee, and discipline is necessary in those
instances. It's important to understand the difference so that you can make an informed
choice about your course of action.
In any event, you will fill out a "Employee
Warning Notice" documenting the entire scenario. Don't forget to
include the type of violation, employer statement, employee statement, mentions of any
previous warnings, a list of action to be takes, and signatures from both parties. Provide
the employee with a copy and place in the employee's personnel file. This action must be
taken in the event of a labor dispute. You will be able to show clear documentation
including your coaching efforts and the time given the employee to correct his or her
actions.
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