Progressive discipline uses a progression of consequences that gradually increase in severity to deal with the employee’s continued failure to meet expectations. While progressive discipline signifies that the employer takes these issues seriously, it also demonstrates a fairness with the use of proportionality, where the conduct is weighed against severity. It also allows the employee the opportunity to understand their shortcomings along with repeated multiple opportunities to correct their behaviour.
This year on the First Reference Talks blog, we’ve been covering some of the hot topics in employment and labour law and employee management. Making the list this year are blog posts on the topic of termination (again), on breaching confidentiality, privacy and the duty to accommodate among others.
Does progressive discipline need to be expressly written into the employment contract? If yes, do all steps need to be laid out in writing? Or is it on a case-by-case basis?