CORRECTIVE DISCIPLINE A Brief Overview of Effective Employee Discipline

Tough Times can even come from within

The teacher who refuses to _______. The teacher who refuses to _______. The teacher who can’t manage a file. The teacher who can’t manage a file. The aide to strikes a student. The aide to strikes a student. The bus driver who forgets a kid. The bus driver who forgets a kid. The principal who won’t sign IEPs. The principal who won’t sign IEPs. The teachers whose class is out of control. The teachers whose class is out of control.

Your role as a leader in the tough times that result? Provide clear expectations Provide clear expectations Provide support & expertise Provide support & expertise Find solutions & solve problems Find solutions & solve problems Make needed corrections Make needed corrections

Your role as a leader in the tough times that result? Provide clear expectations Provide clear expectations Provide support & expertise Provide support & expertise Find solutions & solve problems Find solutions & solve problems Make needed corrections Make needed corrections NOTE: Our failure to correct bad behavior is to condone bad behavior.

The Nature of Corrective Discipline Objective: to correct problem behaviors

The Nature of Corrective Discipline Corrective………..not Punitive Corrective………..not Punitive Progressive ……..not Explosive Progressive ……..not Explosive Clear ……………..not Vague Clear ……………..not Vague Based on Facts …not Assumptions Based on Facts …not Assumptions Predictable ………not Arbitrary Predictable ………not Arbitrary Civil……………….not Combative Civil……………….not Combative Objective: to correct problem behaviors

Corrective Discipline: COMPONENTS 1. Foundation 2. Prevention 3. Investigation 4. Just Cause 5. Due Process 6. Progressive Sequence of actions

Corrective Discipline: 1. FOUNDATION

1) …to know what is expected of them and what consequences might follow, 2) …to consistent, civil, & predictable employer responses to violations of rules, 3) …to fair discipline based on facts, Corrective Discipline: 1. FOUNDATION Employee Rights

Corrective Discipline: 1. FOUNDATION Employee Rights 5) …to question the facts and to present a defense, 6) …to appeal the disciplinary decision, 7) …to progressive discipline, and 8) …to be considered as an individual.

Corrective Discipline: 2. Prevention Provide Balance of Support Provide Balance of Support Post Expectations Post Expectations Statutory Laws & Regulations Statutory Laws & Regulations Board Policies Board Policies School Policies School Policies Professional Agreement Professional Agreement Check for Access to Expectations Check for Access to Expectations Clear, Continuous Communication Clear, Continuous Communication

Corrective Discipline: 3. INVESTIGATION Problem reported?

Corrective Discipline: 3. INVESTIGATION Problem reported? Investigate First! Investigate First!

FAIR: include the employee & others suggested by the employee FAIR: include the employee & others suggested by the employee COMPLETE: gather evidence, witness statements, documents, etc. COMPLETE: gather evidence, witness statements, documents, etc. TAKE NOTES: date, time, place, facts, witnesses TAKE NOTES: date, time, place, facts, witnesses WRITTEN RESPONSE: when appropriate, obtain a written response WRITTEN RESPONSE: when appropriate, obtain a written response Corrective Discipline: 3. INVESTIGATION

Corrective Discipline: 4. JUST CAUSE Was there harm that resulted from an employees action or failure to act? Was there harm that resulted from an employees action or failure to act?

Corrective Discipline: 4. JUST CAUSE Improper Conduct Improper Conduct Neglect of Duty Neglect of Duty Insubordination Insubordination Failure to Perform Duties Properly Failure to Perform Duties Properly Excessive Absenteeism Excessive Absenteeism Incapacity due to Mental or Physical Disability Incapacity due to Mental or Physical Disability

Corrective Discipline: 5. DUE PROCESS 1) Was the rule, procedure, or directive known to the employee? 2) Was the rule, procedure, or directive reasonably related to the orderly, efficient, safe operation of the school? 3) Was employee warned of probable disciplinary consequences? 4) Was there an objective, fair investigation of the facts?

Corrective Discipline: 5. DUE PROCESS 5) Was there valid, objective, substantial evidence of wrong doing? 6) Did corrective action fit the violation ? (i.e. was it reasonable?) 7) Was the previous record of the employee taken into account? 8) Was the treatment of this problem consistent with treatment of other similar cases?

Time to act? Check Before Taking Action  Were my expectations clear?  Was my investigation fair & complete?  Did I consider the employee’s side?  Is my action based on facts, not emotion?  Is this a pattern of behavior or an isolated incident?  Is my documentation adequate?

6. PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION

*DISTRICT SUPPORT Template Letters Template Letters Consult on Investigation Consult on Investigation Assist with Documentation & Letters Assist with Documentation & Letters Assume Responsibility for Suspension and Termination Assume Responsibility for Suspension and Termination

Tough Times with Employee Discipline: A little structure and a lot of support can make some tough times a little less tough.

PROGRESSIVE SEQUENCE OF DISCIPLINARY ACTION