Discipline - Suspensions
cctsphr
27 Posts
When we exercise progressive discipline and the employee receives a suspension, I have always beleived (and practiced) that the suspension should not be at the company's convenience - if it is serious enough to have reached the suspension level, then the suspension should be immediate and consecutive. Recently, a department suspended an individual on 5/11 and 5/20. I just found out and called the department. The department was put out and disagreed. We have union and nonunion employees and strive to maintain consistency. This is a nonunion department. Am I off base on this?
Comments
Now, if it is for a significant rule violation, yes, I suspend then and there as a rule of thumb. Either way the suspension gets served, I do not see as much of an issue with doing what best serves the company, but agree you should nto wait with a serious infraction.
My $0.02 worth!
DJ The Balloonman
I think the bottom line is that a suspension should not be convenient for the ee...i agree with the "not a long weekend" practice as well.
I'd never bumped into the likes of this before!
I realize that there is nothing that formally says you may not suspend an employee like that but I suspect, unless your cba specificaly permits it or your union agrees to the practice, that an aribtrator would have some "heartburn" on that.
In any case the timing of a short suspension is always a problem.
For example, do you give a three day suspension in the middle of the week, forcing the emplyee ot come in on Monday and Friday (if the emplyee is 5/40). If you put a suspension at the start or end of the workdays (Monday or Friday), the emplyee may just consider it to be a nice, long weekend.
It depends on how you want the suspension to impact the employee viscerally and what your needs are at the particular time?
Again, just my opinion.