Workforce management is just one of the HR department's many responsibilities, and that task includes dealing with employee misconduct. Unfortunately, there are always situations in which workers will misbehave and step out of line. As a result, HR representatives have to submit warnings and penalize these contributors for their negative actions.
There isn't a universal strategy for dealing with misconduct in the workplace. However, Darren Reed, a special expertise panel member at the Society for Human Resource Management, recently explained to Inc. Magazine that the process usually begins with a written notice.
"A lot of employers will start with a documented verbal warning, then they'll move to a written warning, and then a final written warning, and then termination of employment after that," Reed said.
The purpose of a letter is to ensure that there's a record of every procedure. Essentially, the paper trail is meant to protect the company as it shows that the organization took necessary steps when penalizing workers or terminating their relationships.
Warning should include clear feedback about why an employee's actions were inappropriate. The information will allow the staff member to correct his or her behavior and avoid any problems in the future.
Next steps
Once written notice has been given to a contributor, the HR department and management has to watch the offender closely. Continuous oversight is meant to determine whether an employee is shaping up or maintaining his or her misconduct.
While it's important to keep track of someone's actions, the goal isn't to interfere with their everyday procedures. If anything, an active HR presence would disturb workers so they wouldn't behave naturally, making it difficult for anyone to see if there's any personal or professional growth.
In situations where a staff member hasn't made positive changes, the HR department has to take additional actions. This begins with in-person discussions to formally review misconduct and discuss the company's policy on such matters. Additionally, potential penalties should be detailed during the conference so workers understand the consequences of their actions.
Finally, the HR department may have to move forward with termination procedures. This is the absolute worst-case scenario, but it might be necessary in some instances. Employees should be informed that they have been let go because of their consistent misconduct.
How an HR specialist can help
While every situation, HR specialists like Triton HR's dedicated team can help internal departments navigate documentation procedures. HR outsourcing companies can ensure that all details are logged properly to ensure that there are thorough records of every single case.
An HR specialist can provide necessary assistance for misconduct and can keep processes running smoothly.