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15 Matching questions

  1. 2nd step progressive discipline
  2. 3rd step positive discipline
  3. action plan
  4. 5th step positive discipline
  5. 2nd step positive discipline
  6. 4th step progressive discipline
  7. 4th step positive discipline
  8. 1st step progressive discipline
  9. delayed reactions
  10. discipline/corrective action
  11. basic disciplinary principles
  12. 1st step positive discipline
  13. written documents
  14. 3rd step progressive discipline
  15. employment at will
  1. a for most violations that do not warrant immediate termination, the discipline should deactivate after a pre-specified period of time such as one year; a clean record indicates the employee has reformed
  2. b supervisors are normally instructed to keep problems confidential
  3. c voluntary quit - if the employee falls short again and did not produce the agreed upon change it is interpreted as quitting
  4. d one day paid decision making leave - if their contract isn't adhered to, the employee will be shown their document and be asked to explain what the problem is; the employee is asked to consider whether they really want to continue with the organization
  5. e seriously damage morals
  6. f oral warning - the rule/order is identified and the violation is proven. the current disciplinary step is mentioned and threats of future discipline are conveyed if improvements aren't made. the availability of the grievance procedure should be mentioned.
  7. g one or more written reminders - the employee is asked to form an action plan to close the gap and sign it as a commitment to correct the problem
  8. h seek out the individual's ideas on what can be done; express confidence in the individual in terms of positive past experiences and your belief they can succeed in the future
  9. i written warning - the employee is asked to sign or initial the form as an indication they received a copy; also important in performance appraisals
  10. j in discipline and corrective action these should carry clear headings such as REPRIMAND
  11. k oral reminder - the supervisor explains the business reason behind the rule to the offending employee; the discrepancy between the rule and their behavior is defined and the employee is asked why the gap exists
  12. l discharge
  13. m issue the offending employee and unpaid suspension - some skip this step in professional settings; it could range from a few days to a week
  14. n if you learn proper procedure, you will not have to worry about unemployment hearings, EEO charges, union grievances, or unjust discharge suits
  15. o action plan - if the employee wishes to return they must commit to reform with another action plan