Learn what to do after you have counseled, coached and documented performance issues and things are not getting better.
The purpose of discipline is to effect a change in an employee's conduct or performance. The disciplinary process sets the standard for other employees, but it should not be used to make an example out of someone. You never want to guarantee or promise progressive discipline either in order to maintain flexibility within the disciplinary process. This video reviews the difference between progress discipline and at-will discipline and discusses internal complaint policies.
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Shareholder and former managing shareholder of the Los Angeles office of Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Practice emphasizes all aspects of employment and labor law, with an emphasis on providing day-to-day advice and counsel to Human Resources and in-house legal teams
- Conducts regular seminars and workshops on numerous effective performance management, employment discrimination, ADA and FMLA compliance, and wage/hour compliance
- Wrote several publications related to the areas of managing employment and labor law
- Member of the University of South Carolina women’s basketball team
- Member of the California, New York and South Carolina Bar Associations, California Super Lawyer, Fellow in the ABA College of Labor & Employment Law, and Fellow in the ABA Foundation
- J.D. degree, University of South Carolina; B.A. degree, University of South Carolina
- Can be contacted at 213-438-1297 or [email protected]
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