Chances are we all will inevitably have a run-in with the disciplinary procedure at work. In these moments, it’s natural to feel targeted personally. Often times the warnings are sprung on you by surprise, there may be multiple managers in the meeting with you, and the process doesn’t resemble how you thought the progressive disciplinary procedure worked.
Mistakes are inevitable; we’re not robots. Since our livelihood is at risk in these moments, when we have to encounter discipline it’s important that it’s carried out in a manner that is transparent and equitable. Additionally, we should all have the ability to state our defense to the accusations that are brought forward in a disciplinary action. Too often management plays the role of judge, jury, prosecution, and jailor without our side of the story ever considered. In fact, while my company’s manager’s handbook states that during any disciplinary meeting with a worker, a manager is required to have a supervisor or another manager present; alternatively when workers request a witness or an advocate within our disciplinary meetings, our requests are routinely denied. Continue reading