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Oracle Tips by Burleson |
Discuss
the Situation with the Offending Employee
The manager should have a face-to-face meeting
with the employee to express:
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The company policy
violated.
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The behavior that is out of line.
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The evidence that has been accumulated.
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The steps to be taken by the employee to remedy
the situation.
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The consequences of not improving or eliminating
the behavior.
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The time frame within which the undesirable
behavior is to be corrected.
These statements must be clear, specific, and
direct to indicate this is a formal investigation and that cooperation
is expected. The manager should explain that disciplinary action will
be taken if all the facts are not given. It may be wise to provide the
opportunity for the employee to submit additional facts at a later
time without reprisal since the individual may be intimidated by the
proceedings.
Allow the opportunity for the employee to express
either the acceptance or rejection of responsibility for the alleged
actions. Document the discussion between the manager and employee in
all details and have both parties sign the acknowledgement thereof.
Place all documentation
of these discussions in the
employee’s file. See Figures 4.2 and 4.3 for sample Verbal and Written
Disciplinary Notice Forms used
during the process of progressive discipline
. These forms must be reviewed and approved by an attorney concerning
all possible legalities.
The above book excerpt is from:
You're Fired!
Firing Computer Professionals
The IT
manager Guide for Terminating "With Cause"
ISBN 0-9744486-4-8
Robert Papaj
http://www.rampant-books.com/book_2005_1_firing.htm |
