b'Insomecases,perhapsmost,thetime4. Employeeissuescanarisefrom(1) frame is immediately. In other cases, wherec h a r a c t e r,( 2 )p e r s o n a l i t y training might be involved, you could specifytemperamentor(3)performance. perhaps2weeksupto30days.IcanCharacterisformedatanearlyage envisionnosituationwhereanemployeeand,onceformed,tendsnotto shouldbegivenlongerthan30daystochange.Wecanmeasurepersonality improve.temperament through the DISC prole Hereareseveralotherimportantpointstoorsimilartool,likethePredictive remember about counseling and discipliningIndex.Performanceisthemost employees:observablemetrictomeasureand can stem from insucient skills, lack 1. Ifanemployeelesaclaimwiththeofpersonalmotivationorlousy DepartmentofLabor,Equalattitude, which is a character issue. Employment Opportunity Commission or other agency, the burden of proof is5. Your supervisors should be trained in ontheemployer.ThisisnotHowtoCounselandDiscipline necessarily true with a lawsuit, but itEmployees.Thisisamanagement is true at the initial complaint level.workshopthatourrmcanprovide. 2. Employers meet this burden of proofPleasecontactusifyoudliketo throughcomprehensiveanddetailedknow more about having this training documentation.Exceptforveryat your location. seriousoenses,wedonot recommenddismissinganemployeeWe hope that these important management withoutatleastthreewrittenprinciples will be helpful to you in managing disciplinaryrecords,documentedinyour employees, especially when it comes to the employee le.counselinganddiscipline.Pleasecontact 3. Averbalcounselingsession iandayourSeayManagementconsultantifyou writtenreprimandareexamplesofhaveaquestionaboutcounselingor gooddocumentation.Letusknowifdisciplining employees or Human Resources youneedcounselingordisciplineManagement issues and we look forward to forms and well send them to you.talking with you soon. Midwest Drycleaning & Laundry Institutewww.MWDLI.org / 765-969-5745 \x009'