Chapter 9 Progressive Discipline

Question 1

What are grounds for discipline (3)?

Answer 1

1. Attendance problems
2. Poor performance
3. Misconduct
   - dishonesty (theft)
   - Misbehaviour (insubordination)

Question 2

What does the M.A.R.S. model stand for

Answer 2

Motivation
Ability
Role Perceptions
Situational Factors

Question 3

Two general rules to workplace discipline:

Answer 3

1. Be fair and firm - the discipline should match the problem
2. Be consistent and predictable

Question 4

How does progressive discipline satisfy the just cause requirement (3)?

Answer 4

1. Provides an opportunity to change the unacceptable behaviour or performance
2. Shows that the employer has given fair warning
3. Outlines the consequences of a failure to improve

Question 5

What are the goals of progressive discipline(3)?

Answer 5

1. To correct not merely punish
2. To build a case for potential arbitration
3. To deter other employees from engaging in similar behaviour

Question 6

What are the 5 steps in typical discipline?

Answer 6

1. Verbal warning(s)
2. Written warning(s)
3. Suspension (w/o pay)
4. Last Chance Agreement
5. Discharge

Question 7

What information should written warnings include?

Answer 7

1. What the specific problem is
2. What changes are necessary
3. That further problems will lead to more serious penalties

Question 8

What are the 9 criteria used by arbitrators for appropriate disciplinary action?

Answer 8

1. Severity of offense
2. Length of service with employer
3. Employee’s work record & presence of previous disciplinary action
4. Was the employee provoked?
5. Was offense premeditated?
6. Would penalty create undue economic hardship?
7. Were employer rules uniformly enforced?
8. Were rules brought to the attention of employees?
9. Offending employee’s failure to apologize, show remorse or show understanding of wrongdoing

Question 9

What is the saying called about the straw that broke the camel’s back?

Answer 9

The doctrine of the culminating incident

Question 10

What is the doctrine of the culminating incident?

Answer 10

• Employer can impose discipline upon the occurrence of some misconduct
• Minor misconduct leads to the opening of an employee’s previous work record
• If the overall record is poor enough, suspension or discharge may be warranted even though the incident itself was minor

Question 11

What should employers do when imposing discipline(7)?

Answer 11

1. Ensure C.A. procedures are followed
2. Communicate employer rules and enforce them consistently
3. Investigate misconduct
4. Inform employee of alleged misconduct and allow opportunity to respond
5. Review criteria used by arbitrators
6. Refer to all misconduct that is basis for discipline (including previous misconduct)
7. Consider option of last chance agreement

Question 12

What id the difference between culpable absenteeism & Innocent absenteeism?

Answer 12

Culpable:
-employee is at fault
-employer can impose discipline
Innocent:
-employee has no control over it
-employer can not impose discipline
*can terminate when employer has accommodated to the point of undue hardship - no stigma attached to it