Use a fair-procedure sequence before beginning formal discipline.
Principle: once consequences are formal, process becomes part of the decision. Notice before judgment The employee needs to know the alleged misconduct or performance issue and the possible consequences early enough to prepare. Evidence before outcome A disciplinary conclusion should rest on information gathered from more than the manager's frustration, especially when similar cases may set a precedent. Response before sanction The hearing or response step is not theater. It is where missing context, inconsistent rules, or mitigation can change the right outcome.
Sign up free — one personalized lesson every day, matched to your role and goals.
Already have an account? Sign in