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    Posted July 03, 2008                                                                                    JLZ Business Services
 

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             Dealing with Problem Cashiers
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. And 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.