CORRECTIVE
DISCIPLINE
A Brief Overview of
Effective Employee Discipline
Tough Times
can even come from within
Tough Times
can even come from within
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The teacher who refuses to _______.
The teacher who can’t manage a file.
The aide to strikes a student.
The bus driver who forgets a kid.
The principal who won’t sign IEPs.
The teachers whose class is out of control.
Your role as a leader in the
tough times that result?
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Provide clear expectations
Provide support & expertise
Find solutions & solve problems
Make needed corrections
Your role as a leader in the
tough times that result?

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Provide clear expectations
Provide support & expertise
Find solutions & solve problems
Make needed corrections
NOTE:
Our failure to correct bad behavior
is to condone bad behavior.
The Nature of Corrective Discipline
Objective: to correct problem behaviors
The Nature of Corrective Discipline
Objective: to correct problem behaviors
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Corrective………..not Punitive
Progressive ……..not Explosive
Clear ……………..not Vague
Based on Facts …not Assumptions
Predictable ………not Arbitrary
Civil……………….not Combative
Corrective Discipline:
COMPONENTS
1. Foundation
2. Prevention
3. Investigation
4. Just Cause
5. Due Process
6. Progressive Sequence
of actions
Corrective Discipline:
1. FOUNDATION
LAW
Statutes
Board Policy
Regulations
School Policy
Admin Guidelines
Directives
Corrective Discipline:
1. FOUNDATION
Employee Rights
1) …to know what is expected of them
and what consequences might follow,
2) …to consistent, civil, & predictable
employer responses to violations of
rules,
3) …to fair discipline based on facts,
Corrective Discipline:
1. FOUNDATION
Employee Rights
5) …to question the facts and to
present a defense,
6) …to appeal the disciplinary decision,
7) …to progressive discipline, and
8) …to be considered as an individual.
Corrective Discipline:
2. Prevention
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Provide Balance of Support
Post Expectations
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Statutory Laws & Regulations
Board Policies
School Policies
Professional Agreement
Check for Access to Expectations
Clear, Continuous Communication
Corrective Discipline:
3. INVESTIGATION
Problem reported?
Corrective Discipline:
3. INVESTIGATION
Problem reported?
Investigate First!
Corrective Discipline:
3. INVESTIGATION
 FAIR: include the employee & others
suggested by the employee
 COMPLETE: gather evidence, witness
statements, documents, etc.
 TAKE NOTES: date, time, place, facts,
witnesses
 WRITTEN RESPONSE: when
appropriate, obtain a written response
Corrective Discipline:
4. JUST CAUSE
Was there harm that resulted from
an employees action or failure to
act?
Corrective Discipline:
4. JUST CAUSE
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Improper Conduct
Neglect of Duty
Insubordination
Failure to Perform Duties Properly
Excessive Absenteeism
Incapacity due to Mental or Physical
Disability
Corrective Discipline:
5. DUE PROCESS
1) Was the rule, procedure, or directive
known to the employee?
2) Was the rule, procedure, or directive
reasonably related to the orderly,
efficient, safe operation of the school?
3) Was employee warned of probable
disciplinary consequences?
4) Was there an objective, fair
investigation of the facts?
Corrective Discipline:
5. DUE PROCESS
5) Was there valid, objective, substantial
evidence of wrong doing?
6) Did corrective action fit the violation ?
(i.e. was it reasonable?)
7) Was the previous record of the
employee taken into account?
8) Was the treatment of this problem
consistent with treatment of other
similar cases?
Time to act?
Check Before Taking Action
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Were my expectations clear?
Was my investigation fair & complete?
Did I consider the employee’s side?
Is my action based on facts, not
emotion?
 Is this a pattern of behavior or an
isolated incident?
 Is my documentation adequate?
6. PROGRESSIVE SEQUENCE OF
DISCIPLINARY ACTION
1. Post the Rules
2. Keep Personal Notes
3. Give Verbal Notice
4. Give Verbal Warning
6. PROGRESSIVE SEQUENCE OF
DISCIPLINARY ACTION
5. Give Written Letter, Directive,
and/or Reprimand*
6. Provide Opportunity to Improve
7. Recommend Suspension*
8. Recommend Termination*
6. PROGRESSIVE SEQUENCE OF
DISCIPLINARY ACTION
*DISTRICT SUPPORT
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Template Letters
Consult on Investigation
Assist with Documentation & Letters
Assume Responsibility for
Suspension and Termination
Tough Times
with Employee Discipline:
A little structure
and a lot of support
can make some tough times
a little less tough.
PROGRESSIVE SEQUENCE OF
DISCIPLINARY ACTION
1. Post the Rules
2. Keep Personal Notes
3. Give Verbal Notice
4. Give Verbal Warning
5. Give Written Letter, Directive,
and/or Reprimand
6. Provide Opportunity to Improve
7. Recommend Suspension
8. Recommend Termination