We noted in a recent blog post the truism that employers’ day-to-day workplace concerns are both myriad and complex. There is routinely a lot on the minds of successful entrepreneurs and established business principals in Connecticut and elsewhere as they focus on profitability and long-term success.
Including employee-centric matters, which can range broadly from work-linked productivity and safety concerns to training initiatives and the careful fostering of a discrimination-free environment.
Another key matter relevant to employer-worker interaction also commands employers’ close attention. It is perhaps most easily spotlighted via this direct question: How can managers most effectively put select workers on notice that they need to improve their on-the-job behavior and/or performance?
A verbal face-to-face exchange is commonplace when such a message needs to be conveyed, of course, but it sometimes needs to be supplemented with a written warning.
And that can be dicey. We note in our January 2 blog post at Berdon, Young & Margolis that discipline-centered written policies “need to be carefully considered and implemented in cases of reprimand or censure.”
Failure to be duly careful can open up even the most fair-minded employer to litigation. Aggrieved employees sometime make claims that they are being selectively targeted for inequitable treatment or being punished in a retaliatory manner for exercising workplace rights.
A recent article addresses those concerns in some detail. Readers can access the details relevant to what employers should reasonably focus upon when they craft and apply progressive discipline policies via this link.
And, of course, employers with questions or concerns related to worker discipline or any other aspect of employment law can turn for guidance and diligent legal representation to attorneys at a proven business law firm.