Study Set Content:
The overall goal of progressive discipline is to improve
employee behavior and not lose employees through termination or resignation.
has tobe anchored on the pharmacy’s ground rules for employment.
Disciplining or dismissing an employee
Some of the common grounds for dismissal are
1. Refusal to work
2. Disorderly conduct
3. Tardiness and absenteeism
4. Poor treatment of customers
5. Theft
6. Destruction of pharmacy property
7. Violation
is a formal oral reprimand addressing the unsatisfactory behavior of an employee and its consequences. A manager might verbally warn a pharmacist regarding his or her tardiness; and if he or she continues to be tardy, further disciplinary action may be warranted.
Verbal Warning and Counseling -
if an employee deliberately ignores a verbal warning, a more formal written warning is issued. A written warning is the first formal step in progressive discipline that may result in the eventual dismissal of the employee. It differs from a verbal warning, which is relatively informal. A written warning is used for more serious errors and infractions. It explicitly states that it is a ‘’ written warning’’ and the supervisor retain a copy in the department file. It is also a legal document that can end up as evidence in a court case.
Formal Written Warning
is usually the last disciplinary action prior to dismissal.
Final Written Warning
- it is the temporary release of an employee from duty for a specific number of day without compensation. A suspension is a significant disciplinary action for more serious incidents or repetitions of unsatisfactory behavior. When the written warnings still do not result in improved employee performance, suspensions is the next logical step in progressive discipline
Suspension without Pay
this is the last course of action in disciplining employees. Heads of department or similar administrative units are authorized to initiate an action to dismiss an employeeand to set the effective date. The employee must be notified of the dismissal in writing. Generally, a minimum of two week’s notice should be given to
Termination/Dismissal
By identifying area where problems in employee relations are most likely to occur, the manager can increase the chances of
early detection
Successful handling of employee dissatisfaction revolves around the following:
1. Recognizing problems quickly 2. Allowing grievances to vent themselves 3. Equitably resolving the problems
whether a complaint is serious, valid, or resolved to the employees satisfaction, the longer it lingers before being dealt with, the more it strains the long-term employer-employee relationship. Employees can file their complaints while maintaining their anonymity, which would beimpossible with an open-session approach
Quick recognition
closely related to early recognition is the need for an outlet for discontent. When employees have no established means of airing complaints, they often resort to counterproductive measures that are more difficult to recognize and resolve.
Airing of complaints
even if the pharmacy owner makes every effort to identify problems quickly and create an open employer-employee atmosphere, it will be of little value if grievances are not resolved equitably. Not eliminating the conflict and solving the problem will certainly damage this relationship and may cause problems that will hamper the smooth flow of business operations.
Equitable resolution
the shifting of an employee’s position from one to another without increasing or decreasing his or her responsibilities or pay
Transfer
- the shifting of an employee to e new position that increases both his or her status and responsibilities.
Promotion
an employee is removed and is no longer a part of the business or organization. It can be temporary or permanent, voluntary or involuntary.
Separation
temporary and voluntary, it is usually associated with negative business conditions. It can also stem from the management’s plan to downsize or decrease production. Workers with theleast seniority are the first to be laid off.
Lay-Off
- a person may be discharged permanently or if he or she is not performing satisfactorily according to the standards of the business.
Discharge
is also one cause for discharge.
Insubordination
done voluntarily or permanently, it stems from low salary and/or low marale.
Resignation
