Why Do You Need Set Disciplinary Policy For Employee Procedures?

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Why Do You Need Set Disciplinary Policy For
Employee Procedures?
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Any organization that has employees, whether a
private business or a governmental agency, should
anticipate the need for employee discipline.
Often avoided, a discipline is a tool to correct
conduct that is inconsistent with employer
expectations, and to create a record that efforts
were taken to place an employee on notice and
provide an opportunity for course correction. At
Neva Stotler Law, they will be able to help you
develop and implement disciplinary policies
within your organization. Pittsburgh employment
law attorney can help you develop a policy to
ensure that your employees understand
expectations and potential disciplinary actions,
and even oversee disciplinary processes, for
union, non union, public and private workforces.
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Why do you need set disciplinary policies for
your organization?
Every business or government agency must have a
policy for employee disciplinary procedures.
These policies will serve as tools for both
employees and management on a number of levels
within the organization.
For both legal and practical reasons, employee
discipline should be confined to

• Verbal warnings
• Written warnings
• Letters of suspension
• Termination if necessary

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Organizational disciplinary policies should be
clearly defined and documented. This will leave
little question as to whether or not you, as a
manager, are consistently administering
discipline when necessary. The details of every
disciplinary policy will vary between
organizations, but a simplified overview of most
policies includes

• Specifying actions or behavior to be corrected
  and how corrective action will be undertaken.
  This can be accomplished through verbal and then
  written declarations.
• If there is little or no improvement, suspending
  an employee without pay for a short period of
  time may be necessary, and providing due process,
  where required.

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• Varying types of employee improvement plans may
  be advisable depending on the offense, employee
  improvement, and the culture of the organization.
• Ultimately, termination of the employee may be
  required and there are strategic and legal
  considerations in this process.
• When there is a clear organization disciplinary
  policy in place, it is vital that the system is
  followed. Managers should be cautioned against
  skipping or ignoring any defined policies to
  ensure that every employee is treated fairly,
  consistently and that there is no actual or
  perceived discrimination in the application of
  disciplinary measures.

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Call Them For A Consultation Of Your Disciplinary
Policies Today

• If you need assistance with developing
  disciplinary policies within your organization,
  you need to speak to an attorney as soon as
  possible. Contact a Pittsburgh employment law
  attorneyat Neva Stotler Law, they will be able
  to review your organization and tailor
  disciplinary policies that meet your needs.
  Attorney Stotler has extensive experience
  developing disciplinary policies within various
  types of organizations, including businesses and
  municipalities. When you need advice on
  disciplinary policies or on a specific
  disciplinary matter, in or outside of
  Pennsylvania, you can contact them for a
  consultation of your case calling at
  724-841-5565.

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Contact Neva Stotler Law
724-841-5565
P .O. Box 1585 Cranberry Township, Pennsylvania
16066
https//www.nstotlerlaw.com/contact-us/