Guam Manager Discipline Report
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FAQ
Just Cause for Disciplinary Action The bases for the discipline or termination of an employee are the following: Unsatisfactory job performance or gross inefficiency in job performance; Violation of published College policies or failure to adhere to College procedures; or. Unacceptable personal conduct.
It is occasionally necessary for the University to discipline, suspend, and/or discharge an employee. Reasons for discipline, up to and possibly including immediate termination include, but are not limited to: violation of University or departmental policies/rules/conduct.
12 Tips for Handling Employee Terminations and Disciplinary...Confirm the information.Check the policy.Review past practices.Remove emotion from the decision-making process.Arrange for a witness.Have a plan.Prepare documents in advance.Meet in person if possible.More items...?
Documentation Is Key. Most employers follow progressive discipline wherein an employee receives a series of warnings before termination. For example, the employee may get a verbal warning for a first offense, a written warning if the problem continues, a final written warning and, as a last step, termination.
For instance, if you jump straight to a final warning when a certain employee is an hour late to work, but let another employee come in late regularly without so much as a written warning, you're setting yourself up for trouble. We generally recommend progressive discipline.
Best Practices in Documenting Employee DisciplineHave an employee discipline form.Conduct a full and fair investigation.Get the facts.Be objective.Be clear and specific.Complete the form while the facts are fresh.Get the employee's acknowledgement.Allow the employee to explain the conduct.More items...?
6 Tips for Properly Documenting Employee Behavior and Performance IssuesFocus on the Behavior Not the Person.Be Careful Not to Embellish the Facts.Don't Contradict Previous Documentation.Identify the Rule or Policy Violated.Determine Consequences for Not Correcting the Problem.More items...?
How to Write a Memo for an Employee's DisciplineGive sufficient notice.Specify the course of action.Maintain privacy.Use significant wording.
Take it step by step.Get right to the point. Skip the small talk.Break the bad news. State the reason for the termination in one or two short sentences and then tell the person directly that he or she has been terminated.Listen to what the employee has to say.Cover everything essential.Wrap it up graciously.
The court can either dismiss it or discharge it. According to the United States Courts, the goal should be a discharge because this means the court accepts your bankruptcy case and forgives your debts. A dismissal occurs when something goes wrong with your case and the court is unable to finalize the bankruptcy claim.
