       Discipline Without Punishment Implementation Procedures

[] The following checklists are designed for use with a "Discipline
Without Punishment" program. The three checklists cover the three
stages of the process: Oral Reminders, Written Reminders and Decision
Making Leave.

                               Oral Reminder

Before the Meeting:

1.  Conduct a thorough investigation of the situation or incident.
2.  Review any notes about previous coaching sessions or informal
discussions you have had with the employee about the problem.
3.  Complete the Performance Discussion Worksheet pre-meeting
checklist.
4.  Ask the employee to come into your office or other private area.

During the Meeting:

1.  Describe the specific problem in terms of desired performance and
actual performance:
    *  "[Name], I have a problem."
    *  State the desired and actual performance
    *  "Tell me about it..."
2.  Give the employee a chance to respond and explain. Listen to what
he says.
3.  Remind the employee of any coaching sessions or previous informal
discussions the two of you have had about the problem.
4.  Tell the employee the specific change in performance you expect.
5.  Gain the employee's agreement to solve the problem.
6.  Indicate your confidence in his ability to perform properly in
the future.
7.  Tell the employee that this discussion is an Oral Reminder - the
formal step of the discipline process.  Describe the documentation and
the time frame.

After the Meeting:

1.  Document the discussion using the Performance Discussion Worksheet
post-meeting checklist.
2.  Follow-up to make sure that the problem has been corrected.
3.  Reinforce performance improvement.

=====================================================================

                            Written Reminder

Before the Meeting:

1.  Conduct a thorough investigation of the situation or incident.
2.  Review your findings and action plan with the appropriate
individuals.
3.  Prepare for the meeting by reviewing your documentation of the
Oral Reminder and any other material.
4.  Complete the Performance Discussion Worksheet pre-meeting
checklist.
5.  Ask the employee to come into your office or some other private
area.

During the Meeting:

1.  Describe the specific problem in terms of actual performance and
desired performance.
2.  Remind the employee of your previous informal discussions, the
Oral Reminder, and the agreement the employee made to correct the
situation.
3.  Give the employee a chance to respond and explain. Listen to what
he says
4.  Tell the employee the specific change you expect in his
performance.
5.  Gain the employee's agreement to solve the problem.
6.  Indicate your confidence that he will change and perform properly
in the future.
7.  Tell the employee that this discussion is a Written Reminder -
the second formal step of the discipline system.
8.  Tell the employee that you will write a memo to him documenting
the conversation.

After the Meeting:

1.  Complete the Performance Discussion Worksheet post-meeting
checklist.
2.  Use the "Written Reminder" form to write the memo to the employee.
3.  Give the employee the original of the memo and then distribute
copies as appropriate.
4.  Follow-up to make sure that the problem has been corrected.
5.  Reinforce performance improvement.

=====================================================================

                        Decision Making Leave

Before the Meeting:

1.  Conduct a thorough investigation of the incident.
2.  Review your plan to place the employee on a Decision Making Leave
with the appropriate individuals.
3.  Determine how you will cover the employee's work while he is away
on the Decision Making Leave.
4.  Review the previous Written Reminder, your notes on the Oral
Reminder, and any other information.
5.  Complete the Performance Discussion Worksheet pre-meeting
checklist.
6.  Ask the employee to come into your office or other private area.

During the Meeting:

1.  Describe the specific problem in terms of actual performance and
desired performance.
2.  Review your previous conversations and the employee's failure to
live up to the agreement.
3.  Give the employee a chance to respond and explain. Listen to what
he has to say.
4.  Tell the employee that he must now make a decision about whether
he is able and willing to solve the problem and perform acceptably
in the future.
5.  Tell the employee that he is being placed on a Decision Making
Leave. Explain that the Decision Making Leave is the final step of
the discipline procedure.
6.  Tell the employee that he is to spend the following day at home
making a final decision. He must decide either:
    *  to correct the immediate problem and make a commitment to fully
       acceptable performance in every area of his job,
  --OR --
    *  to quit and find more satisfying work elsewhere.
7.  Tell the employee that you hope that he does decide to continue
working, but that another problem requiring formal disciplinary action
will result in his termination.
8.  Tell the employee that he will receive full pay for the day he is
away.
9.  Tell the employee to report to you at the beginning of the day
following the leave to inform you of his decision.
10.  Have the employee confirm that he knows exactly what is expected.
11.  Tell the employee that he is now to leave company premisis.

After the Meeting:

1.  Make some informal notes about what you and the employee said
during the conversation.
2.  Make sure that the employee's work is covered during the leave
period.

When the Employee Returns:

1.  Ask the employee what decision he has made.
2.  If the employee has decided to correct the problem and remain
with the company:
    *  Express your confidence in his ability to perform properly.
    *  Advise the employee that another problem requiring formal
       disciplinary action will result in his termination.
    *  Advise the employee that you will write a memo to him
       documenting the conversation.
3.  Write the memo documenting the discussion and the employee's
decision.
4.  Give the employee the original of the memo, distribute the copies
and advise the appropriate individuals.
5.  Follow-up to make sure that the problem has been corrected.
6.  Reinforce performance improvement.
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