Power-Kunkle Group, Inc. - Employee & Executive Benefits in Reading, PA

 

Employee Relations

> HR Library

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Absence & Lateness Sample Policy
Corrective Action Sample Policy

Exit Interview Model Form
Notice of Performance Probation Model Form
Sample Letter of Termination
Termination Checklist Model Form
Written Warning for Absence/Lateness Model Form
Written Warning for Performance Model Form

For Pennsylvania Laws and Regulations as well as mandatory postings visit Pennsylvania Department of Labor & Industry

Forms available in this website are for informational purposes only and subject to our terms of use and are not a substitute for the advice of an attorney or legal counsel. Legal advice of any nature should be sought from legal counsel in that the forms are provided as samples and model guidelines.

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Frequently Asked Question's

Introduction

The term employee relations refers to the general management and planning of activities related to developing, maintaining and improving employee relationships. Successful organizations know that good employee performance is influenced by positive morale, and a healthy, thriving organization depends on a good employee morale influenced by positive employee relations. An organization needs to build and maintain two way communication and trust with their employees. It is important that employees are well informed and that management expectations are clearly communicated. Employees left to their own erroneous perception or uncertainties can have a negative effect on performance.

Who should participate in a disciplinary meeting?

The employee and the employee's supervisor should be present. If the supervisor feels that a witness is necessary in the disciplinary meeting, the witness should be an individual that the employee will view as a neutral party. A human resources representative would be the most appropriate choice to serve as a witness. An employee may not have a witness of their choice (such as a friend, co-worker, or relative) present at a disciplinary meeting. There are some regulatory exceptions to this practice in labor union environments.

Do I need to document a verbal warning?

Yes, any time there is a formal discussion with an employee regarding their work produced or work habits; it is wise to document what was discussed, the solutions agreed upon and the date and time of the meeting. The employee does not necessary need to sign the documentation in the case of a verbal warning. However, the documentation can be used if the employee does not correct the problem/issue.

Are there best practices in issuing disciplinary action?

Yes, make sure that a thorough investigation has been completed including first hand knowledge and information from any witnesses. Make sure the supervisor focuses on the actions that require correction instead of qualities about the individual. The supervisor should speak to the employee in private and give the employee an opportunity to respond to the allegations. Always consult with a human resources or other management individual to review the documentation and recommended disciplinary actions to ensure fairness and consistent treatment with established policies.