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A Total-Plant Predictive Maintenance Program 379

Although most employees do follow the organization’s rules and regulations, there are
times when supervisors must use discipline. Supervisors must not be afraid to use the
disciplinary procedure when it becomes necessary. Employees may interpret failure
to act as meaning that a rule is not to be enforced. Failure to act can also frustrate
employees who are abiding by the rules. Applying discipline properly can encourage
borderline employees to improve their performance.

Before supervisors use the disciplinary procedure, they must be aware of how far they
can go without involving higher levels of management. They must also determine how
much union participation is required. If the employee to be disciplined is a union
member, the contract may specify the penalty that must be used.

Because a supervisor’s decisions may be placed under critical review in the grievance
process, supervisors must be careful when applying discipline. Even if there is no
union agreement, most supervisors are subject to some review of their disciplinary
actions. To avoid having a discipline decision rescinded by a higher level of man-
agement, it is important that supervisors follow the guidelines.

Every supervisor should become familiar with the law, union contracts, and past prac-
tices of the company as they affect disciplinary decisions. Supervisors should resolve
with higher management and human resources department any questions they may
have about their authority to discipline.

The importance of maintaining adequate records cannot be overemphasized. Not only
is this important for good supervision, but it can also prevent a disciplinary decision
from being rescinded. Written records often have a significant influence on decisions
to overturn or uphold a disciplinary action. Past rule infractions and the overall per-
formance of employees should be recorded. A supervisor bears the burden of proof
when his or her decision to discipline an employee is questioned. In cases where the
charge is of a moral or criminal nature, the proof required is usually the same as that
required by a court of law (i.e., beyond a reasonable doubt).

Another key predisciplinary responsibility of the supervisor is the investigation. This
should take place before discipline is administered. The supervisor should not disci-
pline and then look for evidence to support the decision. What appears obvious on the
surface is sometimes completely discredited by investigation. Accusations against any
employee must be supported by facts. Supervisors must guard against taking hasty
action when angry or when a thorough investigation has not yet been conducted.
Before disciplinary action is taken, the employee’s motives and reasons for rule infrac-
tion should be investigated and considered.

Conclusions
With few exceptions, employees are not self-motivated. The management philosophy
and methods that are adopted by plants and individual supervisors determine whether
the workforce will constantly and consistently strive for effective day-to-day perfor-