All employees have rights that are based on laws, company employment policies, and traditions. Employers also have rights
that support their authority and what they can expect from their employees. Sometimes these two sets of rights conflict.
1 Understand employee rights.
2 Understand management rights.
3 Become aware of employee rights challenges: a balancing act.
4 Learn practices for administering and managing discipline.
5 Develop competence for managing difficult employees.
6 Become aware of preventing the need for discipline with human resource management.
All employees have rights that are based on laws, company employment policies, and traditions. Employers
Five Steps for Effective Disciplinary Sessions
1. Determine whether discipline is called for. Is the problem an isolated infraction or part of a pattern? Consult with
HR experts and get some feedback before making a disciplinary decision.
2. Outline clear goals for the discussion in your opening remarks. Do not rely on indirect communication or beat
around the bush. The employee should gain a clear idea of your expectations for improvement.
3. Ensure two-way communication. The most helpful disciplinary meeting is a discussion, not a lecture. The objective
of the meeting, after all, is to devise a workable solution, not to berate the employee.
4. Establish a follow-up plan. The agreement to a follow-up plan is crucial in both the progressive and positive
disciplinary procedures. It is particularly important to establish the time frame in which the employee’s behavior is to
improve.
5. End on a positive note. You may want to emphasize the employee’s strengths so that he or she can leave the meeting
believing that you—and the company—want the employee to succeed.
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