Opinion ID: 2552009
Heading Depth: 1
Heading Rank: 3

Heading: positive discipline

Text: The goals and objectives of the Positive Discipline program are:  Emphasize correcting the problem rather than punishing the offender.  Maintain the employee's dignity and self-respect.  Provide for increasingly serious steps if the problem is not resolved.  Result in the employee's changing his behavior and becoming a good performer. Discipline is probably the most difficult and unpleasant part of a supervisor's job. But, discipline must be maintainedemployees must come to work every day, follow the Company's policies and rules, and do their jobs properly. For most people, the only discipline that will be required during their working careers is the training and coaching they receive from the supervisors. However, in spite of all Management's positive strategies, discipline problems still arise. When they do, supervisors will take effective action to correct the problem and have the employee return to being a good performer.
Discipline is generally the last resort a supervisor will use to correct a performance problem. Usually when supervisors have identified a performance problem, they will first discuss the problem with the employee in a supportive, nonpunishing manner. The objective of counseling is to help the employee recognize that a problem exists and develop effective solutions to resolve it.
From time to time, however, problems may arise that cause management to apply discipline to an employee. For purposes of illustration only, cause for discipline shall include, but not be limited to equipment damage, insubordination, theft, use of intoxicants or other controlled substances, reporting to work under the influence of intoxicants, drugs, or other controlled substances, incompetence, fighting, failure to perform work required, failure to report an accident, unexcused absences, horseplay, failure or refusal to observe Company rules (see Company bulletin boards and Administrative Guidelines for Positive Discipline distributed 10/3/83), unbecoming conduct, conviction of a felony, or violation of a term of this Handbook.
When Mine Management, after investigation, determines that cause exists, it is the Company's policy to apply the following disciplinary steps; bearing in mind that Mine Management reserves the right to accelerate discipline based upon the severity of the offense requiring discipline and the employee's past work performance: 1. Oral Reminder 2. Written Reminder 3. Decision Making Leave ...
Occasionally, a performance problem may occur which is so severe that it requires immediate attention and action. If this should happen, an employee may be suspended and a meeting will be held prior to the employee returning to work to determine whether the offense warrants discipline or termination. ...