Evaluating Performance & Progressive Discipline (from It's the Law™)

Managing Legal Risk Using Progressive Discipline

Unless an immediate termination is called for because of severe misconduct or major error, most terminations are the culmination of inappropriate conduct, unsatisfactory performance, or poor attendance that have built up over time. Most organizations follow progressive discipline steps in these situations. And progressive discipline is usually required in union collective bargaining agreements. It’s important to be careful, fair, accurate, and consistent when issuing disciplinary or corrective actions—and when evaluating performance.

Learning Paths & Details

Competencies

  • Developing Core Leadership Skills
  • Managing Legal Risk

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Also Available as: eLearning - Classics

It's the Law™: The Legal Side of Management (eLearning Advantage)

It's the Law™: The Legal Side of Management (eLearning Advantage)

Managers have a lot on their plate these days. They are expected to hire the right people for the job, coach and motivate their employees, anticipate problems before they occur, and get their own workloads completed on time and within budget. If this seems like a lot to focus on, it’s not all. We also need them to keep themselves and the organization out of court. Managers and supervisors make decisions every day that impact the lives of the people throughout the organization. They have an obligation to make sure those decisions don’t result in a lawsuit. This is a lot of responsibility for managers. It’s the Law™ can help them put the legalities of management into perspective and keep the organization out of the courtroom.

Training Files (2)

TitleTypeTime/PagesLanguage
Video Vignette09:28 min EnglishDemo

Additional Information

A performance review really shouldn't contain any surprises. It should confirm and reinforce the feedback you've given an employee throughout the review period. That's why you should continually document that feedback, including what the employee did well, what the employee did not do so well, and the actions you took - so you can refer to them in the performance review. It makes completing those performance reviews much easier and less likely to be based on what happened in the last month or two.

Having written record of what happened, what you said, what you did, what the employee said and did, is critical.


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