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Supervisor’s Disciplinary Checklist

Below is a list of factors to consider prior to reaching a conclusion regarding failure to meet performance expectations:

  1. Employee had notice of possible consequences of their action;

  2. The rule is reasonable and there is proof of the problem;

  3. There was proper and fair investigation into the problem and the employee was treated equitably during the process;

  4. Other employees have been treated equitably for similar problems;

  5. The disciplinary action was fair and reasonable;

  6. Supervisory responsibility was assumed for setting standards, and the issue was not attributed solely to the testimony of co-workers.