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The concept of progressive discipline

Define the concept of progressive discipline and discuss how it can be applied to an employee who in one year did the following:

Fell asleep on duty.
Misuse of issued patrol vehicle, i.e., conducting personal business while on duty in violation of policy.
Improper use of computer to access sensitive company information without an official need to know, i.e., querying coworkers in company computer system to view their personnel records.
300 Words

Full Answer Section

The specific disciplinary action that is taken will depend on the severity of the offense and the employee's disciplinary history. For example, an employee who falls asleep on duty for the first time may receive a verbal warning. However, an employee who has fallen asleep on duty multiple times may be subject to a written warning or suspension.

In the case of the employee who fell asleep on duty, misused a patrol vehicle, and accessed sensitive company information without an official need to know, progressive discipline could be applied as follows:

First offense: Verbal warning for falling asleep on duty.
Second offense: Written warning for misusing a patrol vehicle.
Third offense: Suspension for accessing sensitive company information without an official need to know.

If the employee continues to engage in unacceptable behavior after being suspended, they may be terminated from employment.

It is important to note that progressive discipline is not a one-size-fits-all approach. The specific disciplinary action that is taken should be based on the facts of each case and the employee's disciplinary history. Additionally, employers should be mindful of any applicable collective bargaining agreements or employment laws that may impact the disciplinary process.

Here are some additional considerations for applying progressive discipline to the employee in this case:

The employee's behavior is serious and could have serious consequences for the company and its customers.
The employee has engaged in multiple offenses, which suggests that they are not taking their job seriously.
The employee has accessed sensitive company information without an official need to know, which is a major breach of trust.

Based on these factors, it is likely that the employee would be subject to suspension or termination of employment. However, the employer should carefully consider all of the facts of the case before making a decision.

How to apply progressive discipline in a fair and consistent manner

When applying progressive discipline, it is important to do so in a fair and consistent manner. This means treating all employees similarly for similar offenses. It also means giving employees a fair chance to correct their behavior.

Here are some tips for applying progressive discipline in a fair and consistent manner:

Be clear and concise about the company's policies and expectations.
Document all employee misconduct, including the date, time, and nature of the offense.
When disciplining an employee, be specific about what they did wrong and why their behavior is unacceptable.
Be fair and consistent in the disciplinary action you take.
Give employees a fair chance to correct their behavior.

By following these tips, employers can help to ensure that progressive discipline is applied in a fair and consistent manner.

Sample Answer

Progressive discipline is a disciplinary process that involves increasingly severe consequences for each subsequent offense. The goal of progressive discipline is to correct the employee's behavior and prevent future infractions.

Progressive discipline is typically applied in a three-step process:

Verbal warning: The employee is spoken to about their behavior and informed that it is unacceptable.
Written warning: The employee is given a written warning that outlines their behavior, the consequences of their behavior, and the expectations for the future.
Disciplinary action: If the employee continues to engage in unacceptable behavior, they may be subject to disciplinary action, such as suspension or termination of employment.