Employee Discipline

Objectives
At the completion of this module, participants will be able to:

• Identify those behaviors which can result in disciplinary

action.

• Discuss the steps in applying positive discipline.

• Apply the “hot stove” approach to disciplinary action.

• Perform a successful disciplinary interview.

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 Employee Discipline

Definitions

Progressive discipline- step-by-step program designed to

correct performance problems, not merely compliance
problems.

“Hot Stove” discipline- an immediate, consistent, and

impersonal response to a behavior with a warning.

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 Employee Discipline

Definitions

Oral reprimands- verbal interaction between the employee

and supervisor when they discuss the problem behaviors
and the expectations to change the behaviors.

Written reprimands- documentation between employee

and supervisor if the behavior continues or if an employee
commits a serious offense.

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 Employee Discipline

Personal Check-In: Attitudes Toward Discipline

1. When I am disciplined by an authority figure, I feel __________.
(Examples: threatened, uncomfortable, relieved, etc.)

2. When I am disciplined by an authority figure, I immediately

____________. (Examples: listen, defend my position, refuse to
accept responsibility, look for excuses, etc.)

3. Following the disciplinary process, I ___________________.

(Examples: change behavior, make no changes, etc.)

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 Employee Discipline

Personal Check-In: Attitudes Toward Discipline

4. When I need to discipline an employee, I feel _______________.
(Examples: prepared, uneasy, confident, threatened, etc.)

5. During the disciplinary process, I expect the employee to

____________. (Examples: listen, look at me, get angry, storm out of
the room, etc.)

6. Following the disciplinary process, I expect an employee to

___________________. (Examples: change behavior, make no
changes, etc.)
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 Employee Discipline

Icebreaker: Tools of Discipline

1. Discipline is a word that has both positive and negative meanings.
When you have been disciplined by an authority figure, how did you
handle it? Consider the following kitchen tools and choose the one
that best represents how you received discipline.

Sponge Ringing Timer

Spatula Silent Timer
Paddle Teapot
Peeler Strainer
Masher Kitchen Shears
Sieve

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 Employee Discipline

Icebreaker: Tools of Discipline

2. Think about how you discipline employees. Consider the following
kitchen tools and choose the one that best represents how you give
discipline.

Sponge Ringing Timer

Spatula Silent Timer
Paddle Teapot
Peeler Strainer
Masher Kitchen Shears
Sieve

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 Employee Discipline

Icebreaker: Tools of Discipline

3. Select a partner who has chosen different pieces of

equipment for the questions above. With your partner,
explain your choices. What similarities and differences do
you hear in how you respond to discipline?

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 Employee Discipline

An Ounce of Prevention

• Good communication
• Definite Line of Authority
• Employee Training
• Work Schedules
• Good Working Conditions

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 Employee Discipline

Behavior Problems

• Attendance

• Conduct

• Work Performance

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 Employee Discipline

One Step at a Time

• Informal Talk
• Oral Reprimand
• Written Reprimand
• Leave without Pay/Suspension
• Termination

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 Employee Discipline

Disciplinary Action Plan in Your Organization

Discuss the disciplinary action plan in effect for your

organization.

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 Employee Discipline

Reality Practice: Case Study

The Missing Nuggets

You are the cafeteria manager. You noticed foil sticking out of
Mary’s coat pocket last week as she was leaving work. Today, Mary
doesn’t know you observed her putting a box of chicken nuggets in
her car as she rolled the trash cans to the dumpster. When you count
up and total inventory at the end of the day, you are short
approximately one case of chicken nuggets.

What do you do?

What disciplinary action would your Child Nutrition Program take?

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 Employee Discipline

Let’s Talk About It

• Be calm.
• Be fair.
• Be informed.
• Be clear.
• Be positive.

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 Employee Discipline

Reality Check: Role-Play

Walena has been late at least three days per week since
school started. Initially, she would come in, would be very
apologetic, and report to her workstation. Now she just
walks in and simply goes to work. School has been in
session for two and a half months now, and her co-workers
are not pleased. There is obvious tension when the other
workers are around her due to her attitude and the
increased workload on them. What should the manager
do? Role-play either the manager or the employee.
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 Employee Discipline

Reversal of Disciplinary Action

• Disciplinary action is not necessarily a permanent action.

• The successful disciplinary action will result in behavior

change, not termination.

• Positive outcome should be encouraged and recognized.

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 Employee Discipline

Checking Out: Action Plan

Reflect on your attitudes toward discipline. What do you want to
change about how to accept or give discipline? Develop an action
plan to help you achieve your goals.

Goals
1. When I am disciplined by an authority figure, I want to _________.
2. Following the disciplinary process, I want to _________________.
3. When I need to discipline an employee, I will ________________.
4. Following the disciplinary process of an employee, I will _______.

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 Employee Discipline

Checking Out: Action Plan

Plan
1. List steps I must take to achieve each goal.

2. List resources or outside help I will need to achieve my goals.

Evaluation
1. I will determine success in meeting my goals by _____________.

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