This means that either the employer or employee may end the employment relationship at any time and for any reason, unless a law or contract provides to the contrary. Nevertheless, a number of Oregon statutes and court decisions have established important exceptions to the doctrine of employment at will. This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.
Discipline should not generally come as a surprise to the employee. Occasionally employees are unaware of their supervisors' dissatisfaction until they suddenly receive a formal written reprimand or a letter of termination.
Try to avoid this situation if possible and attempt to regularly communicate issues to employees rather than wait until the performance problems can no longer be tolerated or until annual performance reviews are conducted.
When it becomes necessary to discipline an employee, two principles apply: In most cases, the purpose of discipline is to instruct and correct rather than to punish.
It is your responsibility as a supervisor to explain to the employee those areas in which he or she is expected to improve, to make suggestions about how to improve, and to allow time for the employee to make improvements.
It is usually only in instances such as theft, physical violence or other serious misconduct that immediate termination may be the proper action. If you believe that you are confronted by such a case, please seek assistance from the Office of Labor Relations.
Progressive Discipline In most instances of behavioral problems, supervisors are encouraged to take a progressive approach to discipline. When you become aware of a problem, promptly speak to the employee, taking particular care to specify the deficiencies you wish to see corrected and how corrective action is to be undertaken.
Have as many additional discussions with the employee as seems appropriate under the particular circumstances. Usually, at this early stage, the employee should be given advice and guidance rather than a reprimand. It is important to maintain, at a minimum, a log of all discussions of this nature with employees.
If the employee seems uncertain of the advice being given, then a confirmation of the discussion s in writing is advisable.
Often it is helpful if such a letter makes reference to your earlier discussions with the employee. Ultimately it may be necessary to write to the employee to indicate that he or she will be suspended without pay or terminated if there is insufficient improvement in the conduct.
You should specifically state, in a suspension letter, that the employee will be subject to further suspensions without pay or termination if there continues to be insufficient improvement.
Before terminating, however, you must give the employee written notification that you are scheduling him or her to attend a Pre-Termination Conferenceand attach a draft copy of a letter specifying the reasons for termination.
During the Pre-Termination Conference, give the employee an opportunity to respond to the reasons for termination, and consider what he or she says. After the meeting, you may investigate further if you so choose.
Nonetheless, at the conclusion of the process, decide whether or not you will terminate or impose some lesser discipline. If you decide to terminate, simply finalize the initial draft letter and issue it to the employee. The sequence outlined in steps 1, 2, and 3 above may not be appropriate in every circumstance.
Such a progressive disciplinary approach may not be necessary with performance-based problems i. Please note that this application of the disciplinary process is distinct from the Performance evaluation process.
Additional Considerations In regards to discipline, the following principals are important: Be honest, frank, and precise about the sources of your dissatisfaction and about your future expectations for the employee; Keep your criticisms free of non-work related matters and be as unemotional as possible, even though the situation is often stressful to you as a supervisor as well as to the employee.
There are also some procedural items to keep in mind:Staff Employee Disciplinary Action: When and How to Take It Disciplining employees is a difficult part of supervision and management.
It is important that you address performance issues as they arise and pursue a progressive approach to discipline. By Cynthia Wittig “Employees’ reactions to change are influenced by a number of factors.
It is reasonable to expect employees to react since the process of change .
Oregon is an “employment-at-will” state. This means that either the employer or employee may end the employment relationship at any time and for any reason, unless a law or contract provides to the contrary. Nevertheless, a number of Oregon statutes and court decisions have established important exceptions to the doctrine of employment at will.
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The parties have discussed the reasons for continued contact between the child and the specified relatives or other (to change, end, or enforce this agreement). 2.
Before this agreement can be changed by the court, all of the people who signed it have to try to fix any attach a sheet of paper.
Write “ADOPT, Item 6—Signatures of. Companies that can manage change with ease will have the upper hand over their competition.
A reason michelle is such a good leader is because A reason Michelle is such a good leader is because she also has an authentic leadership style. HR WK7 Leadership Research Paper. Viewing now. Interested in WK7 Leadership Research Paper?91%(23). Which of the following reasons is the most important reason for assessing the external workforce when doing HR planning? c. is stable and unlikely to change during the employee's relationship with the organization. the director of HR for a large paper manufacturing company, is studying the financial costs of turnover of plant personnel. The parties have discussed the reasons for continued contact between the child and the specified relatives or other (to change, end, or enforce this agreement). 2. Before this agreement can be changed by the court, all of the people who signed it have to try to fix any attach a sheet of paper. Write “ADOPT, Item 6—Signatures of.
Reasons for Resistance to Change. Although change management decisions are normally made at the C-level, it’s still very important to have the rest of the employees bought in to the change.