PROGRESSIVE DISCIPLINEGuidelines for Use

Progressive Discipline is…Discipline applied in several stages of

severity, culminating in dismissal if necessary.

Purpose of Progressive DisciplineEmployee success!To improve performance, not to punish.Employee determines whether or not

punishment is implemented.

Requisites forProgressive DisciplineFairnessPromptnessLegal Sufficiency

Progressive Discipline Action Examples1. Oral Reprimand2. Written Warning3. Suspension With Pay4. Suspension Without Pay5. Dismissal(Refer to specific state policy.)

Oral ReprimandLeast harshDocument conversation.Make expectations clear and ensure

employee understands.Set reasonable time to meet expectations.Expectations should be measurable and

observable.

Written WarningAdministrative authorization only.Follow state-specific grievance policy.Include: (wording from Human Resources)

statement regarding grievance rightsConsequences of non-compliance

Written WarningEmployee should sign acknowledging

receipt.Include copy in personnel file.Set reasonable time to meet expectations.Performance plan should include

measurable outcomes / benchmarks.

Suspension With PayMay be used in situations with ongoing

investigation.Used when employee must be removed

from the job without delay (i.e., pending criminal charges).

May be used when employee’s presence might endanger employee or others or be disruptive.

Requires administrative authority.

Suspension Without PayCan be used as a form of punishment.Administrative approval in cooperation

with higher administration and human resources department.

DismissalUsed as last resort.Could be last step in progressive

discipline or applied immediately in egregious cases.

Wording of termination letter with assistance from Human Resources and Legal Affairs.

Notify county officials as appropriate before taking action.

Remember…Purpose of Progressive Discipline is to

improve performance, not to fire someone!Documentation is critical! Keep notes and

retain copies of everything.If it looks like things are going badly,

witnesses are helpful.Keep your supervisor informed.… and don’t wait until a problem is out of

hand!

Employees deserve to knowwhat is expected of them!

Adapted source:Tony Tyson, Director

of County Operations, University of Georgia Cooperative Extension