- We provide procedures, forms, and processes for taking corrective actions, including discharge terminations.
- You receive an Exit Interview Questionnaire to track Turnover.
- Termination checklists and forms.
- You will learn how to create helpful unemployment claims guidelines.
- Department of Labor responses and preparing to defend terminations.
- Protecting against wrongful terminations and preserving “At-Will” status.
- Clear policy guidelines on when and how to take corrective action.
- Addressing performance challenges positively, without causing defensiveness, low morale, or legal trouble.
- When and how to discharge employees.
- Help with winning unemployment insurance claims.
- We will provide guideline implementations that are easy to comprehend.
- We are positively addressing performance challenges without causing defensiveness, low morale, or legal issues.
- Unemployment insurance claim measurements to define a winning strategy.
Corrective action entails measuring improvements to an organization’s processes to eliminate causes of nonconformities or other unwanted circumstances. It is usually a set of actions, laws, or regulations required by an organization to take in documentation, procedures, or systems to rectify and eliminate recurring non-compliance.
The corrective action process begins with a problem that has been identified and ends with an agreeable resolution between the parties involved. When employees are not meeting expectations or broken rules, we show how to take corrective action in a professional, non-attacking manner. We help establish procedures and guidelines to ensure consistency, fairness, and employment compliance.
5 Action Steps
Both policies and standards should outline the corrective action process if the “rules” are broken. The most common process is:
- Verbal Warning
- Written Warning
- Final Written Warning
Options you want to consider during the process:
- Is this temporary? If so, were you suspended with or without pay?
- Will the employee be demoted to a lower class position?
- If corrective action has been taken and the steps have failed, you may find the dismissal to be your only option.
Some employers worry that action taken after a work injury will look like retaliation. To get past this belief, employers must apply corrective action consistently for all broken rules. If one employee breaks the rules and doesn’t hurt himself or damage property, he should be written up the same way as someone who wasn’t so lucky. It also is essential to document progressive action. Take each of the five steps above unless a serious infraction has occurred. Don’t skip action steps out of anger or frustration.
Situations that Require Corrective Action
- A decline in employee’s job performance.
- An employee is angry or withdrawn.
- The employee is consistently complaining.
- They ignore constructive criticism.
- Their behavior is negatively affecting others.
- Attendance issues.
Creating a Plan of Action includes documented conversations that clearly define the: laid out expectations of the employee, taking action to immediately cease the activities during the investigative state, finding the cause and the people accountable for the problem, determining the action steps needed to resolve the issue, and monitoring the action’s results.