The HR department was not part of the discussion around the performance issue or disciplinary action. The supervisor sought advice, about disciplinary action, from the grievance coordinator and not human resources.
“ Employee discipline in healthcare may have more strategic weight than it does it does in other work environments” (Fried, B. J., Fottler, M. D., 2015, p. 65). Disciplinary actions must be supported by documentation and follow HR policy. Failure of one or both of these supports may leave the organization at risk for legal action or EEOC charges. Immediate termination for performance-based issues may be an issue to trigger both.
HR involvement in dealing with unsatisfactory performance and disciplinary action is imperative.
“ Employee discipline in healthcare may have more strategic weight than it does it does in other work environments” (Fried, B. J., Fottler, M. D., 2015, p. 65). Disciplinary actions must be supported by documentation and follow HR policy. Failure of one or both of these supports may leave the organization at risk for legal action or EEOC charges. Immediate termination for performance-based issues may be an issue to trigger both.
HR involvement in dealing with unsatisfactory performance and disciplinary action is imperative.