1. Disciplining Employees
Team 15:
Jimee Truong,
Ric Ross,
Nick Garcia,
Raisah Salhab,
Megan Stanley

2. Objectives: Define “discipline”
Discuss the importance of disciplining employees
Discuss important factors in disciplining employees
Mistakes to avoid when disciplining employees
Provide steps for disciplinary actions

3. Discipline Definition:
The practice of training people to obey rules or a code of behavior
Not the same as punishment
Derived from the word disciple, which refers to a follower of a teacher.
Goals of discipline: teach and correct
Reasons: Insubordination, failure to meet responsibilities, failure to comply with procedures
The definition of discipline is ----, which for our purposes is intended to keep the pharmacy running in an effective manner. There’s an important distinction betwen discipline and punishment, as discipline should not be a negative experience, but instead a learning experience. Punishment shouldn’t come until later in most cases.
The word is derived from the word discipline, which refers to a follower of a teacher, and that’s what we are supposed to do. We are supposed to teach the person being disciplined and correct their behavior to avoid future occurrences.
Common reasons for needing discipline include...

4. Why is it important to discipline your employees?
Correct for the future
Teaching experience
Improves performance
Helps with unhelpful behavior
Helps ensure positive working relations
Better, stronger business

5. Six Key Factors in Discipline
Getting your facts straight
Acting in a timely fashion
Counseling in privacy
Developing an appropriate action plan to correct the deficiency
Discussing the consequences of continued infractions
Documenting the entire transaction
Book

6. Mistakes to Avoid Ignoring the behavior
Hoping that it will correct itself without intervention or that no one will notice
Keeping a list of unacceptable behavior and waiting as they add up in order to deliver a larger penalty
Behavior is not being addressed as they occur
Inconsistent application of rules
Inconsistent application of penalties

7. Steps of disciplinary actions
Give a verbal warning
Compose a written warning
Suspension
Termination of employment

8. Verbal warning Investigate situation Speak in private
Address the issue
Don’t beat around the bush
Let the employee talk
Listen
Talk about the policies
Offer recommendations
investigate: review the situation and see who’s at fault, consider whether the employee had full control over their behavior, in addition to understanding the role and responsibility of their position. If yes, ask to speak in private. That way you can keep disciplinary discussions private from the rest of the employees, to protect privacy and reputation within the workplace.
Adress the issue: Hey, I’ve noticed you’ve been coming into work late for the past week. What’s the issue? Let the employee talk and politely ask for feedback on the issue at hand. Listen, and If its affecting the work environment, then remind the employee about problem and talk about the policies of the company and what future consequences there are related to the problem.
Offer recommendations and guidance for the employee. That way they can set a goal to reach it so that the problem doesn’t occur again.

9. Written Warning Failure to meet the expectations Conduct in private
Document the corrective action plan
Reinforce the improvement expectations
Set a time frame
Obtain employee consent agreeing to the expectations
Similar to a verbal warning, but since employee’s performance or behavior becomes problematic, a written warning must be composed, calmly and without anger/resentment. In the end, make sure the employee knows what is expected of them.

10. Subsequent Action Failure to comply to the corrective action plan
Results in:
Suspension
Employee termination
Ultimately it is the employee's responsibility to improve their performance

11. Questions?
Thank you

12. References
Kelly WN, Peterson AM, eds. Leadership and Management in Pharmacy Practice. 2nd ed. Boca Raton, FL: CRC Press; 2014.