5 Questions to Answer before You Discipline

1. NOTICE: Did the Employer put the employee on notice of the rule and possible consequences of violating the rule?

2. REASONABLENESS: Was the rule or work directive reasonably related to the orderly, efficient and safe operation of the business, and the performance that the Employer might properly expect of the employee?

3. INVESTIGATION: Did the Employer, before imposing discipline, make an effort to discover whether the employee did, in fact, violate the rule or commit misconduct? Did the employer confront the employee and obtain “his/her story”?

4. PROOF: Did the investigation provide substantial evidence that the employee did actually violate the rule?

5. FAIRNESS/APPROPRIATENESS: Is the disciplinary action given reasonably related to:
a. Seriousness of the offence
b. Employee’s past record with the organization
c. Action taken with others committing similar offences