The plant manager, supervisor, and HR reps determined that an employee was behaving in a way that created a hostile work environment for another employee. We all sat in a meeting and agreed that this was a disciplinary issue. The employee deserved a written warning. We parted ways after making the appointment for the disciplinary meeting the next day ...
Several of the group thought about the situation all night long - and concluded - we were wrong. Emails flew back and forth and all four people agreed they had second thoughts almost immediately following the meeting. Superficially, the situation was an easy call. On deeper thought, the employee did not deserve the disciplinary action at all.
The employee keeps lists about others in the work place. This is his right, but not on company time, and not if he is using the lists to harass other employees. We will check.
We learned. The employees will never know how we grew - but we did. In the future, we plan to wait a day or two before implementing any disciplinary action whenever possible. Our second thoughts and deeper analysis prevented a disaster, in this case.
Want to know more about progressive discipline? Here's a progressive discipline resource that will serve you well.
Warmly,
Susan
4:26:49 AM
Disciplinary Action Review 
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