Not satisfied with your new-hires performance, behavior or response to the rules? It's time to get out of the shell and bring some life to your company. Have you heard about a disciplinary program to restore the target and keep the employees working at a specific rate? How long does an employer discipline the team? So many questions mark related to disciplinary topics; let's find out.

When Should an Employee Be Disciplined?

There are many occasions in which employers would think twice before dismissing an employee. Some hires deserve a second chance and can be fixed. For this reason, an employer should follow the necessary steps to discipline a specific set of employees. If you want to know how this discipline process occurs, sign up to Fratres to improve the work-life.

An employee should be disciplined when there are the following issues:

 1.Incompetence:

When a candidate overcomes the interviewing process and successfully achieves the probationary period, it is very disappointing to find out that this candidate is incompetent. This appears, when this employee fails at achieving average tasks, not meeting the employer's expectations, and always absent in important meetings and occasions. This employee should be disciplined.

2. Unbearable Mistakes:

Many employees are prone to mistakes and confusion. Some of the professional mistakes can affect the whole chain of work. That's why before going into an elimination decision, it is better to write a warning and insist on this employee to get disciplined. Of course, the perfect moment is to notify your employee as soon as possible, before these mistakes become a habit. Top 10 Biggest Career Mistakes to Avoid

3.Misconduct:

Some people have a bad attitude towards work. Professional life requires setting your troubles aside to focus on work. But, some employees mix the situations and misbehave with others. Employers, in this case, should take serious procedures to enforce discipline at work.

4. Warnings:

Employees with disappointing reviews will receive warnings about their delays, mistakes, and lack of responsibilities. These warning usually include:

• Dissatisfaction with a specific attitude or behavior
• Threatening to deprive the employee of automatic promotions and benefits
• An invitation to fix the damages caused by the employee and bear the consequences of his/ her deeds at work.
• Warning of making an arbitrary move to shift the employee towards another profession with fewer authorities and valuable working conditions.
• Notice before the final dismissal.

These were the four occasions in which employers should resort to a disciplinary program. 

Concerning the retake period, the disciplinary process depends on the type of company and its customs to keep its team and grant them a second chance.

-In case of incompetence, re-establishment programs will be defined through a performance review. Managers will specify the number of training sessions and evaluate the employees under a disciplinary process.

-In case of mistakes and carelessness, there will be warnings and reproaches to make this employee more prudent next time. The level of error can also be a subject to file for legal follow-up. So, employers will clarify to guilty employees of bearing the consequences of their laziness, which might lead them to legal issues next time, especially if they are crossing the rules and policies.

-In case of negative behavior and misconduct, employers will exclude the employee from certain authorities and shift him/ her to a lesser position, with limited contact with others. If this solution doesn't work, employers will suspend the employee.

After exploring the possible cases that push employers to discipline employees, let's look at the potential employee's reactions to this process. Would they acquiesce or choose to resign?

Can I Hand in my Notice During a Disciplinary?

Many employees disagree with the disciplinary process and oppose specific retaking procedures. Since Canada grants employees rights and preserves the employee's freedom to defend against accusations, employers should expect some reactions:

A Resignation:

This request depends on the employee's reasons for resignation. Employers should not push with the disciplinary process before understanding the real reasons to quit the job. After all, a disciplinary process is not a preparation for dismissal or resignation. It is a preparation to keep the employee with some new arrangements to reach the professional expectations. Investigation from Authorities:

This happens when your employee is in the danger zone. When your employee commits serious mistakes that bring damages to organizations and individuals and cross legal boundaries. In this case, you should keep the law to handle the fate of your employee. Your disciplinary program will not fix the situation.  

Refusing the Disciplinary Notice:

Can employees refuse to sign a disciplinary notice at work? This is an eventual reaction. Some employees bring a signed rebuttal document instead of accepting a disciplinary. This step might lead either to a dismissal or to further negotiations to understand the real reasons behind the refusal. Employers will also investigate the case and research to conclude the real reasons.

These were the do and didn't during a disciplinary process. Employers use this process to warn specific employees about certain behaviors and conduct that ruin their professional commitments. Employees from another token are free to accept or refuse this program by requesting a rebuttal document or requesting a resignation. In the end, each case has its causes and consequences. If employers failed at convincing the employee to submit a disciplinary agreement, dismissal could be granted as a final decision.