Corrective Action Process Defined

When employees are not meeting expectations or rules have been broken, 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.

What Corrective Action is NOT

  • Corrective action is not considered “discipline” and is primarily focused on improving the employee’s performance, attendance, or conduct. Your goal is to guide the employee to correct performance, participation, or behavior, not to punish the employee.
  • Corrective action is not considered “discipline” or a discharge and is primarily focused on improving the employee’s performance, attendance, or conduct.

Professionally Designed Employee Corrective Action and Discharge

Situations Requiring Effective Employee Corrective Action

*A decline in employee’s job performance.
*An employee is angry or withdrawn.
*Employee is consistently complaining.
*They ignore constructive criticism.
*Their Behavior is negatively affecting others.
*Attendance issues.

The Five Basic Corrective Action Process

Both policies and standards should outline the corrective action process in the event the “rules” are broken. The most common process is:

  1. Verbal Warning
  2. Written Warning
  3. Final Written Warning
  4. Suspension
  5. Separation

Some employers worry that corrective 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 important to document progressive corrective action. Take each of the five steps above unless a serious infraction has occurred.  Don’t skip corrective action steps out of anger or frustration.

Our Corrective Action Solution Consists of the Following Tools:
  • We provide procedures, forms, and processes for taking corrective actions, up to and including discharge terminations.
  • You receive an Exit Interview Questionnaire to track
  • Turnover tracking system and analysis.
  • Termination checklists and forms.
  • You will learn how to create useful 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 in a positive fashion, without causing defensiveness, low morale or legal trouble.
  • When and how to discharge employees.
  • Help with winning unemployment insurance claims.
  • We will provide Corrective Action 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.

Find out More about managing your staff effectively by visiting our pages Employee Coaching Techniques”.  OR Read our Blog Post – Employee Coaching Techniques

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