21 claims on pp. 20–87 (fact 1, statement 11, evidence 8, conjecture 1).
Disciplinary actions taken against employee attackers with performance issues ranged from complaints and letters of reprimand to termination.
Disciplinary actions ranged from complaints and letters of reprimand to termination.
A 45-year-old employee entered an office for a disciplinary meeting at which he was informed he would be fired.
A 45-year-old employee entered an office to attend a disciplinary meeting where he was informed that he would be fired.
The employee had numerous rule violations on his record, including a safety violation from one day earlier.
The employee had numerous rule violations on his record, including a safety violation from one day prior.
Strategies can include referrals for services and supports, monitoring electronic activity, placing an underperforming employee on a performance improvement plan, or encouraging prosocial interests.
Case management strategies vary but can include making referrals for services and supports, monitoring an individual's electronic activities
BTAM teams can lead employees toward positive outcomes by clearly communicating workplace expectations and actions if they are not met, while listening to concerns and offering support.
BTAM teams can lead employees toward positive outcomes by clearly communicating workplace expectations and what actions will be taken if those expectations are not met
Performance Improvement Plans can be a useful tool for managing an employee's performance, maintaining accountability, and offering structured support.
can be a useful tool for managing an employee's performance, maintaining accountability, and offering an avenue for structured support.
Zero-tolerance policies have been shown, at times, to be overly punitive and inflexible to the unique circumstances and needs of individuals of concern.
zero-tolerance policies have been shown, at times, to be overly punitive and inflexible to the unique circumstances and needs of individuals of concern
On a case-by-case basis, employers should consider whether using automatic punitive responses for employees of concern is the best approach for safety.
On a case-by-case basis, employers should consider whether using automatic punitive responses for employees of concern is the best approach for safety.
BTAM teams should work with the employer to develop and implement a case management plan to effectively address the factors of concern for the employee, which may or may not involve punitive measures.
BTAM teams should work with the employer to develop and implement a case management plan to effectively address the factors of concern for the employee, which may or may not involve punitive measures.
An HR professional says that if someone given every opportunity to get it right still shows no improvement, it is time for a formal reprimand, with the employee told the next steps, such as suspension, a PIP, a last chance agreement, or termination.
If someone is given every opportunity to get it right, and there is still no improvement, then it is time for a formal reprimand to prevent things from getting worse.
An HR professional says there are steps to take when an employee has gone off track.
There are steps to take if someone has gone off track.
The HR professional advises telling the employee the next steps, such as suspension, a PIP, a last chance agreement, or termination.
Tell the employee what the next steps are, such as suspension, PIP, last chance agreement, or termination.
The HR professional advises informing the employee of what they need to do for the entire time they are employed.
Inform the employee of what they need to do for the entire time they are employed with you.
The HR professional says there should be plenty of communication so that there are no surprises.
There should be plenty of communication so that there are no surprises.
The HR professional says the aim is to ensure people are not surprised that they are in trouble.
You want to ensure people are not surprised that they’re in trouble.
It is important for organizations to be proactive and intervene early when concerns, such as minor disciplinary or performance issues, are easily managed.
It is important for organizations to be proactive and to intervene early when concerns are easily managed, such as with minor disciplinary or performance issues.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
If unaddressed, these problems can escalate, causing further disruption or even violence.
If unaddressed, these problems can escalate, causing further disruption or even violence.
Why inferred Hedged with 'can escalate'; classified as conjecture.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.
Disciplinary actions should not be used as punishment, but rather as corrective measures to educate employees about relevant issues with their performance and/or behavioral conduct and to inform them what actions are needed to get them back on the right track.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Disciplinary action may be appropriate for bullying in some instances, including reprimanding the aggressor, placing them on administrative leave, and/or terminating them from employment.
Disciplinary action may be appropriate in some instances, including reprimanding the aggressor, placing them on administrative leave, and/or terminating them from employment.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Another strategy for promoting a safe climate is to respond fairly and effectively to problems.
Respond fairly and effectively to problems.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Fairness, transparency, and consistency in the disciplinary process are important to help employees feel respected and to show the organization's commitment to a safe and positive work environment.
Fairness, transparency, and consistency in the disciplinary process are important to help employees feel respected and to demonstrate the organization’s commitment to a safe and positive work environment.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
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