Page 265 - An Indispensible Resource for Being a Credible Activist

Written Warnings (Should be preceded by a Verbal Warning):
Consult with HR first and provide details for HR to document or provide
your own documentation.
Fill out Discipline Form with HR or give to HR after you document.
Review Written Warning with HR.
Meet with the Employee Privately to deliver the Written Warning
(HR presence important).
Probation (Should be preceded by both a Verbal Warning and a Written
Warning):

Consult with HR and fill out Discipline Form with HR. Review final Probation
Memo with HR.
Meet with the Employee Privately to deliver the Probation Memo
(HR presence necessary).
Demotion, Transfer, or Termination* (*Please Consult Termination Instructions
for Terminations):
Consult with HR and Review final Demotion, Transfer, or Termination Memo
from HR.
Meet with the Employee Privately and with HR to deliver this memo.
Crisis Suspension (Use for violence, threats, drunkenness, etc. Does not need
a Warning):
Instruct Employee to leave (Company) Property and inform the Employee
that you will contact him/her following an investigation.
Call Police if necessary.
Document incident including witness accounts.
Inform HR, fill out Discipline Form and supporting documentation if any.
Consult with HR.

SAMPLE TRAINING ON DELEGATING, DIRECTING
EFFECTIVELY, AND NVC PROBLEM SOLVING

(Approximately 75 minutes for a group of 10 managers, including time for questions)

PART I: DELEGATING AND DIRECTING EFFECTIVELY:

WHAT IS THE DIFFERENCE?

Directing: When the person you direct is a direct extension of you, carrying out your
instructions exactly as you’ve given them (also called micromanaging when taken to an
unnecessary and over-detailed extreme.)

248 The H R Toolkit