Review Prior To Disciplinary Action & Preparation of Issues Resolution Worksheet

Most employment litigation is caused by an angry employee who felt that he/she had not been treated fairly. This feeling of unfair treatment by an employee is usually the result of a disciplinary process that failed to thoroughly investigate incidents and/or failed to properly communicate expectations. Lukesh Consulting Group (LCG) has designed a disciplinary review process to eliminate these 2 critical flaws using proprietary tools that LCG provides in its Open-Heart Conversation Program.

This Review has two Phases. Phase 1 is an initial review that requires the manager and LCG Consultant to go through a 14-point checklist for determining whether disciplinary action is justified at this time. If disciplinary action is justified and a written warning is part of the solution, LCG will participate in preparation of the written document. Details of the Phases are listed below.

Phase 1 – Initial phone review:

1. When an organization decides that disciplinary action is necessary to correct an issue with an employee, the manager to whom the employee reports can contact LCG to review the situation. The LCG Consultant will walk the manager thorough the 14-point checklist for determining whether just and proper cause may exit for disciplinary action.

2. If it is decided that proper cause is not present at this time for disciplinary action, the Consultant and the manager will develop a strategy for monitoring the situation and continuing to build a case.

3. If it is decided to proceed with disciplinary action, the Consultant will take the following action:
   
   a) For an oral warning, the Consultant and manager will brainstorm the issue and expected changes in performance and behavior. The Consultant and manager will also brainstorm any problems that may arise in the meeting. The manger will then conduct the meeting.
   
   b) For a written warning, the Consultant would initiate Phase 2.

Phase 2 – Preparation of Written Documentation:

1. The Consultant will send the form, “Issues Resolution Worksheet Manager Confidential,” to the manager for the manager to initially record information within the 5 sections of the document that are the critical components for surfacing and resolving behavior and performance issues. The manager will email the completed form to the Consultant.

2. The Consultant will call the manager to review the form. During and after the phone conversation, the Consultant will make additions, deletions, and changes to the form in an effort to clarify any points and minimize wording that may cause inflamed feelings.

3. The Consultant will retype the “Issues Resolution Worksheet Manager Confidential” on to an “Issues Resolution Worksheet” that will be given to the employee. The Consultant will email the “Issues Resolution Worksheet” to the manager and call the manager to review the document.

4. The manager and Consultant will agree to any final changes to the “Issues Resolution Worksheet.”

5. The Consultant and manager will then brainstorm and role play any issues that may arise during the disciplinary action meeting with the employee. The Consultant will review with the manager the suggested disciplinary action meeting format, which is part of the Open-Heart Conversation Program.

Following the Phase 1 or Phase 2 meeting, the manager will call the consultant to debrief about the meeting and troubleshoot any issues that may have come up during the meeting.

Product/Service Prices:

Non-Member Phase 1: $175.00
Non-Member Phase 1 & 2: $875.00

Member Phase 1: $140.00 (20% Savings)
Member Phase 1 & 2: $700.00 (20% Savings)

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