Speaker 1: Hi guys, welcome once again in this video and this video is all about documenting and handling disciplinary actions and terminations. Okay, it is very important for the organizations and how let me discuss in this video. I hope this will be informative, okay, so first of all we will try to understand what is progressive discipline and how it is useful so for that I will take a highlighter so guys progressive discipline if it is used okay if any organization is using it or if any manager is using progressive discipline what does it mean and how it is helpful if it is used used properly progressive Discipline gives manager tools they need to be fair consistent and legally defensible in disciplinary decisions if they are using progressive discipline so it can help a lot to any manager. Progressive discipline can help employees improve which is the goal of disciplinary system so basically it is developed and put in use or in practice to improve employees. Okay, that is the final goal of disciplinary systems. Sometimes progressive discipline leads to termination also for example JTP okay zero-tolerance policies how to handle the steps of progressive discipline and consistency could be the difference of winning or losing in court so if you are using disciplinary action properly disciplinary practices so that can help you if you are legally facing any problem to lose or win in the court having to pay unemployment claims was for example I am claiming unemployment claim from a company and you have documents for that in that condition you can avoid that claim I won't be able to to pay you can tell he did like that kind of thing whatever document you have and yes that is the case the disciplinary can be useful and also helpful to you know avoid hefty fines and penalties. Now let's discuss about purpose of employee discipline why it is required why it is important improves employee performance first of all corrects inappropriate behavior and poor performances improves work environment establishes expectations companies typically have between three to five steps in progressive discipline which chart verbal written termination okay it can be verbal return suspension termination they can suspend you for some time and later on they can terminate you and of course we have verbal counseling written one written two then suspension then last termination okay and this side also you can see it is it is a verbal portion verbal warning then written warning okay then suspension last dismissal so this can be your first offense this can be second offense third offense and fourth will be your final termination one of the most important areas of discipline is documentation it is very important okay and let's now talk about what are the common discipline problems so for example 75% of employees are stealing okay whatever it is information data and all and let's see the problems so the first common problem is attendance second problem is performance and behavior. Third problem is safety. Fourth problem is negligence. Substance abuse. Next one and harassment, violation, fighting, theft. So these are the common discipline problems generally we face while working in a corporate environment. Now we will understand about goal of well-prepared or proper documentation. So yes, there will be a goal, there will be objective of a well-prepared and proper documentation and let's see what we will get if we have well-prepared and proper documentation. So it protects your company, avoid litigation etc. and comply with unemployment laws, contest unemployment claims, inform employee of infraction, performance issues etc. Establish an official record of the disciplinary actions, what actions you have taken okay and now let's talk about the importance of proper documentation if you have proper documentation which is also known as evidence how it is good it provide it provides consistency of treatment of employee okay shows company attempt to improve the employee yes if you are making a proper documentation it will show yes you have given so much of time so many chances to improve for that particular employee okay and critical evidence if faced the litigation or contexting unemployment showing proper actions to clarify and ensure mutual understanding of issue, infraction, violation, performance, problem, etc. And let's now talk about policies, handbooks and code of conduct rules. Employers should have, all employers should have appropriate policies, handbooks and code of conducts, rules in place for every employee by employers, policies and handbooks, advice management of their responsibilities regarding employee's development, performance improvement and violations. Employees should understand handbook and sign acknowledgement of handbook This is employee's responsibility and providing policies, handbook and code of conduct is employer's responsibility. Appropriate policies explain and clarify company expectations what they want actually from employee and this is what I wanted to discuss in this video, small video and important concept. I would say thanks to all the participants or whoever is watching this video and I'll meet you in next video next video is all about documentation and discipline when to document what to document okay that is all we are going to understand in next video so hope I will be staying with the channel and doing whatever is first possible like share and comment so till Until then, bye-bye.